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Advisor(s)
Abstract(s)
O mundo do trabalho é cada vez mais imprevisível, complexo e instável, o que coloca crescentes desafios às organizações e às pessoas que nelas trabalham. Às organizações exige-se o aumento da sua competitividade e da sua agilidade para responder às constantes mudanças.
Simultaneamente, aos colaboradores exigem-se cada vez mais competências de modo a contribuírem para o sucesso organizacional. No equilíbrio entre os interesses das organizações e o bem-estar e produtividade dos colaboradores, situamos a inteligência emocional e o engagement no trabalho. Se por um lado a inteligência emocional tem sido apontada como preditora do engagement no trabalho, é sabido que este está associado tanto ao bem-estar do indivíduo como ao sucesso organizacional. O objetivo principal da presente investigação é analisar a relação entre a inteligência emocional e o engagement no trabalho. Pretende-se também analisar a associação entre variáveis sociodemográficas e profissionais com a inteligência emocional e com o engagement no trabalho. Participaram no estudo 161 colaboradores de três empresas de diferentes sectores de atividade que responderam à escala de avaliação das emoções (EAE; Schutte et al., 1998) e ao questionário de engagement no trabalho (UWES; Schaufeli et Bakker, 2004). O principal resultado encontrado permite-nos concluir que existe uma relação positiva entre a inteligência emocional e o engagement no trabalho, e que as habilitações literárias se relacionam positivamente com a inteligência emocional. Constata-se ainda que a inteligência emocional foi capaz de predizer 29% da variância do engagement no trabalho. Estes resultados apontam para importantes implicações para a prática, pois contribui para dotar as organizações de conhecimento orientador do desenvolvimento de políticas de recursos humanos que conjugam os interesses da organização com o bem-estar dos seus colaboradores.
The work environment is increasingly unpredictable, complex and unstable, presenting ever-growing challenges to companies and people working in them. Companies are expected to become more competitive and agile in order to react to constant change. At the same time, employees are required to become more skilled in order to contribute in a positive way to the company’s success. We place emotional intelligence and engagement in the balance between companies’ interests and the well-being and the productivity of employees. If, on one hand, emotional intelligence has been pointed out as precursor for engagement, we also know that it is closely linked to the employee’s well-being as well as the company’s success. The main goal of this investigation is to analyse the relationship between emotional intelligence and engagement. We also aim to analyse the association of the various sociodemographic and professional variables and emotional intelligence and engagement. 161 employees from three different companies from different sectors replied to the Scale of Emotional Intelligence (EAE; Schutte et al., 1998) and to the questionnaire about engagement in the workplace (UWES; Schaufeli et Bakker, 2004). The main result we obtained allows us to conclude that that there is a positive relationship between emotional intelligence and work engagement, and that academic qualifications are positively related to emotional intelligence. We can also conclude that emotional intelligence was able to predict 29% of the variance of engagement. These results point to significant practical implications, as they contribute to arm companies with guiding knowledge to develop HR policies that combine the company’s interests with the well-being of its employees.
The work environment is increasingly unpredictable, complex and unstable, presenting ever-growing challenges to companies and people working in them. Companies are expected to become more competitive and agile in order to react to constant change. At the same time, employees are required to become more skilled in order to contribute in a positive way to the company’s success. We place emotional intelligence and engagement in the balance between companies’ interests and the well-being and the productivity of employees. If, on one hand, emotional intelligence has been pointed out as precursor for engagement, we also know that it is closely linked to the employee’s well-being as well as the company’s success. The main goal of this investigation is to analyse the relationship between emotional intelligence and engagement. We also aim to analyse the association of the various sociodemographic and professional variables and emotional intelligence and engagement. 161 employees from three different companies from different sectors replied to the Scale of Emotional Intelligence (EAE; Schutte et al., 1998) and to the questionnaire about engagement in the workplace (UWES; Schaufeli et Bakker, 2004). The main result we obtained allows us to conclude that that there is a positive relationship between emotional intelligence and work engagement, and that academic qualifications are positively related to emotional intelligence. We can also conclude that emotional intelligence was able to predict 29% of the variance of engagement. These results point to significant practical implications, as they contribute to arm companies with guiding knowledge to develop HR policies that combine the company’s interests with the well-being of its employees.
Description
Keywords
Inteligência emocional Engagement no trabalho Organizações Emotional intelligence Work engagement Organisations