Efeito de ameaça de estereótipo de género sobre o engagement e satisfação no trabalho
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Data
2017
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Poucas pesquisas feitas em âmbito organizacional indicam que a perceção de
ameaça de estereótipo tem consequências para o desengagement e a desidentificação
com a organização e a satisfação com o trabalho. O presente estudo tem como objetivo
de investigar se homens e mulheres diferem nas próprias perceções de ameaça de
estereótipos no local do trabalho, nos níveis de engagement e de satisfação com o
trabalho, uma vez que, nas organizações, as práticas que desenvolvem as competências
dos trabalhadores aumentam e/ou são diretamente relacionadas a satisfação e o
engagement dos colaboradores (Savaneviciene e Stankeviciute 2011). Pretende-se
também investigar o possível papel mediador do engagement na relação entre ameaça
de estereótipo e satisfação no trabalho. Participaram no presente estudo cinquenta e
cinco homens e mulheres, trabalhadores com distintas funções de uma empresa pública
angolana do ramo do Ministério da Justiça e dos Direitos Humanos. Os resultados
mostraram que homens e mulheres não diferem nas perceções de ameaça de estereótipo.
Entretanto, o género teve um papel moderador na relação entre ameaça de estereótipo e
níveis de engagement, ou seja, para as mulheres existe uma relação significativamente
negativa entre ameaça de estereótipo e engagement, e para os homens esta relação não é
significativa. Mas, para as mulheres, ao aumentar as perceções de ameaça de estereótipo
diminui a satisfação com o trabalho, e esta relação é mediada pelos níveis de
engagement. Os resultados foram discutidos tendo em conta a literatura mais recente
sobre ameaça de estereótipo.
Few organizational surveys indicate that perceived threat of stereotyping has consequences for disengagement and dis-identification with organization and job satisfaction. The present study has the objective of investigating whether men and women differ in their own perceptions of the threat of stereotypes in the workplace, the levels of engagement and satisfaction with work, since, in organizations, the practices that develop the competences of the and / or are directly related to employee satisfaction and engagement (Savaneviciene and Stankeviciute 2011). It is also intended to investigate the possible mediating role of engagement in the relationship between stereotype threat and job satisfaction. Fifty-five men and women, workers with different functions of an Angolan public company belonging to the Ministry of Justice and Human Rights, participated in this study. The results showed that men and women do not differ in perceptions of threat of stereotype. However, gender has a moderating role in the relationship between stereotype threat and engagement levels, i.e. for women there is a significantly negative relationship between stereotype threat and engagement, and for men this relationship is not significant. But for women, increasing perceptions of stereotype threat diminishes job satisfaction, and this relationship is mediated by levels of engagement. The results were discussed taking into account the most recent literature on stereotype threat.
Few organizational surveys indicate that perceived threat of stereotyping has consequences for disengagement and dis-identification with organization and job satisfaction. The present study has the objective of investigating whether men and women differ in their own perceptions of the threat of stereotypes in the workplace, the levels of engagement and satisfaction with work, since, in organizations, the practices that develop the competences of the and / or are directly related to employee satisfaction and engagement (Savaneviciene and Stankeviciute 2011). It is also intended to investigate the possible mediating role of engagement in the relationship between stereotype threat and job satisfaction. Fifty-five men and women, workers with different functions of an Angolan public company belonging to the Ministry of Justice and Human Rights, participated in this study. The results showed that men and women do not differ in perceptions of threat of stereotype. However, gender has a moderating role in the relationship between stereotype threat and engagement levels, i.e. for women there is a significantly negative relationship between stereotype threat and engagement, and for men this relationship is not significant. But for women, increasing perceptions of stereotype threat diminishes job satisfaction, and this relationship is mediated by levels of engagement. The results were discussed taking into account the most recent literature on stereotype threat.
Descrição
Orientação: Mauro Bianchi
Palavras-chave
MESTRADO EM PSICOLOGIA SOCIAL E DAS ORGANIZAÇÕES, PSICOLOGIA, PSICOLOGIA ORGANIZACIONAL, ESTEREÓTIPOS, GÉNERO, SATISFAÇÃO PROFISSIONAL, PSYCHOLOGY, ORGANIZATIONAL PSYCHOLOGY, STEREOTYPES, GENDER, PROFESSIONAL SATISFACTION, COMPROMISSO ORGANIZACIONAL, ORGANIZATIONAL COMMITMENT