174 results on '"TRANSFORMATIONAL leadership"'
Search Results
2. Impacto da liderança transformacional na orientação empreendedora das PME da indústria têxtil e vestuário portuguesa.
- Author
-
Lima Rua, Orlando and Ferreira Leite, Cristiana
- Abstract
Copyright of GeSec: Revista de Gestao e Secretariado is the property of Sindicato das Secretarias e Secretarios do Estado de Sao Paulo (SINSESP) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
- Published
- 2023
- Full Text
- View/download PDF
3. Efeitos da liderança transformacional e da responsabilidade social corporativa no comprometimento e cidadania organizacional.
- Author
-
Xavier da Silva, Lucila, Soares Marques, Narcélio José, Pereira Saraiva, Monike, Horz, Vagner, and Capuano da Cruz, Ana Paula
- Subjects
- *
SOCIAL responsibility of business , *TRANSFORMATIONAL leadership , *ORGANIZATIONAL commitment , *CITIZENSHIP , *LITERATURE reviews , *STRUCTURAL equation modeling , *EMPLOYEE training - Abstract
The study aims to analyze the effects of transformational leadership and the perception of Corporate Social Responsibility (CSR) on the commitment and organizational citizenship of managers in one of the largest banking institutions in Latin America. Based on the literature review, six hypotheses were developed and tested using structural equation modeling (PLS-SEM), gathering evidence from 163 managers. The main findings reveal that for the sample investigated, transformational leadership and CSR directly influence organizational commitment, and indirectly influence organizational citizenship. It was also found that transformational leadership encourages the development of CSR awareness. The findings indicate that the effort to maintain a socially responsible company brings benefits in organizational commitment and leads to a positive benefit in organizational citizenship. Thus, the expectation is that there will be more and more socially responsible companies, encouraging CSR practices through programs, courses and training and delivering CSR values, which has repercussions for society, since with these traits and stimuli, people tend to work in a more committed way and with positive behavior coming from employees, there is greater employability, personal development and motivation for these professionals, in addition to eventually being able to generate benefits for the region. [ABSTRACT FROM AUTHOR]
- Published
- 2023
- Full Text
- View/download PDF
4. Programa de liderazgo transformacional y su impacto en la cultura organizacional: caso Municipalidad Provincial de Huaura (Perú)
- Author
-
Jesús Jacobo Coronado Espinoza, Luis Alberto Baldeos Ardian, Santiago Ernesto Ramos y Yovera, Flor de María Lioo Jordan, and Abrahan César Neri Ayala
- Subjects
leadership ,transformational leadership ,leadership development program ,organizational culture ,public institution ,perú ,liderazgo ,liderazgo transformacional ,programa de desarrollo de liderazgo ,cultura organizacional ,institución pública ,Social sciences (General) ,H1-99 - Abstract
Introduction/Objective: A transformational leader means originating and stimulating positive change in their followers. These leaders are not only involved and focused on the progress of each follower, but also on building a flexible organizational culture. The study sought to determine how the application of a transformational leadership program improves the organizational culture of the Provincial Municipality of Huaura, Peru. Methodology: Quantitative study, experimental design with pretest-posttest and control group, and explanatory scope. Data were collected through a pre- and post-test. The sample was random and included 60 workers of this entity, who were distributed in two groups of 30 elements each and were administered a 20-question questionnaire. Results: According to the Mann-Whitney U statistic, it was found that in the pretest the perception of organizational culture obtained a value of 0.216 higher than the theoretical Sig. (α = 0.05); however, after administering the program, in the posttest, the perception of the entity’s culture was 0.000 lower than the theoretical Sig. Conclusions: It was confirmed that the administration of a transformational leadership program significantly improved the organizational culture in the institution under study, since it contributed to the employees’ commitment to their work and the institution, to the sharing of new values and the assumption of better policies to face changing environments, as well as to innovate and accept risks, and to orient themselves as a team towards results. Introducción/objetivo: un líder transformacional significa originar y estimular cambios positivos a sus seguidores. Estos líderes no solo se involucran y se enfocan en el progreso de cada seguidor, sino, además, en la construcción de una cultura organizacional flexible. El estudio buscó determinar cómo la aplicación de un programa de liderazgo transformacional mejora la cultura organizacional de la Municipalidad Provincial de Huaura, Perú. Metodología: estudio cuantitativo, de diseño experimental con preprueba-posprueba y grupo de control, y alcance explicativo. Los datos se recopilaron mediante un pretest y postest. La muestra fue aleatoria y contó con 60 trabajadores de dicha entidad, a quienes se les distribuyó en dos grupos de 30 elementos cada uno y se les administró un cuestionario de 20 preguntas. Resultados: de acuerdo con el estadístico U de Mann-Whitney, se contrastó que en el pretest la percepción de la cultura organizacional obtuvo un valor de 0.216 mayor a la Sig. teórica (α = 0.05); sin embargo, después de administrar el programa, en el postest, la percepción de la cultura de la entidad fue de 0.000 menor a la Sig. teórica. Conclusiones: se confirmó que la administración de un programa de liderazgo transformacional mejoró significativamente la cultura organizacional en la institución en estudio, dado que contribuyó a que los colaboradores se comprometieran con su trabajo e institución, a que se compartieran nuevos valores y se asuman mejores políticas para enfrentar los entornos cambiantes, así como a innovar y aceptar riesgos, y a orientarse como equipo hacia los resultados.
- Published
- 2023
- Full Text
- View/download PDF
5. Is it possible to identify transformational leadership in a financial institution?
- Author
-
Gabriele Girardi and João Alberto Rubim Sarate
- Subjects
Leadership ,Transformational leadership ,Transactional ,Financial institutions ,Commerce ,HF1-6182 ,Business ,HF5001-6182 - Abstract
Purpose – The aim of this study is to analyze the perception of employees of a Brazilian financial institution about transformational leadership and, subsequently, compare the results amongst the different groups of respondents. Design/methodology/approach – The authors present herein an empirical, descriptive and quantitative study, in which the survey was used as the main data collection technique. The survey was applied to a national sample composed of 603 employees (followers) operating in a financial institution. The authors utilized a few statistical techniques to analyze the data collected, namely descriptive statistics, factor analysis, variance analysis and linear regression. Findings – The results indicate that employees have a high perception toward transformational leadership; no significant differences between the groups of respondents were found. Followers perceive their leader as a transformational agent, who inspires, encourages, considers and motivates them. Practical implications – The relevance of this research theme and the main findings of this research contribute to managerial practices since the leadership style under investigation is associated with positive outcomes. Originality/value – This research sought to explore transformational leadership in an unexpected context. The originality of the study relies on the identification of a positive leadership style in the national financial system, which is usually more focused on economic criteria. There is a lack of research on leadership in Brazil, especially when it comes to quantitative studies. Not only the methodology but also the sample representing the entire Brazilian territory bring about the originality of this research.
- Published
- 2023
- Full Text
- View/download PDF
6. Inteligência Emocional e sua Relação com o Conceito de Liderança Transformacional: Um Estudo Psicossociológico.
- Author
-
de Almeida Lima, Erika Marques, de Lima Coutinho, Maria da Penha, and Arruda da Fonseca, Aline
- Subjects
- *
CAREER development , *TRANSFORMATIONAL leadership , *HIGHER education & state , *EMOTIONAL intelligence , *COLLECTIVE representation - Abstract
This study aimed to associate the constructs of emotional intelligence with transformational leadership based on the theoretical contribution of Social Representations. 50 employees participated, aged between 18 and 55 years (M=35,47), from a higher education institution in the State of Paraíba. As instruments, a sociodemographic questionnaire and the Free Word Association Technique were used. The textual production was processed with the aid of the ALCESTE software and analyzed by Descending Hierarchical Classification, sociodemographic data using SPSS (version 21). From the results, three thematic classes emerged, anchored in the concept of transformational leadership, in the conception of emotional intelligence and in the leader's contributions to the team. Through the speeches of the interlocutors, they presented a profile of participatory leader, in the intervention of support to their subordinates, the focus is to be able, from the results, to expand the studied concepts for better personal and professional development of each one involved. [ABSTRACT FROM AUTHOR]
- Published
- 2023
- Full Text
- View/download PDF
7. ESTILOS DE LIDERANÇA E ENGAJAMENTO NO TRABALHO EM TRABALHADORES DO SETOR AGRÍCOLA.
- Author
-
Emanuele da Silva, Bruna, Gonçalves, Júlia, and Ruffatto, Juliane
- Subjects
TRANSACTIONAL leadership ,LEADERSHIP ,TRANSFORMATIONAL leadership ,JOB involvement ,MULTIPLE regression analysis - Abstract
Copyright of Revista de Administração FACES Journal is the property of Revista de Administracao FACES Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
- Published
- 2023
8. INTELIGÊNCIA EMOCIONAL, LIDERANÇA TRANSFORMACIONAL E DESEMPENHO PROFISSIONAL: UMA INVESTIGAÇÃO EM EMPRESAS INCUBADAS.
- Author
-
de Oliveira Costa, Sophia, Almeida dos Santos, Lucas, and Marchi, Janaina
- Subjects
- *
EMOTIONAL intelligence , *JOB performance , *TRANSFORMATIONAL leadership , *PROFESSIONAL employees , *DATA analysis , *ECOLOGY - Abstract
This research, which aimed to analyze the possible connections between the constructs of emotional intelligence and transformational leadership and their influence on professional performance in incubated companies, was presented as a case study developed with companies operating in different branches of the economy, but present in an innovation environment. Still, data were collected through unstructured interviews with managers of the companies under analysis and their data analyzed through comparative theoretical analysis. The main results denote several relationships between emotional intelligence and professional performance, despite evidence that denote basic characteristics of emotional intelligence, it was observed that it even influences the professional performance of employees and managers, but in a minimal level and that more researchs should be done, to analyze the correlations. [ABSTRACT FROM AUTHOR]
- Published
- 2023
9. Competências de liderança para a cultura inovativa na gestão pública.
- Author
-
Roberto Rocha, Alessandro, Cristina Segura, Liliane, Nascimento Zatta, Fernando, and Gonçalves, Wellington
- Abstract
Purpose: To research leadership skills that encourage innovative practices in a Federal Higher Education Institution. Approach: The research resorted to a bibliographic review to form a set of leadership skills aimed at the development of innovative actions in public organizations. Subsequently, interviews were conducted with managers linked to the research unit (experts) in order to assess the adherence of competencies to the university context. Finally, analysis elements were categorized into dimensions - participation, relationship and recognition - and composed the electronic forms (survey) applied to a random sample (N) of 96 civil servants: teachers and administrative technicians in education (ATE). Main Results: By the theoretical focus, the study shows that the transformational leadership style approximates the skills to provide an innovative culture in public institutions. By the empirical focus, the opinion of the participants shows that there is a clear dissonance between the perception of professors and ATEs regarding the dimensions "participation" and "recognition". On the other hand, equity was observed in the "relationship" dimension, something that is positive for leaders to institute innovative actions that involve the community. Academic contributions: The power for innovation in public organizations is associated with strengthening the collective participation of teams in the decision-making and strategies formulation and, in this sense, the study is suggestive for research in institutions that aim to encourage the innovative culture. Practical contributions: The study raises reflections on people management and provides opportunities for planning actions aimed at developing leadership in the research unit. [ABSTRACT FROM AUTHOR]
