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Publication
Enjoy yourself! At work, with work, to improve work
Advisor(s)
Abstract(s)
A ideia de que o divertimento no trabalho traz consequências benéficas às organizações
e aos seus colaboradores foi-se tornando popular nas últimas décadas, sendo no entanto ainda
reduzidos os estudos empíricos sobre os seus efeitos nos comportamentos de cidadania dos
colaboradores. Pretende-se então que o presente estudo responda a duas questões: se a
percepção de um local de trabalho divertido promove comportamentos de cidadania
organizacional e se os traços de personalidade dos big five são suficientemente impactantes para
mediar a relação prévia. De forma a responder a estas questões, 221 participantes de diferentes
organizações responderam a um questionário online. Os dados obtidos vão ao encontro da
literatura existente sobre fun at work, comprovando-o como um conceito multidimensional e
positivamente correlacionado com os Comportamentos de Cidadania Organizacional. Os
resultados comprovam que a percepção de um ambiente de trabalho divertido promove
eficazmente todos os tipos de comportamentos de cidadania tidos em conta neste estudo, da
mesma forma que sugere a socialização e as celebrações no trabalho como as estratégias de fun
mais promotoras destes comportamentos. Foi possível, também, compreender que os traços de
personalidade não têm impacto mediador nesta relação, ainda que existam diferenças nas
correlações estabelecidas com os cinco traços. Ponderadas as limitações e levantadas algumas
sugestões futuras, o presente estudo vem acrescentar informação relevante e impactante na
gestão de pessoas, comprovando os efeitos benéficos do divertimento no local de trabalho.
The idea that fun at work has benefits for the organizations and their workers have been growing in the last few decades, although there are only a few empirical studies that can prove their effects on the citizenship behaviour of workers. The purpose of this study was to answer two questions: if perception of a fun workplace promotes organizational citizenship behaviours and if the big five personality traits have enough impact to mediate the prior relationship. To answer this questions, 221 members of different organizations have reply to an online survey. The obtained results go accordingly with the literature about fun at work, proving that is a multidimensional concept and has a positive correlation with Organizational Citizenship Behaviour. The results demonstrate that the perception of a fun environment at work improve all type of citizenship behaviours referred in this study. This results also suggest that socialization and celebration at work are the most promising strategies of fun to inspire these behaviours. It was verified that traits of personality do not have a mediate impact in this relation, nevertheless there are some differences in the correlation established with big five traits. Considering the limitations and some future suggestions, this study comprehends new information that can have an impact in managing people, which evidence the benefits of fun at work.
The idea that fun at work has benefits for the organizations and their workers have been growing in the last few decades, although there are only a few empirical studies that can prove their effects on the citizenship behaviour of workers. The purpose of this study was to answer two questions: if perception of a fun workplace promotes organizational citizenship behaviours and if the big five personality traits have enough impact to mediate the prior relationship. To answer this questions, 221 members of different organizations have reply to an online survey. The obtained results go accordingly with the literature about fun at work, proving that is a multidimensional concept and has a positive correlation with Organizational Citizenship Behaviour. The results demonstrate that the perception of a fun environment at work improve all type of citizenship behaviours referred in this study. This results also suggest that socialization and celebration at work are the most promising strategies of fun to inspire these behaviours. It was verified that traits of personality do not have a mediate impact in this relation, nevertheless there are some differences in the correlation established with big five traits. Considering the limitations and some future suggestions, this study comprehends new information that can have an impact in managing people, which evidence the benefits of fun at 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
Fun at work Ambiente de trabalho divertido Comportamentos de cidadania organizacional behaviour Traços de personalidade Big Five Workplace fun Organizational citizenship Personality traits