Florescimento no trabalho em uma unidade de pesquisa da Embrapa

Abstract

Flourishing is a concept oriented towards Positive Psychology, increasingly relevant in the organizational context because it relates to a condition of prosperity, happiness, engagement, motivation, satisfaction, and well-being. This study uses the PERMA theoretical model (Seligman, 2012) as a parameter, composed of five essential dimensions: positive emotions, engagement/flow, interpersonal relationships, and accomplishment. The research aims to understand how flourishing is configured in the work of employees in an Embrapa research unit, using a mixed-methods approach, based on the qualitative adaptation of the Workplace Flourishing Inventory (WFI) as a guide for semi-structured interviews, and the provision, through Google Forms, of a form to assess the perception of the degree of relevance and frequency of occurrence of the dimensions of flourishing. The research results showed that the employees of the Embrapa research unit perceived flourishing at work, with the integrated combination of the dimensions of positive emotions, engagement/flow, positive social relationships, meaning/feeling, and accomplishment. The results regarding the positive emotions dimension showed that respondents felt happy with the activities involved in their work. The flow dimension was mainly observed in the resolution of challenges at work. In the dimension of positive social relationships, the results demonstrated the existence of dialogue among colleagues and an environment conducive to fostering good relationships. In the dimension of meaning/purpose, the importance attributed by employees to the development of enjoyable activities, considered to have a significant impact and beneficial results for society, stands out. There was no data suggestive of improvement in the interviews. The dimension of achievement was identified through the possibility of developing broad activities in the company and the feeling of a mission accomplished. The dimensions of achievement, engagement, and meaning stand out as the most relevant, while the dimensions of positive emotions and social relationships showed greater heterogeneity, suggesting the possibility of intervention for improvement. The empirical categories that emerged during the study emphasize the need for greater interaction and integration among employees, the need to increase recognition and appreciation, prioritization of communication and information sharing, management support, and the evaluation system. The research findings can guide strategies for the company to improve engagement, enhance the quality of interactions, and reinforce the sense of purpose among employees.