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A inteligência emocional e a compaixão na gestão estratégica de Recursos Humanos
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Abstract(s)
Num mundo globalizado e competitivo, colaboradores satisfeitos e comprometidos com as suas organizações são uma vantagem competitiva cada vez mais importantes para as organizações. Ambientes organizacionais caracterizados por elevados níveis de Inteligência Emocional (IE) e Auto-Compaixão (AC) promovem maior satisfação dos colaboradores e, concomitantemente, maior comprometimento dos mesmos para com as respectivas organizações. Desta feita, importa, no mundo atual, que as organizações beneficiem de uma Gestão Estratégica de Recursos Humanos (RH) que promova elevados níveis de IE e de AC. Este estudo analisa, para três organizações açorianas, de diferentes sectores, o impacto da IE e da AC na satisfação e bem-estar no trabalho dos seus colaboradores. Para tal, foram obtidos dados primários ao nível dos colaboradores e grau de IE e de AC, através da aplicação de escalas de acordo com o estado da arte da Gestão de RH, Psicologia Organizacional e Terapias Contextuais, nomeadamente, as escalas Situational Test for Emotional Understanding (STEU-B), Situational Test for Emotional Management (STEM-B), Self-Care Compassion Scale (SEFLCS), Mindful Scale of Self-Care (MSCS), Job Satisfaction Survey (JSS) e Valorização e Reconhecimento no Trabalho (VR). Os dados apresentam elevada fiabilidade, dados os alphas de Cronbach e parâmetros de fiabilidade. Através da análise t-test e ANOVA identificam-se interessantes diferenças nos valores das escalas e subescalas, inclusive ao nível do género.
Através da estimação de modelos probit encontram-se os determinantes empíricos da satisfação no trabalho. As mulheres apresentam valores mais elevados de JSS, MSCS, SELFCS, STEU-B, STEM-B e VR do que os homens. Em média, quanto mais elevada a idade do respondente, menores os scores das escalas JSS, MSCS, SELFCS, STEU-B, STEM-B e VR. Os profissionais de saúde apresentam níveis médios de satisfação com o trabalho mais elevados não só quando comparados com os seus conterrâneos que trabalham no ramo da indústria e no ramo do turismo, mas, também, quando comparados com os seus congéneres da América do Norte. Existe uma elevada correlação entre a AC e a JSS, o que sugere que organizações que criam ambientes de trabalho compassivos beneficiarão de colaboradores mais satisfeitos e comprometidos. De igual modo, encontra-se uma elevada correlação entre a MSCS e a JSS, bem como entre a VR e a JSS.
De referir, ainda, que existe uma forte correlação entre os scores obtidos para as escalas STEU-B e STEM-B, mas não entre estes scores e a JSS.
ABSTRACT: In an increasingly globalized and competitive world, employees who are satisfied with their jobs and committed to their organizations are an increasingly important competitive advantage to their organizations. Organizational environments characterized by high levels of Emotional Intelligence (EI) and Self-Compassion (SC) promote greater employee satisfaction, and, concomitantly, greater employee commitment and alignment with their organizations. Consequently, it is of utmost importance that in today's world organizations benefit from Human Resources (HR) Strategic Management that promotes high levels of EI and SC, which increases, in turn, job satisfaction and commitment. This study analyzes, for three Azorean organizations, from different sectors, the impact of EI and SC on the satisfaction and well-being of their employees. To this end, primary data were obtained at the micro level of employees, as well as their degree of EI and SC, through scales in accordance with the state of the art of HR Management, Organizational Psychology, and Contextual Therapy, namely the Situational Test for Emotional Understanding (STEU-B), Situational Test for Emotional Management (STEM-B), Self-Care Compassion Scale (SEFLCS), Mindful Scale of Self-Care (MSCS), Job Satisfaction Survey (JSS) and Appreciation and Recognition at work (VR). The data are highly reliable, given the Cronbach alphas and reliability parameters. Through t-test and ANOVA analysis, interesting differences in the values of the scales and sub-scales are identified, including in terms of gender. Through the estimation of probit models, we find the empirical determinants of job satisfaction. Women have higher values of JSS, MSCS, SELFCS, STEU-B, STEM-B and VR compared to men. On average, the older the respondent, the lower the average scores of the JSS, MSCS, SELFCS, STEU-B, STEMB and VR scales. Health professionals have higher average levels of JSS not only when compared to their countrymen who work in the industry and in the tourism sector but also when compared to their North American counterparts. There is a high correlation between SELFCS and JSS, which suggests that organizations that create compassionate work environments benefit from more satisfied and committed employees. Likewise, there is a high correlation between MSCS and JSS, as well as between VR and JSS. There is a strong correlation between the STEU-B and STEM-B scales, but not between these scores and the JSS.
ABSTRACT: In an increasingly globalized and competitive world, employees who are satisfied with their jobs and committed to their organizations are an increasingly important competitive advantage to their organizations. Organizational environments characterized by high levels of Emotional Intelligence (EI) and Self-Compassion (SC) promote greater employee satisfaction, and, concomitantly, greater employee commitment and alignment with their organizations. Consequently, it is of utmost importance that in today's world organizations benefit from Human Resources (HR) Strategic Management that promotes high levels of EI and SC, which increases, in turn, job satisfaction and commitment. This study analyzes, for three Azorean organizations, from different sectors, the impact of EI and SC on the satisfaction and well-being of their employees. To this end, primary data were obtained at the micro level of employees, as well as their degree of EI and SC, through scales in accordance with the state of the art of HR Management, Organizational Psychology, and Contextual Therapy, namely the Situational Test for Emotional Understanding (STEU-B), Situational Test for Emotional Management (STEM-B), Self-Care Compassion Scale (SEFLCS), Mindful Scale of Self-Care (MSCS), Job Satisfaction Survey (JSS) and Appreciation and Recognition at work (VR). The data are highly reliable, given the Cronbach alphas and reliability parameters. Through t-test and ANOVA analysis, interesting differences in the values of the scales and sub-scales are identified, including in terms of gender. Through the estimation of probit models, we find the empirical determinants of job satisfaction. Women have higher values of JSS, MSCS, SELFCS, STEU-B, STEM-B and VR compared to men. On average, the older the respondent, the lower the average scores of the JSS, MSCS, SELFCS, STEU-B, STEMB and VR scales. Health professionals have higher average levels of JSS not only when compared to their countrymen who work in the industry and in the tourism sector but also when compared to their North American counterparts. There is a high correlation between SELFCS and JSS, which suggests that organizations that create compassionate work environments benefit from more satisfied and committed employees. Likewise, there is a high correlation between MSCS and JSS, as well as between VR and JSS. There is a strong correlation between the STEU-B and STEM-B scales, but not between these scores and the JSS.
Description
Dissertação de Mestrado, Ciências Económicas e Empresariais (Gestão de Recursos Humanos), 13 de dezembro de 2021, Universidade dos Açores.
Keywords
Compaixão nas Organizações Gestão Estratégica Inteligência Emocional Recursos Humanos Satisfação no Trabalho Compassion in Organizations Competitive Advantage of Organizations Emotional Intelligence Human Resources Strategic Management
Pedagogical Context
Citation
Menezes, Manuela Anglin Ferreira de Melo Cabral Gomes (2021). "A inteligência emocional e a compaixão na Gestão Estratégica de Recursos Humanos", 83 p.. Mestrado em Ciências Económicas e Empresariais (Gestão de Recursos Humanos). Ponta Delgada: Universidade dos Açores. [Consult. Dia Mês Ano]. Disponível em www:<http://hdl.handle.net/10400.3/6280>