Thesis (M.A.)--University of Massachusetts Amherst, 2008. / Includes bibliographical references (p. 32-35).

Submitted by WILLIAM FONTANEZZI SALGADO null (engefonta@gmail.com) on 2016-05-17T18:28:45Z No. of bitstreams: 1 Versão Final - Dissertação William Fontanezzi Salgado - ok.pdf: 1528460 bytes, checksum: bcbd3f5bfd410a8afb9940e0e996d318 (MD5) / Approved for entry into archive by Juliano Benedito Ferreira (julianoferreira@reitoria.unesp.br) on 2016-05-19T20:35:33Z (GMT) No. of bitstreams: 1 salgado_wf_me_guara.pdf: 1528460 bytes, checksum: bcbd3f5bfd410a8afb9940e0e996d318 (MD5) / Made available in DSpace on 2016-05-19T20:35:33Z (GMT). No. of bitstreams: 1 salgado_wf_me_guara.pdf: 1528460 bytes, checksum: bcbd3f5bfd410a8afb9940e0e996d318 (MD5) Previous issue date: 2016-04-04 / A Qualidade de Vida no Trabalho (QVT) é uma área que vem crescendo muito nos últimos anos. As empresas vêm percebendo o quão importante é cuidar da qualidade de vida de seus funcionários e que este cuidado não traz benefícios apenas para o trabalhador, mas principalmente para os resultados da empresa. Este trabalho buscou comparar a QVT dos funcionários que trabalham na área administrativa com os que trabalham na área da produção e verificar possíveis indicadores de melhoria a serem sugeridos para essa empresa montadora automotiva. O trabalho explicita a importância da qualidade de vida, do bem-estar e da QVT dos funcionários para o crescimento e evolução da empresa em que estão inseridos. Trata-se de uma pesquisa com características aplicadas, na qual foi utilizado o questionário QWLQ-bref (com utilização da escala Likert) e posterior entrevista com o mesmo questionário (de forma discursiva). Foram questionados 64 funcionários, sendo 30 da área administrativa e 34 da linha de produção. Assim como 10 entrevistas, sendo 5 com funcionários da área administrativa e 5 da produção. Foi encontrado um nível de QVT de 3,73 (escala de 1 a 5) para a área administrativa contra um de 3,72 para a área da produção. A diferença mínima gerou a necessidade de se diferenciar a QVT para nível de escolaridade, idade, tempo de serviço e cargos. No fim encontraram-se as insatisfações das duas áreas, as quais o trabalho sugere que sejam feitas melhorias. Para a área administrativa constatou-se muita insatisfação com a falta de treinamentos e para a área da produção a insatisfação foi constatada perante os problemas com o sono. Para trabalhos futuros sugere-se: trabalhar os dois principais pontos levantados no trabalho e verificar se houve melhoria da QVT; e verificar os programas de qualidade existentes e os que ainda não estão implementados verificando a real influência dos mesmos na QVT. / The Quality of Work Life (QWL) is an area that has very grown in recent years. Companies are realizing how important it is to take care of the quality of life of its employees and that this care does not bring benefits only to workers, but mainly to the company's results. This study aimed to compare the QWL of employees working in the administrative area with those who work in the production area and check for possible improvement of indicators to be suggested for this company automotive assembly plant. The paper explains the importance of quality of life, well-being and QWL of officials to the growth and evolution of the company to which they belong. This is a research with applied characteristics, which was used QWLQBREF questionnaire (with use of a Likert scale) and subsequent interview with the same questionnaire (discursive form). 64 employees were questioned, 30 of administrative and 34 production line. As well as 10 interviews, 5 with administrative workers and 5 production. QLW has found a level of 3.73 (scale from 1 to 5) for the administrative area from a production area to 3.72. The minimum difference generated the need to differentiate the QWL for education level, age, service time and positions. At the end of the dissatisfactions we met the two areas, which work suggests that improvements are made. For the administrative area found out a lot of dissatisfaction with the lack of training and the productive area dissatisfaction was found to the problems with sleep. For future work is suggested: work the two main points raised at work and verify that there was improved QWL; and check the existing quality programs and those that are not yet implemented by checking the actual influence of the same in the QWL.

