A literatura sugere que empregados estão mais propensos a se engajarem no trabalho quando têm altos níveis de confiança e se compartilham dos valores organizacionais. Assim, este estudo teve por objetivo principal testar o modelo no qual engajamento no trabalho é explicado por confiança do empregado na organização e percepção dos valores organizacionais em uma amostra de servidores públicos vinculados as esferas federal, estadual e municipal. A amostra constituiu-se de 235 servidores públicos das três esferas administrativas, com vínculos de trabalho celetistas e estatutários. Após aprovação do Comitê de ética realizou-se a coleta de dados com instrumentos fidedignos e válidos, que foram analisados por meio de estatística descritiva e regressão múltipla padrão, tendo as dimensões de engajamento como variáveis-critério. Dentre os resultados, verificou-se níveis de engajamento e confiança na ética e na competência organizacionais moderados. Os valores mais percebidos foram conformidade e prestígio. O teste do modelo mostrou que confiança na competência da organização explicou 25% da variância da dimensão vigor, e confiança na ética e o valor bem-estar no trabalho explicaram 18% da dimensão absorção. As conclusões indicam que o modelo proposto não foi confirmado revelando que a confiança se mostrou melhor preditor de engajamento que os valores organizacionais. Recomenda-se a realização de estudos que verifiquem como se dá o engajamento no trabalho nas esferas administrativas, bem como a investigação de outras variáveis explicativas sobre o engajamento no trabalho de servidores público. / The literature suggests that employees are more likely to engage at work when they have high levels of trust and share organizational values. Thus, this study had as main objective to test the model in which engagement at the work is explained by the employee's trust in the organization and perception of organizational values in a sample of civil servants linked to the federal, state and municipal spheres. The sample consisted of 235 public servants from the three administrative spheres, with working and statutory working ties. After approval by the Ethics Committee, data were collected with reliable and valid instruments, which were analyzed through descriptive statistics and standard multiple regression, with engagement dimensions as criterion-variables. Among the results, there were levels of commitment and trust in moderate organizational ethics and competence. The most perceived values were compliance and prestige. The test of the model showed that confidence in the competence of the organization explained 25% of the variance of the force dimension, and trust in ethics and the value of well-being at work explained 18% of the absorptive dimension. The conclusions indicate that the proposed model was not confirmed, revealing that trust was a better predictor of engagement than organizational values. It is recommended that studies be carried out to verify how work engagement occurs in the administrative spheres, as well as the investigation of other explanatory variables about engagement at the work of public servants. / Dissertação (Mestrado)

Cette thèse étudie la culture d’entreprise occidentale et la culture nationale gabonaise en tant que déterminants des valeurs culturelles au travail, des stratégies de négociation, de l'engagement au travail, et les risques psychosociaux (absentéisme et présentéisme). Les données quantitatives et qualitatives ont été recueillies auprès des salariés gabonais exerçant au sein entreprises occidentales. Globalement, la culture nationale et la culture d’entreprise occidentale sont différentes. Dès lors, les salariés orientés vers les valeurs culturelles nationales soutiennent moins la culture d’entreprise occidentale. Inversement, ceux qui soutiennent la culture d’entreprise occidentale appliquent moins leur culture nationale. Le choix de l’une des cultures dépendrait de leurs valeurs individuelles, et de leurs stratégies de négociation.De plus, la culture d’entreprise occidentale freine l’absentéisme et favorise l’engagement au travail. Cependant, elle présente aussi des risques, car elle favorise directement et indirectement le présentéisme au travail via l’engagement au travail. Finalement, les problèmes que pose l’interculturalité dans l’environnement professionnel sont toujours d’actualité. Ils détériorent les conditions de travail et mettent à mal le bien-être des salariés. Les conflits qui en découlent sont souvent mal gérés et semblent s’amplifier par des incompréhensions dues aux différences culturelles. / This dissertation studies Western corporate culture and Gabonese national culture, as determinants of workplace cultural values, negociation strategies, workplace engagement, and psychosocial risks (absenteeism, and presenteeism).Quantitative and qualitative date were collected among Gabonese workers of western corporate.Overall, national culture and Western corporate culture different. Workers who support their national culture are less exposed to Western culture. Gabonese embracing Western culture are less tempted to support their national culture. The choice of one culture depends on their individual values, and on their negociation strategies.Moreover, Western corporate culture affects negatively absenteesism, and positively workplace engagement. However, it has some risks as it influences directly and indirectly presenteeism via workplace engagement. Finally, issues of interculturality in professional environment remain recurrent. These problems lead to the deterioration of not only working conditions, but also the well-being of workers. The conflicts that are generated, are mostly mismanaged. They are worsened off because of misunderstanding due to different cultures.