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The objective of this study was to analyze the moderating effect of personality traits on the relationship between entrenchment and an individual's performance at work. The sample consisted of 210 Brazilian workers (mean age 30.9 years, SD = 9.5 years). The Organizational Entrenchment Scale, the Big Five Factors Personality Scale, and an adapted version of the Performance Scale were applied. To test the hypotheses, multiple regressions were performed in blocks, including the predictor, the moderator, and de interaction variables. The results indicated that entrenchment and neuroticism negatively predicted performance, while extraversion showed a positive relationship. The complete model explained 14% of the performance. The moderating effect was not statistically significant. Entrenchment can reduce job performance, so their analysis and control within organizations become essential for obtaining good organizational results. More studies need to investigate how other personality traits might influence this relationship.

Heraclitus of Ephesus (540-475 BC) is not an author of note in organizational and management studies, but his philosophical contributions can certainly offer valuable insights into understanding the role of change in the life cycles of people and organizations. In fragments of his work “On Nature”, Heraclitus highlights the transience of things, emphasizing that everything is in constant flux and transformation: “Nothing is permanent except change” (Kahn, 1979). From this perspective, change seems to be inevitable — even under strong resistance, obstacles, or attempts to deny its inevitability (Baloyannis, 2013).This Heraclitean vision of a world in constant becoming, in which nothing is permanent and everything is in flux, can be particularly relevant to understanding the challenges faced by organizations and their managers in an increasingly dynamic and unpredictable environment (Tsoukas & Chia, 2002). Understanding the inevitability of change processes, whether in the incorporation of new technologies or in the socio-economic and cultural transformations of society, provokes the need to learn to develop specific skills, to adapt to new scenarios which are not always positive, and to assess their impacts and consequences over time in the organizational structure and processes.

Research on ethical behavior at work presents methodological challenges to minimize the impact of cultural characteristics and social desirability inherent to this phenomenon. The general objective of this study is to build and gather validity evidence for a scale of ethical behavior at work in Brazilian Portuguese that includes everyday behaviors and is applicable to most occupations. An item neutralization method was used in the scale construction. To collect evidence of validity, exploratory factor analysis was performed with a sample of 298 workers and convergent and discriminant analysis with a sample of 226 workers. The final scale had 12 items in a structure with 3 factors (composite reliability > .70) and explained variance of 65.6%. The study proposes an integration of the literature on ethical, counterproductive and work performance behavior and presents results that indicate the scale’s suitability for use in future research.

The present and future of work, as well as (the present and the future of) productive processes and of interactions between people signal, increasingly, a life mediated by digital technologies—computers, internet networks, mobile devices, and applications. This allows connectivity, access to information, storage, processing, and transmission of data in real time. As the Internet and digital devices become more and more common, there is a growing expectation of a significant transformation in our work environments and organizational processes. Digital transformation, synthetically defined as the massive incorporation of digital technologies in all aspects of an organization, aims to install and improve work management processes and procedures based on algorithms and decision flows aligned with organizational strategies (Gong & Ribiere, 2021). This process involves the use of advanced digital technologies, such as automation and artificial intelligence (Vial, 2021).

Work is an important dimension of life in society. Work, and the ways in which it is realized, reflect the structure and dynamics of economic/productive processes and social relations in different historical periods. Through work, people have the opportunity to develop their skills and feel valued as active members of a community. Work is an important element in the construction of identity. The right to work is one of the pillars of people’s socio-economic rights (Sarkin & Koenig, 2011). And, at the same time, it is admitted that work is a fundamental human right to life in society (Balestero Casanova, 2020; Comisión Nacional de los Derechos Humanos [CNDH, 2016]). The admissibility of this statement, although not recent, is still a challenge in practice for governments, organizations, and society, since it reflects the complexity of the economic, social, and psychological aspects related to the role of work in people’s lives and in the organization of society.

