Orientador: Hugo Ferrari Cardoso / Resumo: O presente trabalho é composto por três estudos, apresentados em formato de artigos científicos, os quais apresentam ao leitor, sob diferentes óticas, o processo formativo na área da POT. O primeiro artigo teve o objetivo de identificar o espaço disponibilizado ao ensino da POT, atualmente, no processo formativo, a partir da caracterização das grades curriculares dos 162 cursos de Psicologia ativos no Estado de São Paulo. O procedimento de coleta dados consistiu em uma pesquisa documental para averiguação das matrizes curriculares e ementas. Muitos sites não disponibilizaram tais informações. No geral, daqueles que apresentaram, a média foi de 2,81 disciplinas por curso e 8,2% de espaço voltado às disciplinas e estágios em POT. A maioria dos cursos disponibiliza as disciplinas da área a partir do terceiro ano. A análise das ementas demonstrou uma preocupação dos cursos em ampliar o ensino da POT de um enfoque técnico e individualista para um enfoque mais sistêmico e político. O segundo artigo buscou analisar as percepções de 100 graduandos, de duas Universidades do Centro-Oeste Paulista, acerca da importância da atuação do psicólogo organizacional e do trabalho e do interesse em atuar futuramente na área. Os graduandos responderam dois questionários com perguntas abertas e fechadas. Em geral, os resultados apontaram para uma maior valorização da área de POT na universidade particular e no quinto ano. A maioria dos alunos do quinto ano (52%) revelaram ter pouco ou nenhum inter... (Resumo completo, clicar acesso eletrônico abaixo) / Abstract: The present work consists of three studies, presented in the form of scientific articles, which present the reader, under different perspectives, the formating process in the area of Work and Organizational Psychology (WOP). The first article had the objective of identifying the space made available to the teaching of WOP, currently, in the formative process, from the characterization of the curricular grids of the 162 courses of Psychology active in the State of São Paulo. The data collection procedure consisted of documentary research to find out the curricular matrices and menus. Many websites did not provide such information. Overall, of those who has the information, the average was 2.81 subjects per course and 8.2% of space devoted to college subjects and internships in WOP. Most courses offer subjects in the area from the third year. The analysis of the menus showed a concern of the courses to expand the teaching of WOP from a technical and individualistic approach to a more systemic and political approach. The second article sought to analyze the perceptions of 100 students, from two Universities in the Midwest of São Paulo, about the importance of the professional performance of the organizational and work psychologist and the interest in working in the area in the future. The graduates answered two questionnaires with open and closed questions. In general, the results pointed to a greater appreciation of the WOP area at the private university and in the fifth year. ... (Complete abstract click electronic access below) / Mestre

Research indicates that the current teacher shortage is in part due to stress and burnout. A topic that has not been examined is beginning expatriate English medium teachers (EMTs) with 5 years or less of teaching experience in the United Arab Emirates and the relationship between using individualized, self-initiated wellness paradigms and stress, job burnout, and intent to leave the teaching profession. The transactional model of stress and coping, Maslach's multidimensional theory of burnout, and the health promotion model were used to evaluate the moderating effects of the EMTs' burnout and stress levels on their wellness and intent to leave. In a quantitative, correlational design, multiple linear and moderated multiple regression were used to analyze data from a sample of 165 EMTs employed in schools in the United Arab Emirates. Results indicated that spiritual growth was a significant, negative predictor of intent to leave. EMTs' burnout and stress levels did not have a moderating effect on spiritual growth and intent to leave. There was a significant, positive relationship between emotional exhaustion, personal accomplishment, and intent to leave. These results can foster positive social change by bringing awareness to the stress and burnout that EMTs experience and by proposing that administrators, stakeholders, and school district personnel provide coping mechanisms for teachers to deal with stress, burnout, and intent to leave.

Drug and alcohol addiction is a nationwide epidemic with an increasing number of Americans being affected. Individuals who seek treatment for their addiction often face barriers, such as costs, waiting time, and available support, and those who are able to receive treatment are likely to experience or anticipate stigma from others. Existing literature has found that many employers have negative perceptions of individuals in addiction recovery. However, there is limited research that has analyzed whether these negative perceptions affect hiring decisions. We predicted that employers would have negative perceptions of those in recovery, would be less likely to hire individuals in recovery, and that those with previous substance misuse would perceive stigma from employers. A survey was completed by 53 employers using the REDCap web platform. There were 23 respondents who had a history of substance misuse. The survey contained items from the Addiction Attitudes and Beliefs Scale (AABS) and the Tobacco, Alcohol, Prescription medication, and other Substance use Tool (TAPS). The AABS contained modified items from the Substance Use Stigma Mechanisms Scale (SU-SMS) and the Perceived Stigma Addiction Scale (PSAS). Results indicated that the majority of employers had negative perceptions of people in addiction recovery, but employers were willing to hire those individuals. Results suggested that those with a history of addiction perceived stigma from their employers. Limitations of this study include lack of generalizability due to the small sample size and limited geographic area. Participants may have reported in a way that would make them appear socially desirable.

