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Performance profissional: impacto do work-life balance, cultura e estádio da organização
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Authors
Advisor(s)
Abstract(s)
Introdução: A pandemia COVID-19 levou a uma reorganização da vida e dos seus ritmos tal
como se conhecia. A alteração de expectativas face ao contexto laboral, levou as organizações
a ponderarem sobre a forma como acolheram e apoiaram os colaboradores. Estas alterações
podem depender das características da organização. Os objetivos do atual estudo são explorar
quais foram as preocupações de adultos profissionalmente ativos, bem como, que variáveis
predizem a performance laboral durante o período pandémico. Método: Estudo transversal,
quantitativo e correlacional. No total participaram 1000 adultos portugueses (Midade= 40,8;
DP= 10,6; 68,4% mulheres), profissionalmente ativos. Utilizou-se um Questionário
Sociodemográfico e Profissional para a caracterização da amostra e das preocupações, a escala
de Work-Life Balance (WLB) (Patrão, & Pimenta, 2022), a escala da Cultura Organizacional
(Cameron, & Quinn, 2013), a escala do Ciclo de Vida da Organização (Lester, et al., 2003) e a
escala Health & Work (Shikiar, et al., 2004). Resultados: O modelo demonstrou um
ajustamento aceitável (𝜒2/df=3,376; SRMR=0,074; CFI=0,854; TLI=0,853; GFI=0,818;
RMSEA=0,049). Uma cultura organizacional caracterizada como confiança e participação (β=-
0,174; p<0,001) e um maior ao WLB (β=0,301; p<0,001) associaram-se a uma maior
produtividade. Já o aumento da satisfação não laboral, está associado a uma melhor perceção
de WLB (β=0,443; p<0,001). Conclusão: Face aos resultados obtidos, sobre as preocupações
e as variáveis preditoras da performance, destaca-se a importância das preocupações e o
impacto que podem ter na performance dos trabalhadores, bem como no funcionamento
organizacional, pelo que as instituições devem adotar medidas de auxílio para os seus
colaboradores.
ABSTRACT: Introduction: The COVID-19 pandemic has led to a reorganization of life and its rhythms as we knew them. The change in expectations regarding the work context has prompted organizations to consider how they welcome and support employees. These changes may depend on the characteristics of the organization. The objectives of the current study are to explore the concerns of professionally active adults during the pandemic and to identify variables that predict work performance during this period. Method: A cross-sectional, quantitative, and correlational study was conducted. A total of 1000 Portuguese adults (Mage= 40.8; SD= 10.6; 68.4% female) who were professionally active participated in the study. A Sociodemographic and Professional Questionnaire was used to characterize the sample and assess concerns. The Work-Life Balance scale (Patrão & Pimenta, 2022), the Organizational Culture scale (Cameron & Quinn, 2013), the Organizational Life Cycle scale (Lester et al., 2003), and the Health & Work scale (Shikiar et al., 2004) were employed. Results: The model demonstrated an acceptable fit (𝜒2/df=3.376; SRMR=0.074; CFI=0.854; TLI=0.853; GFI=0.818; RMSEA=0.049). An organizational culture characterized by trust and participation (β=-0.174; p<0.001) and a better work-life balance (β=0.301; p<0.001) were associated with higher productivity. Increased non-work satisfaction was associated with a better perception of work-life balance (β=0.443; p<0.001). Conclusion: The results highlight the importance of concerns and their impact on workers' performance and organizational functioning. Institutions should therefore adopt measures to support their employees.
ABSTRACT: Introduction: The COVID-19 pandemic has led to a reorganization of life and its rhythms as we knew them. The change in expectations regarding the work context has prompted organizations to consider how they welcome and support employees. These changes may depend on the characteristics of the organization. The objectives of the current study are to explore the concerns of professionally active adults during the pandemic and to identify variables that predict work performance during this period. Method: A cross-sectional, quantitative, and correlational study was conducted. A total of 1000 Portuguese adults (Mage= 40.8; SD= 10.6; 68.4% female) who were professionally active participated in the study. A Sociodemographic and Professional Questionnaire was used to characterize the sample and assess concerns. The Work-Life Balance scale (Patrão & Pimenta, 2022), the Organizational Culture scale (Cameron & Quinn, 2013), the Organizational Life Cycle scale (Lester et al., 2003), and the Health & Work scale (Shikiar et al., 2004) were employed. Results: The model demonstrated an acceptable fit (𝜒2/df=3.376; SRMR=0.074; CFI=0.854; TLI=0.853; GFI=0.818; RMSEA=0.049). An organizational culture characterized by trust and participation (β=-0.174; p<0.001) and a better work-life balance (β=0.301; p<0.001) were associated with higher productivity. Increased non-work satisfaction was associated with a better perception of work-life balance (β=0.443; p<0.001). Conclusion: The results highlight the importance of concerns and their impact on workers' performance and organizational functioning. Institutions should therefore adopt measures to support their employees.
Description
Dissertação de Mestrado realizada
sob a orientação da Professora Doutora
Filipa Pimenta, apresentada no
Ispa – Instituto Universitário para
obtenção do grau de Mestre na
especialidade de Psicologia
Clínica.
Keywords
Performance Cultura organizacional Work-life balance Ciclo de vida Organização Preocupações Performance Organizational culture Work-life balance Organizational life cycle Concerns