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• Dual staining p16/Ki67 (DS) cytology is an alternative triage method of HPV+women. • This is a retrospective analysis of real-world experience with DS. • DS provided a better risk stratification than conventional PAP cytology. • DS positivity as referral criterion for colposcopy reduces of the referrals. • DS cytology may support the extension of the follow-up interval. Organized cervical cancer (CxCa) screening is the most effective secondary prevention method to decrease the disease incidence and mortality. Screening for infection with 14 high-risk HPV genotypes (hrHPV) is recommended as primary screening test. Since only ca. 6 % of HPV-positive (HPV+) women will develop a high-grade lesion in 5 years, triage is critical for risk stratification and management of colposcopy resources. Dual staining (DS) p16/Ki67 cytology is an alternative to Papanicolau cytology (PAP) for triage of HPV+women, with potential improvements in sensitivity and specificity, and optimization of colposcopy referrals. To compare PAP vs DS cytology in terms of (i) optimization of referrals for colposcopy and (ii) risk stratification to better define the follow-up interval. Retrospective analysis of the CxCa screening database of Centro Hospitalar Universitário de Coimbra (CHUC), one of the centralized diagnostic laboratories for the CxCa screening program of the central region of Portugal, between July 2019 and May 2023. At CHUC, since July 2019, all samples from hrHPV+women have been triaged with liquid PAP and tested with DS cytology. At baseline (1032 HPV+women), 1028 women were tested with DS: 739 women were DS negative (DS-) [70.7 % with normal PAP cytology (NILM) and 29.3 % with abnormal PAP cytology (ASC-US+)], and 289 were DS positive (DS+) (1.1 % NILM and 98.6 % ASC-US+). DS positivity as referral criterion for colposcopy instead of ASC-US+would have reduced the number of colposcopies by 39.4 % overall and by 48.3 % for other 12 hrHPV, while improving the number of colposcopies per HSIL (3.9 vs. 2.4 overall and 4.9 vs. 2.9 for other 12 hrHPV). In this cohort, if the follow-up interval for women positive for other 12 hrHPV+and DS- would have been extended from 1 to 3 years, 799 follow-up consultations, 799 HPV re-tests, and 277 colposcopies (−64.7 %) would have been avoided, with an overall risk of missed HSIL lesions of 2.2 %. Triage with DS allows the optimization of colposcopy referrals and a safe extension of the follow-up interval to 3 years for other 12 hrHPV+/DS- women, eliminating the need for annual re-testing for many women. [ABSTRACT FROM AUTHOR]

This study reports the psychometric characteristics of a Portuguese form of the 40-item Big Five Mini-Markers, relying upon a cross-sectional design with a sample of 673 Portuguese undergraduates from a Portuguese public university. Results supported the five-factor structure of the translated version and the internal consistency levels of the sub-scales were equivalent to the original version. However, nine items were identified as problematic and dropped from the analysis, due to low component loadings or relatively high cross-loadings. Further evidence from the remaining 31 items supported this instrument's incremental validity for predicting students' self-handicapping behaviours over previous academic achievement. Key implications for further research with the Portuguese version of this instrument are briefly presented and discussed. [ABSTRACT FROM AUTHOR]

Drawing upon previous theorizing and empirical research efforts supporting the importance of role breadth self-efficacy (RBSE) as a key motivational antecedent of proactive forms of behaviour at work, including individual innovation, this paper reports the process of building and validating a Portuguese version of Parker's RBSE scale. Data from two studies with independent samples of employees (N = 103, N = 148) pertaining to an information technology company, showed that this version (RBSE-P) has, as expected, a unidimensional structure with a high level of factor structure similarity in both samples, as well as appropriate levels of internal consistency. Furthermore, evidence from the second sample (N = 148) revealed that, in line with preliminary research, this construct shows validity to predict the distinctive proactive behaviour of individual innovation, evaluated by the employee's corresponding direct supervisors. These results support the use of this scale for assessing RBSE in Portuguese-speaking work settings and the meaningful role of this construct for predicting this criterion, which is acknowledged as an important driver of organizational success and competitiveness. [ABSTRACT FROM AUTHOR]

