Demandas de trabalho e recursos pessoais em servidores públicos: O papel do clima de apoio
DOI:
https://doi.org/10.18800/psico.202602.019Palavras-chave:
Modelo de demandas-recursos do trabalho, Ambiguidade de papel, Clima de apoio, Aumento dos recursos estruturais no trabalho, EsperançaResumo
Na ausência de clareza na definição de suas funções, os funcionários reduzem a geração de novos recursos estruturais, o que, por sua vez, estará associado a uma diminuição da esperança de sucesso profissional. As organizações devem analisar que os recursos são eficazes na redução da influência negativa dessa demanda. Este projeto propõe aprofundar o efeito do clima de apoio na redução da influência negativa da ambiguidade de função no aumento dos recursos estruturais e da esperança. A amostra foi composta por 339 funcionários do pessoal de serviços em uma universidade pública. Os resultados encontrados mostram um efeito total de modulação do clima de apoio que altera a influência da ambiguidade de função na capacidade de desenvolver novos recursos estruturais e sua esperança de serem positivos. Podemos concluir que o desenvolvimento de políticas de apoio para os funcionários das administrações públicas transformará a ambiguidade na definição de suas funções em um desafio para eles.
Downloads
Referências
Aarons, G. A., & Sawitzky, A. C. (2006). Organizational culture and climate and mental health provider attitudes toward evidence-based practice. Psychological services, 3(1), 61-72. https://psycnet.apa.org/doi/10.1037/1541-1559.3.1.61
Akkermans, J., & Tims, M. (2017). Crafting your career: How career competencies relate to career success via job crafting. Applied Psychology, 66(1), 168-195. https://doi.org/10.1111/apps.12082
Bakker, A.B., & Demerouti, E. (2007). The Job Demands‐Resources model: state of the art. Journal of Managerial Psychology,22(3), 309-328. https://doi.org/10.1108/02683940710733115
Bakker, A. B., & Demerouti, E. (2014). Job Demands–Resources theory. In C. Cooper & P. Chen (Eds.), Wellbeing: A complete reference guide (pp. 37– 64). Wiley-Blackwell. http://dx.doi.org/10.1002/9781118539415.wbwell019
Bakker, A. B., Ficapal-Cusí, P., Torrent-Sellens, J., Boada-Grau, J., & Hontangas-Beltrán, P. M. (2018). The Spanish version of the job crafting scale. Psicothema, 30(1), 136-142. https://doi.org/10.7334/psicothema2016.293
Bommer, W. H., Miles, E. W., & Grover, S. L. (2003). Does one good turn deserve another? Coworker influences on employee citizenship. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(2), 181-196. https://doi.org/10.1002/job.187
CahayaSanthi, N. P., & Piartrini, P. S. (2020). The effect of role ambiguity on work related stress and employees’ work satisfaction. American Journal of Humanities and Social Sciences Research, 4(6), 99-107. https://www.ajhssr.com/wp-content/uploads/2020/06/M204699107.pdf
Cenciotti, R., Alessandri, G., & Borgogni, L. (2017). Psychological capital and career success over time: The mediating role of job crafting. Journal of Leadership & Organizational Studies, 24(3), 372-384. https://doi.org/10.1177%2F1548051816680558
Chinelato, R. S., Ferreira, M. C., & Valentini, F. (2015). Evidence of Validity of the Job Crafting Behaviors Scale. Paidéia (Ribeirão Preto), 25(62), 325–332. https://doi.org/10.1590/1982-43272562201506
Cohen-Chen, S., & Van Zomeren, M. (2018). Yes we can? Group efficacy beliefs predict collective action, but only when hope is high. Journal of Experimental Social Psychology, 77, 50-59. https://doi.org/10.1016/j.jesp.2018.03.016
Costantini, A., De Paola, F., Ceschi, A., Sartori, R., Meneghini, A. M., & Di Fabio, A. (2017). Work engagement and psychological capital in the Italian public administration: A new resource-based intervention programme. SA Journal of Industrial Psychology, 43(1), 1-11. http://dx.doi.org/10.4102/sajip.v43i0.1413
Cristea, I. A., Montgomery, G. H., Szamoskozi, S., & David, D. (2013). Key constructs in “classical” and “new wave” cognitive behavioral psycho- therapies: Relationships among each other and with emotional distress. Journal of Clinical Psychology, 69(6), 584-599. https://doi.org/10.1002/jclp.21976
Cunha, M., Rego, A., Cunha, R., & Cabral-Cardoso, C. (2007). Manual de comportamento organizacional e gestão. (6. ª ed.) Editora RH.
