Adaptação transcultural e validação de instrumento de diversidade no local de trabalho e suas relações com cultura organizacional

• Ano de defesa: 2024
• Autor(a) principal: Wagner, Giseli Rodrigues
• Tipo de documento: Tese
• Tipo de acesso: Acesso aberto
• Idioma: por
• Instituição de defesa: Universidade Federal de Santa Maria; Brasil; Administração; UFSM; Programa de Pós-Graduação em Administração; Centro de Ciências Sociais e Humanas
• Palavras-chave em Português: Adaptação transcultural; Diversidade no local de trabalho; Cultura organizacional; Cross-cultural adaptation; Workplace diversity; Organizational culture; CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
• Link de acesso: http://repositorio.ufsm.br/handle/1/33439

Managing diversity has become a challenge for organizations, which have noticed that their workforce is increasingly heterogeneous, including in public organizations. Managers, as influencers of organizational culture, must be attentive and seek mechanisms to align diversity management with implemented policies. Using instruments that allow the measurement of diversity and the assessment of organizational culture can help managers understand the reality of the organization and plan practices that make the workplace more inclusive. This study aimed to perform the cross-cultural adaptation and validation of the Workplace Diversity Inventory (WDI), proposed by Taylor (2011), in a Brazilian Federal Higher Education Institution and to test its relationship with organizational culture. The cross-cultural adaptation followed the six phases of the protocol by Beaton et al. (2000): translation, synthesis of translations, retranslation, review by an expert committee, pre-testing, and review by an advisory committee, which attested to the content validity of the version that received the name Workplace Diversity Questionnaire (QDLT). The QDLT, together with the Organizational Culture Assessment Instrument (IBACO), modified for the context of IFES, and sociodemographic and labor issues, was made available in the format of an electronic questionnaire for teachers and administrative technicians in education at the Federal University of Santa Maria (UFSM), obtaining a total of 688 respondents. Data analysis was performed descriptively, with frequency and percentage of sociodemographic and labor data, and standard deviation and classification of the results of the application of the QDLT and IBACO for UFSM employees. To test the psychometric properties and analyze structural invariance, Structural Equation Modeling was applied, following the steps of Hair et al. (2017). The results confirmed the internal consistency, convergent validity, and discriminant validity of the QDLT, IBACO, and QDLT→IBACO models. The six hypotheses of relationships between the dimensions of the QDLT were confirmed, with the questionnaire presenting structural invariance for gender and position. For IBACO, 6 of the 8 relationship hypotheses were confirmed, with the instrument showing structural invariance for position. The general hypothesis of this study, which considered that diversity in the workplace presents relationships with organizational culture, was partially accepted. Complete relationships were observed between diversity climate and organizational justice with organizational culture. Identity did not present relationships only with competitive and individualistic professionalism values. Communication and values were significantly connected with cooperative professionalism values and external integration practices. Schemas did not have confirmed relationships with any dimension of organizational culture. Furthermore, it was found that UFSM presents high scores for diversity in the workplace and has a predominance of external integration practices and cooperative professionalism values in its organizational culture.