FundaÃÃo Cearense de Apoio ao Desenvolvimento Cientifico e TecnolÃgico / O cenÃrio atual do mundo do trabalho, com sua competitividade globalizada e crescente precarizaÃÃo dos trabalhadores, foi o ponto de partida para esta pesquisa que teve o propÃsito de analisar a atividade dos psicÃlogos organizacionais em empresas de terceirizaÃÃo de mÃo de obra. Tendo a Teoria da Ergologia, de Yves Schwartz, por base, percebeu-se que entre o prescrito do trabalho (aquilo que à solicitado por outrem que o profissional faÃa) e o real do trabalho (como a atividade de trabalho realmente se dÃ) hà uma distÃncia universal, fazendo com que o sujeito realize uma gestÃo do uso de si, por si e pelos outros, em que estÃo implicados sua subjetividade e valores, bem como os valores e normas da prÃpria sociedade. Esse processo de gestÃo ele denomina: dramÃticas do uso de si. Realizou-se entÃo, uma pesquisa sÃcio histÃrica de base qualitativa, na qual se buscou identificar qual o prescrito da atividade do psicÃlogo inserido nessas empresas, bem como analisar como esses profissionais desenvolvem sua atividade na confrontaÃÃo com o real que lhes à dado, ressaltando aà evidÃncias dos aspectos da precarizaÃÃo que compÃem sua atividade de trabalho. Identificou-se, tambÃm, a gestÃo que o sujeito faz de si, por si e pelos outros, de modo a relacionar as re-normatizaÃÃes que perpassam o real da atividade dos psicÃlogos com os valores e normas que atravessam o prÃprio sujeito e a sociedade de trabalho contemporÃnea. Chegou-se a resultados como o fato de que as atividades prescritas para esses profissionais ainda sÃo prioritariamente recrutamento e seleÃÃo de pessoal. Tais atividades sÃo constantemente transpassadas pelas lÃgicas da precarizaÃÃo, que remete à alta velocidade dos processos, à cobranÃa pela produtividade, à busca pelo menor custo e maior lucro, independentemente do compromisso com o ser humano. Notou-se que os psicÃlogos inseridos nas empresas pesquisadas fazem gestÃo do uso de si, privilegiando a lÃgica do mercado em suas escolhas, e que seus valores, por vezes, sÃo condizentes com essa lÃgica. Ante tais evidÃncias, reiterou-se a necessidade de recuperar um compromisso mais crÃtico da aÃÃo dos psicÃlogos, reconhecendo como prioridade o compromisso com o ser humano, onde quer que ele atue. / The present scenario of the world of work, with its global competitiveness and the increasing precariousness of work, it was the starting point for this research that aimed to analyze the activity of psychologists organizational in outsourcing companies, relating them with the characteristics of the contemporary context. Based on the theory of the ergology, of the Yves Schwartz, whose the fundamental concept, that there is a prescribed work (which is requested, by another person, that there is not the professional) and real work (which is how the work activity actually happens), and among them there is always a distance. This fact causes the subject to perform a management use of himself, by himself and others, which are implicate in their own subjectivity and values, as well as the values and norms of the society itself. That process management, Schwartz appoints dramatic use of self. Then, a survey was conduct socio historical qualitative, which aimed to identify the prescribed activity psychologists on such companies, as well as analyze how these professionals perform their activity before the real is presented to them, pointing here evidence of the precarious aspects that compose their work activity. It was identified, also, the management that the subject does himself, by himself and by others, in order to relate the re-norms that underlie the actual activity of psychologists with the values and standard that cross the subject himself and society contemporary work. Came up as a result of the fact that the activities prescribed for these professionals are still primarily recruitment and selection of staff. Such activities are constantly transfixed by the logic of precariousness, which refers to the high speed of the process, the recovery by productivity, the search for the lowest cost and highest profit, regardless of commitment to human. It was noted that psychologists are inserted in the surveyed companies use management itself, emphasizing the logic of the market in their choices, and that their values sometimes are consistent with this logic. Faced with such evidence, reiterated the need to recover a commitment most critical action of psychologists, recognizing the priority of commitment to the human being, wherever they operates.

