A Gestão da Qualidade de Vida no Trabalho - QVT, pode proporcionar benefícios importantes nas organizações como o aumento da produtividade e a melhoria do bem-estar dos trabalhadores. Evidências empíricas sugerem um interesse crescente em pesquisas que buscam estabelecer relações entre qualidade de vida no trabalho (QVT) e justiça organizacional, sendo assim este estudo teve como objetivo analisar a relação entre o os aspectos modelo BPSO (LIMONGI-FRANÇA, 1996), Justiça Organizacional e Bem-Estar, para a construção de um modelo integrado de Gestão de Qualidade de Vida no Trabalho no contexto do Serviço Público. A presente pesquisa caracteriza-se quanto aos seus diferentes aspectos como um estudo de campo, quantitativo descritivo. A coleta de dados se deu por meio de pesquisa survey com os servidores públicos de uma prefeitura no interior do Paraná. Os dados foram tratados a partir de analises estatísticas univariadas e multivariadas, o modelo foi analisado por meio da modelagem e equações estruturais. Os resultados do modelo sugerem que Justiça organizacional é um antecedente do modelo BPSO-1996 e que os aspectos biológicos e sociais não apresentam relação estatística significativa com bem-estar no serviço público. Os aspectos sociais foram os que apresentaram os piores índices de satisfação na percepção dos indivíduos pesquisados. As análises empreendidas em torno das relações entre as dimensões do modelo e dos aspectos demográficos dos respondentes, permitiram identificar que renda, escolaridade e o fato de acreditar que a pesquisa pode ser utilizada para ações de qualidade de vida na instituição apresentaram diferenças significativas de percepção em relação aos constructos do modelo, mas idade e estado civil, tempo de instituição e dependentes, não apresentaram diferença significativa em relação à nenhumas das dimensões. / Life Quality Management at Work can provide important benefits in organizations, such as the productivity raise and the improvement of the workers well-being. Empirical evidences suggest an increasing interest in researches that seek to establish relationships between Quality at Work Life and Organizational Justice. Therefore, this study had as an objective to analyze the relationship between the aspects of the BPSO model (LIMONGI-FRANÇA, 1996), Organizational Justice and Well-Being, for the construction of an integrated model of Life Quality Management at Work in the Public Service context. The present research is characterized by its different aspects as a field study, quantitative descriptive. The data collection was made by a survey with the public servants of a city hall in the interior of Paraná. Data were treated by univariate and multivariate statistical analysis and the model was analyzed by means of a modeling of structural equations. The results of the model suggest that the Organizational Justice precedes the BPSO-1996 model and the biological and social aspects do not present a statistical significant relationship with the well-being in the public service. Social aspects presented the worst indexes of satisfaction in the perception of the researched individuals. The analyzes undertaken around the relationships between the dimensions of the model and the demographic aspects of the respondents allowed to identify that income, schooling and the belief that the research can be used for life quality actions in the institution presented significant differences of perception in regard to the constructs of the model, but age and marital status, institution time and dependents, did not present any significant difference regarding any of the dimensions.

Made available in DSpace on 2016-04-28T20:19:14Z (GMT). No. of bitstreams: 1 2007-Denys Coelho.pdf: 661003 bytes, checksum: 84fdab83bec982517bd2b3e7c15be4ec (MD5) Previous issue date: 2007-08-27 / The management of the Quality of Work Life (QWL) comes to gaining importance in the scope of the organizations and spaces in the academic and enterprise quarrels. The aim of this present study was to search the perception on QWL of the employees admitted after-1998 of a mixed capital company, called here for the name-fancy Banco da Pra?a. To identify to the perception and the level of satisfaction in relation to the subject, this research locates, of the theoretical origin, point of view of the quality of work life in the administrative theories and presents its diversity of concepts and models of QWL. The used methodology was a case study with application of questionnaire structuralized from the major conceptual categories or criteria relating to QWL proposed by Walton (1973). The population reference of the study had been the employees crowded in nine located bank agencies in cities that are part of two micro regions of the state of Rio de Janeiro. The sample was composed for 58 employees, representing 84% (eighty and four percent) of the searched universe. To the end of the study, in a general way, it was observed a favorable perception of the employees about the Quality of Work Life in the searched company. The results disclose in them that, of the strong points can especially detach in the criterion Social Integration in the Work Organization the indicating Interpersonal Relationship, and in the criterion Social Relevance of Work Life, the indicating Image of the Company. Already the pointers that deserve better attention are related with the criteria of the Adequate and Fair Compensation, specifically in the question of the Fair and Reasonable Pay, and also in the criterion Safe and Healthy Working Conditions, especially in the questions of Reasonable Hours of Working, Job Demands and Level of Stress at Work. / A gest?o da Qualidade de Vida no Trabalho (QVT) vem ganhando import?ncia no ?mbito das organiza??es e espa?os nas discuss?es acad?micas e empresariais. O presente trabalho teve como objetivo pesquisar qual a percep??o sobre a QVT dos funcion?rios admitidos p?s-1998, de uma sociedade de economia mista denominada aqui pelo nome-fantasia Banco da Pra?a. Para identificar a percep??o e o grau de satisfa??o em rela??o ao tema, esta pesquisa posiciona, do ponto de vista te?rico, as origens da qualidade de vida no trabalho nas teorias administrativas e apresenta sua diversidade de conceitos e modelos de QVT. A metodologia utilizada foi um estudo de caso com aplica??o de question?rio estruturado a partir dos crit?rios e indicadores propostos no modelo de Walton (1973). A popula??o refer?ncia do estudo foram os funcion?rios lotados em nove ag?ncias banc?rias localizadas em cidades que fazem parte de duas microrregi?es do estado do Rio de Janeiro. A amostra foi composta por 58 funcion?rios, representando 84% (oitenta e quatro por cento) do universo pesquisado. Ao fim do estudo, de um modo geral, observou-se que existe uma percep??o favor?vel dos funcion?rios quanto a Qualidade de Vida no Trabalho na empresa pesquisada. Os resultados revelam que, dos pontos fortes pode-se destacar no crit?rio Integra??o Social na Organiza??o especialmente o indicador Relacionamento, e no crit?rio Relev?ncia Social da Vida no Trabalho, o indicador Imagem da Institui??o. J? os indicadores que merecem melhor aten??o est?o relacionados com os crit?rios da Compensa??o Justa e Adequada, especificamente na quest?o da Remunera??o Adequada, e tamb?m no crit?rio Condi??es de Trabalho, especialmente nas quest?es da Jornada de Trabalho, Carga de Trabalho e Estresse.