Bibliography: pages 105-116. / The present study investigated the relationships between work stressors, three moderator variables, and a variety of affective, behavioural and health outcomes. More specifically, it was hypothesized that the work stressors would be significantly associated with adverse affective, behavioural and health outcomes. Furthermore, it was hypothesized that personal and situational variables, in the form of the Sense of Coherence (Antonovsky, 1979, 1987), Job Decision Latitude (Karasek, 1979), and Participation in Decision Making, would moderate the relationships between work stressors and a variety of outcomes. The data were obtained from a sample of 111 male, white, blue collar workers at a large chemicals manufacturing organization from a questionnaire compiled for this study, and organizational records. The data were subjected to correlational analysis, supplemented by a form of moderated multiple regression analysis. It was found that the relationships between work stressors and outcome variables were insignificant which led to the conclusions that firstly, a priori specification of stressors may ignore the specificity of persons' appraisals of and responses to stressors, and secondly, consideration must be given to the affective meaning ascribed by subjects to job demands. The moderating effects of the Sense of Coherence, Job Decision Latitude and Participation in Decision Making were inconsistently related to outcome variables, frequently operating in the unexpected direction. It was, however, demonstrated that the main effects of the moderating variables which operated in the expected direction, outweighed the unanticipated negative interaction effects. It was observed that the inclusion of personality variables and situational variables in future studies of occupational stress are necessary, a conclusion which is consistent with more recent findings.

In the workplace, women can experience stereotyping and marginalization as a result of their gender (Eagly & Carli, 2007; Gipson, Pfaff, Mendelsohn, Catenacci, & Burke, 2017). Having allies, or people who are supportive of or who advocate for an oppressed group can help members of marginalized communities to achieve personal and social success (Drury, 2014; Evans & Washington, 1991). The Men’s Allyhood toward Women in the Workplace (M.A.W.W.) measure seeks to evaluate men’s supportiveness of women in the workplace, enabling researchers and practitioners to understand and improve the climate for women at work. The M.A.W.W. was first developed with the input of five subject matter experts who commented on the clarity and relevance of a list of 84 proposed items. The item pool was pared down from 84 items to 59 which were then subjected to an exploratory factor analysis. The exploratory factor analysis narrowed the item pool from 59 to seventeen items. Although it was hypothesized that the M.A.W.W. would yield six factors, only three factors were supported by the analysis: Knowledge & Awareness, Action, and Skills & Capacity. These three factors showed internal consistency reliabilities that ranged from acceptable to excellent. A confirmatory factor analysis then led to the deletion of two more items, yielding a total of fifteen items for the final, three-factor version of the M.A.W.W. Convergent validity of this final measure was demonstrated by positive correlations with scales assessing affirming attitudes toward women in general. Evidence of divergent validity was shown with negative correlations with scales assessing negative and prejudicial attitudes against women. Furthermore, construct evidence was demonstrated with statistical analysis showing no correlation between the M.A.W.W. and a personality scale.

Recent research has shown that outcome favorability (Ryan & Ployhart, 2000) and perceived performance (Chan, Schmitt, Jennings, Clause, & Delbridge, 1998a) are key determinates of justice judgments, suggesting that self-serving bias is a critical mechanism in the formation of applicant reactions. However, organizational justice theory continues to be the dominant paradigm for understanding applicant reactions. Chan and Schmitt (2004) have suggested a far ranging agenda for research into reactions, which includes considering reactions in a longitudinal framework and considering the natural effect of time on reactions. The current study incorporates these theoretical approaches and addresses these gaps in the research by examining applicant reactions at four time points during and after a selection procedure. This study also uses a multi-dimensional measure of test taking motivation (TTM) based on expectancy theory which enables me to explicate the effect of test performance, expectations, and outcome feedback on each motivational component. Using a sample of 227 student participants, this study provides evidence that an applicant's expectations regarding the selection outcome and the selection outcome itself have strong effects on fairness perceptions and TTM. Some key findings are the following: I) negative selection decisions and negative expectations tend to reduce fairness perceptions and TTM in applicants, while for the most part, positive expectations and positive selection decisions do little to increase these reactions and 2) valence, or the desire for the job, seems to be the motivational component most affected by the selection procedure. These findings have important implications for future research into applicant reactions.

