Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This study was developed with the aim of identifying relationships between social support at work, organizational support and organizational commitment, considering the reality experienced by teachers of municipal schools. To this end, we carried out a descriptive survey research, quantitative and qualitative. First, the quantitative phase, with 336 teachers from the city, we used a structured questionnaire from three models: the Scale of Perceived Social Support at Work (GOMIDE JUNIOR, GUIMARÃES and DAMÁSIO, 2004; 2008), Scale Perceived Organizational Support (SIQUEIRA1995, 2008) and the Scale of Bases of Organizational Commitment, (MEDEIROS et al, 2005). After this, a qualitative step, through structured interviews with directors of six municipal schools. Regarding social support at work, the results signaled a similar perception among teachers and principals, indicating a greater presence of emotional social support and lower perceived instrumental support. With respect to organizational support, we can see that teachers and principals have different perceptions. While the teachers expressed a high perceived organizational support from schools, reports of the directors point to a lack of organizational support, since in their perception, there are only isolated organizational initiatives in order to provide welfare and job satisfaction. With respect to organizational commitment in relation to teachers, the results indicate a high normative commitment, through the enhancement of the Performance Based Requirement, and, for directors, a high affective commitment. Still, the results of this study indicated that both teachers and principals have a low appreciation of instrumental commitment. By establishing relationships between the constructs, the results indicated that social support at work, organizational support and organizational commitment are related. Considering the relationship between social support at work and organizational commitment, we observed high ratios exist between emotional support and the Affiliates and Affective bases, while, on the other hand, instrumental social support correlated weakly with all the bases of organizational commitment. In relation to organizational support, the results showed high correlations between this construct and strong bases Affiliate Obligation Stay and Affective. Finally, with respect to the relationship between social support at work and organizational support, it was observed that there were high associations between social support and emotional and instrumental perceptions of organizational support. / Este estudo foi desenvolvido com o objetivo de identificar as relações entre o suporte social no trabalho, suporte organizacional e o comprometimento organizacional, considerando a realidade vivenciada por professores da rede municipal de ensino. Para tanto, realizou-se uma pesquisa survey descritiva, de natureza quantitativa e qualitativa. Primeiramente, na etapa quantitativa, com 336 professores da rede municipal, utilizou-se o questionário estruturado a partir de três modelos: a Escala de Percepção de Suporte Social no Trabalho (GOMIDE JUNIOR, GUIMARÃES e DAMÁSIO, 2004; 2008), a Escala de Percepção de Suporte Organizacional (SIQUEIRA1995; 2008) e a Escala de Bases do Comprometimento Organizacional, (MEDEIROS et al, 2005). Após, foi realizada uma etapa qualitativa, através de entrevistas semiestruturadas com seis diretores de escolas municipais, sendo o protocolo elaborado à luz dos modelos utilizados. Em relação ao suporte social no trabalho, os resultados obtidos sinalizaram para percepções similares entre os professores e diretores, indicando uma maior presença de suporte social emocional e menor percepção de suporte instrumental. No que diz respeito ao suporte organizacional, pode-se observar que professores e diretores apresentam percepções diferenciadas. Enquanto os professores manifestaram uma elevada percepção de suporte organizacional por parte das escolas, os relatos dos diretores sinalizam para uma carência de suporte organizacional, visto que, na percepção destes, existem somente iniciativas organizacionais isoladas no sentido de prover bem-estar e satisfação no trabalho. No que tange ao comprometimento organizacional, em relação aos professores, os resultados indicam um elevado comprometimento normativo, através da valorização da base Obrigação pelo Desempenho; e, em relação aos diretores, um elevado comprometimento afetivo. Ainda, os resultados deste estudo indicaram que tanto professores quanto diretores apresentam uma baixa valorização do comprometimento instrumental (através das bases Linha Consistente de Atividade, Escassez de Alternativas e Falta de Recompensas e Oportunidades). Ao estabelecer relações entre os construtos, pode-se evidenciar que suporte social no trabalho, suporte organizacional e comprometimento organizacional são temas correlatos. Considerando a relação entre suporte social no trabalho e comprometimento organizacional, observou-se existirem relações elevadas entre o suporte emocional e as bases Afiliativa e Afetiva, enquanto que, por outro lado, o suporte social instrumental apresentou correlações fracas com todas as bases do comprometimento organizacional. Em relação ao suporte organizacional, os resultados evidenciaram elevadas correlações fortes entre este construto e as bases Afiliativa, Obrigação em Permanecer e Afetiva. Por fim, no que tange às relações existentes entre o suporte social no trabalho e o suporte organizacional, observou-se a existência de elevadas associações entre o suporte social emocional e instrumental e a percepção de suporte organizacional.

