Uma questão de interpretação: como esquemas compartilhados de significados moderam o impacto do clima organizacional no bem-estar do trabalhador / A matter of interpretation: how shared meaning schemas moderate the impact of organizational climate on worker well-being

This exploratory study evaluated the relationship between Human Resources (HR) practices, organizational climate, and employee well-being from the lens of the Social Exchange Theory. Therefore, data were analyzed using linear regression and structural equations. The results indicated that there is a positive impact of HR practices on both the organizational climate and employee well-being, as well as the organizational climate on well-being. However, the explanatory power of well-being was low, indicating the need for more customized human resources management. Additionally, HR practices and organizational climate sensitize well-being to a greater extent among women than men, suggesting that women may be able to absorb better the benefits of a friendly and contributory work environment. The study contributes to knowledge in people management oriented towards the well-being of employees.

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Antecedents and Consequences of Perceived Gender Discrimination in the Audit Profession

Auditing A Journal of Practice & Theory ◽

10.2308/ajpt-50737 ◽

2014 ◽

Vol 33 (3) ◽

pp. 1-32 ◽

Cited By ~ 27

Author(s):

Derek W. Dalton ◽

Jeffrey R. Cohen ◽

Nancy L. Harp ◽

Jeffrey J. McMillan

Keyword(s):

Organizational Climate ◽

Organizational Citizenship Behavior ◽

Gender Discrimination ◽

Turnover Intentions ◽

Well Being ◽

Organizational Outcomes ◽

Citizenship Behavior ◽

Management Support ◽

Female Partners ◽

The Impact

SUMMARY: This paper tests a model of perceived gender discrimination in the audit profession. Using a sample of 234 female auditors employed in public accounting firms, we examine the effects of workgroup composition factors and organizational climate factors on perceived gender discrimination, along with the impact of perceived gender discrimination on several critical organizational outcomes. We find that female auditors report lower levels of gender discrimination when employed (1) in firms with more female partners, (2) in firms with stronger ethical climates, (3) in firms that are more supportive of alternative work arrangements, and (4) in firms that provide higher levels of top management support for the personal well-being of their employees. Further, we find that perceived gender discrimination is associated with lower organizational citizenship behavior and higher turnover intentions. Implications for research and public policy are discussed.

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Impact on Organizations

10.1093/oxfordhb/9780199363643.013.25 ◽

2015 ◽

Author(s):

Alexis Smith ◽

Shalei Simms

Keyword(s):

Organizational Climate ◽

Organizational Performance ◽

Well Being ◽

Organizational Outcomes ◽

Organizational Impact ◽

Applicant Attraction ◽

Firm Reputation ◽

Retention Group ◽

The Impact

This chapter examines the organizational impact of discrimination. Through its effect on organizational personnel processes, unfair discrimination has far-reaching and long-lasting impact on individuals, groups, and the organization as a whole. The chapter reviews the multiple ways that discrimination can infect human resource practices and policies, which in turn negatively impacts organizational outcomes such as applicant attraction, employee well-being and retention, group and organizational performance, and firm reputation. It then turns to the role of organizational climate for diversity, which has a potentially mitigating effect on the impact of discrimination. It suggests that, through deliberate organizational learning, companies with positive climates for diversity have the capacity to use events of discrimination as a turning point toward sustained organizational change and growth. The chapter closes by exploring how organizations can create the conditions for this redemptive potential and, ultimately, learn from discrimination and prevent its reoccurrence.