- Published
- 2023
- Full Text
- View/download PDF
10. O Impacto da Liderança nos Comportamentos de Aprendizagem das Equipes de Trabalho.
- Author
-
de Andrade-Vieira, Rafaella and Elizabeth Puente-Palacios, Katia
- Subjects
- *
TRANSACTIONAL leadership , *TRANSFORMATIONAL leadership , *LEADERSHIP , *TEAM learning approach in education , *COGNITIVE styles - Abstract
Teams have been consolidated as strategic units in organizations, as well as their learning behaviors as one of the most effective group processes for results achievement; and the leader has exercised a fundamental role. The aim of this study was to analyze the predictive role of transactional and transformational leadership styles on the team learning behaviors. The testing was conducted with 79 teams, mean of 10 people per team, members of six companies, which responded to instruments about leadership styles and learning behaviors in a face-to-face collection. The results, meso level, revealed that leadership explains 18,4% of learning behaviors. It is understandable, then, the importance of the leader for creating adequate environment for sharing and learning of the teams. [ABSTRACT FROM AUTHOR]
- Published
- 2023
- Full Text
- View/download PDF
11. Comprometimento Organizacional, Liderança e Cultura Organizacional: Estudo em uma Organização Cearense.
- Author
-
de Vasconcelos Montenegro, Adauto, Moreno Pinho, Ana Paula, and Caubi Ribeiro Tupinambá, Antonio
- Subjects
- *
TRANSACTIONAL leadership , *TRANSFORMATIONAL leadership , *LEADERSHIP , *ORGANIZATIONAL commitment , *CORPORATE culture , *AFFECT (Psychology) - Abstract
Purpose: In the current study, the relationship between organizational commitment, considered as the psychological ties between worker and organization, and leadership styles was investigated based on the role of organizational culture in this relationship. Method/approach: The study consisted of a cross-sectional survey, applied in an organization in Fortaleza/CE, with a sample of 205 workers. Contributions: The following positive and significant correlations were attested: transformational leadership with the bonds of affective commitment, common future and normative commitment; transactional leadership with the normative commitment bond; absence of leadership with the ties of scarcity of alternatives and psychological absence. The clan-like organizational culture acted as a moderating variable reducing the effects on the following relationships: transformational leadership and affective commitment and between transformational leadership and common future, which suggests that aspects such as excessive informality, few hierarchical levels and former. Originality/relevance: A theoretical-methodological model was also developed with all the researched elements. [ABSTRACT FROM AUTHOR]
- Published
- 2023
- Full Text
- View/download PDF
12. RELAÇÃO DOS ESTILOS DE LIDERANÇA DOS GESTORES COM O ENGAJAMENTO NO TRABALHO DOS COLABORADORES DE UMA EMPRESA DO SEGMENTO DE BEBIDAS.
- Author
-
PEREIRA, JÉSSICA, SCHAURICH DOS SANTOS, ANDRESSA, and MACHADO LAURINI, MATHEUS
- Subjects
LEADERSHIP ,TRANSACTIONAL leadership ,TRANSFORMATIONAL leadership ,JOB involvement ,RESEARCH questions ,QUANTITATIVE research - Abstract
Copyright of Brazilian Business Law Journal / Administração de Empresas em Revista is the property of Administracao de Empresas em Revista and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
- Published
- 2022
13. Análise compreensiva da influência da liderança sobre a equipe de servidores públicos em uma vara de justiça federal do Rio Grande do Sul.
- Author
-
de Jesus Barros, Júlia, Schreiber, Dusan, and Theis, Vanessa
- Subjects
- *
TRANSFORMATIONAL leadership , *INDUSTRIAL relations , *CIVIL service , *SCIENTIFIC literature , *TRANSACTIONAL leadership , *FEDERAL courts - Abstract
The scientific literature on the topic of organizational leadership suggests that a certain type of leadership can influence team performance. In order to contribute to the debate, a survey was carried out in a court of the Federal Justice of Rio Grande do Sul with the objective of analyzing the influence of leadership on the team of public servants. A qualitative approach was chosen, with the collection of empirical data through questionnaires with semi-structured questions with the leaders and public servants of the aforementioned autarchy. An interpretative analysis of the content of the leaders' narratives was carried out, identifying that both managers demonstrated characteristics inherent to transformational leadership, although attributes concerning transactional leadership were also referenced by one of the leaders. Adherence was noticed in the responses of employees in relation to managers, evidencing that some points were mentioned in almost all of the interviewees. It was found that the performance of the group evolved progressively during the two administrations, corroborating what is recommended by the literature, in the sense that the more present the attributes of transformational leadership, the greater the performance of the team. [ABSTRACT FROM AUTHOR]
- Published
- 2022
- Full Text
- View/download PDF
14. Influência dos estilos de liderança no burnout dos enfermeiros: uma scoping review.
- Author
-
Loureiro, Rita, Novo Lima, Andreia Maria, Ferreira, Maria Margarida, Ferreira Moreira, Maria Teresa, Guerra, Maria Manuela, and Santos, José
- Subjects
- *
AUTHENTIC leadership , *SITUATIONAL leadership theory , *NURSE burnout , *TRANSACTIONAL leadership , *TRANSFORMATIONAL leadership - Abstract
Objective: identify which leadership styles are used by nurse managers and understand their influence on nurse's burnout nurses in the work context. Method: scoping review, carried out in April 2021, conducted according to the Joanna Briggs Institute methodology. Two independent reviewers assessed the relevance of the articles, the extraction and synthesis of data. Results: 3.532 studies were identified in the literature search, of which seven studies presented the eligibility characteristics for inclusion in the review. The leadership styles identified in the literature were transformational leadership and authentic leadership that reveal a positive impact on reducing burnout; laissez-faire leadership that, on the contrary, promotes an environment that facilitates the development of the syndrome under study; transactional leadership, in turn, did not show significant results in reducing and preventing burnout, as well as autocratic, charismatic and situational leadership whose results were not quantifiable for its prevention. Conclusion: it was concluded that the transformational leadership style was the one that showed the greatest relevance both in preventing and reducing the development of burnout in nurses. [ABSTRACT FROM AUTHOR]
- Published
- 2022
- Full Text
- View/download PDF
15. Investigating Environmental Performance Management
- Author
-
Vipin Gupta and Yi Zhang
- Subjects
environmental performance management ,green capability ,profit aspiration level ,transformational leadership ,small and medium enterprises ,Commerce ,HF1-6182 ,Business ,HF5001-6182 - Abstract
Purpose – Even though there is a growing recognition of the externality costs of low environmental performance by firms, there continue to be significant inter-firm differentials in environmental performance management. We build on the theories of strategic management to inquire into the factors contributing to these differentials. Design/methodology/approach – Using a 2015 survey sample of Chinese small and medium enterprises, we empirically investigate the alternative thesis that the profit maximization motive constitutes the appropriate heuristic for the performance management of corporate social responsibility factors. Findings –The green capability of a firm is an aggregate of green trading and the investments that the firm has made in green initiatives that are complementary to its strategic business model. The profit aspiration level of firms has a negative influence on their green programing, while transformational leadership has a positive influence. Originality/value – We develop seven propositions represented as algebraic relationships to interpret these factors.
- Published
- 2020
- Full Text
- View/download PDF
16. The role of leadership styles in organizational citizenship behavior through mediation of perceived organizational support and job satisfaction
- Author
-
Ali Asgari, Somayeh Mezginejad, and Fatemeh Taherpour
- Subjects
organizational citizenship behavior ,transformational leadership ,transactional leader¬ship ,perceived organizational support ,job satisfaction ,Social Sciences ,Commerce ,HF1-6182 ,Business ,HF5001-6182 - Abstract
This paper seeks to examine transformational and transactional leadership, employees’ organizational citizenship behavior, employees’ job satisfaction and perceived organizational support; which are employees' organizational citizenship behavior associations. In addition, this study explores the mediating role of employees’ job satisfaction and perceived organizational support in the relationship between transformational and transactional leadership styles and employees’ organizational citizenship behavior. The study was conducted at the University of Birjand, Iran, on a sample of 250 employees. This research follows a descriptive and correlational approach. Our findings show that transformational leadership and employees’ job satisfaction and perceived organizational support positively and significantly influence employees’ organizational citizen-ship behavior. Additionally, results revealed that employees’ job satisfaction mediates the association between transformational and transactional leadership and employees’ organizational citizenship behavior. Moreover, employees perceived organizational support mediates the association between transformational and transactional leadership and employees’ organizational citizenship behavior. Iranian organizations, especially universities, should invest in transformational leadership and job satisfaction, as well as in the selection of managers with transformational leadership styles and employees who are eager to work at the university, in order to enrich the organizational citizenship behavior of employees.
- Published
- 2020
- Full Text
- View/download PDF
17. Papel dos Estilos de Liderança nos Vínculos do Trabalhador com a Organização: uma análise em instituições hospitalares públicas e privadas.
- Author
-
dos Santos, Andressa Schaurich, Flores Costa, Vânia Medianeira, Tomazzoni, Gean Carlos, and Gassen Balsan, Laércio André
- Subjects
LEADERSHIP ,NURSING leadership ,TRANSFORMATIONAL leadership ,TEAM nursing ,PRIVATE sector - Abstract
Copyright of Revista de Ciências da Administração is the property of Universidade Federal de Santa Catarina, Departamento de Ciencias da Administracao and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
- Published
- 2021
- Full Text
- View/download PDF
18. Transformational Leadership and Job Satisfaction: Assessing the Influence of Organizational Contextual Factors and Individual Characteristics
- Author
-
Daniel Martins Abelha, Paulo César da Costa Carneiro, and Flávia de Souza Costa Neves Cavazotte
- Subjects
Transformational Leadership ,Organizational Context ,Gender ,Job Satisfaction ,Commerce ,HF1-6182 ,Business ,HF5001-6182 - Abstract
Purpose – In this study we investigate the influence of organizational contextual factors and individual characteristics on the relationship between transformational leadership and job satisfaction. Design/methodology/approach – Quantitative research, with data collected through electronic questionnaires, answered by 166 individuals from different types of organizations, areas of professional training, and gender, subsequently applying sequential regression analyses. Findings – The results indicate that the relationship between transformational leadership and job satisfaction is moderated by the followers’ gender, being stronger for female followers. The relationship is not affected by the followers’ area of professional training, nor by type of organization (public/private). The study also evidenced the importance of taking into account individual affective states in studies of work attitudes. Originality/value – The research examines boundary conditions for the effect of transformational leaders in modern organizations, expanding the knowledge on organizational contextual factors that strengthen their influence on employee attitudes, while also controlling for individual differences.
- Published
- 2018
- Full Text
- View/download PDF
19. Liderazgo transformacional: su impacto en la confianza organizacional, work engagement y desempeño laboral en trabajadores millennials en Chile.
