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Relação entre o suporte social e o capital psicológico positivo e a performance dos colaboradores: papel mediador do engagement no trabalho
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Abstract(s)
A performance laboral tem cada vez mais vindo a ser reconhecida pelas organizações. No setor hoteleiro, os trabalhadores são vistos como peça fundamental para a transmissão de uma boa impressão, relação de lealdade e qualidade com os clientes, o que se traduz numa vantagem competitiva (Slåtten & Mehmetoglu, 2011; Chi & Gursoy, 2009 citado por Paek, Schuckert, Kim, & Lee, 2015).
A presente investigação tem como objetivo principal compreender os mecanismos explicativos da performance no trabalho. Desta forma, pressupõe-se que o engagement no trabalho media a relação entre o suporte social dos colegas e das chefias, o capital psicológico positivo e a performance no trabalho, de encontro com o modelo teórico Job Demands-Resources.
O estudo seguiu um design metodológico transversal de natureza quantitativa. Primeiramente, foi elaborado um protocolo de investigação na plataforma eletrónica Google Forms. Posteriormente, de forma a testar o modelo desenhado, foi recolhida uma amostra de trabalhadores (N = 235) do setor hoteleiro no Algarve.
Os resultados mostraram as seguintes associações positivas: suporte social dos colegas e PsyCap, suporte social das chefias e engagement no trabalho, PsyCap e engagement no trabalho, PsyCap e performance laboral e, por último, a relação do engagement enquanto mediador entre o PsyCap e a performance no trabalho. No entanto, existiram hipóteses que não se comprovaram por não atingirem associações positivas significativas. As implicações na prática e pesquisa futura são consideradas.
Labor performance has increasingly been recognized by organizations. In the hotel sector, workers are seen as a key part of the transmission of a good impression, relationship of loyalty and quality with customers, which translates into a competitive advantage (Slåtten & Mehmetoglu, 2011; Chi & Gursoy, 2009 cited by Paek, Schuckert, Kim, & Lee, 2015). The main objective of this research is to understand the explanatory mechanisms of performance at work. Thus, it is assumed that engagement at work mediates the relationship between the social support of colleagues and managers, positive psychological capital and performance at work, in agreement with the framework of the Job Demands-Resources Model. The study followed a cross-sectional methodological design of quantitative nature. First, an investigation protocol was developed on the Google Forms electronic platform. Later, in order to test the model designed, a sample of workers (N = 235) from the hotel sector in the Algarve was collected. The results showed the following positive associations: social support from colleagues and PsyCap, social support of managers and engagement at work, PsyCap and engagement at work, PsyCap and work performance and, finally, the relationship of engagement as mediator between PsyCap and performance at work. However, there were hypotheses that were not proven to be because they did not reach significant positive associations. The implications in future practice and research are considered.
Labor performance has increasingly been recognized by organizations. In the hotel sector, workers are seen as a key part of the transmission of a good impression, relationship of loyalty and quality with customers, which translates into a competitive advantage (Slåtten & Mehmetoglu, 2011; Chi & Gursoy, 2009 cited by Paek, Schuckert, Kim, & Lee, 2015). The main objective of this research is to understand the explanatory mechanisms of performance at work. Thus, it is assumed that engagement at work mediates the relationship between the social support of colleagues and managers, positive psychological capital and performance at work, in agreement with the framework of the Job Demands-Resources Model. The study followed a cross-sectional methodological design of quantitative nature. First, an investigation protocol was developed on the Google Forms electronic platform. Later, in order to test the model designed, a sample of workers (N = 235) from the hotel sector in the Algarve was collected. The results showed the following positive associations: social support from colleagues and PsyCap, social support of managers and engagement at work, PsyCap and engagement at work, PsyCap and work performance and, finally, the relationship of engagement as mediator between PsyCap and performance at work. However, there were hypotheses that were not proven to be because they did not reach significant positive associations. The implications in future practice and research are considered.
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Keywords
Modelo exigências-recursos Suporte social PsyCap Engagement no trabalho Performance no trabalho