Detalhes bibliográficos
| Ano de defesa: |
2018 |
| Autor(a) principal: |
RAMALHO, Paula Pinto |
| Orientador(a): |
SANTOS, Jair Nascimento |
| Banca de defesa: |
SILVA, Lindomar Pinto da,
Grzybovsk, Denize |
| Tipo de documento: |
Dissertação
|
| Tipo de acesso: |
Acesso aberto |
| Idioma: |
por |
| Instituição de defesa: |
Universidade Salvador
|
| Programa de Pós-Graduação: |
Administração
|
| Departamento: |
Administração
|
| País: |
Brasil
|
| Palavras-chave em Português: |
|
| Área do conhecimento CNPq: |
|
| Link de acesso: |
http://tede.unifacs.br/tede/handle/tede/653
|
Resumo: |
This study investigated how companies are legitimizing harassment through the discourse of resilience. To base the concept of resilience, of harassment and a relationship between the two themes. The exploratory study was based on a qualitative approach. They were interviewed in January and February of 2018, having been seven victims of harassment and three members of investigation commission. The individuals of the research were selected through the technique of snowball, having as instrument of individualized, face-to-face voice analysis. The data were treated by content analysis. The results revealed that the companies discourse that they need resilient people in their employees to overcome the adversities of the market, but they are also favorable at the same time as the labor relations, by naturalization in their daily life, situations of authoritarianism, Power abuse. The data also revealed the same as the individual presents protectors to overcome organizational adversities, he is not able to recover from a context of intense stress, such as bullying for work and psychological apprehensions. The research brings a limited approach to the harassed, not investigating the perception of the manager and the other components of the group. As a contribution, it was revealed that the discourse of resilience in organizations led to the practice of harassment at work, since some managers benefited from the type of work to make abusive reforms in the labor relations, with an agreement of this worker for the obligation of resilience. You do not have to register as a customer spontaneously to adapt to the corporate environment. In this way, it is inferred that the concept of resilience in the administration is not sustained in the companies and needs to be remodeled or abandoned. The hope is that this study can help the academy, health professionals, unions and managers to reflect the impacts of the precariousness of labor relations through a closer look at bullying and its consequences. Based on the data observed in this study, it is pointed out the need for other research to measure resilience and organizational learning. |
