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Impacto da fofoca organizacional negativa na intenção de turnover e produtividade do colaborador: o papel mediador da fobia do local de trabalho
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Abstract(s)
A fofoca no contexto laboral é um fenómeno indissociável da realidade organizacional com diversas implicações individuais e organizacionais. Contudo, o seu estudo não tem tido um papel de destaque em Psicologia Organizacional, devido em parte a dificuldades de definição e à sua categorização marcadamente negativa. Resultam importantes lacunas no conhecimento em termos do seu impacto no objeto. Procura-se, neste estudo, avaliar o impacto, no sujeito, da perceção de ser vítima de fofoca negativa organizacional através das intenções de turnover e da produtividade percebida, pelo interesse organizacional que estas duas variáveis acarretam. Antecipa-se um efeito mediador da fobia do local de trabalho (conceito pouco estudado, com implicações ao nível do bem-estar individual e associado a resultados organizacionais negativos) e de moderação com a inteligência emocional e com as experiências de recuperação, as quais deverão atuar como mecanismos de proteção. Os fatores contextuais (de crescente destaque) manifestam-se no ajuste pessoa-organização e pessoa-trabalho. Estes constructos são avançados como possíveis mediadores na relação entre a fobia do local de trabalho e as variáveis de resultado. A amostra é composta de 200 indivíduos selecionados por conveniência, sendo o critério de inclusão o facto de se encontrarem empregados em Portugal, à data de participação. Verifica-se um efeito de mediação da fobia do local de trabalho na relação entre a vitimização por fofoca negativa e as variáveis de resultado. Os efeitos de moderação não funcionam de forma esperada. Entre a fobia do local de trabalho e as intenções de turnover, nenhum dos ajustes se assume como mediador; quando a relação é com a produtividade percebida extrai-se como mediador o ajuste pessoa-trabalho. Em termos de implicações práticas, o estudo ressalta a importância de considerar as dinâmicas de interação social como potenciais stressores importantes no local de trabalho e expõe uma abordagem sistemática de combate ao bullying.
Workplace gossip is an inseparable phenomenon from the reality of an organization and it has several individual and organizational implications. However, this construct hasn’t been at the forefront of the studies in Organizational Psychology due, in part, to some difficulties regarding its definition and its severe negative categorization. Thus, important knowledge gaps emerge in terms of its impact on the object. This study seeks to assess the impact, on the subject, of the perception of being victim of negative organizational gossip through turnover intentions and perceived productivity (both variables are of major organizational interest). There is an expected mediating effect of workplace phobia (a concept which has not been studied in depth, with implications for individual well-being and associated with negative organizational outcomes) regarding the aforementioned relationship. A moderation effect is also anticipated trough emotional intelligence and recovery experiences (conceptualized as protective mechanisms). Contextual factors (which are increasingly regarded in research) are represented by person-organization and person-job fit. These constructs are proposed as possible mediators in the relationship between workplace phobia and the outcome variables of turnover intentions and perceived productivity. The sample consists of 200 individuals selected by convenience, with the inclusion criterion of being employed in Portugal, at response date. The mediating effect of workplace phobia on the relationship between perceived negative gossip and the outcome variables is confirmed. Moderation effects do not work as expected. None of the fit variables behave as mediators between workplace phobia and turnover intentions; person-job fit is found to be a mediator between workplace phobia and perceived productivity. In terms of practical implications, the study emphasizes the importance of considering social interaction dynamics as important potential stressors in the workplace and exposes a systematic approach to combat bullying.
Workplace gossip is an inseparable phenomenon from the reality of an organization and it has several individual and organizational implications. However, this construct hasn’t been at the forefront of the studies in Organizational Psychology due, in part, to some difficulties regarding its definition and its severe negative categorization. Thus, important knowledge gaps emerge in terms of its impact on the object. This study seeks to assess the impact, on the subject, of the perception of being victim of negative organizational gossip through turnover intentions and perceived productivity (both variables are of major organizational interest). There is an expected mediating effect of workplace phobia (a concept which has not been studied in depth, with implications for individual well-being and associated with negative organizational outcomes) regarding the aforementioned relationship. A moderation effect is also anticipated trough emotional intelligence and recovery experiences (conceptualized as protective mechanisms). Contextual factors (which are increasingly regarded in research) are represented by person-organization and person-job fit. These constructs are proposed as possible mediators in the relationship between workplace phobia and the outcome variables of turnover intentions and perceived productivity. The sample consists of 200 individuals selected by convenience, with the inclusion criterion of being employed in Portugal, at response date. The mediating effect of workplace phobia on the relationship between perceived negative gossip and the outcome variables is confirmed. Moderation effects do not work as expected. None of the fit variables behave as mediators between workplace phobia and turnover intentions; person-job fit is found to be a mediator between workplace phobia and perceived productivity. In terms of practical implications, the study emphasizes the importance of considering social interaction dynamics as important potential stressors in the workplace and exposes a systematic approach to combat bullying.
Description
Keywords
Fofoca organizacional Bullying laboral Fobia do local de trabalho Intenções de turnover Produtividade percebida Fatores protetores