Submitted by Priscilla Araujo (priscilla@ibict.br) on 2016-09-29T15:03:51Z No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) TeseArianeMaciel.pdf: 1872486 bytes, checksum: df51da50f60b3330c562ff42e441d2ca (MD5) / Made available in DSpace on 2016-09-29T15:03:51Z (GMT). No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) TeseArianeMaciel.pdf: 1872486 bytes, checksum: df51da50f60b3330c562ff42e441d2ca (MD5) Previous issue date: 2015-03-20 / Este estudo buscou identificar as diferenças de gênero no uso e apropriação das tecnologias de informação e comunicação (TICs) disponíveis aos usuários do programa de inclusão digital do Governo Federal, Governo Eletrônico Serviço de Atendimento ao Cidadão – GESAC, utilizando-se os dados da Pesquisa Nacional de Avaliação do Programa - PNAG. Os processos cognitivos envolvidos no aprendizado e apropriação das TICs, e sua relação direta com a inserção dos indivíduos na sociedade do conhecimento pela via da inclusão digital são abordados no capítulo 2. Para tratar da questão de gênero, o terceiro capítulo traz um panorama das conquistas femininas notadamente nos dias de hoje, quando a inclusão digital mostra-se como ferramenta de aumento da cidadania das mulheres na busca da igualdade entre os gêneros. A pesquisa analisa os dados de 8483 usuários de pontos de presença do GESAC, coletados durante a PNAG. A abrangência nacional do programa e, portanto dos dados utilizados, contemplou os diversos pontos de presença, que se encontram instalados em laboratórios de informática de escolas públicas, Pontos de Cultura, unidades militares, sindicatos, associações e organizações não-governamentais. Estes dados secundários, disponíveis em software estatístico, permitiram a realização de análises focalizando as relações entre as variáveis sociodemográficas – gênero e condições sociais – e as variáveis que visaram captar as características do uso, as finalidades de uso e as opiniões dos usuários sobre o seu próprio aprendizado. Utilizaram-se classificações de finalidades de uso da internet: aquelas que contribuem para o capital social, para o capital cultural e aquelas que têm finalidade utilitária. Os resultados mostraram equilíbrio entre os gêneros em diversos aspectos do uso e apropriação das TICs. Entretanto, também foram observadas diferenças de gênero em aspectos que podem impactar em oportunidades para as mulheres, como a liderança masculina na busca por informações sobre trabalho e no uso do dinheiro e em iniciativas que exigem independência e pro-atividade no uso das TICs, como fazer downloads e criar blogs e websites, assim como manter-se informado e utilizar a internet para o lazer. As mulheres, por sua vez se destacam no uso das TICs para tarefas que estão ligadas a papeis tradicionalmente femininos, como o cuidado com o bem estar, além de uso para educação. As atividades que mais se destacaram para o incremento do capital social foram uso de mensageiros eletrônicos e sites de relacionamento. As contribuições mais expressivas na aquisição de capital cultural foram: fazer trabalhos escolares e ler notícias, enquanto que o uso da internet para realização de cursos online ainda apresenta valores muito aquém do desejável. / This dissertation focuses on social and gender differences in use and appropriation of information and communication technology (ICT) by users of a Brazilian federal government program for digital inclusion – Governo Eletrônico Serviço de Atendimento ao Cidadão (GESAC). The literature that considers social and cognitive problems involved in ICT learning and appropriation and its consequences for participation in knowledge society are discussed. Women conquests and gender problems related to ICT use are also considered. Data analyzed here were obtained from a research project aimed at evaluating the above mentioned government program – a Pesquisa Nacional de Avaliação do Programa – carried out in 2009 all Brazilian states, and obtaining information about program users of these “Pontos de Presença” (Presence Points), installed in a large range of institutions, including public schools, non-government associations, military units, etc. Several aspects users ICT knowledge, use and opinion about the program from 8483 program users. These secondary data allowed one to explore relationships between social-demographic variables that seek to detect ICT use appropriation. Based on the literature that discusses ICT impact in society, a classification of types of ICT were utilized in the analyses which therefore aggregates ICT uses that contribute to the “cultural capital”, “social capital” and to utilitarian purposes. Although gender differences were not outstating, results obtained suggest that mem use ICT and search information in the internet more independently and in a more or-active way, as it is case of downloads and blogs and websites creation, whereas women use it more for the fulfillment of tasks characteristics of women’s social roles, as information about wellbeing and education.

No description available.