Abstract The relevance of organizational justice for the improvement of the relationship between workers and organizations has given the theme a prominent role on the international stage in recent decades. In Brazil, discrepancies between national and foreign contributions were pointed out by the last review on the subject, in 2005. Thus, this study analyzed the Brazilian scientific production on organizational justice, focusing on the dimensions of the organizational justice, the theoretical background, and the relationships investigated. A semi-systematic literature review was carried out in 19 journals (1996-2018). The results showed significant differences between national and international production. A national research agenda is presented, highlighting the need for studies exploring the antecedents and the effects of the process of mediation and interaction of justice and a better theoretical foundation.

The term professional performance can be defined as a set of practices and responsibilities associated with the practice of a particular profession or specialty, in various contexts or work territories, formal and informal, based on a paid contract or the provision of voluntary services (Nixon & Murr, 2006). It involves the application of specific technical knowledge and resources, consistent with the standards and expectations of performance and results evaluated by users or beneficiaries of professional services, whether individuals or organizations. Professional performance is influenced by a variety of factors, such as individual skills and quality of learning, experiences or personal lifepaths, opportunities for professional insertion, characteristics of the demands and service provision modality, scope of performance and responsibilities of professionals, work culture, quality of interactions, and decision-making processes. In turn, a professional field of action consists, at the same time, of a specific set of knowledge and tools to meet the demands of people/institutions and of a base of values, rules, and behaviors shared between people who work in a given área/work segment (Bastos et al., 2013), and which are supposed to be adequate to the work ethos.

oducing scientific knowledge is a permanent challenge for the theoretical, methodological and technological development of science. In turn, disseminating this knowledge in society, through training processes and professional activities, is a necessary and relevant condition for the development of professions (Cruz et al., 2021). Science and profession are social and historical institutions, which have become inseparable. This has become more apparent since the 19th century, with the dissemination of the role of scientific rationality in understanding reality, and with technical and technological advances (Cupani, 2005). Both result from individual and collective efforts to systematize knowledge, building understanding of perspectives and strategies in the search for solutions to human challenges. They act as components of a “transmission leash”, one frequently transferring power to the other, although there is no integral interdependence between them. For example, research projects can be based on problems of professional practice and this can benefit from the findings of these projects.

Abstract The objective of this study was to adapt and investigate validity evidence for the Team Psychological Safety Survey for Brazil and to test its feasibility to emerge at the team level. A sample of 8,310 female workers answered the scale. Initial analyses indicated the single-factor solution fitness, with Cronbach’s alpha = 0.84. Confirmatory factor analysis model obtained good fitness coefficients, CFI = 0.995, RMSEA = 0.07. Emersion was viable due to group variance identified by and ICC calculations. The hypothesis stated that psychological safety correlates with perceived organizational practices and that differences exist between men and women’s practices. Findings support that the good practices positively related to psychological safety, with differences between gender, while a negative relationship with bad practices was partially confirmed. A quadratic trend was identified between organizational status and psychological safety. Results provide validity evidence for the survey for samples of Brazilian women.

Abstract This paper aims to propose a concept and an instrument of professional fulfillment (PF), which is theoretically defined as the perception of having attained or being on the right track for attaining one’s most important career goals. The Professional Fulfillment Scale (PFS) was developed in order to operationalize PF, being tested across two studies. Regarding Study 1, in which 406 workers took part, results from exploratory factor analysis evidenced construct validity for PFS. In Study 2, in which 270 workers took part, results from confirmatory factor analysis and structural equation modeling presented satisfactory model fit indices for PFS. We conclude that both the professional fulfillment concept and the scale are useful for mapping people’s importance and achievement of career goals and evaluation of progress, working as a diagnostic tool for career management.

O tema da ética nas organizações tem ganhado relevo recentemente. O objetivo deste trabalho foi realizar a adaptação da Escala de Liderança Ética no Trabalho (Kalshoven, Den Hartog, & De Hoogh, 2011). O primeiro estudo apresenta escala traduzida e o teste exploratório da estrutura fatorial com uma amostra de 222 profissionais. Apesar de apresentar 7 fatores (AFE), a estrutura encontrada não correspondente ao modelo original. No estudo 2 (amostra de 3804 profissionais), o ajuste do modelo com estrutura fatorial original da escala foi testado (AFC) e apresentou melhor ajuste que os demais. Para mensurar a validade de construto, a relação da liderança ética com a satisfação com o líder e a supervisão abusiva foi testada. O padrão de relação esperado foi confirmado, sendo encontrada relação positiva com satisfação e negativa com supervisão abusiva. Juntos, os resultados sugerem que a ELET apresenta evidências de validade de construto e boas propriedades psicométricas.

