Este ensaio pretende apresentar uma reflexão a respeito das investigações recentes sobre sentido do trabalho. A partir da discussão teórica foi possível destacar contribuições e desafios relevantes. Como contribuição está a compreensão do sentido do trabalho como um passo importante para a elaboração de políticas de gestão de pessoas (ULRICH e ULRICH, 2011; BIANCHI, 2013) que colaborem com os resultados organizacionais. Outra contribuição refere-se às investigações sobre o fenômeno que têm como foco as categorias profissionais. Estas investigações reforçam a relevância das organizações enquanto lugar de relações interpessoais importantes: um ambiente social que produz sentido. Por fim, ressaltam-se, nas investigações do contexto brasileiro, as atenções dadas à nova demografia do trabalho. Quanto aos desafios, urge um olhar sobre as modificações nas relações de trabalho considerando ambientes laborais permeados por intensos processos de flexibilização. E ainda, um desafio metodológico no que tange à seleção dos métodos mais adequados ao estudo deste fenômeno.Palavras-chave: Sentido do trabalho. Mundo do trabalho. Organizações.
Context: organizational culture tends to be investigated based on organizational consensus degree, even when it is seen as shared meanings. However, sharing meanings does not imply having the same opinions. On the contrary, there may be agreement on which cultural elements are relevant, even when opinions differ from each other, a fact that enables individuals to share cultural schemas, although they disagree with each other’s answers. Objective: we aim to use a scale of organizational values adapted to the Brazilian context to map cultural schemas based on a survey conducted with 207 workers from different companies. Method: recent advancements in the cultural cognition field have enabled the present tutorial article to map organizational culture schemas based on correlational class analysis. This method divides the sample into schematic classes by listing respondents based on the linear dependence between answers given to a questionnaire, rather than on agreement between respondents. Results: two different schematic classes (reactive and resilient) that condition the effect of attitudes and organizational structure on employee appreciation and satisfaction. Conclusions: besides providing a tutorial on how to use the investigated technique, the study points out its relevance for organizational culture field.
Organizational culture tends to be investigated based on organizational consensus degree, even when it is seen as shared meanings. However, sharing meanings does not imply having the same opinions. On the contrary, there may be agreement on which cultural elements are relevant, even when opinions differ from each other, a fact that enables individuals to share cultural schemes, although they disagree with each other’s answers. Recent advancements in the cultural cognition field have enabled the present tutorial article to map organizational culture schemes based on correlational class analysis. This method divides the sample into scheme classes by listing respondents based on the linear dependence degree between answers given to a questionnaire, rather than on agreement between respondents. The aim of this tutorial article is to use a scale of organizational values adapted to the Brazilian context in order to map cultural schemes based on a survey conducted with 207 workers from different companies. Results point toward two different scheme classes (reactive and resilient) that condition the effect of attitudes and organizational structure on employee appreciation and satisfaction. Besides providing a tutorial on how to use the investigated technique, the study points out its relevance for organizational culture field.
The study aimed at discussing the Value Creation based on the VAIC™ method and as a research field the companies that are part of the B3 (BM&FBOVESPA) Corporate Sustainability Index (ISE) portfolio. As a first approach, we selected the year 2016 after ten years of ISE history. The VAIC™ components were recovered and computed from the International Financial Reporting Standards ended in December 31, 2015. The hypotheses allowed to affirm the following: (i) there is interdependence among Invested Financial Capital, Intellectual Capital, and Value Creation; (ii) there are dimensions of Value Creation capable of differentiating and clustering the observations; and (iii) the allocative efficiency of companies can vary according to clusters. The main limitation is the size of the population/final sample — 29 corporations. The implications refer to the reinforcement of the theoretical existence of Value Creation based simultaneously on tangible and intangible assets and the possibility to categorize companies to broaden the understanding of the bases for appreciation of the value and pricing of assets traded on the stock exchange platforms.
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