- Author
-
Vásquez Pailaqueo, María Paz, Inostroza Naranjo, Romina Fernanda, and Acosta Antognoni, Hedy
- Published
- 2021
- Full Text
- View/download PDF
20. Assessing educational leadership: a competence-complexity based test
- Author
-
Artur Parreira, Maria Helena Pestana, and Paulo Oliveira
- Subjects
Leadership test ,Management mode of piloting ,Leadership mode of piloting ,Educational competences ,Transformational leadership ,Education (General) ,L7-991 - Abstract
This study is focused on the validation of a leadership test, based on a complex model of leadership skills, as a tool for assessing teacher’s educational competence, viewed as important in conduting adolescent and adult learning classes. Its specific purpose is to establish the norms and interpretation criteria for the test, in educational contexts. The model highlights the skills for leadership effectiveness, in a definite cultural setting, the Academy of East Timor National Police, viewing leadership as an essential way of steering human systems. The postulates of the model hypothesize the positivity of leadership as a result from an appropriate combination of power and information, while executing the fundamental activities of dinamizing and controlling the performance and results of the learning ativities. The test was applied to a sample of trainees in an educational military context, the Academy of East Timor National Police. The results of their evaluations on each competence for leadership effectiveness were valid and reliable. Nevertheless, the authors plan to test this tool in other specific contexts, in order to complete the evaluation of the leadership complex set of competences required by educational contexts.
- Published
- 2018
- Full Text
- View/download PDF
21. A LIDERANÇA TRANSFORMACIONAL NO TRABALHO DOCENTE E NA FORMAÇÃO DISCENTE: Um Estudo de Caso com Estudantes de Graduação em Administração.
- Author
-
Cavalcante Silva, Johnnata, Zabdiele Moreira, Márcia, Bezerra Leopoldino, Cláudio, and Trigueiro Guimarães, Elidihara
- Subjects
- *
STUDENT attitudes , *ORGANIZATIONAL learning , *HIGHER education , *CHANGE agents , *SOCIAL change - Abstract
The transformational leadership represents a superior level of goals' sharing between an organization and its members. In higher education, the leadership development transcends the learning of management competencies, and must cover the students training as effective agents of social changes. Therefore, the aim of this research was to analyze the implications of university professor's transformational leadership on the leadership profile of undergraduate management students. The research of this work has an exploratory, quantitative, and qualitative nature. A hundred questionnaires were applied to management students from a Brazilian federal university and, after, interviews were conducted in depth with 5 other students. The data collected in the questionnaires, were analyzed as defined by Bass and Avolio in (MLQ-6S). As for interviews, the data were analyzed according to content analysis, as defined by Bardin (2011). The results showed an increasing tendency of the academic leadership influence in the formation and the student's perception in relation to them and to the course. Furthermore, the research corroborates that the management graduates' leadership profile can be seen as a reflection of the profile of leaders which they have had contact throughout the course. It was concluded, therefore, that they repeat the leadership behaviors of management professors to achieve better results, academics, and professionals. From this, these results can contribute to a better understanding of the relationships between the work of teachers as leaders and the management student's formation. [ABSTRACT FROM AUTHOR]
- Published
- 2020
22. Psychosocial and Organizational Antecedents of Knowledge Sharing in the Workplace.
- Author
-
Moreno, Valter, Cavazotte, Flávia, and Pereira Dutra, Janicélio
- Subjects
- *
PLANNED behavior theory , *STRUCTURAL equation modeling , *TRANSFORMATIONAL leadership , *LEADERSHIP , *KNOWLEDGE management - Abstract
Objective: this paper proposes and evaluates a causal model to explain knowledge sharing among peers in the workplace. The proposed model, based on the Theory of Planned Behavior, includes psychosocial factors (transformational leadership, workgroup identification, and shared understanding) and organizational factors (knowledge sharing opportunities and formalization of knowledge sharing processes) as antecedents of individuals' attitudes, perception of subjective norms associated with their group and their direct supervisor, and intention and effective knowledge-sharing behavior. Methods: the model was statistically tested using structural equation modeling techniques with data provided by 131 customer service employees of a large Brazilian telecommunications company. Results: the results indicate that the psychosocial elements have a strong influence on knowledge sharing attitudes and practices. The hypotheses associated with behavioral control have not been confirmed. Moreover, the intention to share knowledge does not seem to be affected by the subjective norms associated with the individual's direct supervisor, but only by those related to their group. Conclusions: the cognitive proximity between group members, reflected in their perception of shared understanding, was an important element in the elicitation of attitudes favorable to knowledge sharing. Additionally, individuals with greater identification with their group tended to have more positive attitudes toward sharing their knowledge. This attitude tends to be more positive when the individual's direct supervisor adopts a more transformational leadership style. The influence of leaders seems to extend from the development of a culture of knowledge exchange and diffusion of principles that stimulate this exchange, to the creation of opportunities to share knowledge through the active management of knowledge diffusion in their teams. [ABSTRACT FROM AUTHOR]
- Published
- 2020
- Full Text
- View/download PDF
23. MODELOS DE LIDERANÇA E PERCEPÇÕES DO TRABALHADOR SOBRE A ORGANIZAÇÃO EMPREGADORA: UM ESTUDO NO TRT-BA.
- Author
-
Muniz dos Santos, Márcia Danielle and Campos Bahia Moscon, Daniela
- Subjects
- *
TRANSFORMATIONAL leadership , *LEADERSHIP , *METROPOLITAN areas , *EMPLOYEE psychology , *TRANSACTIONAL leadership , *QUESTIONNAIRES - Abstract
The Multifactor Leadership Questionnaire scale developed by Bass and Avolio (1992), which is formed foi indicators that characterize the Transactional and Transformational Leadership, was used to analise the perception of employees about leadership style of their manager at the Regional Court of the 5th Region (Salvador and Metropolitan Area) and its relationship with the perceptions of people management policy, organizational support and pressure at word. Data were recorded on a bank of SPSS (v.20) system and analyzed from descriptive and correlational analyzes. [ABSTRACT FROM AUTHOR]
- Published
- 2020
24. O papel do locus de controlo na relação entre a liderança situacional e a satisfação.
- Author
-
Cancelino, Ana Frade, Moreira, Ana, Marques-Quinteiro, Pedro, and Almeida, Pedro
- Subjects
- *
EMPLOYEE attitudes , *LOCUS of control , *INTERNAL auditing , *TRANSACTIONAL leadership , *TRANSFORMATIONAL leadership - Abstract
The present study intends to explore the relationship between situational leadership and satisfaction with direct leadership, and how employees' locus of control contributes to this same relationship. The study's sample is composed of 149 workers selected via snowball recruitment. All participants reported they worked under a direct supervisor. The results suggest that there is a positive relationship between situational leadership and satisfaction with the supervisor that is not mediated by an external control locus, with B = .05, SE = .07, 95% CI [-090,. 189]. This relationship, however, is apparently mediated by an internal locus of control, with B = .18, SE = .06, 95% CI [0.070, 0.321]. The results of this study assist in comprehending the process by which leadership behavior of one's direct superior is related to the development of employees' attitudes in the workplace. [ABSTRACT FROM AUTHOR]
- Published
- 2020
- Full Text
- View/download PDF
25. Liderança e gestão: um estudo em Organizações Não Governamentais (ONGs) na região metropolitana do Recife, PE.
- Author
-
Santana Melo, Ana Paula, da Costa Borba, Marcelo, Souza Correia, Maria Irae, and Marques Cabral, Romilson
- Subjects
- *
NONGOVERNMENTAL organizations , *TRANSFORMATIONAL leadership , *SPEECH processing systems , *CHARISMATIC authority , *SEMI-structured interviews , *TRANSACTIONAL leadership - Abstract
The objective of the research is to analyze the relationships between leadership, strategic management practices and the continuity of non-governmental organizations (NGOs). The research will be qualitative. Data collection will be performed through three techniques: semi-structured interviews with the leaders of the institutions, documentary analysis and questionnaire application with leaders and collaborators. The analysis will be done in eight non-governmental organizations with headquarters in the state of Pernambuco. As data analysis technique, the speech analysis method was used. The results showed the relationships of transformational leadership and strategic management practices, among some aspects, with the clear understanding of strategies and the translation of objectives for the entire institution. As for the charismatic leadership characteristics, the high communication capacity was identified, which allows the team to be directed to the objectives. We also observed aspects of transactional leadership that demonstrate a relationship with internal aspects, monitoring of activities, compliance with standards and monitoring errors and deviations committed by the team. [ABSTRACT FROM AUTHOR]
- Published
- 2019
- Full Text
- View/download PDF
26. ¿Cuál es el papel del Director en la autonomía y flexibilidad curricular? La percepción de los profesores
- Author
-
Simões, Cristina and Sousa, João
- Subjects
Autonomia e flexibilidade curricular ,Director ,Principal ,Liderazgo transformacional ,Autonomy and curriculum flexibility ,Transformational leadership ,Liderança transformacional ,Teachers’ perception ,Percepción de los profesores ,Diretor ,Perceção dos professores ,Autonomía y flexibilidad curricular - Abstract
It would be incongruous if the school did not keep up with the pace of change in society, constituting Autonomy and Curricular Flexibility (ACF) as a window of opportunity for its innovation. Taking into account the teachers’ perception, this investigation aims to understand the Principal’s role in the implementation of the ACF, reflecting on the impact of transformational leadership in the management of the curriculum. The sample consisted of 172 teachers, who completed a three-part questionnaire, which included the Portuguese version of the Multifactor Leadership Questionnaire (MLQ). Data were analyzed using the Statistical Package for the Social Sciences (SPSS). The results emphasize the involvement of principals in the implementation of the ACF, giving special emphasis to the promotion of inclusive education and the implementation of the school grammar that facilitates the process. Nevertheless, these top leaders leave to the background the involvement of teachers, students, and families, the constitution of educational teams, and the implementation of collaborative work. Markedly characterized by transformational and transactional behaviors, it was possible to conclude that the more directors perform transformational leadership, the greater is the management of the curriculum., Sería incongruente que la escuela no se mantuviera al ritmo de los cambios en la sociedad, constituyendo la Autonomía y Flexibilidad Curricular (AFC) como una ventana de oportunidad para su innovación. Teniendo en cuenta la percepción de los docentes, esta investigación tiene como objetivo comprender el rol del director en la implementación del AFC, reflexionando sobre el impacto del liderazgo transformacional en la gestión del currículo. La muestra es constituida por 172 profesores, que completaron un cuestionario de tres partes que incluye la versión en portugués del Cuestionario de Liderazgo Transformacional (CLT). Los datos se analizaron utilizando el Statistical Package for the Social Sciences (SPSS). Los resultados enfatizan la participación de los directores en la implementación del AFC, dando especial énfasis a la promoción de la educación inclusiva y la implementación de la gramática escolar que facilita el proceso. Sin embargo, estos máximos dirigentes dejan en segundo plano la implicación de docentes, alumnos y familias, la constitución de equipos educativos y la implementación del trabajo colaborativo. Muy caracterizada por comportamientos transformacionales y transaccionales, fue posible concluir que mientras más directores desempeñan el liderazgo transformacional, mayor es la gestión de las matrices curriculares., Seria incongruente se a escola não acompanhasse o ritmo de mudança da sociedade, constituindo a Autonomia e Flexibilidade Curricular (AFC) uma janela de oportunidades para a sua inovação. Tendo em conta a perceção dos professores, a presente investigação tem como objetivo conhecer o papel do diretor na implementação da AFC, refletindo-se sobre o impacto da liderança transformacional na gestão das matrizes curriculares-base. A amostra foi constituída por 172 docentes, que preencheram um questionário composto por três partes, que incluía a versão portuguesa do Questionário de Liderança Transformacional (QLT). Os dados foram analisados com recursos ao Statistical Package for the Social Sciences (SPSS). Os resultados enfatizam o envolvimento dos diretores na implementação da AFC, dando especial relevo à promoção da educação inclusiva e à gestão da gramática escolar facilitadora do processo. Não obstante, estas lideranças de topo deixam para segundo plano o envolvimento dos docentes, dos alunos e das famílias, a constituição de equipas educativas e a implementação do trabalho colaborativo. Marcadamente caracterizados por comportamentos transformacionais e transacionais, foi possível concluir que quanto mais os diretores desempenham uma liderança transformacional, maior é a gestão das matrizes curriculares-base.
