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O papel do pensamento construtivo na adaptação psicológica aos riscos psicossociais
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Orientador(es)
Resumo(s)
Os resultados do 5.º Inquérito Europeu das Condições de Trabalho (Eurofound, 2012)
revelaram que um em cada cinco trabalhadores europeus reportaram baixo bem-estar psicológico. Estas
estimativas e as suas consequências mostram que o local de trabalho é um contexto social importante
para abordar os problemas de saúde mental e promover a saúde e bem-estar psicológico.
Nos últimos anos, aumentou a preocupação dos diversos países com a prevenção dos riscos
psicossociais devido ao reconhecimento do seu impacto na saúde e segurança dos trabalhadores,
nomeadamente através da introdução de medidas legislativas que obrigam os empregadores a realizar
a identificação de riscos previsíveis. A natureza dos riscos psicossociais é complexa e cobre três aspetos
dimensionais relacionados com os trabalhadores, o ambiente de trabalho e o trabalho em si mesmo e
que afetam a saúde das pessoas, através de processos psicológicos e fisiológicos. Neste âmbito, a
exposição aos comportamentos ofensivos no trabalho pode assumir consequências profundamente
negativas para a saúde e bem estar dos trabalhadores.
Tendo como enquadramento teórico o modelo de exigências-recursos no trabalho (modelo JDR;
e.g., Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) e a Cognitive-Experiential Self-Theory
(CEST; e.g., Epstein, 1973) este estudo teve por objetivo (1) identificar os riscos psicossociais presentes
no ambiente de trabalho de forma a ser possível preveni-los e propor medidas de intervenção à
organização estudada; (2) relacionar os riscos psicossociais com os sintomas psicopatológicos e o
absentismo; (3) analisar em que medida é que o pensamento construtivo pode moderar o impacto dos
riscos psicossociais nos sintomas psicopatológicos.
Participaram neste estudo 233 trabalhadores expostos a diferentes riscos psicossociais,
nomeadamente trabalho por turnos e contacto com o cliente.
Os resultados mostram que o impacto da exposição aos comportamentos ofensivos na
hostilidade aumenta quando os participantes apresentam pensamento polarizado, desconfiança dos
outros e pensamento supersticioso e diminui na ausência de preocupação. Pode-se concluir que o
pensamento construtivo tem o potencial de influenciar a adaptação psicológica das pessoas aos riscos
profissionais a que estão expostas na medida em que promove a empatia e a criatividade e boas relações
interpessoais. Assim, o pensamento construtivo pode ser visto como um recurso pessoal que torna a
pessoa mais funcional nas suas interações com o cliente, protegendo-a dos custos físicos e psicológicos que estas interações podem envolver. São discutidas as implicações teóricas e práticas deste estudo, as
suas limitações e estudos futuros.
The results of the 5th European Working Conditions Survey (Eurofound, 2012) revealed that one in five European workers reported low psychological well-being. These issues and their consequences show that the workplace is an important social context to approach mental health problems and to promote health and psychological well-being. In recent years, there has been an increasing concern among countries to prevent psychosocial risks by recognizing their impact on workers’ health and safety, notably by introducing legislation requiring employers to identify predictable risks. The nature of psychosocial risks is complex and covers three-dimensional aspects related to workers, the work environment and work itself and affecting the health of individuals through psychological and physiological processes. In this context, exposure to offensive behavior at work can have profoundly negative consequences for the workers’ health and well-being. Having as a theoretical framework the job demands-resources model (model JD-R, e.g., Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) and the Cognitive-Experiential Self-Theory (CEST, e.g., Epstein, 1973) this study aimed to (1) identify the psychosocial risks present in the work environment in order to be able to prevent them and propose intervention measures to the organization under study; (2) relate psychosocial risks to psychopathological symptoms and absenteeism; (3) analyze the extent to which constructive thinking can moderate the impact of psychosocial risks on psychopathological symptoms. Participants were 233 workers exposed to different psychosocial risks, namely shift work and contact with the client. The results show that the impact of exposure to offensive behavior in hostility increases when participants present polarized thinking, distrust of others, and superstitious thinking, and decreases in the absence of concern. In conclusion, constructive thinking has the potential to influence the psychological adaptation of individuals to the occupational risks to which they are exposed insofar as it promotes empathy and creativity and good interpersonal relationships. Thus, constructive thinking can be seen as a personal resource that makes the person more functional in their interactions with the client, protecting it from the physical and psychological costs that these interactions may involve. The theoretical and practical implications of this study, its limitations, and future studies are discussed.
The results of the 5th European Working Conditions Survey (Eurofound, 2012) revealed that one in five European workers reported low psychological well-being. These issues and their consequences show that the workplace is an important social context to approach mental health problems and to promote health and psychological well-being. In recent years, there has been an increasing concern among countries to prevent psychosocial risks by recognizing their impact on workers’ health and safety, notably by introducing legislation requiring employers to identify predictable risks. The nature of psychosocial risks is complex and covers three-dimensional aspects related to workers, the work environment and work itself and affecting the health of individuals through psychological and physiological processes. In this context, exposure to offensive behavior at work can have profoundly negative consequences for the workers’ health and well-being. Having as a theoretical framework the job demands-resources model (model JD-R, e.g., Demerouti, Bakker, Nachreiner, & Schaufeli, 2001) and the Cognitive-Experiential Self-Theory (CEST, e.g., Epstein, 1973) this study aimed to (1) identify the psychosocial risks present in the work environment in order to be able to prevent them and propose intervention measures to the organization under study; (2) relate psychosocial risks to psychopathological symptoms and absenteeism; (3) analyze the extent to which constructive thinking can moderate the impact of psychosocial risks on psychopathological symptoms. Participants were 233 workers exposed to different psychosocial risks, namely shift work and contact with the client. The results show that the impact of exposure to offensive behavior in hostility increases when participants present polarized thinking, distrust of others, and superstitious thinking, and decreases in the absence of concern. In conclusion, constructive thinking has the potential to influence the psychological adaptation of individuals to the occupational risks to which they are exposed insofar as it promotes empathy and creativity and good interpersonal relationships. Thus, constructive thinking can be seen as a personal resource that makes the person more functional in their interactions with the client, protecting it from the physical and psychological costs that these interactions may involve. The theoretical and practical implications of this study, its limitations, and future studies are discussed.
Descrição
Tese de mestrado, Psicologia (Secção de Psicologia Clínica e da Saúde, Núcleo de Psicoterapia Cognitivo-Comportamental e Integrativa), Universidade de Lisboa, Faculdade de Psicologia, 2018
Palavras-chave
Psicologia clínica Psicologia da saúde Psicologia da personalidade Psicologia das organizações Riscos psicossociais Hostilidade Teses de mestrado - 2018