Estresse de desafio social no trabalho: o papel moderador da habilidade política

Autores

DOI:

https://doi.org/10.22235/cp.v18i1.3511

Palavras-chave:

estresse social, estresse laboral, habilidade política, engajamento, relação curvilínea

Resumo

Este estudo oferece um contraponto à generalização dos efeitos positivos e lineares resultantes de estressores desafiadores no ambiente de trabalho. O objetivo norteador foi verificar se o estresse do desafio social impacta positivamente ou negativamente o engajamento no trabalho dos indivíduos, de acordo com o grau de habilidade política disponível pelos profissionais. Usamos análise de moderação e regressão hierárquica para avaliar essas relações. A amostra é de servidores públicos de uma instituição federal brasileira (N = 606). Os resultados indicam que a habilidade política modera positivamente a relação entre estresse social e engajamento, exceto nos casos em que tal habilidade é baixa, situação em que a interação se torna negativa. As evidências revelam que uma associação curvilínea positiva explica melhor a associação entre estresse social e Engajamento no trabalho. Os achados sugerem que o Modelo de Estresse Desafio-Obstáculo (MDO) tem aplicação condicionada pelas possíveis habilidades que determinado estressor demanda para ser avaliado como obstáculo ou desafio. Pretendemos ampliar a teoria sobre estressores e contribuir para a prática da gestão de pessoas, elucidando condições ou parcelas de profissionais em que o MDO não se aplica ou carece de contextualização.

Downloads

Não há dados estatísticos.

Biografias Autor

Romulo Matos De Moraes, Instituto Federal do Espírito Santo

Doctor in Cognition and Language from State University of Norte Fluminense Darcy Ribeiro. Master in Business Management from Fucape Business School. Research interests: Organizational Behavior and Applied Statistics.

Valtair Afonso Miranda , Faculdade Batista do Rio de Janeiro

Post-doctorate in Cognition and Language from State University of Norte Fluminense Darcy Ribeiro. PhD in History from Federal University of Rio de Janeiro

Rosalee Santos Crespo Istoe, Universidade Estadual do Norte Fluminense

Graduated in Psychology from the Methodist University of São Paulo/SP. Master's in Health Psychology from the Methodist University of São Paulo/SP. (1999) and a doctorate in Children's and Women's Health from the Oswaldo Cruz Foundation/RJ.  She is a Psychologist and Professor of the Master's and Doctoral Course in Cognition and Language at the Universidade Estadual do Norte Fluminense Darcy Ribeiro.

Referências

Agnst, R., Benevides-Pereira, A. M. T., & Porto-Martins, P. C. (2009). UWES Utrecht Work Engagement Scale: Escala de Engagement no Trabalho de Utrecht. http://www.wilmarschaufeli.nl/publications/Schaufeli/Test%20Manuals/Test_manual_UWES_Brazil.pdf

Allen, R. W., Porter, L. W., & Angle, H. L. (2016). Organizational influence processes. Routledge. https://doi.org/10.4324/9781315290614

Bakker, A. B., & Sanz-Vergel, A. I. (2013). Weekly work engagement and flourishing: The role of hindrance and challenge job demands. Journal of Vocational Behavior, 83(3), 397-409. https://doi.org/10.1016/j.jvb.2013.06.008

Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. I. (2014). Burnout and work engagement: The JD–R approach. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 389-411. https://doi.org/10.1146/annurev-orgpsych-031413-091235

Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22(3), 187-200. https://doi.org/10.1080/02678370802393649

Barreiro, C. A., & Treglown, L. (2020). What makes an engaged employee? A facet-level approach to trait emotional intelligence as a predictor of employee engagement. Personality and Individual Differences, 159, 109892. https://doi.org/10.1016/j.paid.2020.109892

Basit, A. A. (2020). How does political skill lead to job and organization engagement? Role of self-evaluations. Journal of Management Development, 39(7/8), 895-910. https://doi.org/10.1108/JMD-05-2019-0164