Resumo A identidade moral (IM) pode ser definida como o grau em que a moralidade é importante como parte da identidade de uma pessoa. Esse construto tem apresentado fortes relações com intenções e comportamentos morais, mas sua medida ainda não foi adaptada ao Brasil. Assim, o objetivo deste artigo foi encontrar evidências de validade de construto da escala de IM para o contexto brasileiro. Para tanto, foi realizada a tradução da escala de IM e posterior aplicação online junto com escalas de construtos correlatos em uma amostra de 218 pessoas. Os resultados da análise fatorial e de confiabilidade apontaram uma estrutura bifatorial (internalização e simbolização) com índices satisfatórios para a escala de IM. Foram encontradas relações com amparo, desengajamento moral e jeitinho brasileiro, de acordo com as hipóteses previstas. Conclui-se que o instrumento se constitui como uma medida relevante para identificação de características pessoais relacionadas à moralidade e à ética.

Purpose: Ethical issues have been a growing concern in Brazilian organizations. One of the variables that have been studied in this field is the Ethical climate. Victor and Cullen’s (1988) measure is the one most applied to address this phenomenon. This scale has been criticized because its structure has not been empirically supported and the need for update measures has been highlighted. As an answer to this critique, Arnaud (2010) proposed the Ethical climate index - the ECI. This measure uses Rest’s (1984) model of ethical decision-making as a background. The main goal of this work was to develop a Brazilian version of the ECI. Originality/value: The ECI does not yet have a Brazilian version. Design/methodology/approach: The first study presents the translated measure, an exploratory and confirmatory study of the factorial structure on a sample of 1,306 employees. In Study 2 (sample of 3,087 employees), we performed first and second order confirmatory analyses of the structure found in Study 1 in a different sample. Findings: The original model showed better goodness of fit in both studies. Additionally, relationships with ethical leadership and abusive leadership were identified. Overall, findings suggest the scale presents good psychometrical properties, presenting itself as a good measure to evaluate ethical climate. Objetivo: O assunto da ética no trabalho é crescente no cenário organizacional brasileiro. Uma das variáveis de interesse de pesquisa nessa temática é o clima ético organizacional. A escala mais utilizada para abordar o fenômeno clima ético é a de Victor e Cullen (1988). Essa escala tem recebido críticas porque a estrutura proposta pelos autores não foi corroborada empiricamente. Além disso, há a necessidade de medidas mais atuais. Como resposta a essas demandas, Arnaud (2010) propõe o índice de clima ético (ICE). Essa medida teve por base a proposta de tomada da decisão ética de Rest (1984). O objetivo deste trabalho foi realizar a adaptação do ICE. Originalidade/valor: O ICE ainda não foi adaptado para o Brasil. Design/metodologia/abordagem: O primeiro estudo apresenta a tradução - retradução da escala, teste exploratório e confirmatório da estrutura fatorial, com uma amostra de 1.308 profissionais. No estudo 2, foi realizado o teste confirmatório de primeira e segunda ordens da estrutura encontrada no estudo piloto, em outra amostra. Resultados: O modelo original reduzido apresentou melhor ajuste nos dois estudos. Adicionalmente, as relações com a liderança ética e a liderança abusiva foram confirmadas. Juntos, os resultados sugerem que o ICE apresenta boas propriedades psicométricas, sendo uma ferramenta adequada para mensurar o clima ético.