- Published
- 2023
27. Transformational leadership and innovation adoption: Is there a moderation role of personal initiative and job control?
- Author
-
Salvatore Zappalà and Ferdinando Toscano
- Subjects
innovation adoption ,transformational leadership ,personal initiative ,job control ,hospitals ,Psychology ,BF1-990 - Abstract
Hospital managers and chief physicians, but also doctors and nurses, in an effort to face constant changes, are involved in innovation. This study examines if transformational leadership style is related to adoption of employees’ suggestions, and if personal initiative and job control moderate this relationship. Nurses, doctors, and auxiliary and technical collaborators (n = 137), of an Italian public hospital, participated in this study. Results show that transformational leadership was correlated to innovation adoption but, when examined moderators were included in the analysis, the relation was no more significant. Personal initiative and job control did not moderate the relationship between transformational leadership and innovation adoption but they do have a significant direct effect on innovation adoption. Findings suggest that innovation in hospitals is more related to personal variables, like personal initiative and job control, rather than to transformational leadership.
- Published
- 2019
- Full Text
- View/download PDF
28. Psychometric properties of the human system audit-transformational leadership short scale in Germany and Philippines: A cross-cultural study
- Author
-
Rita Berger and Thalita Carla Antonioli
- Subjects
transformational leadership ,cross cultural validity ,short scale ,Psychology ,BF1-990 - Abstract
The aims of this research are to analyze the psychometric properties of the Philippine (N = 308) and German (N = 200) version of the Human System Audit transformational leadership short-scale (HSA-TFL short-scale) and to identify whether transformational profiles are similar or different in both countries. In todays’ globalized environment, the number of multinational organizations increases and trade relations between countries become straighter. This intensifies the companies’ need for short leadership instruments that are scientifically designed, reliable and quick to apply. We analyzed factor structure, convergent and criterion validity, as well as transformational profiles for Germany and the Philippines, both important economies in their regional economic blocks that experienced a considerable growth of their bilateral relations. Results indicate that the HSA-TFL short-scale is a reliable instrument (Philippines: α = .90; Germany: α = .91) with a one-factor structure for the Philippine (RMSEA = .08, CFI = .88) and the Germany version (RMSEA = .06, CFI = .89) showing convergent validity for both countries. Criterion validity was different in both countries and sensible to the cultural context. The transformational profiles, using the Multifactor Leadership Questionnaire (MLQ-5X), showed differences for both countries. This research provides empirical evidence for the validity and usefulness of the HSA-TFL short-scale.
- Published
- 2019
- Full Text
- View/download PDF
29. Estilos de liderança predominantes em uma indústria madeireira no Meio-Oeste Catarinense: um estudo de caso.
- Author
-
Gambirage, Cinara, Jacomossi, Fellipe, da Silva, Jaison Caetano, and Hein, Nelson
- Subjects
- *
TRANSFORMATIONAL leadership , *LEADERSHIP , *FINANCIAL statements , *DATA analysis , *TRANSACTIONAL leadership , *FREE enterprise - Abstract
This article aims to identify and discuss the predominant styles of leadership in a wood industry in Santa Catarina, using primary data (survey applied with managers) and secondary (balance sheets of the company). For analysis of the primary data, was used ANACOR technique through the software LHStat®. The results of the research indicate that the transformational leadership style predominates in the managers of the company under study, sometimes the style laissez-faire is present. [ABSTRACT FROM AUTHOR]
- Published
- 2019
- Full Text
- View/download PDF
30. A perceção da personalidade de líder e a sua relação com os estilos de liderança em Portugal
- Author
-
Freitas, Marta Luísa Fernandes and Ferreira, Aristides Isidoro
- Subjects
HEXACO ,Transformational leadership ,Liderança transformacional ,Liderança transacional ,D23 ,O Economic development, innovation, technological change, and growth ,Personality traits ,D Microeconomics ,Traços de personalidade ,Transactional leadership ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,O15 - Abstract
A liderança tem sido um tema de interesse para a gestão das organizações, ainda que continue a ser um desafio identificar qual o estilo de liderança ideal para promover o crescimento organizacional. A presente dissertação foca-se em estudar a relação entre os estilos de liderança e a personalidade do líder, na perceção dos liderados, no contexto organizacional português, sendo que a mesma foi dividida em dois estudos. O estudo 1 tem o objetivo de identificar quais os traços de personalidade os liderados, em Portugal, consideram importante um líder ter para, recorrendo à literatura existente, verificar a que estilos de liderança estão positivamente relacionados. No estudo 2 pretende-se conhecer o perfil de liderança neste contexto segundo o ranking Best Team Leaders, isto é, que traços de personalidade caracterizam estes líderes e que estilo de liderança é percecionado pelos seus liderados. Assim, pretende-se verificar se a personalidade tem capacidade explicativa sob os estilos de liderança e, por fim, se esses resultados correspondem à forma como a personalidade de líder é percecionada. Os resultados obtidos mostraram que, no contexto organizacional português, a liderança transformacional é o estilo de liderança mais identificado nos líderes do ranking Best Team Leaders e que depende consideravelmente de um líder que apresente extroversão como traço de personalidade. Desta forma, os resultados cumpriram com os objetivos da investigação, pois demonstraram que existe uma relação entre a forma como a personalidade de líder é percecionada e o perfil de liderança no contexto organizacional português. Leadership has been a topic of interest for organizational management, although it is still a challenge to identify which leadership style is ideal to promote organizational growth. This dissertation focuses on studying the relationship between leadership styles and leader personality, as perceived by the followers, in the portuguese organizational context, and for that it was splited into two studies. Study 1 aims to identify which personality traits the followers in Portugal consider important for a leader to have in order to analyse, using the literature reviewed, which leadership styles are positively related to them. Study 2 aims to know the leadership profile in this context according to the Best Team Leaders ranking, that is, which personality traits describes these leaders and which leadership style is perceived by their followers. In this way, the purpose is to verify whether personality has an explanatory capacity under the leadership styles and, finally, whether these results correspond to the way in which the leader personality is perceived. The results obtained showed that, in the portuguese organizational context, transformational leadership is the leadership style most identified in the leaders of the Best Team Leaders ranking and that it depends considerably on a leader who presents extroversion as a personality trait. Thus, the results were in line with the research goals, as they showed that there is a relationship between how the leader personality is perceived and the leadership profile in the Portuguese organizational context.
- Published
- 2022
31. O impacto da liderança transformacional no intraempreendedorismo, criatividade e inovação
- Author
-
Santos, Mariana Casaleiro Vitoriano dos and Sinval, Jorge
- Subjects
Empreendedorismo -- Entrepreneurship ,Intraempreendedorismo ,Inovação Innovation ,Leadership ,Intrapreneurship ,Transformational leadership ,Bem-estar -- Well-being ,Liderança transformacional ,Criatividade -- Creativity ,Ciências Sociais::Psicologia [Domínio/Área Científica] ,Liderança - Abstract
Objetivo: Os empreendedores têm um papel fundamental na identificação das falhas no mercado e na capacidade de colmatar essas ineficiências com inovação e criatividade. O seu contributo passa por converter a tecnologia existente, produtos e serviços, melhorando o que já existe ou criando algo de raiz (Baum & Frese, 2007). Neste sentido, os trabalhadores com elevados níveis de Intraempreendedorismo poderão ter no tipo de liderança um bloqueador ou um estimulante para as suas características empreendedoras, tais como a inovação e criação (Khan et al., 2015). O objetivo deste projeto é perceber se a liderança transformacional impacta a relação do intraempreendedorismo com as perceções de criatividade, inovação e bem-estar. Design: Estudo correlacional, com uma amostra (não probabilística) de conveniência de 215 participantes, recolhidos através das redes sociais e rede de contactos de diversas empresas. Resultados e conclusão: Resultados mostram uma adequação com a literatura relativamente à relação entre a liderança transformacional e o bem-estar e o intraempreendedorimo e a inovação, assim como a liderança e o bem-estar. Por outro lado, essa relação não se verificou aquando da mediação, liderança, inovação e bem-estar, bem como intraempreendedorismo, inovação e bem-estar, visto que nem todas as empresas dispõem de uma liberdade de criatividade adequada para o bem-estar. Além disso os Intraempreendedores são mais do a sua própria inovação, e como tal esse fator não é suficiente para afirmar o bem-estar. Objective: Entrepreneurs have a key role in identifying market failures and being able to fill these inefficiencies with innovation and creativity. In addition, their contribution involves converting existing technology, products and services to a higher level (Baum & Frese, 2007). In this sense, employees with high levels of Intrapreneurship may have in the type of leadership a blocker or a stimulant for their entrepreneurial characteristics, such as innovation and creation (Khan et al., 2015). The goal of this project is to understand whether transformational leadership impacts the relationship of intrapreneurship to perceptions of creativity, innovation, and wellbeing. Design: Correlational study, with a (non-probability) convenience sample of 215 participants, collected through the social networks of several companies. Results and conclusion: Results show a fit with the literature regarding the relationship between transformational leadership and well-being and intrapreneurship and innovation. This relationship is significant because there is also a relationship between leadership and innovation. On the other hand, this relationship was not found when mediating leadership, innovation and well-being as well as intrapreneurship, innovation and well-being, since not all companies have adequate freedom of creativity for well-being. Furthermore, intrapreneurs are more than their own innovation, and as such this factor is not sufficient to affirm well-being.
