Name: JOSIAS SOARES DE SOUZA
Publication date: 10/11/2020
Advisor:
Name |
Role |
|---|---|
| BRUNO HENRIQUE FIORIN | Advisor * |
Examining board:
| Name |
Role |
|---|---|
| BRUNO HENRIQUE FIORIN | Advisor * |
| MARCOS VINÍCIUS FERREIRA DOS SANTOS | External Examiner * |
| TACIANA DE LEMOS DIAS | Internal Examiner * |
Summary: Introduction: The constant changes in the labor market demand that organizations seek to improve their production. Through this search, organizations realized that they should prioritize their workers, as their knowledge and skills proved to be the great differential of organizations, making it essential to know the degree of satisfaction of these employees, which involves several factors such as: personal satisfaction, possibility of professional growth, recognition, good salary, benefits and a harmonious work environment, which generically and broadly defines quality of life at work (QLW). It can be said that the organizational climate influences the quality of life at work, since the organizational climate is nothing more than an indicator of the level of satisfaction (or dissatisfaction) experienced by employees at work. The problem is that, the changes in the structure of the productive processes of the organizations generated negative impacts on the health and safety in the work of their collaborators, aspects such as physical and mental exhaustion, low self-esteem and dissatisfaction became part of the worker's daily life. These may be the reasons for the increased absenteeism, temporary and permanent removal of these employees, causing organizations to rethink their relationship with employees. Thus, mechanistic practices gave way to a humanistic view, considering the human being in its entirety. These changes are also imposed on Higher Education Institutions, within these institutions the university environment is seen as a highly stressful scenario for the teacher, making it essential to know their perception, regarding Quality of life in work and the organizational climate, through these perceptions managers will be able to make more assertive decisions in order to create a healthy and stimulating environment. The main objective was to evaluate the correlation of the organizational climate and quality of life at work of professors from the Departments of Dental Clinic and Dental Prosthesis of the Dentistry course at UFES, identifying the levels of satisfaction and motivation in relation to the perception of these variables. In theoretical terms, the research brings an exposition of the main concepts and particularities used for the development of the study. As for the methods and procedures, it was an observational, descriptive study with a quantitative approach, developed through a survey research. This research was developed at UFES, and the population was composed of professors from the Departments of Dental Clinic and Dental Prosthesis of the Health Sciences Center. 44 teachers participated in this study and the instrument for data collection was organized through questionnaires, using an electronic form, aiming at knowing the sociodemographic profile, analyzing QLW and the organizational climate from the perspective of the teachers. The data were submitted to descriptive statistical techniques and inferences to analyze and identify possible correlations between the research variables. Pearson's correlation was used to assess the correlations between organizational climate and QLW. It was adopted a significance level of 5%, the sample normality test was also performed, opting for parametric evaluations. The results revealed that the majority of the participants were women, aged over 46 years, with a high level of schooling and experience in the institution. In general, the participants showed positive average satisfaction with the organizational climate and QWL; the correlation between QLW and organizational climate is strong and positive; and that this correlation is given by the similarity of their constructs and domains. Within the domains of QLW, the positive highlight was Use of Capabilities and the negative one Working Conditions, already within the organizational climate domains, the positive highlights were Interpersonal Relationship and Political-Administrative Succession and Behavior of Heads, and the negative highlight was Organization and Work Environment. Based on the results, as a technical / technological product, a managerial report on the QWL and the organizational climate of the professors was prepared. Through this report, managers will be able to develop strategies for improving the organizational environment, reducing the uncertainties in decision making. The research was developed within the Research Line 2 entitled "Technology, innovation and operations in the public sector", and is part of the Structuring Project 3, entitled: "Actions and final programs and government support / support".