Made available in DSpace on 2016-08-03T16:34:49Z (GMT). No. of bitstreams: 1 Carlos Renato Andrade Ferraz.pdf: 704726 bytes, checksum: acfd44aaf8152462e209b65ba0f2ad68 (MD5) Previous issue date: 2009-12-03 / Studies on the working conditions of education professionals have always had to identify negative factors, such as burnout and stress. But it is known that variables related to interpersonal relationships can provide improved well-being in the workplace in these professionals. The teacher, the protagonist of the teachinglearning can provide well-being in the workplace and play better if your letter perception of support from those who make up their social network within your school. This paper aims to analyze the relationship between well-being in the workplace and perception of social support at work in elementary school teachers. The study included 209 teachers, elementary school in public schools and state schools, all female with mean age of 41.55 years (SD = 8.64) and the minimum level of education corresponding to the school. These teachers completed a questionnaire containing self apply four measures: Range of Work Involvement Scale, Satisfaction with Work Scale of Affective Organizational Commitment Scale and Perceived Social Support at Work. Calculated the mean, standard deviations, correlations and seven models of linear regression between the variables of the study. The results showed that satisfaction with colleagues, with the leadership and with the tasks, but little satisfaction with pay and promotions. Teachers presented affective commitment to their schools and involvement with the work they do. It was revealed perception of social support, with a higher tendency to support the information received, then the perception of emotional support and perceived instrumental support in that order. Were proven significant and positive relationships between the dimensions of wellbeing in the workplace and perception of social support at work. Regression models revealed that the three dimensions of social support at work can positively impact the three dimensions of well-being in the workplace, with greater ability tor explain to each other. It is suggested that further studies involving perception of social support at work and well-being in the workplace with other professional groups to complement these poorly studied concepts.(AU) / Os estudos sobre as condições de trabalho de profissionais da educação sempre tiveram como objetivo identificar fatores negativos, como o burnout e o estresse. Porém, é sabido que variáveis relacionadas com as relações interpessoais podem proporcionar melhora no bem-estar no trabalho nestes profissionais. O professor, protagonista do processo ensino-aprendizagem pode apresentar bem-estar no trabalho e desempenhar melhor o seu ofício se tiver percepção de suporte daqueles que compõem sua rede social dentro de sua escola. Este trabalho tem como objetivo analisar as relações entre bem-estar no trabalho e percepção de suporte social no trabalho em professores do ensino fundamental. Participaram do estudo 209 professores, do ensino fundamental da rede pública municipal e estadual de ensino, todos do sexo feminino com idade média de 41,55 anos (DP=8,64) e com o nível de instrução mínimo correspondente ao ensino médio. Esses professores responderam a um questionário auto aplicável contendo quatro medidas: Escala de Envolvimento com o Trabalho, Escala de Satisfação com o Trabalho Escala de Comprometimento Organizacional Afetivo e Escala de Percepção de Suporte Social no Trabalho. Calcularam-se as médias, desvios padrão, correlações e sete modelos de regressão linear stepwise entre as variáveis do estudo. Os resultados apontaram para satisfação com os colegas, com a chefia e com as tarefas, mas pouca satisfação com salários e promoções. Os professores apresentaram comprometimento afetivo com suas escolas e envolvimento com o trabalho que realizam. Foi revelada percepção de suporte social, com uma tendência mais elevada de suporte com as informações recebidas, seguida da percepção de suporte emocional e percepção de suporte instrumental nesta ordem. Foram comprovadas relações positivas e significativas entre as dimensões de bem-estar no trabalho e percepção de suporte social no trabalho. Modelos de regressão revelaram que as três dimensões de suporte social no trabalho impactam positivamente as três dimensões de bem-estar no trabalho, com maior capacidade de explicação entre si. Sugere-se novos estudos envolvendo percepção de suporte social no trabalho e bem-estar no trabalho com outras categorias profissionais para complementar estes ainda pouco estudados conceitos.(AU)

