Desenho relacional do trabalho: conceitos e desafios para investigação futura

Alda Santos, Filipa Castanheira, Filipa Castanheira, Maria José Chambel

Resumen


O desenho do trabalho tem estudado os aspetos do trabalho que podem contribuir para a motivação e o bem-estar dos trabalhadores, bem como para resultados positivos para as organizações. Os aspetos relacionais do trabalho, algo negligenciados nos quadros de referência prevalecentes até recentemente, têm despertado uma crescente atenção, durante as últimas duas décadas, fruto da progressiva evolução, a nível global, para uma sociedade de serviços. O objectivo deste artigo é analisar alguns conceitos do modelo do desenho relacional do trabalho de Adam Grant (2007), em paralelo com outras abordagens ao estudo do contacto com clientes e seus efeitos nos trabalhadores. São igualmente apresentadas implicações teóricas e práticas decorrentes dos estudos realizados no âmbito do quadro de referência do desenho relacional do trabalho, bem como desafios para investigação futura neste campo.

Texto completo:

HTML

Referencias


Alfes, K., Shantz, A., & Saksida, T. (2015). Committed to Whom? Unraveling How Relational Job Design Influences Volunteers’ Turnover Intentions and Time Spent Volunteering. VOLUNTAS: International Journal of Voluntary and Nonprofit Organizations, 26(6), 2479-2499. doi:10.1007/s11266-014-9526-2

Aycan, Z., & Gelfand, M. J. (2012). Cross-Cultural Organizational Psychology. (S. W. J. Kozlowski, Ed.), Oxford Handbooks Online. Oxford University Press. https://doi.org/10.1093/oxfordhb/9780199928286.013.0033

Bakker, A. B. (2016). Burnout. In A. Wilkinson & S. Johnstone (Eds.), Encyclopedia of Human Resource Management (pp. 36-37). Cheltenham: Edward Elgar.

Bellé, N. (2013). Experimental evidence on the relationship between public service motivation and job performance. Public Administration Review, 73(143-53), 109-136. doi: 10.1111/j.1540-6210.2012.02621.x

Bro, L. L., Andersen, L. B., & Bøllingtoft, A. (2016) Low-Hanging Fruit: Leadership, Perceived Prosocial Impact, and Employee Motivation. International Journal of Public Administration, 1-13. doi: 10.1080/01900692.2016.1187166

Brotheridge, C. M., & Lee, R. T. (2003). Development and validation of the Emotional Labour Scale. Journal of Occupational and Organizational Psychology, 76, 365-379. doi: 10.1348/096317903769647229

Buchan, B., Parkin, T., & Sochalski, J. (2003). International nurse mobility: Trends and policy implications. Disponível em: http://www.who.int/workforcealliance/knowledge/resources/nursesmobility/en/, acedido em 30.04.2018.

Castanheira, F. (2016). Perceived social impact, social worth, and job performance: Mediation by motivation. Journal of Organizational Behavior, 37(6), 789-803. doi: 10.1002/job.2056

Castanheira, F., Chambel, M.J., Lopes, S., & Oliveira-Cruz, F. (2016). Relational Job Characteristics and Work Engagement: Mediation by Prosocial Motivation. Military Psychology, 28(4), 226-240. doi: 10.1037/mil0000116

Cossette, M., & Hess, U. (2012). Emotion Regulation Strategies among Customer Service Employees: A Motivational Approach. In N. M. Ashkanasy, C. E. J. Härtel, & W. Z. Zerbe (Eds.), Experiencing and Managing Emotions in the Workplace: Research on Emotion in Organizations (pp. 329-352). UK: Emerald Group Publishing. doi: 10.1108/S1746-9791(2012)0000008017

Freeney, Y., & Fellenz, M. R. (2013). Work engagement, job design and the role of the social context at work: Exploring antecedents from a relational perspective. Human Relations, 66(11), 1427-1445. doi: 10.1177/0018726713478245

Gelfand, M. J., Erez, M., & Aycan, Z. (2007). Cross‐cultural organizational behavior. Annual Review of Psychology, 58, 479–514. doi:10.1146/ annurev.psych.58.110405.085559

Grant, A. M., & Campbell, E. M. (2007). Doing good, doing harm, being well and burning out: The interactions of perceived prosocial and antisocial impact in service work. Journal of Occupational and Organizational Psychology, 80, 665-691. doi: 10.1348/096317906X169553

Grant, A. M., & Parker, S. K. (2009). Redesigning Work Design Theories: The Rise of Relational and Proactive Perspectives. The Academy of Management Annals, 3(1), 317-375. doi: 10.1080/19416520903047327

Grant, A. M., & Sonnentag, S. (2010). Doing good buffers against feeling bad: Prosocial impact compensates for negative task and self-evaluations. Organizational Behavior and Human Decision Processes, 111, 13-22. doi: 10.1016/j.obhdp.2009.07.003

Grant, A. M. (2008a). Designing jobs to do good: Dimensions and psychological consequences of prosocial job characteristics. The Journal of Positive Psychology, 3(1), 19-39. doi: 10.1080/17439760701751012