O trabalho tem sido visto não somente como forma de obter a renda, mas como atividade que proporciona realização pessoal, status social e a possibilidade de estabelecer e manter contatos interpessoais, entre outros. Essa pesquisa teve como objetivo investigar os fatores que influenciam e conferem sentido ao trabalho, tais como: - centralidade do trabalho, onde se procurou investigar o grau de importância do trabalho dentro do contexto das diversas áreas da vida das pessoas tais como família, lazer, religião e vida comunitária; - normas da sociedade tanto como fornecedora de condições como cobradora de atitudes; - objetivos e resultados valorizados, refletindo o que se busca com o trabalho. Adicionalmente, verificaram-se os diferentes significados do trabalho em função das características dos respondentes, em especial considerando os trabalhadores do setor público e de outros setores. A partir da pesquisa na literatura, foi elaborado um modelo inicial que, não se mostrando satisfatório à luz da amostra colhida, foi substituído por um outro, entre quatro analisados. O modelo escolhido foi o que melhor goodness of fit apresentou, utilizando-se modelagem de equações estruturais pelo método partial least square. Identificou-se, entre outros resultados, que o significado do trabalho se reflete, na ordem, na centralidade do trabalho, objetivos e resultados valorizados e por último, nas normas sociais. Analisando-se as diferenças entre a sub-amostra do setor público e a de outros setores, concluiu-se que os respondentes do setor público vêem o trabalho também como sentido da vida, valorizam que a tarefa seja adequada à capacidade e que tenha variedade. Os respondentes de outros setores, por sua vez, valorizam um bom ambiente físico, um bom relacionamento interpessoal, o trabalho interessante e um bom salário. Para complementar a pesquisa, foram utilizadas outras técnicas de análises, tais como regressão logística, comparação de médias e análise fatorial exploratória. Quanto à centralidade no trabalho, apresentaram maiores valores: as mulheres, os solteiros e os de maior escolaridade. Se for considerada a influência das normas sociais orientadas a deveres, apresentaram maiores valores: as mulheres, os solteiros, os religiosos, os com menos dependentes e os mais satisfeitos com a vida. Quanto ao índice de significado do trabalho, as mulheres se destacaram, apresentando maiores valores. / Work has been seen not only as a means of obtaining income, but as an activity that promotes personal achievement, social status and the possibility of establishing and maintaining interpersonal contacts, among other factors. This research aimed to investigate the factors that influence and give meaning to work such as: - work centrality, which aimed to investigate the degree of the importance of work within the context of different areas of people\'s lives, such as family, leisure, religion and life in community; - social norms, both as a supplier of conditions such as a collector of attitudes; - valued objectives and results, reflecting what one aspires to by working. Additionally it sought to identify different meanings depending on the respondents´ characteristics, especially considering workers from public and other sectors. Based in the literature, an initial model was developed, which did not prove satisfactory in light of the sample. The initial model was then replaced by another, from among four models examined. The chosen model presented the best goodnessof- fit under the structural equation modeling using partial least square method. It was found, among other results, that the meaning of work reflects, by order, on the centrality of work, on valued objectives and results and finally, on social norms. Analyzing the differences between the public sector´s sub-sample and that of other sectors, it was concluded that the respondents in the public sector see work as a meaning for life, value the appropriateness of the tasks to their capacity and the variety of tasks. The respondents of other sectors, in turn, place a higher value on a proper working environment, good interpersonal relationships, the attractiveness of tasks and good remuneration. To complement the research, other techniques were used, such as logistic regression, comparison of means and exploratory factor analysis. With regard to work centrality, women have higher values than men, as do singles and those with higher education. If considering the influence of duty-oriented social norms, higher values were found for: women, singles, religious individuals, those with less dependents and those more satisfied with life. For the meaning of work, women stood out by showing higher values.