Made available in DSpace on 2016-08-03T16:34:54Z (GMT). No. of bitstreams: 1 EDUARLApg1_90.pdf: 536997 bytes, checksum: 2d88f4f2ed8086799deacdb951348683 (MD5) Previous issue date: 2011-05-23 / Resilience is a construct that refers to the ability of human beings to successfully face the adversities of life, overcome them and even be strengthened or changed by them. Fields of psychology research, such as Health Psychology, Positive Psychology and Positive Organizational Behavior, have considered the resilience as an important way to understand the positive and healthy aspects of human beings. This work aims to expand knowledge about the resilience and their relations with other constructs in the organizational context. For this, the objective of this research was to verify the predictive capacity of intragroup conflict (relationship and task), of social support at work (emotional, informational and instrumental) and of professional self-concept (health, realization, self-confidence and competence) on resilience (positive adaptation or acceptance of change, spirituality, resignation towards life, personal competence and persistence in the face of difficulty) of military police. The study included 133 military police officers of a battalion in the state of Sao Paulo, prevailing male subjects (97.7%), mean age 30 years (SD = 5.7). The following scales were used to measure the variables:Resilience Rating Scale reduced, Intragroup Conflict Scale, the Scale of Perceived Social Support at Work and Self-Concept Scale. The data were submitted to descriptive calculations and at analyses of multiple lineal regression standard. The results indicated that the model that grouped the antecedent variables (intragroup conflict, social support at work and professional selfconcept) significantly explained the variance of the dimensions of resilience: 30% of persistence in the face of difficulties, 29% of positive adaptation or acceptance of change, 28% of personal competence and 11% of spirituality. Variables that were statistically significant impact on persistence in the face of difficulties were emotional support at work, whose direction of the prediction was opposite, and confidence, whose direction of prediction was direct. Positive adaptation or acceptance of change was as inverse predictor the health and as direct predictor the self-confidence. The personal competence had a significant impact on the variable selfconfidence, wich was a direct predictor. Spirituality, in turn, had a single significant predictor, the variable realization, whose direction of prediction was direct. The results suggest that among the independent variables, the professional self-concept demonstrated greater explanatory power of the variance in resilience. In light of the theory of the area were discussed these findings. Finally,limitations and the suggestion a research agenda that confirm and expand the results of this research were presented. / A resiliência é um construto que remete à habilidade do ser humano de ter êxito frente às adversidades da vida, superá-las e inclusive, ser fortalecido ou transformado por elas. Campos de investigações da psicologia, como Psicologia da Saúde, Psicologia Positiva e Comportamento Organizacional Positivo, têm considerado a resiliência como uma importante via para a compreensão dos aspectos positivos e saudáveis dos indivíduos. Este trabalho pretendeu ampliar o conhecimento acerca da resiliência e suas relações com outros construtos no contexto organizacional. Para isto, definiu-se como objetivo geral deste estudo verificar a capacidade preditiva do conflito intragrupal (tarefa e relacionamento), do suporte social no trabalho (emocional, informacional e instrumental) e do autoconceito profissional (saúde, realização, autoconfiança e competência) sobre a resiliência (adaptação ou aceitação positiva de mudanças, espiritualidade, resignação diante da vida, competência pessoal e persistência diante das dificuldades) de policiais militares. Participaram do estudo 133 policiais militares de um batalhão do interior do estado de São Paulo, prevalecendo indivíduos do sexo masculino (97,7%), com idade média de 30 anos (DP= 5,7). Para a medida das variáveis foram utilizadas as seguintes escalas validadas: Escala de Avaliação de Resiliência reduzida, Escala de Conflitos Intragrupais, Escala de Percepção de Suporte Social no Trabalho e a Escala de Autoconceito Profissional. Os