O presente estudo acessou a extensão em que o Questionário de Qualidade de Vida no Trabalho (QVT), adaptado para Servidores de Instituições Federais de Ensino (IFES) brasileiras (QQVT-IFES) reflete o modelo conceitual de QVT de Walton (1973). A adaptação desta medida para servidores de IFES, considerou como referência o questionário proposto e validado por Timossi et al. (2009), (QQVT). O QQVT sofreu três alterações e com base no modelo de Walton, que estabelece oito critérios para avaliar QVT, originou o QQVT-IFES. Foram avaliadas as características psicométricas do QQVT-IFES e acessadas as validades de conteúdo e aparente da medida. Numa primeira fase, adaptando a proposta de Hernadez-Nieto (2002) para o cálculo do coeficiente de validade de conteúdo (CVC) foram escolhidos 55 juízes dentre os 168 servidores da área de QVT da IFES, após o cálculo do tamanho da amostra indicar um mínimo de 43. Os juízes responderam, em duas etapas, quantitativa e qualitativa, um questionário de julgamento (QJ/QQVT-IFES) das questões propostas no QQVT-IFES. O QJ/QQVT-IFES apresentou alta confiabilidade. Nas escalas de clareza da linguagem e pertinência prática, apontaram numa escala tipo likert de 1 a 5, o quanto o item da escala era claro e pertinente. Puderam em espaço próprio, comentar sobre cada item, em forma de texto e sugeriram melhorias, inclusão de itens, criticaram termos e formas. A validação de conteúdo mostrou um desempenho satisfatório do QJ/QQVT-IFES, com CVCt=0,80 para a escala de clareza e CVCt=0,86 para a escala de pertinência, com valor de corte de 0,70. O erro Pei encontrado com 55 juízes foi de 1,9 x 10 -96, valor considerado = 0. O processo de validação aparente gerou 319 comentários dos juízes/avaliadores aos 34 itens do QQVT-IFES. A segunda fase do estudo consistiu em nova adaptação, desta vez do QQVT-IFES, gerando o QQVT-IFES/2. A validação de conteúdo do QQVT-IFES/2 com 36 itens, seguiu o mesmo método do QQVT-IFES, desta vez com 5 juízes, conforme a proposta metodológica original de Hernandez-Nieto (2002). Verificou-se melhoria no desempenho quanto ao CVCc de 76,4% dos itens correlatos ao QQVT-IFES, mesmo com erro Pei significativamente maior (0,00032). O QQVT-IFES/2 obteve CVCt de clareza de 0,92 e pertinência igual a 0,95, maiores que os do QQVT-IFES. Uma terceira versão foi gerada, resultado dos melhores itens dos dois questionários, o QQVT-IFES/3. O processo de validação de conteúdo encontra nas escalas de clareza e pertinência caminho objetivo para futuros processos de validação, aos quais o questionário deverá ser exposto, a exemplo das validades de construto e preditiva. / This study accessed the extent to which the Quality Of Life at Work Questionnaire (QLWQ), adapted for civil servants working at Brazilian federal universities (QLWQ-IFES), reflects the conceptual Walton’s model of QLW (1973). Adaptation of the QLWQ-IFES involved assessment of content and face validity carried out by 55 participants, Brazilian federal university civil workers working as judges. Content validity coefficient (CVC) was calculated based on judges’ evaluation of two criteria of the questionnaire: items’ clarity and practical relevance. Face validity was assessed by examination of participants’ comments on the QLWQ-IFES adapted version generated from the results of the content validity. The questionnaire showed evidence of content validity, as indicated by item clarity index of 0.80 and practical relevance of 0.86. The face validation process produced 319 comments from judges, generating the final version of the questionnaire (the 36-item QQVT-IFES/2). Submitted to five judges’ evaluation, the questionnaire’s final version showed better evidence of content validity: 0.92 and 0.95 for the clarity and for the practical relevance of the items. Considering the importance of the construct focused by this questionnaire for health promotion at work setting, further studies on construct and predictive validities of Quality Of Life at Work Questionnaire remains.