- Published
- 2022
32. Liderança e satisfação no trabalho: o caso da Leroy Merlin de Braga
- Author
-
Alves, Ariana da Cunha, Ferreira, Ana Paula, and Universidade do Minho
- Subjects
Leroy Merlin de Braga ,Job satisfaction ,Transformational leadership ,Satisfação no trabalho ,Leroy Merlin of Braga ,Ciências Sociais::Economia e Gestão ,Liderança transformacional ,Liderança transacional ,Transactional leadership - Abstract
Projeto de estágio de mestrado em Gestão e Negócios, As diferentes secções na Leroy Merlin de Braga, apresentam valores diferentes de satisfação no trabalho (ST). Foi proposto averiguar se tal dissemelhança deriva do estilo de liderança adotado por parte da chefia. A presente investigação trata de avaliar o estilo de liderança e perceber o seu impacto na ST dos colaboradores da Leroy Merlin de Braga, bem como estimar se as variáveis socioprofissionais afetariam a ST. Dado os objetivos definidos, optou-se por um estudo de natureza quantitativa, utilizando o inquérito por questionário como instrumento de recolha de dados. Para avaliar a ST e os estilos de liderança foram usadas as versões de Barbosa (2014) e Dias (2018) traduzidos dos originais de Warr, Cook e Wall (1979), para avaliar a ST e de Podsakoff et al. (1990), para mensurar o estilo de liderança, respetivamente. Participaram no estudo 102 colaboradores da LM de Braga. Os resultados evidenciam uma relação positiva entre os estilos de liderança adotados pela chefia na LM de Braga e a ST; a um aumento da perceção da liderança transformacional como transacional corresponde um aumento da ST. Concluiu-se também que, a liderança transformacional gera mais ST do que a liderança transacional, e que existem diferenças ao nível de ST nas diferentes secções da LM de Braga, que podem ser explicadas pelo estilo de liderança usado., The different sections in Leroy Merlin of Braga show different values of job satisfaction (JS). It was proposed to investigate whether this dissimilarity derives from the leadership style adopted by the manager. This research aims to evaluate the leadership style and understand its impact on the JS of the employees of LM Braga, and to estimate if the socio-professional variables affect the JS. Given the defined objectives, a quantitative study was chosen, used by the questionnaire survey as a data collection tool. Barbosa's (2014) and Dias's (2018) translated versions of the originals by Warr, Cook, and Wall (1979) and Podsakoff et al. (1990) to measure JS and leadership styles, respectively. 102 employees from the Braga LM participated in the study. The results showed a positive relationship between the leadership styles adopted by the manager in LM Braga and the JS; an increase in the perception of transformational leadership and transactional corresponds to an increase in the JS. It was also concluded that transformational leadership produces more JS than transactional leadership, and that there were differences in the level of JS in the different sections of the Braga LM, which can be explained by the leadership style used.
- Published
- 2022
33. Liderança transformacional, empenhamento e turnover dos enfermeiros: o papel mediador da perceção de suporte organizacional
- Author
-
Azevedo, Adriano José Barros, Freire, C., and Universidade do Minho
- Subjects
Turnover intention ,Empenhamento organizacional ,Transformational leadership ,Perceção de suporte organizacional ,Perceived organizational support ,Ciências Sociais::Economia e Gestão ,Liderança transformacional ,Organizational commitment ,Intenção de turnover - Abstract
Dissertação de mestrado em Gestão de Unidades de Saúde, O objetivo deste estudo é analisar o papel mediador da perceção de suporte organizacional na relação entre a liderança transformacional e o empenhamento organizacional e intenção de turnover dos enfermeiros. Foi distribuído um questionário online, respondido por 277 enfermeiros ao longo de todo o território nacional de instituições públicas e privadas. Procedeu-se à modelagem de equações estruturais, estabelecendo a ligação entre as variáveis latentes, com o objetivo de testar as hipóteses do estudo. Os resultados indicaram que, a perceção de suporte organizacional assume um papel de mediação parcial, na relação entre a liderança transformacional e o empenhamento organizacional e uma mediação completa na relação entre a liderança transformacional e a intenção de turnover. Verificou-se, ainda, que a liderança transformacional está positivamente relacionada com a perceção de suporte organizacional dos colaboradores e que a perceção de suporte organizacional está positivamente relacionada com o empenhamento organizacional e negativamente relacionada com a intenção de turnover. Os resultados são discutidos e, posteriormente são apresentadas as contribuições do presente estudo para a prática da gestão de recursos humanos em enfermagem. São descritas algumas das limitações encontradas no desenvolvimento da investigação e, também, as futuras investigações para as quais este trabalho pode servir de base. Apesar de existirem investigações focadas na ligação direta entre as variáveis em estudo, este estudo apresenta uma contribuição diferenciada para a teoria, pois foca-se também nas relações indiretas entre os constructos. Desse modo, o presente trabalho tem um contributo para a comunidade científica, mas tem igual interesse para os líderes e organizações, principalmente em instituições de saúde., The purpose of this study is to analyze the mediating role of the perception of organizational support in the relationship between transformational leadership and nurses' organizational commitment and turnover intention. An online questionnaire was distributed and answered by 277 nurses from public and private institutions throughout the country. Structural equation modeling was performed, establishing the link between the latent variables, to test the study hypotheses. The results indicated that the perception of organizational support plays a role of partial mediation in the relationship between transformational leadership and organizational commitment, and a complete mediation in the relationship between transformational leadership and turnover intention. It was also found that transformational leadership is positively related to employees' perception of organizational support and that the perception of organizational support is positively related to organizational commitment and negatively related to turnover intention. The results are discussed, and contributions are presented to the practice of human resource management in nursing. Some limitations encountered in the development of the research are given as well as suggestions for future research for which this work can serve as a basis. Although there are studies that focus on the direct connection between the variables under study, this research presents a different input to the theory because it also focuses on the indirect relations between the constructs. Thus, this work has a contribution to the scientific community but is of equal interest to leaders and organizations, especially healthcare institutions.
- Published
- 2022
34. Liderazgo en el sector público: una revisión de la literatura
- Author
-
Diego Rafael Roberto Cabrera Moya
- Subjects
Mission valence ,Transformational leadership ,Public service motivation ,Public secton ,Social sciences (General) ,H1-99 - Abstract
"The statement presented below is a theoretical and documentary review of the literature on the relationship between two concepts that have been widely developed separately, but whose relationship and interdependence are not yet find large developments or research to support it: leadership and motivation in public companies. This proposal will form part of the basis for the proposal to be submitted as a doctoral dissertation by the author of this article related with the topic “Methodology for evaluating the economic and social impacts of transmilenio in Bogotá” because in it these two concepts converge. As a contribution to the topic of leadership in the public sector, the author suggests how these concepts can become an interesting strategy for organizational improvement of the companies in this sector if developed simultaneously. First, an introduction where the need of this kind of research is shown as a response to the constant search for methodologies in the organizations to optimizing their processes. Especially when the scope is located in an area that suffers from performance in this respect: the public sector. Then as part of the theoretical contribution to the processes of this sector, a small construction that supports and highlights some conditions that define this sector, is presented. This is the theory of public goods and services. Within the literature review, a theoretical concept presented significantly in most studies of leadership in the public sector was found. This is the Public Service Motivation (PSM). A proposal about their basic concepts, origin, components and developments is presented as a contribution to the understanding of the stated review. As a central theme of this proposal and as announced in the title, a review of the literature on the studies on the relationship between leadership, motivation and performance of employees in companies that provide public services is presented. As this is an issue that has attracted the interest of scholars in relatively recent times, this review focuses on recent findings about that. Finally, as a conclusion, the author presents his main thoughts on the subject and use these ideas as a proposals for the “future directions” where could be directed the relevant investigations."
- Published
- 2014
- Full Text
- View/download PDF
35. Inteligência emocional do funcionário como substituto da liderança transformacional.
- Author
-
Domingues, Juliano, Pereira, Jéssica Santos, Silva, Thaynara Maísa, Delapedra, Ana Tereza Freitas, and Pontes, Isabela Silva
- Subjects
- *
JOB satisfaction , *TRANSFORMATIONAL leadership , *EMOTIONAL intelligence , *JOB performance , *ECONOMIC sectors - Abstract
The literature suggests that transformational leadership and emotional intelligence play a significant role in the key results of employees (i.e., work engagement, job performance and job satisfaction). Although the role of transformational leadership is relevant, Kerr and Jermier (1978) have highlighted some substitutes in the context of work that make the leader's role redundant. In this article, it is proposed that emotional intelligence is a characteristic of the subordinate who replaces the transformational leader. An online survey was conducted with 163 employees from different functions and hierarchical levels of organizations from various economic sectors. Statistical analyzes of correlation, multiple linear regressions, and moderates regressions were performed with Jasp software. The results show that both transformational leadership and employee emotional intelligence increase work engagement, job performance, and job satisfaction. However, when the employee's emotional intelligence is high, transformational leadership is not necessary for the employee to have high levels of job satisfaction and job performance. [ABSTRACT FROM AUTHOR]
- Published
- 2018
- Full Text
- View/download PDF
36. A CONTRIBUIÇÃO DE MULHERES LÍDERES NO NÍVEL DE COMPROMETIMENTO ORGANIZACIONAL.
- Author
-
QUADROS WEYMER, ALEX SANDRO, JULIANE SCHUBER, KATRINE, SARRIA ESKENAZI, ANDREA, and DE LIMA MARTINS, PAOLA APARECIDA
- Abstract
Copyright of Revista Gestão Organizacional (RGO) is the property of Revista Gestao Organizacional and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
- Published
- 2018
37. LIDERADO TRANSFORMADOR, ENGAGEMENT E CREATIVIDADE NO CONTEXTO DE PEMES INTENSIVAS EN COÑECEMENTO.
- Author
-
VILA VÁZQUEZ, Guadalupe, CASTRO CASAL, Carmen, and ÁLVAREZ PÉREZ, Dolores
- Abstract
Copyright of Galician Journal of Economics / Revista Galega de Economía is the property of Universidad de Santiago de Compostela, Servicio de Publicaciones and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
- Published
- 2018
- Full Text
- View/download PDF
38. SATISFAÇÃO DOS FUNCIONÁRIOS E ESTILOS DE LIDERANÇA: EXISTE UMA RELAÇÃO?
- Author
-
Batista da Silva, Mirian Mara, Mendes Nascimento, Eduardo, and Veneroso Alves da Cunha, Jacqueline
- Abstract
This research addresses the existence of a relationship between employee satisfaction and leadership styles, in the perception of managers and those led by accounting firms in Belo Horizonte. The verification of this relation was made through the Spearman coefficient and it was verified that there is an association between employee satisfaction and the transformational style of leadership, from the point of view of the ones led. The results show that the financial factor influences the satisfaction, but not to the point of negatively impacting it, that is, employees who are not satisfied with the salaries have high satisfaction indexes related to the leadership style adopted by the company. [ABSTRACT FROM AUTHOR]
- Published
- 2017
39. Liderazgo transformacional y bienestar en el trabajo en instituciones de enseñanza: una propuesta teórico-metodológica y reflexiones para una agenda de investigación
- Author
-
Poubel, Lucas, Sincorá, Larissa Alves, and Brandão, Marcelo Moll
- Subjects
Prosperidade no trabalho ,Liderazgo transformacional ,Job satisfaction ,Thriving at work ,Transformational leadership ,Prosperidad en el trabajo ,Satisfação no trabalho ,Education institutions ,Instituições de ensino ,Burnout ,Satisfacción laboral ,Liderança Transformacional ,Instituciones de enseñanza - Abstract
This essay aims to discuss the impact of Transformational Leadership on Teachers' Job Satisfaction, based on the dual mediating role played by Thriving at Work and Burnout. The findings demonstrate that transformational leadership is a contextual facilitator for guaranteeing diverse resources to individuals. Thus, leaders of educational institutions must be aware of how to manage their team members, especially those with a low openness to experiences, aiming to increase the degree of growth and learning in their activities (thriving at work), reducing the teachers ‘stress (burnout) and increase satisfaction rates. Este ensayo pretende discutir el impacto del Liderazgo Transformacional en la Satisfacción Laboral de los docentes, basado en el doble papel mediador desempeñado por la Prosperidad en el Trabajo y el Burnout. Los resultados demuestran que el liderazgo transformacional es un facilitador contextual para garantizar diversos recursos a las personas. Así, los líderes de las instituciones educativas deben ser conscientes de cómo gestionar a sus subordinados, especialmente aquellos con poca apertura a las experiencias, con el objetivo de aumentar el grado de crecimiento y aprendizaje en sus actividades, reduciendo el estrés de los docentes y aumentar las tasas de satisfacción. Este ensaio visa discutir o impacto da Liderança Transformacional na Satisfação do Trabalho de docentes, a partir do papel mediador duplo exercido pela Prosperidade no Trabalho e pelo Burnout. Os achados demonstram que a liderança transformacional é um facilitador contextual para a garantia de diversos recursos aos indivíduos. Assim, líderes de instituições de ensino devem ser conscientizados sobre como gerenciar seus liderados, especialmente aqueles com baixa abertura a experiências, objetivando aumentar o grau de crescimento e aprendizagem em suas atividades (prosperidade no trabalho), reduzir o estresse dos professores (burnout) e aumentar os índices de satisfação.