Abstract in English, Afrikaans and Zulu / The general aim of the research was to investigate the components and nature of a psychosocial framework for conflict management in organisations. The research investigated the way in which such a framework manifests by exploring the relationship dynamics between the antecedents (leadership, organisational culture and employee voice), mediators (employee engagement and organisational trust), and outcome variables (conflict management – conflict types and interpersonal conflict handling styles), as moderated by socio-demographic factors (race, gender, age, qualification, job level, income level, tenure, employment status, trade union representation, trade union membership, sector, employee numbers, organisational size, employee engagement programme). The associations between individuals’ personal and organisational characteristics were further explored to determine significant differences between these variables. A quantitative cross-sectional survey was conducted amongst a non-probability sample of adult workers who were employed in South African-based organisations (n = 556). Canonical correlation analysis, mediation modelling, and structural equation modelling were conducted to identify the core empirical components of the framework. A critical review of the interrelated dynamics of the framework components revealed that the mediating variables of employee engagement (job engagement and organisational engagement) and organisational trust (commitment, dependability, integrity) were vital in intensifying the direction and strength of the link between leadership behaviour, organisational culture, conflict types (task, relational, process and status conflict, group atmosphere and conflict resolution potential), and various interpersonal conflict handling styles (integrating, avoiding, dominating, obliging, compromising). Stepwise multiple regression revealed that number of employees, a formal employee engagement programme, and job level were the three most important socio-demographic variables to consider in a conflict management framework, followed by age. The hierarchical moderated regression analysis showed that age, union membership, job level, number of employees, and formal employee engagement programme were important moderating factors to consider in the framework. Tests for significant mean differences indicated significant dissimilarities in terms of the socio-demographic variables. Theoretically, the study advances the understanding of conflict management behaviour and its antecedents in the South African workplace. The empirically tested psychosocial framework informs workplace conflict management interventions from an employment relations perspective which may contribute to enhanced organisational performance. / Die algemene doel van die navorsing was om ondersoek in te stel na die komponente en aard van ʼn psigososiale raamwerk vir konflikbestuur in organisasies. Die navorsing het die manier waarop so ʼn raamwerk manifesteer, bestudeer – deur verkenning van die verhoudingsdinamika tussen die voorgangers (leierskap, organisasiekultuur en werknemer se stem), bemiddelaars (werknemerbetrokkenheid en vertroue in ʼn organisasie), en uitkomsveranderlikes (konflikbestuur – tipes konflik en hanteringstyle ten opsigte van interpersoonlike konflik), soos getemper deur sosiodemografiese faktore (ras, geslag, ouderdom, kwalifikasie, posvlak, inkomstevlak, ampsbekleding, aanstellingstatus, vakbondverteenwoordiging, vakbondlidmaatskap, sektor, werknemergetalle, organisasiegrootte, werknemerbetrokkenheidprogram). Die assosiasies tussen individue se persoonlike en organisasiegebonde eienskappe is verder bestudeer om betekenisvolle verskille tussen hierdie veranderlikes te bepaal. ʼn Kwantitatiewe deursnee-opname is gemaak onder ʼn nie-waarskynlikheidssteekproef van volwasse werkers in diens van Suid-Afrikaans-gebaseerde organisasies (n = 556). Kanoniese korrelasie-ontleding, bemiddelingsmodellering, en strukturele vergelykingsmodellering is gedoen om die kern- empiriese komponente van die raamwerk te identifiseer. ʼn Kritiese beskouing van die onderling verwante dinamika van die raamwerkkomponente het getoon dat die bemiddelende veranderlikes van werknemerbetrokkenheid (werksbetrokkenheid en organisasiebetrokkenheid) en vertroue in die organisasie (toewyding, betroubaarheid, integriteit) deurslaggewend was in die intensifisering van die rigting en sterkte van die skakel tussen leierskapsgedrag, organisasiekultuur, konfliktipes (taak-, relasionele, proses- en statuskonflik, groepatmosfeer en konflikoplossingspotensiaal), en verskillende hanteringstyle ten opsigte van interpersoonlike konflik (integrerend, vermydend, dominerend, inskiklik, kompromitterend). Stapsgewyse meervoudige regressie het getoon dat die aantal werknemers, ʼn formele werknemerbetrokkenheidsprogram, en posvlak die drie belangrikste sosiodemografiese veranderlikes was om mee rekenskap te hou in ʼn konflikbestuursraamwerk, gevolg deur ouderdom. Die hiërargiese gemodereerde regressie-ontleding het getoon dat ouderdom, vakbondlidmaatskap, posvlak, aantal werknemers, en formele werknemerbetrokkenheidsprogram belangrike modererende faktore was om in gedagte te hou in die raamwerk. Toetse vir noemenswaardige gemiddelde verskille het aansienlike ongelyksoortighede ten opsigte van die sosiodemografiese veranderlikes getoon. Teoreties bevorder die studie die begrip van konflikbestuursgedrag en die voorgangers daarvan in die Suid-Afrikaanse werkplek. Die empiries getoetste psigososiale raamwerk vorm konflikbestuursintervensies in die werkplek vanuit ʼn werksverhoudingeperspektief wat kan bydra tot verbeterde organisasieprestasie. / Inhloso jikelele yocwaningo kwaba ukuphenya izingxenye nemvelo yohlaka lwezengqondo lokuphathwa kokungqubuzana ezinhlanganweni. Ucwaningo luphenye indlela lapho uhlaka olunjalo lubonisa ngokuhlola amandla obudlelwano phakathi kwezinqumo (ubuholi, isiko lenhlangano nezwi lesisebenzi), abalamuli (ukuzibandakanya kwesisebenzi kanye nokwethembana kwenhlangano), kanye nemiphumela eguquguqukayo (ukuphathwa kokungqubuzana - izinhlobo zokungqubuzana nezindlela zokuphatha ukungqubuzana phakathi kwabantu), njengoba kuhlaziywe yizici zenhlayo yeningi labantu (uhlanga, ubulili, ubudala, imfanelo, izinga lomsebenzi, izinga lomholo, ukusebenzisa umhlaba, isimo somsebenzi, ukumelwa yinyunyana, ubulunga benyunyana, imboni, izinombolo zabasebenzi, ubungako benhlangano, uhlelo lokuzibandakanya kwesisebenzi). Ukuhlangana phakathi komuntu siqu kanye nezici zenhlangano kuphinde kwahlola umehluko omkhulu phakathi kwalokhu okuguquguqukayo. Inhlolovo esezingeni eliphansi yesigaba yenziwe phakathi kwesampula elula yabasebenzi abadala abebeqashwe ezinhlanganweni ezisekelwe zaseNingizimu Afrika (n = 556). Ukuhlaziya kokuxhumanisa kohlu lwezincwadi, ukulamula kwesifanekiso, kanye nesifanekiso sesakhiwo kwenziwa ukukhomba izingxenye ezisemqoka ezinokwehla kohlaka. Isibuyekezo esibucayi samandla ahambisana nezingxenye zohlaka siveze ukuthi ukulamula okuguqukayo kokuzibandakanya kwesisebenzi (ukuzibandakanya komsebenzi nokuzibandakanya kwenhlangano) kanye nokwethembana kwenhlangano (ukuzinikela, ukwethembeka, ubuqotho) kwakubalulekile ekwandiseni ukuqondiswa namandla oxhumano phakathi kokuziphatha kwabaholi, isiko lenhlangano, izinhlobo zokungqubuzana (umsebenzi, ezingubudlelwano, inqubo nesimo sokungqubuzana, isimo sokuzwana eqenjini kanye namandla okuxazulula ukungqubuzana), kanye nezindlela zokuphatha ukungqubuzana okuhlukahlukene phakathi kwabantu (ukuhlanganisa, ukugwema, ukubusa, ukubopha, ukuyekethisa). Ngokuhamba kwesinyathelo ekuhlehleni okuningi kwaveza ukuthi inani labasebenzi, uhlelo lokuzibandakanya olusemthethweni lwesisebenzi, kanye nezinga lomsebenzi kwakuyizinguqunguquko ezintathu ezibaluleke kakhulu zenhlalo yeningi abantu okufanele bazicabange ohlakeni lokuphathwa ukungqubuzana, kulandelwe ubudala. Ukuhlaziywa okuphezulu kokuhlehla kokuhlaziya kubonise ukuthi ubudala, ubulunga benyunyana, izinga lomsebenzi, inani lezisebenzi, kanye nohlelo lokuzibandakanya olusemthethweni lwesisebenzi kwakuyizici ezibalulekile zokulinganisa okufanele zicatshangwe ohlakeni. Uvivinyo lokwehlukahlukana lukhombise ukungafani okubalulekile ngokuya kweziguquguqukayo zenhlalo yeningi labantu. Ngokucatshangwayo isifundo sikhuthaza ukuqondisisa ukuphathwa kokungqubuzana kokuziphatha kanye nezinqumo zako endaweni yomsebenzi eNingizimu Afrika. Ukuhlolwa okunamandla kohlaka lwezengqondo lwazisa ukungenelela kokuphathwa kokungqubuzana endaweni yomsebenzi ngombono wobudlelwano emsebenzini okungaba nomthelela ekwenzeni ngcono ukusebenza kwenhlangano. / Human Resource Management / D. Phil. (Human Resource Management)