O objetivo do presente estudo consistiu em traduzir, adaptar e buscar evidências de validade para a Escala de Metas de Realização no Trabalho modelo 2x2. Participaram do estudo 358 trabalhadores, que responderam o instrumento com 23 itens. Os resultados da análise fatorial confirmatória indicaram que a escala com 18 itens apresentou melhor ajuste do modelo de quatro fatores (aproximação/ busca de maestria, evitação/fuga de maestria, aproximação/busca de desempenho, evitação/fuga de desempenho), o que vai ao encontro de estudos anteriores. Os índices de ajuste do modelo foram: CMIN/DF=2,12; SRMR=0,06; GFI=0,92; CFI=0,90; RMSEA=0,05. O instrumento apresenta índices adequados para uso em pesquisas sobre o tema e permite analisar as diferentes formas pelas quais um trabalhador busca o alcance de uma meta e qual orientação perpassa suas ações no trabalho

Abstract The purpose of this research is to identify evidence that work values can predict organizational values preference, based on conceptual similarity proposed by the Theory of Values. A total of 254 Brazilian undergraduate students responded to the Organizational Values Scale and the revised Work Values Scale. Hierarchical regressions were run controlling for demographics. The results indicated significant explanation of variance for all organizational values. The most significant predictors were compatible with the hypotheses based on Schwartz's Theory of Values, revealing that work and organizational values are logically connected through an axiological structure. In conclusion, work values and preferred organizational values have adequate nominal commensurability for conducting Individual-Organization fit studies and implications for organizational socialization and vocational and career counseling.

Despite the large quantity of research on person-organization (PO) fit, there is a lack of empirical research using axiological theories applicable to the value structure at the individual and organizational levels. In this study, we incorporated the PO fit literature, Schwartz’ values theory and Warr’s vitamin analogy to evaluate the effect of values’ PO fit on happiness at work. Using a sample of 145 questionnaires collected in a military organization, data analyses were performed using hierarchical quadratic regressions and surface analysis of polynomial regressions, conducted at an individual level. Individual values moderated the curvilinear relationship between organizational values and happiness at work (R2 = .25; p < .01). Additionally, agreement between higher levels of values promoted higher levels of happiness at work (.07 ≥ R2 ≤ .18; p < .05). We concluded that axiological PO fit affects happiness at work and provide empirical support for Warr’s vitamin analogy.

Leadership, a theme belonging to the organizational behavior field, has been intensively studied on the international scene for about a century. What about in Brazil? This paper aims to analyze the Brazilian scientific production on leadership published in 15 national psychology and management journals between 1996 and 2013. It consists of a systematic literature review of 35 empirical research articles about leadership roles and profiles. The findings show the predominance of cross-sectional exploratory studies that apply qualitative methods, collect data via interviews and use content analysis on data. The private sector and services received most attention. Analysis of article characteristics leads to the conclusion that Brazilian scientific production on this theme lags behind other areas of the organizational behavior field and research done abroad. We discuss core problems and challenges and propose recommendations for the further development of a national research agenda on leadership.

O marcado aumento do investimento público e privado feito em ações de treinamento, formação e capacitação evidenciam a centralidade que ações voltadas para o desenvolvimento profissional têm cobrado. Esse desenvolvimento, entretanto, não decorre apenas de ações formais mas também de experiências do cotidiano do trabalho. O objetivo do presente artigo foi desenvolver e identificar as evidências de validade de instrumentos de mensuração de desenvolvimento profissional que focas sem tanto na percepção de estado atual de desenvolvimento, como na evolução vivenciada pelo respondente. Para tanto, foram desenvolvidas duas escalas a partir de entrevistas e do referencial teórico que foram testadas em amostra de 674 trabalhadores. Os resultados obtidos na realização das análises fatoriais e de confiabilidade (α=0,84 e 0,92, respectivamente) revelaram que ambas as medidas constituem ferramentas que permitem a adequada mensuração do desenvolvimento profissional, razão pela qual se constituem em instrumentos úteis de diagnóstico desse atributo, em organizações.

