A influência da qualidade de vida e tipos de cultura organizacional na percepção de bem-estar dos indivíduos da Sefaz -Ba

Abstract

The objective of this work was to investigate the influence of quality of life and organizational culture and respective dimensions and types, on the variance of wellbeing and its indicators in the perception of SEFAZ - BA employees. As a theoretical framework, the concepts of culture defined by the authors Cameron and Quinn (2006) were used. Quality of life was measured using the scales of at least two authors, Walton (1973) and Ferreira (2011). The dimensions of well-being established by de Paz (2004) were taken into account. As for the methodology, a quantitative approach with factor analysis and multiple regression was used. The survey results reveal that in the “Valuation” dimensions of well-being; “Relationship with Colleagues” and “Realization”, the clan culture shows itself to positively alter the perception of wellbeing of the individuals investigated. On the other hand, in the dimensions "identification with the organization" and "working conditions" the market culture is shown to negatively affect the perception of well-being, while the Adhocratic culture affects positively. With regard to quality of life, research has shown that the reward dimension affects the perception of well-being in the Valorization dimension, while the Interpersonal relationship dimension influenced the Relationship with Colleagues dimension along with the dimension of encouraging professional growth, which also showed itself significant in the dimension of well-being Achievement. Still in the dimension of well-being; achievement, the variable Respect was shown to affect positively. In this case, Respect was also significant for the dimension of well-being Identification with the organization. Support for the execution of quality of life work was only significant in terms of well-being and working conditions. When relating the three variables (Well-being, quality of life and culture), the research is significant for the literature, since it can be used by sectors such as the management of people in organizations that wish to improve the performance of their employees, for example. Finally, it is possible, through this work, that companies obtain theoretical support for the implementation of measures that can increase the well-being of their employees. Researching a single public sector organization is a limitation of this research