Trabalho emocional no Poder Judiciário brasileiro: diagnóstico e possibilidades de intervenção em um tribuna federal

Abstract

Emotional labor is the effort of workers to express appropriate emotions in the work environment, to comply with the rules of conduct and behavior in organization or professional activity. Understanding the personal and organizational impacts of workers' emotional regulation efforts in organizations has emerged as a relevant topic in scientific discussions. Through applying an electronic questionnaire to public servers and magistrates, developed from the Brazilian version of the Emotional Labor Scale (BROTHERIDGE; LEE, 2003), the Escala de Trabalho Emocional (ETE-Br) (SILVA; GONDIM, 2019), and its correlation with the scientific bibliography and peculiarities of work in the Brazilian Justiciary, this research promote an organizational diagnosis of emotional labor within the scope of the Regional Labor Court (Tribunal Regional do Trabalho da 21ª Região - TRT21). The data collected confirmed the presence of the emotional labor in TRT21, in its three facets - emotional work demands (DET) and emotional regulation strategies, in the dimensions of superficial action (EAS) and deep action (EAP), with greater intensity in the public servers in the judicial area or in direct contact with public and authorities, and its correlation with the results of research by the National Council of Justice (Conselho Nacional de Justiça - CNJ), which indicate a worsening in the physical, mental and emotional health of civil servants and magistrates after the return of in-person activities after the COVID-19 pandemic. To address the problem highlighted, interventions were suggested in the training policy for judges, civil servants and managers, focusing on people's socio-emotional development; the promotion of greater rapprochement between civil servants and magistrates; the adoption of an active approach in cases of mental and behavioral disorders (ICD-10 group F); and the need for greater action by the people management sector in organizational aspects such as inadequate capacity and imbalance in the qualitative and quantitative distribution of the workforce. However, the proposed interventions meet the objective of alleviating the context of uneasiness among court employees, but are not effective in definitively solving the problems identified, revealing the need for changes in the organizational culture.