Submitted by Silvia Cavalcante Fleming (sil.cavalcante.ramos@gmail.com) on 2017-01-18T13:34:17Z No. of bitstreams: 1 Dissertação de Mestrado em Psicologia na UFBA.Autora-Silvia Fleming.pdf: 2337472 bytes, checksum: 119c27e6726b54450e6cf3dffb60eaec (MD5) / Approved for entry into archive by Juarez Cardoso da Silva (juarez.cardoso@ufba.br) on 2017-01-25T16:54:51Z (GMT) No. of bitstreams: 1 Dissertação de Mestrado em Psicologia na UFBA.Autora-Silvia Fleming.pdf: 2337472 bytes, checksum: 119c27e6726b54450e6cf3dffb60eaec (MD5) / Made available in DSpace on 2017-01-25T16:54:52Z (GMT). No. of bitstreams: 1 Dissertação de Mestrado em Psicologia na UFBA.Autora-Silvia Fleming.pdf: 2337472 bytes, checksum: 119c27e6726b54450e6cf3dffb60eaec (MD5) / A transição da universidade para o trabalho marca um período de importantes mudanças psicossociais para o estudante. Neste momento, o jovem é convidado a mudar de papel social e a se inserir profissionalmente em um mercado cercado de incertezas. Para ter sucesso nesta transição, é preciso implementar algumas tarefas e segundo a abordagem sóciocognitiva de carreira, quanto mais confiante o sujeito está sobre sua capacidade para realizar uma tarefa, maior é a chance dele implementá-la. Neste sentido, a experiência universitária deve ser um importante promotor de comportamentos preparatórios para o ingresso no mercado de trabalho e, segundo as teorias do impacto, o envolvimento acadêmico do estudante é a força motriz para aquisição de resultados positivos na graduação. Com base na literatura contemporânea da área, esta pesquisa objetivou investigar a existência de relação entre envolvimento acadêmico e crença de autoeficácia na transição para o trabalho (AETT) entre estudantes concluintes de cursos de graduação. Esta é uma pesquisa quantitativa, que contou com uma amostra de 312 estudantes pertencentes a instituições de ensino superior públicas e privadas da cidade de Salvador. Para caracterização da amostra, foi adotado um questionário demográfico contendo 22 itens; para investigação do envolvimento acadêmico, o Student Engagement Questionaire (SEQ) foi traduzido, reduzido e adaptado para realidade brasileira e continha 42 itens no formato final e para investigação da autoeficácia na transição para o trabalho, foi adotada a AETT-Br, escala de Auto Eficácia na Transição para o Trabalho, versão brasileira, que contém 28 itens. O instrumento completo, contendo 92 itens, foi aplicado em plataforma virtual. Após coleta, os dados foram submetidos a análise fatorial, que indicaram a necessidade de reconfiguração da estrutura fatorial do instrumento utilizado para investigação do envolvimento acadêmico. Assim, foi adotada a solução de 4 fatores indicada pelo screeplot, que apresentou eigenvalue ≥ 1,70 e juntos explicaram 42,9% da variância. Em seguida, foram feitas correlações de Pearson e análises de regressão múltipla e linear para verificação das contribuições específicas do envolvimento acadêmico. Os resultados indicam que o envolvimento acadêmico geral influencia a AETT (r = 0,447; p<0,01) e que dentre as dimensões do envolvimento acadêmico, as que exercem maior influência sobre a AETT são preparação para carreira (r = 0,474; p<0,01) e integração social (r = 0,403; p<0,01). Notou-se também que as dimensões dedicação acadêmica (r = 0,296; p<0,01) e participação em atividades obrigatórias (r = 0,203; p<0,01) apesar de apresentaram relação significativa com a AETT, estas relações são mediadas pela preparação para a carreira e pela integração social. Os dados sugerem que a confiança do universitário sobre sua capacidade para transitar da escola para o trabalho está associada à integração com o ambiente social da universidade, bem como ao esforço despendido ao longo da graduação, especialmente nas atividades de preparação para carreira. Esta pesquisa apresenta importantes contribuições ao desenvolvimento de novos estudos brasileiros sobre a inserção de egressos do ensino superior no mercado de trabalho. Palavras-Chave: experiência universitária; envolvimento acadêmico; autoeficácia; transição escola-trabalho. / The school-to-work transition process points out a period of major psychosocial changes to the student. At this time, the young man is asked to change his social role and to enter professionally in a market surrounded by uncertainties. To succeed in this transition process, it is required to implement some tasks, and according to the socio-cognitive approach to career, the more confident the person is about his ability to perform a task, the