Background: This thesis explores the retirement behaviour of older people approaching retirement decisions. The research questions in focus deal with the attitudes toward work, the retirement preferences and the subjective well-being of the "youngest old", i.e. people aged 55–64. The included studies analyse the social determinants of these subjective evaluations and how they predict the timing of retirement and post-retirement well-being. Methods: In the included studies, methods are used that allow us to follow developments over time. Repeated cross-sectional analyses are employed to examine general developments pertaining to the older work force. These include OLS and logistic regression analysis. Longitudinal analyses are used to follow individual developments over time. These include Structural equation modelling and Cox regression analysis. Results: The results indicate that subjective evaluations such as attitudes to work and retirement preferences, as well as subjective well-being, are closely related to the structural conditions to which individuals are exposed, i.e. class position and work environment. The results also indicate that subjective evaluations such as preferred exit age and subjective well-being reported while in the work force are determinants of both the timing of retirement (in the case of preferred exit age and pre-retirement subjective well-being) and post-retirement subjective well-being (in the case of pre-retirement subjective well-being). Also, results indicate that recent policy changes in the Swedish pension systems are reflected in the retirement preferences of the older work force. A comparison of two time-points representing the incentive structure of the old and the new pension systems indicates that preferences were delayed with pension reform. Conclusion: The thesis contributes a temporal perspective to a research field that is dominated by research studying retirement behaviour at a single point of in time. The included studies underline the value of understanding retirement behaviour as a process rather than an isolated event. The way people evaluate their work, their well-being and their retirement prospects is intimately intertwined with their earlier experience. These subjective evaluations affect future retirement outcomes. Life course approaches offer illuminating tools for examining and explaining the significance of the biographies behind retirement behaviour. / Panel Survey of ageing and the elderly

The theses Psychological aspects of teleworking is dedicated to actual theme of a teleworking from the perspective of psychological aspects and teleworkers. In the theses a concept of teleworking is introduced in the current social context with its historical development. The main focus is on introduction a teleworking in relation with personal characteristics of a teleworker, well-being, work-life balance and social dimension of teleworking. In the empirical part there is introduced a mixed methods research - a combination of mapping study and case study. The theme of the empirical part is teamwork and psychological safety of specific group of teleworkers - lectors from the non-profit organization. In the quantitative part got involved both teleworkers and their managers, in the qualitative part evaluated the teamwork and psychological safety in the team only managers of the teams. Keywords Teleworking, telecommuting, personal characteristics, well-being, work-life balance

Submitted by admin tede (tede@pucgoias.edu.br) on 2018-05-28T14:47:18Z No. of bitstreams: 1 PRISCILLA PAIVA DE MEDEIROS DIAS 1.pdf: 1106547 bytes, checksum: 383b05e6c5c4329f32eda2d96d284473 (MD5) / Made available in DSpace on 2018-05-28T14:47:19Z (GMT). No. of bitstreams: 1 PRISCILLA PAIVA DE MEDEIROS DIAS 1.pdf: 1106547 bytes, checksum: 383b05e6c5c4329f32eda2d96d284473 (MD5) Previous issue date: 2017-12-01 / The present study aims to analyze the impact of the training program in coaching as a tool that allows to increase the positive experiences of work well-being. Studies on it have correlated with well-being, behavioral change and organizational performance. Coaching is a systematic process of self-reflection, learning and personal growth and is associated with the promotion of organizational results. However, few empirical studies have been conducted to confirm the influence of coaching on the well-being of workers. Well-being is a multidetermined construct that aims to highlight the healthy aspects of human beings and to demonstrate them in order to facilitate the living of a happy and productive life. Specifically, this study was divided into three parts, first a theoretical article of bibliographic review that discusses the historical evolution of coaching, concepts, applicability and its field of theoretical study. The second part is presented in the form of a systematic review that discusses the relationship between the coaching variable and well-being in the work context. And the third part analyzes the intervention in coaching in the organizational context. In the first part, coaching is presented as a tool with a historical evolution, such as concepts most used in the literature, applicability in the context of organizations and evolution as a theoretical field of knowledge. In the second part, it was analyzed in a systematic review correlating the coaching and wellbeing and the studies found in the literature about this