Assédio moral no trabalho: relações com bases de poder do supervisor, autoconceito profissional e satisfação no trabalho
Autor(a) principal: | |
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Data de Publicação: | 2009 |
Tipo de documento: | Dissertação |
Idioma: | por |
Título da fonte: | Repositório Institucional da UFU |
Texto Completo: | https://repositorio.ufu.br/handle/123456789/17080 |
Resumo: | The concern with the effects of the new organization has presented as a consequence greater emphasis to the study of variables related to man as a worker and the organization itself to the impact that may arise among employees and organizational outcomes. Harassment at work is emerging as an important theme in this context and as a new construct, justified the need for further studies, to define the phenomenon within organizational, and enrich your understanding with other constructs of the area. The exploration of moral harassment by the frequency of occurrence perceived of hostile acts and the emotional impact felt by victims of harassment is a new subject and is part of the proposed research. The aim of this study was to investigate the influence of types of power bases (expertise, coercion, reward and legitimate) in the moral harassment (perceived and felt) at work, and in the workers professional self-concept (factors: achievement, confidence, competence and health) and in the job satisfaction (factors: the organizational support, the usefulness of social organization and work with the affective relationship at work, with professional recognition). This is a field study and ex-post facto, crosssectional, exploratory and correlational study. The variables were assessed by valid and reliable scales, all self-administered. The study included 191 volunteers, mean age 28 years (SD = 8), and 64.6% female, from different organizations. Data analysis was done by descriptive statistics and regression analysis, having been used the statistical package SPSS. Education level ranged from primary school through graduate track, which 74.6% of participants had high school and worked in mostly administrative duties (29.5%) and attendance/reception (13.1%), with 91% employees of private organizations. The results showed that power bases did not predict the perception nor the emotional impact of moral harassment, and these, in turn, even mediate the relationship between power bases and professional self-concept and job satisfaction. Test redesigned model that brought power bases and moral harassment as antecedents of self-concept and job satisfaction was conducted by means of multiple linear regressions standard. The results showed that power base of expertise explained a small proportion of the variance of professional self-concept of competence. But the main predictor of professional self-concept and satisfaction with social utility of the organization and the work was the perception of harassment training at work. It can be concluded that perceived harassment at work seems to generate among the workers more negative effect than feeling humiliated by hostile acts or by perception of use by the supervisor power bases identified in the literature as impacting consequent negative variables investigated in this study. |
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Assédio moral no trabalho: relações com bases de poder do supervisor, autoconceito profissional e satisfação no trabalhoAssédio moral no trabalhoAutoconceito profissionalSatisfação no trabalhoAssédioAutopercepçãoMoral harassmentProfessional self-conceptJob satisfactionCNPQ::CIENCIAS HUMANAS::PSICOLOGIAThe concern with the effects of the new organization has presented as a consequence greater emphasis to the study of variables related to man as a worker and the organization itself to the impact that may arise among employees and organizational outcomes. Harassment at work is emerging as an important theme in this context and as a new construct, justified the need for further studies, to define the phenomenon within organizational, and enrich your understanding with other constructs of the area. The exploration of moral harassment by the frequency of occurrence perceived of hostile acts and the emotional impact felt by victims of harassment is a new subject and is part of the proposed research. The aim of this study was to investigate the influence of types of power bases (expertise, coercion, reward and legitimate) in the moral harassment (perceived and felt) at work, and in the workers professional self-concept (factors: achievement, confidence, competence and health) and in the job satisfaction (factors: the organizational support, the usefulness of social organization and work with the affective relationship at work, with professional recognition). This is a field study and ex-post facto, crosssectional, exploratory and correlational study. The variables were assessed by valid and reliable scales, all self-administered. The study included 191 volunteers, mean age 28 years (SD = 8), and 64.6% female, from different organizations. Data analysis was done by descriptive statistics and regression analysis, having been used the statistical package SPSS. Education level ranged from primary school through graduate track, which 74.6% of participants had high school and worked in mostly administrative duties (29.5%) and attendance/reception (13.1%), with 91% employees of private organizations. The results showed that power bases did not predict the perception nor the emotional impact of moral harassment, and these, in turn, even mediate the relationship between power bases and professional self-concept and job satisfaction. Test redesigned model that brought power bases and moral harassment as antecedents of self-concept and job satisfaction was conducted by means of multiple linear regressions standard. The results showed that power base of expertise explained a small proportion of the variance of professional self-concept of competence. But the main predictor of professional self-concept and satisfaction with social