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Advisor(s)
Abstract(s)
A pandemia COVID-19 trouxe desafios acrescidos ao mundo do trabalho, provocando alteraçÔes nas modalidades, rotinas e procedimentos das organizaçÔes e impactando a vida profissional e pessoal dos seus colaboradores. Estes aspetos operacionais, procedimentais e pessoais, foram ainda acompanhados por aquilo que tem vindo a ser identificado como uma erosĂŁo dos relacionamentos sociais no trabalho, motivada essencialmente pelos perĂodos de isolamento social, podendo ser mais ou menos agravada pela qualidade do suporte que as organizaçÔes prestam aos seus colaboradores e Ă manutenção dos vĂnculos com estes e entre estes.
O objetivo deste estudo centra-se na avaliação da influĂȘncia que o trabalho remoto, imposto pelas restriçÔes da pandemia COVID-19 e o suporte organizacional fornecido pelas organizaçÔes aos trabalhadores exerceram sobre o capital social organizacional. Para tal, consideramos trĂȘs dimensĂ”es de anĂĄlise essenciais: 1) o Capital Social Organizacional da organização, nas trĂȘs subdimensĂ”es propostas por Nahapiet e Ghoshal (1998), estrutural, relacional e cognitiva; 2) a perceção do Suporte Organizacional, orientada a medir o apoio fornecido aos colaboradores pelas organizaçÔes durante a pandemia; e 3) a satisfação com o trabalho remoto ou teletrabalho.
Para responder aos objetivos propostos, investigamos a influĂȘncia do trabalho remoto/teletrabalho e do suporte organizacional (SO) na erosĂŁo do capital social organizacional (CSO) durante a pandemia COVID-19, recorrendo a uma metodologia quantitativa, assente num processo hipotĂ©tico-dedutivo, suportada por inquĂ©rito por questionĂĄrio autoadministrado online, assente num modelo teĂłrico de trĂȘs dimensĂ”es.
Os resultados revelam que o capital social organizacional estå positivamente correlacionado com o suporte organizacional, assim como estå positivamente relacionada com a satisfação com o teletrabalho. Verificamos ainda existir uma correlação positiva entre o suporte organizacional e a satisfação com o teletrabalho organizacional.
The COVID-19 pandemic brought added challenges to the world of work, causing changes in the modalities, routines and procedures of organizations and impacting the professional and personal lives of their employees. These operational, procedural and personal aspects were also accompanied by what has been identified as an erosion of social relationships at work, essentially motivated by periods of social isolation, which may be more or less aggravated by the quality of support that organizations provide to their employees and the maintenance of bonds with and between them. The objective of this study focuses on evaluating the influence that remote work, imposed by the constraints of the COVID-19 pandemic, and the organizational support provided by organizations to workers exerted on organizational social capital. To this end, we considered three essential dimensions of analysis: 1) the Organizational Social Capital of the organization, in the three sub-dimensions proposed by Nahapiet and Ghoshal (1998), structural, relational and cognitive; 2) the perception of Organizational Support, aimed at measuring the support provided to employees by organizations during the pandemic; and 3) satisfaction with remote work or telecommuting. To answer the proposed objectives, we investigated the influence of remote/telework and organizational support (OS) on the erosion of organizational social capital (OSC) during the COVID-19 pandemic, using a quantitative methodology, based on a hypothetical-deductive process, supported by an online self-administered questionnaire survey, based on a three-dimensional theoretical model. The results reveal that organizational social capital is positively correlated with organizational support, as well as being positively related to satisfaction with telecommuting. We also found that there is a positive correlation between organizational support and satisfaction with organizational telework.
The COVID-19 pandemic brought added challenges to the world of work, causing changes in the modalities, routines and procedures of organizations and impacting the professional and personal lives of their employees. These operational, procedural and personal aspects were also accompanied by what has been identified as an erosion of social relationships at work, essentially motivated by periods of social isolation, which may be more or less aggravated by the quality of support that organizations provide to their employees and the maintenance of bonds with and between them. The objective of this study focuses on evaluating the influence that remote work, imposed by the constraints of the COVID-19 pandemic, and the organizational support provided by organizations to workers exerted on organizational social capital. To this end, we considered three essential dimensions of analysis: 1) the Organizational Social Capital of the organization, in the three sub-dimensions proposed by Nahapiet and Ghoshal (1998), structural, relational and cognitive; 2) the perception of Organizational Support, aimed at measuring the support provided to employees by organizations during the pandemic; and 3) satisfaction with remote work or telecommuting. To answer the proposed objectives, we investigated the influence of remote/telework and organizational support (OS) on the erosion of organizational social capital (OSC) during the COVID-19 pandemic, using a quantitative methodology, based on a hypothetical-deductive process, supported by an online self-administered questionnaire survey, based on a three-dimensional theoretical model. The results reveal that organizational social capital is positively correlated with organizational support, as well as being positively related to satisfaction with telecommuting. We also found that there is a positive correlation between organizational support and satisfaction with organizational telework.
Description
Keywords
Capital social organizacional Suporte organizacional Trabalho remoto COVID-19 Organizational social capital Organizational support Remote work Covid-19 pandemic