Innovation has emerged as a key work outcome for modern organizations. The present paper answers recent calls from several researchers for further empirical research on the validity of personality variables for predicting individual innovative performance. More specifically, it is focused on the validity of proactive personality. Using a sample of 170 software engineers and their direct supervisors from a multinational information technology firm, we found that this individual disposition represents a valid and meaningful predictor of individual innovative performance, when assessed through supervisor ratings. Further analyses have also shown that proactive personality remains a significant predictor of this criterion, when the big five factors of personality are taken into account. Theoretical and practical implications of these findings are presented and discussed. [ABSTRACT FROM AUTHOR]

The purpose of this study was to clarify the role of team resilience on different facets of effectiveness (team viability and quality of the group experience). Moreover, given the importance of team resilience for the organizational context, it was also our aim to contribute to the study of the conditions that promote team resilience, analyzing the role of transformational leadership. Finally, we examined whether the relationship between transformational leadership and team resilience stimulates positive team outcomes. Ninety teams (445 employees from 40 companies) were surveyed and path analysis was used in the test of the hypotheses. The results showed a positive direct effect of team resilience on both team viability and the quality of the group experience. Moreover, a positive relationship was also identified between transformational leadership and team resilience. Finally, support was found for the mediated effect of team resilience on the relationship between transformational leadership and the dimensions of team effectiveness considered. The findings of this study highlight the role of team resilience as an intervening process between transformational leadership and team effectiveness. Supervisors should promote team resilience, adopting transformational leadership behaviors, in order to contribute to increase team viability and the quality of the group experience. [ABSTRACT FROM AUTHOR]

BACKGROUND Drawing upon Motowidlo et al.'s theory of individual differences in individual performance, the current study aims to contribute to a better understanding of the relationship between conscientiousness and individual soccer performance, by examining whether mental toughness, posited as a characteristic adaptation, acts as a psychological mechanism underlying this link. PARTICIPANTS AND PROCEDURE Relying upon a concurrent validity design, 130 soccer players completed a survey including the measures of conscientiousness and mental toughness. Participants were also instructed to provide a subjective assessment of their individual soccer performance, by self-rating their physical, technical and tactical performance levels. Their objective performance was also measured as the total amount of minutes each player participated in official games, during the first half-season. RESULTS The findings showed that conscientiousness and mental toughness represent significant and meaningful predictors of both individual soccer performance measures gathered, i.e. individual soccer subjective and objective performance. As expected, further mediation analyses showed that the influence of conscientiousness on subjective performance is totally indirect, via mental toughness. Still, for the objective performance criterion, only the direct effect of conscientiousness was supported. CONCLUSIONS These findings support the merits of conscientiousness as a valid predictor of human performance across achievement contexts, namely in sports settings and specifically in the domain of soccer. They also suggest that while this personality factor exerts a direct impact on individual soccer objective performance, it seems to play a more distal influence on subjective performance, by enacting individual mental toughness resources. Major theoretical and applied research implications are discussed. [ABSTRACT FROM AUTHOR]

In the contemporary context of high competitiveness between organizations, organizational learning culture and knowledge management (KM) have been considered key concepts in both academic and managerial settings. This study aims to provide empirical support for the relationship between organizational learning culture and knowledge management, specifically concerning the prediction of learning culture on KM processes. Data collection was carried out through questionnaires in 50 Portuguese manufacturing firms. Data was analyzed at the organizational level using standard multiple regressions. The results showed a significant and positive relationship between learning culture and KM practices. Concerning the two dimensions of learning culture, internal integration was the main predictor for KM formal practices, KM informal practices and strategic management of knowledge, whereas the external adaptation dimension was shown to predict only the strategic management of knowledge. The present study contributes to theoretical and empirical findings concerning the relationship between learning culture and knowledge management processes [ABSTRACT FROM AUTHOR]

This study investigates how two team processes (team learning, team conflict) and two team emergent states (team trust and team psychological safety) combine to yield three team effectiveness dimensions: team performance, quality of the group experience and team viability. Eighty-two teams (353 team members and 82 team leaders) were surveyed. Using a configurational approach, different routes that lead to the same outcome were identified. Moreover, the results suggest that the conditions that lead to high levels of team effectiveness are not the mirror opposite of the conditions that lead to low levels. The findings emphasize the importance of monitoring the effectiveness of a team in its different components and reinforce the notion that cognitive trust is a core condition for team success. Additionally, it is shown that the importance of intragroup conflicts for team effectiveness is contingent on the presence of other processes and emergent states. [ABSTRACT FROM AUTHOR]