utility of the organization and the work was the perception of harassment training at work. It can be concluded that perceived harassment at work seems to generate among the workers more negative effect than feeling humiliated by hostile acts or by perception of use by the supervisor power bases identified in the literature as impacting consequent negative variables investigated in this study.Mestre em Psicologia AplicadaA preocupação com os reflexos da nova organização do trabalho tem apresentado como consequência um destaque maior ao estudo de variáveis relativas ao homem como trabalhador e à própria organização pelo impacto que podem gerar nos trabalhadores e nos resultados organizacionais. Assédio moral no trabalho desponta como um tema importante neste contexto e, como construto novo, justifica-se a necessidade de maior número de estudos, buscando delinear o fenômeno no âmbito organizacional, e enriquecer sua compreensão junto a outros construtos da área. A exploração do assédio moral pela percepção da frequência de ocorrência dos atos hostis e pelo impacto afetivo sentido pelas vítimas de assédio é assunto novo e faz parte da investigação proposta. O objetivo geral deste estudo foi investigar a influência dos tipos de bases de poder (perícia, coerção, recompensa e legítimo) no assédio moral (percebido e sentido) no trabalho, e deste no autoconceito dos trabalhadores (fatores: realização, autoconfiança, competência e saúde) e na satisfação no trabalho (fatores: com o suporte organizacional, com a utilidade social da organização e do trabalho, com o relacionamento afetivo no trabalho, e com o reconhecimento profissional). Trata-se de um estudo de campo e ex-post facto, de corte transversal, do tipo exploratório e correlacional. As variáveis foram avaliadas por escalas válidas e fidedignas, todas autoaplicáveis. Participaram do estudo 191 trabalhadores voluntários, com idade média de 28 anos (DP = 8), sendo 64,6% do sexo feminino, oriundos de diversas organizações. A análise dos dados foi feita por estatísticas descritivas e análises de regressão, tendo-se utilizado o pacote estatístico SPSS. A escolaridade variou entre ensino fundamental incompleto até pós-graduação completa, sendo que 74,6% do total de participantes possuíam ensino médio completo e desempenhavam, em maior parte, funções administrativas (29,5%) e de atendimento/recepção (13,1%), sendo 91% trabalhadores de organizações privadas. Os resultados revelaram que bases de poder não predizem a percepção nem o impacto afetivo do assédio moral, e estes, por sua vez, sequer mediam a relação entre bases de poder e autoconceito profissional e satisfação no trabalho. Teste do modelo reelaborado que reuniu bases de poder e assédio moral como antecedentes de autoconceito e satisfação no trabalho foi realizado por meio de regressões lineares múltiplas padrão. Os resultados revelaram que base de poder de perícia explicou uma pequena parte da variância do autoconceito profissional de competência. Mas o principal preditor de autoconceito profissional e de satisfação com utilidade social da organização e do trabalho foi a percepção do assédio moral profissional no trabalho. Pode-se concluir que perceber assédio moral no trabalho parece gerar nos trabalhadores maiores efeitos negativos do que sentir-se humilhado pelos atos hostis percebidos ou pela percepção da utilização pelo supervisor de bases de poder identificadas na literatura como impactantes negativas das variáveis consequentes investigadas neste estudo.Universidade Federal de UberlândiaBRPrograma de Pós-graduação em PsicologiaCiências HumanasUFUMartins, Maria do Carmo Fernandeshttp://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4796983D5Oliveira, Aurea de Fátimahttp://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4762378D6Heloani, José Roberto MontesBarreto, Margarida Maria Silveirahttp://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4760818J1Ferraz, Ana Maria Souto2016-06-22T18:47:50Z2010-01-262016-06-22T18:47:50Z2009-10-02info:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisapplication/pdfapplication/pdfFERRAZ, Ana Maria Souto. Assédio moral no trabalho: relações com bases de poder do supervisor, autoconceito profissional e satisfação no trabalho. 2009. 164 f. Dissertação (Mestrado em Ciências Humanas) - Universidade Federal de Uberlândia, Uberlândia, 2009.https://repositorio.ufu.br/handle/123456789/17080porinfo:eu-repo/semantics/openAccessreponame:Repositório Institucional da UFUinstname:Universidade Federal de Uberlândia (UFU)instacron:UFU2020-01-31T06:02:41Zoai:repositorio.ufu.br:123456789/17080Repositório InstitucionalONGhttp://repositorio.ufu.br/oai/requestdiinf@dirbi.ufu.bropendoar:2020-01-31T06:02:41Repositório Institucional da UFU - Universidade Federal de Uberlândia (UFU)false |
dc.title.none.fl_str_mv |
Assédio moral no trabalho: relações com bases de poder do supervisor, autoconceito profissional e satisfação no trabalho |
title |
Assédio moral no trabalho: relações com bases de poder do supervisor, autoconceito profissional e satisfação no trabalho |
spellingShingle |
Assédio moral no trabalho: relações com bases de poder do supervisor, autoconceito profissional e satisfação no trabalho Ferraz, Ana Maria Souto Assédio moral no trabalho Autoconceito profissional Satisfação no trabalho Assédio Autopercepção Moral harassment Professional self-concept Job satisfaction CNPQ::CIENCIAS HUMANAS::PSICOLOGIA |
title_short |
Assédio moral no trabalho: relações com bases de poder do supervisor, autoconceito profissional e satisfação no trabalho |
title_full |
Assédio moral no trabalho: relações com bases de poder do supervisor, autoconceito profissional e satisfação no trabalho |
title_fullStr |
Assédio moral no trabalho: relações com bases de poder do supervisor, autoconceito profissional e satisfação no trabalho |
title_full_unstemmed |
Assédio moral no trabalho: relações com bases de poder do supervisor, autoconceito profissional e satisfação no trabalho |
title_sort |