correlation and empirical intervention, from the descriptors in Portuguese and English (Coaching and Well-being). A total of 45 articles were included, of which only eight were empirical research, with coaching strategies carried out in the context of the work. After describing the result found, the eight articles were analyzed, relating the constructs coaching and well being at work (well being at work). We analyzed the relationship between coaching and well-being at work. That is, the intervention in coaching as antecedent of well-being for the worker and the presentation of coaching as mediator in the work. Empirical studies have highlighted intervention in coaching as a positive organizational strategy to facilitate worker well-being. Coaching can play the role of an antecedent and mediator of well-being with the possibility of intervention in the work dynamics and resource of organizations. In the third part, an empirical article analyzes the intervention in coaching in the context of work as a predictor of well-being. A longitudinal study was carried out to test the coaching tool at time 1 and at time 2 after its intervention in the training format. The sample consisted of 75 workers, 60 women and 15 men, with a mean age of 32 years and with a high school education in 48% of the sample, from three Goiás organizations. It was observed in the results that the experiences of well-being in the work did not increase after the intervention in coaching, in the training format, for the group of workers investigated. / O presente estudo tem como objetivo analisar o impacto do programa de treinamento em coaching como ferramenta que possibilita aumentar as vivências positivas de bem-estar laboral. Os estudos sobre ele tem o correlacionado com bem-estar, mudança de comportamento e desempenho organizacional. Coaching é um processo sistemático de autorreflexão, aprendizagem e crescimento pessoal e está associado à promoção de resultados organizacionais. Entretanto poucos estudos empíricos tem sido realizados para confirmar a influência do coaching no bem-estar dos trabalhadores. O bem-estar é um construto multideterminado que objetiva destacar os aspectos saudáveis dos seres humanos e evidenciálos de modo a facilitar a vivência de uma vida feliz e produtiva. Especificamente, este estudo foi dividido em três partes, primeiramente um artigo teórico de revisão bibliográfica que discorre sobre a evolução histórica do coaching, conceitos, aplicabilidade e seu campo de estudo teórico. A segunda parte apresenta-se no formato de uma revisão sistemática que discorre sobre a relação existente entre a variável coaching e o bem-estar no contexto do trabalho. E a na terceira parte analisa a intervenção em coaching no contexto organizacional. Na primeira parte o coaching é apresentado como uma ferramenta com uma evolução histórica, como conceitos mais utilizados na literatura, a aplicabilidade no contexto das organizações e a evolução como um campo teórico de conhecimento. Na segunda parte foi analisada em uma revisão sistemática correlacionando o coaching e o bem-estar e os estudos encontrados na litetarura sobre essa correlação e intervenção empírica, a partir dos descritores em português e inglês (Coaching e Well-being). Foram incluídos 45 artigos, dos quais apenas oito deles eram pesquisas empíricas, com estratégias de coaching realizadas no contexto do trabalho. Após a descrição do resultado encontrado, os oito artigos foram analisados, relacionando os construtos coaching e bem-estar no trabalho (well being at work). Foi realizada a análise da relação estabelecida entre coaching e bem-estar no trabalho. Ou seja, a intervenção em coaching como antecedente de bem-estar para o trabalhador e a apresentação do coaching como mediador no trabalho. Os estudos empíricos evidenciaram a intervenção em coaching como uma estratégia organizacional positiva para facilitar o bemestar em trabalhadores. O coaching pode assumir o papel de um antecedente e mediador do bem-estar com possibilidade de intervenção na dinâmica do trabalho e de recurso das organizações. Na terceira parte um artigo empírico analisa a intervenção em coaching no contexto do trabalho como uma variável preditora de bem-estar. Um estudo longitudinal realizado para testar a ferramenta coaching, no tempo 1 e no tempo 2 após a sua intervenção no formato de treinamento. A amostra foi composta por 75 trabalhadores, sendo 60 mulheres e 15 homens, com idáde média de 32 anos e com ensino médio completo em 48% da amostra, de três organizações goianas. Observou-se nos resultados que as vivências de bem-estar no trabalho não aumentou após a intervenção em coaching, no formato de treinamento, para o grupo de trabalhadores investigados.

This article presents a vivid account of the day to day reality of a female manager in a busy UK city centre food retail store. Insights into some of the transformations in retail work are illuminated, namely restricted store budgets, lean staffing and a long-hours culture. The combination of these factors has resulted in increasing workplace demands and time pressures, with health and well-being consequences. This unique account enhances understandings of the twin challenges for managers in attempting to accommodate work-life balance for their staff and themselves personally. Despite these workplace pressures, the narrative is peppered with instances of practical and emotional concern and support.

