Made available in DSpace on 2016-07-27T14:18:36Z (GMT). No. of bitstreams: 1 FLAVIO AUGUSTO SETTIMI SOHLER.pdf: 9143477 bytes, checksum: 638fbba8ba0180c85c868d6218cd9df6 (MD5) Previous issue date: 2013-11-11 / The main objective of this study is to assess the effect of the organizational culture (which is measured by the organizational values and practices) upon the positive and negative past experiences related to the job well being, being such relationship mediated by the organizational support and coping. Therefore, there were adopted the scales of positive and negative past experiences related to the job well being; the Brazilian tool for the Organizational Culture assessment; Perceived Organizational Support and Coping Scales. The employees of a federal government company took part in this research. This assessment adopted some methodological procedures for analysis classified as qualitative and quantitative. The data analysis demonstrated that the two factors, the cooperative professionalism values and the employees satisfaction and well being, were predictors of the positive affection. Moreover, it identified that cooperative professionalism values and the practices for promoting the interpersonal relationship are negatively associated with the negative affections. Such results have demonstrated that, more the company comes out with a cooperative culture value, bigger are the positive experience with its work force, on the other hand, smaller are the negative ones. The cooperative professionalism value, the employees satisfaction and well being were both predictors of the control coping. In its turn, the control coping was the predictor of either the positive and negative affections. However, the coping was not a mediator between the organizational culture and the job well being. As results have shown, once the employee perceptions regarding the organizational support and values and organizational practices were well consolidated among the employees, they could be appointed as relevant dimensions for the positive organization towards promoting the workers well being. / O presente estudo teve como objetivo principal identificar o efeito da cultura organizacional mensurada pelos valores e práticas organizacionais - sobre as experiências positivas e negativas do bem-estar no trabalho,através do suporte organizacional e coping. Para tanto, foram utilizadas as escalas de Experiências Positivas e Negativas no Trabalho; Instrumento Brasileiro de Avaliação da Cultura Organizacional; Escala de Percepção de Suporte Organizacional e Escala de Coping. Participaram da pesquisa os funcionários de uma empresa estatal federal. Esta investigação adotou regressão padrão e hierárquica de análise classificados como qualitativos e quantitativos. A análise dos dados demonstrou que os fatores de valores do profissionalismo cooperativo e de satisfação e bem-estar dos empregados foram preditores dos afetos positivos.Identificou ainda que os valores de profissionalismo cooperativo e práticas de promoção do relacionamento interpessoal estão associados negativamente aos afetos negativos. Esses resultados demonstraram que,quanto mais a empresa apresenta uma cultura de valores do profissionalismo cooperativo, maiores são as experiências positivas dos trabalhadores e, analogamente, menores são as negativas. Os fatores de valores de profissionalismo cooperativo, profissionalismo competitivo e satisfação e bem-estar dos empregados, além da prática de promoção do relacionamento interpessoal, foram preditores do suporte organizacional. Os resultados demonstraram ainda que, quanto mais a empresa oferece suporte organizacional, maior é a experiência de afetos positivos dos trabalhadores e menor a de afetos negativos. Os resultados demonstraram ainda que a percepção de suporte organizacional foi mediadora entre os valores e práticas organizacionais e os afetos positivos e negativos do bem-estar dos trabalhadores. Os fatores de valores de profissionalismo competitivo e satisfação e bem-estar dos empregados foram preditores do coping de controle. Por sua vez, o coping de controle foi preditor tanto dos afetos positivos quanto dos afetos negativos. Entretanto, o coping não foi mediador entre a cultura organizacional e o bemestar no trabalho. Conforme tais resultados, as percepções do empregado quanto ao suporte organizacional e valores e práticas organizacionais bem sedimentadas entre os empregados poderiam ser apontadas como importantes dimensões da organização positiva para promover o bem-estar dos trabalhadores.

