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Objective: Researchers have investigated the relationship between the meaning of work and variables related to work well-being. This study investigated the relationships between transformational leadership and job performance, and the mediation of the meaning of work in these relationships. Method: A total of 397 professionals of a Brazilian public university participated, answerin gforced-choice questionnaire. The relationship model between variables was tested using structural equations. In addition, the parameters of indirect effects of mediation were tested using bootstrap (100 resamples). Results: The results indicated that job performance levels were explained by transformational leadership. The meaning of work explained 86% of the relationship between the variables. Conclusion: The study contributes by presenting data of acquiescence control and in explaining the impact of variables on professionals’ job performance. Resumo Objetivo: Estudiosos tem se aprofundado nas relações do sentido do trabalho com variáveis ligadas ao bem-estar laboral. O estudo investigou as relações entre a liderança transformacional e o desempenho no trabalho, e a mediação do sentido do trabalho nessas relações. Método: Participaram 397 servidores brasileiros de uma universidade pública, que responderam os instrumentos na versão de escolhas forçadas. O modelo de relação entre as variáveis foi testado por meio de equações estruturais e os parâmetros de efeitos indiretos da mediação foram testados por meio de bootstrap (100 reamostragens). Resultados: Os resultados indicaram que os níveis de desempenho no trabalho foram explicados pela liderança transformacional. O sentido do trabalho explicou 86% da relação entre as variáveis. Conclusão: O estudo contribui pela coleta de dados com controle de aquiescência e na explicação do impacto das variáveis no desempenho dos servidores públicos.

El estudio evaluó la relación entre el liderazgo de servicio y las intenciones laborales, mediadas por la pasión por el trabajo, en un estudio longitudinal. Los datos se recopilaron en tres oleadas, con intervalos de tres meses entre ellos, totalizando un período de recopilación de datos de seis meses. La muestra total estuvo constituida por 479 trabajadores de todas las regiones brasileñas y de ambos sexos (70,4% mujeres). Los resultados del análisis de panel rezagado cruzado mostraron que el liderazgo de servicio predijo positivamente las intenciones de trabajo. Además, la pasión por el trabajo medió parcialmente la relación entre el liderazgo de servicio y las intenciones laborales. Sin embargo, contrariamente a lo esperado, esta mediación fue negativa. Los resultados se discuten a la luz del Modelo de Evaluación de la Pasión por el Trabajo, que brindó soporte teórico para la investigación. This study evaluated the relationship between servant leadership and work intentions, mediated by passion for work, in a longitudinal study. Data were collected in three waves, with three-month intervals in between, totaling a six-month data collection period. The total sample consisted of 479 workers of both genders (70.4% women) from all Brazilian regions. The results of the cross-lagged panel analysis showed that the servant leadership positively predicted work intentions. In addition, passion for work partially mediated the relationship between servant leadership and work intentions. However, contrary to expectations, this mediation was negative. The results are discussed according to the Passion for Work Assessment Model, which provided theoretical support for the investigation.

The purpose of this research was to empirically test the hypothesis that the organizational psychological safety climate and the perception of organizational politics predict the extent to which employees feel engaged in their work. Using hierarchical linear modeling and data collected from 1,244 employees in 64 organizations, organizational level psychological safety climate and employee-level perception of organizational politics predicted employee work engagement. There was also an unexpected significant cross-level interaction, so that the negative effect of the perception of organizational politics was amplified in organizations with a positive psychological safety climate. In other words, organizational psychological safety benefits the work engagement of individuals more when they perceive the existence of low organizational politics. The results offer insight into the mechanisms by which the perceived organizational context may influence employees‟ work engagement and highlight the importance for the perceived organizational consistency in the promotion of work engagement within their organization.