The aim of the study was to conceptualise psychological empowerment as perceived in a South African context in terms of the dimensions and contributing factors. The study was conducted by means of quantitative and qualitative methods. The sample included employees from different geographic areas, genders, races, level of education and positions in organisations in different sectors. Relationships between demographic variables and psychological empowerment were determined. To determine to what extent South Africans are psychologically empowered, according to Spreitzer’s (1995) model, means and standard deviations were calculated for the four dimensions (meaning, competence, self-determination and impact) and overall psychological empowerment (PE) and a percentile table was utilised to establish a norm and compare it with a norm established in previous research. Management practices were found to be significantly related to PE. However, when regression analysis was done, only the practices, motivation, delegation and job and role clarity significantly predicted PE. Perceptions of empowerment were investigated and it appeared that economic empowerment is emphasised in the media, while the majority of interview respondents seemed to have a balanced or positive view of empowerment as enabling. The psychological experiences of employees were explored and dimensions of psychological empowerment that are similar to what was found by previous research emerged. Some characteristics were found to be unique given the present context. Dimensions and characteristics that emerged from the study were resilience, sense of competence, sense of achievement, sense of control, sense of meaning, making a difference and empowerment of others. The theoretical frameworks proposed by Menon (2001) and Zimmerman (1995) were investigated, which confirmed the importance of a goal orientation and pro-active behaviour in psychological empowerment. These theories were evaluated and compared to cognitive theories as suitable frameworks for the study of psychological empowerment. Contributing factors that emerged from the qualitative study most prominently were opportunity and recognition. Locus of control emerged as a possible intrapersonal factor and it was explored further as a contributing factor. Together with the significant factors from the quantitative survey, these factors were employed to recommend a strategy for the development of psychological empowerment with the dimensions of empowerment as outcomes. / Psychology / D. Litt. et Phil. (Psychology)

Text in Afrikaans / The research question in this study involves the subjective experiences of quality of worklife (QWL) by alcoholics and non-alcoholics, in order to form an idea about the differences in such experiences, between the two groups. Personality is related throughout to QWL and alcoholism. A sample consisting of 60 alcoholics and 58 non alcoholics was used. Personality measurements were done by using Cattell's Sixteen Personality Factor Questionnaire (16-PF) whilst experienced QWL was measured with the self developed QWL-questionnaire. In order to test the hypotheses for this study, the data has been processed by using Pearson's Product-moment coefficient of correlation and t-tests. The results from the study indicate a significant relationship between personality and certain exclusive QWLdimensions for alcoholics. There is however, no significant difference in the subjective experiences of global QWL between alcoholics and non-alcoholics. Several personality factors have been identified as being related to alcoholism. / Die navorsingsvraagstuk in hierdie studie betrek die subj ektiewe ervaring van gehalte van werklewe (GWL) deur alkoholiste en niealkoholiste, ten einde 'n begrip te vorm van die verskil in sodanige ervaring, tussen die twee groepe. Persoonlikheid word deurgaans in verband gebring met GWL en alkoholisme. 'n Steekproef bestaande uit 60 alkoholiste en 58 nie-alkoholiste is gebruik. Persoonlikheidsmetings is met die 16-Persoonlikheidsfaktorvraelys van Cattell gedoen terwyl ervaarde GWL met die selfontwerpte GWL-vraelys gemeet is. Ten einde hierdie studie se hipoteses te toets, is die data verwerk deur van Pearson se produkmomentkorrelasiekoeffisient en t-toetse gebruik te maak. Die studie se resultate dui op 'n beduidende verband tussen persoonlikheid en sekere eksklusiewe GWL-dimensies by alkoholiste. Daar bestaan egter geen beduidende verskil in die subjektiewe ervaring van globale GWL tussen alkoholiste en nie-alkoholiste nie. Daar is etlike persoonlikheidsfaktore geidentifiseer wat met alkoholisme verband hou. / Industrial and Organizational Psychology / M.Com. (Industrial Psychology)