greater the chance of him implement it. In this sense, the university experience should be an important promoter of preparatory behaviours for entry into the labour market and, according to the theories of the impact, the student's academic involvement is the driving force for the student to obtain positive results during his undergraduate course. Based on contemporary literature in the field, this research aimed to investigate the existence of a relationship between academic involvement and self-efficacy belief in the school-to-work transition (AETT) between graduating undergraduate courses. This is a quantitative research, which included a sample of 312 students belonging to public and private higher education institutions in the city of Salvador. To characterize the sample, it was adopted a demographic questionnaire containing 22 items; to investigate the academic involvement, the Student Engagement Questionnaire (SEQ) was translated, reduced and adapted to the Brazilian reality and contained 42 items in its final form, to investigate the self-efficacy in the school-to-work transition, it was adopted the AETT-Br, Self Efficacy Scale in School-to-Work Transition, brazilian version, which contains 28 items. The complete instrument, containing 92 items, was applied to virtual platform. After data collection, the data were subjected to factor analysis, which indicated the need for reconfiguration of the factorial structure of the instrument used to investigate the academic involvement. Thus, it was adopted the solution of 4 factors indicated by screeplot, who presented eigenvalue ≥ 1.70 and together explained 42.9% of the variance. Then, Pearson correlations and multiple linear regression analyses were used to verify the specific contributions of academic involvement. The results indicate that the overall academic involvement influences AETT (r = 0.447; p <0.01) and that among the dimensions of academic involvement, those who have more influence on the AETT are preparing for career (r = 0.474; p <0.01) and social integration (r = 0.403, p <0.01). It was also noticed that the dimensions of academic dedication (r = 0.296; p <0.01) and participation in compulsory activities (r = 0.203; p <0.01), although had a significant relationship with AETT, these relations are mediated by preparation for career and social integration. The data suggest that the confidence of the student on their ability to move from the school to work is associated with integration with the social environment of the university, as well as the effort expended over graduation, especially in preparation for career activities. This research presents important contributions to the development of new Brazilian studies on the insertion of higher education graduates in the labour market. Keywords: college experience; academic engagement; self-efficacy, transition school-work.

Submitted by Nana Caroline Cunha de Jesus (nanacaroline.cunha@gmail.com) on 2018-03-22T13:51:51Z No. of bitstreams: 1 Dissertação de Mestrado_Nana Caroline Cunha de Jesus_FINAL.pdf: 2162199 bytes, checksum: a52c5d67a79f25199d3998275ba5365d (MD5) / Approved for entry into archive by Biblioteca Isaías Alves (reposiufbat@hotmail.com) on 2018-04-02T18:48:38Z (GMT) No. of bitstreams: 1 Dissertação de Mestrado_Nana Caroline Cunha de Jesus_FINAL.pdf: 2162199 bytes, checksum: a52c5d67a79f25199d3998275ba5365d (MD5) / Made available in DSpace on 2018-04-02T18:48:38Z (GMT). No. of bitstreams: 1 Dissertação de Mestrado_Nana Caroline Cunha de Jesus_FINAL.pdf: 2162199 bytes, checksum: a52c5d67a79f25199d3998275ba5365d (MD5) / Fundação de Amparo à Pesquisa do Estado da Bahia (FAPESB) / A presente pesquisa visa contribuir com o desenvolvimento dos estudos sobre as interações entre o Desenho do Trabalho, Comprometimento Organizacional e Engajamento no Trabalho. O objetivo foi analisar a relação entre os três fenômenos em servidores técnico-administrativos de uma Universidade Pública de Ensino Superior da região Nordeste, o que envolveu caracterizar a organização do trabalho nesta instituição, bem como analisar os níveis de engajamento e comprometimento, como eles se articulam em padrões de vínculos e como estes se distribuem entre as unidades administrativas da Instituição. O estudo foi de corte transversal, quantitativo, sendo um recorte de uma pesquisa de avaliação e desenvolvimento institucional mais ampla, que integra um projeto em desenvolvimento por uma rede de pesquisadores do Brasil. Participaram da pesquisa 691 servidores e foram utilizadas três