Análise de critérios de qualidade de vida no trabalho: um estudo com empresas do mercado brasileiro

Abstract

This study aims to analyze the criteria contributing to the quality of life at work of workers in companies in the Brazilian market. The research involved over 340 thousand workers from 120 companies classified as incredible workplaces in Brazil. Structural equation modeling was performed as a methodological procedure to identify which criterion Walton (1973) proposed presents the most significant and least contribution to workers' quality of life at work. Among the main findings that respond to the research problem, it can be mentioned that the criterion with the most significant contribution to QWL was the Use and development of capabilities (C3), followed by Working conditions (C2), Social relevance of work in life (C8), Fair and adequate remuneration (C1), Constitutionalism (C6), Opportunities for growth and security (C4), work and the total life space (C7), and Social integration in the organization (C5). Regarding applicability, the study proposes a checklist with 32 practices for QWL management, prepared based on the analysis of the criteria and variables that most impact the QWL of workers in the Brazilian labor market. Although the study offers valuable contributions, it is essential to highlight its limitations. Since the companies' sectors were not made available, analyzing the contribution of the criteria and variables among the different sectors was impossible. The results cannot be generalized, requiring managers and companies to adapt the proposals to their specific realities. It is concluded that to improve QWL, companies need to invest in training programs that help develop new skills and knowledge, offer good health and safety conditions, foster a safe environment for employees to express professional and personal ideas and concerns, reward workers with a salary that is compatible with the market, allow workers to participate in defining their work goals, use fair criteria for promotion and career growth, establish a workload that allows workers to balance personal and professional life, and encourage employees to learn about the work perform work their colleagues. Future research suggests investigating whether the criteria and variables contributing to QWL vary between different sectors and validating the reliability and validity of the checklist in different organizational contexts.