Text in Afrikaans / 'n Opname is onder geregistreerde verpleegkundiges in diens van plaaslike besture onderneem met die doel om 'n perspektief op die gehalte van hul werkslewe te verkry, faktore te identifiseer wat hulle motiveer om 'n loopbaan in plaaslike besture te kies en die faktore te identifiseer wat werkstevredenheid positief /negatief be"lnvloed. Ontleding van die data het aangedui dat negatiewe faktore in die werkslewe soos onder andere die gebrek aan deelname in besluitneming en beperkte loopbaangeleenthede werksontevredenheid tot gevolg kan he. Positiewe faktore soos die geleentheid om gereelde diensure te werk en die status wat geregistreerde verpleegkundiges in die gemeenskap geniet, bevorder werkstevredenheid. Dit is hoofsaaklik hul belangstelling in primere gesondheidsorg en die geleentheid om gereelde diensure te werk wat geregistreerde verpleegkundiges motiveer om 'n loopbaan in plaaslike besture te kies. Aanbevelings om die kwaliteit van die werkslewe van geregistreerde verpleegkundiges te verbeter en werkstevredenheid te bevorder, is geformuleer. / A survey was undertaken among registered nurses in the service of local authorities to obtain a perspective on the quality of their worklife, to identify factors that influence registered nurses in local authorities and to identify those factors that influence the quality of the worklife and job satisfaction positively /negatively. Analysis of the data indicated that negative factors in the worklife such as limited participation in decision-making and limited career opportunities could lead to dissatisfaction in the work situation. Positive factors such as the ability to work regular hours and the status of registered nurses in the community promote job satisfaction. It is mainly their interest in primary health care and the opportunity to work regular hours of duty, that motivate registered nurses to choose a career in local authorities. Recommendations to improve the quality of the worklife of registered nurses and to promote job satisfaction were formulated. / Nursing Science / M.A. (Verpleegkunde)

O presente estudo acessou a extensão em que o Questionário de Qualidade de Vida no Trabalho (QVT), adaptado para Servidores de Instituições Federais de Ensino (IFES) brasileiras (QQVT-IFES) reflete o modelo conceitual de QVT de Walton (1973). A adaptação desta medida para servidores de IFES, considerou como referência o questionário proposto e validado por Timossi et al. (2009), (QQVT). O QQVT sofreu três alterações e com base no modelo de Walton, que estabelece oito critérios para avaliar QVT, originou o QQVT-IFES. Foram avaliadas as características psicométricas do QQVT-IFES e acessadas as validades de conteúdo e aparente da medida. Numa primeira fase, adaptando a proposta de Hernadez-Nieto (2002) para o cálculo do coeficiente de validade de conteúdo (CVC) foram escolhidos 55 juízes dentre os 168 servidores da área de QVT da IFES, após o cálculo do tamanho da amostra indicar um mínimo de 43. Os juízes responderam, em duas etapas, quantitativa e qualitativa, um questionário de julgamento (QJ/QQVT-IFES) das questões propostas no QQVT-IFES. O QJ/QQVT-IFES apresentou alta confiabilidade. Nas escalas de clareza da linguagem e pertinência prática, apontaram numa escala tipo likert de 1 a 5, o quanto o item da escala era claro e pertinente. Puderam em espaço próprio, comentar sobre cada item, em forma de texto e sugeriram melhorias, inclusão de itens, criticaram termos e formas. A validação de conteúdo mostrou um desempenho satisfatório do QJ/QQVT-IFES, com CVCt=0,80 para a escala de clareza e CVCt=0,86 para a escala de pertinência, com valor de corte de 0,70. O erro Pei encontrado com 55 juízes foi de 1,9 x 10 -96, valor considerado = 0. O processo de validação aparente gerou 319 comentários dos juízes/avaliadores aos 34 itens do QQVT-IFES. A segunda fase do estudo consistiu em nova adaptação, desta vez do QQVT-IFES, gerando o QQVT-IFES/2. A validação de conteúdo do QQVT-IFES/2 com 36 itens, seguiu o mesmo método do QQVT-IFES, desta vez com 5 juízes, conforme a proposta metodológica original de Hernandez-Nieto (2002). Verificou-se melhoria no desempenho quanto ao CVCc de 76,4% dos itens correlatos ao QQVT-IFES, mesmo com erro Pei significativamente maior (0,00032). O QQVT-IFES/2 obteve CVCt de clareza de 0,92 e pertinência igual a 0,95, maiores que os do QQVT-IFES. Uma terceira versão foi gerada, resultado dos melhores itens dos dois questionários, o QQVT-IFES/3. O processo de validação de conteúdo encontra nas escalas de clareza e pertinência caminho objetivo para futuros processos de validação, aos quais o questionário deverá ser exposto, a exemplo das validades de construto e preditiva. / This study accessed the extent to which the Quality Of Life at Work Questionnaire (QLWQ), adapted for civil servants working at Brazilian federal universities (QLWQ-IFES), reflects the conceptual Walton’s model of QLW (1973). Adaptation of the QLWQ-IFES involved assessment of content and face validity carried out by 55 participants, Brazilian federal university civil workers working as judges. Content validity coefficient (CVC) was calculated based on judges’ evaluation of two criteria of the questionnaire: items’ clarity and practical relevance. Face validity was assessed by examination of participants’ comments on the QLWQ-IFES adapted version generated from the results of the content validity. The questionnaire showed evidence of content validity, as indicated by item clarity index of 0.80 and practical relevance of 0.86. The face validation process produced 319 comments from judges, generating the final version of the questionnaire (the 36-item QQVT-IFES/2). Submitted to five judges’ evaluation, the questionnaire’s final version showed better evidence of content validity: 0.92 and 0.95 for the clarity and for the practical relevance of the items. Considering the importance of the construct focused by this questionnaire for health promotion at work setting, further studies on construct and predictive validities of Quality Of Life at Work Questionnaire remains.