escalas: Questionário de Desenho do Trabalho, desenvolvido por Morgeson e Humphey (2006) e em validação para o contexto nacional; Escala Utrecht de Engajamento no Trabalho, validada para o contexto nacional por Vasquez et al. (2015); e a Escala de Comprometimento Organizacional, desenvolvida e validada para o Brasil por Bastos e Aguiar (2015), todas acessadas através do SurveyMonkey® e disponibilizadas via e-mail. Todos os instrumentos apresentam estrutura fatorial adequada e níveis de confiabilidade elevados. Foram conduzidas análises estatísticas descritivas e inferenciais, a fim de caracterizar o desenho do trabalho na instituição, bem como análise de correlação entre seus componentes; análise de cluster, para identificar os padrões de combinações dos vínculos; e análise de regressão (método stepwise) para o exame da predição das dimensões do desenho do trabalho sobre os níveis de comprometimento e engajamento, através do software SPSS. Os resultados, estruturados em três artigos, permitiram a caracterização do trabalho dos servidores, bem como conhecer os padrões de articulação dos vínculos, além dos impactos do desenho do trabalho em comprometimento organizacional e engajamento no trabalho. Vale destacar que as evidências empíricas fortaleceram a hipótese de que as características do desenho do trabalho afetam diferentemente os dois vínculos estudados, sendo mais forte preditor do engajamento do que do comprometimento organizacional. Tais resultados são discutidos à luz da literatura existente, revelando-se congruentes, na maioria dos achados, com resultados anteriores, apesar da novidade do modelo de desenho do trabalho utilizado no presente estudo. Considera-se este trabalho uma importante contribuição nos estudos sobre a organização do trabalho e seus impactos em uma instituição pública de ensino superior. / The present research aims to contribute to the development of the studies about the interactions between the Work Design and the Organizational Commitment and Work Engagement. The objective was to analyze the relationship between the three phenomena in technical-administrative employees of the Public University of Higher Education of the Northeast Region, witch involved characterizing the organization of work in this institution, as well as analyzing the levels of engagement and commitment, how they are articulated in patterns of linkages and how these are distributed among administrative units of the institution. The study was cross-sectional, quantitative, being a cut of a broader institutional evaluation and development research witch integrates a project under development by a network of researchers from Brazil. The study was carried out with 691 workers and three scales were used: Work Design Questionnaire, developed by Morgeson and Humphey (2006) in validation for the national context; Utrecht Work Engagement Scale, validated for the national context by Vasquez et al. (2015); and the Organizational Commitment Scale, developed and validated for Brazil by Bastos and Aguiar (2015), all accessed through SurveyMonkey® and made available to participants via e-mail. All instruments have adequate factorial structure and high reliability levels. Descriptive and inferential statistical analyzes were conducted in order to characterize the work design in the institution, as well as correlation analysis among its components; cluster analysis, to identify patterns of linkages combinations; and regression analysis (stepwise method) for the examination of the prediction of the dimensions of the work design on levels of commitment and engagement, through SPSS software. The results, structured in three articles, allowed the characterization of the work of the technical-administrative workers, as well as to know the articulation patterns of the linkages, in addition to the impacts of the work design regarding organizational commitment and work engagement. It is worth mentioning that the empirical evidence has strengthened the hypothesis that the characteristics of the work design affect differently the both links studied, being a stronger predictor of work engagement than of the organization commitment. These results are discussed in light of the existing literature revealing itself congruent in most of the findings with previous results, in despite of the novelty of the work design model used in the present study. This research is considered an important contribution in the studies about the organization of work and its impacts in a public institution of higher education.