dados foram submetidos a cálculos descritivos e a análises de regressão linear múltipla padrão. Os resultados indicaram que o modelo que reunia as variáveis antecedentes (conflito intragrupal, suporte social no trabalho e autoconceito profissional) explicou significativamente a variância das dimensões da resiliência: 30% da persistência diante das dificuldades, 29% da adaptação ou aceitação positiva de mudanças, 28% da competência pessoal e 11% da espiritualidade. As variáveis que tiveram impacto estatisticamente importante sobre a persistência diante das dificuldades foram o suporte emocional no trabalho, cuja direção da predição foi inversa, e autoconfiança, cuja direção da predição foi direta. A adaptação ou aceitação positiva de mudanças teve como preditor inverso a variável saúde e como preditor direto a autoconfiança. A competência pessoal teve impacto significativo da variável autoconfiança, que se mostrou um preditor direto. A espiritualidade, por sua vez, teve um único preditor significante, a variável realização, cuja direção da predição foi direta. Os resultados sugerem que dentre as variáveis antecedentes, o autoconceito profissional evidenciou maior poder de explicação da variância da resiliência. À luz da literatura da área foram discutidos estes achados. Por fim, foram apresentadas as limitações e a proposta de uma agenda de pesquisa que contribua para confirmação e ampliação dos resultados desta investigação.

Made available in DSpace on 2016-08-03T16:34:54Z (GMT). No. of bitstreams: 1 Silvania da Silva Onca.pdf: 1116515 bytes, checksum: e2a370fc11dce4d25fb030b8260eb1a9 (MD5) Previous issue date: 2011-06-16 / Resilience represents a dynamic process involving the positive adaptation in a meaningful adversity context. Studies on this concept have been growing with the advent of Positive Psychology, for its potential effects on health and workers performance. Other important concepts for health restricted in the limits of Positive Psychology in the work context are: self-efficacy - defined as peoples beliefs about their capabilities and/or their control over the events affecting their lives and social support at work, including one s perception of the labor context offers workers. There is very little literature on resilience in the work context and no study involving the three constructs was found. So, this investigation analyzed the impact of self-efficacy e social support perception in the work about workers resilience. 243 university students/workers of the metropolitan region of São Paulo took part in it, with an average age of 23 years old (DP=6,2 years), most of them were female (69,5%), Christians (Catholics 51,5%,; Protestants 18,1%), whose jobs encompassed technical and administrative support positions (49,1%) from companies in different market areas. A questionnaire whose objective was collecting socio demographic data from the participants was carried out as well as three valid Brazilian scales to measure the perception of social support at work (Perception of Social Support at Work PSSW), the beliefs about self-efficacy (Perceived General Self-Efficacy Scale) and resilience level (Connor-Davidson Resilience Scale CD-RISC10). Analysis carried out included Exploratory Statistical and Descriptive; Stepwise Regression, Variance (ANOVA), and test t to describe participants, variables and to test the model. The data revealed that in general, university workers present both resilience and self-efficacy and social support at work levels above the average. Self-efficacy confirmed itself as a key element of resilience, contrary to the three types of perception of social support at work (informational, emotional and instrumental). This findings stress the need of going deeper into the theme and the need of new studies to aid the understanding of the results of this investigation. / Resiliência representa o processo dinâmico envolvendo a adaptação positiva no contexto de adversidade significativa. Estudos sobre o conceito têm aumentado com o advento da Psicologia Positiva, pelos potenciais efeitos na saúde e no desempenho dos trabalhadores. Outros conceitos importantes para a saúde circunscritos no escopo da Psicologia Positiva no contexto de trabalho são os de auto-eficácia, definida como crenças das pessoas sobre suas capacidades e/ou seu exercício de controle sobre os eventos que afetam sua vida e o de suporte social no trabalho, que compreende a percepção do quanto o contexto laborativo oferece apoio aos trabalhadores. Pouca literatura existe sobre resiliência