O objetivo da presente pesquisa é avaliar a percepção dos profissionais de educação em relação aos níveis de satisfação e de insatisfação quanto à Qualidade de Vida no Ambiente de Trabalho QVT. A proposta consiste em identificar fatores que contribuem para a Qualidade de Vida no Ambiente de Trabalho QVT, em uma categoria de trabalhadores supostamente não beneficiada, em aspectos que se referem ao tema sob investigação. Trata-se de profissionais da área de educação, com atuação em escola técnica de saúde, da rede pública de ensino do Estado do Rio de Janeiro. Esses funcionários empregam toda a sua força de trabalho atuante, de forma permanente e continuada, na unidade escolar pesquisada, conforme preconizado pelo Sindicato dos Profissionais de Educação do Rio de Janeiro. A expressão Qualidade de Vida e, especificamente, Qualidade de Vida no Trabalho, é um constructo que expressa, na atualidade, variadas concepções. Nesse sentido, a literatura aponta modismos comerciais, exploração por parte do capital, e até as mais arrojadas e críticas concepções que se destinam à busca do bem-estar do trabalhador em seu lugar de labor diário. Com intuito de se mensurar as variáveis da pesquisa proposta, foi utilizado o Questionário de Qualidade de Vida no Trabalho, uma escala atitudinal adaptada, tipo Likert, complementada por um questionário sócio-demográfico. A escala é constituída de 45 asserções de seis pontos, baseadas nos pressupostos de Walton (1975), com oito fatores ou dimensões, a saber: remuneração, condições de trabalho, uso e desenvolvimento de capacidades, oportunidades de crescimento profissional, integração social na organização, direitos na instituição, equilíbrio no trabalho e vida, e relevância do trabalho. As fases desta pesquisa compreenderam a revisão da literatura, detalhamento do método, execução das etapas operacionais de aplicação dos instrumentos de medida e análise dos dados da pesquisa. Quanto aos procedimentos gerais, foram mantidos contatos formais e informais com a instituição educacional pesquisada, sendo o projeto submetido e aprovado pela Comissão de Ética da UERJ. Foram formuladas hipóteses focadas na percepção dos profissionais de educação, sobre níveis de satisfação e de insatisfação da Qualidade de Vida no Trabalho. Os resultados apontaram o nível geral de satisfação de toda a força de trabalho em 61,94%, sendo que dos 8 (oito) fatores pesquisados, o de maior nível de insatisfação foi a remuneração, com 79,45%, enquanto o de maior satisfação refere-se à relevância de seu trabalho, com 84,25%. Esses resultados poderão servir de indicadores para eventuais ações em políticas públicas na área de gestão de pessoas, como também nas proposições de mudanças inovadoras no contexto sócio-técnico, assim como para a instalação de programas de mapeamento e de desenvolvimento de competências, com o objetivo de melhoria da Qualidade de Vida no Trabalho desses funcionários da rede pública de ensino / The objective of this research is to evaluate the perceptions of professionals in the education department in relation to their levels of satisfaction and dissatisfaction on Quality of Life in the Workplace - QVT. The proposal is to identify factors that contribute to the Quality of Life in the Workplace - QVT in a category where workers supposedly do not benefit from, in ways that relate to the subject under investigation. These professionals work in education, in technical schools of health, of the public school system of Rio de Janeiro. These officials employ all their active work force through permanent and continuous forms, in the educational system researched, as recommended by the Union of Professional Education of Rio de Janeiro. The term quality of life, specifically, Quality of Working Life, is a construct that expresses, in actuality, many conceptions. In this sense, the study shows commercial modes of exploitation by capital, and even the most daring and critical concepts that are intended to seek the welfare of the worker's place in daily labor. With the aim of measuring the variables of the proposed research, we used the Quality of Working Life, a scale adapted by Likert, complemented by a socio-demographic questionnaire. The scale consists of 45 statements of six points, based on the assumptions of Walton (1975), with eight factors or dimensions, namely: remuneration, working conditions, use and capacity development of opportunities for professional growth, social integration in the organization rights with the institution, balance in work and life, and relevance of the work. Through research, we composed a review of these phases detailing the method, implementation of operational steps through the application of instruments for measuring and analyzing researched data. The general procedures maintained formal and informal contacts with the institutions surveyed, as the project being submitted and approved by the ethics committee of UERJ. A formulated hypothesis focused on the perceptions of education on levels of satisfaction and dissatisfaction on the Quality of Working Life. The results showed the level of overall satisfaction of the entire workforce at 61.94% and the 8 (eight) factors surveyed, which had the highest level of dissatisfaction was payment, with 79.45% , while greater satisfaction concerned the relevance of their work, with 84.25%.These results may serve as indicators for possible actions in public policy in the area of personnel management, as well as in the proposal for innovative changes in the socio-technical context, as well as installing programs to develop skills that aim in improving the Quality of Working Life of for these public schools workers.