110 / Submitted by Oliveira Santos Dilzaná (dilznana@yahoo.com.br) on 2013-06-07T18:20:02Z No. of bitstreams: 1 Dissertação de Mestrado - Fernanda Brito.pdf: 1010269 bytes, checksum: 3225b6bbf2d0cdea89e6df679af271c1 (MD5) / Approved for entry into archive by Hozana Azevedo (hazevedo@ufba.br) on 2018-10-03T18:36:04Z (GMT) No. of bitstreams: 1 Dissertação de Mestrado - Fernanda Brito.pdf: 1010269 bytes, checksum: 3225b6bbf2d0cdea89e6df679af271c1 (MD5) / Made available in DSpace on 2018-10-03T18:36:04Z (GMT). No. of bitstreams: 1 Dissertação de Mestrado - Fernanda Brito.pdf: 1010269 bytes, checksum: 3225b6bbf2d0cdea89e6df679af271c1 (MD5) / CAPES / Este estudo examinou a relação entre estilos interpessoais e a participação do indivíduo nas redes sociais em diferentes ambientes de trabalho. Redes sociais se formam pelos vínculos afetivos, cognitivos e de compartilhamento de recursos estabelecidos entre atores sociais. Diferenças de desempenho no trabalho podem estar relacionadas ao posicionamento das pessoas em suas redes sociais. Ocupar uma posição de centralidade em uma rede social possibilita a aquisição de informações importantes e várias formas de influência interpessoal. A conquista dessas posições privilegiadas está associada a benefícios como sucesso na carreira, desempenho e satisfação no trabalho. Estudos sobre personalidade têm experienciado um renascimento no âmbito organizacional, e muitos têm evidenciado a importância de características da personalidade para prever resultados ocupacionais. Sabe-se que a predominância de determinadas características de personalidade no ambiente de trabalho formam modos peculiares de convivência do grupo, assim, é importante lembrar que ambientes variam em termos de quais estilos de personalidade valorizam e conferem aceitação ao seu portador. Os estilos interpessoais são estratégias comportamentais que descrevem a maneira habitual de uma pessoa interagir socialmente e buscar aceitação e status nas coletividades em que participa. Nesse sentido, os estilos interpessoais são importantes para compreender o sucesso interpessoal do indivíduo na sua busca por ser aceito, reconhecido e ter um lugar de destaque no seu ambiente de trabalho. Deste modo, o objetivo deste estudo foi analisar e comparar a relação entre estilos interpessoais e centralidade nas redes sociais em diferentes equipes de trabalho. Participaram desta pesquisa 80 trabalhadores distribuídos em 03 equipes de diferentes empresas: marketing de um jornal (MKT, n=24); serviços de registro documentos (SRD, n=20); fábrica de aparelhos mecânicos (FAB, n=36). O instrumento foi composto por variáveis sócio-demográficas, pelo Inventário ESEI (Escalas de Estilos Interpessoais), e pelo questionário sociométrico que possibilitou o cálculo dos índices de centralidade das redes de confiança. As equipes foram caracterizadas em relação às variáveis sócio-demográficas, ao tipo de ambiente ocupacional e ao perfil médio de estilos interpessoais. Em seguida, os estilos interpessoais dos atores foram correlacionados aos seus índices de centralidade na rede de confiança, e alguns casos foram analisados. Foram encontradas diferenças significativas nas dimensões de estilos interpessoais entre as equipes, e a análise correlacional e qualitativa dos estilos interpessoais dos atores centrais, indicaram que cada equipe valoriza atores com diferentes perfis interpessoais, conferindo-lhes aceitação e prestígio. Os resultados revelam a importância do tipo de ambiente ocupacional para compreender os estilos interpessoais predominantes na equipe e suas relações com a centralidade dos atores na rede de confiança. As implicações das relações entre os estilos interpessoais, a centralidade dos atores nas redes de confiança e os tipos de ambiente ocupacional são discutidas. Por fim, considera-se a importância de alinhar dimensões da personalidade ao ambiente ocupacional na busca por uma compreensão cada vez mais acurada sobre os comportamentos humanos no trabalho. This study examined the relationship between interpersonal styles and the individual's participation in social networks in different workplaces. Social networks are formed by emotional ties, cognitive, and resource sharing established between social actors. Differences in job performance may be related to the positioning of people in their social networks. Occupy a position of centrality in a social network enables the acquisition of important information and various forms of interpersonal influence. The achievement of these privileged positions is associated with benefits such as career success, performance and job satisfaction. Studies on personality have experienced a renaissance in the organizational, and many have shown the importance of personality traits to predict occupational outcomes. It is known that the prevalence of certain personality traits in the workplace form particular ways of living of the group, so it is important to remember that environments vary in terms of personality styles which value and give acceptance to the wearer. The interpersonal styles are behavioral strategies that describe the usual way a person interacts socially and seek acceptance and status in the communities in which it participates. In this sense, interpersonal styles are important to understand the individual's interpersonal success in their search to be accepted, recognized and have a prominent place on your workplace. Thus, the objective of this study was to analyze and compare the relationship between interpersonal styles and centrality in social networks in different teams. In this study, participated 80 workers, divided into 03 teams from different companies: marketing department of a newspaper (MKT, n= 24); services registration documents (SRD, n= 20); factory mechanical (FAB, n= 