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Orientador(es)
Resumo(s)
A felt accountability (responsabilização sentida) tem vindo a destacar-se como um fator determinante para o desempenho e envolvimento dos colaboradores nas organizações. Contudo, a forma como esta se desenvolve pode depender das características do trabalho e do contexto organizacional. A presente dissertação teve como objetivo analisar a relação entre a resolução de problemas, enquanto característica do desenho do trabalho, e a felt accountability, bem como o papel moderador da cultura de gestão do erro nesta associação.
O estudo seguiu um delineamento quantitativo, recorrendo a um questionário de autopreenchimento aplicado a 125 participantes de diferentes setores de atividade. Os dados foram analisados através dos programas SPSS e Jamovi, utilizando análises de regressão linear simples e hierárquica para testar o efeito direto e a interação moderadora.
Os resultados revelaram uma relação positiva e significativa entre a resolução de problemas e a felt accountability. Adicionalmente, verificou-se um efeito de interação significativo, sugerindo que a cultura de gestão do erro reforça o impacto positivo da resolução de
problemas sobre a accountability em contextos que encaram o erro de forma construtiva.
Estes resultados contribuem para uma compreensão mais aprofundada dos mecanismos através dos quais o desenho do trabalho e o clima organizacional influenciam a perceção de
responsabilidade dos colaboradores, evidenciando a importância de fomentar culturas organizacionais abertas ao erro como condição para o desenvolvimento individual e coletivo.
Felt accountability has emerged as a key factor influencing employees’ performance and engagement within organizations. However, the way it develops may depend on both job characteristics and the organizational context. This dissertation aimed to examine the relationship between problem-solving, as a characteristic of work design, and felt accountability, as well as the moderating role of error management culture in this association. The study followed a quantitative design, using a self-administered questionnaire completed by 125 participants from different sectors of activity. Data were analyzed using SPSS and Jamovi, through simple and hierarchical linear regression analyses to test both the direct effect and the moderating interaction. The results revealed a significant and positive relationship between problem-solving and felt accountability. Furthermore, error anagement culture was found to moderate this relationship, strengthening the positive impact of problem-solving on accountability in contexts that adopt a constructive approach to error. These findings contribute to a deeper understanding of the mechanisms through which work design and organizational climate influence employees’ sense of responsibility, highlighting the importance of fostering organizational cultures that embrace error as a condition for both individual and collective development.
Felt accountability has emerged as a key factor influencing employees’ performance and engagement within organizations. However, the way it develops may depend on both job characteristics and the organizational context. This dissertation aimed to examine the relationship between problem-solving, as a characteristic of work design, and felt accountability, as well as the moderating role of error management culture in this association. The study followed a quantitative design, using a self-administered questionnaire completed by 125 participants from different sectors of activity. Data were analyzed using SPSS and Jamovi, through simple and hierarchical linear regression analyses to test both the direct effect and the moderating interaction. The results revealed a significant and positive relationship between problem-solving and felt accountability. Furthermore, error anagement culture was found to moderate this relationship, strengthening the positive impact of problem-solving on accountability in contexts that adopt a constructive approach to error. These findings contribute to a deeper understanding of the mechanisms through which work design and organizational climate influence employees’ sense of responsibility, highlighting the importance of fostering organizational cultures that embrace error as a condition for both individual and collective development.
Descrição
Dissertação de Mestrado apresentada no Ispa – Instituto Universitário para obtenção de grau de Mestre em Psicologia Social e das Organizações
Palavras-chave
Resolução de problemas Accountability sentida Cultura de gestão do erro Desenho do trabalho Problem-solving Felt accountability Error management culture Work design