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(Con)viver com o Assédio: O efeito moderador da Perceção de Suporte Organizacional, da Chefia e dos Colegas, e o efeito mediador da Resiliência na relação entre o Assédio Moral e a Intenção de Turnover
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Advisor(s)
Abstract(s)
A transformação do mercado de trabalho e a rápida evolução do tecido socioeconómico têm originado uma elevada competitividade e a emergência de novos riscos psicossociais, entre os quais se destaca o assédio de carácter moral. A sua pertinência subjaz no facto de qualquer pessoa, independentemente do seu género, ocupação ou posição hierárquica, poder ser vítima de assédio.
Contrariamente ao assédio sexual, que tem sido frequentemente debatido na esfera pública, o assédio moral ainda é um tema bastante estigmatizado, apesar da sua prevalência, transversalidade e consequências (Mehmood et al., 2024; Ordem dos Psicólogos, 2023).
Deste modo, o presente estudo tem como objetivo investigar a relação entre o Assédio Moral (variável independente) e a Intenção de Turnover (variável independente). Adicionalmente, procura analisar o efeito moderador das diferentes formas de Perceção de Suporte, i.e., (Perceção de Suporte Organizacional, Perceção de Suporte das Chefias e Perceção de Suporte dos Colegas), bem como o papel mediador da Resiliência na relação entre o Assédio Moral e a Intenção de Turnover.
Para a realização deste estudo correlacional foi adotada uma metodologia quantitativa, através de um inquérito por questionário online. Dada a impossibilidade de aceder a uma listagem da população para proceder a uma amostra representativa, foi adotado o método de amostragem não probabilístico por conveniência. O estudo contou com a colaboração de 206 participantes, a maioria do Sexo Feminino (64,1%), com idade compreendida entre os 24-41 anos (65,5%), com Mestrado (30,1%), do sector Privado (62,1%) e com um contrato de trabalho por tempo indeterminado (59,7%).
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Os resultados obtidos revelaram que a relação entre o Assédio Moral e a Intenção de Turnover é estatisticamente significativa, positiva e moderada.
Contudo, não se confirmou o efeito moderador da Perceção de Suporte Organizacional, Perceção de Suporte das Chefias e Perceção de Suporte dos Colegas na relação entre o Assédio Moral e a Intenção Turnover. Do mesmo modo, não foi possível confirmar o efeito mediador da Resiliência na relação entre a variável independente e variável dependente.
The transformation of the labour market and the rapid evolution of the socioeconomic fabric have led to high competitiveness and the emergence of new psychosocial risks. Among these new risks, moral harassment stands out as a particularly harmful form of aggravation. Its relevance lies in the fact that anyone, regardless of gender, occupation, or hierarchical position, can be a victim of moral harassment. Unlike sexual harassment, which has often been debated in the public sphere, moral harassment is still a highly stigmatized topic despite its prevalence, universality, and consequences (Mehmood et al., 2024; Ordem dos Psicólogos, 2023). The present study aims to investigate the relationship between moral harassment (independent variable) and turnover intention (dependent variable). Additionally, it seeks to analyse the moderating influence of different forms of perceived support (i.e., perceived organizational support, perceived supervisory support, and perceived colleague support). Additionally, and given that resilience is known to buffer negative effects of various forms of harassment, this study also investigated a possible mediating role of resilience in the relationship between moral harassment and turnover intention. To conduct this correlational study, a quantitative methodology was adopted through the application of an online questionnaire survey. Given the impossibility of accessing a population census to obtain a representative sample, a non-probabilistic convenience sampling method was adopted. The study involved the participation of 206 individuals, the majority of whom were female (64.1%), - iv - aged between 24-41 years (65.5%), holding a master’s degree (30.1%), worked in the private sector (62.1%), and had a permanent employment contract (59.7%). The results revealed that the relationship between moral harassment and turnover intention is statistically significant, positive, and moderate. However, the results did not confirm the moderating effect of perceived organizational support, perceived supervisory support, and perceived colleague support in the relationship between moral harassment and turnover intention. Similarly, it was not possible to confirm the mediating effect of resilience in the relationship between the independent and dependent variables.
The transformation of the labour market and the rapid evolution of the socioeconomic fabric have led to high competitiveness and the emergence of new psychosocial risks. Among these new risks, moral harassment stands out as a particularly harmful form of aggravation. Its relevance lies in the fact that anyone, regardless of gender, occupation, or hierarchical position, can be a victim of moral harassment. Unlike sexual harassment, which has often been debated in the public sphere, moral harassment is still a highly stigmatized topic despite its prevalence, universality, and consequences (Mehmood et al., 2024; Ordem dos Psicólogos, 2023). The present study aims to investigate the relationship between moral harassment (independent variable) and turnover intention (dependent variable). Additionally, it seeks to analyse the moderating influence of different forms of perceived support (i.e., perceived organizational support, perceived supervisory support, and perceived colleague support). Additionally, and given that resilience is known to buffer negative effects of various forms of harassment, this study also investigated a possible mediating role of resilience in the relationship between moral harassment and turnover intention. To conduct this correlational study, a quantitative methodology was adopted through the application of an online questionnaire survey. Given the impossibility of accessing a population census to obtain a representative sample, a non-probabilistic convenience sampling method was adopted. The study involved the participation of 206 individuals, the majority of whom were female (64.1%), - iv - aged between 24-41 years (65.5%), holding a master’s degree (30.1%), worked in the private sector (62.1%), and had a permanent employment contract (59.7%). The results revealed that the relationship between moral harassment and turnover intention is statistically significant, positive, and moderate. However, the results did not confirm the moderating effect of perceived organizational support, perceived supervisory support, and perceived colleague support in the relationship between moral harassment and turnover intention. Similarly, it was not possible to confirm the mediating effect of resilience in the relationship between the independent and dependent variables.
Description
Keywords
Assédio moral Intenção de turnover Perceção de suporte organizacional Perceção de suporte da chefia Perceção de suporte dos colegas Resiliência