36). The questionnaire consisted of sociodemographic variables, the Inventory ESEI (Interpersonal Styles Scale), and the sociometric questionnaire that enabled the calculation of the indices of centrality of trust networks. The teams were characterized in relation to socio-demographic variables, the type of workplace and the average profile of interpersonal styles. Then the interpersonal styles of the actors were correlated to their levels of centrality in the trust network, and some cases were analyzed. There were significant differences in the dimensions of interpersonal styles between teams, and correlational analysis of qualitative and interpersonal styles of key players, each team indicated that values interpersonal actors with different profiles, giving them acceptance and prestige. The results reveal the importance of the kind of workplace to understand the interpersonal styles prevalent in the team and its relations with the centrality of actors in the network of trust. The implications of the relationship between interpersonal styles, the centrality of the actors in the networks of trust and the kinds of workplace are discussed. Finally, we consider the importance of aligning the personality dimensions of occupational environment in the quest for a more accurate understanding of human behavior at work. / This study examined the relationship between interpersonal styles and the individual's participation in social networks in different workplaces. Social networks are formed by emotional ties, cognitive, and resource sharing established between social actors. Differences in job performance may be related to the positioning of people in their social networks. Occupy a position of centrality in a social network enables the acquisition of important information and various forms of interpersonal influence. The achievement of these privileged positions is associated with benefits such as career success, performance and job satisfaction. Studies on personality have experienced a renaissance in the organizational, and many have shown the importance of personality traits to predict occupational outcomes. It is known that the prevalence of certain personality traits in the workplace form particular ways of living of the group, so it is important to remember that environments vary in terms of personality styles which value and give acceptance to the wearer. The interpersonal styles are behavioral strategies that describe the usual way a person interacts socially and seek acceptance and status in the communities in which it participates. In this sense, interpersonal styles are important to understand the individual's interpersonal success in their search to be accepted, recognized and have a prominent place on your workplace. Thus, the objective of this study was to analyze and compare the relationship between interpersonal styles and centrality in social networks in different teams. In this study, participated 80 workers, divided into 03 teams from different companies: marketing department of a newspaper (MKT, n= 24); services registration documents (SRD, n= 20); factory mechanical (FAB, n= 36). The questionnaire consisted of sociodemographic variables, the Inventory ESEI (Interpersonal Styles Scale), and the sociometric questionnaire that enabled the calculation of the indices of centrality of trust networks. The teams were characterized in relation to socio-demographic variables, the type of workplace and the average profile of interpersonal styles. Then the interpersonal styles of the actors were correlated to their levels of centrality in the trust network, and some cases were analyzed. There were significant differences in the dimensions of interpersonal styles between teams, and correlational analysis of qualitative and interpersonal styles of key players, each team indicated that values interpersonal actors with different profiles, giving them acceptance and prestige. The results reveal the importance of the kind of workplace to understand the interpersonal styles prevalent in the team and its relations with the centrality of actors in the network of trust. The implications of the relationship between interpersonal styles, the centrality of the actors in the networks of trust and the kinds of workplace are discussed. Finally, we consider the importance of aligning the personality dimensions of occupational environment in the quest for a more accurate understanding of human behavior at work. / Salvador

Submitted by Oliveira Santos Dilzaná (dilznana@yahoo.com.br) on 2016-07-01T13:21:14Z No. of bitstreams: 1 Dissertacao Alexandra Bunchaft.pdf: 2217721 bytes, checksum: 0f1dc867e03831cea761b3bbbe9027df (MD5) / Approved for entry into archive by Juarez Cardoso da Silva (juarez.cardoso@ufba.br) on 2016-07-04T17:24:07Z (GMT) No. of bitstreams: 1 Dissertacao Alexandra Bunchaft.pdf: 2217721 bytes, checksum: 0f1dc867e03831cea761b3bbbe9027df (MD5) / Made available in DSpace on 2016-07-04T17:24:07Z (GMT). No. of bitstreams: 1 Dissertacao Alexandra Bunchaft.pdf: 2217721 bytes, checksum: 0f1dc867e03831cea761b3bbbe9027df (MD5) / O presente trabalho buscou analisar a identidade do trabalhador cooperado em uma organização popular e solidária de trabalho, procurando identificar aspectos que caracterizam as relações laborais cooperativas, distinguindo-as de grupos profissionais que mantêm relações verticais de trabalho, as dimensões envolvidas na identidade de cooperado, as mudanças vivenciadas após a inserção na cooperativa as ênfases dadas pela incubadora ao processo de incubação. Tratou-se de pesquisa qualitativa, um estudo de caso instrumental, com corte longitudinal e uma abordagem multimetodológica. Adotou-se quatro fontes de coleta de dados: descrição do macroambiente da região, por meio da técnica de