Davis, R. S., & Stazyk, E. C. (2015). Examining the links between senior managers’ engagement in networked environments and goal and role ambiguity. Journal of Public Administration Research and Theory, 26(3), 433-447. https://doi.org/10.1093/jopart/muv023
Díaz-Fúnez, P. A., Mañas-Rodríguez, M. Á., Pecino-Medina, V., Salvador-Ferrer, C. M., & Llopis-Marín, J. M. (2016). El efecto modulador del clima organizacional en la influencia de la comunicación de funciones directivas sobre el conflicto de rol. Universitas Psychologica, 15(1), 383-394. https://doi.org/11144/Javeriana.upsy15-1.emco
Díaz-Fúnez, P. A., Pecino, V., & Mañas, M. Á. (2016). Ambigüedad de rol, satisfacción laboral y ciudadanía organizacional en el sector público: un estudio de mediación multinivel. Revista de Psicología, 34(2), 387-412. http://dx.doi.org/10.18800/psico.201602.007
Eatough, E. M., Chang, C. H., Miloslavic, S. A., & Johnson, R. E. (2011). Relationships of role stressors with organizational citizenship behavior: a meta-analysis. Journal of Applied Psychology, 96(3), 619-632. https://doi.org/10.1037/a0021887
González-Romá, V., & Le Blanc, P. M. (2019). The influence of Leader-Member Exchange differentiation on work unit commitment: the mediating role of support climate. Psychologica, 62(1), 99-118. https://doi.org/10.14195/1647-8606_62-1_5
Han, S. S., Han, J. W., An, Y. S., & Lim, S. H. (2015). Effects of role stress on nurses' turnover intentions: The mediating effects of organizational commitment and burnout. Japan Journal of Nursing Science, 12(4), 287-296. https://doi.org/10.1111/jjns.12067
Hayes, A. F. (2013). Introduction to mediation, moderation and conditional process analysis. A regression based approach. The Guilford Press.
Hayes, A. F., & Matthes, J. (2009). Computational procedures for probing interactions in OLS and logistic regression: SPSS and SAS implementations. Behavior research methods, 41(3), 924-936. https://doi.org/10.3758/BRM.41.3.924
Hsu, M.L., & Chen, F.H. (2017). The cross-level mediating effect of psychological capital on the organizational innovation climate–employee innovative behavior relationship. Journal of Creative Behavior, 51(2), 128-139. https://doi.org/10.1002/jocb.90
Janiukštis, A., Kovaitė, K., Butvilas, T., & Šūmakaris, P. (2024). Impact of organisational climate on employee well-being and healthy relationships at work: A case of social service centres. Administrative Sciences, 14(10), 237. https://doi.org/10.3390/admsci14100237
Jones, A. P., & James, L. R. (1979). Psychological climate: Dimensions and relationships of individual and aggregated work environment perceptions. Organizational Behavior and Human Performance, 23(2), 201-250. https://doi.org/10.1016/0030-5073(79)90056-4
Kadir, A.R., Kamariah, N., Saleh, A., & Ratnawati, R. (2017). The effect of role stress, job satisfaction, self-efficacy and nurses’ adaptability on service quality in public hospitals of Wajo. International Journal of Quality and Service Sciences, 9(2), 184–202. https://doi.org/10.1108/ IJQSS-10-2016-0074
Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., & Rosenthal, R. A. (1964). Organizational Stress: Studies in Role Conflict and Ambiguity. John Wiley.
Kanten, P. (2014). The antecedents of job crafting: Perceived organizational support, job characteristics and self-efficacy. European Journal of Business and Social Sciences, 3(5), 113-128. http://www.ejbss.com/recent.aspx
Karasek Jr, R. A. (1979). Job demands, job decision latitude, and mental strain: Implications for job redesign. Administrative science quarterly, 24(2), 285-308. https://doi.org/10.2307/2392498
Lazarus, R.S. (2003). Does the positive psychology movement have legs? Psychological Inquiry, 14(2), 93–109. https://doi.org/10.1207/S15327965PLI1402_02
Lee, C. S. (2018). Authentic leadership and organizational effectiveness: The roles of hope, grit, and growth mindset. International Journal of Pure and Applied Mathematics, 118(19), 383-401.