Bedi, A., & Schat, A. C. H. (2013). Perceptions of organizational politics: A meta-analysis of its attitudinal, health, and behavioural consequences. Canadian Psychology / Psychologie Canadienne, 54(4), 246-259. http://dx.doi.org/10.1037/a0034549

Blickle, G., Wendel, S., & Ferris, G. R. (2010). Political skill as moderator of personality–job performance relationships in socioanalytic theory: Test of the getting ahead motive in automobile sales. Journal of Vocational Behavior, 76(2), 326-335. https://doi.org/10.1016/j.jvb.2009.10.005

Brown, T. A. (2015). Confirmatory factor analysis for applied research (5th ed.). Guilford.

Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (2000). An empirical examination of self-reported work stress among US managers. Journal of Applied Psychology, 85(1), 65. https://doi.org/10.1037/0021-9010.85.1.65

Cifre, E., Vera, M., Rodríguez-Sánchez, A. M., & Pastor, M. C. (2013). Job-person fit and well-being from a gender perspective. Revista de Psicología del Trabajo y de las Organizaciones, 29(3), 161-168. https://doi.org/10.5093/tr2013a22

Clarke, S. (2012). The effect of challenge and hindrance stressors on safety behavior and safety outcomes: a meta-analysis. Journal of Occupational Health Psychology, 17(4), 387-397. https://doi.org/10.1037/a0029817

Cohen, P., West, S. G., & Aiken, L. S. (2014). Applied multiple regression/correlation analysis for the behavioral sciences (2nd ed.). Psychology Press.

Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2017). Organizational behavior: Improving performance and commitment in the workplace (5th ed.). McGraw Hill Irwin.

Conselho Nacional de Saúde. Brazil. (2022). Conselho Nacional de Ética em Pesquisa. http://conselho.saude.gov.br/comissoes-cns/conep/

Crawford, E. R., LePine, J. A., & Rich, B. L. (2010). Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test. Journal of Applied Psychology, 95(5), 834. https://doi.org/10.1037/a0019364

Cribari-Neto, F., & Lima, M. da G. A. (2014). New heteroskedasticity-robust standard errors for the linear regression model. Brazilian Journal of Probability and Statistics, 28(1). https://doi.org/10.1214/12-bjps196

De Lange, A. H., Taris, T. W., Kompier, M. A., Houtman, I. L., & Bongers, P. M. (2003). “The very best of the millennium": longitudinal research and the demand-control-(support) model. Journal of Occupational Health Psychology, 8(4), 282. https://doi.org/10.1037/1076-8998.8.4.282

De Moraes, R. M. (2017). Escala de percepção de política na organização: Adaptação e validação para o contexto brasileiro. Revista Eletrônica de Ciência Administrativa, 16(3), 197-212. https://doi.org/10.21529/RECADM.2017012

De Moraes, R. M., & Teixeira, A. J. C. (2020). Managers, engagement and political behaviors: A nonlinear relationship. Revista de Administração Contemporânea, 24, 218-231. https://doi.org/10.1590/1982-7849rac2020180255

De Moraes, R. M., Istoe, R. S. C., & Miranda, V. A. (2022a). Panorama bibliométrico do modelo de estresse desafio-obstáculo: evolução e tendências. InterSciencePlace, 17(5), 275-294.

De Moraes, R. M., Istoe, R. S. C., & Miranda, V. A. (2022b). Estresse e gênero no local de trabalho. Open Science Research (3), 2412-2420. https://dx.doi.org/10.37885/220308197

De Moraes, R. M., Istoe, R. S. C., & Miranda, V. A. (2023a). Escala de Estressores de Desafio Social no Trabalho: Validação Psicométrica e Aplicação no Contexto Brasileiro. Revista Psicologia: Organizações e Trabalho, 23(2), 2454-2460. https://doi.org/10.5935/rpot/2023.2.24256