This study examined the incremental validity of proactive personality for predicting overall job performance over the Big Five in the context of an innovative software engineering job. Proactive personality and the Big Five were measured in a sample of 243 engineers and overall job performance was assessed through supervisor ratings in a sub-sample of 95 of these engineers. Results showed that even though proactive personality represents a valid and important predictor of performance it does not show a relevant increment on the prediction yielded by extraversion, openness, conscientiousness, emotional stability and organizational tenure. Implications for the relevancy and practical value of proactive personality for personnel selection are discussed. [ABSTRACT FROM AUTHOR]

This article examines the relationship between a work sample test (WST) and a measure of job experience (JE) with task and contextual performance. Hypothetically, WST and JE are related to task performance, because both are connected with working on tasks and other intrinsic technical elements of the job. Nevertheless, a non-significant relationship between contextual performance with WST and JE is to be expected. Using a sample of 60 assembly workers, the results suggest that work samples are indeed valid predictors of task performance but they do not predict contextual performance. With respect to job experience, the results reveal a moderate correlation with both dimensions of performance. Furthermore, a large correlation between both predictors was found. Implications of these results concerning the two predictors under study are discussed. [ABSTRACT FROM AUTHOR]

This study focuses on the mediating role of person–environment fit on the relationship between proactive personality and job satisfaction, during the organizational socialization stage. Specifically, it tests the role of person–organization fit and person–job fit, operationalized through its specific subdimensions of demands–abilities fit and needs–supplies (N–S) fit in this relationship. Relying upon a predictive design, a sample of 151 trainees completing their final master’s internship in different organizations was used and data were collected in 2 independent phases, at the beginning and after 5 months of their internships. Results showed a positive, significant link between proactive personality and job satisfaction, supporting the validity of this disposition for predicting this key outcome during organizational onboarding. Further mediation analyses revealed that this relationship is mediated by N–S fit. The main implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

The main purpose of the present research was to analyze the relationship between team psychological capital and innovation, considering team learning as a mediating variable. A field survey was carried out, which included 124 work teams belonging to organizations from different sectors of activity. Hypotheses were tested through PROCESS. Results supported a direct positive relationship between team psychological capital and team innovation and an indirect influence of team psychological capital on team innovation, through team learning. The findings of this study highlight the role of team learning as an intervening process between team psychological capital and team innovation. Accordingly, managers should seek to develop team psychological capital and learning behaviors among their teams to promote innovation. [ABSTRACT FROM AUTHOR]

This study explores the relationship between team cohesion and team learning by adopting a nonlinear approach. A quantitative study with a sample composed of 82 organizational teams was conducted. Radial basis function (RBF) interpolation models were used, and results showed that the best predicting ability was obtained by the Thin Plate RBF model, which revealed that an increase in both dimensions of cohesion leads to an increase in team learning up to a certain threshold. Moreover, our results showed that the maximum value of team learning is obtained at higher values of task cohesion and moderate values of social cohesion. [ABSTRACT FROM AUTHOR]

Based on an intra-team longitudinal approach and the group development patterns proposed by Li and Roe (2012), we analysed the occurrence of different patterns of change in group trust as well as the impact of different patterns or categories of patterns of trust on team satisfaction. With a sample of 24 project groups and using a visual-analogue scale of response, we measured group trust in the task and socio-affective dimensions in three different times (beginning, middle and end of the group cycle) and member satisfaction with the team at the end time of the working period. The results show the existence of different patterns of development, with a non-linear trend of change, and significant differences in satisfaction for task trust in the change rate category. For socio-affective trust we found significant differences in satisfaction in the change degree category. Besides reinforcing the notion of dynamism and change in group development, the results suggest that the effect of different standards of trust on group satisfaction is distinct. [ABSTRACT FROM AUTHOR]

Virtuality is noticeably present in organisations and influences the way people interact within teams. This study involved 104 organisational teams with some degree of virtuality and intends to analyze a moderated-mediation model in which virtuality moderates the indirect effect of team conflict on team effectiveness and innovation through team trust. First, results reveal that the negative association between conflict and team trust was significant for task conflict only in teams with low virtuality, and for relationship conflict was significant under low and moderate levels of virtuality. Finally, findings indicate that virtuality moderated the negative mediated relationship between both task and relationship team conflict and team effectiveness only through cognitive trust. Overall, the findings suggest that virtuality may protect team trust from the negative effects of conflict, and they point to the key role of cognitive trust as an antecedent of team effectiveness in hybrid teams. [ABSTRACT FROM AUTHOR]