- Published
- 2022
40. Transformational Leaders and Work Performance: The Mediating Roles of Identification and Self-efficacy
- Author
-
Flávia Cavazotte, Valter Moreno, and Jane Bernardo
- Subjects
transformational leadership ,identification ,self-efficacy ,task performance ,helping behaviors. ,Business ,HF5001-6182 - Abstract
In this study we investigate the connections between transformational leadership and subordinate formal and contextual performance among Brazilian employees. We also proposed and tested two mediating processesthrough which transformational leaders would enhance the performance of their staff: stronger follower identification with the leader and efficacy beliefs. These relations were tested with a sample of 107 managers from a multinational company that operates in the financial sector. The proposed structural equation model was assessed with Partial Least Squares (PLS) techniques. The results suggest that perceived transformational leadership is associated with higher levels of task performance and helping behaviors. Moreover, the proposed mediating processes were empirically supported. We discuss implications for theory and practice.
- Published
- 2013
41. Competências e estilos de liderança: um estudo em organizações de diferentes origens de controle de capital atuantes no Brasil
- Author
-
Marins, Dalmo Fernandes, EAESP, Cepellos, Vanessa Martines, André, Juliana Genevieve Souza, and Sant'anna, Anderson de Souza
- Subjects
Capital origin ,Vantagem competitiva ,Origem de capital ,Empresas - Finanças ,Competências ,Liderança transacional ,Liderança transformacional ,Competencies ,Capacidade executiva ,Transactional leadership ,Liderança ,Leadership ,Transformational leadership ,Administração de empresas - Abstract
O desenvolvimento da liderança aponta para impactos na geração de vantagens competitivas, assim como questões a respeito do ensino da liderança, tanto nos meios acadêmicos, como dentro das organizações. Da mesma forma, as competências requeridas para aqueles que queiram se desenvolver na liderança, também é um fator de estudo e previsões sobre as mais requeridas no futuro. Por isso, este estudo tem como objetivo investigar em que medida a origem de capital das empresas influencia no estilo de liderança, assim como na visão de competências requeridas por parte de seus gestores, respondendo à seguinte pergunta de pesquisa: Em que medida se verificam diferenças estatisticamente significativas entre competências requeridas e estilos de liderança - transacionais e transformacionais - em organizações sob distintos tipos de controle acionário? A população definida envolve gestores de três empresas atuantes no Brasil, no segmento de mídia exterior, totalizando 138 respondentes. Os dados foram coletados de forma digital, por meio de questionário composto por três seções: Estilos de liderança; Competências percebidas; e Perfil sociodemográfico dos respondentes. Em termos metodológicos, o estudo envolve pesquisa de abordagem quantitativa e caráter descritivo, desenvolvida por meio da técnica de survey. Os resultados apontam para a inexistência de diferenças estatisticamente significativas entre os dois construtos. Em outros termos, não se observam diferenças estatisticamente significativas entre competências requeridas e estilos de liderança em relação à origem de capital das empresas, alvo do estudo: controle de capital brasileiro, norte-americano e francês. Da mesma forma, não se observa correção estatisticamente significativa entre os constructos Competência e Estilo de Liderança, segundo a percepção dos gestores dessas três empresas. Vale destacar, ademais, uma elevada demanda percebida pelos gestores pesquisados quanto ao conjunto das competências investigadas. Tal demanda não se repercute, todavia, em maior presença de estilo de liderança transformacional. Não obstante, a inexistência de diferenças estatisticamente significativas entre os estilos de liderança transacional e transformacional vis-à-vis a origem de capital das empresas, registra-se prevalência de estilo de liderança transacional. Dentre fatores que podem explicar tais achados, pode-se aventar tanto fatores de localização orientados por custo de mão de obra, assim como modelos de negócios e de operações focados em escala e eficiência operacional (explotation), ficando, em países centrais, posições e atividades mais amplamente orientadas à criação e inovação (exploration), onde, por conseguinte, justificariam estilos de liderança mais vinculados a características transformacionais (BAŠKARADA; WATSON; CROMARTY, 2016; SOBRAL & FURTADO, 2019). Nessa direção, os resultados deste estudo corroboram achados de pesquisas anteriores, as quais apontam para processos de modernização de organizações localizadas no país como de natureza conservadora; a despeito, inclusive, de origem de controle de capital (KILIMNIK; RODRIGUES, 2005; LEITE, 1996; SANT’ANNA, MORAES, KILIMNIK, 2005; SANT’ANNA; VOGEL, 2020; XAVIER NETO, SANT’ANNA, CASMICI, 2021). Desse modo, as contribuições teóricas e práticas deste estudo revestem-se de relevância, notadamente ao apontar para a ausência de correlações estatisticamente significativas entre o grau de competências individuais contemporaneamente requeridas no contexto de transição para a chamada quarta revolução industrial - ou economia digital – e os estilos de liderança. Ao contrário, sinalizam para leve primazia de estilos de liderança comando-controle, mais afins a modelos de negócios e configurações organizacionais ainda típicas da era industrial clássica, aparentemente não aderentes aos novos perfis profissionais requeridos. Leadership development points to impacts on the generation of competitive advantages, as well as issues regarding leadership teaching, both in academic circles and within organizations. Similarly, the competencies required for those who want to develop in leadership, is also a factor of study and predictions about the most required competencies in the future. Therefore, this study aims to investigate the extent to which the origin of companies’ capital influences the leadership style, as well as the vision of competencies required by the company’s managers, answering the following research question: To what extent are there statistically significant differences between required competencies and leadership styles - transactional and transformational - in organizations under different types of share control? The defined population involves managers of three companies active in Brazil, in the foreign media segment, totaling 138 respondents. Data were collected digitally by means of a questionnaire composed of three sections: Leadership styles, perceived competencies and sociodemographic profile of respondents. In methodological terms, the study involves research of quantitative approach and descriptive character, developed through the survey technique. The results point to the inexistence of statistically significant differences between the two constructs. In other words, there are no statistically significant differences between required competencies and leadership styles in relation to the capital origin of the target companies of the study: control of Brazilian, North American and French capital. Similarly, there is no statistically significant correction between the constructs Competence and Leadership Style, according to the perception of the managers of these three companies. Moreover, it is worth pointing out a high demand perceived by the managers surveyed regarding the set of competencies under investigation. However, this demand does not have repercussions in a greater presence of a transformational leadership style. Nevertheless, the inexistence of statistically significant differences between the styles of transactional and transformational leadership vis-à-vis the origin of the companies’ capital, there is a prevalence of transactional leadership style. Among factors that can explain such findings, one can include location factors oriented by labor cost, as well as models of businesses and operations focused on scale and operational efficiency (exploration), remaining, in central countries, positions and activities more widely oriented to creation and innovation (exploration), where, therefore, they would justify leadership styles more linked to transformational characteristics (BAŠKARADA; WATSON; CROMARTY, 2016; SOBRAL & FURTADO, 2019). In this direction, the results of this study corroborate findings from previous studies, which point to modernization processes of organizations located in the country as conservative in nature; even despite the origin of capital control (KILIMNIK; RODRIGUES, 2005; LEITE, 1996; SANT’ANNA, MORAES, KILIMNIK, 2005; SANT’ANNA; VOGEL, 2020; XAVIER NETO, SANT’ANNA, CASMICI, 2021). Thus, the theoretical and practical contributions of this study are relevant, remarkably when pointing to the inexistence of statistically significant correlations between the degree of individual competencies currently required in the context of transition to the so-called fourth industrial revolution - or digital economy - and leadership styles. On the contrary, they suggest a slight primacy of command-control leadership styles, more related to models of businesses and organizational configurations still typical of the classical industrial era, apparently not adherent to the new professional profiles that are required.
- Published
- 2022
42. A gestão de conflito enquanto processo relacional de crescimento: uma reflexão
- Author
-
Costa, Adriana Maria Rangel and Cunha, Pedro
- Subjects
Systemic leadership ,Liderança sistêmica ,Gestão construtiva de conflitos ,Transformational leadership ,Liderança transformacional ,Ferramentas de gestão de conflito ,Constructive conflict management ,Conflict management tools ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] - Abstract
Submitted by Ana Moreira (anadsmoreira@ufp.pt) on 2022-02-09T12:24:16Z No. of bitstreams: 1 DM_37743.pdf: 2248883 bytes, checksum: 136d706cb7ff7896f4aaf4cada402df2 (MD5) Approved for entry into archive by azevedo@ufp.pt (azevedo@ufp.pt) on 2022-02-09T15:29:52Z (GMT) No. of bitstreams: 1 DM_37743.pdf: 2248883 bytes, checksum: 136d706cb7ff7896f4aaf4cada402df2 (MD5) Made available in DSpace on 2022-02-09T15:29:52Z (GMT). No. of bitstreams: 1 DM_37743.pdf: 2248883 bytes, checksum: 136d706cb7ff7896f4aaf4cada402df2 (MD5) Previous issue date: 2022-01-21
- Published
- 2022
43. O PAPEL DA LIDERANÇA TRANSFORMACIONAL NA RECONSTRUÇÃO DE SIGNIFICADOS COMPARTILHADOS DE UMA UNIDADE ESTRATÉGICA DE NEGÓCIOS DA ÁREA DA SAÚDE.