Att som organisation ha medarbetare som är motiverade anses vara av stor vikt, både föratt medarbetarna ska känna arbetsglädje men också för organisationen då kan uppnå ettmer framgångsrikt resultat. Studiens teoretiska referensram omfattas av både ledarskapsochmotivationsteorier, detta för att kunna besvara studiens problemformulering och syfte.Ledarskapsteorierna omfattas av det transformativa ledarskapet (eg. Burns 2010) och detautentiska ledarskapet (eg. Miniotaitė & Bučiūnienė, 2013; Walumbwa et. al., 2008), dessaanvänds för att försöka se indikationer på hur cheferna använder sitt ledarskap för attförsöka motivera sina medarbetare. Motivationsteorierna omfattas av Self-DeterminationTheory (eg. Ryan & Deci, 2000) och Public Service Motivation (eg. Hondeghem och Perry,2009), som används för att beskriva vad som kan motivera enskilda medarbetare samtmedarbetare inom kommunal verksamhet.Studiens syfte var att beskriva på vilket sätt chefens ledarskap kan ha inverkan påmedarbetarnas arbetsmotivation. Studien är baserad på kvalitativ forskningsmetod och enabduktiv forskningsansats. Insamlad empiri baseras på två perspektiv, chefernas ochmedarbetarnas, för att ge studien mer trovärdighet. Det empiriska materialet innefattas avsex semistrukturerade intervjuer med chefer (avdelningschefer) samt av en enkät somskickades till deras medarbetare (enhetschefer). Till exempel ansåg cheferna att det är enutmaning att motivera andra, eftersom motivation ofta är något som kommer inifrånindividen själv. Genom dialog, feedback och beröm försöker de individanpassa hur de skamotivera sina anställda. För att analysera de insamlade primära uppgifterna har grundadteori använts för att koda och kategorisera alla svar.Resultatet som presenteras i den här studien visar att om medarbetarna inom kommunalverksamhet själva känner arbetsmotivation och arbetstrivsel, kan ledarskapet ha en positivbetydelse för deras motivation. Detta genom att cheferna är lyhörda och lyckas tillgodosemedarbetarnas individuella behov, så att medarbetarna känner att de kan uppfylla sinamotivationsfaktorer i deras arbete. De motivationsfaktorer som var framträdande i studienvar att medarbetarna ville ha frihet under ansvar, få vara med och påverka vid planeringoch beslut, få verka i en organisation som gör skillnad för dem de finns till för samt attderas egna medarbetare också är motiverade. Däremot fanns det medarbetare sommotiverades av andra faktorer och det visar på vikten av att cheferna har en viktig uppgift5i att individanpassa sitt ledarskap för att lyckas se varje enskild medarbetare och vad sommotiverar dem. / Being motivated, as an employee of an organization, is considered to be of greatimportance. Both for the employees to feel job satisfaction but also for the organization toachieve a more successful result. The study's theoretical framework is comprised of bothleadership and motivation theories, 24in order to answer the study's problem formulationand purpose. Leadership theories that are included is the Transformative leadership (eg.Burns 2010) and the Authentic leadership (eg. Miniotaitė & Bučiūnienė, 2013; Walumbwaet al., 2008), which are used to try to seek indications of how the managers uses theirleadership in order to motivate their employees. Motivation theories are covered by Self-Determination Theory (eg. Ryan & Deci, 2000) and Public Service Motivation (eg.Hondeghem and Perry, 2009), which are used to describe what can motivate individualemployees and employees in municipal operations.The purpose of the study was to describe how the manager's leadership can have an impacton employees' work motivation. The study is based on a qualitative research method andan abductive research approach. Collected empirical data is based on managerial andemployee perspectives, to give the study more credibility. The empirical material iscomprised of six semi-structured interviews with managers (department managers) andquestionnaires were sent to their employees (unit managers). For example, the managersfelt that it is a challenge to motivate others because motivation is often something thatcomes from within the individual themselves. Through dialogue, feedback and praise, theytry to individualize how they should motivate their employees. In order to analyze thecollected primary data, grounded theory has been used to encode and categorize allresponses.The results presented in this study show that if employees in municipal operations feelwork motivation and job satisfaction themselves, leadership can have a positive impact ontheir motivation. This is because the managers are responsive and succeed to meet theindividual needs of each employee, so that the employees feel that they can fulfill theirmotivational factors in their work. The prominent motivational factors in the study werethat the employees wanted to feel freedom under responsibility, be involved in andinfluence planning and decisions, to work in an organization that makes a difference forthose they exist for and that their own employees are also motivated. However, there were7employees who were motivated by other factors and it shows the importance of managershaving an important task in individually adapting their leadership to succeed in seeing eachindividual employee and what motivates them.