no contexto de trabalho e nenhum estudo envolvendo os três construtos foi encontrado. Por isto, esta investigação analisou o impacto da auto-eficácia e da percepção de suporte social no trabalho sobre a resiliência de trabalhadores. Participaram 243 universitários trabalhadores da região metropolitana de São Paulo, com idade média de 23 anos (DP=6,2 anos), em sua maioria do sexo feminino (69,5%), cristãos (católicos=51,5%; protestantes=18,1%), atuantes em cargos de apoio administrativo e técnico (49,1%), oriundos de organizações de diversos ramos. Foi aplicado um questionário para coletar dados sócio-demográficos dos participantes e três escalas brasileiras válidas para medir a percepção de suporte social no trabalho (Escala de Percepção de Suporte Social no Trabalho EPSST), as crenças de auto-eficácia (Escala de Auto-eficácia Geral Percebida) e nível de resiliência (Escala de Resiliência de Connor-Davidson CD-RISC-10). Foram realizadas análises estatísticas exploratórias e descritivas, análises de regressão stepwise, análises de variância (ANOVA) e teste t para descrever participantes, variáveis e testar o modelo. Os dados revelaram que os universitários trabalhadores apresentam níveis de resiliência e auto-eficácia acima da média e de suporte social no trabalho, na média. Auto-eficácia se confirmou como preditor significativo de resiliência ao contrário dos três tipos de percepção de suporte social no trabalho (informacional, emocional e instrumental). Os achados indicaram a necessidade de aprofundamento sobre o tema e foi apontada a necessidade de novos estudos que auxiliem na compreensão dos resultados desta investigação.

This research was developed in order to understand the influence of organizational values on the perception of social and organizational support at work, considering the perspective of both employees and managers from the public and private banking sectors. Therefore, a descriptive research of survey type was carried out, drawing on quantitative and qualitative methodologies for the collection and analysis of results. Initially, in the quantitative stage, 332 employees from the banking industry participated, and they answered a questionnaire developed by the Inventory Model Profiles Organizational Values (IPVO) de Oliveira and Tamayo (2004); Scale Perceived Social Support at Work (EPSST) from Gomide Jr., Guimaraes and Damasio (2004), and Perception Scale Organizational Support Office (EPSO), validated in Brazil by Siqueira (1995). In a second step, nine managers from the banks researched participated in the study, and they answered semi-structured interviews, based on the literature about organizational values and organizational and social support at work. Data obtained in the quantitative stage were analyzed with the help of SPSS software to perform statistical tests, while data obtained in the qualitative phase were analyzed qualitatively through the themes determination and the content analysis. The main results show that the main organizational values of banks, as observed for both employees and managers were the Dominion and the Prestige, while the values Well-being, Autonomy and Self-Realization occupied lower positions in the hierarchy. In relation to the social support at work, the highest incidence was attributed to Informational Social Support, and the lowest priority was assigned to Emotional Social Support. In addition, Organizational Support presented the lowest incidence rate, when compared to the types of social support at work. Besides that, the multiple regression analysis revealed that the model with greater explanatory power was often represented by the Organizational Support, whose variance was explained in 70.2% by the Autonomy and Achievement Domain, and Well-being factors, followed by the model General Support, whose variance was explained in 45,6% for the values Autonomy and Achievement, Prestige and Domain. Thus, we found organizational values influence on the perception of social and organizational support at work. / Este trabalho foi desenvolvido com o propósito de compreender a influência dos valores organizacionais sobre a percepção de suporte social e organizacional no trabalho, sob a perspectiva dos colaboradores e gestores do setor bancário público e privado. Para tanto, realizou-se uma pesquisa de caráter descritivo do tipo survey, valendo-se de metodologias quantitativas e qualitativas para o levantamento e análise dos resultados. Inicialmente, participaram da etapa quantitativa 332 colaboradores do setor bancário, aos