A realidade da globalização e outras mudanças no contexto social global produziram impactos em todos os setores, e de forma profunda, no cenário dos negócios e das organizações. Por conseguinte, o mundo do trabalho sofreu, nas últimas décadas, transformações de diversas ordens e os trabalhadores o elemento humano das organizações , foram, obviamente, grandemente afetados. O profissional da psicologia, especialista na reflexão, diagnóstico e intervenção diante de momentos de crise e mudanças ligados direta ou indiretamente ao ser humano, viu-se, ele próprio, confrontado ante sua identidade e papel. A atuação do psicólogo organizacional encontra-se, neste século, diante de um impasse: o de refletir sua própria posição no mundo organizacional, colocando-se como um agente atento a estes novos rumos, coordenador do processo de mudanças no sentido de contribuir para uma inserção mais cidadã e comprometida dos trabalhadores. O levantamento de questões relativas às práticas da psicologia nas organizações, tanto no que diz respeito à identidade quanto ao papel do psicólogo organizacional, bem como ao significado atribuído ao trabalho, pode fomentar o questionamento dos modelos de exercício da psicologia dentro das organizações na atualidade de modo a contribuir para que o psicólogo organizacional se coloque além da reprodução de práticas tradicionais e estereotipadas, passando a exercer, cada vez mais, o papel de ator; contribuindo no sentido de um fazer atento às necessidades reais do trabalhador, mas não desvinculado das demandas do mundo empresarial. Neste estudo qualitativo foram entrevistadas (entrevistas semi-estruturadas), dez psicólogas organizacionais da Foz do Itajaí- SC, com fim de investigar aspectos relacionados à sua identidade e papel profissionais e significados atribuídos ao trabalho. / The reality of the globalization and other changes in the social global context had produced impacts in all the sectors, and of deep form, in the scene of the businesses and the organizations. Therefore, the world of the work suffered transformations of diverse orders in the last few decades and the workers the human element of the organizations , had been, obviously, greatly affected. The professional of psychology, specialist in the reflection, diagnosis and intervention ahead of moments of crisis and changes connected directly or indirectly the human being saw himself, confronted to his identity and role. The performance of the organizational psychologist, meets ahead in this century of an impasse: to reflect his proper position in the organizational, placing himself as an alert agent to the new routes, coordinator of the process of changes in the direction to contribute for an insertion more citizen and compromised of the workers. The survey of questions related to the practical of the psychology in the organizations, as much in that says respect to the identity how much to the paper of the organizational psychologist, can foment the questioning of the models of exercise of the psychology inside of the organizations in the present time in order to contribute so that the reproduction of traditional and stereotyped practical the organizational psychologist if places beyond, passing exerting, each time more, the role of actor; contributing in the direction of one to make alert to the real necessities of the worker, but not disentailed of the demands of the enterprise world. In this qualitative study, were interviewed (semi-structured interviews), ten organizational psychologists of Foz do Itajaí-SC, to take aim investigate related aspects to their professional identity and role and meanings conferred to work.

Compreender os efeitos que a gestão de pessoas produz no processo de emancipação, isto é, na produção de indivíduos autônomos ou na reprodução de indivíduos autômatos foi o objetivo desta Tese. O processo de individuação na contemporaneidade é tema bastante discutido. Apesar do cenário árido do mundo contemporâneo, existe, para autores como Alvesson e Willmott, Giddens e Touraine, a crença de que é possível emergir o sujeito, trazendo à tona o ser responsável, autônomo, capaz de construir seu projeto de vida. O que pode, de alguma forma, já estar iniciando, segundo alguns estudos. Outros estudiosos como Horkheimer, Lipovetsky e Pulido-Martinez tem opiniões opostas e entendem que as relações produtivas produzem um indivíduo subjugado física e mentalmente, não acreditando na possibilidade de existir na ordem capitalista condições favoráveis à autonomia e emancipação. As práticas de gestão de pessoas modernizam-se visando obter desenvolvimento, comprometimento e alta performance dos profissionais e passam a compreender, respeitar e valorizá-los como meio de garantir os resultados da organização. Este estudo foi complementado com uma investigação empírica por meio da técnica de grupo focal. Foram feitos 4 grupos focais dos quais participaram 23 profissionais. O material produzido no grupo foi tratado a partir da análise de conteúdo. Os resultados indicaram que as práticas de gestão de pessoas se apresentam em variados níveis de modernização, havendo ainda modelos mais autocráticos, mas também modelos mais flexíveis, que podem contribuir para a produção de indivíduos mais autônomos e emancipados. Em suma, as empresas seguem gerando heteronomia a partir de suas práticas e, dentre elas, as práticas de gestão de pessoas, que se mostraram como o cenário ainda dominante. Entretanto, há indícios, principalmente no relato dos mais jovens, de que o processo de individuação pode ser possível, mas dependeria de uma ação por parte dos funcionários no sentido de chamar a atenção e pressionar a gerência da empresa para a importância do equilíbrio entre a questão econômica e a questão humana no ambiente corporativo / Understanding the effects that people management produces in the emancipation process, i.e. the production of autonomous individuals or reproduction automata individuals was the goal of this thesis. The individuation process is nowadays widely discussed topic. Despite the arid landscape of the contemporary world, there is, for authors like Alvesson and Willmott, Giddens and Touraine, the belief that you can emerge the subject, bringing up a responsible human being, autonomous, able to build their life project. What can somehow has already been starting, according to some studies. Others scholars like Horkheimer, Lipovetsky and Pulido-Martinez has opposing views and understand that the productive relations produce an individual physically and mentally subjugated, not believing in the possibility of existing in the capitalist order favorable conditions for autonomy and emancipation. The people management practices have modernized up to obtain development, commitment and high performance of professionals and have started to understand, respect and value them as a means to ensure the organization\'s results. This study was complemented with an empirical research through focus group technique. It was made four focus groups in ones which 23 professionals attended. The material produced in the group was treated from a content analysis. The results indicated that people management practices are presented in varying levels of modernization, with even more autocratic models, but more flexible models also exist, which can contribute to the production of more autonomous and emancipated individuals. In sum, the companies follow generating heteronomy through their practices and, among them, people management practices, which has showed to be the still dominant scene. However, there is evidence, particularly the reporting of younger ones, that the individuation process can be possible, but it would depend on action by the workers in order to draw attention and pressure the company management to the importance of the balance between the economics and human issues in the corporate environment