Internacionalmente, os estilos de liderança transformacional e transacional estão entre os mais estudados nos últimos 20 anos. Pressupõe-se que a adoção de um ou outro estilo possa ser predita pelas atitudes do gestor frente a cada estilo. O objetivo deste estudo foi fornecer evidências de validade de uma escala para mensuração de atitudes frente à liderança transformacional e transacional. Os itens foram extraídos de escalas internacionais validadas e passaram pelo processo de tradução-retradução. O questionário foi aplicado a uma amostra de 324 profissionais de organizações públicas e privadas de Brasília. A análise fatorial (PAF com rotação Promax) indicou uma estrutura com dois fatores, teoricamente consistentes com a teoria prévia: Fator 1: Liderança Transformacional (24 itens); Fator 2: Liderança Transacional (8 itens). Conclui-se que as evidências encontradas apontam a validade da escala para medir a atitude frente aos dois estilos de liderança.

The current study has as its main goal to identify the influence demographic variables, social climate and coping have on work well-being. Towards this end, we used scales of work well-being composed by three factors: self-fulfillment, negative and positive affects, and social climate, all adapted to the organizational context and composed by the factors of innovation, performance, recognition, autonomy, and coping as composed by control, escape and management. A sample of 2,483 employees from a Religious educational organization took part in this research, which corresponds to 58% of the organization’s population. As observed, age and education levels positively influence the variation of work well-being. Correlation and regression analysis show that all social climate factors influence work well-being; in particular, autonomy presented a moderate to high positive correlation, and recognition with work well-being and the factors innovation and performance showed the strongest correlations. Factors of coping-appraisal focus and emotion focus had stronger impact on the results. The conclusion is that social climate and mastering coping have meaningful roles for predicting work well-being. Limitations of this paper are the fact that data were collected by the organization and the study was done in only one organization.

The objective of the present study was to test the impact of organizational and social support on well-being at work. To achieve this, the well-being construct included the concepts of affect, accomplishment experience and work-related personal experience. A total of 403 employees of a public organization in the Brazilian Federal District responded to the Work Well-Being Scale, and to the Perceived Organizational Support Scale. The former evaluates the positive and negative emotions towards at work, as well as the personal accomplishment at work. The latter includes a social support factor and four other factors relating to organizational support: performance management, workload, material support, and work growth, promotion and salary. Data were analyzed with the use of multiple regression, and the results indicated that organizational support and social support have a direct impact on well-being. Performance management was the main predictor for positive affect, and for accomplishment at work. Workload was the main predictor of negative work affect. The implications and limitations of the study are discussed.

Os valores do trabalho são os princípios que guiam a vida do indivíduo no trabalho. No Brasil, uma escala que já foi amplamente utilizada em pesquisas é a Escala de Valores relativos ao Trabalho (EVT). O objetivo do primeiro estudo foi realizar o teste confirmatório da estrutura empírica da escala. Uma amostra de 790 profissionais respondeu ao instrumento. Os resultados apontaram a adequação do modelo, mas a representação dos tipos motivacionais foi limitada. Para suprir esta lacuna, a escala foi revisada e validada no segundo estudo. A nova escala foi aplicada em uma amostra de 412 trabalhadores. Os resultados da análise fatorial e do escalonamento multidimensional apontam que houve melhoras significativas na estrutura empírica da escala. As implicações são discutidas.Work values are guiding principles in the work life of a person. In Brazil, a broadly used scale is the Work Values Scale (WVS). The purpose of the first study was to do a confirmatory test of the empirical structure of WVS. A sample of 790 workers answered this instrument of research. The results showed a good fit of the structure, but also indicated a poor representation of some motivational types. The scale was revised and validated in the second study. More items were developed and the new scale was applied in a sample of 412 workers. The factor analysis and multidimensional scaling results showed an improvement of the empirical structure. Implications are discussed.

Work values are guiding principles in the work life of a person. In Brazil, a broadly used scale is the Work Values Scale (WVS). The purpose of the first study was to do a confirmatory test of the empirical structure of WVS. A sample of 790 workers answered this instrument of research. The results showed a good fit of the structure, but also indicated a poor representation of some motivational types. The scale was revised and validated in the second study. More items were developed and the new scale was applied in a sample of 412 workers. The factor analysis and multidimensional scaling results showed an improvement of the empirical structure. Implications are discussed.

