A ressignificação de bem-estar no trabalho pós pandemia da covid-19: Uma análise dos impactos de trabalho remoto, trabalho decente e trabalho significativo nas organizações brasileiras

Abstract

Well-being is a multidimensional concept that generally encompasses satisfaction with not only work-related aspects but also life as a whole, involving dimensions such as physical, mental, and emotional health. The Covid-19 pandemic affected quality of work life in these dimensions, resulting in a significant wave of resignations that highlighted a shift in the relationship between people and the meaning of work. This study sought to identify attributes that underpin the redefinition of workplace well-being, after march 2019, evaluating three categories of analysis: remote work—whose prominence increased significantly during lockdowns and became integrated into daily routines; decent work—encompassing its four dimensions (labor rights, employability, social dialogue, and social protection), addressing workers' priority needs; and meaningful work—which brings purpose and soul to work, questioned as individuals faced the risk of death during the pandemic and engaged in unavoidable reflection. To investigate this redefinition, descriptive statistics and regression analysis methods were employed. An online questionnaire was administered, focusing on the categories analyzed in this study. The sample consisted of 100 respondents, including employees from public and private organizations who experienced remote work after 2019, residing in Brazil. Two linear regressions were conducted: the first analyzed the factors determining job satisfaction, and the second explored reasons why remote work might evolve into a stressor. The findings reveal a notable preference for hybrid work and strong rejection of full-time on-site work. Avoiding commutes was identified as a significant value. The influence of remote work on increasing employability was found to be low. Distinct perceptions were observed between public and private sectors, highlighting aspects such as the organization’s role in promoting health care, stress management, and workload adequacy. Discrimination based on race, gender, and age was strongly refuted, demonstrating maturity in Brazilian organizations regarding social diversity. Another key finding was the strong association between higher rates of women in informal employment and lower perceptions of labor rights guarantees, absence of dialogue, and lack of social protection. For organizational leaders, this study underscores the importance of fostering a sustainable and innovative work environment capable of mitigating resignations to a significant degree.