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A relação entre Inteligência Emocional e o Engagement: relevância para atender às necessidades de um mercado de trabalho cada vez mais complexo e competitivo
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Abstract(s)
A complexidade e dinamismo do mercado de trabalho tem criado novas demandas e exigido dos profissionais, bem como das organizações, o desenvolvimento de novas habilidades, adoção de novos comportamentos, novos ritmos e novas formas de estruturação e execução do trabalho. Assim, a presente pesquisa teve por objetivo explorar dois conceitos especialmente relevantes dentro do contexto atual de trabalho: a inteligência emocional e o engagement, com intuito de identificar a relação entre eles e entre suas dimensões.
Para tanto, foi utilizada a abordagem quantitativa através de um survey, que contou com a participação de 238 trabalhadores brasileiros que responderam a versão traduzida da escala Wong e Law Emotional Intelligence (WLEIS) e da escala Utrecht Work Engagement Scale (WLEIS), instrumentos utilizados para mensurar, respectivamente, a inteligência emocional e o engagement.
Os resultados evidenciaram uma correlação positiva entre a inteligência emocional e o engagement, no entanto, diferentemente do esperado, algumas dimensões da inteligência emocional indicaram não possuírem relação significativa com as dimensões do engagement. Contudo, ressaltamos que, o “uso das emoções” e a “regulação das emoções” apresentaram poder explicativo em todas as dimensões do engagement (vigor, dedicação e absorção).
Assim, de acordo com os resultados, pode-se inferir que independentemente de como a emoção é percebida, a utilização que se faz dela, bem como a sua regulação possui valor mais significativo para a sensação de engagement.
Desse modo, o presente trabalho contribui para um maior entendimento a respeito da relação, do comportamento entre as dimensões desses dois constructos e suas implicações.
The complexity and dynamism of the labor market has created new demands and requires from professionals, as well as from organizations, the development of new skills, adoption of new behaviors, new rhythms and new forms of structuring and executing work. Thus, this research aimed to explore two concepts that are especially relevant within the current work context: emotional intelligence and engagement, in order to identify the relationship between them and between their dimensions. For this, the quantitative approach was used through a survey, which counted with the participation of 238 Brazilian workers who answered the translated version of the Wong and Law Emotional Intelligence (WLEIS) scale and the Utrecht work engagement scale (WLEIS), instruments used for measure emotional intelligence and engagement, respectively. The results showed a positive correlation between emotional intelligence and engagement, however, differently from what was expected, some dimensions of emotional intelligence indicated that they didn’t have a significant relationship with the dimensions of engagement. However, we emphasize that the “use of emotions” and the “regulation of emotions” presented explanatory power in all dimensions of engagement (vigor, dedication and absorption). Thus, according to the results, it can be inferred that regardless of how the emotion is perceived, the use made of it, as well as its regulation has a more significant value to achieve the sensation of engagement. Thus, the present work contributes to a greater undertanding of the relationship, the behavior between the dimensions of these two constructs and their implications.
The complexity and dynamism of the labor market has created new demands and requires from professionals, as well as from organizations, the development of new skills, adoption of new behaviors, new rhythms and new forms of structuring and executing work. Thus, this research aimed to explore two concepts that are especially relevant within the current work context: emotional intelligence and engagement, in order to identify the relationship between them and between their dimensions. For this, the quantitative approach was used through a survey, which counted with the participation of 238 Brazilian workers who answered the translated version of the Wong and Law Emotional Intelligence (WLEIS) scale and the Utrecht work engagement scale (WLEIS), instruments used for measure emotional intelligence and engagement, respectively. The results showed a positive correlation between emotional intelligence and engagement, however, differently from what was expected, some dimensions of emotional intelligence indicated that they didn’t have a significant relationship with the dimensions of engagement. However, we emphasize that the “use of emotions” and the “regulation of emotions” presented explanatory power in all dimensions of engagement (vigor, dedication and absorption). Thus, according to the results, it can be inferred that regardless of how the emotion is perceived, the use made of it, as well as its regulation has a more significant value to achieve the sensation of engagement. Thus, the present work contributes to a greater undertanding of the relationship, the behavior between the dimensions of these two constructs and their implications.
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Keywords
Inteligência emocional Emoções Work engagement Futuro do trabalho Mercado de trabalho