Este trabalho concentra-se no estudo de um dos instrumentos específicos utilizados pelas organizações para administrar suas relações com seus empregados o contrato psicológico. Por meio de uma pesquisa descritiva, buscou-se responder se os traços de personalidade influenciam na formação dos tipos de contratos psicológicos, bem como na percepção de ruptura e violação dos mesmos. A base teórica escolhida pra o desenvolvimento desta tese é a psicologia analítica de Carl Gustav Jung. Para tanto, foi realizada uma pesquisa, utilizando-se o método quantitativo, com 528 alunos e ex-alunos de um curso de pós-graduação lato sensu. A taxa de resposta da pesquisa aplicada foi de 34,84% da amostra inicial. Os resultados apresentaram associação entre as funções psíquicas racionais (pensamento e sentimento) e a formação da tipologia do contrato psicológico (relacional e transacional), contribuindo para o preenchimento de uma das maiores lacunas ainda presente nos estudos sobre o tema: a influência que a personalidade exerce na formação dos contratos psicológicos. / This work focuses on a study of the specific tools used by organizations to manage their relationships with their employees - the psychological contract. Through a descriptive study, we sought to answer whether personality traits influence the formation of psychological contracts types, as well as the perception of breach and violation of them. The theoretical basis chosen to develop this thesis is the analytical psychology of Carl Gustav Jung. Therefore, a survey was conducted, using the quantitative method, with 528 students and former students of a post-graduate course. The response rate of applied research was 34.84% of the initial sample. The results showed an association between the rational psychic functions (thinking and felling) and the formation of the type of psychological contract (relational and transactional), helping to fill one of the biggest gaps still present in the studies on the subject: the influence that personality plays in the formation of psychological contracts.

Peer groups are a powerful part of young people's lives. As the first step in investigating the potential of peers as developmental resources or liabilities during the normatively stressful transition to high school, the purpose of this study was to identify and measure the features of peer relationships that shape healthy development, and the contextual conditions that promote them. The Friendship Group Motivational System (FGMS) is a new conceptualization that includes two individual level concepts (friendship group interactions and self-system processes), and an emergent motivational group-level concept (friendship group engagement and disaffection). Items were developed to measure the 13 constructs making up the three core FGMS concepts. A sample of 443 freshman students completed a battery of questionnaires, including the FGMS construct items. Participants were also asked to nominate their ninth grade school friends; the reciprocated nominations were used to calculate composite group profile scores for friendship group engagement and disaffection. In a series of confirmatory factor analyses, nine of the 13 FGMS constructs were successfully derived and replicated. Dimensionality analyses revealed that many of the FGMS measures were not sufficiently distinct. The extent to which individuals and their reciprocally nominated friends agreed on their friendship group engagement and disaffection varied a great deal. Nevertheless, all of the new measures functioned well. All 13 FGMS constructs were related to similar measures, which is evidence of construct validity. Although the measures were differentially reliable for subgroups of adolescents, all of the within- and between-construct relationships occurred as hypothesized. The unique relationships found between the three FGMS concepts suggest that individual and group processes should be conceptualized and measured separately. The FGMS constructs were also related to indicators of high school transition stress, academic engagement, and personal and social adjustment. This research makes a significant contribution to the peer relations field by positing specific ways in which friendship groups support or undermine adolescents' healthy functioning, and by providing new tools for testing these relationships. The FGMS model can be used to explain the relationship between peer groups and long term development, to examine how peers influence individual coping, and to develop new school-based interventions.

