Predictors of Work-Related Well-Being in the Brazilian Psychology Literature

Abstract

Purpose: We aimed to identify the effects of predictors of work-related well-being in the Brazilian Psychology literature. Originality/value: Researchers have focused on employee well-being to optimize working conditions and work performance in organizations. Despite a long research tradition about well-being, the predictors of employee well-being are not clear in the Brazilian literature. Design/methodology/approach: First, in the literature review, we selected five studies using the descriptor “well-being” in the Brazilian portal of Electronic Journals in Psychology (Periódicos Eletrônicos em Psicologia [PePSIC]) and applied inclusion and exclusion criteria. Next, we compiled those studies’ evidence to perform a meta-analysis using the software Jamovi 0.9.5.12 and the plugin MAJOR Meta-analysis 1.0.0 R. Findings: The prediction of employee well-being - performed by means of intra-individual variables, connections with organizations and labor (O&L), and macro variables - was clear about the positive and negative impacts of variables on well-being. However, further research studies are necessary, especially those in the interface with Administration and other areas, in order to optimize the generalization of the effects we found. In summary, this study contributes to the field of study by presenting preliminary evidence to elaborate high impact, evidence-based policies and practices on people management, including a possible interdisciplinary association between Psychology and Administration.

Coping With Burnout? Measuring the Links Between Workplace Conflicts, Work-Related Stress, and Burnout

“…In the literature, the impact of job-related characteristics on professional burnout is treated differently depending on whether those are internal (depends on the person), external (depends on other), or organizational factors. For example, the factors such as management style, type of organization, employee position are considered to have no initial impact on employee well-being (Veiga & Cortez, 2020) including burnout (Cortez et al, 2019;Edú-Valsania et al, 2022). Meanwhile, factors related to employee interaction, such as non-collaborative leadership, conflicting or poor communication, lack of support, are significant for employee burnout (Shoman et al, 2021;Aronsson et al, 2017;Edú-Valsania et al, 2022).…”