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A Influência da Inteligência Emocional no Bem-Estar Psicológico, moderada pela Perceção do Suporte Organizacional
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A presente dissertação teve como objetivo analisar de que forma a Inteligência Emocional se relaciona com o Bem-Estar Psicológico dos colaboradores em contexto laboral, considerando ainda o papel moderador da Perceção de Suporte Organizacional. A investigação enquadra-se num paradigma quantitativo, recorrendo à aplicação de um questionário online, composto por escalas validadas, a indivíduos no ativo profissional.
Foi utilizada uma metodologia correlacional, com análises estatísticas descritivas, gráficas e inferenciais, incluindo regressões lineares múltiplas e análise de moderação. Os resultados demonstraram uma associação positiva entre a inteligência emocional e o bem-estar psicológico, sendo que a perceção do suporte organizacional revelou um efeito moderador estatisticamente significativo nesta relação. Especificamente, verificou-se que a inteligência emocional influencia mais fortemente o bem-estar psicológico quando os colaboradores percecionam elevados níveis de suporte organizacional.
Além disso, foram identificadas diferenças subtis entre géneros e faixas etárias, reforçando a importância de considerar variáveis sociodemográficas nas estratégias de promoção do bem-estar. A discussão dos resultados permitiu refletir sobre a relevância de ambientes organizacionais que fomentem tanto o desenvolvimento de competências emocionais como uma cultura de apoio e valorização dos trabalhadores.
Como conclusão, verificou-se que a integração entre fatores individuais (como a Inteligência Emocional) e contextuais (como a Perceção de Suporte Organizacional) é essencial para promover o bem-estar psicológico no trabalho, oferecendo implicações práticas para a gestão de recursos humanos e para a criação de ambientes laborais mais saudáveis, motivadores e sustentáveis.
The aim of this dissertation was to analyse how Emotional Intelligence relates to the Psychological Well-being of employees in the workplace, also considering the moderating role of Perceived Organisational Support. The research is based on a quantitative paradigm, using an online questionnaire, composed of validated scales, administered to individuals in active employment. A correlational methodology was used, with descriptive, graphical and inferential statistical analyses, including multiple linear regressions and moderation analysis. The results showed a positive association between emotional intelligence and psychological well-being, with the perception of organisational support revealing a statistically significant moderating effect on this relationship. Specifically, it was found that emotional intelligence has a stronger influence on psychological well-being when employees perceive high levels of organisational support. In addition, subtle differences were identified between genders and age groups, reinforcing the importance of considering sociodemographic variables in strategies to promote well-being. Discussion of the results allowed reflection on the relevance of organisational environments that foster both the development of emotional skills and a culture of support and appreciation for employees. In conclusion, it was found that the integration of individual factors (such as Emotional Intelligence) and contextual factors (such as Perceived Organisational Support) is essential to promote psychological well-being at work, offering practical implications for human resource management and the creation of healthier, more motivating and sustainable work environments.
The aim of this dissertation was to analyse how Emotional Intelligence relates to the Psychological Well-being of employees in the workplace, also considering the moderating role of Perceived Organisational Support. The research is based on a quantitative paradigm, using an online questionnaire, composed of validated scales, administered to individuals in active employment. A correlational methodology was used, with descriptive, graphical and inferential statistical analyses, including multiple linear regressions and moderation analysis. The results showed a positive association between emotional intelligence and psychological well-being, with the perception of organisational support revealing a statistically significant moderating effect on this relationship. Specifically, it was found that emotional intelligence has a stronger influence on psychological well-being when employees perceive high levels of organisational support. In addition, subtle differences were identified between genders and age groups, reinforcing the importance of considering sociodemographic variables in strategies to promote well-being. Discussion of the results allowed reflection on the relevance of organisational environments that foster both the development of emotional skills and a culture of support and appreciation for employees. In conclusion, it was found that the integration of individual factors (such as Emotional Intelligence) and contextual factors (such as Perceived Organisational Support) is essential to promote psychological well-being at work, offering practical implications for human resource management and the creation of healthier, more motivating and sustainable work environments.
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Palavras-chave
Inteligência Emocional Bem-Estar Psicológico Suporte Organizacional Gestão de Pessoas Ambiente de Trabalho