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Publication
Engagement na relação entre o desequilibrio esforço-recompensa e a ausência de civismo no trabalho
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Advisor(s)
Abstract(s)
O presente estudo visa averiguar se o Desequilibrio Esforço- Recompensa tem um impato
significativo na Incivility e o efeito de mediação do Engagement na relação entre o
Desequilíbrio Esforço-Recompensa (ERI) e a Incivility no trabalho. A amostra é constituída
por 159 participantes, da população Portuguesa, que trabalham em contato com o público, com
idades compreendidas entre os 19 e os 62 anos.
De forma a analisar o efeito de mediação entre as variáveis utilizaram-se para o Engagement,
a escala Utrecht Work Engagement Scale (Schaufeli & Bakker, 2003), o Desequilíbrio entre o
Esforço e a Recompensa foi medido através da escala ERI- The measurement of effort-reward
imbalance at work: European comparisons, desenvolvida por Siegrist, et al. (2004),e a
Incivility no Trabalho foi medida através da escala Development and Validation of Uncivil
Workplace Behavior Questionnaire, desenvolvida por Martin e Hine (2005).
Os resultados confirmaram um impato significativo mas negativo, entre as variáveis e as suas
dimensões, o Engagement e a Incivility e o Desequilibrio Esforço- Recompensa e a Incivility.
O efeito de mediação confirmou-se parcialmente, apesar das dimensões Esforço e Recompensa
não terem um impacto na Invicility,nem nas suas dimensões,o que não sucede com as suas
subescalas. Na segunda hipótese também se confirmou parcialmente, o Engagement não tem
efeito mediador na relação entre a Promoção e a Hostilidade,pois quando é introduzida não
exerce um efeito nas variáveis preditoras. Nas organizações, os comportamentos não cívicos,
não estão relacionados com o Engagement,sendo que funcionários são mais propensos a
trabalhar num ambiente que estimula a autonomia e que conseguem gerir.
ABSTRACT: The present study aims to determine wether the effort-reward imbalance has a significant impact on incivility and the mediation effect in the relationship between the Effort-reward imbalance (ERI) and incivility in the workplace. The sample consisted of 159 participants, with Portuguese nationality, working in contact with the public, aged between 19 and 62 years. In order to analyze the effect of mediation between variables we used the Utrecht Work Engagement Scale (Schaufeli & Bakker, 2003) for Engagement, the ERI scale (The measurement of effort-reward imbalance at work: European comparisons, Siegrist, et al. 2004) for the Effort-reward imbalance, and the Development and Validation of Uncivil Workplace Behavior Questionnaire (Martin & Hine, 2005) for incivility in the workplace. The results confirm a significant but negative impact between the variables and their dimensions, Engagement and Incivility, Effort-reward imbalance and Incivility. The mediation effect was partially confirmed, although the dimensions Effort and Reward did not have a significant impact on incivility or its dimensions, which does not happen on its subscales. The second hypothesis was also partially confirmed, Engagement doesn’t have a mediation effect between Promotion and Hostility, as its introduction doesn’t produce and effect in the predicting variables. In organizations, uncivilized behaviors do not relate to engagement, the employees are more likely to work in an environment which stimulates autonomy and that they can manage.
ABSTRACT: The present study aims to determine wether the effort-reward imbalance has a significant impact on incivility and the mediation effect in the relationship between the Effort-reward imbalance (ERI) and incivility in the workplace. The sample consisted of 159 participants, with Portuguese nationality, working in contact with the public, aged between 19 and 62 years. In order to analyze the effect of mediation between variables we used the Utrecht Work Engagement Scale (Schaufeli & Bakker, 2003) for Engagement, the ERI scale (The measurement of effort-reward imbalance at work: European comparisons, Siegrist, et al. 2004) for the Effort-reward imbalance, and the Development and Validation of Uncivil Workplace Behavior Questionnaire (Martin & Hine, 2005) for incivility in the workplace. The results confirm a significant but negative impact between the variables and their dimensions, Engagement and Incivility, Effort-reward imbalance and Incivility. The mediation effect was partially confirmed, although the dimensions Effort and Reward did not have a significant impact on incivility or its dimensions, which does not happen on its subscales. The second hypothesis was also partially confirmed, Engagement doesn’t have a mediation effect between Promotion and Hostility, as its introduction doesn’t produce and effect in the predicting variables. In organizations, uncivilized behaviors do not relate to engagement, the employees are more likely to work in an environment which stimulates autonomy and that they can manage.
Description
Dissertação de Mestrado apresentada ao ISPA - Instituto Universitário
Keywords
Engagement Desequilibrio esforço-recompensa Incivility no trabalho Efeito de mediação Effort-reward imbalance Incivility in the workplace Mediation effect