A equipe RINEPE está com dois trabalhos aprovados para o CBPOT (Congresso Brasileiro de Psicologia Organizacional do Trabalho) em 2018. São eles: "Comprometimento Organizacional no setor Público" e "Comprometimento Organizacional: análise da produção científica". Autores: Adauto de Vasconcelos Montenegro; Antonio Caubi Ribeiro Tupinambá e Raquel Libório Feitosa.
VIII CBPOT - Congresso Brasileiro de Psicologia Organizacional do Trabalho será realizado pela SBPOT e PUC-Goiás em Goiânia/GO na PUC-Goiás, no período de 11 a 14 de julho de 2018.
terça-feira, 29 de maio de 2018
terça-feira, 22 de maio de 2018
Curso Comprometimento Organizacional
Está sendo realizado o Curso Comprometimento Organizacional, oferecido pelo programa RINEPE. Este curso é coordenado pelo Prof. Caubi Tupinambá e a psicóloga Raquel Feitosa, e ministrado pelo psicólogo Adauto Montenegro. O público do curso conta com alunos dos cursos de graduação e pós-graduação da Psicologia, Administração e áreas afins.
Nas sequências das aulas, foram realizadas atividades em grupo que promoveram a interação entre os participantes do Curso Comprometimento Organizacional, com o suporte do bolsista RINEPE, Ítalo Rafael.
As aulas do curso Comprometimento Organizacional, além da exposição com recursos áudio-visuais, tem constantes atividades em grupo e debates de diversos temas.
quarta-feira, 16 de maio de 2018
Apresentação da Equipe RINEPE
Hoje, 16/05, foram apresentados os novos integrantes da Equipe RINEPE para o ano de 2018. Contamos com dois bolsistas de iniciação acadêmica, Mateus Holanda, da Ciências Econômicas, Flamel Araújo, da Administração e um bolsista de extensão, Ítalo Rafael, da Administração.
Os bolsistas encontram-se na foto abaixo, ao lado da coordenadora do RINEPE, a psicóloga e doutoranda Raquel Libório Feitosa.
Publicação do artigo "Brazilian managers’ ageism: a multiplex perspective"
Foi publicado no periódico International Journal of Manpower, em 15/05/2018, o artigo "Brazilian managers’ ageism: a multiplex perspective".O referido artigo tem como um dos autores o Prof. Antonio C. R. Tupinambá, coordenador do programa RINEPE.
Abstract:
Purpose – The purpose of this paper is to explore the Brazilian managers’ attitudes toward older workers, and how those attitudes explain HRM decisions in hypothetical scenarios.
Design/methodology/approach – Brazilian managers (n¼201) reported their attitudes toward older
workers and their decisions in scenarios involving an older vs a younger applicant/worker.
Findings – In spite of expressing positive attitudes toward older workers, a significant number of managers chose a younger one even when the older worker is described as more productive. To build a better understanding of how attitudes predict decisions, it is necessary to identify attitudinal profiles and the interplay between attitudinal dimensions, rather than simply studying each dimension separately. Attitudinal profiling also shows that some managers discriminate against younger workers, a finding, that is, ignored when (only) regressions are taken into account. The managers’ attitudes and behavioral intentions relate with their age. Evidence does not support the double jeopardy effect against older women workers.
Research limitations/implications – The sample is small. The scenarios cover a reduced number of HRM decisions. The data about attitudes and decisions were collected simultaneously from a single source. The findings may be influenced by idiosyncrasies of the context. Future studies should also consider real situations, not hypothetical ones.
Practical implications – Efforts must be made (e.g. via training and development) to raise managers’
awareness about the consequences of ageism in organizations.
Originality/value – Empirical studies about managers’ perceptions/attitudes toward older workers are
scarce. Studies in the Brazilian context are even scarcer.
Keywords Brazil, Ageism, Gender similarity bias, Managers’ attitudes towards older workers
Paper type Research paper
Link para ter acesso ao texto completo: https://www.emeraldinsight.com/doi/full/10.1108/IJM-09-2016-0167
Abstract:
Purpose – The purpose of this paper is to explore the Brazilian managers’ attitudes toward older workers, and how those attitudes explain HRM decisions in hypothetical scenarios.
Design/methodology/approach – Brazilian managers (n¼201) reported their attitudes toward older
workers and their decisions in scenarios involving an older vs a younger applicant/worker.
Findings – In spite of expressing positive attitudes toward older workers, a significant number of managers chose a younger one even when the older worker is described as more productive. To build a better understanding of how attitudes predict decisions, it is necessary to identify attitudinal profiles and the interplay between attitudinal dimensions, rather than simply studying each dimension separately. Attitudinal profiling also shows that some managers discriminate against younger workers, a finding, that is, ignored when (only) regressions are taken into account. The managers’ attitudes and behavioral intentions relate with their age. Evidence does not support the double jeopardy effect against older women workers.
Research limitations/implications – The sample is small. The scenarios cover a reduced number of HRM decisions. The data about attitudes and decisions were collected simultaneously from a single source. The findings may be influenced by idiosyncrasies of the context. Future studies should also consider real situations, not hypothetical ones.
Practical implications – Efforts must be made (e.g. via training and development) to raise managers’
awareness about the consequences of ageism in organizations.
Originality/value – Empirical studies about managers’ perceptions/attitudes toward older workers are
scarce. Studies in the Brazilian context are even scarcer.
Keywords Brazil, Ageism, Gender similarity bias, Managers’ attitudes towards older workers
Paper type Research paper
Link para ter acesso ao texto completo: https://www.emeraldinsight.com/doi/full/10.1108/IJM-09-2016-0167
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