Assédio moral no trabalho: relações com bases de poder do supervisor, autoconceito profissional e satisfação no trabalho |
author |
Ferraz, Ana Maria Souto |
author_facet |
Ferraz, Ana Maria Souto |
author_role |
author |
dc.contributor.none.fl_str_mv |
Martins, Maria do Carmo Fernandes http://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4796983D5 Oliveira, Aurea de Fátima http://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4762378D6 Heloani, José Roberto Montes Barreto, Margarida Maria Silveira http://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4760818J1 |
dc.contributor.author.fl_str_mv |
Ferraz, Ana Maria Souto |
dc.subject.por.fl_str_mv |
Assédio moral no trabalho Autoconceito profissional Satisfação no trabalho Assédio Autopercepção Moral harassment Professional self-concept Job satisfaction CNPQ::CIENCIAS HUMANAS::PSICOLOGIA |
topic |
Assédio moral no trabalho Autoconceito profissional Satisfação no trabalho Assédio Autopercepção Moral harassment Professional self-concept Job satisfaction CNPQ::CIENCIAS HUMANAS::PSICOLOGIA |
description |
The concern with the effects of the new organization has presented as a consequence greater emphasis to the study of variables related to man as a worker and the organization itself to the impact that may arise among employees and organizational outcomes. Harassment at work is emerging as an important theme in this context and as a new construct, justified the need for further studies, to define the phenomenon within organizational, and enrich your understanding with other constructs of the area. The exploration of moral harassment by the frequency of occurrence perceived of hostile acts and the emotional impact felt by victims of harassment is a new subject and is part of the proposed research. The aim of this study was to investigate the influence of types of power bases (expertise, coercion, reward and legitimate) in the moral harassment (perceived and felt) at work, and in the workers professional self-concept (factors: achievement, confidence, competence and health) and in the job satisfaction (factors: the organizational support, the usefulness of social organization and work with the affective relationship at work, with professional recognition). This is a field study and ex-post facto, crosssectional, exploratory and correlational study. The variables were assessed by valid and reliable scales, all self-administered. The study included 191 volunteers, mean age 28 years (SD = 8), and 64.6% female, from different organizations. Data analysis was done by descriptive statistics and regression analysis, having been used the statistical package SPSS. Education level ranged from primary school through graduate track, which 74.6% of participants had high school and worked in mostly administrative duties (29.5%) and attendance/reception (13.1%), with 91% employees of private organizations. The results showed that power bases did not predict the perception nor the emotional impact of moral harassment, and these, in turn, even mediate the relationship between power bases and professional self-concept and job satisfaction. Test redesigned model that brought power bases and moral harassment as antecedents of self-concept and job satisfaction was conducted by means of multiple linear regressions standard. The results showed that power base of expertise explained a small proportion of the variance of professional self-concept of competence. But the main predictor of professional self-concept and satisfaction with social utility of the organization and the work was the perception of harassment training at work. It can be concluded that perceived harassment at work seems to generate among the workers more negative effect than feeling humiliated by hostile acts or by perception of use by the supervisor power bases identified in the literature as impacting consequent negative variables investigated in this study. |
publishDate |
2009 |
dc.date.none.fl_str_mv |
2009-10-02 2010-01-26 2016-06-22T18:47:50Z 2016-06-22T18:47:50Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
format |
masterThesis |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
FERRAZ, Ana Maria Souto. Assédio moral no trabalho: relações com bases de poder do supervisor, autoconceito profissional e satisfação no trabalho. 2009. 164 f. Dissertação (Mestrado em Ciências Humanas) - Universidade Federal de Uberlândia, Uberlândia, 2009. https://repositorio.ufu.br/handle/123456789/17080 |
identifier_str_mv |
FERRAZ, Ana Maria Souto. Assédio moral no trabalho: relações com bases de poder do supervisor, autoconceito profissional e satisfação no trabalho. 2009. 164 f. Dissertação (Mestrado em Ciências Humanas) - Universidade Federal de Uberlândia, Uberlândia, 2009. |
url |
https://repositorio.ufu.br/handle/123456789/17080 |
dc.language.iso.fl_str_mv |
por |
language |
por |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
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openAccess |
dc.format.none.fl_str_mv |
application/pdf application/pdf |
dc.publisher.none.fl_str_mv |
Universidade Federal de Uberlândia BR Programa de Pós-graduação em Psicologia Ciências Humanas UFU |
publisher.none.fl_str_mv |
Universidade Federal de Uberlândia BR Programa de Pós-graduação em Psicologia Ciências Humanas UFU |
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reponame:Repositório Institucional da UFU instname:Universidade Federal de Uberlândia (UFU) instacron:UFU |
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Universidade Federal de Uberlândia (UFU) |
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UFU |
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UFU |
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Repositório Institucional da UFU |
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Repositório Institucional da UFU |
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Repositório Institucional da UFU - Universidade Federal de Uberlândia (UFU) |
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diinf@dirbi.ufu.br |
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