quais foram aplicados um questionário elaborado a partir do modelo Inventário de Perfis de Valores Organizacionais (IPVO) de Oliveira e Tamayo (2004); Escala de Percepção de Suporte Social no Trabalho (EPSST) de Gomide Jr., Guimarães e Damásio (2004); e Escala de Percepção de Suporte Organizacional (EPSO), validada no Brasil por Siqueira (1995). Em um segundo momento, participaram do estudo nove gestores dos bancos investigados, com os quais realizaram-se entrevistas semiestruturadas, tendo como base a literatura sobre valores organizacionais e suporte social e organizacional no trabalho. Os dados obtidos na etapa quantitativa foram analisados com o apoio do software SPSS para a realização dos testes estatísticos, enquanto os dados obtidos na etapa qualitativa foram analisados através da determinação dos temas e análise de conteúdo. Os principais resultados encontrados expõem que os valores organizacionais prioritários das instituições bancárias, segundo a percepção dos colaboradores e gestores, foram o Domínio e o Prestígio, enquanto os valores Bem-estar, Autonomia e Realização ocuparam lugares inferiores na hierarquia. Em relação ao suporte social no trabalho, a maior incidência foi atribuída ao Suporte Social Informacional, enquanto a menor prioridade foi atribuída ao Suporte Social Emocional. Além disso, o Suporte Organizacional apresentou o menor nível de incidência, quando comparado aos tipos de suporte social no trabalho. Ainda, as análises de regressão múltipla revelaram que o modelo com maior poder de explicação foi representado pela variável Suporte Organizacional, cuja variância foi explicada em 70,2% pelos fatores Autonomia e Realização, Domínio e Bemestar, seguido do modelo Geral Suporte, onde a variância foi explicada em 45,6% pelos valores Autonomia e Realização, Prestígio e Domínio. Assim, identificou-se que os valores organizacionais exercem influência sobre a percepção de suporte social e organizacional no trabalho.

Syftet med denna studie har varit att undersöka hur mellanchefer inom privat sektor upplever sin psykosociala arbetsmiljö utifrån sina krav, sin kontroll och det sociala stödet i arbetet. Mellanchefer är en utmärkande grupp med sämre psykosocial arbetsmiljö och chefer i allmänhet har högst rapporterade fall relaterat till stress och andra psykiska påfrestningar. De upplever krav och press från olika håll som medför en ökad stress och känsla av att vara otillräcklig. Studiens utgångspunkt är Karasek och Theorells krav-kontroll-stödmodell, som utifrån tre faktorer visar hur de fungerar ihop för att antingen utveckla en god eller dålig arbetsmiljö. Undersökningen genomfördes med semistrukturerade intervjuer. Totalt har åtta mellanchefer intervjuats och de är verksamma inom samma företag. Intervjuerna och tidigare forskning ligger till grund för att uppnå studiens ändamål. Jämfört med tidigare forskning, visar studiens resultat att intervjupersonerna upplever en god psykosocial arbetsmiljö. De har höga arbetskrav som kräver mycket tid men mellancheferna motiveras av utmaningarna rollen för med sig. Vidare upplever mellancheferna att de har hög kontroll och högt socialt stöd och kan således hantera de höga arbetskraven. / The purpose of this study has been to investigate how middle managers in the private sector experience their psychosocial work environment based on their demands, their control, and the social support at work. Middle managers are a distinctive group with a worse psychosocial work environment and managers in general have the highest reported cases related to stress and other psychological strains. They experience demands and pressure from various quarters which lead to increased stress and a feeling of being inadequate. The starting point of the study is Karasek and Theorell's demand-control-support model, which based on three factors shows how they work together to either develop a good or bad work environment. The survey was conducted with semi-structured interviews. A total of eight middle managers have been interviewed and they are active within the same company. The interviews and previous research are the basis for achieving the purpose of the study. Compared to previous research, the study's results show that the interviewees experience a good psychosocial work environment. They have high work demands that require a lot of time, but the middle managers are motivated by the challenges the role brings. Furthermore, the middle managers feel that they have high control and high social support and can thus handle the high work demands.