The family studies and its influence on social, emotional and cognitive development of children and adolescents have received attention in recent years. Researchers have stressed the importance of parenting styles, which to overall characteristics of interactions between parents and children. These characteristics have been discussed by Baumrind, Maccoby and Martin, and Steinberg, which expanded the understanding of the subject. Based on these authors, some studies aimed to investigate the association between parenting styles, psychopathology and positive aspects of development. However, a clinical model was proposed just in the nineties by Jeffrey Young, based on Schema Therapy. According to Young, the parenting styles are linked with the maladaptive mental schemas and are appointed as the same schemas names. The author proposes eighteen styles, grouped into five domains: Disconnection and Rejection, Impaired Autonomy and Performance, Impaired Limits, Other-Directedness, Overvigilance and Inhibition. Therefore, the current review presents some parenting styles models as well as Young’s theory. Some clinical and psychological assessment concerns also are discussed. Key words: Parenting Styles, literature review, Schema Therapy. Os estudos focados na família e sua influência no desenvolvimento social, emocional e cognitivo da criança e do adolescente receberam destaque nas últimas décadas. Pesquisadores têm ressaltado a importância dos estilos parentais, os quais se referem às características globais de interações entre pais e filhos. Tais características foram discutidas por autores como Baumrind, Maccoby e Martin e Steinberg, dentre outros, que ampliaram a compreensão do tema e respaldaram, ainda, as investigações das relações entre os estilos parentais, as psicopatologias e os aspectos positivos do desenvolvimento. Entretanto, um modelo clínico foi proposto somente na década de 1990, por Jeffrey Young, associado à Terapia Focada em Esquemas. Para ele, os estilos parentais estão associados aos esquemas mentais desadaptados e recebem os mesmos nomes desses últimos. O autor propõe, com isso, a existência de dezoito estilos, distribuídos em cinco domínios: Desconexão e Rejeição; Autonomia e Desempenho Prejudicados; Limites Prejudicados; Orientação para o Outro; Hipervigilância e Inibição. Alguns modelos teóricos de estilos parentais, assim como o de Young, são apresentados neste texto. Também são discutidas algumas implicações praticas para a clínica e para a Avaliação Psicológica. Palavras-chave: Estilos Parentais, revisão teórica, Terapia Focada nos Esquemas.

Resumen: El propósito de esta investigación fue probar empíricamente la hipótesis de que el clima de seguridad psicológica de la organización y la percepción de las políticas de la organización predicen hasta qué punto los empleados se sienten comprometidos con su trabajo. El uso de modelos jerárquicos lineales y los datos recopilados de 1,244 empleados en 64 organizaciones mostraron que el clima de seguridad psicológica a nivel organizativo y la percepción de la política organizacional a nivel de los empleados predijo el compromiso con el trabajo de los empleados. También hubo una inesperada interacción significativa entre los niveles, de modo que el efecto negativo de la percepción de las políticas organizacionales se amplificó en organizaciones con un clima de seguridad psicológica positivo. En otras palabras, la seguridad psicológica organizacional beneficia más el compromiso de los individuos cuando ellos perciben la existencia de políticas organizacionales bajas. Los resultados ofrecen información sobre los mecanismos por los cuales el contexto organizativo percibido puede influir en el compromiso laboral de los empleados y resaltar la importancia de la coherencia organizativa percibida en la promoción del compromiso laboral dentro de su organización. Abstract: The purpose of this research was to empirically test the hypothesis that the organizational psychological safety climate and the perception of organizational politics predict the extent to which employees feel engaged in their work. Using hierarchical linear modeling and data collected from 1,244 employees in 64 organizations, organizational level psychological safety climate and employee-level perception of organizational politics predicted employee work engagement. There was also an unexpected significant cross-level interaction, so that the negative effect of the perception of organizational politics was amplified in organizations with a positive psychological safety climate. In other words, organizational psychological safety benefits the work engagement of individuals more when they perceive the existence of low organizational politics. The results offer insight into the mechanisms by which the perceived organizational context may influence employees‟ work engagement and highlight the importance for the perceived organizational consistency in the promotion of work engagement within their organization.

Response biases are issues in inventories in positive organizational psychology. The study aims to control the response bias in the assessment of meaning of work through two methods: reversed key items and forced-choice format. The sample consisted of 351 professionals; women constituted 60.0 % of the sample. The participants answered two versions of the instrument for meaning of work: Likert-type items and forced-choice. For both versions, the unifactorial model was the most appropriate for the data available. The results indicate that the random intercepts model fit the Likert data (CFI = .92), as well as the forced-choice model (CFI = .97). Besides, the latent dimension of the forced-choice version did not correlate with acquiescence index (r < .08; p > .05), and approximately 20 % of the variance of the items might be due to the method (Likert or forced-choice). The present study illustrates the importance of response bias control in self-report instruments.