Currículo

Psicologia do Trabalho M8216

Contextos

ECTS

6.0 (para cálculo da média)

Objectivos

O aluno que complete com sucesso esta Unidade Curricular será capaz de: OA1. Analisar as condições de trabalho e seus efeitos sobre os indivíduos OA2. Realizar análises de competências profissionais OA3. Conceber e realizar diagnósticos sobre qualidade de vida no trabalho OA4. Identificar necessidades de mudança na concepção e organização do trabalho OA5. Planear e avaliar programas de intervenção para melhorar a qualidade de vida e o desempenho no trabalho

Programa

CP1. Teorias sobre a dinâmica da ação humana no trabalho 1.1 A psicologia do trabalho 1.2 Teorias da interação homem - tecnologia. CP2. Contexto de trabalho e Concepção de postos de trabalho 2.1 Evolução da natureza do trabalho e dispositivos de controlo. 2.2 Condições de trabalho. 2.3. Concepção de postos de trabalho. Técnicas de concepção de postos de trabalho 2.4 Análise de competências profissionais. CP3. Interação indivíduo - trabalho e qualidade de vida 3.1 Ajustamento indivíduo - trabalho/organização. 3.2 Princípios ergonómicos na organização do trabalho. 3.3 Erro humano no trabalho. 3.4 Qualidade de vida no trabalho: diagnóstico, promoção e intervenção 3.5. Ajustamento trabalho - vida extra-trabalho

Método de Avaliação

Regime de avaliação periódica inclui 2 componentes:(1) 50% - teste individual;(2) 50% - trabalho de grupo com relatório escrito e discussão oral; Avaliação final: exame (100%) A aprovação é obtida com a média ponderada das componentes igual ou superior a 9,5 valores e nota igual ou superior a 9,5 valores em cada uma das componentes da avaliação.

Carga Horária

Bibliografia

Principal

• Anderson,N., Ones,D., Sinangil, H., & Viswesvaran,C.(2002/2018). Handbook of industrial, work and organizational psychology, Vol 1. Thousand Oaks: Sage Brannick, M. & Levine, E.(2002). Job analysis. London: Sage Castillo, J. & Villena, J. (Org.).(2005). Ergonomia - conceitos e métodos. Lisboa: Dinalivro. Freitas, L.(2011/2022). Manual de Segurança e Saúde no Trabalho. Lisboa: Ed.Sílabo. Guérin, F., Laville, A., Daniellou, F., Duraffourg, J. & Kerguelen, A.(2006). Compreender o trabalho para transformá-lo: a prática da ergonomia. S.Paulo: Edgard Blücher. Ramos, S. (2020). Ergonomia e o desenho de sistemas de trabalho. In Caetano, Neves e Ferreira (Org.). Psicossociologia das Organizações: Fundamentos e Aplicações. Lisboa: Sílabo Schultz, D.P., & Schultz, S.E.(2010/2020). Psychology and Work Today: An Introduction to Industrial and Organizational Psychology (10th ed.). Routledge.:

Secundária

• Leplat, J. & Cuny, X. (1983). Introdução à psicologia do trabalho. Lisboa: Fundação Calouste Gulbenkian. Peiró, J.M., & Prieto, F.(1996). Tratado de psicologia del trabajo (Vol.I e II). Madrid: Síntesis. Brannick, M. T., Pearlman, K., & Sanchez, J. I. (2017). Work analysis. In Handbook of employee selection (pp. 134-161). Routledge. Quick, J. & Tetrick, L.(2003). Handbook of occupational health psychology. Washington: American Psychological Association. Bloco 1. Carroll, J.M. (1997). Human-Computer Interaction: Psychology as a Science of Design. Annual Review of Psychology, 48, 61-83. De Keyser, V., & Leonova A.B. (2001). Error prevention and well-being at work in western Europe and Russia. Dordrecht: Kluwer Academic Publishers. Frese, M., & Zapf, D. (1994). Action as the core of work psychology: A German approach. In H. C. Triandis, M. D. Dunnette & L. Hough (Eds.), Handbook of industrial and organizational psychology (Vol. 4, pp. 271-340). Palo Alto, California: Consulting Psychologists Press. Hacker, W. (2003). Action regulation theory: a practical tool for the design of modern work processes-European Journal of Work and Organizational Psychology, 2(2), 105 - 130. Kompier, M.(2003).Job design and well-being. M. J. Schabracq, J.A. M. Winnubst, C. L. Cooper (Eds). The Handbook of Work and Health Psychology. Chichester : John Wiley. Bloco 2. Arnold, J. (2005). Approaches to work motivation and job design. In J. Arnold (Ed) Work Psychology. Englewood Cliffs: Prentice-Hall. Athey, R.T., & Orth, M.S. (1999). Emerging competency methods for the future. Human Resource Management, 38, 215-226. Edwards, J.A. (2000). The nature and outcomes of work: a replication and extension of interdisciplinary work-design research. Journal of Applied Psychology, 85(6), 860- 868. Ghorpade, J.V. (1988). Job analysis. Englewood Cliffs: Prentice-Hall. Karasek, R., Brisson, C., Kawakami, N., Houtman, I., Bonger, P. & Amick, B. (1998). The Job Content Questionnaire (JCQ): an instrument for internationally comparative assessments of psychosocial job characteristics. Journal of Occupational Health Psychology, 3, 322-355 Morgeson, F. P., & Humphrey, S. E. (2006). The Work Design Questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91, 6, 1321-1339. Morrison, D., Cordery, J., Girardi, A., & Payne, R. (2005). Job design, opportunities for skill utilization, and intrinsic Job satisfaction. European Journal of Work and Organizational Psychology, 14(1), 59-79. Parker, S & Wall, T (1998) Job and work design: Organizing work to promote well-being and effectiveness. London: Sage. Ramos, S., Gonçalves, I., Simões, H., & Rebelo, F. (2010). O contributo do design ergonómico na interacção com dispositivos de controlo: um caso de reconcepção de um posto de trabalho. Laboreal, 6, (1), 17-28 http://laboreal.up.pt/revista/artigo.php?id=37t45nSU54711238:7625173931 Shippmann, J.S., Ash, R.A., Battista, M., Carr, L., Eyde, L.D., et al. (2000). The practice of competency modeling. Personnel Psychology, 53, 703-740. Spencer, L. M., & Spencer, S. (1993). Competence at work: Models for superior performance. New York: John Wiley and Sons. Bloco 3. Arnold, J. (2005). Stress in the workplace. In J. Arnold (Ed.), Work Psychology. Englewood Cliffs: Prentice-Hall. Barnett, R. C., Gareis, K. C., & Brennan, R. T. (1999). Fit as a mediator of the relationship between work hours and burnout. Journal of Occupational Health Psychology, 4(4), 307-317. Bond, F. & Bunce, D. (2001) Job control mediates change in a work reorganisation intervention for stress reduction. Journal of Occupational Health Psychology, 6, 290-302 Daniels, K., Gedikli, C., Watson, D., Semkina, A., & Vaughn, O. (2017). Job design, employment practices and well-being: A systematic review of intervention studies. Ergonomics, 60(9), 1177-1196. Griffin, R.W. (1991). Effects of Work Redesign on Employee Perceptions, Attitudes, and Behaviors: A Long-Term Investigation. Academy of Management Journal. 34(2), 425 - 435. Griffiths, A., & Munir, F. (2003). Workplace health promotion. In D.A. Hofmann, L.E. Tetrick (Eds) Health and Safety in Organizations: a Multilevel Perspective. San Francisco: Jossey-Bass. Grzywacz, J. G., & Marks, N. F. (2000). Reconceptualizing the work-family interface: An ecological perspective on the correlates of positive and negative spillover between work and family. Journal of Occupational Health Psychology, 5(1), 111-126. Kompier, M. (2003). Job design and well-being. M. J. Schabracq, J.A. M. Winnubst, C. L. Cooper (Eds). The Handbook of Work and Health Psychology. Chichester: John Wiley. Kristof,A.L. (1996). Person-Organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications. Personnel Psychology, 49 (1), 1-50. Kristof-Brown, A.M., Zimmerman, R.D., & Johnson, E.C. (2005) Consequences of individuals´fit at work: a meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58 (2), 281-342. Morgeson, F. P., Johnson, M. D., Medsker, G. J., Campion, M. A., & Mumford, T. V. (2006). Understanding reactions to job redesign: A quasi-experimental investigation of the moderating effects of organizational context on perceptions of performance behavior. Personnel Psychology, 59, 333-363. Morgeson, F.P. & Campion, M.A. (2002). Minimizing tradeoffs when redesigning work: evidence from a longitudinal quasi-experiment. Personnel Psychology, 55(3), 589 - 612. Parker, S.K. (2003). Longitudinal effects of lean production on employee outcomes and the mediating role of work characteristics. Journal of Applied Psychology, 88(4), 620-634. Parker,S.K., Wall, T.D. & Cordery, J.L. (2001). Future work design research and practice. Towards an elaborated model of job design. Journal of Occupational and Organisational Psychology. 74, 413-440 Parker, S. K., Morgeson, F. P., & Johns, G. (2017). One hundred years of work design research: Looking back and looking forward. Journal of applied psychology, 102(3), 403. Parkes, K. R. (1999). Shiftwork, job type, and the work environment as joint predictors of health outcomes. Journal of Occupational Health Psychology, 4, 256-268. Randall, R., Griffiths, A., & Cox, T. (2005). Evaluating organizational stress-management interventions using adapted study designs. European Journal of Work and Organizational Psychology, 23-41. Reason, J. (1990). Human Error. Cambridge, UK: Cambridge University Press Wilpert, B. & Qvale, Th. (eds.) (1993). Reliability and Safety in Hazardous Work Systems. Hove: Lawrence Erlbaum. Wilson, J.R. & Corlett, E.N. (eds) (1995). Evaluation of Human Work: a practical ergonomics methodology,2nd ed., Taylor & Francis. Wilson, M. G., DeJoy, D. M., Vandenberg, R. J., Richardson, H. A., & McGrath, A. (2004). Work characteristics and employee health and well-being: Test of a model of healthy work organizations. Journal of Occupational and Organizational Psychology, 77, 2004: 565-588.:

Disciplinas de Execução

2024/2025 - 2º Semestre

2020/2021 - 2º Semestre

2021/2022 - 2º Semestre

2022/2023 - 2º Semestre

2023/2024 - 2º Semestre