Redesenho proativo do trabalho: ampliando a compreensão da sua rede nomológica

Abstract

Job crafting was defined as a proactive behavior of workers, which seeks to modify the characteristics of their work in order to adjust their activities to their individual needs and characteristics. Personality and self-efficacy emerge as influential factors in this process, impacting both the way in which work is modified and the effects of this crafting on workers' well-being. The dissertation was divided into two studies with the aim of expanding the understanding of the nomological network of proactive job crafting. The first study consisted of a scoping review that mapped recent research (2019-2023) on the relationship between the big five personality factors and proactive job crafting. The results indicated that conscientiousness, openness to experience, and extraversion are closely associated with increased demands, while sociability contributes to increased social resources. Neuroticism, in turn, plays a more complex role, acting as a moderator in this relationship. The second study empirically analyzed the mediation of proactive job crafting between individual characteristics (self-efficacy and personality) and well-being at work, based on the theoretical framework of demands and resources at work (DRT), in a sample of 198 workers in the area of ​​Information Technology. The results indicated that self-efficacy and openness to experience exerted indirect effects on well-being, mediated by job crafting. Neuroticism had a negative and significant direct effect on well-being, without significant mediation. These results are presented to understand the interactions between self-efficacy, personality, job crafting and well-being, providing support for the development of organizational strategies that promote work environments more adjusted to the individual characteristics of workers.