Detalhes bibliográficos
| Ano de defesa: |
2018 |
| Autor(a) principal: |
CID, DAREN TASHIMA |
| Orientador(a): |
MARTINS, MARIA DO CARMO FERNANDES |
| Banca de defesa: |
PAIS , LEONOR,
MACAMBIRA , MAGNO OLIVEIRA,
GOMIDE JUNIOR , SINÉSIO,
CAPELLOZZA , ALEXANDRE,
ZARIFE , PRICILA |
| Tipo de documento: |
Tese
|
| Tipo de acesso: |
Acesso aberto |
| Idioma: |
por |
| Instituição de defesa: |
Universidade Metodista de Sao Paulo
|
| Programa de Pós-Graduação: |
Psicologia da Saude
|
| Departamento: |
Psicologia da Saude:Programa de Pos Graduacao em Psicologia da Saude
|
| País: |
Brasil
|
| Palavras-chave em Português: |
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| Palavras-chave em Inglês: |
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| Área do conhecimento CNPq: |
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| Link de acesso: |
http://tede.metodista.br/jspui/handle/tede/1842
|
Resumo: |
Engagement is defined as a motivational construct characterized by a positive affective-cognitive mental state of intense pleasure, fulfillment, well-being, and deep connection to work being formed by three dimensions: vigor, dedication, and absorption. The relevance of this theme is intensifying in organizations, especially regarding its relationship with performance, health, quality of life, well-being and worker satisfaction. Considering the scarcity of studies on this subject in Brazil, this research has as main objective investigate the impact of psychological capital (self-efficacy, optimism, resilience and hope) and job crafting (structural, social resources and challenging demands) on the engagement of workers, from the perspective of the theoretical model of demands and resources at work (JD-R). The present investigation consists of an empirical, quantitative, exploratory and cross - sectional study. Its design was of the survey type and of structural modeling. The following instruments were used: Work Engagement Scale (UWES-9); Psychological Capital Scale (PCQ-24), Job crafting Scale (CRT) and sociodemographic questionnaire. The online data collection had a voluntary participation of 749 workers, of whom 489 were female (65.3%) and 260 were male (34.7%). The predominant age group was between 26 and 35 years (34.8%), single civil status (48.5%), with a high educational level (49.5% of postgraduates). Most of the respondents at the time of the survey resided in the southeast region (68.4%), were working (94.5%), with a formal contract (48.7%), in private companies (57.4%), in the service sector (37.5%), with no leadership position (63.7%) and with a length of service in the company of 1 to 5 years (43.8%). Data was submitted to descriptive, correlational and structural model analysis. The results pointed out that the model showed good indexes of fit and adequacy of the model (χ2 = 2469,55, χ2 / df = 2.77, CFI = 0.91, GFI = 0.90, TLI = 0.90, RMSR = 0.50, RMSEA = 0.04, with 95% confidence interval = 0.04 to 0.05) and explained 66% of the variance observed in work engagement (R² = 0.66). The regression coefficient of psychological capital for engagement at work was β = 0.90, while that of job crafting had an index of β = -0.11. Therefore, it is concluded that the only predictor of work engagement, as verified in this study, was psychological capital (self-efficacy, optimism, hope and resilience). Data indicates that in this study personal resources had a positive impact on engagement at work, when compared to structural and social resources and challenging demands at work. Employees who have adequated personal resources, who are confident in maintaining and investing the necessary efforts to succeed in challenging tasks, who are optimistic about present and future events, who are hopeful towards goals and, if necessary, redirect ways to achieve them, who are resilient when facing adversities and are able to keep mental and emotional steadiness are more engaged at work. |