Primary breast sarcoma, arising from connective tissue within the breast, is extremely rare, accounting for less than 1% of all primary breast malignancies and no more than 5% of all sarcomas. The rarity of this pathology limits most studies to case reports and small retrospective studies, which has led to a lack of consensus on the clinical management. We report a clinical case of a 52-year-old woman, perimenopausal, previously healthy, with regular breast surveillance, who presented with a large (>20 cm) and rapidly expanding hypervascularized tumor of the left breast developed over 10 days, with a very thin preulcerative skin over the last 4 days. There was no systemic dissemination. The patient was submitted to total mastectomy and excision of axillary adenopathy. The tumor was diagnosed histologically as malignant phyllodes tumor associated with areas of high-grade sarcoma. Due to rapid growth and aggressive histological characteristics, adjuvant chemotherapy and radiotherapy were performed. There is a lot of evidence that tumors larger than 5 cm are associated with a poor prognosis. Despite the poor prognosis associated with this aggressive entity, the patient had no recurrence during 5 years of follow-up. We review the relevant literature about primary breast sarcomas. [ABSTRACT FROM AUTHOR]

The purpose of this study was to examine the effects of coaching behaviours provided by peers and by the leader on the emotions experienced by interprofessional health and social care teams and on members’ satisfaction with the team, as well as on team performance. Data were obtained from a survey among 344 employees working in 52 interprofessional health and social care teams from nine Portuguese organizations. The results show that leader coaching and peer coaching have a positive effect on the level of team members’ satisfaction with the team and on positive emotions, and a negative effect on negative emotions. Furthermore, coaching provided by peers presents a positive effect on team performance as assessed by the leader of the team. Our findings put forward the importance of engaging in coaching behaviours to promote quality of the team experience, as well as the achievement of team performance objectives. Further studies should explore how coaching behaviours impact the patient, whose well-being is the ultimate objective of a team in the health and social care system, namely in terms of the patient’s perception of quality care or patient outcomes. [ABSTRACT FROM PUBLISHER]

Numerous works and clinical research conducted in various institutions have cast fresh light on the notion of trauma and have contributed to the emergence of the concept of early relational trauma. Early relational trauma is a form of trauma rendered complex by the multiplicity of its sources and its modes of expression. Its main features are often attachment and acting-out disturbances. In families where such trauma occurs, links could sometimes be perverted and form a narcissistic configuration. This mode of functioning, organized around negativity, impacts the plurality of psychic processes and interferes with the treatment approaches of multidisciplinary teams. In order to promote a multifocal approach to care tailored to differences in situations, educational and socio-judicial practitioners. [ABSTRACT FROM AUTHOR]

The purpose of this study was to contribute to the clarification of the conditions under which teams can be successful. To attain this goal, the direct and interactive effects of diversity and of the team's cultural orientation towards learning on team outcomes (team performance, team members' satisfaction) were analyzed. Data were obtained from a survey among 73 teams from different industrial and service companies, which perform complex and non-routine tasks. In order to test the hypotheses, multilevel analysis and hierarchical regression analysis were conducted. The results show a significant (although marginal) effect of diversity on members' satisfaction with the team. The team orientation towards learning presented positive effects on both team performance and members' satisfaction with the team. No interactive effects were identified. Although the positive impact of a learning culture on organizational effectiveness has already been studied and is well established in the literature, this is one of the first studies that provides empirical evidence of the impact of this kind of culture at the team level. At an intervention level, this study points to managers who want to create successful teams that they may be advised to enhance the levels of the team orientation towards learning, creating conditions in the team to promote and support the acquisition of knowledge [ABSTRACT FROM AUTHOR]

Endometrial stromal tumor is a rare mesenchymal uterine tumor. We report the case of a patient with endometrial stromal sarcoma and concomitant bilateral endometrioid adenocarcinoma of the ovary in the context of pelvic endometriosis. The patient underwent a complete cytoreduction including total hysterectomy and bilateral adnexectomy, pelvic lymphadenectomy, appendicectomy, infracolic omentectomy, and pelvic peritonectomy. This is the first report to our knowledge that describes a synchronous endometrial stromal sarcoma and bilateral endometrioid adenocarcinoma of the ovary. [ABSTRACT FROM AUTHOR]

