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Publication
Conversas da Treta nas Organizações: O Papel Moderador da Personalidade na relação entre o Bullshit Organizacional com a Satisfação Laboral e a Intenção de Saída
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| 2.04 MB | Adobe PDF |
Advisor(s)
Abstract(s)
O presente estudo teve como principal objetivo analisar o papel moderador dos traços de personalidade na relação entre o bullshit organizacional com os níveis de satisfação laboral e intenção de saída dos colaboradores. Partindo da premissa de que o impacto do bullshit no contexto organizacional pode variar consoante características individuais, procurou-se compreender de que forma diferentes perfis de personalidade intensificam ou atenuam os efeitos do bullshit.
Foi realizado um estudo quantitativo com uma amostra de 300 participantes em atividade profissional, provenientes de diferentes áreas. A recolha de dados foi efetuada através de um questionário online, composto por instrumentos validados que avaliam a perceção do bullshit organizacional, os traços de personalidade, a satisfação laboral e a intenção de saída. Para a análise dos dados, recorreram-se a modelos de regressão e testes de moderação para avaliar as relações entre as variáveis.
Os resultados evidenciam que a perceção do bullshit organizacional associa-se negativamente à satisfação laboral e positivamente à intenção de saída. Além disso, verificou-se que certos traços de personalidade – como a conscienciosidade, a amabilidade e o neuroticísmo – moderam significativamente estas relações.
Estes resultados evidenciam que a forma como os colaboradores reagem a comunicações ambíguas ou desonestas no contexto organizacional não é uniforme, sendo influenciada pelas suas disposições individuais. Assim, destaca-se a importância de considerar as diferenças de personalidade na gestão organizacional e de fomentar uma cultura organizacional assente na transparência e autenticidade. Tal abordagem poderá contribuir para minimizar os efeitos negativos do bullshit organizacional e promover um ambiente de trabalho mais saudável e satisfatório para os seus colaboradores.
This study aimed to analyze the moderating role of personality traits in the relationship between organizational bullshit and employees' job satisfaction and turnover intention. Based on the premise that the impact of bullshit in organizational contexts may vary depending on individual characteristics, the study sought to understand how different personality profiles intensify or mitigate the effects of bullshit. A quantitative study was conducted with a sample of 300 working professionals from various fields. Data were collected through an online questionnaire consisting of validated instruments measuring perceptions of organizational bullshit, personality traits, job satisfaction, and turnover intention. Regression models and moderation analyses were employed to examine the relationships among the variables. The results show that perceptions of organizational bullshit are negatively associated with job satisfaction and positively associated with turnover intention. Furthermore, certain personality traits—such as conscientiousness, agreeableness, and neuroticism—significantly moderate these relationships. These findings highlight that employees' reactions to ambiguous or dishonest organizational communication are not uniform but are influenced by their individual dispositions. Therefore, the study underscores the importance of considering personality differences in organizational management and promoting a culture of transparency and authenticity. Such an approach may help minimize the negative effects of organizational bullshit and foster a healthier and more satisfying work environment for employees.
This study aimed to analyze the moderating role of personality traits in the relationship between organizational bullshit and employees' job satisfaction and turnover intention. Based on the premise that the impact of bullshit in organizational contexts may vary depending on individual characteristics, the study sought to understand how different personality profiles intensify or mitigate the effects of bullshit. A quantitative study was conducted with a sample of 300 working professionals from various fields. Data were collected through an online questionnaire consisting of validated instruments measuring perceptions of organizational bullshit, personality traits, job satisfaction, and turnover intention. Regression models and moderation analyses were employed to examine the relationships among the variables. The results show that perceptions of organizational bullshit are negatively associated with job satisfaction and positively associated with turnover intention. Furthermore, certain personality traits—such as conscientiousness, agreeableness, and neuroticism—significantly moderate these relationships. These findings highlight that employees' reactions to ambiguous or dishonest organizational communication are not uniform but are influenced by their individual dispositions. Therefore, the study underscores the importance of considering personality differences in organizational management and promoting a culture of transparency and authenticity. Such an approach may help minimize the negative effects of organizational bullshit and foster a healthier and more satisfying work environment for employees.
Description
Keywords
Bullshit Organizacional Personalidade Satisfação Laboral Intenção de Saída Comunicação Organizacional