Navegando por Assunto "Clima organizacional"

Agora exibindo 1 - 2 de 2

Acesso aberto (Open Access)
Burnout e clima organizacional: intervenções para redução de riscos de incidência nas IFES
(Universidade Federal do Pará, 2020-06-24) SILVA, Josemare de Nazaré Sousa da; TEIXEIRA, Eliana Maria de Souza Franco; http://lattes.cnpq.br/5865287894194983; https://orcid.org/0000-0002-7979-2404
Acesso aberto (Open Access)
Engajamento no trabalho e clima organizacional: relação de causa e efeito entre os construtos nos órgãos superiores da Universidade Federal do Pará
(Universidade Federal do Pará, 2020-03-06) PASTANA, Ícaro Duarte; MATTOS, Carlos André Corrêa de; http://lattes.cnpq.br/3337808570398709
This study sought to assess the relationship between work engagement and the organizational climate of workers within the scope of the senior administration of the Federal University of Pará, in order to verify a possible cause and effect relationship between both constructs. To this end, an exploratory and descriptive field research was carried out, with a cross-sectional survey of data via a questionnaire applied to 211 interviewees in 2019. The approach was of a quantitative nature, using descriptive statistical technique, correlation analysis and multiple linear regression for data processing. Work engagement is defined as a positive state of job accomplishment characterized by the presence of vigor, dedication and absorption. It is understood that engaged workers feel more involved with work, experience positive emotions and enjoy good mental and psychosomatic health. These aspects collaborate to increase the performance of these professionals. In contrast, the organizational climate corresponds to the mood or satisfaction of workers with respect to various aspects of their organization. The result of the regression analysis confirmed the existence of dependency relationships between variables of the two constructs, revealed especially by the relationship of cause and effect between engagement and the factor “job satisfaction”, proving that certain variables of the organizational climate can influence the worker behavior in a relevant way. The discovery broadens the understanding of the predictors of engagement in Public Administration, being able to support applicable strategies in the area of people management.