Autonomy is one of the most commonly studied job characteristics in the work design literature and is commonly associated with large and positive effects on job satisfaction. There is reason to believe that autonomy may interact with personality characteristics to affect attitudinal outcomes, but prior research has tended to focus on the original growth-need-strength construct as a potential moderator with mixed results. One glaring gap in the literature is the lack of research that examines the Big Five constructs of personality as a potential class of moderators. Grant, Fried, and Juillerat (2010) have suggested additional research into the Big Five as moderators of individuals' attitudinal reactions to job characteristics. Moreover, several researchers (e.g., Dudley, Orvis, Lebiecki, & Cortina, 2006; Judge, Heller, & Mount, 2002; Major, Turner, & Fletcher, 2006) have called for increased attention to the facets of the Big Five in conducting such research. This dissertation addressed these two gaps in the research literature. First, the study examined conscientiousness as a potential moderator of the relationship between the job design characteristic of autonomy and the outcomes of job satisfaction and person-job fit. Second, the study tested specific hypotheses regarding these interactions using both the global construct of conscientiousness and the narrower sub-traits--or facets--that exist underneath the broader trait. This dissertation also contributes to the research literature by creating a new measure of person autonomy fit adapted from an existing person job fit measure (Cable & DeRue, 2002) and by showing that person autonomy fit mediates the effect of autonomy and job satisfaction and person job fit. Data were collected at two time points from 181 employees at a national wholesale distribution cooperative. Participants came from the corporate office and 10 independently owned locations across the United States, and held a wide variety of jobs. The results indicated strong main effects for autonomy and conscientiousness and its facets on job satisfaction, and a strong effect of autonomy on person-job fit, but did not find evidence of interactions between autonomy and conscientiousness or any of its facets. Moreover, the results indicate that person autonomy fit mediates the effect of autonomy on these two attitudinal outcomes. Based on these results, I suggest that organizations interested in creating work environments that foster high levels of job satisfaction can do so using at least two mechanisms: 1) by selecting individuals with higher levels of conscientiousness and 2) by providing high levels of autonomy in the workplace. I also argue that the potential payoff of providing autonomous work environments is far higher than for selecting workers predisposed to be more satisfied with their jobs. Finally, I suggest that more research is needed to understand the complex interaction between individual differences and workplace environments.

Demand for healthcare services is rising dramatically as the proportion of older adults in the United States increases, and the success of these healthcare organizations depends on cooperation among patients, doctors, and nurses. These interpersonal interactions come with costs associated with managing one's emotions in ways that are in line with completing job tasks effectively, especially as past research has demonstrated that nurses are likely to experience and respond to incivility, and nurses of minority backgrounds even moreso. This study examines the effect of experiencing incivility on engaging in surface acting, or simulating emotions that are not actually felt; how these two factors influence well-being outcomes; and the impact of racial differences in these relationships. A sample of 100 Black and White nurses participated in this research. Results indicate that experiencing incivility increases emotional exhaustion both directly and indirectly through engaging in surface acting in response to incivility. Additionally, findings suggest that Black nurses are more likely than White nurses to experience incivility from other nurses. These results highlight how incivility can contribute to burnout and negative health outcomes and that this effect may be particularly salient among Black nurses.