Grant, A. M. (2008b). Employees without a Cause: The Motivational Effects of Prosocial Impact in Public Service. International Public Management Journal, 11(1), 48-66. doi: 10.1080/10967490801887905

Grant, A. M. (2008c). The Significance of Task Significance: Job Performance Effects, Relational Mechanisms, and Boundary Conditions. Journal of Applied Psychology, 93(1), 108-124. doi: 10.1037/0021-9010.93.1.108

Grant, A. M. (2012b). Leading with meaning: Beneficiary contact, prosocial impact, and the performance effects of transformational leadership. Academy of Management Journal, 55(2), 458-76. doi: 10.5465/amj.2010.0588

Grant, A. M., Campbell, E. M., Chen, G., Cottone, K., Lapedis, D., & Lee, K. (2007). Impact and the art of motivation maintenance: The effects of contact with beneficiaries on persistence behavior. Organizational Behavior and Human Decision Processes, 103, 53-67. doi: 10.1016/j.obhdp.2006.05.004

Grant, A. M. (2007). Relational job design and the motivation to make a prosocial difference. Academy of Management Review, 32, 393-417. doi: 10.5465/AMR.2007.24351328

Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16, 250-79. doi: 10.1016/0030-5073(76)90016-7

Humphrey, S. E., Nahrgang, J. D., & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of work design literature. Journal of Applied Psychology, 92, 1332-1356. doi: 10.1037/0021-9010.92.5.1332

Leiter, M. P., Bakker, A. B., & Maslach, C. (2014). The contemporary context of job burnout. In M. P. Leiter, A. B. Bakker, & C. Maslach (Eds.), Burnout at work: A contemporary perspective ( pp.1-9). London: Taylor and Francis. doi: 10.4324/978131589416

Maslach, C., & Leiter, M.P. (2016). Understanding the burnout experience: Recent research and its implications for psychiatry. World Psychiatry, 15(2), 103-111. doi: 10.1002/wps.20311

Oldham, G. R., & Fried, Y. (2016). Job design research and theory: Past, present and future. Organizational Behavior and Human Decision Processes, 136, 20-35. doi: 10.1016/j.obhdp.2016.05.002

Oldham, G. R., & Hackman, J. R. (2010). Not what it was and not what it will be: The future of job design research. Journal of Organizational Behavior, 31, 463-479. doi: 10.1002/job.678

Ordem dos Enfermeiros (2017). O que seria dos doentes sem os enfermeiros?. Acedido em: https://www.youtube.com/watch?v=ckwr-H-3nlo

Parker, S. K. (2014). Beyond Motivation: Job and Work Design for Development, Health, Ambidexterity, and More. Annual Review of Psychology, 65, 661-691. doi: 10.1146/annurev-psych-010213-115208

Parker, S.K., Van Den Broeck, A., & Holman, D. (2017). Work Design Influences: A Synthesis of Multilevel Factors That Affect the Design of Jobs. Academy of Management Annals, 11(1), 267-308. doi: 10.5465/annals.2014.0054

Santos, A., Castanheira, F., Chambel, M.J., Amarante, M.V., & Costa, C. (2016). Relational job characteristics and well‐being: A study among Portuguese and Brazilian hospital nurses. Stress & Health. doi: 10.1002/smi.2729

Santos, A., Castanheira, F., Chambel, M.J., Amarante, M.V., & Costa, C. (2017). Psychological effects of relational job characteristics: validation of the scale for hospital nurses. Journal of Nursing Management. doi: 10.1111/jonm.12468

Santos, A., Chambel, M.J., & Castanheira, F. (2016). Relational job characteristics and nurses’ affective organizational commitment: the mediating role of work engagement. Journal of Advanced Nursing, 72(2), 294–305. doi: 10.1111/jan.12834

Sonnentag, S., & Starzyk, A. (2015). Perceived prosocial impact, perceived situational constraints, and proactive work behavior: Looking at two distinct affective pathways. Journal of Organizational Behavior, 36, 806-824. doi: 10.1002/job.2005

Taylor, J. (2014). Public service motivation, relational job design, and job satisfaction in local government. Public Administration, 92(4), 902-918. doi: 10.1111/j.1467-9299.2012.02108.x

United Nations (s/d). Protecting civilians. Acedido em: https://peacekeeping.un.org/en/protecting-civilians

Zapf, D. (2002). Emotion work and psychological well-being: A review of the literature and some conceptual considerations. Human Resource Management Review, 12, 237-268. doi: 10.1016/S1053-4822(02)00048-7


Enlaces refback

  • No hay ningún enlace refback.


Licencia de Creative Commons
Este obra está bajo una licencia de Creative Commons Reconocimiento-NoComercial 4.0 Internacional.

ISSN: 2539-5238 (Reemplaza a 0120-3800) ISSN-e: 2500-5669

Revista Interamericana de Psicología Ocupacional
Editada por: Centro de Investigación en Comportamiento Organizacional Cincel S.A.S.
Correo de contacto: psicocupacional@cincel.com.co
Carrera 25 A #1-31 Oficina 1102.
Teléfono (57-4) 444 1546
Medellín-Colombia