Contact Centre agents operate in closely monitored and highly controlled environments and their work consists of solving service requests or assisting customers with information on products or services. Consequently their work involves a great deal of emotional labour and stress. It is not surprising then, that the working environment of the Contact Centre is reported to have a negative impact on the levels of Quality of Worklife of Contact Centre agents, and that in the Contact Centre context, it is likely that low levels of Quality of Worklife exist. It is argued that it is important for organisations to be particularly aware of the Quality of Worklife perceptions of their employees should they want to address Quality of Worklife levels and benefit from the positive consequences of higher levels of the construct. Numerous variables are reported to play either an antecedent, moderating, mediating, or consequential role in relation to the Quality of Worklife construct. A systems model of Quality of Worklife is developed, which illustrates the inter-relationships of these variables and how they affect and are affected by the Quality of Worklife construct. It is argued that leadership is an important antecedent to Quality of Worklife, and this is the antecedent of interest in this study. It is proposed that it is not just any leadership that will contribute to an improved Quality of Worklife, particularly within a challenging context such as the Contact Centre environment. Rather, it is suggested that certain qualities of leaders will have a greater influence on Quality of Worklife. For example, leaders who focus on relationships and are caring - characteristics associated with servant leaders - are deemed more suitable for the Contact Centre context. The research also proposes that there are close associations between Servant Leadership and Trust, which in turn has the potential to affect Quality of Worklife positively. It is argued, therefore, that Trust mediates the relationship between Servant Leadership and Quality of Worklife in the customer service frontline context. While there is a broad base of literature available on servant leadership that focuses on the senior or executive level of leadership, Van Dierendonck and Nuijten (2011) have argued that it is also relevant at the middle level of management and have validated an eight dimensional measure of servant leadership that is suitable for this management level. The Van Laar, Edwards and Easton (2007) Quality of Worklife model is also argued to be an appropriate model and measure of the Quality of Worklife construct, due to the robustness of the instrument design and the appropriateness of its underlying theory to the context of this research. Research has shown that leadership can have a significant relationship with Quality of Worklife. Moreover, a review of the literature on servant leadership reveals that trust, satisfaction, general well-being, and commitment to their jobs increases when employees are exposed to leadership behaviours associated with servant leadership. There is however, no evidence in the literature of any investigation of the relationship between Servant Leadership and Quality of Worklife, or of research investigating the partial mediating effects of Trust between these two constructs. Research was conducted to test this relationship. A survey questionnaire was administered amongst a sample of 555 Contact Centre agents, who were employed in eight different organisations. Confirmatory factor analysis procedures were conducted in STATA (V15.0), to test and validate the factor structure of Servant Leadership and Quality of Worklife models. The research also produced a Servant Leadership, Trust and Quality of Worklife structural equation model that supported the hypotheses of the relationships between the constructs. Mediation analysis confirmed Trust’s role as a mediator between Servant Leadership and Quality of Worklife. The structural equation model confirmed that synergies between Servant Leadership, Trust and Quality of Worklife exist, and that Trust partially mediates the relationship between Servant Leadership and Quality of Worklife. It is therefore argued that an increase in Servant Leadership behaviour by the manager or supervisor of frontline staff has a positive association with increases of Trust, as well as positive associations with Quality of Worklife experienced by employees in the frontline context. Moreover, it is also posited that the relationship between Servant Leadership and Quality of Worklife is partially mediated by Trust of the supervisor. The implications of these results are discussed, and recommendations made for management practice and further research.

