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Publication
Crafting yourself: o efeito moderador dos traços de personalidade na relação entre a metacognição e o Job Crafting
Advisor(s)
Abstract(s)
Através de investigações anteriores, foi possível perceber que a Metacognição tem um impacto positivo no contexto organizacional (e.g., melhor perceção de desempenho e maiores níveis de engagement laboral). Neste sentido, emerge a necessidade de perceber em que outras variáveis organizacionais a Metacognição estabelece um impacto positivo. Assim, como objetivo deste estudo, pretende-se compreender o efeito preditor da Metacognição no Job Crafting, tal como o efeito moderador dos Traços de Personalidade nesta relação. A título exploratório, analisou-se as três dimensões da Metacognição (Conhecimento, Planeamento e Avaliação) e o efeito que cada uma exerce no Job Crafting e respetivas dimensões (Tarefa, Cognição e Relação). Do mesmo modo, foi analisado se os Traços de Personalidade exercem um efeito moderador nas relações que se revelaram significativas.
Este estudo foi constituído por uma amostra de 211 participantes, com idades compreendidas entre 20 e 62 anos, que se encontram a trabalhar há, pelo menos, 6 meses. Os participantes responderam a um questionário constituído por três escalas.
Os resultados demonstraram um impacto significativo e positivo da Metacognição, em contexto laboral, no Job Crafting. Mais concretamente, a Metacognição, a nível geral, revelou um impacto significativo com todas as dimensões do Job Crafting. No entanto, apenas duas dimensões da variável Metacognição – Conhecimento e Avaliação – revelaram um impacto significativo no Job Crafting.
Por fim, relativamente à moderação dos Traços de Personalidade, a Conscienciosidade revelou-se um moderador da relação entre a Metacognição e o Job Crafting, Metacognição e o Job Crafting de Relação e entre a dimensão Metacognição-Conhecimento e o Job Crafting geral, de Tarefa e de Cognição. Já a Extroversão também se revelou um moderador, mas apenas entre a dimensão Metacognição-Conhecimento e o Job Crafting de Relação.
Through previous research, it was possible to perceive that Metacognition has a positive impact on the organizational context (e.g., a better perception of performance and higher levels of labor engagement). In this sense, there is a need to understand in which other organizational variables Metacognition establishes a positive impact. Thus, the objective of this study is to understand the predictor effect of Metacognition in Job Crafting, as well as the moderating effect of the Personality Traits in this relation. The three dimensions of Metacognition (Knowledge, Planning and Evaluation) and the effect of each one on Job Crafting and its dimensions (Task, Cognition and Relation) were analyzed. Likewise, it was analyzed whether the personality traits exert a moderating effect on relationships that have proved to be significant. This study consisted of a sample of 211 participants, aged between 20 and 62 years, who had been working for at least 6 months. Participants answered a questionnaire consisting of three scales. The results demonstrated a significant and positive impact of Metacognition, in a work context, on Job Crafting. More specifically, Metacognition, on a general level, has had a significant impact on all dimensions of Job Crafting. However, only two dimensions of the variable Metacognition - Knowledge and Assessment - revealed a significant impact on Job Crafting. Finally, with respect to the moderation of Personality Traits, Consciousness has been a moderator of the relationship between Metacognition and Job Crafting, Metacognition and Relational Job Crafting and between the Metacognition-Knowledge dimension and General Job Crafting, Task and Cognition. Extroversion has also proved to be a moderator, but only between the Metacognition-Knowledge dimension and Relational Job Crafting.
Through previous research, it was possible to perceive that Metacognition has a positive impact on the organizational context (e.g., a better perception of performance and higher levels of labor engagement). In this sense, there is a need to understand in which other organizational variables Metacognition establishes a positive impact. Thus, the objective of this study is to understand the predictor effect of Metacognition in Job Crafting, as well as the moderating effect of the Personality Traits in this relation. The three dimensions of Metacognition (Knowledge, Planning and Evaluation) and the effect of each one on Job Crafting and its dimensions (Task, Cognition and Relation) were analyzed. Likewise, it was analyzed whether the personality traits exert a moderating effect on relationships that have proved to be significant. This study consisted of a sample of 211 participants, aged between 20 and 62 years, who had been working for at least 6 months. Participants answered a questionnaire consisting of three scales. The results demonstrated a significant and positive impact of Metacognition, in a work context, on Job Crafting. More specifically, Metacognition, on a general level, has had a significant impact on all dimensions of Job Crafting. However, only two dimensions of the variable Metacognition - Knowledge and Assessment - revealed a significant impact on Job Crafting. Finally, with respect to the moderation of Personality Traits, Consciousness has been a moderator of the relationship between Metacognition and Job Crafting, Metacognition and Relational Job Crafting and between the Metacognition-Knowledge dimension and General Job Crafting, Task and Cognition. Extroversion has also proved to be a moderator, but only between the Metacognition-Knowledge dimension and Relational Job Crafting.
Description
Dissertação de Mestrado apresentada no ISPA – Instituto Universitário para obtenção de grau de Mestre na especialidade de Psicologia Social e das Organizações.
Keywords
Metacognição Job crafting Traços de personalidade Metacognition Personality traits