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O papel do humor na criatividade, bem-estar e retenção dos colaboradores
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Cada vez mais, as organizações exigem dos colaboradores a capacidade de adaptação a
diferentes contextos, para fazer face a um mercado global cada vez mais competitivo. Neste
contexto, o humor no trabalho surge como um mecanismo versátil que facilita a adaptação a
diferentes circunstâncias e permite melhorar a experiência do colaborador dentro da
organização, promovendo o bem-estar, a criatividade e a retenção de talento.
O presente estudo visa compreender o efeito que diferentes estilos de humor podem ter no bemestar,
criatividade e intenção de saída dos colaboradores. Para tal, o estudo foi suportado por
um inquérito por questionário, com uma amostra composta por 265 inquiridos. Foi
desenvolvido um modelo concetual que foi testado com recurso à modelação de equações
estruturais, usando o SmartPLS4. Os resultados sugerem que as dimensões positivas do humor
- autovalorizante e afiliativo – têm um efeito positivo, respetivamente, na criatividade e no
bem-estar no trabalho. Este, por sua vez, tem um impacto positivo na criatividade no trabalho
e um impacto negativo na intenção de saída. Em contrapartida, o humor negativo
autodepreciativo tem um impacto negativo no bem-estar no trabalho. De salientar que o bemestar
no trabalho exerceu um papel mediador entre ambos os tipos de humor (afiliativo e
autodepreciativo) e os resultados individuais e organizacionais - criatividade no trabalho, bemestar
no trabalho e intenção de saída. Por último, são apresentados os contributos teóricos, bem
com as implicações práticas do estudo.
More and more, organizations require employees to be able to adapt to different contexts, in order to face an increasingly competitive global market. In this context, humour at work has emerged as a versatile mechanism that facilitates adaptation to different circumstances and improves the employee experience within the organization, promoting well-being, creativity and talent retention. This study aims to understand the effect that different humor styles can have on workplace well-being, creativity at work and employees` intention to leave. To this end, the study was supported by a questionnaire survey with a sample of 265 respondents. A conceptual model was developed and tested using structural equation modeling using SmartPLS4. The results suggest that the positive humor styles - self-enhancing and affiliative - have a positive effect, respectively, on creativity at work and workplace well-being. The latter, in turn, has a positive impact on creativity at work and a negative impact on intention to leave. On the other hand, negative self-depreciating humor has a negative impact on workplace well-being. It should be noted that workplace well-being played a mediating role between both types of humor styles (affiliative and self-depreciating) and individual and organizational outcomes - creativity at work, workplace well-being and intention to leave. Finally, the theoretical contributions and practical implications of the study are presented.
More and more, organizations require employees to be able to adapt to different contexts, in order to face an increasingly competitive global market. In this context, humour at work has emerged as a versatile mechanism that facilitates adaptation to different circumstances and improves the employee experience within the organization, promoting well-being, creativity and talent retention. This study aims to understand the effect that different humor styles can have on workplace well-being, creativity at work and employees` intention to leave. To this end, the study was supported by a questionnaire survey with a sample of 265 respondents. A conceptual model was developed and tested using structural equation modeling using SmartPLS4. The results suggest that the positive humor styles - self-enhancing and affiliative - have a positive effect, respectively, on creativity at work and workplace well-being. The latter, in turn, has a positive impact on creativity at work and a negative impact on intention to leave. On the other hand, negative self-depreciating humor has a negative impact on workplace well-being. It should be noted that workplace well-being played a mediating role between both types of humor styles (affiliative and self-depreciating) and individual and organizational outcomes - creativity at work, workplace well-being and intention to leave. Finally, the theoretical contributions and practical implications of the study are presented.
Descrição
Mestrado Bolonha em Gestão de Recursos Humanos
Palavras-chave
Humor no Trabalho Bem-estar no Trabalho Criatividade no Trabalho Intenção de Saída Humor at Work Workplace Well-being Creativity at Work Intention to Leave
Contexto Educativo
Citação
Amaro, Melissa Alexandra Neves (2024). “O papel do humor na criatividade, bem-estar e retenção dos colaboradores”. Dissertação de Mestrado. Universidade de Lisboa. Instituto Superior de Economia e Gestão
Editora
Instituto Superior de Economia e Gestão