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Measuring Impact of Stress in Sandwich Generation Caring for Demented Parents

GeroPsych ◽

10.1024/1662-9647/a000114 ◽

2014 ◽

Vol 27 (4) ◽

pp. 171-179 ◽

Cited By ~ 6

Author(s):

Laurence M. Solberg ◽

Lauren B. Solberg ◽

Emily N. Peterson

Keyword(s):

Factor Analysis ◽

Exploratory Factor Analysis ◽

Social Worker ◽

Resource Availability ◽

Well Being ◽

Sandwich Generation ◽

Item Questionnaire ◽

Significant Difference ◽

Adult Caregivers ◽

The Impact

Stress in caregivers may affect the healthcare recipients receive. We examined the impact of stress experienced by 45 adult caregivers of their elderly demented parents. The participants completed a 32-item questionnaire about the impact of experienced stress. The questionnaire also asked about interventions that might help to reduce the impact of stress. After exploratory factor analysis, we reduced the 32-item questionnaire to 13 items. Results indicated that caregivers experienced stress, anxiety, and sadness. Also, emotional, but not financial or professional, well-being was significantly impacted. There was no significant difference between the impact of caregiver stress on members from the sandwich generation and those from the nonsandwich generation. Meeting with a social worker for resource availability was identified most frequently as a potentially helpful intervention for coping with the impact of stress.

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Efficacy of Crisis Intervention

Crisis ◽

10.1027//0227-5910.20.2.78 ◽

1999 ◽

Vol 20 (2) ◽

pp. 78-85 ◽

Cited By ~ 6

Author(s):

Thomas Reisch ◽

Petra Schlatter ◽

Wolfgang Tschacher

Keyword(s):

Crisis Intervention ◽

Intervention Program ◽

Suicide Ideation ◽

Indirect Evidence ◽

Well Being ◽

Term Therapy ◽

Contributing Factors ◽

Step Therapy ◽

Long Term Therapy ◽

The Impact

This study assesses the efficacy of the treatment approach implemented in the Bern Crisis Intervention Program, where particular emphasis is placed on the remediation of suicide ideation and suicidal behavior, and depression, fear, and phobia are generally considered to be contributing factors. Four questionnaires addressing psychopathology, emotional well-being, social anxiety, and personality were administered prior to and after the treatment of 51 patients over a period of 2 to 3 weeks. The reduction of symptoms contributing to suicidal ideation and behavior was interpreted as indirect evidence of an antisuicidal effect of the program. Significant improvements were found in the psychopathology ratings, with depression and anxiety showing the largest reductions. The impact on personality and social phobia, however, was only moderate, and on average patients still exhibited symptoms after attending the program. This residual symptomatology points to the necessity of introducing a two-step therapy approach of intensive intervention targeted at the precipitating causes of the crisis, augmented by long-term therapy to treat underlying problems.

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The Therapist’s Reaction to a Patient’s Suicide

Crisis ◽

10.1027/0227-5910/a000062 ◽

2011 ◽

Vol 32 (2) ◽

pp. 99-105 ◽

Cited By ~ 23

Author(s):

Friedrich Martin Wurst ◽

Isabella Kunz ◽

Gregory Skipper ◽

Manfred Wolfersdorf ◽

Karl H. Beine ◽

...

Keyword(s):

Emotional Responses ◽

Well Being ◽

Emotional Reaction ◽

Emotional Reactions ◽

Analog Scale ◽

General Hospitals ◽

Item Questionnaire ◽

Retrospective Nature ◽

The Impact ◽

Over Time

Background: A substantial proportion of therapists experience the loss of a patient to suicide at some point during their professional life. Aims: To assess (1) the impact of a patient’s suicide on therapists distress and well-being over time, (2) which factors contribute to the reaction, and (3) which subgroup might need special interventions in the aftermath of suicide. Methods: A 63-item questionnaire was sent to all 185 Psychiatric Clinics at General Hospitals in Germany. The emotional reaction of therapists to patient’s suicide was measured immediately, after 2 weeks, and after 6 months. Results: Three out of ten therapists suffer from severe distress after a patients’ suicide. The item “overall distress” immediately after the suicide predicts emotional reactions and changes in behavior. The emotional responses immediately after the suicide explained 43.5% of the variance of total distress in a regression analysis. Limitations: The retrospective nature of the study is its primary limitation. Conclusions: Our data suggest that identifying the severely distressed subgroup could be done using a visual analog scale for overall distress. As a consequence, more specific and intensified help could be provided to these professionals.

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