Work values are principles or goals, ordered by importance, that people seek and that guide his/her life at work. Family, school and work experiences are indicated as the most important factors in the formation of work values. Parents are considered the most influential social agent in this process, since they serve as a role model to their children. The present study examines the impact of the work values of parents on the work values of college students. One hundred and twenty nine (129) students and their parents (84 mothers and 45 fathers) in 17 randomly chosen undergraduate courses, as well as 956 colleagues of these students participated in this investigation. They answered the Work Values Scale. The results of the hierarchical regressions demonstrated that parents and colleagues influence the student's work values of Professional Achievement and Stability. The relevance and limitations of these results are discussed in this paper.

Valores laborais são princípios ou metas, hierarquicamente organizadas, que as pessoas buscam e que guiam a sua vida no trabalho. A família, a escola e a experiência de trabalho são apontadas como as variáveis mais influentes na formação dos valores laborais. Os pais são considerados os agentes socializadores mais influentes nesse processo, pois servem como modelo de trabalhador para as crianças. O objetivo do presente trabalho é investigar a influência dos valores paterno e materno nos valores laborais de estudantes universitários. Participaram 129 estudantes universitários, de 17 cursos escolhidos aleatoriamente, seus pais (84 mães e 45 pais) e 956 colegas de curso dos estudantes. Os participantes responderam à Escala de Valores Relativos ao Trabalho. Os resultados das regressões hierárquicas indicaram que os pais e os colegas exercem influência sobre os valores laborais de Realização Profissional e Estabilidade dos estudantes. São discutidas a relevância e as limitações desses resultados no artigo.Work values are principles or goals, ordered by importance, that people seek and that guide his/her life at work. Family, school and work experiences are indicated as the most important factors in the formation of work values. Parents are considered the most influential social agent in this process, since they serve as a role model to their children. The present study examines the impact of the work values of parents on the work values of college students. One hundred and twenty nine (129) students and their parents (84 mothers and 45 fathers) in 17 randomly chosen undergraduate courses, as well as 956 colleagues of these students participated in this investigation. They answered the Work Values Scale. The results of the hierarchical regressions demonstrated that parents and colleagues influence the student's work values of Professional Achievement and Stability. The relevance and limitations of these results are discussed in this paper.

As pessoas apresentam uma estrutura de valores que guia a sua vida de maneira geral. Essa estrutura é ampla e inclusiva, mas, para focos específicos, existe uma estrutura particular que está relacionada com aquela estrutura mais abrangente. O objetivo deste trabalho foi testar a relação entre as estruturas de valores pessoais gerais e laborais. Para isso, 995 estudantes universitários de ambos os sexos com média de idade de 21 anos responderam às escalas de Valores de Schwartz (SVS) e de Valores relativos ao Trabalho. Os resultados das equações estruturais (AMOS) apoiaram a teoria que relaciona as estruturas de valores (GFI=0,95, RMR=0,04). Entretanto, as relações de compatibilidade e conflito foram parcialmente confirmadas. Essa pesquisa responde à necessidade de integração dos modelos de valores gerais com os modelos de valores laborais.

Este trabalho revisa a produção científica brasileira sobre comportamento organizacional no terceiro setor. Utilizou-se um levantamento pré-existente de pesquisas empíricas sobre micro comportamento organizacional, publicadas em 15 periódicos nacionais de Psicologia e Administração, no período de 1996 a 2012. Do total de 629 artigos sobre o tema, apenas 31 apresentaram estudos realizados no terceiro setor. O achado sugere que esse segmento econômico encontra--se ainda sub-representado. "Interações sociais" é o tema que tem sido mais estudado nesse setor, seguido por "afeto". No entanto, alguns assuntos relevantes para a pesquisa em comportamento organizacional foram pouco pesquisados nacionalmente no terceiro setor, como "motivação" e "significado do trabalho". É preciso compreender esse setor como promotor de contextos organizacionais peculiares que devem ser considerados para o desenvolvimento de teorias gerais sobre o fazer humano no trabalho.

