Resiliência e socialização organizacional de novos servidores: um estudo transcultural
Autor(a) principal: | |
---|---|
Data de Publicação: | 2009 |
Tipo de documento: | Tese |
Idioma: | por |
Título da fonte: | Repositório Institucional da UFRN |
Texto Completo: | https://repositorio.ufrn.br/jspui/handle/123456789/17394 |
Resumo: | The main aim of the study was to analyze the relationship between resilience and organizational socialization among newcomers from the Federal University of Rio Grande do Norte (UFRN), and the Norwegian University of Science and Technology (NTNU), comparing the results obtained in a cross-cultural perspective. The sample (N=205) was composed of mentored (N=70) and non-mentored (N=72) professors and technical-administrative employees at UFRN, and their non-mentored counterparts at NTNU (N=63). The data collection instruments used were the Organizational Socialization Inventory (OSI), the Resilience Scale for Adults (RSA) and a sociodemographic form. Data analysis was preceded by a number of tests to verify possible distinct response styles among the respondents, as they came from different cultures. Descriptive analysis and t-tests were performed to identify and compare organizational socialization and resilience outcomes. Hierarchical regression analyses were carried out, the first ones involving all participants (N=205), to observe the predictive power of resilience factors in relation to organizational socialization factors, beyond the effects of nationality, occupation and mentoring experience. The other hierarchical regression analyses were conducted separately for the professors (N=109) and technical-administrative employees (N=96); and for the mentored (N=70) and non-mentored newcomers from UFRN (N=72), and nonmentored newcomers from NTNU (N=63), to compare the predictive power of resilience in relation to organizational socialization between newcomers from the two occupations, and also among the three groups of participants. The results of this study showed that socialization and resilience profiles differed according to demographic and cultural characteristics, and to the socialization strategies adopted in the institutions studied. Furthermore, it was observed that resilience added a significant incremental prediction to all socialization factors, beyond nationality, occupation, and mentoring experience. The predictive contribution from each of the resilience factors was also noteworthy, mainly those of Planned Future and Social Resources. With respect to nationality, occupation and mentoring experience, it was noted that they explained a significant part of the variance in almost all organizational socialization factors, in addition to playing a meaningful role in predicting the scores of such factors, with some evidence of moderation or mediation by the resilience factors. Considering these and the comparative results of the predictive power of resilience in relation to the organizational socialization, between the two occupations and among the three groups of participants, as a whole, the main findings of this study were as follows: resilience tends to contribute to organizational socialization outcomes; the resilience of some subjects may be a differential factor for success in those situations in which individuals face working conditions that are less favorable to promoting their adaptation; and, a formal mentoring program may contribute to improving newcomer resilience, producing better and more homogeneous organizational socialization outcomes. The practical implications, limitations and main contributions of the study are discussed, with a number of suggestions for future research |
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Carvalho, Virgínia Donizete dehttp://lattes.cnpq.br/9006332704300108http://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4785961E6Roazzi, Antoniohttp://lattes.cnpq.br/6108730498633062Borges-andrade, Jairo Eduardohttp://lattes.cnpq.br/3622720842959126Albuquerque, Francisco José Batista dehttp://lattes.cnpq.br/0970608748546929Falcão, Jorge Tarcisio da Rochahttp://lattes.cnpq.br/9066230660650393Borges, Lívia de Oliveira2014-12-17T15:38:35Z2013-01-252014-12-17T15:38:35Z2009-11-18CARVALHO, Virgínia Donizete de. Resiliência e socialização organizacional de novos servidores: um estudo transcultural. 2009. 272 f. Tese (Doutorado em Psicologia, Sociedade e Qualidade de Vida) - Universidade Federal do Rio Grande do Norte, Natal, 2009.https://repositorio.ufrn.br/jspui/handle/123456789/17394The main aim of the study was to analyze the relationship between resilience and organizational socialization among newcomers from the Federal University of Rio Grande do Norte (UFRN), and the Norwegian University of Science and Technology (NTNU), comparing the results obtained in a cross-cultural perspective. The sample (N=205) was composed of mentored (N=70) and non-mentored (N=72) professors and technical-administrative employees at UFRN, and their non-mentored counterparts at NTNU (N=63). The data collection instruments used were the Organizational Socialization Inventory (OSI), the Resilience Scale for Adults (RSA) and a sociodemographic form. Data analysis was preceded by a number