Tese
Para que lado correr? Bem-estar do trabalhador, comportamento de cidadania organizacional e conflito trabalho-família
Fecha
2022-11-30Autor
Gomes, Tarízi Cioccari
Institución
Resumen
The employee well-being is a complex phenomenon which involves the perception of his or her
work environment, social relationships and behaviors between colleagues and managers,
besides family involvement and interactions. Feeling good, helping co-workers voluntarily and
keeping the balance between work-life and home environment are great challenges, which are
indispensable and interdependent in order to maintain the mental health of the employees. The
general objective of this thesis was to propose a theoretical-empirical model based on the
understanding of how Organizational Citizenship Behaviors (OCB), Employee Well-Being
(EWB) and Work-Family Conflict (WFC) are related, from the perspective of federal civil
servants who work in Federal Institutes and Federal Technical Schools in Rio Grande do Sul.
The theoretical framework covered General Well-Being, both at Work and Employee, OCB
and WFC themes. The research is quantitative, with the application of the Employee WellBeing Scale by Pradhan and Hati (2019), the Organizational Citizenship Behavior Scale by
Bastos, Siqueira and Gomes (2014) and the Multidimensional Work-Family Conflict Scale by
Carlson, Kacmar and Williams (2000), validated in Brazil by Aguiar (2016). It’s also a
qualitative research, with semi-structured interviews with civil servants. 721 civil servants
participated in the quantitative research, and in the qualitative research 13 servants participated
online. For the analysis of quantitative data, the SPSS software and its complement AMOS
Graphics were used, and for the analysis of the interviews, ATLAS.ti Version 9 was used, based
on Content Analysis (BARDIN, 2016). Exploratory Factor Analysis, Confirmatory Factor
Analysis and Structural Equation Modeling were performed. The sample covered mostly
married women, with children and a high level of education. The research results identified that
the Employee Well-Being Scale (EWBS) is composed of well-being related to feelings and
perceptions of life, social and collaborative well-being, and belonging and decision-making
well-being. The research presented evidence of validation of EWBS, formed by 14 items, which
showed converging and discriminating validity, just as all satisfactory indicators, and 17
variables were excluded from the original model. Three proposed hypotheses were confirmed,
as well as the theoretical-empirical model was developed and presented. It is concluded that the
OCB positively influence the EWB, the OCB negatively influence the WFC, and the WFC
negatively influence the EWB. It was thus perceived the significant relationship between the
constructs and the need to promote policies and institutional tools that contribute to the practice
of OCB among co-workers, engaging the servants, through greater collaboration and greater
support among colleagues, thereby favoring the reduction of conflicts at work and consequently
at home, with repercussions on the improvement of the EWB.