La ricerca si propone di delineare alcune proposte pedagogico-educative per il benessere organizzativo. Per raggiungere tale obiettivo è stato necessario rilevare i cambiamenti in atto nel mondo del lavoro, rintracciando le trasformazioni che accomunano tra loro i diversi paesi europei. Inoltre, al fine di ricuperare uno sguardo pedagogico sul lavoro, è stata effettuata una riflessione, movendo dai classici della pedagogia per mettere in luce alcune categorie che risultano essere ancora attuali per leggere il lavoro. La ricerca si avvale dei risultati emersi da tre analisi di caso svolte con imprese eccellenti ubicate nella provincia di Brescia e fortemente impegnate a sempre più migliorare la relazione con i loro stakeholder interni ed esterni. / The research’s aim is to give some educational proposals in order to improve the well being at work. In order to achieve this aim, it has been detected how the world of work is changing. However, to be able to look the work from a pedagogical point of view, I have made a reflection studying the education’s classical authors, in order to find some categories, that are useful to understand the work. For this research I have made 3 case studies in excellent companies in Brescia, engaged to improve the relations with their internal and external stakeholders.

Made available in DSpace on 2016-08-03T16:34:29Z (GMT). No. of bitstreams: 1 MARIA APARECIDA BASILIO.pdf: 357376 bytes, checksum: e7664596484c9e27159877b28330e1d3 (MD5) Previous issue date: 2005-09-02 / Presently, the keynote in the scientific field is the search for a better understanding of wellbeing at work; it gathers researchers of different fields, who have demonstrated interest in the subject. In a corporate context, programs that promote health and quality of life acquire an important role when employee productivity and well-being are to be improved, whereas it is essential for the company to obtain growing results in order to have permanent improvements of the work conditions, organization and relationships. In other words, companies understand that by investing in these programs productivity should increase, generating resources that would encourage them to continue investing in employee well-being. This study s goal was to analyze the relationship between well-being at work - represented by job satisfaction, job involvement and affective commitment to the organization and participation in organizational health promotion programs. The sample size was of 117 workers (53 males and 64 females) of a multinational chemical and pharmaceutical company in the Greater São Paulo region, aged on average 30.28 years, 63 of which were single, 46 married and eight reported another marital status. The instrument used to develop this study was a survey consisting of four scales that measured job satisfaction, job involvement, affective commitment to the organization and frequency of participation in health promotion programs conducted by the company. All data collected by this instrument was numeric in nature, which allowed it to be analyzed through SPSS, version 13.0 for Windows. This data category includes information on sample description, well-being at work and participation in health promotion programs. A database was created in order to conduct descriptive analysis (frequencies, percentage distribution, means and standard deviations) and bivariate correlation (Pearson s correlation coefficient r). The data that allowed describing the health promotion programs carried out by the company were obtained by interviewing the social responsibility manager, analyzing the company report and brochures made to disclose and register these programs. A total of five program categories were identified: benefits, physical activities, health, cultural/leisure activities and community actions. The highest program adherence rate occurred in the benefits category due to the constant presence of the restaurant on the company s premises. This study revealed that, to a large extent, well-being at work - especially as far as job involvement, affective commitment to the organization, as well as satisfaction regarding co-workers, superiors and the job itself are concerned is practically not affected by health promotion programs implemented by the company. On the other hand, the participation in health promotion programs, which include the benefits, health and community actions categories, was related to promotion and salary satisfaction / No campo científico, a busca por uma maior compreensão acerca de bem-estar no âmbito do trabalho é a tônica do momento, reunindo estudiosos das mais diferentes áreas que demonstram interesse pelo tema. No contexto empresarial, o papel dos programas de promoção da saúde e qualidade de vida torna-se marcante quando se deseja o crescimento da produtividade e do bem-estar dos trabalhadores, considerando a obtenção de resultados crescentes, pela empresa, como fundamentais para que as melhorias nas condições, organização e relações de trabalho ocorram permanentemente. Ou seja, as empresas entendem que com o investimento nesses programas a produtividade deve aumentar, gerando recursos, para que esta se sinta estimulada a