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Quando a liderança cansa e afasta : o papel da avaliação cognitiva na relação entre perceção negativa da liderança, burnout e intenção de saída
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O stress em contexto organizacional desempenha um papel central na saúde e no bem-estar dos colaboradores, sendo influenciado pelos comportamentos de liderança. Este estudo analisou, à luz do Modelo Transacional do Stress de Lazarus e Folkman (1984) e do Modelo Interativo de Adaptação ao Stress de Rui Gomes (2014), de que forma a perceção dos trabalhadores acerca dos comportamentos negativos de liderança (incivilidade, feedback negativo e gestão passiva), enquanto precursores do stress laboral, predizem os níveis de burnout e intenção de saída, considerando a mediação da avaliação cognitiva. Participaram 210 colaboradores de diversos setores, que responderam a instrumentos. O modelo proposto foi testado através de análise de equações estruturais. Os resultados mostraram suporte parcial ao modelo. A frequência dos comportamentos negativos da liderança predizem aumento de burnout que, por sua vez, prediz o aumento a intenção de saída. Assim, o efeito da liderança negativa na intenção de saída foi mediado pelo desgaste emocional. A avaliação cognitiva de ameaça destacou-se como o principal mediador da relação entre liderança negativa e burnout. As perceções de desafio e a avaliação secundária apresentaram contributos reduzidos. Estes resultados reforçam a importância de promover lideranças positivas, segurança psicológica e estratégias de regulação emocional.
Stress in an organizational context plays a central role in the health and well-being of employees, being influenced by leadership behaviors. This study analyzed, in light of Lazarus and Folkman's (1984) Transactional Stress Model and Rui Gomes (2014) Interactive Stress Adaptation Model, how workers' perceptions of negative leadership behaviors (incivility, negative feedback and passive management), as precursors of occupational stress, predict levels of burnout and turnover intention, considering the mediating role of cognitive appraisal. A total of 210 employees from different sectors participated, responding to instruments. The proposed model was tested through structural equation modeling. The results provided partial support for the model. The frequency of negative leadership behaviors predicted increased burnout, which in turn predicts increased turnover intention. Thus, the effect of negative leadership on turnover intention was mediated by emotional exhaustion. Threat appraisal stood out as the main mediator of the relationship between negative leadership and burnout. Challenge appraisal and secondary appraisal showed reduced contributions. These results highlight the importance of promoting positive leadership, psychological safety, and emotional regulation strategies.
Stress in an organizational context plays a central role in the health and well-being of employees, being influenced by leadership behaviors. This study analyzed, in light of Lazarus and Folkman's (1984) Transactional Stress Model and Rui Gomes (2014) Interactive Stress Adaptation Model, how workers' perceptions of negative leadership behaviors (incivility, negative feedback and passive management), as precursors of occupational stress, predict levels of burnout and turnover intention, considering the mediating role of cognitive appraisal. A total of 210 employees from different sectors participated, responding to instruments. The proposed model was tested through structural equation modeling. The results provided partial support for the model. The frequency of negative leadership behaviors predicted increased burnout, which in turn predicts increased turnover intention. Thus, the effect of negative leadership on turnover intention was mediated by emotional exhaustion. Threat appraisal stood out as the main mediator of the relationship between negative leadership and burnout. Challenge appraisal and secondary appraisal showed reduced contributions. These results highlight the importance of promoting positive leadership, psychological safety, and emotional regulation strategies.
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Stress laboral Liderança negativa Desgaste emocional Perceção ameaça Rotatividade de colaboradores Occupational stress Negative leadership Emotional exhaustion Threat appraisal Employee turnover
Contexto Educativo
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Licença CC
Sem licença CC