Work Engagement in the Public Service: a multicultural model

The objective of this study is to propose a model to measure work engagement in Brazilian and Portuguese public service. The research is supported by a review of the literature that seeks to delineate the area of organizational behavior, the cross - cultural studies and the hypothetical theoretical model, which presents the ontological vision of the work. The unit of analysis are public institutions of both countries, the sample, which is of the convenience type, was composed of 609 respondents public servants. Three research instruments were used: the Articulación entre la Persona y la organización (APO) of Ramos, Jordão and Morais (2013); the Escala de Satisfação no Trabalho (EST) by Siqueira (2008); and the Utrecht Work Engagement Scale (UWES) tool by Schaufeli, Bakker & Salanova (2006). The results did not reject the hypotheses of the model, both of the Portuguese and Brazilian samples, and the comparison between them shows that in general the Portuguese are more satisfied and more engaged in the work than the Brazilians. The exception was observed only in the hypothetical factors Promotion and Salary.

本研究旨在构建一款量化模型，用以衡量巴西与葡萄牙公共服务领域的工作投入度。本研究依托相关文献综述开展，该综述旨在厘清组织行为学、跨文化研究范畴，并搭建阐释工作本体论视角的假设理论模型。本研究的分析单元为两国公共机构，通过便利抽样法共获取609名公职人员作为有效样本。本研究采用三套研究工具：拉莫斯、若尔当与莫赖斯（2013）编制的《个体与组织联结量表（Articulación entre la Persona y la organización，缩写APO）》；西凯拉（2008）编制的《工作满意度量表（Escala de Satisfação no Trabalho，缩写EST）》；以及绍法利、巴克与萨诺瓦（2006）开发的《乌得勒支工作投入量表（Utrecht Work Engagement Scale，缩写UWES）》。研究结果未拒绝该模型的各项假设，葡萄牙与巴西样本的检验均成立；二者的对比分析显示，整体而言葡萄牙公职人员的工作满意度与工作投入度均高于巴西公职人员，仅在晋升与薪酬这两个假设维度上存在例外。