The current work-family literature strongly emphasizes the conflict between the multiple roles that workers and parents assume. This conflict literature leaves readers with the impression that individuals are experiencing stress to a level that detracts from their quality of life (Frone, 2003; Parasuraman, Greenhaus, & Granrose, 1992). A more balanced perspective recognizes both the disadvantages and the potential advantages of engaging in multiple roles. Recent evidence indicates that occupying the roles of worker and spouse/parent may also produce positive outcomes such as greater satisfaction in marriage and on the job (Barnett, 1998; Barnett & Garies, 2006). Greenhaus and Powell (2006) offer one theory that explains the positive interaction between work and family roles by introducing the concept of enrichment, a theory that explains why one role might improve the quality of life in the other role. Using a sample of intercollegiate coaches (N = 286) from institutions located in the United States, this study assessed the influence of work-family conflict and work-family enrichment in relation to occupational and life outcomes for college coaches. Levels of conflict in work-to-family and family-to-work were measured, as well as levels of enrichment in work-to-family and family-to-work. Multiple regression was utilized to analyze six conceptual models with gender, age of participant, the presence of children at home, work-family conflict and work-family enrichment as independent variables. The results indicated work-to-family enrichment ([beta] = .318) and family-to-work enrichment ([beta] = .257) were both significant predictors of life satisfaction (p < .01). Work-to-family conflict ([beta] = -.118) and family-to-work conflict ([beta] = -.269) were significant predictors of life satisfaction (p < .01). Likewise, work-to-family conflict ([beta] = .385) and family-to-work conflict ([beta] = .140) were significant predictors of career commitment (p < .01). Age was a significant predictor of career commitment (p < .05). The findings highlight the need for future theoretical models to include both work-family conflict and work-family enrichment as both contribute uniquely to career and life outcomes. Practical implications include educating athletic administrators of the benefits coaches may accrue as a result of being engaged in both family and work roles. / text

M.Tech. Business Administration. Business School. / Optimal performance outcomes when working from home (small office home office) (SOHO) refers to the impact of job satisfaction and work-life-balance on it. Working from home doesn't have an effect on job satisfaction but does influence work-life-balance positively. Two hypotheses were investigated: (1) whether the job satisfaction of employees working from home at Alexander Forbes was affected and (2) whether the work-life-balance of employees working from home at Alexander Forbes was affected.

The purpose of the study was to identify and describe the approach and strategies used to downsize a mental health organization. This ethnographic study was conducted at a psychiatric hospital that is beginning the 4th year of a 10 year downsizing plan. Data were gathered through interviews, informal observations, and field documents. This research design facilitated an understanding of the phenomenon in the context of the practices and beliefs of the executive management team. Semistructured interviews were conducted with six executive and four middle managers who were involved in the downsizing decision making process. Freeman and Cameron's (1993) definition of downsizing was broadened to encompass not-for-profit reasons for downsizing. Cameron's (1994) downsizing model was supported and an additional best practice called alignment of purpose was proposed in which the leadership of an organization attempts to align the stakeholders with similar goals and objectives for downsizing. The emotional process of downsizing emerged as a key area to address concurrently with job security and other more pragmatic consequences of downsizing. Empathy was suggested as one method of dealing with the emotional process of downsizing.

[Truncated abstract] Background Performance measurement in the not-for-profit sector is extremely important in terms of measuring the efficiency and effectiveness of organisations in achieving their goals. Performance indicators assist management in strategic decision making and fulfilling their accountability obligations for the best use of limited resources to funders, purchasers, consumers, and other stakeholder groups. Aim This thesis seeks to further the research into performance measurement in the notfor- profit sector by evaluating the effectiveness of different methods of employment (open employment and supported employment) for people with intellectual disabilities. The disability employment sector is selected as the sector in which to undertake this research, as there are hundreds of disability employment agencies across Australia, which either support people with intellectual disabilities in supported employment or place them into open employment; each of whom contracts directly with the Australian Commonwealth Government for the services they must provide in order to receive funding. Method The Eggleton (1991) performance measurement framework is used to justify the measurement of the effectiveness of the different methods of employment based on the job satisfaction and quality of life of individuals participating in each method of employment. Job satisfaction is measured using a refined version of the Barlow and Kirby (1991) job satisfaction questionnaire, while quality of life is measured using both a refined version of the Schalock and Keith (1993) quality of life questionnaire, and the original questionnaire. One hundred and seventeen people with intellectual disabilities, who were employed in either supported employment or open employment, are interviewed. Statistical analyses are conducted on the entire sample, and also on various sub-samples that control for differences between participants in open employment and supported employment in terms of the type of occupation performed, living environment, and functional work ability.

Thesis (Ph. D.)--University of New South Wales, 2005. / Also available online.

Thesis (M.A.) - Carleton University, 2006. / Includes bibliographical references (p. 85-102). Also available in electronic format on the Internet.