of tests to verify possible distinct response styles among the respondents, as they came from different cultures. Descriptive analysis and t-tests were performed to identify and compare organizational socialization and resilience outcomes. Hierarchical regression analyses were carried out, the first ones involving all participants (N=205), to observe the predictive power of resilience factors in relation to organizational socialization factors, beyond the effects of nationality, occupation and mentoring experience. The other hierarchical regression analyses were conducted separately for the professors (N=109) and technical-administrative employees (N=96); and for the mentored (N=70) and non-mentored newcomers from UFRN (N=72), and nonmentored newcomers from NTNU (N=63), to compare the predictive power of resilience in relation to organizational socialization between newcomers from the two occupations, and also among the three groups of participants. The results of this study showed that socialization and resilience profiles differed according to demographic and cultural characteristics, and to the socialization strategies adopted in the institutions studied. Furthermore, it was observed that resilience added a significant incremental prediction to all socialization factors, beyond nationality, occupation, and mentoring experience. The predictive contribution from each of the resilience factors was also noteworthy, mainly those of Planned Future and Social Resources. With respect to nationality, occupation and mentoring experience, it was noted that they explained a significant part of the variance in almost all organizational socialization factors, in addition to playing a meaningful role in predicting the scores of such factors, with some evidence of moderation or mediation by the resilience factors. Considering these and the comparative results of the predictive power of resilience in relation to the organizational socialization, between the two occupations and among the three groups of participants, as a whole, the main findings of this study were as follows: resilience tends to contribute to organizational socialization outcomes; the resilience of some subjects may be a differential factor for success in those situations in which individuals face working conditions that are less favorable to promoting their adaptation; and, a formal mentoring program may contribute to improving newcomer resilience, producing better and more homogeneous organizational socialization outcomes. The practical implications, limitations and main contributions of the study are discussed, with a number of suggestions for future researchO objetivo geral do estudo foi analisar a relação entre a resiliência e a socialização organizacional dos novos servidores da Universidade Federal do Rio Grande do Norte (UFRN) e da Universidade Norueguesa de Ciência e Tecnologia (NTNU), confrontando os resultados obtidos numa perspectiva de análise transcultural. A amostra (N=205) foi constituída por novos servidores docentes e técnicoadministrativos não tutorados da UFRN (N=72) e da NTNU (N=63) e tutorados da UFRN (N=70). Os instrumentos utilizados na coleta de dados foram: o Inventário de Socialização Organizacional (ISO), a Escala de Resiliência para Adultos (RSA) e uma ficha sociodemográfica. Considerando que os respondentes são provenientes de diferentes culturas, os procedimentos de análise dos dados foram precedidos de testes para a verificação da ocorrência de diferentes estilos de resposta entre os mesmos. Para a identificação e comparação dos resultados de socialização organizacional e de resiliência entre os participantes foram realizadas análises descritivas e aplicação de testes t. Análises de regressão hierárquica foram desenvolvidas, sendo que as primeiras envolveram todos os respondentes (N=205), com o intuito de observar a capacidade preditiva dos fatores de resiliência em relação aos de socialização organizacional, além dos efeitos da nacionalidade, da ocupação e da experiência de tutorização. Posteriormente, tais análises foram conduzidas, separadamente, para os novos servidores docentes (N=109) e técnicoadministrativos (N=96); e, para os novos servidores tutorados (N=70) e não tutorados da UFRN (N=72) e não tutorados da NTNU (N=63), visando a comparar a capacidade preditiva da resiliência em relação à socialização organizacional entre as duas ocupações e, também, entre os três grupos de participantes. Os resultados demonstraram, de modo geral, que os perfis de socialização e de resiliência variaram em conformidade com as características demográficas e culturais e com a estratégia de socialização adotada nas instituições estudadas. Além disso, observou-se que a resiliência apresentou capacidade explicativa significativa em relação a todos os fatores de socialização organizacional, independentemente de nacionalidade, ocupação e experiência de tutorização; tendo sido também notável a contribuição preditiva de cada um dos fatores de resiliência, especialmente aqueles de Futuro Planejado e Recursos Sociais. Quanto às variáveis de nacionalidade, ocupação e experiência de tutorização, além de explicarem, significativamente, a variância de quase todos os fatores de