PORG - Tese de doutoramento
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- Investe em mim se queres que fique! : desenvolvimento de competências como redutor das intenções de saída da organizaçãoPublication . Moreira, Ana Maria da Palma; Cesário, Francisco José SantosNos tempos atuais, em que o mercado laboral se tornou extremamente competitivo, um dos principais problemas que se levanta às organizações é a retenção dos seus melhores colaboradores, ou seja, do seu melhor capital humano, capital humano esse muitas vezes difícil de imitar e de substituir. Acresce ainda que neste momento trabalham nas organizações colaboradores que pertencem a diferentes gerações e, segundo Saba (2013) estes colaboradores têm diferentes objetivos e atitudes no que respeita ao seu trabalho que por vezes não são compatíveis, valorizando também de diferente modo as práticas organizacionais de desenvolvimento de competências. Esta dissertação pretende fornecer às organizações indicações sobre as práticas que cada geração mais valoriza, assim como outras indicações que as ajudem a reter os seus melhores colaboradores. Esta investigação desenvolveu-se através de três estudos quantitativos, com a aplicação de dois questionários em dois momentos diferentes. Em relação ao primeiro questionário, a amostra foi constituída por 302 participantes a trabalharem em organizações sediadas no território português. As respostas dadas por estes participantes foram utilizadas no primeiro e no segundo estudo. O primeiro teve como objetivo adaptar e validar para a população portuguesa um instrumento de práticas organizacionais de desenvolvimento de competências, desenvolvido por De Vos, De Hauw e Van der Heijden (2011). Quanto à sua estrutura fatorial este instrumento revelou ser composto por três fatores. Na análise fatorial exploratória apresentou um KMO no valor de .89, com uma variância explicada de 71%. A posterior análise fatorial confirmatória aos três fatores identificados, revelou uma fiabilidade de constructo entre .73 e .95 apresentando uma boa validade discriminante. Depois de realizada a análise semântica aos itens que compõem os três fatores decidiu-se atribuir ao fator 1 a designação de “formação”, ao fator 2 de “suporte individualizado” e ao fator 3 de “rotação funcional”. O segundo estudo teve como principais objetivos testar não só o efeito indireto da perceção de empregabilidade interna na relação entre as práticas organizacionais de desenvolvimento de competências e o compromisso afetivo para com a organização, como o efeito moderador das diferentes gerações (baby boomer, geração X e Geração Y) nesta relação. Comprovou-se um efeito direto, significativo e positivo das práticas organizacionais de desenvolvimento de competências no compromisso afetivo, assim como o efeito indireto parcial da perceção de empregabilidade interna nesta relação. Comprovou-se ainda o efeito moderador das gerações nesta relação. Quanto ao segundo questionário, a amostra foi constituída por 313 participantes a trabalharem em organizações sediadas no território português, mas todos eles contactos do Fórum Pessoas e Organizações. As respostas dadas pelos participantes a este questionário foram utilizadas no terceiro estudo, cujo principal objetivo foi testar o efeito indireto em série da perceção de empregabilidade interna e do compromisso organizacional afetivo na relação entre as práticas organizacionais de desenvolvimento de competências e as intenções de saída da organização. Conseguiu-se comprovar este objetivo assim como o efeito significativo e negativo das práticas organizacionais de desenvolvimento de competências, perceção de empregabilidade interna e do compromisso organizacional afetivo nas intenções de saída.
- A avaliação e o feedback na gestão de desempenho : Um outro olharPublication . Rodrigues, Antero Miguel Monteiro; Cesário, Francisco José Santos; Castanheira, Filipa Vieira da SilvaNesta dissertação estudou-se o impacto da gestão de desempenho e a reação ao feedback em assistentes de contact center de diversos tipos de serviço, tendo como objetivo compreender o impacto que as variáveis anteriormente referidas têm sobre a relação de troca entre supervisor-colaborador e a satisfação laboral (i.e. intrínseca e extrínseca) do colaborador. No primeiro estudo, com uma amostra de 1815 assistentes de contact center, desenvolveu-se uma análise das qualidades psicométricas de um instrumento de medida multidimensional sobre a gestão de desempenho, tendo como intuito validar e adaptar esta medida em Portugal. No segundo estudo, de carácter transversal, com uma nova amostra de 1815 assistentes de contact center, verificou-se o efeito sincrónico direto entre a gestão de desempenho e a relação de troca supervisor-colaborador e a inexistência de um efeito direto entre a gestão de desempenho e a satisfação laboral. Além disso, constatou-se que a reação ao feedback medeia totalmente a relação entre gestão e desempenho e a satisfação laboral e parcialmente a relação entre a gestão de desempenho e a relação de troca supervisor-colaborador. Por fim, o terceiro estudo, longitudinal e com uma terceira amostra de 301 assistentes de contact center, centrou-se na replicação dos resultados obtidos no estudo anterior, mas sem o efeito de mediação. Desta forma, verificou-se o efeito diacrónico da gestão de desempenho sobre a reação ao feedback e o efeito sincrónico da gestão de desempenho e da reação ao feedback face à satisfação laboral e relação de troca supervisor-colaborador. Os resultados deste terceiro estudo permitiram verificar que os efeitos da gestão de desempenho em contact center relativamente à satisfação laboral e relação de troca supervisor-colaborador não perduram ao longo do tempo. Em suma, esta investigação permitiu contribuir para entender a importância que a gestão de desempenho e a reação ao feedback tem na atitude relacional entre supervisor-colaborador e na satisfação laboral de cada colaborador em contexto organizacional.