- Author
-
Quadros Weymer, Alex Sandro and Rodrigues Moreira, Vilmar
- Abstract
The aim of this paper was to verify how the transformational leader's role might influence the reconstruction of shared meanings as regards strategic corporative changes considering a restructuring process of Business Units which have different and inter-related portfolios. The strategy for research has been characterized as a case study because it presents the singularity of a unique organization, as well as the use of a triangulation of different data sources. Such triangulation allowed not only for the definition of analysis categories supported by theoric development and by the questionnaire, but also for the confirmation of such categories along with data collecting, including 106 respondents and 20 managers (called "transformational leaders"). It was possible to conclude that even though there are structural problems, leaders are well accepted by employees and their role is highly significant on the change process and on the building of meanings, specially considering the interpretation of the directors' expectations and work conditions that are offered and perceived. [ABSTRACT FROM AUTHOR]
- Published
- 2017
- Full Text
- View/download PDF
44. Técnica estendida para flauta transversal e criatividade transformacional
- Author
-
João Queiroz and Marta Castello Branco
- Subjects
lcsh:M1-5000 ,lcsh:Music ,Computer science ,media_common.quotation_subject ,Repertoire ,Flute ,criatividade musical. artefato cognitivo. espaços conceituais. técnica estendida. flauta transversal ,Space (commercial competition) ,Notation ,Creativity ,Linguistics ,Transformation (music) ,Development (topology) ,Transformational leadership ,lcsh:Music and books on Music ,lcsh:M ,Music ,media_common - Abstract
O sistema Boehm fornece um padrão estável para construção da flauta transversal, criando um espaço estruturado de ideias concebíveis. Este espaço está relacionado ao incremento tecnológico, metalúrgico e ao desenvolvimento de chaves e sapatilhas na flauta. O sistema incorpora uma “disposição para ação”, ou um “padrão estruturado de restrições”. O surgimento de técnicas estendidas para flauta transversal constitui um caso exemplar para investigação de fenômenos de criatividade transformacional, de sua dependência de artefatos cognitivos (notações e instrumentos) e da transformação produzida em espaços conceituais específicos. Mas a expansão técnica atua com grande variabilidade. Nós examinamos aqui exemplos paradigmáticos do repertório de técnicas estendidas para flauta transversal. Na obra Voice, de Toru Takemitsu (1971), a técnica estendida foi desenvolvida a partir de parâmetros vocais relacionados à fala, enquanto em Das atmende Klarsein (1981), de Luigi Nono, a escrita para flauta é transformada pelo aparato eletrônico. Nestes casos, observamos episódios de criatividade transformacional, que correspondem à criação de espaços conceituais, cuja continuidade se observa no repertório posterior para o instrumento.
- Published
- 2019
45. O exercício da liderança em estruturas organizacionais mecanicistas e orgânicas
- Author
-
Assi, Ilton Luiz, Escolas::EAESP, Lins, João, Oliveira, Fátima Bayma de, and Sant'anna, Anderson de Souza
- Subjects
Leadership ,Transformational leadership ,Administração de empresas ,Desenvolvimento organizacional ,Cultura organizacional ,Liderança transformacional ,Organizational culture ,Administração de pessoal ,Organizational development ,Personnel administration ,Liderança - Abstract
O presente estudo propõe investigar e combinar dois constructos acadêmicos de relevância e interesse econômico, no âmbito sociocultural e político: Tipos Organizacionais e Liderança. O objetivo geral é investigar: em que medida a prevalência de características mecanicistas e ou orgânicas relaciona-se com o estilo de exercício da liderança – transacional e transformacional? A população definida é composta por discente, docentes e ou egressos de cursos de Administração de empresa de instituições de ensino de São Paulo, Rio de Janeiro, Minas Gerias, Rio Grande do Sul. A amostra é composta por 150 questionários válidos, respondidos por uma população estimada em 1500 indivíduos. Caracterizada como uma pesquisa quantitativa, survey, com amostragem por conveniência, por acessibilidade e intencionalidade e não probabilística. Como instrumento de coleta de dados foi utilizado um questionário único composto de três partes distintas - dados demográficos, tipos organizacionais e tipos de liderança - disponibilizados por meio eletrônico. O conteúdo da primeira escala objetiva identificar na população amostral sua constituição demográfica. A segunda escala é composta por indicadores dos Tipos Organizacionais - Mecanicistas e Orgânicos - com objetivo de identificar a percepção da população amostral sobre as estruturas organizacionais em que se inserem. A terceira escala refere-se aos Tipos de Liderança – Transacional e Transformacional - que têm como objetivo identificar a percepção dos estilos de liderança exercidos. Como resultado o estudo apresenta que: existe correlação positiva e significativa entre os -Tipos organizacionais e Tipos de Liderança – com impacto estatístico de 0,12. Correlação comprovada por Alfa de Chronbach 0,68 e 0,94 respectivamente. O Tipo Organizacional Orgânico é impactado pela Liderança Transacional em 0,10 e o Tipo Organizacional Orgânico impacta os Tipos de Liderança em 0,89, índice que demanda uma exigente e constante mudança e significante capacidade de adaptação do líder para o exercício da liderança neste tipo organizacional. A Liderança Transacional apresenta significância estatística em todos os seus fatores e ou sub escalas. Por outro lado, todos os fatores de Liderança Transformacional não obtiveram índices com significância estatística ≤ 0,05. Isso posto, o estudo apresenta tendência de a liderança percebida ser exercida com estilo predominantemente transacional, independentemente do tipo organizacional em que os respondentes se inserem. Esse exercício transacional é evidenciado pela racionalidade, rigidez, alta definição de papéis e cargos, e com comunicação com significante verticalização. O estudo conclui que a liderança ainda é exercida em função da escala, com pouca atenção ao escopo, com alta ambiguidade e é cingida pela estrutura organizacional. Esses achados são corroborados pelas teses defendidas por autores como Sant’Anna (2002), Leite (1992) e Faoro (1992) segundo os quais as organizações tendem à prevalência de modelos de gestão burocráticos, centralizadores e conservadores. Esse processo evolutivo pode ser definido como de “modernização conservadora”. Pode-se inferir que o exercício da liderança contemporânea necessita romper os limites transacionais e ou pseudo-transformacionais, para que em um futuro não muito distante consolidar a liderança transformacional corroborando com a evolução e inovação da estrutura organizacional. This study proposes to investigate and combine two academic constructs of relevance and economic interest, in the sociocultural and political scope: Organizational Types and Types of Leadership. The general objective is to investigate: to what extent is the prevalence of mechanistic and/or organic characteristics related to the style of leadership exercise – transactional and transformational? The defined population is students, professors and/or graduates of Business Administration courses from educational institutions in São Paulo, Rio de Janeiro, Minas Gerais, Rio Grande do Sul. The sample consists of 150 valid questionnaires, answered by an estimated population in 1500 individuals. Characterized as a quantitative research, survey, with sampling for convenience, accessibility and intentionality and not probabilistic. As a data collection instrument, a single questionnaire consisting of three distinct parts was used - demographic data, organizational types and types of leadership - available electronically. The content of the first scale aims to identify its demographic constitution in the sample population. The second scale is composed of indicators of Organizational Types - Mechanistic and Organic - with the objective of identifying the perception of the sample population about the organizational structures in which they operate. The third scale refers to the Types of Leadership - Transactional and Transformational - which aim to identify the perception of the leadership styles exercised. As a result, the study shows that: there is a positive and significant correlation between -Organizational Types and Types of Leadership - with a statistical impact of 0.12. Correlation proven by Chronbach's Alpha 0.68 and 0.94 respectively. The Organic Organizational Type is impacted by Transactional Leadership in 0.10 and the Organic Organizational Type impacts the Types of Leadership in 0.89, an index that demands a demanding and constant change and significant adaptability of the leader to exercise leadership in this type organizational. Transactional Leadership presents statistical significance in all its factors and/or sub-scales. On the other hand, all Transformational Leadership factors did not obtain indices with statistical significance ≤ 0.05. That said, the study shows a tendency for perceived leadership to be exercised with a predominantly Transactional style, regardless of the organizational type in which the respondents belong. This transactional exercise is evidenced by rationality, rigidity, high definition of roles and positions, and communication with significant verticalization. The study concludes that leadership is still exercised in function of scale, with little attention to scope, with high ambiguity and is bounded by organizational structure. These findings are corroborated by the theses defended by authors such as Sant’Anna (2002), Leite (1992) and Faoro (1992) according to which organizations tend to the prevalence of bureaucratic, centralizing and conservative management models. This evolutionary process can be defined as “conservative modernization”. We can infer that the exercise of contemporary leadership needs to break through transactional and/or pseudo-transformational boundaries, so that in a not-too-distant future, transformational leadership can be consolidated, corroborating the evolution and innovation of the organizational structure.
- Published
- 2021
46. Transformational leadership, psychological capital and customer-oriented in-role and extra-role behavior: An empirical study
- Author
-
Cação, Joana Baptista, Coelho, Filipe Jorge Fernandes, and Dimas, Isabel Cristina Dórdio
- Subjects
Customer in-role behavior ,Comportamento extra papel ,Capital psicológico ,Transformational leadership ,Customer extra-role behavior ,Performance ,Liderança transformacional ,Psychological capital ,Desempenho ,Comportamento intra papel - Abstract
Dissertação de Mestrado em Marketing apresentada à Faculdade de Economia Este trabalho investiga a relação entre a liderança transformacional e o comportamento intra papel e extra papel orientado para os clientes. De forma mais específica, definiram-se os três seguintes objetivos: clarificar o papel da liderança transformacional do líder nos comportamentos intra e extra papel orientados para os clientes junto de comerciais; determinar a relação entre o capital psicológico dos comerciais e os seus comportamentos intra e extra papel orientados para os clientes; e estudar o efeito mediador do capital psicológico na relação entre a liderança transformacional e os comportamentos intra e extra papel orientados para os clientes. De forma a concretizar estes objetivos, foram distribuídos questionários tendo respondido os colaboradores de seis empresas, de que resultou uma amostra de 250 participantes com idades compreendidas entre os 18 e os 65 anos. O instrumento de recolha de dados é constituído por várias afirmações medidas por uma escala de Likert de cinco pontos.No tratamento estatístico dos dados foi utilizado o programa estatístico SPSS versão 28.0 para realizar a análise fatorial exploratória e recorreu-se ao programa IBM® SPSS Amos versão 28.0 para se efetuar uma análise fatorial confirmatória e testar as diferentes hipóteses definidas para este estudo. Os resultados revelaram a existência de uma relação significativa entre a variável liderança transformacional e os comportamentos intra e extra papel orientados para os clientes, relação esta que é parcialmente mediada pela variável capital psicológico, tendo sido todas as hipóteses definidas comprovadas empiricamente. This work investigates the relationship between transformational leadership and customer-oriented in-role and extra-role behavior. More specifically, the following three objectives were defined: clarify the role of the leader's transformational leadership in customer-oriented in-role and extra-role behaviors with salespeople; determine the relationship between the psychological capital of salespeople and their customer-oriented in-role and extra-role behaviors; and to study the mediating effect of psychological capital on the relationship between transformational leadership and customer-oriented in-role and extra-role behaviors. In order to verify this relationship, questionnaires were distributed to the employees of six companies, which resulted in a sample of 250 participants aged between 18 and 65 years. The data collection instrument consists of several statements measured by a Likert scale scored from one to five.For the statistical treatment of the data, the statistical program SPSS version 28.0 was used to carry out the exploratory factor analysis and the IBM® SPSS Amos version 28.0 program was used to carry out a confirmatory factor analysis and test the different hypotheses defined for this study.Subsequently, a discussion was made about the results obtained in the tests that revealed the existence of a significant relationship between transformational leadership and the in-role and extra-role customer-oriented behaviors, a relationship that is partially mediated by psychological capital. Finally, all the hypotheses received empirical support.
