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Sai Caro a Quem? O Lado Oculto do Presentismo. O Papel Mediador do Capital Psicológico entre Percepção do Suporte Organizacional – Satisfação do Trabalho e Presentismo
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Abstract(s)
O presente estudo teve como objectivo investigar o papel mediador do Capital Psicológico (PsyCap) na relação entre a Percepção do Suporte Organizacional (PSO) e dois resultados distintos: Satisfação do Trabalho (ST) e Presentismo. O presentismo, entendido como a presença no local de trabalho apesar de condições que justificariam a ausência, foi analisado nas suas dimensões de Trabalho Completado e Distracção Evitada. A investigação foi fundamentalmente ancorada na Teoria Job Demands-Resources (JD-R) e na Psicologia Positiva, partindo do pressuposto de que os recursos organizacionais, ao serem percebidos como suporte, potenciam recursos pessoais dos colaboradores, os quais, por sua vez, influenciam atitudes e comportamentos no contexto laboral. A amostra foi constituída por 305 trabalhadores em actividade, que responderam a um questionário online. Para a análise, recorreu-se ao PROCESS macro, utilizando modelos de mediação simples (Hayes, 2022). Foram formuladas três hipóteses de investigação: a Hipótese 1 predizia que a PSO estaria positivamente associada ao PsyCap, tendo esta hipótese sido confirmada, com a PSO a demonstrar impacto significativo sobre o PsyCap. A Hipótese 2 propunha que o PsyCap se associaria positivamente à ST, tendo a mesma sido corroborada, evidenciando que o PsyCap exerceu um efeito significativo sobre a ST, revelando um processo de mediação parcial. A Hipótese 3, hipótese major nesta investigação, propunha que o PsyCap mediaria a relação entre a PSO e o Presentismo. Os resultados suportaram parcialmente esta hipótese. Verificou-se que o PsyCap actua como mediador sobretudo na dimensão Distracção Evitada do Presentismo, com destaque para o Optimismo associado à dimensão Afectiva da PSO, que revelou uma mediação total. Contudo, relativamente à dimensão Trabalho Completado do Presentismo, alguns efeitos de mediação foram infirmados, sugerindo que nem todas as componentes do PsyCap, se traduzem directamente em maior produtividade em condições de presentismo. Estes resultados contribuem para o aprofundamento do conhecimento sobre os mecanismos subjacentes à influência do suporte organizacional nos resultados individuais, realçando o papel central do PsyCap. Para além disso, reiteram pistas práticas relevantes para as organizações, nomeadamente ao evidenciar a importância de investir em políticas e práticas que promovam recursos psicológicos positivos nos colaboradores. Importa ainda salientar que este estudo não apenas confirma resultados prévios, como também acrescenta evidência empírica em contexto nacional, respondendo ao apelo da literatura para a realização de mais investigações que testem estes modelos em diferentes culturas e sectores. São discutidas ainda limitações do estudo, bem como sugestões para investigações futuras, incluindo a exploração de modelos mais complexos que considerem a interacção de variáveis sociodemográficas.
The present study aimed to investigate the mediating role of Psychological Capital (PsyCap) in the relationship between Perceived Organisational Support (POS) and two distinct outcomes: Job Satisfaction (JS) and Presenteeism (the act of attending work despite health issues or reduced capacity to perform effectively).. The research was grounded in the Job Demands-Resources (JD-R) Theory and in Positive Psychology, based on the assumption that organisational resources, when perceived as support, enhance employees’ personal resources, which in turn influence attitudes and behaviours in the workplace. The sample comprised 305 active employees who completed an online questionnaire consisting of 52 items. Data were analysed using Hayes’s PROCESS macro (2022), applying simple mediation models. Three research hypotheses were formulated. Hypothesis 1 predicted that POS would be positively associated with PsyCap. This hypothesis was confirmed, with POS showing a significant effect on PsyCap. Hypothesis 2 proposed that PsyCap would be positively related to JS. This was supported, as PsyCap had a significant effect on JS, revealing a partial mediation process. Hypothesis 3, the major hypothesis of this study, predicted that PsyCap would mediate the relationship between POS and Presenteeism. This hypothesis was partially supported. PsyCap was found to mediate particularly in the “Avoided Distraction” dimension of Presenteeism, with Optimism associated with Affective POS showing full mediation. However, regarding the “Completed Work” dimension, some mediation effects were not confirmed, suggesting that not all PsyCap components directly translate into higher productivity under presenteeism conditions. These findings contribute to advancing the understanding of the mechanisms underlying the influence of organisational support on individual outcomes, highlighting the central role of PsyCap. Furthermore, they provide relevant practical insights for organisations by emphasising the importance of investing in policies and practices that foster employees’ positive psychological resources. Importantly, this study not only confirms previous findings but also adds empirical evidence in a national context, thereby responding to calls in the literature for broader cross-cultural and sectoral validation of these models. Limitations are discussed, and future studies are encouraged to test more complex models incorporating sociodemographic interactions.
The present study aimed to investigate the mediating role of Psychological Capital (PsyCap) in the relationship between Perceived Organisational Support (POS) and two distinct outcomes: Job Satisfaction (JS) and Presenteeism (the act of attending work despite health issues or reduced capacity to perform effectively).. The research was grounded in the Job Demands-Resources (JD-R) Theory and in Positive Psychology, based on the assumption that organisational resources, when perceived as support, enhance employees’ personal resources, which in turn influence attitudes and behaviours in the workplace. The sample comprised 305 active employees who completed an online questionnaire consisting of 52 items. Data were analysed using Hayes’s PROCESS macro (2022), applying simple mediation models. Three research hypotheses were formulated. Hypothesis 1 predicted that POS would be positively associated with PsyCap. This hypothesis was confirmed, with POS showing a significant effect on PsyCap. Hypothesis 2 proposed that PsyCap would be positively related to JS. This was supported, as PsyCap had a significant effect on JS, revealing a partial mediation process. Hypothesis 3, the major hypothesis of this study, predicted that PsyCap would mediate the relationship between POS and Presenteeism. This hypothesis was partially supported. PsyCap was found to mediate particularly in the “Avoided Distraction” dimension of Presenteeism, with Optimism associated with Affective POS showing full mediation. However, regarding the “Completed Work” dimension, some mediation effects were not confirmed, suggesting that not all PsyCap components directly translate into higher productivity under presenteeism conditions. These findings contribute to advancing the understanding of the mechanisms underlying the influence of organisational support on individual outcomes, highlighting the central role of PsyCap. Furthermore, they provide relevant practical insights for organisations by emphasising the importance of investing in policies and practices that foster employees’ positive psychological resources. Importantly, this study not only confirms previous findings but also adds empirical evidence in a national context, thereby responding to calls in the literature for broader cross-cultural and sectoral validation of these models. Limitations are discussed, and future studies are encouraged to test more complex models incorporating sociodemographic interactions.
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Capital Psicológico Percepção do Suporte Organizacional Satisfação do Trabalho e Presentismo