Psychological care for vulnerable adolescents poses multiple challenges, both in terms of the working conditions of elaboration (extreme situation of the psyche; effects of the traumatic) and in terms of the handling of the framework (need for diffraction). Psychoanalytic group work with mediations by mobilizing countenance, creativity and sharing allows to reconnect with new alliances likely to create favorable conditions of subjective appropriation carrying creativity in adolescence. The mediation of Photolangage© is particularly welcomed to the adolescence facing with borderline situations (cas-limites) in terms of psychic care (adolescents in school withdrawal, in objectal investment breakdown), where the capacity to associate is impossible. Indeed, each participant relies on figurability and a form of scenography as its photo is presented in a group setting, generating an interphantasmatic activity, an area of play that mobilizes a form of malleability, which is a source of reconnection of the mental spaces often disconnected in these teenagers. To discuss the role of group dynamics and Photolanguage© mediation, the authors have chosen to present the clinical case of a teenager participating in an Adolescents House (Maison des Adolescents) care device. [ABSTRACT FROM AUTHOR]

This article discusses the origin of conduct disorders and other vulnerabilities in adolescence and relate them to the prevalence of early relational traumas. These traumas could interfere with the development of the adolescent's mentalizing capacity and the processes of subjective appropriation. In adolescence, traumas of heterogeneous origin on a psychic level are found in the form of traumatophilic tendencies. In addition to considering the functioning level of the adolescent or his or her mentalizing capacity, the authors underline the importance that the care system takes into account not only the heterogeneous origins of the trauma and the adolescent's internal conflicts, but also the intersubjective and even transubjective violence linked to the environment. [ABSTRACT FROM AUTHOR]

The Organizational Learning Culture Questionnaire (OCL) was developed at the University of Coimbra (Portugal) to measure the culture in organizational environments. The goal of this study is to validate the OLC questionnaire in Ecuadorian organizations, for its application in researches about learning culture. Thus, the first version of the 30-question questionnaire was used and applied to a heterogeneous sample of 193 workers from various organizations (6: 1 ratio). The OLC questionnaire was subject to content validation, making an exploratory factor analysis (15 items, 2 factors, variance=58.6%) and a confirmatory analysis with good adjustment measures (PCFI=.824; RMSEA= 049; CFI=.972). To assess the reliability of the instrument, Cronbach's alpha was used (external adaptation=.889 y internal integration=.873). These results demonstrate that the OLC Ecuador questionnaire is valid for the analyzed context. [ABSTRACT FROM AUTHOR]