The research project herein contained was an outgrowth of concern associated with performance levels placed upon Welfare Assistance Workers (WAW’s). The Oregon State Public Welfare Division has become increasingly concerned with accuracy rates among branch offices throughout the system. It was the impression of the research group that WAW’s see this increased concern as combined pressure to reduce error rates and demand for a broader diversity of skills. The primary purpose of this study was to explore ways of clarifying individual characteristics and work habits and their relationship to error rates in the WAW’s in the East Multnomah County Branch of PWD. Our hypothesis was that a relationship exists among individual personality characteristics, work practices, and error rates. A secondary purpose of the study was to develop a conceptual framework which might suggest methods of personal management or employment screening for WAW positions.

Organizational leaders often seek to hire and retain innovative employees as a source of competitive advantage. Both transformational leadership and effectively managed workplace diversity have been theorized and shown to lead to increased employee creative performance at work; however, a full model of the relationships between leadership and the multi-dimensional construct of workplace diversity has not yet been tested. Using a sample of 371 employees in three Chinese high-technology firms matched with 64 supervisors collected at three time points, this study theorized and tested a moderated mediation path model in which transformational leadership and diversity climate were predicted to significantly interact to influence the workplace diversity constructs of organizational justice and organizational identity, which in turn, influence individual creative performance. Based on major theories of leadership, diversity, and creativity, several partial mediation hypotheses are presented, including diversity climate as a mediator of the relationship between transformational leadership and creative performance as well as organizational justice and organizational identity as mediators of the relationship between the interaction of transformational leadership and diversity climate and creative performance. Several single- and multilevel path analyses were conducted to test the model, using two measures of creative performance: self-ratings and supervisor ratings. The results showed that the interaction of transformational leadership and diversity climate significantly predicted self-rated creative performance, and organizational identity significantly predicted supervisor ratings of creative performance. In addition, transformational leadership was found to significantly predict diversity climate and organizational justice was a significant predictor of organizational identity. Finally, transformational leadership had a significant indirect effect on creative performance through diversity climate. The contributions of this study to three major bodies of literature, as well as the implications of the results for research and practice, are discussed.

This study examines which and how trait relevant work design characteristics moderate the relationship between proactive personality and engagement. Proactive personality is defined as an individual's tendency to intentionally and directly affect change in their environment (Bateman & Crant, 1993; Crant, 2000). Previous research has been primarily focused on the positive aspects of proactive personality; to fill this gap, I used trait activation theory (Tett & Burnett, 2003) to identify which work characteristics will activate proactive personality to affect engagement and developed specific hypotheses about which work characteristics will attenuate the proactive personality engagement relationship. In the study I identified five work characteristics (autonomy, feedback from job, problem solving, social support, and feedback from others) that may be moderators of the proactive personality- engagement relationship. Data were collected from 258 participants who worked in organizations located in north and northeast Italy. Data were collected at two time points. At time 1, proactive personality and work design characteristics were collected. Work engagement was collected at time 2. Although main effects for proactive personality and the job characteristics on engagement were found, the data did not support most of the hypotheses in this study. However, supplemental analyses found interesting interactions with regards to the impact of decision making autonomy and feedback from others on the relation between proactive personality and work engagement. The supplemental results suggest that proactive personality may act as a personal resource when work design characteristics are lacking. However, when decision making autonomy or feedback from others is high there is a negative relationship between proactive personality and engagement. The results of this study have several implications for management theory and practice. On the theoretical side there are at least three contributions. First, while the majority of research on PAP has focused on main effects, few studies have identified moderators (Crant, 2000). Second, this study adds to research by extending trait activation theory to apply to how proactive workers view work characteristics. Third, while all work design characteristics coexist simultaneously within a work environment, they are usually discussed individually, not simultaneously. Additionally, the results of this study have implications for practice. The results of this study suggest that organizations should consider the work design characteristics and their impact on proactive workers prior to selecting proactive workers. Also organizations who are interested in employing proactive workers can use the results of this study to optimize the success of both high- and low-proactivity workers. By having a more in depth understanding of how work design characteristics impact proactive people organizations will be better able to meet an employee's needs, and the theoretical understanding of proactive personality is advanced.

The present study explored the multilevel effects of supervisor learning adaptability on training effectiveness, and post-training employee job satisfaction in a work-family and safety-based intervention aimed at increasing family supportive supervisor behaviors (FSSB) and safety behaviors. Using a sample of 291 municipal public works field workers from two independent organizations, it was hypothesized that supervisor adaptability positively relates to post-training FSSB and employee job satisfaction. Specifically, it was hypothesized that learning adaptability prepares those supervisors to be more inclined to engage actively in training, thereby increasing employee reported FSSBs more significantly for those supervisors and leading to intervention target results, namely employee job satisfaction. Results did not support the hypothesized relationships. However, bivariate correlations between learning adaptability and FSSBs and job satisfaction are significant and positive, indicating that with a larger sample, learning adaptability may moderate training effectiveness. Theoretical rationale, methods, and scientific contributions are discussed.