continuar investindo no bem-estar dos empregados. Este estudo teve como objetivo promover uma análise sobre as relações entre bem-estar no trabalho, representado por satisfação com o trabalho, envolvimento com o trabalho e comprometimento organizacional afetivo; e freqüência a programas organizacionais de promoção da saúde. A amostra foi constituída por 117 trabalhadores de uma indústria multinacional química e farmacêutica, situada na Grande São Paulo, sendo 53 do sexo masculino e 64 do sexo feminino, com idade média de 30,28 anos, dos quais 63 eram solteiros, 46 casados e oito registram outro estado civil. Para desenvolvimento deste estudo, utilizou-se como instrumento um questionário composto por quatro escalas que mediram satisfação no trabalho, envolvimento com o trabalho, comprometimento organizacional afetivo e freqüência de participação em programas de promoção da saúde, realizados na empresa. Todos os dados recolhidos por meio do instrumento eram numéricos, o que permitiu sua análise eletrônica pelo SPSS, versão 13.0 para Windows. Nessa categoria de dados incluem-se os de descrição da amostra, os referentes a bem-estar no trabalho e freqüência aos programas de promoção da saúde. Foi criado um banco de dados para realização das análises descritivas (freqüências, percentuais, médias e desvios-padrão) e de correlação bivariada (r de Pearson). Os dados que permitiram descrever os programas de promoção da saúde promovidos pela empresa foram obtidos por meio de entrevista com a gerente de responsabilidade social, análise do relatório da empresa e de folhetos elaborados para divulgação e registro desses programas. Um total de cinco categorias de programas foi identificado: benefícios, atividades físicas, saúde, atividades culturais/lazer e ações comunitárias. A maior freqüência aos programas ocorreu na categoria benefícios, pela presença constante no restaurante da empresa. Os resultados deste estudo revelaram que grande parcela do bem-estar no trabalho especialmente no que tange o envolvimento com o trabalho, comprometimento afetivo com a organização, bem como satisfações com os colegas, com a chefia e com o próprio trabalho praticamente independe dos programas de promoção da saúde promovidos pela empresa. Por outro lado, participação em programas de promoção da saúde que incluem as categorias de benefícios, saúde e ações comunitárias, relacionou-se a satisfações com promoções e com salário

Submitted by SBI Biblioteca Digital (sbi.bibliotecadigital@puc-campinas.edu.br) on 2017-02-14T14:22:15Z No. of bitstreams: 1 RITA PIMENTA DE DEVOTTO.pdf: 4782655 bytes, checksum: 8a2b52204f5ddcd14488022a1724b387 (MD5) / Made available in DSpace on 2017-02-14T14:22:15Z (GMT). No. of bitstreams: 1 RITA PIMENTA DE DEVOTTO.pdf: 4782655 bytes, checksum: 8a2b52204f5ddcd14488022a1724b387 (MD5) Previous issue date: 2016-12-14 / Coordena??o de Aperfei?oamento de Pessoal de N?vel Superior - CAPES / The central theme of this master thesis are the proactive behaviours at work called job crafting. Job crafting consists of informal individual initiatives to modify the work, in order to optimize resources and demands and or to make it more engaging and rewarding. Individuals shape their work experience through actions that redefine the tasks and relationships involved in the work, as well as through cognitive changes in the way they perceive work. The theoretical model of job crafting proposes that such actions take place at different organizational contexts and are independent of the degree of autonomy, complexity and authority involved in each work. Since its emergence in the qualitative research in 2001, the proactive approach of job crafting has attracted growing interest from researchers and practitioners, as an alternative that explains and highlights the energetic and daily efforts of the individual to change their working environment. In Brazil, research in job crafting is at an early stage. Five different interconnected studies were undertaken to deepen the theoretical and empirical knowledge about job crafting and to advance its research in Brazil. The first study presents a systematic review of the international scientific literature on job crafting. Evidences revealed an increase of scientific publications about the construct, driven by the development of measures. We found a lack of production in our context and the need to adapt measures to assess the construct and promote empirical research about job crafting in Brazil. The second study, which theoretically introduces the theme, aimed to meet the need to contribute to a chapter about job crafting for book to be published in Brazil. The chapter situates the job crafting approach, revises its conceptualization in the international literature, describes the state of the art in the evaluation of the construct, portrays the main antecedents and outcomes of job crafting according to recent empirical studies and discusses some benefits and practical implications. The third study presents the adaptation and validation of the Job Crafting Questionnaire to the Brazilian context. We conducted two studies with professionals in Brazil to investigate the internal structure of the instrument through