- Published
- 2021
47. Investigação comparada entre os estilos de liderança que predominam nas empresas públicas vs nas empresas privadas
- Author
-
Dias, Mariana Ribeiro, Sousa, Maria José, and Moreira, Ana Palma
- Subjects
Leadership ,Desempenho organizacional -- Organizational performance ,Setor privado -- Private sector ,Transformational leadership ,Ciências Sociais::Ciências Políticas [Domínio/Área Científica] ,Liderança transacional ,Liderança transformacional ,Ciências Sociais::Outras Ciências Sociais [Domínio/Área Científica] ,Setor público -- Public sector ,Liderança ,Transactional leadership - Abstract
Esta dissertação teve como objetivo testar em que medida os estilos de liderança influenciam o desempenho organizacional nas organizações públicas e privadas, assim como perceber quais são os estilos de liderança que predominam em ambas as organizações, públicas e privadas; quais as competências que devem os líderes adquirir para melhorar o desempenho organizacional e quais são as consequências dos estilos de liderança na prestação de serviços das organizações. Como essa finalidade hipotetizou-se: 1) O estilo de liderança (transformacional e transacional) tem um efeito significativo e positivo no desempenho percecionado; 2) O setor (público ou privado) tem um efeito moderador na relação entre o estilo de liderança (transformacional e transacional) e o desempenho. Espera-se que para os participantes do setor privado, quando comparados com os participantes do setor público, o estilo de liderança se torne relevante para potenciar o seu desempenho. A amostra é constituída por 240 participantes a trabalharem em organizações sediadas em território português. Os resultados indicam-nos que a tanto a liderança transformacional como a liderança transacional têm um efeito significativo e positivo no desempenho. Quanto ao efeito moderador, comprovou-se o efeito moderador do setor (público ou privado) na relação entre a liderança transformacional e o desempenho, assim como na relação entre algumas das dimensões (motivação inspiracional, comportamentos idealizados e recompensas contingentes) e o desempenho. This dissertation aimed to test to what extent leadership styles influence organizational performance in public and private organizations, as well as to understand which leadership styles predominate in both public and private organizations; what competencies should leaders acquire to improve organizational performance and what are the consequences of leadership styles in the provision of services in organizations. As this purpose was hypothesized: 1) The leadership style (transformational and transactional) has a significant and positive effect on perceived performance; 2) The sector (public or private) has a moderating effect on the relationship between leadership style (transformational and transactional) and performance. It is expected that for private sector participants, when compared to public sector participants, leadership style will become relevant to enhance their performance. The sample consists of 240 participants working in organizations based in Portuguese territory. The results indicate that both transformational and transactional leadership have a significant and positive effect on performance. As for the moderating effect, the moderating effect of the sector (public or private) was proven in the relationship between transformational leadership and performance, as well as in the relationship between some of the dimensions (inspirational motivation, idealized behaviors and contingent rewards) and performance.
- Published
- 2021
48. Estilos de liderança : caso de estudo da empresa Mendes Gonçalves
- Author
-
Duarte, Luana Alexandra Burrica Parracho and Laranja, Manuel
- Subjects
Leadership ,métodos qualitativos ,Transformational leadership ,Liderança transformacional ,Liderança transacional ,Liderança ,Transactional leadership ,qualitative methods - Abstract
Mestrado Bolonha em Gestão e Estratégia Industrial A liderança desempenha um papel fundamental na eficiência organizacional uma vez que esta tem a responsabilidade da definição de estratégias que levam a organização a ser mais eficaz e eficiente no seu desempenho. O presente estudo visa identificar os estilos de liderança presentes na empresa Mendes Gonçalves de modo a identificar os pontos fortes da mesma assim como os pontos fracos a fim de se conseguir melhorar os aspetos identificados, levando a uma maior eficiência organizacional. Para a elaboração deste estudo recorreu-se ao método qualitativo através de um estudo de caso onde foram realizadas entrevistas semiestruturadas a cinco líderes da empresa de áreas e níveis distintos. Concluiu-se que a empresa temmaioritariamente uma liderança transformacional e que os líderes entrevistados têm presente no seu estilo de liderança os valores da empresa, tentado passar os mesmos para as suas equipas. Leadership plays a fundamental role in organizational efficiency since it is responsible for defining the strategy that leads the organization to be more effective and efficient in its performance. This study aims to identify the leadership styles present in Mendes Gonçalves in order to identify the company strengths as well as the weaknesses in order to improve the identified aspects, thus leading to greater organizational efficiency. To prepare the study, the qualitative method was used through a study case where were used semi-structured interviews to five company leaders from different areas and levels. It was concluded that the company has mostly a transformational leadership and the interviewed liders have in mind the company values and try to pass them to their teams. info:eu-repo/semantics/publishedVersion
- Published
- 2021
49. A influência da liderança na construção motivada da identidade
- Author
-
Ascensão, Tatiana Isabel Barros and Nunes, Francisco Guilherme
- Subjects
I Health, education, and welfare ,Rotation ,M Business administration and business economics - Marketing - Accounting - Personnel economics ,M54 ,Liderança transformacional ,Ciências Médicas::Ciências da Saúde [Domínio/Área Científica] ,Rotação ,Ciências Sociais::Economia e Gestão [Domínio/Área Científica] ,Liderança carismática ,Motivated construction of identity ,Construção motivada da identidade ,Charismatic leadership ,Transformational leadership ,Bem-estar -- Well-being ,I31 ,Profissional de saúde -- Healthcare professional - Abstract
Os profissionais de saúde são indivíduos cujo tempo é despendido, em grande parte, no local de trabalho. Por este motivo, esta experiência é um aspeto influente na construção das suas identidades, com especial destaque para a liderança. Tendo por base a literatura da liderança transformacional e carismática, sugere-se a existência de um tipo de liderança orientada para a promoção da construção motivada da identidade. Neste contexto, a presente dissertação tem como principal objetivo explorar em que medida o exercício da liderança influencia o processo de construção motivada da identidade e, consequentemente, o bem-estar e a rotação dos profissionais de saúde. Esta possibilidade foi testada através de um estudo correlacional, envolvendo uma amostra de 191 profissionais de saúde. Os resultados obtidos mostram que a liderança exerce uma influência significativa, mas fraca sobre a construção motivada da identidade e o bem-estar dos profissionais de saúde. Por outro lado, a liderança influencia significativamente a rotação dos mesmos. Verificou-se ainda que os seis motivos que contribuem para a construção motivada da identidade apresentam uma influência significativa sobre o bem-estar e, com menos intensidade, sobre a rotação dos profissionais. Health professionals are individuals whose time is greatly spent in the workplace, and, for this reason, this experience is an influential aspect in the construction of their identities, with special emphasis on leadership. Based on the literature on transformational and charismatic leadership, the existence of a type of leadership oriented towards the promotion of motivated identity construction is suggested. In this context, the main objective of this dissertation is to explore to what extent the exercise of leadership influences the process of motivated construction of the identity and, consequently, the well-being and rotation of health professionals. This possibility was tested through a correlational study, involving a sample of 191 health professionals. The obtained results show that leadership exerts a significant but weak influence on the motivated construction of the identity and the well-being of health professionals. On the other hand, leadership significantly influences their rotation. It was also found that the six reasons that contribute to the motivated construction of identity have a significant influence on the well-being and, to a lesser extent, on the rotation of professionals.
- Published
- 2021
50. O Impacto da liderança transformacional e transacional no engagement no trabalho: um comparativo entre os trabalhadores temporários e trabalhadores efetivos
- Author
-
Oliveira, Flavio Neri de and Santos, Maria João
- Subjects
Effective workers ,Trabalhadores efetivos ,Transformational leadership ,Trabalhadores temporários ,Temporary workers ,Liderança transformacional ,Liderança transacional ,Transactional leadership - Abstract
Mestrado Bolonha em Gestão de Recursos Humanos Enquadramento: Como os estudos anteriores exploraram os impactos da liderança transformacional e transacional na atitude positiva dos trabalhadores e no desempenho no trabalho separadamente, considerou-se importante estudar as relações entre os estilos de liderança e o envolvimento dos trabalhadores temporários e efetivos no trabalho. Objetivos: Identificar as práticas de liderança utilizadas na organização; verificar em que medida os trabalhadores se encontram envolvidos com o seu trabalho; verificar se existem diferenças estatisticamente significativas de engagement entre os trabalhadores temporários e os trabalhadores efetivos; averiguar se o tipo de trabalho interfere na perceção que os trabalhadores têm acerca das práticas de liderança da organização; verificar se há relação entre a perceção sobre as práticas de liderança na organização e o engagement dos trabalhadores. Metodologia: Estudo quantitativo, descritivo e correlacional, com enfoque transversal. A amostra é do tipo probabilística, acidental e por conveniência, constituída por 82 trabalhadores, com predomínio dos que se encontram afetos a uma empresa de trabalho temporário (63,4%). O instrumento de recolha de dados contém um conjunto de questões de caracterização sociodemográfica e profissional (ad hoc), a escala Utrecht Work Engagement Scale (UWES-17) de Schaufeli e Bakker (2009), adaptada para português de Portugal por Teles et al. (2017) e o Questionário de Liderança Multifatorial (Multifactor Leadership Questionnaire - MLQ, 5X) de Avolio e Bass (1995), na versão de Dias (2007). Resultados: Existem interferências estatisticamente significativas na liderança transformacional e no perfil do líder, onde foram os trabalhadores efetivos que mais pontuaram. Não existem diferenças estatisticamente significativas entre o engagement no trabalho e o tipo de trabalho. Os valores da ordenação média revelam que os trabalhadores temporários revelam mais vigor, absorção e pontuaram mais no total do engagement. Os trabalhadores efetivos pontuaram mais na dedicação, podendo este aspeto ser percebido como um grande envolvimento com o seu trabalho. Constatam-se correlações moderadas a muito elevadas entre o tipo de liderança e as dimensões do engagement, sendo quase todas positivas e com diferenças estatisticamente significativas; correlações negativas entre a liderança laisser faire e as três dimensões do engagement. Background: As previous studies explored the impacts of transformational and transactional leadership on workers' positive attitude and job performance separately, it was considered important to study the relationships between leadership styles and the involvement of temporary and effective workers at work. Objectives: Identify the leadership practices used in the organization; check to what extent workers are involved in their work; verify whether there are statistically significant differences in engagement between temporary and permanent workers; find out if the type of work interferes with the perception that workers have about the organization's leadership practices; to verify the relationship between the perception of leadership practices in the organization and employee engagement. Methodology: Quantitative, descriptive and correlational study, with a transversal focus. The sample is probabilistic, accidental and for convenience, consisting of 82 workers, with a predominance of those working in a temporary work company (63.4%). The data collection instrument contains a set of questions of sociodemographic and professional (ad hoc) characterization, the Utrecht Work Engagement Scale (UWES-17) by Schaufeli and Bakker (2009), adapted to Portuguese from Portugal by Teles et al. (2017) and the Multifactor Leadership Questionnaire (MLQ, 5X) by Avolio and Bass (1995), in the version by Dias (2007). Results: There are statistically significant interferences in transformational leadership and in the leader's profile, where effective workers scored the most. There are no statistically significant differences between work engagement and type of work. The values of the average ordering reveal that temporary workers show more vigor, absorption and scored more in total engagement. Effective workers scored more on dedication, and this aspect can be perceived as a great involvement with their work. Moderate to very high correlations were found between the type of leadership and the dimensions of engagement, almost all of which were positive and with statistically significant differences; negative correlations between laisser faire leadership and the three dimensions of engagement. info:eu-repo/semantics/publishedVersion
- Published
- 2021
Catalog
Discovery Service for Jio Institute Digital Library
For full access to our library's resources, please sign in.