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Efeito moderador da gestão de conflito na relação entre cooperação e satisfação laboral.
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Abstract(s)
A presente investigação teve como objetivo o estudo da relação entre a Cooperação Organizacional e a Satisfação Laboral, bem como perceber se as Estratégias de Gestão de Conflito têm um efeito moderador nesta relação.
A amostra é constituída por 156 trabalhadores na faixa etária entre os 19 e 58 e predominantemente do género feminino (53,2%). De modo a avaliar cada um dos construtos, foram utilizadas as seguintes escalas: “Questionário de Cooperação em Contexto Organizacional”, adaptado à população portuguesa (Oliveira, 2010); “Cuestionario de Satisfacción Laboral S20/23” (Meliá & Peiró, 1989) adaptado à população portuguesa por Ferreira., Fernandes, Santos e Peiró (2010); escala de Satisfação Laboral adaptada por Somech (2009).
A análise de resultados permitiu concluir que, de facto, a Gestão de Conflitos não exerce um efeito moderador na relação entre Cooperação Organizacional e Satisfação Laboral, o que sugere uma maior necessidade de estudar estas temáticas para melhor perceber como os comportamentos dos indivíduos influenciam o seu bem-estar e os dos seus colegas.
ABSTRACT: The main objective of this investigation is to study the relationship between Organizational Cooperation and Job Satisfaction, as well as understanding if Conflict Management Strategy has a moderator effect. The sample is composed by 156 workers between the 19 and 58 years old, and its majority is from the feminine gender (53,2%). To evaluate each one of the constructs were used, the following scales: “Questionaire of Cooperation in Organizational Context” adapted to portuguese population (Oliveira, 2010); “Cuestionario de Satisfacción Laboral S20/23” (Meliá & Peiró, 1989) adapted to Portuguese population by Ferreira., Fernandes, Santos e Peiró (2010); Job Satisfaction scale adapted by Somech (2009). The results analyses allowed to conclude that, in fact, the Conflict Management Strategy does not have a moderator effect in the relationship between Organizational Cooperation and Job Satisfaction, this suggests that there is the need to develop more studies in about this themes in order to better understand who the behaviours of the individuals may influence in their own well-being and for their colleagues.
ABSTRACT: The main objective of this investigation is to study the relationship between Organizational Cooperation and Job Satisfaction, as well as understanding if Conflict Management Strategy has a moderator effect. The sample is composed by 156 workers between the 19 and 58 years old, and its majority is from the feminine gender (53,2%). To evaluate each one of the constructs were used, the following scales: “Questionaire of Cooperation in Organizational Context” adapted to portuguese population (Oliveira, 2010); “Cuestionario de Satisfacción Laboral S20/23” (Meliá & Peiró, 1989) adapted to Portuguese population by Ferreira., Fernandes, Santos e Peiró (2010); Job Satisfaction scale adapted by Somech (2009). The results analyses allowed to conclude that, in fact, the Conflict Management Strategy does not have a moderator effect in the relationship between Organizational Cooperation and Job Satisfaction, this suggests that there is the need to develop more studies in about this themes in order to better understand who the behaviours of the individuals may influence in their own well-being and for their colleagues.
Description
Dissertação de Mestrado apresentada no ISPA - Instituto Universitário
Keywords
Cooperação Satisfação laboral Gestão de conflitos Cooperation Job satisfaction Conflict management