Employees maintain a personal view toward their work, which can be referred to as their work orientation. Some employees view their work as their life’s purpose (i.e., calling work orientation) and they tend to be 1) prosocially motivated, 2) derive meaning from work, and 3) feel that their purpose is from beyond the self. The purpose of the current dissertation was to differentiate calling work orientation from other similar workplace constructs, to investigate the most common covariates of calling work orientation, and to empirically test two possible moderators of the relationship between calling work orientation and work-related outcomes of job satisfaction, job performance, and work engagement. Two independent samples were collected for the purpose of testing hypotheses: data were collected from 520 working students and from 520 non-student employees. Participants from the student sample were recruited at Florida International University, and participants from the employee sample were recruited via the Amazon Mechanical Turk website. Participants from the student sample answered demographic questions and responded to self-report measures of job satisfaction, job performance, work engagement, spirituality, meaningful work, prosocial motivation, and work orientation. The procedure was similar for the employee sample, but their survey also included measures of counterproductive work behaviors, organizational citizenship behaviors, conscientiousness, and numerical ability. Additionally, employees were asked whether they would be willing to have a direct supervisor, peer, co-worker, client, or subordinate rate their job performance. Hierarchical regression findings suggest calling work orientation was predictive of overall job performance above and beyond two common predictors of performance, conscientiousness and numerical ability. The results for the covariate analyses provided evidence that prosocial motivation, meaningful work, and spirituality do play a significant role in the development of an employees’ work orientation. Perceived career opportunities moderated the relationship between calling work orientation and job performance for the employee sample. Core self-evaluations moderated the relationship between calling work orientation and job performance, and core self-evaluations moderated the relationship between calling work orientation and work engagement. Collectively, findings from the current study highlight the benefits of examining work orientation in the prediction of workplace outcomes.

This study examined the role of corporate websites and company Facebook profiles in shaping perceptions of organizational image in the recruitment context. A primary purpose of this research was to determine whether or not perceptions of organizational image vary across different web-based recruitment methods, specifically examining corporate websites and social networking (SNW) sites, such as company Facebook profiles. A secondary goal was to determine how these perceptions of image are shaped by the objective components of websites and Facebook profiles. Finally, this study sought to determine the most influential components of websites and Facebook profiles, in terms of impacting image, to better understand how organizations can maximize their web-based recruitment efforts. A total of 102 companies selected from Fortune Magazine’s 2011 top 500 were chosen for the study. Perceptions of organizational personality as well as objective assessments of personality were gathered for each organization in a two phase approach. Results indicate that exposure to corporate websites and company Facebook profiles do influence perceptions of image in different ways. Furthermore, individual components of the websites were identified as key drivers for influencing specific image dimensions, particularly for company Facebook pages. Findings are beneficial for advising practitioners on how to best manage their web-based recruitment sources in order to maximize efficiency. The present study serves to further our understanding of the process through which perceptions of organizational image are influenced by new recruitment sources.

This study examines the role of race, socioeconomic status, and individualism-collectivism as moderators of the relationship between selected work and family antecedents and work-family conflict and evaluates the contribution of energy-based conflict to the work-family conflict (WFC) research. The study uses data obtained from a survey questionnaire given to 414 participants recruited from an online labor market. Study hypotheses were tested through structural equation modeling. The results indicate that while moderating effects were slight, a proposed model where energy-based conflict is included outperforms traditional time/strain/behavior-based models and that established variables may drop to non-significance when additional variables are included in prediction. In addition, novel individual difference variables such as individualism and collectivism were demonstrated to have effects beyond moderating antecedent-outcome relationships in the model. The findings imply that WFC models would benefit from the inclusion of variables found in the current study.

To address commonly cited organizational and personal outcomes in the nursing industry, it is important to identify factors that may mitigate the relationship between workplace stressors and strains such as turnover intentions, job satisfaction, burnout, and injuries. The purpose of the current study is to explore the role of trait resilience on the emotion-centered model of job stress in a sample of U.S. nurses. The study uses a multiwave design to examine the mitigating role of trait resilience on work strains in nurses. In a sample of 185 nurses and 97 multiwave pairs, resilience was found to be significantly related to job-related affect, turnover intentions, job satisfaction, emotional exhaustion, and personal accomplishment. Using multiple regression analyses, the relative effects of four common stressors affecting nurses were compared: interpersonal conflict at work, quantitative workload, emotional labor, and traumatic events. After accounting for the common workplace stressors that nurses experience, interpersonal conflict at work was the only significant predictor of emotional and behavioral strains among nurses. Moreover, resilience was found to moderate the relationship between interpersonal conflict at work and job-related negative affect such that nurses that were high on resilience reported lower job-related negative affect. Given these significant relationships, resilience in the nursing industry should be further explored, as well as the potential for resilience training in the health care sector.