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O papel mediador do work engagement na relação entre os recursos laborais e o desempenho adaptativo
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Orientador(es)
Resumo(s)
Numcontexto organizacional marcado por elevada complexidade, instabilidade e
mudança constante, o desempenho adaptativo dos colaboradores assume um papel central
para a eficácia e sustentabilidade das organizações. Partindo do Modelo Job
Demands–Resources (JD-R), este estudo procurou analisar a relação entre os recursos
laborais e o desempenho adaptativo, explorando o efeito mediador do work engagement nesse
processo. A amostra foi constituída por 113 participantes, tendo sido utilizados instrumentos
validados para avaliar os recursos de trabalho, o work engagement (UWES-9) e o
desempenho adaptativo. Os resultados das análises de regressão e mediação (macro
PROCESS) demonstraram que os recursos laborais influenciam positivamente o desempenho
adaptativo, e que o work engagement atua como mediador parcial desta relação. Estes dados
reforçam o impacto dos recursos organizacionais e dos estados motivacionais positivos na
promoção da adaptabilidade no contexto laboral. As implicações teóricas e práticas são
discutidas à luz da literatura, destacando-se a relevância do engagement como elo entre
condições de trabalho e comportamentos eficazes de resposta à mudança.
In an organizational context characterized by high complexity, instability, and constant change, employees' adaptive performance plays a key role in ensuring effectiveness and sustainability. Based on the Job Demands–Resources (JD-R) Model, this study aimed to examine the relationship between job resources and adaptive performance, exploring the mediating effect of work engagement in this process. The sample consisted of 113 participants, and validated instruments were used to assess job resources, work engagement (UWES-9), and adaptive performance. Regression and mediation analyses (using the PROCESS macro) revealed that job resources positively influence adaptive performance, and that work engagement acts as a partial mediator in this relationship. These findings reinforce the importance of organizational resources and positive motivational states on promoting adaptability at work. Theoretical and practical implications are discussed in light of the existing literature, highlighting the relevance of engagement as a key link between working conditions and effective responses to change.
In an organizational context characterized by high complexity, instability, and constant change, employees' adaptive performance plays a key role in ensuring effectiveness and sustainability. Based on the Job Demands–Resources (JD-R) Model, this study aimed to examine the relationship between job resources and adaptive performance, exploring the mediating effect of work engagement in this process. The sample consisted of 113 participants, and validated instruments were used to assess job resources, work engagement (UWES-9), and adaptive performance. Regression and mediation analyses (using the PROCESS macro) revealed that job resources positively influence adaptive performance, and that work engagement acts as a partial mediator in this relationship. These findings reinforce the importance of organizational resources and positive motivational states on promoting adaptability at work. Theoretical and practical implications are discussed in light of the existing literature, highlighting the relevance of engagement as a key link between working conditions and effective responses to change.
Descrição
Dissertação de Mestrado apresentada no ISPA -Instituto Universitário para obtenção do grau de Mestre na especialidade de Psicologia Social e das Organizações
Palavras-chave
laborais work engagement desempenho adaptativo modelo JD-R job resources work engagement adaptive performance JD-R model