Adopting the Ecological Contextual Model of Acculturation and Adjustment (Birman, 1994; Trickett, 1996) and the Stress and Coping paradigm (Lazarus & Folkman, 1984, 1986, 1991), the present thesis explored the psycho-social, work, and marital adjustment of 200 established older middle-aged refugees from the Former Yugoslavia living in the Ottawa area. More specifically, three studies were conducted to examine specific stressors and resources of relevance to the adjustment of Former Yugoslavian men and women, across the following three distinct life domains: psycho-social, work, and marital. Study I explored the potential buffering effects of interpersonal trust on the relational growth of Former Yugoslavian refugees. Results demonstrated that interpersonal trust moderated the negative effects of war-related trauma on the relational growth of Former Yugoslavian women. No such buffering effect was found for the men. Study II investigated Former Yugoslavians' work adjustment by exploring the influence of pre-migratory work-related expectations-outcome congruence, occupational mobility, work stress (general and discrimination), as well as personal (education, English language proficiency) and social resources (support at work) on their work satisfaction and distress. Results indicated that different factors emerged as significant predictors of work satisfaction and work distress for Former Yugoslavian men and women. Study III explored the potential moderating role of marital resilience on the relationship between marital stress (general and acculturative) and marital adjustment. Results showed that marital resilience moderated the negative effects of marital stress on the marital adjustment of Former Yugoslavian women. No protective effect of marital resilience was found for the men. Taken together, the results of the three studies provide support for the relevance and importance of studying the stress, resources, and adjustment of refugees across contexts and gender. Given that important gender differences were found in different adaptational domains, the need to study further the impact of gender in refugees is reinforced. The findings are discussed within the current gender and migration literatures as well as the multidimensional theories of cross-cultural adjustment. Theoretical, research, and clinical implications were presented, along with recommendations for future research.

Adopting the Ecological Contextual Model of Acculturation and Adjustment (Birman, 1994; Trickett, 1996) and the Stress and Coping paradigm (Lazarus & Folkman, 1984, 1986, 1991), the present thesis explored the psycho-social, work, and marital adjustment of 200 established older middle-aged refugees from the Former Yugoslavia living in the Ottawa area. More specifically, three studies were conducted to examine specific stressors and resources of relevance to the adjustment of Former Yugoslavian men and women, across the following three distinct life domains: psycho-social, work, and marital. Study I explored the potential buffering effects of interpersonal trust on the relational growth of Former Yugoslavian refugees. Results demonstrated that interpersonal trust moderated the negative effects of war-related trauma on the relational growth of Former Yugoslavian women. No such buffering effect was found for the men. Study II investigated Former Yugoslavians' work adjustment by exploring the influence of pre-migratory work-related expectations-outcome congruence, occupational mobility, work stress (general and discrimination), as well as personal (education, English language proficiency) and social resources (support at work) on their work satisfaction and distress. Results indicated that different factors emerged as significant predictors of work satisfaction and work distress for Former Yugoslavian men and women. Study III explored the potential moderating role of marital resilience on the relationship between marital stress (general and acculturative) and marital adjustment. Results showed that marital resilience moderated the negative effects of marital stress on the marital adjustment of Former Yugoslavian women. No protective effect of marital resilience was found for the men. Taken together, the results of the three studies provide support for the relevance and importance of studying the stress, resources, and adjustment of refugees across contexts and gender. Given that important gender differences were found in different adaptational domains, the need to study further the impact of gender in refugees is reinforced. The findings are discussed within the current gender and migration literatures as well as the multidimensional theories of cross-cultural adjustment. Theoretical, research, and clinical implications were presented, along with recommendations for future research.

