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Abstract(s)
Esta dissertação visa avaliar a realidade do employee engagement e bullying no local de
trabalho na Unidade Local de Saúde do Tâmega e Sousa, EPE. Os profissionais de saúde
estão expostos diariamente a situações muito exigentes, onde lidam com a vida, a
esperança, o sofrimento e a morte. É fundamental a existência de uma ligação emocional
e psicológica dos colaboradores com o hospital. Esta ligação tem impacto na relação com
as funções, com os colegas, e com a organização de uma forma geral. O presente estudo
visa avaliar o employee engagement destes trabalhadores, assim como a percepção dos
mesmos em relação ao fenómeno do bullying no seu local de trabalho. Será também foco
do nosso trabalho perceber os índices de compromisso organizacional.Este documento
foi estruturado num primeiro capítulo com a apresentação e fundamentação teórica dos
conceitos de Organizações Hospitalares, Bullying no local de trabalho e Employee
Engagement (EE). Partindo dos objetivos da dissertação foi elaborado um questionário
de recolha de dados, estruturado em quatro partes, uma primeira destinada à recolha dos
dados sociodemográficos e as restantes com aplicações de escalas para medir os três
conceitos, fazendo uso do recurso de escalas validadas, cientificamente, para o efeito
daquilo que se pretende medir. A metodologia utilizada foi de análise quantitativa, com
recurso ao tratamento de dados no programa informático IBM – SPSS - versão 28, com
recurso à aplicação do teste Utrecht Work Engagement Scale e Negative Acts
Questionnaire-Revised. A nossa amostra foi de um total de 389 indivíduos e os resultados
revelaram que quanto mais comprometidos estão com ULSTS, maior será o Engagement,
e subsequentemente menos se percecionam no papel de vítimas de bullying. Como
principais resultados podemos apontar que as mulheres vêem-se mais como sendo vítimas
de bullying em relação aos homens e, encontramos valores significativos dos que se dizem
vítimas de bullying diária e semanalmente. O local onde o fenómeno ocorre é
maioritariamente na sala de trabalho e não há participantes a identificarem-se como
agressores! A nossa amostra apresenta-se com valores de EE e CO bastante elevados. Há
índices de maior EE e CO nos divorciados/separados em relação aos casados/união de
fato, assim como os mais velhos e os habilitados com o mestrado por comparação com os
do 12º ano.
This dissertation aims to assess the reality of employee engagement and bullying in the workplace at the Unidade Local de Saúde do Tâmega e Sousa, EPE. Health professionals are exposed to very demanding situations on a daily basis, where they deal with life, hope, suffering and death. It is essential for employees to have an emotional and psychological connection with the hospital. This connection has an impact on their relationship with their jobs, their colleagues and the organization in general. This study aims to assess the employee engagement of these workers, as well as their perception of the phenomenon of bullying in their workplace. This document was structured in a first chapter with the presentation and theoretical foundation of the concepts of Hospital Organizations, Bullying in the workplace and Employee Engagement (EE). Based on the objectives of the dissertation, a data collection questionnaire was drawn up, structured into four parts, the first for collecting sociodemographic data and the rest for applying scales to measure the three concepts, using scientifically validated scales for the purpose of what is intended to be measured. The methodology used was quantitative analysis, with data processed using the IBM - SPSS - version 28, using the Utrecht Work Engagement Scale and Negative Acts Questionnaire-Revised. Our sample consisted of a total of 389 individuals and the results revealed that the more committed they are to ULSTS, the greater their Engagement, and subsequently the less they perceive themselves as victims of bullying. As main results we can point out that women see themselves as being victims of bullying more than men and we found significant values of those who say they are victims of bullying on a daily and weekly basis. The place where the phenomenon occurs is mostly in the work room and there are no participants identifying themselves as aggressors! Our sample presents very high EE and CO values. There are higher rates of EE and CO among those who are divorced/separated compared to those who are married/in a de facto union, as well as those who are older and those with a master's degree who are more engaged than the 12º.
This dissertation aims to assess the reality of employee engagement and bullying in the workplace at the Unidade Local de Saúde do Tâmega e Sousa, EPE. Health professionals are exposed to very demanding situations on a daily basis, where they deal with life, hope, suffering and death. It is essential for employees to have an emotional and psychological connection with the hospital. This connection has an impact on their relationship with their jobs, their colleagues and the organization in general. This study aims to assess the employee engagement of these workers, as well as their perception of the phenomenon of bullying in their workplace. This document was structured in a first chapter with the presentation and theoretical foundation of the concepts of Hospital Organizations, Bullying in the workplace and Employee Engagement (EE). Based on the objectives of the dissertation, a data collection questionnaire was drawn up, structured into four parts, the first for collecting sociodemographic data and the rest for applying scales to measure the three concepts, using scientifically validated scales for the purpose of what is intended to be measured. The methodology used was quantitative analysis, with data processed using the IBM - SPSS - version 28, using the Utrecht Work Engagement Scale and Negative Acts Questionnaire-Revised. Our sample consisted of a total of 389 individuals and the results revealed that the more committed they are to ULSTS, the greater their Engagement, and subsequently the less they perceive themselves as victims of bullying. As main results we can point out that women see themselves as being victims of bullying more than men and we found significant values of those who say they are victims of bullying on a daily and weekly basis. The place where the phenomenon occurs is mostly in the work room and there are no participants identifying themselves as aggressors! Our sample presents very high EE and CO values. There are higher rates of EE and CO among those who are divorced/separated compared to those who are married/in a de facto union, as well as those who are older and those with a master's degree who are more engaged than the 12º.
Description
Keywords
Organizações hospitalares Employee engagement Bullying no local de trabalho ULSTS Hospital organizations Bullying in the workplace Employee engagement