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Publication
Preditores organizacionais e emocionais da satisfação no trabalho: O papel mediador do desempenho
Advisor(s)
Abstract(s)
A satisfação no trabalho tem sido um dos constructos mais estudados no âmbito
da psicologia organizacional. Apesar disso, ainda há aspetos sobre a relação entre a
satisfação no trabalho e variáveis organizacionais, contextuais e individuais que importa
aprofundar. Nesse sentido, esta dissertação pretende estudar o papel mediador do
desempenho adaptativo na relação de algumas variáveis organizacionais (eficácia da
liderança e a clareza da função) e individuais (bem-estar emocional) com a satisfação
no trabalho.
O estudo contou com 110 participantes, com idades compreendidas entre os 20 e
os 64 anos, todos ativos no mercado de trabalho. A recolha de dados foi realizada através
da distribuição online de um questionário que avalia as distintas dimensões em estudo.
Os resultados demonstraram que os preditores utilizados apresentam relações
significativas com a satisfação no trabalho. No entanto, apenas a relação da clareza da
função com a satisfação no trabalho e a relação do bem-estar emocional com a satisfação
no trabalho foram influenciadas pelo papel mediador do desempenho adaptativo.
Estes resultados são sustentados pela literatura organizacional consultada.
Contudo, algumas evidências encontradas revelaram que sentimentos positivos e
negativos de baixa intensidade (LAPA e LAUA) não apresentaram efeitos significativos
na satisfação no trabalho nem no desempenho adaptativo.
Os resultados obtidos sugerem que as organizações podem aumentar a sua eficácia
ajustando algumas dimensões do contexto de trabalho, nomeadamente no que diz respeito
às funções a desempenhar, bem como promovendo a regulação emocional, no sentido de
incrementar o desempenho dos colaboradores e a sua satisfação no trabalho.
Job satisfaction has been one of the most studied constructs in organizational psychology. Despite this, there are still aspects about the relationship between job satisfaction and organizational, contextual, and individual variables that it is important to deepen. In this sense, this dissertation intends to study the mediating role of adaptive performance in the relationship of some organizational (leadership effectiveness and role ambiguity) and individual (emotional well-being) variables with job satisfaction. The study had 110 participants, aged between 20 and 64 years, all active in the labor market. Data collection was carried out through the online distribution of a questionnaire that assesses the different dimensions under study. The results showed that the used predictors have significant relationships with job satisfaction. However, only the relationship between role ambiguity and job satisfaction and the relationship between emotional well-being and job satisfaction were influenced by the mediating role of adaptive performance. These results are supported by the organizational literature consulted. However, some evidence found revealed that positive and negative feelings of low intensity (LAPA and LAUA) did not show significant effects on job satisfaction or on adaptive performance. The results obtained suggest that organizations can increase their effectiveness by adjusting some dimensions of the work context like the functions to be performed, as well as promoting emotional regulation, to increase the performance of employees and their satisfaction in the work.
Job satisfaction has been one of the most studied constructs in organizational psychology. Despite this, there are still aspects about the relationship between job satisfaction and organizational, contextual, and individual variables that it is important to deepen. In this sense, this dissertation intends to study the mediating role of adaptive performance in the relationship of some organizational (leadership effectiveness and role ambiguity) and individual (emotional well-being) variables with job satisfaction. The study had 110 participants, aged between 20 and 64 years, all active in the labor market. Data collection was carried out through the online distribution of a questionnaire that assesses the different dimensions under study. The results showed that the used predictors have significant relationships with job satisfaction. However, only the relationship between role ambiguity and job satisfaction and the relationship between emotional well-being and job satisfaction were influenced by the mediating role of adaptive performance. These results are supported by the organizational literature consulted. However, some evidence found revealed that positive and negative feelings of low intensity (LAPA and LAUA) did not show significant effects on job satisfaction or on adaptive performance. The results obtained suggest that organizations can increase their effectiveness by adjusting some dimensions of the work context like the functions to be performed, as well as promoting emotional regulation, to increase the performance of employees and their satisfaction in the work.
Description
Dissertação de Mestrado apresentada no ISPA –
Instituto Universitário para obtenção de grau
de Mestre na especialidade de Psicologia
Social e das Organizações.
Keywords
Satisfação no trabalho Desempenho adaptativo Eficácia percebida da liderança Bem estar emocional Clareza da função Oob satisfaction Adaptive performance Perceived leadership effectiveness Emotional well-being Role ambiguity