De Moraes, R. M., Istoe, R. S. C., & Miranda, V. A. (2023b). How political skill and work engagement differ by hierarchical level: Evidence from Brazil. Revista Brasileira de Gestão de Negócios, 25, 533-550. https://doi.org/10.7819/rbgn.v25i4.4242

Dormann, C. F., Elith, J., Bacher, S., Buchmann, C., Carl, G., Carré, G., Marquéz, J. R. G., Gruber, B., Lafourcade, B., Leitão, P. J., Münkemüller, T., McClean, C., Osborne, P. E., Reineking, B., Schröder, B., Skidmore, A. K., Zurell, D., & Lautenbach, S. (2013). Collinearity: a review of methods to deal with it and a simulation study evaluating their performance. Ecography, 36(1), 27-46. https://doi.org/10.1111/j.1600-0587.2012.07348.x

Duarte, J., Berthelsen, H., & Owen, M. (2020). Not all emotional demands are the same: Emotional demands from clients’ or co-workers’ relations have different associations with well-being in service workers. International Journal of Environmental Research and Public Health, 17(21), 7738. https://doi.org/10.3390/ijerph17217738

Efron, B., & Narasimhan, B. (2020). The automatic construction of bootstrap confidence intervals. Journal of Computational and Graphical Statistics, 29(3), 608-619. https://doi.org/10.1080/10618600.2020.1714633

Eggli, A., Romano-Pereira, D., & Elfering, A. (2021). Short-term effects of social stressors at work on rumination and physical symptoms in social workers. Industrial Health, 59(4), 220-228. https://doi.org/10.2486/indhealth.2020-0192

Ferris, G. R., Treadway, D. C., Brouer, R. L., & Munyon, T. P. (2012). Political skill in the organizational sciences. In G. R. Ferris & D. C. Treadway (Eds.), Politics in organizations: Theory and research considerations (pp. 487-528). Routledge/Taylor & Francis Group.

Ferris, G. R., Treadway, D. C., Kolodinsky, R. W., Hochwarter, W. A., Kacmar, C. J., Douglas, C., & Frink, D. D. (2005). Development and validation of the political skill inventory. Journal of Management 31(1), 126-152. https://doi.org/10.1177%2F0149206304271386

Fuller, C. M., Simmering, M. J., Atinc, G., Atinc, Y., & Babin, B. J. (2016). Common methods variance detection in business research. Journal of Business Research, 69(8), 3192-3198. https://doi.org/10.1016/j.jbusres.2015.12.008

Gabel-Shemueli, R., Rondan, V. P., Lozano, R. A. P., & Huarcaya, G. A. (2012). Estrés laboral: relaciones con inteligencia emocional, factores demográficos y ocupacionales. Revista Venezolana de Gerencia, 17(58), 271-290.

Giorgi, G., Leon-Perez, J. M., & Arenas, A. (2015). Are bullying behaviors tolerated in some cultures? Evidence for a curvilinear relationship between workplace bullying and job satisfaction among Italian workers. Journal of Business Ethics, 131, 227-237. https://doi.org/10.1007/s10551-014-2266-9

Harris, J. N., Ferris, G. R., Summers, J. K., & Munyon, T. P. (2016). The role of political skill in relationship development, work and social networks, and work effectiveness. Human Resource Management Theory and Research on New Employment Relationships, 47-75.

Hayes, A. F. (2022). Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach (3rd ed.). Guilford.

Hayes, A. F., & Cai, L. (2007). Using heteroskedasticity-consistent standard error estimators in OLS regression: An introduction and software implementation. Behavior Research Methods, 39, 709-722. https://doi.org/10.3758/BF03192961

Hessels, J., Rietveld, C. A., & van der Zwan, P. (2017). Self-employment and work-related stress: The mediating role of job control and job demand. Journal of Business Venturing, 32(2), 178-196. https://doi.org/10.1016/j.jbusvent.2016.10.007