socialização organizacional, ofereceram também predição aos escores em tais fatores, havendo indicadores de que esta relação, em alguns casos, poderia estar sendo moderada e, em outros, mediada pelos fatores de resiliência. Considerados conjuntamente aos resultados comparativos da capacidade preditiva da resiliência em relação à socialização organizacional, entre as duas ocupações e, também, entre os três grupos de participantes, os principais achados do presente estudo foram: que a resiliência tende a se manifestar, contribuindo para os resultados do processo de socialização organizacional; que em situações nas quais os indivíduos se defrontam com condições de trabalho pouco favoráveis à promoção de sua adaptação, a resiliência de alguns pode se constituir em um fator de diferenciação para o seu sucesso na socialização; e, que um programa de tutorização formal pode contribuir para melhorar a resiliência de novos servidores, gerando melhores e mais uniformes resultados de socialização organizacional. As implicações práticas, limitações e principais contribuições do estudo são discutidas, com sugestões para futuras pesquisasCoordenação de Aperfeiçoamento de Pessoal de Nível Superiorapplication/pdfporUniversidade Federal do Rio Grande do NortePrograma de Pós-Graduação em PsicologiaUFRNBRPsicologia, Sociedade e Qualidade de Vidaresiliênciasocialização organizacionalnovos servidoresCNPQ::CIENCIAS HUMANAS::PSICOLOGIAResiliência e socialização organizacional de novos servidores: um estudo transculturalinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/doctoralThesisinfo:eu-repo/semantics/openAccessreponame:Repositório Institucional da UFRNinstname:Universidade Federal do Rio Grande do Norte (UFRN)instacron:UFRNORIGINALVirginiaDC_TESE.pdfapplication/pdf1470152https://repositorio.ufrn.br/bitstream/123456789/17394/1/VirginiaDC_TESE.pdfd95b7bd8cf899fd9719aa29c96737eb6MD51TEXTVirginiaDC_TESE.pdf.txtVirginiaDC_TESE.pdf.txtExtracted texttext/plain641110https://repositorio.ufrn.br/bitstream/123456789/17394/6/VirginiaDC_TESE.pdf.txtcb8d31b57421a4b8c99b1157721f53d5MD56THUMBNAILVirginiaDC_TESE.pdf.jpgVirginiaDC_TESE.pdf.jpgIM Thumbnailimage/jpeg1933https://repositorio.ufrn.br/bitstream/123456789/17394/7/VirginiaDC_TESE.pdf.jpgdfb45b001e26b386cb603eb0c923c229MD57123456789/173942017-11-01 00:51:37.583oai:https://repositorio.ufrn.br:123456789/17394Repositório de PublicaçõesPUBhttp://repositorio.ufrn.br/oai/opendoar:2017-11-01T03:51:37Repositório Institucional da UFRN - Universidade Federal do Rio Grande do Norte (UFRN)false |
dc.title.por.fl_str_mv |
Resiliência e socialização organizacional de novos servidores: um estudo transcultural |
title |
Resiliência e socialização organizacional de novos servidores: um estudo transcultural |
spellingShingle |
Resiliência e socialização organizacional de novos servidores: um estudo transcultural Carvalho, Virgínia Donizete de resiliência socialização organizacional novos servidores CNPQ::CIENCIAS HUMANAS::PSICOLOGIA |
title_short |
Resiliência e socialização organizacional de novos servidores: um estudo transcultural |
title_full |
Resiliência e socialização organizacional de novos servidores: um estudo transcultural |
title_fullStr |
Resiliência e socialização organizacional de novos servidores: um estudo transcultural |
title_full_unstemmed |
Resiliência e socialização organizacional de novos servidores: um estudo transcultural |
title_sort |
Resiliência e socialização organizacional de novos servidores: um estudo transcultural |
author |
Carvalho, Virgínia Donizete de |
author_facet |
Carvalho, Virgínia Donizete de |
author_role |
author |
dc.contributor.authorID.por.fl_str_mv |
|
dc.contributor.authorLattes.por.fl_str_mv |
http://lattes.cnpq.br/9006332704300108 |
dc.contributor.advisorID.por.fl_str_mv |
|
dc.contributor.advisorLattes.por.fl_str_mv |
http://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4785961E6 |
dc.contributor.referees1.pt_BR.fl_str_mv |
Roazzi, Antonio |
dc.contributor.referees1ID.por.fl_str_mv |
|
dc.contributor.referees1Lattes.por.fl_str_mv |
http://lattes.cnpq.br/6108730498633062 |
dc.contributor.referees2.pt_BR.fl_str_mv |
Borges-andrade, Jairo Eduardo |
dc.contributor.referees2ID.por.fl_str_mv |
|
dc.contributor.referees2Lattes.por.fl_str_mv |
http://lattes.cnpq.br/3622720842959126 |
dc.contributor.referees3.pt_BR.fl_str_mv |
Albuquerque, Francisco José Batista de |
dc.contributor.referees3ID.por.fl_str_mv |
|
dc.contributor.referees3Lattes.por.fl_str_mv |
http://lattes.cnpq.br/0970608748546929 |
dc.contributor.referees4.pt_BR.fl_str_mv |
Falcão, Jorge Tarcisio da Rocha |
dc.contributor.referees4ID.por.fl_str_mv |
|
dc.contributor.referees4Lattes.por.fl_str_mv |
http://lattes.cnpq.br/9066230660650393 |
dc.contributor.author.fl_str_mv |
Carvalho, Virgínia Donizete de |
dc.contributor.advisor1.fl_str_mv |
Borges, Lívia de Oliveira |
contributor_str_mv |
Borges, Lívia de Oliveira |
dc.subject.por.fl_str_mv |
resiliência socialização organizacional novos servidores |
topic |
resiliência socialização organizacional novos servidores CNPQ::CIENCIAS HUMANAS::PSICOLOGIA |
dc.subject.cnpq.fl_str_mv |
CNPQ::CIENCIAS HUMANAS::PSICOLOGIA |
description |