Made available in DSpace on 2016-08-03T16:34:36Z (GMT). No. of bitstreams: 1 Josiane Costa Cintra.pdf: 1164890 bytes, checksum: 69187e990e8468cba0d1a45aeb9ccbab (MD5) Previous issue date: 2015-03-27 / Taking into consideration the fast expansion of distance education (DE) in Brazil, and the challenges it still faces, it is important to take a careful look at the issues involved in it. From the viewpoint of Psychology, the focus on the individual working with DE is fundamental. In this context, the tutor s work stands out; it is an outline of this complex world of working in DE, target of this study. The tutor s professional performance depends on technological, environmental, and psychosocial factors. This study aimed to check out the impact that such beliefs as self-efficacy at work, social support perception, and engagement at work have on the performance of tutors for disciplines offered at a distance. The research had a transversal character, and it was developed at a Brazilian university based in São Paulo. 227 tutors participated, 62por cento female, 65por cento married, 66por cento aged between 25 and 45 years old, and 97por cento with post-graduation. Data collection was carried out electronically; valid and reliable scales of self-efficacy, engagement, and social support perception at work were applied, besides a socialdemographic questionnaire. Institutional information was surveyed about performance. Statistical descriptive analyses revealed that more than 75por cento of them realize they have enough and important information as well as reliable and affective relationships at work, whereas half of them realize that have good material, financial, technical, and managerial inputs. Results of variance analyses (ANOVA) revealed that there were no differences between the performance of groups that exercise other professional activities besides tutoring and those who do not, nor among groups that have or do not have specific formation to act in tutoring in DE. Results of multiple linear regressions revealed that beliefs in self-efficacy at work, social support perception, and engagement at work do not explain the performance variance among tutors. The results were discussed, chiefly backed up in the small variability of the performance marks, taking into consideration that 98.8por cento of the tutors obtained higher than the average score of the assessment tool used by the institution, which may reveal difficulties in the evaluation process or problems with the instruments validity. In addition, questions were discussed concerning human performance as a complex, multidimensional phenomenon, seeking to approach the role of the study variables in its determination, in the light of the specillized literature. Finally, methodological, theoretical, and practical implications were presented, as well as limitations to the study and research agenda. / Considerando a acelerada expansão da Educação a Distância (EaD) no Brasil e os desafios que ainda enfrenta, torna-se importante dedicar um olhar cuidadoso sobre as questões envolvidas. Do ponto de vista da Psicologia, o foco no indivíduo que trabalha com EaD é fundamental. Neste contexto, destaca-se o trabalho do tutor, um recorte deste complexo mundo do trabalho em EaD, alvo deste estudo. O desempenho profissional do tutor depende de fatores tecnológicos, ambientais e psicossociais. Neste este estudo, o objetivo foi verificar o impacto que as crenças de autoeficácia no trabalho, a percepção de suporte social e o engajamento no trabalho exercem sobre o desempenho de tutores de disciplinas oferecidas a distância. A pesquisa teve caráter transversal e foi desenvolvida em uma universidade brasileira com sede no Estado de São Paulo. Os 227 tutores participantes atuavam em diferentes localidades do Brasil; 62% eram mulheres, 65% casados, 66% possuíam idades entre 25 e 45 anos e 97% cursou pelo menos especialização. A coleta dos dados foi realizada por meio eletrônico. Foram aplicadas escalas válidas e confiáveis de autoeficácia, engajamento e percepção de suporte social no trabalho, além de um questionário de dados sociodemográficos. Foi ainda realizada pesquisa documental para levantar informações sobre desempenho. Cálculos de médias, desvios-padrão, medianas e quartis revelaram que os tutores possuem bons níveis de autoeficácia, engajamento no trabalho e desempenho. Mais de 75% deles percebem ter acesso a informações suficientes e importantes, bem como contar com relacionamentos confiáveis e afetivos no trabalho, enquanto metade percebe dispor de bons insumos materiais, financeiros, técnicos e gerenciais. Resultados de análises de variância revelaram não haver diferenças entre desempenho de grupos que exercem outras atividades profissionais além da tutoria e os que não exercem, nem entre grupos que possuem e não possuem formação específica para atuar em tutoria em EaD. Resultados de regressões lineares múltiplas revelaram que as crenças de autoeficácia no trabalho, a percepção de suporte social e o engajamento no trabalho não explicam significantemente a variância do desempenho de tutores. Os resultados foram discutidos, sustentados principalmente na pequena variabilidade das notas de desempenho, considerando que 98,8% dos tutores obtiveram pontuação superior à média do instrumento de avaliação utilizado pela instituição, o que pode revelar dificuldades no processo de avaliação ou problemas relativos à validade do instrumento. Discutiram-se, além disso, questões relacionadas ao desempenho humano, como fenômeno complexo e multidimensional, buscando abordar o papel das variáveis do estudo em sua determinação, à luz da literatura especializada. Ao final, foram apresentadas implicações metodológicas, teóricas e práticas, bem como limitações do estudo e agenda de pesquisa.

No description available.