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Publication
Análise da mediação do desempenho contextual na relação entre a prestação de contas e o bem-estar afetivo no trabalho e do papel moderador da cultura de gestão do erro
Advisor(s)
Abstract(s)
Cada vez mais existe a necessidade de construir contextos de trabalho positivos que promovam o bem-estar afetivo dos colaboradores. Não obstante, com a crescente competitividade de mercado torna-se também relevante a criação de dinâmicas organizacionais que assegurem não só o alcance de objetivos, como o desempenho de comportamentos de iniciativa pessoal, proativa, e de assunção de responsabilidades. Nesse sentido, o presente estudo teve como objetivo principal estudar em que medida a prestação de contas está associada ao bem-estar afetivo através do desempenho contextual e, de que forma é que a cultura de gestão do erro, enquanto recurso moderador, pode afetar a mediação descrita anteriormente. Foi aplicado um inquérito online respondido por 166 participantes. Os resultados demonstraram que a prestação de contas está positivamente e significativamente associada ao bem-estar afetivo, sendo o desempenho contextual um mediador parcial desta relação quando os níveis de cultura de gestão do erro se apresentam como elevados. Verificou-se que quando os níveis de prestação de contas e cultura de gestão do erro eram elevados, o desempenho contextual era significativamente mais elevado comparativamente a indivíduos com níveis elevados de prestação de contas e em organizações com baixos níveis de cultura de gestão do erro. Estes resultados afiguram-se relevantes para organizações que pretendam implementar programas de desenvolvimento e transformação com vista a incrementar a prestação de contas e o bem-estar afetivo dos colaboradores.
There is an increasing need to shape positive work environments that promote the affective well-being of employees. However, with the recent escalation of market competitiveness, it is also relevant to create organizational dynamics that ensure not only the achievement of goals, but also the performance of personal initiative and proactive behavior, and the assumption of responsibilities. In this sense, the main objective of the present study was to study to what extent accountability is associated with affective well-being through contextual performance and how the error management culture, as a moderating resource, may affect the mediation described above. An online survey was applied and answered by 166 participants. The results showed that accountability is positively and significantly associated with affective well-being, with contextual performance being a partial mediator of this relationship when levels of error management culture are high. It was found that when levels of accountability and error management culture were high, contextual performance was significantly higher compared to individuals with high levels of accountability and in organizations with low levels of error management culture. These results are relevant for organizations seeking to implement development and transformation programs to increase employee accountability and affective well-being.
There is an increasing need to shape positive work environments that promote the affective well-being of employees. However, with the recent escalation of market competitiveness, it is also relevant to create organizational dynamics that ensure not only the achievement of goals, but also the performance of personal initiative and proactive behavior, and the assumption of responsibilities. In this sense, the main objective of the present study was to study to what extent accountability is associated with affective well-being through contextual performance and how the error management culture, as a moderating resource, may affect the mediation described above. An online survey was applied and answered by 166 participants. The results showed that accountability is positively and significantly associated with affective well-being, with contextual performance being a partial mediator of this relationship when levels of error management culture are high. It was found that when levels of accountability and error management culture were high, contextual performance was significantly higher compared to individuals with high levels of accountability and in organizations with low levels of error management culture. These results are relevant for organizations seeking to implement development and transformation programs to increase employee accountability and affective well-being.
Description
Dissertação de Mestrado apresentada no ISPA –
Instituto Universitário para obtenção do grau de Mestre na
especialidade de Psicologia Social e das Organizações.
Keywords
Bem estar afetivo Prestação de contas Desempenho contextual Cultura de gestão do erro Affective well-being Accountability Contextual performance Error management culture.