exploratory and confirmatory techniques. The results indicated that the instrument presented adequate psychometric characteristics, being a valid measure for assessing job crafting in general populations in Brazil. The fourth study presents a systematic review and a meta-analysis on the relationship between job crafting and well-being. The positive relationship between both constructs was corroborated. We found that the job crafting has a greater effect on the positive dimension of the well-being. This study also brought evidences of a significant difference between the effect of job crafting on occupational and general well-being measures, indicating a better performance of the latter. Finally, we undertook an exploratory study about the job demands-resources model in the Brazilian context. Drawing on the network analysis technique, we investigated the relationships between the variables of working conditions, work engagement, job crafting and well-being, predicted by the job demands-resources model. Results supported some relationships predicted by the theoretical model. However, the job crafting, which predicted work engagement, did not happen at the expenses of the working conditions (resources and demands). This finding indicates the need to investigate other intrinsic precedents of job crafting. These five products of the master?s thesis advance research in job crafting in Brazil. / A tem?tica central da presente disserta??o s?o os comportamentos proativos no trabalho denominados de job crafting. Tais comportamentos consistem em iniciativas individuais informais que buscam modificar o trabalho, para otimizar seus recursos e demandas e ou para torn?-lo mais envolvente e gratificante. Os indiv?duos moldam sua experi?ncia de trabalho atrav?s de a??es que redefinem as tarefas e as rela??es envolvidas no trabalho, bem como por meio de mudan?as cognitivas na forma de perceber o seu trabalho. O modelo te?rico do job crafting prop?e que tais a??es acontecem em diferentes contextos organizacionais e s?o independentes do grau de autonomia, complexidade e autoridade envolvidos no trabalho. Desde o seu surgimento na pesquisa qualitativa em 2001, a perspectiva proativa do job crafting tem despertado crescente interesse de pesquisadores e profissionais, como uma alternativa que explica e salienta os esfor?os proativos e cotidianos do indiv?duo para alterar seu contexto de trabalho. No Brasil, a pesquisa em job crafting encontra-se em est?gio inicial. Foram empreendidos cinco estudos diferentes e interconectados que buscaram aprofundar o conhecimento te?rico e emp?rico sobre o job crafting e avan?ar sua pesquisa no Brasil. O primeiro estudo apresenta uma revis?o sistem?tica da produ??o cient?fica internacional sobre o job crafting. Verificou-se um crescimento de publica??es cient?ficas sobre o construto, impulsionado pelo desenvolvimento de medidas. Constatou-se a aus?ncia de produ??o no nosso contexto e a necessidade de adaptar medidas para aferir o construto e impulsionar a pesquisa emp?rica sobre o job crafting no Brasil. O segundo estudo introduz teoricamente a tem?tica e objetivou atender ? necessidade de contribuir com um cap?tulo sobre job crafting para um livro ainda in?dito no Brasil1. O cap?tulo situa a abordagem do job crafting, revisa sua conceptualiza??o na literatura internacional, descreve o estado da arte na avalia??o do construto, retrata os principais antecedentes e desfechos do job crafting de acordo com recentes estudos emp?ricos, e discute alguns benef?cios e implica??es pr?ticas. O terceiro estudo apresenta a adapta??o e valida??o do Job Crafting Questionnaire para o contexto brasileiro. Conduziu-se dois estudos com profissionais no Brasil para investigar a estrutura interna do instrumento por meio de t?cnicas explorat?rias e confirmat?rias. Os resultados indicaram que o instrumento apresentou caracter?sticas psicom?tricas adequadas, sendo uma medida v?lida para avalia??o do job crafting em popula??es gerais no Brasil. O quarto estudo apresenta uma revis?o sistem?tica e uma metan?lise sobre a rela??o do job crafting com o bem-estar. Corroborou-se a rela??o positiva entre ambos construtos. Constatou-se um maior efeito do job crafting sobre a dimens?o positiva do bem-estar. Verificou-se a exist?ncia de uma diferen?a significativa entre o efeito do job crafting nas medidas de bem-estar ocupacionais e gerais, indicando um melhor desempenho destas ?ltimas. Por fim, apresenta-se um estudo explorat?rio sobre o modelo de recursos e demandas no trabalho no contexto brasileiro. Valendo-se da t?cnica de an?lise de redes, foram investigadas as rela??es previstas no modelo de recursos e demandas no trabalho, entre as vari?veis de condi??es de trabalho, engajamento no trabalho, job crafting e bem-estar. Os resultados corroboram algumas rela??es previstas no modelo te?rico. Por?m o job crafting, apesar de preditor do engajamento no trabalho, n?o aconteceu em virtude das condi??es de trabalho (recursos e demandas). Este achado indica a necessidade de investigar outros precedentes de natureza intr?nseca do job crafting. Estes cinco produtos da disserta??o avan?am o conhecimento sobre a pesquisa em job crafting no Brasil.