estimativa rápida e análise dos dados secundários do Censo de 2000; análise documental; observação participante; e grupos focais. Participaram vinte mulheres, cooperadas, de etnia negra, residentes na região do Subúrbio Ferroviário de Salvador. Optou-se pela análise de conteúdo e argumentativa. Constatou-se que os processos de socialização para o trabalho das cooperadas foram diversificados, sendo que todas tiveram na COOPERCONFEC a sua primeira experiência profissional cooperativa. Tornar-se cooperada envolveu cinco principais relações e distintos impactos: com a incubadora (apoio técnico e financeiro provisório), com a comunidade (valorização da localidade), com os clientes (profissionalização), com os pares (identidade coletiva) e consigo mesmas (aumento de auto-estima). Uma das conclusões principais é que ser cooperada da COOPERCONFEC envolveu cinco dimensões, com focos distintos, embora com oscilações, nos vínculos grupais: psicossocial (foco na ajuda mútua), organizacional (foco no sentimento de pertencimento a um grupo organizado de trabalho), racional (foco na relação meios-fins), político-econômica (foco na distribuição de poder e de ganhos) e legal (foco na institucionalização do grupo). Observou-se finalmente que a identidade de cooperado é um fenômeno complexo e multifacetado, que será continuamente reconstruído ao longo da trajetória dos membros da cooperativa. The present work tried to analyze the identity of the cooperative worker in a communal and fraternal work organization; identify aspects which will characterize cooperative labor relations, as well as the dimensions involved in the cooperative identity and the changes experienced after the insertion into the cooperative; analyze the value given to the mother cell during incubation. Qualitative research was made, which consists of a case study, with a longitudinal cut, using a multi methodological study. Four sources of data collection were employed: description of macro-environment of the region, through fast estimate and analysis of secondary data from the 2000 year Census; documental analysis; focus groups; interactive observation. Twenty cooperative African Brazilian women participated, all of them living in the region of the Suburban Train Area of Salvador. The content and argumentative analysis was chosen. It was understood that the socialization processes to the work of the cooperative women were diverse, and all of the workers had their first professional cooperative experience in COOPERCONFEC. Becoming a cooperative worker involved five main relations and distinct impacts: with the mother cell (provisory technical and financial support), with the community (value of the location), with clients (professionalism), with pairs (collective identity), and with themselves (increase in the self-esteem). One of the main conclusions is that being a cooperative worker from COOPERCONFEC takes five dimensions into consideration, with distinct focus on the group relations: psycho-social (emphasis on the mutual help), organizational (emphasis on the feeling of belonging to a work organized group), rational (emphasis on the middle-endings relation), politicaleconomical (emphasis on the distribution of power and of credits), and legal (emphasis on the institutionalization of the group), although there were variations on the focus. It was observed, finally, that the identity of a cooperative worker is a complex and multi faced phenomenon. It will continually be rebuilt throughout the trajectory of the members of the cooperative. / The present work tried to analyze the identity of the cooperative worker in a communal and fraternal work organization; identify aspects which will characterize cooperative labor relations, as well as the dimensions involved in the cooperative identity and the changes experienced after the insertion into the cooperative; analyze the value given to the mother cell during incubation. Qualitative research was made, which consists of a case study, with a longitudinal cut, using a multi methodological study. Four sources of data collection were employed: description of macro-environment of the region, through fast estimate and analysis of secondary data from the 2000 year Census; documental analysis; focus groups; interactive observation. Twenty cooperative African Brazilian women participated, all of them living in the region of the Suburban Train Area of Salvador. The content and argumentative analysis was chosen. It was understood that the socialization processes to the work of the cooperative women were diverse, and all of the workers had their first professional cooperative experience in COOPERCONFEC. Becoming a cooperative worker involved five main relations and distinct impacts: with the mother cell (provisory technical and financial support), with the community (value of the location), with clients (professionalism), with pairs (collective identity), and with themselves (increase in the self-esteem). One of the main conclusions is that being a cooperative worker from COOPERCONFEC takes five dimensions into consideration, with distinct focus on the group relations: psycho-social (emphasis on the mutual help), organizational (emphasis on the feeling of belonging to a work organized group), rational (emphasis on the middle-endings relation), politicaleconomical (emphasis on the distribution of power and of credits), and legal (emphasis on the institutionalization of the group), although there were variations on the focus. It was observed, finally, that the identity of a cooperative worker is a complex and multi faced phenomenon. It will continually be rebuilt throughout the trajectory of the members of the cooperative. KEY WORDS: Cooperative Worker identity. People’s cooperativism. Socialization process to the work.