Le harcèlement est un phénomène complexe et mondial. De 100 à 600 millions d'adolescents seraient concernés dans le monde. De nombreuses études se sont penchées sur ce phénomène ces vingt dernières années, mais les publications portant sur des recherches françaises restent relativement rares. Un des objectifs de cet article est d'apporter des précisions concernant la définition du harcèlement afin de circonscrire le cadre de notre recherche. Outre les cinq facteurs habituellement cités dans les études, la fréquence, la durée, l'intensité, la répétition et l'asymétrie, nous avons postulé que la définition du harcèlement à l'adolescence ne pouvait se départir d'autres éléments tels que l'adolescence et le groupe. Quant à son repérage clinique, des signes de souffrance psychique aiguë ayant trait au traumatisme et aux traces d'une relation d'emprise, retrouvés dans toute violence, peuvent être relevés. L'autre objectif de cet article, est de présenter la méthodologie d'une recherche clinique internationale à méthodologie mixte (outils qualitatifs entretiens, épreuves projectives et outils à méthodologie quantitative : questionnaires) actuellement en cours. À l'appui d'une revue de la littérature internationale, de notre pratique clinique et des premières données analysées (non encore publiées), nous en avons déduit que la complexité du harcèlement tenait en la superposition de vulnérabilités psychologiques et familiales. Pour conclure, nous avons proposé un dispositif de prise en charge spécifique de prévention secondaire (théâtre-forum et groupe multifamilles). Bullying is a complex and global phenomenon. It is estimated that 100 to 600 million adolescents are affected worldwide. Many studies have examined bullying over the past twenty years, but French publications remain rare. The objectives of this article are to clarify the definition of bullying in order to circumscribe the framework of our qualitative research, and to present the methodology of an international research currently underway. Our sample consists of 40 ou 50 French, Brazilian and Turkish adolescents. These patients have the following characteristics: they are aged 12 to 18 years; they are consultants in specialized centers; they are interviewed at least three months after bullying has stopped, for ethical reasons and in order to evaluate the PTSD according to international classifications; finally, they show clinical signs related of psychological suffering to the trauma and traces of a controlling relationship. The criteria for non-inclusion are as follows: severe psychiatric disorders (active delusional pathologies), bullying still ongoing. In order to test our first hypothesis regarding the study of psychological and family vulnerabilities, we chose several tools: the non-directive research interview and the projective tests Rorschach, TAT, family drawing and house drawing. In order to test our second hypothesis regarding the consequences of bullying, namely the study of symptoms of post-traumatic stress, we chose three tools: the non-directive research interview, the TraumaQ and the SCL-90. Following a review of the literature and in support of our clinical practice and the initial data from this research, we discussed complementary criteria for defining bullying, in addition to those usually mentioned, in other words: repetition, intensity, frequency and the power of imbalance. Bullying, as a violent relational process, includes clinical signs of acute psychological suffering that often reveal the presence of symptoms of post-traumatic stress and traces of control mechanisms in the victim that are found in any emotional abuse. We have also focused our definition on two essential dimensions: adolescence and the group, and more particularly on taking into account adolescence as a time of narcissistic fragility and the reactivation of psychological problems, which often make it necessary to support a group of peers. This support appears all the more "vital" as these young people move away from their family group at the same time. In these circumstances, some adolescents, who are identified as having family and psychological vulnerabilities and who have difficulty positioning themselves in a group, may become "easy" prey and be subjected to violence. Without considering a typical bullied profile, the question of psychological vulnerabilities and in particular trauma, i.e. the appetite for repeated trauma and overexposure to potentially traumatic situations, is an interesting avenue. The complexity of bullying lies in the superposition of family and individual factors. Like any violence, it has long-term effects, and it seems essential to offer specific care that makes it possible, in addition to alleviating suffering by providing support, to carry out a thorough analysis of the psychological issues underlying the establishment of a controlling relationship and its sustainability. The secondary prevention component, which includes specific care beyond primary prevention programs in schools, therefore seems important to us to develop. At the end of this article, we will detail the care support which combines the forum theatre method and a multi-family group that we suggest to the victims of bullying. [ABSTRACT FROM AUTHOR]

This paper investigates the effects of transformational leadership on team effectiveness. In particular, we studied the effects of transformational leadership on three criteria of team effectiveness: viability, team process improvement, and quality of group experience. In addition, we examined the indirect effect of transformational leadership on team effectiveness via affective team commitment. Ninety teams working in different organizational contexts in Portugal were surveyed. Two different questionnaires were administrated, respectively, to team members and team leaders. Team members (N = 445) were surveyed about leadership, team commitment, and quality of the group experience, whereas team leaders (N = 90) were asked to assess team viability and team process improvement. Hypotheses were tested through structural equation modelling. Results revealed that affective team commitment partially mediates the relationship between transformational leadership and quality of the group experience. The mediational role of affective team commitment between transformational leadership and both team viability and team process improvement was not supported. Implications for practice and suggestions for further research are provided. [ABSTRACT FROM AUTHOR]

The aim of this study is to adapt and consequently validate the Global Transformational Leadership measuring scale (GTL). The scale was therefore applied to a sample of 456 members of 70 work groups, belonging to 26 organizations. The factorial structure of the scale was analysed through the exploratory factor analysis (EFA) and confirmatory factor analysis (CFA), with the sample being split in two equal parts: EFA was conducted in both sub-samples and CFA was applied in the second sub-sample. The internal consistency was evaluated via Cronbach's alpha and the nomological validity was analysed via the evaluation of the GTL's correlations with both team-level autonomy and quality of group experience. The results revealed the presence of a unidimensional scale with a good level of internal consistency. Regarding the nomological validity, the results pointed to hypothetical relations, since the GTL showed positive correlations with the variables considered. Thus, the Portuguese version of the GTL is presented as a useful instrument for evaluating transformational leadership. [ABSTRACT FROM AUTHOR]