Jannesari, M. T., & Sullivan, S. E. (2021). Leaving on a jet plane? The effect of challenge–hindrance stressors, emotional resilience and cultural novelty on self-initiated expatriates' decision to exit China. Personnel Review, 51(1), 118-136. https://doi.org/10.1108/PR-05-2020-0362

Kane-Frieder, R. E., Hochwarter, W. A., & Ferris, G. R. (2014). Terms of engagement: Political boundaries of work engagement–work outcomes relationships. Human Relations, 67(3), 357-382. https://doi.org/10.1177/0018726713495068

Kern, M., & Zapf, D. (2021). Ready for change? A longitudinal examination of challenge stressors in the context of organizational change. Journal of Occupational Health Psychology, 26(3), 204. https://doi.apa.org/doi/10.1037/ocp0000214

Kern, M., Heissler, C., & Zapf, D. (2021). Social job stressors can foster employee well-being: Introducing the concept of social challenge stressors. Journal of Business and Psychology, 36, 771-792. https://doi.org/10.1007/s10869-020-09702-7

Kim, T. T., Karatepe, O. M., & Chung, U. Y. (2019). Got political skill? The direct and moderating impact of political skill on stress, tension and outcomes in restaurants. International Journal of Contemporary Hospitality Management, 31(3), 1367-1389. https://doi.org/10.1108/IJCHM-01-2018-0014

Kline, R. B. (2015). Principles and practice of structural equation modeling. Guilford publications.

Kubicek, B., Uhlig, L., Hülsheger, U. R., Korunka, C., & Prem, R. (2023). Are all challenge stressors beneficial for learning? A meta-Analytical assessment of differential effects of workload and cognitive demands. Work & Stress, 37(3), 269–298. https://doi.org/10.1080/02678373.2022.2142986

Lawrence, K. D. (2019). Robust regression: analysis and applications. Routledge.

LePine, J. A., Podsakoff, N. P., & LePine, M. A. (2005). A meta-analytic test of the challenge stressor–hindrance stressor framework: An explanation for inconsistent relationships among stressors and performance. Academy of Management Journal, 48(5), 764-775. https://doi.org/10.5465/amj.2005.18803921

Lesener, T., Gusy, B., & Wolter, C. (2019). The job demands-resources model: A meta-analytic review of longitudinal studies. Work & Stress, 33(1), 76-103. https://doi.org/10.1080/02678373.2018.1529065

Levy, P. E. (2010). Industrial/organizational psychology: Understanding the workplace (3rd ed.). Worth Publishers.

Lin, S. H., Wu, C. H., Chen, M. Y., & Chen, L. H. (2014). Why employees with higher challenging appraisals style are more affectively engaged at work? The role of challenging stressors: A moderated mediation model. International Journal of Psychology, 49(5), 390-396. https://doi.org/10.1002/ijop.12064

Lin, W., Ma, J., Wang, L., & Wang, M. O. (2015). A double‐edged sword: The moderating role of conscientiousness in the relationships between work stressors, psychological strain, and job performance. Journal of Organizational Behavior, 36(1), 94-111. https://doi.org/10.1002/job.1949

Liu, C., Liu, Y., Mills, M. J., & Fan, J. (2013). Job stressors, job performance, job dedication, and the moderating effect of conscientiousness: A mixed-method approach. International Journal of Stress Management, 20(4), 336-363. https://doi.org/10.1037/a0034841

Maher, L. P., Ejaz, A., Nguyen, C. L., & Ferris, G. R. (2021). Forty years of political skill and will in organizations: a review, meta-theoretical framework and directions for future research. Career Development International, 27(1), 5-35. https://doi.org/10.1108/CDI-07-2021-0191

Mauno, S., Kinnunen, U., & Ruokolainen, M. (2007). Job demands and resources as antecedents of work engagement: A longitudinal study. Journal of Vocational Behavior, 70(1), 149-171. https://doi.org/10.1016/j.jvb.2006.09.002