The main aim of the study was to analyze the relationship between resilience and organizational socialization among newcomers from the Federal University of Rio Grande do Norte (UFRN), and the Norwegian University of Science and Technology (NTNU), comparing the results obtained in a cross-cultural perspective. The sample (N=205) was composed of mentored (N=70) and non-mentored (N=72) professors and technical-administrative employees at UFRN, and their non-mentored counterparts at NTNU (N=63). The data collection instruments used were the Organizational Socialization Inventory (OSI), the Resilience Scale for Adults (RSA) and a sociodemographic form. Data analysis was preceded by a number of tests to verify possible distinct response styles among the respondents, as they came from different cultures. Descriptive analysis and t-tests were performed to identify and compare organizational socialization and resilience outcomes. Hierarchical regression analyses were carried out, the first ones involving all participants (N=205), to observe the predictive power of resilience factors in relation to organizational socialization factors, beyond the effects of nationality, occupation and mentoring experience. The other hierarchical regression analyses were conducted separately for the professors (N=109) and technical-administrative employees (N=96); and for the mentored (N=70) and non-mentored newcomers from UFRN (N=72), and nonmentored newcomers from NTNU (N=63), to compare the predictive power of resilience in relation to organizational socialization between newcomers from the two occupations, and also among the three groups of participants. The results of this study showed that socialization and resilience profiles differed according to demographic and cultural characteristics, and to the socialization strategies adopted in the institutions studied. Furthermore, it was observed that resilience added a significant incremental prediction to all socialization factors, beyond nationality, occupation, and mentoring experience. The predictive contribution from each of the resilience factors was also noteworthy, mainly those of Planned Future and Social Resources. With respect to nationality, occupation and mentoring experience, it was noted that they explained a significant part of the variance in almost all organizational socialization factors, in addition to playing a meaningful role in predicting the scores of such factors, with some evidence of moderation or mediation by the resilience factors. Considering these and the comparative results of the predictive power of resilience in relation to the organizational socialization, between the two occupations and among the three groups of participants, as a whole, the main findings of this study were as follows: resilience tends to contribute to organizational socialization outcomes; the resilience of some subjects may be a differential factor for success in those situations in which individuals face working conditions that are less favorable to promoting their adaptation; and, a formal mentoring program may contribute to improving newcomer resilience, producing better and more homogeneous organizational socialization outcomes. The practical implications, limitations and main contributions of the study are discussed, with a number of suggestions for future research |
publishDate |
2009 |
dc.date.issued.fl_str_mv |
2009-11-18 |
dc.date.available.fl_str_mv |
2013-01-25 2014-12-17T15:38:35Z |
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2014-12-17T15:38:35Z |
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info:eu-repo/semantics/publishedVersion |
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info:eu-repo/semantics/doctoralThesis |
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doctoralThesis |
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publishedVersion |
dc.identifier.citation.fl_str_mv |
CARVALHO, Virgínia Donizete de. Resiliência e socialização organizacional de novos servidores: um estudo transcultural. 2009. 272 f. Tese (Doutorado em Psicologia, Sociedade e Qualidade de Vida) - Universidade Federal do Rio Grande do Norte, Natal, 2009. |
dc.identifier.uri.fl_str_mv |
https://repositorio.ufrn.br/jspui/handle/123456789/17394 |
identifier_str_mv |
CARVALHO, Virgínia Donizete de. Resiliência e socialização organizacional de novos servidores: um estudo transcultural. 2009. 272 f. Tese (Doutorado em Psicologia, Sociedade e Qualidade de Vida) - Universidade Federal do Rio Grande do Norte, Natal, 2009. |
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https://repositorio.ufrn.br/jspui/handle/123456789/17394 |
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por |
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Universidade Federal do Rio Grande do Norte |
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Programa de Pós-Graduação em Psicologia |
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UFRN |
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BR |
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Psicologia, Sociedade e Qualidade de Vida |
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Universidade Federal do Rio Grande do Norte |
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