O objetivo desta pesquisa foi validar para o Brasil o Questionário de Perfis de Valores (QPV), desenvolvido por Schwartz. Para a tradução do questionário, utilizou-se a estratégia de tradução-retradução. O QPV foi aplicado a uma amostra de 614 estudantes do Ensino Fundamental, Médio e Superior. Os dados foram analisados por meio da técnica de escalonamento multidimensional em uma estrutura bidimensional. A configuração espacial obtida oferece indicações positivas de validade de construto do instrumento. As regiões encontradas foram: Conformidade, Tradição, Segurança, Estimulação, Universalismo/Benevolência, Poder/Realização e Autodeterminação/Hedonismo. As três últimas regiões ficaram compostas por tipos motivacionais adjacentes. A convergência de resultados descritivos e comparativos com achados de pesquisas internacionais constitui também um conjunto de elementos importantes de que o instrumento mede o que pretende medir.

Na literatura internacional são encontradas várias escalas para medir valores relativos ao trabalho, porém a maioria apresenta problemas com relação à definição do conceito ou a falta de integração com os modelos teóricos sobre valores pessoais. No Brasil foram encontrados dois instrumentos, um não foi validado para a população brasileira e o outro foi validado para uma população de baixa escolaridade. Foi objetivo do presente estudo desenvolver e validar uma Escala de Valores relativos ao Trabalho. Para o desenvolvimento da EVT foi realizado um levantamento de instrumentos anteriores e foram entrevistados trabalhadores. Após a análise de juízes e validação semântica, o instrumento foi respondido por 394 pessoas. A análise fatorial apontou para quatro fatores: Realização no trabalho, Relações sociais, Prestígio e Estabilidade. O instrumento após validação é composto por 45 itens. Os resultados corroboraram o modelo teórico previsto e conclui-se que a escala foi devidamente estabelecida e pode ser utilizada para pesquisa e diagnóstico.

O comportamento proativo é definido como um conjunto de comportamentos extrapapel em que o trabalhador busca espontaneamente mudanças no seu ambiente de trabalho, soluciona e antecipa-se aos problemas, visando a metas de longo prazo que beneficiam a organização. Este estudo teve por objetivo investigar a relação entre os valores pessoais e o comportamento proativo nas organizações. Foram utilizados como instrumentos de medida o Personal Values Questionnaire e a Escala de Comportamento Proativo nas Organizações, ambos já validados para o Brasil. Após a eliminação dos casos extremos, a amostra ficou constituída por 325 funcionários de diferentes organizações. A análise de regressão linear revelou que os valores predizem significativamente os comportamentos proativos, apontando uma relação positiva do tipo motivacional estimulação (B= 0,205, p

Abstract Despite the popularity of the organizational culture construct in the organizational psychology´s practice, it is important to scrutinize the theoretical and methodological quality standards of its principles in Brazil. The present study investigated 27 articles targeting at an organization´s culture, in 18 psychology and administration top-ranked journals, issued between 1996 and 2017. The articles were classified by their theoretical and methodological characteristics, such as type of data analysis, culture definitions, among others, to be further quantified and qualitatively reviewed. The trends were discussed in face of organizational culture´s global literature standards, and according to the characteristics of national organizational behavior literature. Special attention was recommended to the alignment between method and epistemology, as well as to a convergence towards global literature´s new developments.

RESUMO Esta pesquisa teve como objetivo explorar evidências de validade da versão brasileira da escala de assumir o comando da mudança. Utilizou-se uma amostra de 197 trabalhadores brasileiros e os dados foram coletados via questionário online. Testou-se a estrutura de mensuração da escala, a relação com variáveis da rede nomológica e com o comportamento proativo de expressar ideias e sugestões. Os dados sugerem que o construto é unifatorial e confiavelmente medido no Brasil com oito dos dez itens da escala original. A confirmação das correlações esperadas com as variáveis da rede nomológica sugerem evidências de validade de construto, assim como o teste do modelo hipotetizado que inclui o outro comportamento proativo, que indicou evidências de validade concorrente e discriminante.