https://repositorio.ufu.br/handle/123456789/5171 Sun, 20 Sep 2026 18:41:13 GMT 2026-09-20T18:41:13Z https://repositorio.ufu.br/handle/123456789/50338 Title: Nem o caos abala! Treinamento de resiliência para mulheres empreendedoras Abstract: This study aimed to develop and implement a training program to enhance the resilience of Brazilian women entrepreneurs. The research was divided into two groups. The first group consisted of 17 women entrepreneurs from Uberlândia, who completed an online training needs assessment (TNA) form containing an adapted version of the Resilience Scale for Adults (RSA) and a sociodemographic and work-related questionnaire. The second group consisted of six women entrepreneurs from Uberlândia who, in addition to the TNA, participated in the proposed intervention. Considering the size of the intervention sample, only descriptive analyses were conducted and indicated that, after the intervention, there was an increase in the mean scores of all resilience factors, promoting greater consistency among participants and contributing to closing the performance gap related to these factors. The findings contribute to the national literature by demonstrating the results of an intervention on the construct, reinforcing it as a strategy and skill used to cope with adversities. Mon, 25 May 2026 00:00:00 GMT https://repositorio.ufu.br/handle/123456789/50338 2026-05-25T00:00:00Z https://repositorio.ufu.br/handle/123456789/50336 Title: Nem toda mudança é percebida do mesmo modo: diferenças sociofuncionais na percepção de práticas de gestão da mudança organizacional Abstract: This study investigated differences in perceptions of organizational change management practices according to sociofunctional variables (organization type, gender, and organizational tenure) among organizations in the Brazilian state of Minas Gerais and the Federal District. Participants included 126 professionals from public and private organizations who completed the Organizational Change Management Practices Assessment Questionnaire (QAPGMO) and a sociodemographic and functional questionnaire. Data were analyzed using descriptive statistics and Student's t-tests. The results indicated significant differences across all sociofunctional variables investigated, with employees from private companies, women, and professionals with up to three years of organizational tenure presenting more positive perceptions of organizational change management practices. These findings highlight the need to adopt tailored change management strategies that consider employees' characteristics and organizational context to achieve greater effectiveness. Mon, 06 Jul 2026 00:00:00 GMT https://repositorio.ufu.br/handle/123456789/50336 2026-07-06T00:00:00Z https://repositorio.ufu.br/handle/123456789/50325 Title: Microagressões e intenção de rotatividade de profissionais LGBTQIA+: o papel mediador da percepção de suporte organizacional Abstract: Microaggressions are subtle forms and often naturalized forms of discrimination that can significantly impact the health and professional trajectories of historically marginalized groups, such as the LGBTQIA+ population. In the workplace, experiences of microaggressions may compromise these individuals' retention within organizations; however, there is a gap in the literature regarding the mechanisms that explain this relationship among LGBTQIA+ professionals. This study aimed to investigate the mediating role of perceived organizational support in the relationship between workplace microaggression experiences and turnover intention among Brazilian LGBTQIA+ professionals. This was a quantitative, cross-sectional survey conducted with 140 LGBTQIA+ professionals aged between 19 and 58 years (M = 30.33; SD = 7.31). Participants completed the LGBT Workplace Microaggressions Scale (EEM-LGBT), the Perceived Organizational Support Scale (EPSO), the Turnover Intention Scale (EIR), and a sociodemographic questionnaire. The results indicated that experiences of microaggressions positively predicted turnover intention and negatively predicted perceived organizational support, whereas perceived organizational support negatively predicted turnover intention. Perceived organizational support fully mediated the relationship between experiences of microaggressions and turnover intention, explaining 27% of the variance. These findings contribute to a better understanding of the mechanisms underlying the retention of LGBTQIA+ professionals in the workplace and suggest that strengthening perceived organizational support may be a relevant strategy for mitigating some of the negative effects of experiences of microaggressions on these professionals. Fri, 07 Aug 2026 00:00:00 GMT https://repositorio.ufu.br/handle/123456789/50325 2026-08-07T00:00:00Z https://repositorio.ufu.br/handle/123456789/50324 Title: Microagressões LGBTQIA+ no trabalho: refinamento de medida e relação com valores organizacionais e saúde mental Abstract: The LGBTQIA+ group is one of the most marginalized in the workplace, facing numerous barriers and forms of discrimination, such as microaggressions. These subtle forms of aggression can affect their access to and permanence in the labor market and negatively impact their well-being. As co-responsible actors, organizations must play an important role in mitigating this problem and acting to protect these individuals. This study aimed to analyze the relationship between LGBTQIA+ workplace microaggressions, organizational values (hierarchy and egalitarianism), and the mental health of LGBTQIA+ professionals. A total of 137 LGBTQIA+ professionals participated in the research and responded to the refined version of the LGBTQIA+ Workplace Microaggressions Scale (EEM-LGBTQIA+), the Organizational Values Inventory, the Goldberg General Health Questionnaire, and a sociodemographic questionnaire. The study was divided into two parts: (1) the refinement and search for new evidence of internal structure validity of the EEM-LGBTQIA+; and (2) the investigation of the relationship between LGBTQIA+ workplace microaggressions, organizational values, and mental health. In Study 1, the original version of the EEM-LGBTQIA+, previously called EEM-LGBT and focused only on LGBT individuals, underwent a refinement process with item and dimension review by the research team, expert judgment, and synthesis. This process resulted in a version with revised wording and dimensionality for some items, changes in the names of two dimensions, and an update of the acronym to “LGBTQIA+,” expanding the instrument’s target population. In the search for evidence of internal structure validity, the exploratory factor analysis (EFA) indicated a reduced version with 16 items distributed across the three proposed dimensions of LGBTQIA+ workplace microaggressions (organizational injustice, cisnormative culture, and heteronormative and self-identity assumptions), with good fit indices (RMSEA = 0.076, 90% CI [0.055–0.097], SRMR = 0.036, CFI = 0.953, TLI = 0.924). In Study 2, correlation and regression analyses were conducted to test the proposed model. The results did not indicate correlation or prediction of organizational values (Hierarchy and Egalitarianism) with overall LGBTQIA+ workplace microaggressions or their dimensions. However, overall LGBTQIA+ workplace microaggressions and the cisnormative culture dimension negatively predicted the mental health of LGBTQIA+ professionals. This study contributes by providing empirical evidence on how LGBTQIA+ microaggressions manifest in Brazilian organizational settings and highlights the importance of developing organizational interventions aimed at reducing microaggressions and strengthening safer, more inclusive work environments. Fri, 06 Feb 2026 00:00:00 GMT https://repositorio.ufu.br/handle/123456789/50324 2026-02-06T00:00:00Z