Leon-Perez, J. M., Antino, M., & Leon-Rubio, J. M. (2016). The role of psychological capital and intragroup conflict on employees' burnout and quality of service: a multilevel approach. Frontiers in psychology, 7, Article 1755. https://doi.org/10.3389/fpsyg.2016.01755
Lin, N. (1982). Social ressources and instrumental action. In P. V. Marsden, & N. Lin (Eds.), Social Structure and Network Analysis (pp. 131-145). Sage.
Litwin, G. H., & Stringer, R. A., (1968). Motivation and Organizational Climate. Harvard University Press
Loghman, S., Ramirez-Perez, M., Bohle, P., & Martin, A. (2025). A comprehensive meta-analysis of the impact of intervention programmes on psychological capital development: post-intervention and longer-term effects. Personnel Review, 54(1), 106-129. https://doi.org/10.1108/PR-10-2023-0854
Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel psychology, 60(3), 541-572. https://doi.org/10.1111/j.1744-6570.2007.00083.x
Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the Human Competitive Edge. Oxford University Press. https://doi.org/10.1093/acprof:oso/9780195187526.001.0001
Mañas, M. A. (1998). Antecedentes del clima social de los equipos de trabajo y sus consecuencias para los miembros de los equipos [Disertación Doctoral, Universidad de Almería]. Portal de Producción Científica UV. https://producciocientifica.uv.es/documentos/5eb09d292999527641125ac7
Mañas, M. A., Díaz-Fúnez, P., Pecino, V., López-Liria, R., Padilla, D., & Aguilar, J. (2018). Consequences of team job demands: Role ambiguity climate, affective engagement, and extra-role performance. Frontiers in Psychology, 8, Article 2292. https://doi.org/10.3389/fpsyg.2017.02292
Martínez-Díaz, A., Mañas-Rodríguez, M. Á., Díaz-Fúnez, P. A., & Limbert, C. (2020). Positive Influence of Role Ambiguity on JD-R Motivational Process: The Moderating Effect of Performance Recognition. Frontiers in Psychology, 11. https://dx.doi.org/10.3389%2Ffpsyg.2020.550219
Mawritz, M. B., Dust, S. B., & Resick, C. J. (2014). Hostile climate, abusive supervision, and employee coping: Does conscientiousness matter? Journal of Applied Psychology, 99(4) 737–747. https://doi.org/10.1037/a0035863
McGonagle, A. (2017). Common method variance. The SAGE Encylopedia of Industrial and Organizational Psychology, 4, 191-194. https://doi.org/10.4135/9781483386874.n68
Misra, S., Roberts, P., & Rhodes, M. (2020). The ecology of emergency management work in the digital age. Perspectives on Public Management and Governance, 3(4), 305-322. https://doi.org/10.1093/ppmgov/gvaa007
Mohamad, N. I., Othman, A. S., Hasan, H., Asha’ari, M. J., & Mahadi, M. H. (2025). Workplace stress: How demands, interpersonal conflict, and role ambiguity affect human well-being. Journal of Information Systems Engineering and Management, 10(40s), e-7308. https://doi.org/10.52783/jisem.v10i40s.7308
Orgambídez-Ramos, A., Borrego-Alés, Y., & Mendoza-Sierra, I. (2014). Role stress and work engagement as antecedents of job satisfaction in Spanish workers. Journal of Industrial Engineering and Management, 7, 360–372. http://dx.doi.org/10.3926/jiem.992
Orgambídez-Ramos, A., Moura, D., & de Almeida, H. (2017). Estrés de rol y empowerment psicológico como antecedentes de la satisfacción laboral. Revista de Psicología, 35(1), 257-278. https://doi.org/10.18800/psico.201701.008
Orgambídez-Ramos, A., Pérez-Moreno, P., & Borrego-Alés, Y. (2015). Estrés de rol y satisfacción laboral: examinando el papel mediador del engagement en el trabajo. Revista de Psicología del Trabajo y de las Organizaciones, 31(2), 69-77. https://dx.doi.org/10.1016/j.rpto.2015.04.001
Ötken, A. B., & Cenkci, T. (2015). Big five personality traits and organizational dissent: The moderating role of organizational climate. Business and Economics Research Journal, 6(2), 1-23. https://www.berjournal.com/big-five-personality-traits-and-organizational-dissent-the-moderating-role-of-organizational-climate
Peiró, J. (2005). Desencadenantes del estrés laboral. Ediciones Pirámide.
