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A relação trabalho-família : o desafio para ontem
Publication . Carvalho, Vania Sofia; Chambel, Maria José, 1962-
The subject of this thesis is the work and family relationship in an organizational perspective. This subject has been highlighted as an important element for research in occupational psychology, that as the main goal of promoting the quality of life in the work context. This project contains four empirical studies that explore: 1) how individuals perceive their work and family relationship; 2) the organizational antecedents of this relationship; 3) the impact of work and family relationship to well-being at work and subjective well-being. We use recognized theoretical models to support our assumptions: the Job Demands Control and Support (JDCS); the Job Demands-Resources (JD-R) and the Conservation of Resources theory (COR). In the first study, with a sample of bank employees (N=1885) thought the latent profile analysis we verified that the work-family conflict (WFC) and work-family enrichment (WFE) occur simultaneously and five different profiles emerged. The job characteristics of JDCS model revealed to be adequate to explain how individuals relate their work and family relationship. Thus, job autonomy and support are related with the profile where WFE is dominant and, on the contrary, job demands are related with the profile where WFC is dominant. Furthermore, the profile with more WFC has more burnout, lower satisfaction with life and worst health perceptions and the profile with more WFE has more engagement, higher satisfaction with life and better health perceptions. This study also demonstrate that the WFE seems to buffer the effect of WFC consequences. In the second study, with a sample of bank employees (N=1390) the results demonstrated that the JDCS model is an adequated model to explain the WFE once job demands were found to be negatively related to WFE while autonomy and supervisor support displayed a positive relation. We also observed that WFE is an important mechanism to explain the relationship between these job characteristics and employees’ well-being. We introduced the High-Performance Work Systems (HPWS) in this study and the results revealed that HPWS was a relevant organizational variable to explain job characteristics. However, we observed that it was also directly related to WFE. The third study was conducted with employees working in three units of the Portuguese Marine Corps. The results demonstrated that job characteristics are related to both WFC and WFE, which, in turn, explain militaries’ burnout and engagement. Moreover, WFC and WFE were found to mediate the relationship between job characteristics and well-being at work. The fourth study was realized with a sample of employees in a city council (N=218). In this study, we observed a positive relationship between perceived HPWS and WFE and a negative relationship between perceived HPWS and WFC. Furthermore, the results also indicated the presence of a serial mediation model where work–family balance and well-being at work act as mediators of perceived HPWS and subjective well-being. This set of studies reinforces the importance that the work and family relationship should have in the organizational world. By looking not only to the negative perspective but also to the positive perspective, to the job characteristics and to HPWS the results in this thesis disclosure how employees can have more well-being at work and subjective well-being.
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Fundação para a Ciência e a Tecnologia
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SFRH
Número da atribuição
SFRH/BD/76459/2011