O objetivo deste estudo foi identificar as relações existentes entre a Qualidade de Vida e a Qualidade de Vida no Trabalho de funcionários da indústria de laticínios através da regressão logística. O problema proposto foi: Quais relações probabilísticas existem entre qualidade de vida e a qualidade de vida no trabalho? O referencial teórico envolveu os temas: qualidade de vida, qualidade de vida no trabalho e a fundamentos estatísticos. A abordagem metodológica foi aplicada, descritiva e quali-quantitativa. Foi utilizada uma pesquisa realizada com funcionários da indústria de laticínio, os quais foram investigados através da aplicação simultânea dos instrumentos WHOQOL-100 e o modelo adaptado de Walton, ao todo foram entrevistados 548 funcionários entre homens e mulheres. A análise dos dados ocorreu através das técnicas estatísticas: correlação, qui-quadrado e regressão logística, e para validação do modelo os testes: Deviance, Pearson e Hosmer-Lemeshow. Os resultados encontrados na análise de regressão logística univariada, mostraram que os critérios da QVT possuem influência significativa em QV e que os domínios de QV (exceto domínio espiritualidade) possuem influência significativa em QVT. No modelo de regressão logística multivariado, algumas variáveis apresentaram como não significativas, pois apresentaram valores acima do nível de significância adotado (p>0,05). Considerando as variáveis significativas foi estimado o modelo matemático, encontrando a probabilidade de influência entre as variáveis (domínios, critérios, QV e QVT). Através do estudo do relacionamento entre estas variáveis foi possível concluir as chances de melhoria nos domínios da QV que influenciam positivamente na QVT, e nos critérios da QVT que influenciam positivamente na QV, proporcionando ao gestor melhor direcionamento dos seus investimentos. / The objective of this study was to identify the relationship between the quality of life and quality of working life of employee on the dairy industry using logistic regression. The proposed problem was: What are probabilistic relationships between quality of life and quality of working life? The theoretical referential involved: quality of life, quality of working life and statistical reasoning. The methodological approach was applied, descriptive, qualitative and quantitative. Was used a survey of employees of the dairy industry, which were investigated by simultaneous application of the WHOQOL-100 and an adaptation of the Walton’s model, were interviewed in all 548 employees between men and women. The analyzes had involved: correlation, chi-square and logistic regression. For validating the model estimat ed by logistic regression analysis, it was used the Deviance, Pearson and Hosmer -Lemeshow test. The results in the univariate logistic regression analysis showed that the criteria of QWL have significant influence on QL and the QL domains (except the spiritual domains) have significant influence on QWL. In multivariate logistic regression model, some variables were not as significant as had values above the level of significance (p>0,05). Considering these variables in was estimated a mathematical model, finding the probability of influence between the variables (domains, criteria, QL and QWL). By studying the relationship between these variables was possible to conclude the chances of improvement in the areas of QL that positively influence the QWL, and the criteria of QWL that positively influence the QL, providing the manager a better direction of their investments.