Peiró, J., Meliá, J. L., Torres, M. A., & Zurriaga, R. (1986). La medida de la experiencia de la ambigüedad en el desempeño de roles: el cuestionario general de ambigüedad de rol en ambientes organizacionales. Evaluación psicológica, 3, 27-53.
Pérez, J., & Martín, F. (2004). El apoyo social. Ministerio del trabajo y asuntos sociales, 3, 25-36. https://www.insst.es/documentacion/colecciones-tecnicas/ntp-notas-tecnicas-de-prevencion/13-serie-ntp-numeros-436-a-470-ano-1998/ntp-439-el-apoyo-social
Petrou, P., Demerouti, E., Peeters, M. C., Schaufeli, W. B., & Hetland, J. (2012). Crafting a job on a daily basis: Contextual correlates and the link to work engagement. Journal of Organizational Behavior, 33(8), 1120-1141. https://doi.org/10.1002/job.1783
Plascencia, J., & Castellanos, C. (2022). Estados emocionales agudos en pobladores mexicanos durante la pandemia de COVID-19. Revista de Psicología, 41(1), 377-400. https://doi.org/10.18800/psicologia.202301.014
Podsakoff, N. P., LePine, J. A., & LePine, M. A. (2007). Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: a meta-analysis. Journal of applied psychology, 92(2), 438-454. https://doi.org/10.1037/0021-9010.92.2.438
Prasad, K. D., & Vaidya, R. W. (2020). Association among Covid-19 parameters, occupational stress and employee performance: An empirical study with reference to Agricultural Research Sector in Hyderabad Metro. Sustainable Humanosphere, 16(2), 235-253.
Preacher, K. J., & Kelley, K. (2011). Effect size measures for mediation models: quantitative strategies for communicating indirect effects. Psychological methods, 16(2), 93-115. https://doi.org/10.1037/a0022658
Richard, O. C., Boncoeur, O. D., Chen, H., & Ford, D. L. (2020). Supervisor abuse effects on subordinate turnover intentions and subsequent interpersonal aggression: The role of power-distance orientation and perceived human resource support climate. Journal of Business Ethics, 164(3), 549-563. https://doi.org/10.1007/s10551-018-4019-7
Rizzo, J. R., House, R. J., & Lirtzman, S. I. (1970). Role conflict and ambiguity in complex organizations. Administrative science quarterly, 15(2), 150-163. https://doi.org/10.2307/2391486
Schaubroeck, J., Cotton, J. L., & Jennings, K. R. (1989). Antecedents and consequences of role stress: A covariance structure analysis. Journal of Organizational Behavior, 10(1), 35-58. https://doi.org/10.1002/job.4030100104
Schneider, B., & Reichers, A. E. (1983). On the etiology of climates. Personnel psychology, 36(1), 19-39. https://doi.org/10.1111/j.1744-6570.1983.tb00500.x
Shanock, L. R., & Eisenberger, R. (2006). When supervisors feel supported: Relationships with subordinates' perceived supervisor support, perceived organizational support, and performance. Journal of Applied psychology, 91(3), 689-695. https://doi.org/10.1037/0021-9010.91.3.689
Shin, Y., Hur, W. M., Park, K., & Hwang, H. (2020). How Managers’ Job Crafting Reduces Turnover Intention: The Mediating Roles of Role Ambiguity and Emotional Exhaustion. International Journal of Environmental Research and Public Health, 17(11), 3972. https://doi.org/10.3390/ijerph17113972
Siegrist, J., & Peter, R. (1996). Threat to occupational status control and cardiovascular risk. Israel journal of medical sciences, 32(3-4), 179-184. https://europepmc.org/article/MED/8606132
Silva, A., & Rodrigues, R. (2024). Affective mechanisms linking role ambiguity to employee turnover: A job demands–resources perspective. International Journal of Organizational Analysis, 32(11), 1–18. https://doi.org/10.1108/IJOA-08-2023-3891
Simmering, M., Fuller, C., Richardson, H., Ocal, Y., and Atinc, G. (2014). Marker variable choice, reporting, and interpretation in the detection of common method variance: A review and demonstration. Organizational Research Methods, 18(3), 473–511. https://doi.org/10.1177/1094428114560023
Snyder, C.R. (2002). Hope theory: Rainbows in the mind. Psychological Enquiry, 13(4), 249-275. https://doi.org/10.1207/S15327965PLI1304_01
Snyder, C. R., Harris, C., Anderson, J. R., Holleran, S. A., Irving, L. M., Sigmon, S. T., Yoshinobu, L., Gibb, J., Langelle, C., & Harney, P. (1991). The will and the ways: Development and validation of an individual-differences measure of hope. Journal of Personality and Social Psychology, 60(4), 570–585. https://doi.org/10.1037/0022-3514.60.4.570
Squires, E. C., & Peach, J. M. (2020). Effective military leadership: Balancing competing demands. Canadian Journal of Behavioural Science, 52(4), 314-323. https://doi.org/10.1037/cbs0000179
Subirats, M., González-Romá, V., Peiró, J. M. & Mañas, M. A. (1997, September 20-22). Consequences of workteam climate [Symposium]. 11th FOCUS Symposium, Rijeka, Croalla.
