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Roubo de tempo organizacional: Qual o prejuízo?
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Abstract(s)
Este estudo tem como objetivo fornecer evidências empíricas adicionais sobre a associação entre o Engagement no trabalho e o Bem-estar laboral e testar se esta relação é moderada pelos comportamentos de Roubo de Tempo Organizacional. Para essa finalidade formularam-se as seguintes hipóteses: (1) O Engagement no trabalho tem uma associação significativa e positiva com o Bem-estar; (2) O Engagement no trabalho tem uma associação significativa e negativa com o Roubo de Tempo; (3) O Roubo de Tempo tem um efeito moderador na relação entre o Engagement no trabalho e o Bem-estar.
Colaboraram neste estudo 154 participantes, colaboradores em diversas organizações sediados no território nacional. Os resultados revelaram o Engagement no trabalho tem um efeito significativo e positivo no Bem-estar, assim como na subescala da Saúde e um efeito significativo e negativo na subescala das Emoções Negativas. Existe ainda uma associação significativa e negativa entre o Engagement no trabalho e os comportamentos de Roubo de tempo, assim como com as dimensões Roubo de Tempo Clássico e Roubo de Tempo Tecnológico. Por fim comprovou-se o efeito de moderação dos comportamentos de Roubo de Tempo e de Roubo de Tempo Clássico na relação entre o Engagement no trabalho e o Bem-estar. Adicionalmente comprovou-se o efeito de moderação do Roubo de Tempo Clássico na relação entre o Engagement no trabalho e as Emoções Negativas.
This study aims to provide additional empirical evidence on the association between Work Engagement and Work Well-being and test whether this relationship is moderated by Organizational Time Theft behaviours. For this purpose, the following hypotheses were formulated: (1) Engagement at work has a significant and positive association with Well-being; (2) Engagement at work has a significant and negative association with Time Theft; (3) Time Theft has a moderating effect on the relationship between Engagement at work and Well-being. 154 participants, collaborators in several organizations based in the national territory, collaborated in this study. The results revealed Engagement in work has a significant and positive effect on Well-being, as well as on Health subscale and a significant and negative effect on the Negative Emotions subscale. There is still a significant and negative association between Engagement at Work and Time Theft behaviors, as well as with the dimensions of Classic Time Theft and Technological Time Theft. Finally, the effect of moderation of Time-stealing and Classic-Time Stealing behavior on the relationship between Engagement at Work and Well-being was verified. Additionally, the moderation effect of Classic Time Theft on the relationship between Engagement at Work and Negative Emotions was proven.
This study aims to provide additional empirical evidence on the association between Work Engagement and Work Well-being and test whether this relationship is moderated by Organizational Time Theft behaviours. For this purpose, the following hypotheses were formulated: (1) Engagement at work has a significant and positive association with Well-being; (2) Engagement at work has a significant and negative association with Time Theft; (3) Time Theft has a moderating effect on the relationship between Engagement at work and Well-being. 154 participants, collaborators in several organizations based in the national territory, collaborated in this study. The results revealed Engagement in work has a significant and positive effect on Well-being, as well as on Health subscale and a significant and negative effect on the Negative Emotions subscale. There is still a significant and negative association between Engagement at Work and Time Theft behaviors, as well as with the dimensions of Classic Time Theft and Technological Time Theft. Finally, the effect of moderation of Time-stealing and Classic-Time Stealing behavior on the relationship between Engagement at Work and Well-being was verified. Additionally, the moderation effect of Classic Time Theft on the relationship between Engagement at Work and Negative Emotions was proven.
Description
Dissertação de Mestrado apresentada no ISPA – Instituto Universitário para obtenção do grau de Mestre em Psicologia especialidade em Psicologia Social e das Organizações.
Keywords
Engagement no trabalho Bem-estar no trabalho Roubo de tempo Organizacional work engagement Work well-being Organizational time theft