Loading...
Publication
Manifestação silenciosa dos colaboradores na organização: o papel mediador do silêncio na relação entre a perceção de bullying e os comportamentos contraprodutivos
| Name: | Description: | Size: | Format: | |
|---|---|---|---|---|
| 1.74 MB | Adobe PDF |
Authors
Advisor(s)
Abstract(s)
Atualmente, assiste-se a um mundo organizacional cada vez mais globalizado, competitivo, munido de inovação tecnológica, que carece de um capital humano qualificado, comprometido e com capacidade de adaptação às constantes mudanças diárias. De modo a que o capital humano esteja motivado e seja produtivo, as organizações devem criar um ambiente laboral positivo, onde subsistam boas relações interpessoais e organizacionais, evitando comportamentos de bullying e contraprodutivos. Assim, o objetivo da presente dissertação passa por analisar o silêncio dos colaboradores, enquanto variável mediadora, da relação entre a perceção de bullying e os comportamentos contraprodutivos dos colaboradores. Para o efeito, a metodologia adota o tipo quantitativo, onde será aplicada a técnica de inquéritos por questionários. Quanto aos principais resultados obtidos, estes mostram que os valores médios do bullying e dos comportamentos contraprodutivos são baixos, evidenciando que os valores dos comportamentos contraprodutivos organizacionais são mais elevados do que os valores dos comportamentos contraprodutivos interpessoais. Para além disso, também se observou que o silêncio de rejeição está alinhado com o bullying e o comportamento contraprodutivo, enquanto que o silêncio de adesão é mais elevado. Isto significa que, quando o colaborador é alvo de bullying, este tem tendência a manifestar retenção de informação, tanto por motivos de defesa, como de medo, levando a que este permaneça em silêncio de rejeição e que o seu comportamento contraprodutivo interpessoal não seja alterado, apesar de existir alteração do comportamento contraprodutivo organizacional.
Currently, we have been witnessing increasingly globalized, competitive and technologically driven organizations, needing qualified and committed human capital able to adapt to daily changes. In order to keep human capital motivated and productive, companies must create a positive work environment, where good interpersonal and organizational relationships prevail, avoiding bullying and counterproductive behaviors. Considering this, the present dissertation proposes to analyse employees’ silence, as a mediator variable of the relationship between the perception of bullying and the counterproductive behaviors displayed by the employees. In order to accomplish this, the quantitative type methodology was chosen, applying the questionnaire survey technique. The main results show that the average values of bullying and counterproductive behaviors are low, showing that the values of organizational counterproductive behaviors are higher than the values of interpersonal counterproductive behaviors. In addition, it was also observed that the rejection silence is aligned with bullying and counterproductive behavior, while the adhesion silence is higher. This means that when the employees are the target of bullying, they tend to retain information, for both self-defense reasons as well as fear, leading them to maintain their rejection silence and to have no alterations of their interpersonal counterproductive behaviors, although there is still a change in their organizational counterproductive behaviors.
Currently, we have been witnessing increasingly globalized, competitive and technologically driven organizations, needing qualified and committed human capital able to adapt to daily changes. In order to keep human capital motivated and productive, companies must create a positive work environment, where good interpersonal and organizational relationships prevail, avoiding bullying and counterproductive behaviors. Considering this, the present dissertation proposes to analyse employees’ silence, as a mediator variable of the relationship between the perception of bullying and the counterproductive behaviors displayed by the employees. In order to accomplish this, the quantitative type methodology was chosen, applying the questionnaire survey technique. The main results show that the average values of bullying and counterproductive behaviors are low, showing that the values of organizational counterproductive behaviors are higher than the values of interpersonal counterproductive behaviors. In addition, it was also observed that the rejection silence is aligned with bullying and counterproductive behavior, while the adhesion silence is higher. This means that when the employees are the target of bullying, they tend to retain information, for both self-defense reasons as well as fear, leading them to maintain their rejection silence and to have no alterations of their interpersonal counterproductive behaviors, although there is still a change in their organizational counterproductive behaviors.
Description
Keywords
Bullying organizacional Comportamento de silêncio do colaborador Comportamentos contraprodutivos organizacionais comportamentos contraprodutivos interpessoais