Tagiuri, R., & Litwin, G. H. (1968). Organizational climate: Explorations of a concept. Harvard University Press.
Tims, M., & Bakker, A. B. (2010). Job crafting: Towards a new model of individual job redesign. SA Journal of Industrial Psychology, 36(2), 1-9. https://doi.org/10.4102/sajip.v36i2.841
Tims, M., Bakker, A. B., & Derks, D. (2012). Development and validation of the job crafting scale. Journal of vocational behavior, 80(1), 173-186. https://doi.org/10.1016/j.jvb.2011.05.009
Van den Heuvel, M., Demerouti, E., & Peeters, M. C. (2015). The job crafting intervention: Effects on job resources, self-efficacy, and affective well-being. Journal of Occupational and Organizational Psychology, 88(3), 511–532. https://doi.org/10.1111/joop.12128
Van Muijen, J. (1998). Organizational culture. In P. Drenth, H. Thierry, & C. Wolff, (Eds.), Handbook of Work and Organizational Psychology (pp. 113–131). Psychology Press. https://doi.org/10.4324/9781315791265
Van Muijen, J. (1999). Organizational culture: The focus questionnaire. European Journal of work and organizational psychology, 8(4), 551-568. https://doi.org/10.1080/135943299398168
Vogt, K., Hakanen, J. J., Brauchli, R., Jenny, G. J., & Bauer, G. F. (2016). The consequences of job crafting: A three-wave study. European Journal of Work and Organizational Psychology, 25(3), 353-362. https://doi.org/10.1080/1359432X.2015.1072170
Wallace, J.C., Edwards, B.D., Paul, J., Burke, M., Christian, M., & Eissa, G. (2013). Change the referent? A meta-analytic investigation of direct and referent-shift consensus models for organizational climate. Journal of Management, 42(4), 838-861. https://doi.org/10.1177/0149206313484520
Wrzesniewski, A., Berg, J. M., & Dutton, J. E. (2010). Turn the job you have into the job you want. Harvard Business Review, 88(6), 114-117. https://bpb-us-e1.wpmucdn.com/blogs.rice.edu/dist/9/4679/files/2020/03/PRE-READ-Turn-Your-Job-Into-the-Job-You-Want.pdf
Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. The academy of management review, 26(2), 179-201. https://doi.org/10.2307/259118
Wrzesniewski, A., LoBuglio, N., Dutton, J. E., & Berg, J. M. (2013). Job crafting and cultivating positive meaning and identity in work. Advances in positive organizational psychology, 1, 281–302. https://doi.org/10.1108/s2046-410x(2013)0000001015
Yun, S., Takeuchi, R. & Liu, W. (2007). Employee Self-Enhancement Motives and Job Performance Behaviors: Investigating the Moderating Effects of Employee Role Ambiguity and Managerial Perceptions of Employee Commitment. Journal of Applied Psychology, 92(3), 745-756. https://doi.org/10.1037/0021-9010.92.3.745
Zellars, K. L., Perrewe, P. L., & Hochwarter, W. A. (1999). Mitigating burnout among high‐NA employees in health care: What can organizations do? Journal of Applied Social Psychology, 29(11), 2250-2271. https://doi.org/10.1111/j.1559-1816.1999.tb00109.x
Downloads
Publicado
Edição
Seção
Licença
Este trabalho está licenciado sob uma licença Creative Commons Attribution 4.0 International License.