Mazzola, J. J., & Disselhorst, R. (2019). Should we be “challenging” employees?: A critical review and meta‐analysis of the challenge‐hindrance model of stress. Journal of Organizational Behavior, 40(8), 949-961. https://doi.org/10.1002/job.2412

Meisler, G. (2014). Exploring emotional intelligence, political skill, and job satisfaction. Employee Relations, 36(3), 280-293. https://doi.org/10.1108/ER-02-2013-0021

O'Brien, K. E., & Beehr, T. A. (2019). So far, so good: Up to now, the challenge–hindrance framework describes a practical and accurate distinction. Journal of Organizational Behavior, 40(8), 962-972. https://doi.org/10.1002/job.2405

Parker, S. L., Jimmieson, N. L., & Amiot, C. E. (2010). Self-determination as a moderator of demands and control: Implications for employee strain and engagement. Journal of Vocational Behavior, 76(1), 52-67. https://doi.org/10.1016/j.jvb.2009.06.010

Perrewé, P. L., Zellars, K. L., Ferris, G. R., Rossi, A. M., Kacmar, C. J., & Ralston, D. A. (2004). Neutralizing job stressors: Political skill as an antidote to the dysfunctional consequences of role conflict. Academy of Management Journal, 47(1), 141-152. https://doi.org/10.5465/20159566

Podsakoff, N. P., LePine, J. A., & LePine, M. A. (2007). Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: a meta-analysis. Journal of Applied Psychology, 92(2), 438. https://doi.org/10.1037/0021-9010.92.2.438

Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63, 539-569. https://doi.org/10.1146/annurev-psych-120710-100452

Rosen, C. C., Dimotakis, N., Cole, M. S., Taylor, S. G., Simon, L. S., Smith, T. A., & Reina, C. S. (2020). When challenges hinder: An investigation of when and how challenge stressors impact employee outcomes. Journal of Applied Psychology, 105(10), 1181. https://doi.org/10.1037/apl0000483

Rutner, P. S., Irani Williams, F., Campbell, C., & Riemenschneider, C. K. (2015). The politics of emotion: Exploring emotional labor and political skill across job types within the it/is profession. ACM SIGMIS Database: the DATABASE for Advances in Information Systems, 46(3), 52-73. https://doi.org/10.1145/2804075.2804079

Saks, A. M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness: People and Performance, 6(1), 19-38. https://doi.org/10.1108/JOEPP-06-2018-0034

Sanhokwe, H., & Chinyamurindi, W. (2023). Work engagement and resilience at work: The moderating role of political skill. SA Journal of Industrial Psychology, 49. https://doi.org/10.4102/sajip.v49i0.2017

Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and psychological measurement, 66(4), 701-716. https://doi.org/10.1177/0013164405282471

Schroder, U. A., & Silva, R. C. (2020). O ‘jeitinho brasileiro’a partir de uma perspectiva cognitivo-interacional (The ‘Brazilian jeitinho’from a cognitive-interactional perspective). Estudos da Língua (gem), 18(2), 117-134. https://doi.org/10.22481/el.v18i2.6287

Sun, S., & van Emmerik, H. I. (2015). Are proactive personalities always beneficial? Political skill as a moderator. Journal of Applied Psychology, 100(3), 966. https://psycnet.apa.org/doi/10.1037/a0037833

Vigoda‐Gadot, E., & Meisler, G. (2010). Emotions in management and the management of emotions: The impact of emotional intelligence and organizational politics on public sector employees. Public Administration Review, 70(1), 72-86. https://doi.org/10.1111/j.1540-6210.2009.02112.x

Publicado

2024-05-28

Como Citar

De Moraes, R. M., Miranda , V. A., & Istoe, R. S. C. (2024). Estresse de desafio social no trabalho: o papel moderador da habilidade política. Ciencias Psicológicas, 18(1), e-3511. https://doi.org/10.22235/cp.v18i1.3511

Edição

Secção

ARTIGOS ORIGINAIS

Artigos Similares

> >> 

Também poderá iniciar uma pesquisa avançada de similaridade para este artigo.