- Psychological safety, authentic leadership and social networks : A psycho-structural approach to the study of groupsPublication . Soares, André Escórcio; Lopes, Miguel PereiraA investigação recente acerca de grupos e equipas tem-se desenvolvido fundamentalmente em torno de duas tradições: a dos constructos psicológicos partilhados, primordialmente ligada à psicologia e a da perspetiva estrutural, mais ligada à sociologia, aos estudos organizacionais e à teoria acerca da análise de redes sociais. Esta tese pretende integrar estas duas perspetivas numa lógica mais holística, aqui apelidada de perspetiva psico-estrutural no estudo de grupos e equipas. Assim, esta tese tem como objetivo explorar a relação entre a relação entre a segurança psicológica, a liderança autêntica e a análise de redes sociais. A relação entre estas três componentes permitiu o desenvolvimento de três artigos baseados numa visão psico-estrutural das dinâmicas dos grupos. Por fim, esta tese teve como objetivo estender o estudo da segurança psicológica, liderança autêntica e redes sociais ao contexto do ensino superior. Esta opção parte duma perspetiva que realça a importância do desenvolvimento de conhecimento dentro da psicologia numa lógica multi-contextual. Com vista ao alcance destes objetivos foram submetidos três artigos para três revistas científicas de cariz internacional. O primeiro artigo, já publicado, diz respeito ao desenvolvimento de um modelo conceptual de influência das redes sociais no desenvolvimento da segurança psicológica do grupo. Neste sentido, apresenta proposições relacionadas com a influência dos membros centrais das redes na segurança psicológica dos grupos e equipas, através de um processo de contágio social. O segundo artigo é de natureza empírica e tem como principal objetivo estudar a relação entre a liderança autêntica, a segurança psicológica e a performance académica de alunos do ensino superior. Os resultados deste artigo permitem concluir que tanto a segurança psicológica como a liderança autêntica têm um impacto positivo na performance académica. Testou-se ainda o papel da segurança psicológica enquanto mediadora da relação entre a liderança autêntica e a performance académica, sendo que, no entanto, os resultados não suportam a existência deste efeito de mediação. Por fim, o terceiro artigo desta tese tem um formato empírico e teve como objetivo dar seguimento aos estudos sugeridos no segundo artigo ao avançar com a densidade enquanto medida de rede social como uma variável importante na relação entre segurança psicológica, ensino autêntico e performance académica. Uma das contribuições deste artigo prende-se com o desenvolvimento do conceito de ensino autêntico (authentic teachership) a partir da teoria acerca de liderança autêntica. Os resultados deste estudo permitem concluir que existe uma relação positiva entre a densidade e o ensino autêntico, a segurança psicológica e a performance académica. No global, os resultados dos estudos incluídos nesta tese ilustram as oportunidades que se podem abrir na compreensão das dinâmicas dos grupos e equipas, através da utilização de uma abordagem psico-estrutural. Mais concretamente, os resultados dos estudos incluídos nesta tese permitem concluir que a liderança autêntica e a segurança psicológica estão positivamente relacionadas com as redes sociais, e mais explicitamente com a densidade, e que exercem um impacto positivo na performance académica de estudantes do ensino superior. Desta forma, a presente tese contribui para o desenvolvimento de uma nova abordagem não só no estudo da performance académica de estudantes do ensino superior mas também na compreensão na importância das dinâmicas de grupos e equipas em geral.
- Contributos para a explicação do funcionamento das equipas de trabalho: O papel da diversidade e do conflito intragrupalPublication . Passos, Ana Margarida Soares LopesEste trabalho visa, globalmente, contribuir para a explicação do funcionamento das equipas, analisando especificamente o papel da diversidade e do conflito intragrupal para os resultados do desempenho da equipa. A dissertação integra, além da revisão de literatura, 5 estudos empíricos sobre esta problemática. As contribuições principais deste trabalho incidem sobre os aspectos teórico, metodológico e pragmático. Do ponto de vista teórico, os resultados sugerem que a multidimensionalidade da diversidade e as inter-relações entre os diferentes tipos de diversidade constituem um aspecto dinâmico da estrutura das equipas, desafiando os modelos lineares que analisam o funcionamento das equipas numa perspectiva sincrónica. Ao nível do conflito intragrupal, este estudo contribui para a compreensão das inter-relações entre diferentes tipos de conflito bem como da relação entre conflito intragrupal e desempenho das equipas, nomeadamente, ao sugerir que as percepções de eficácia do processo de tomada de decisão constituem um mediador importante da relação entre estas duas variáveis. Do ponto vista metodológico, salienta-se o esforço por desenvolver abordagens inovadoras para o estudo do impacto da diversidade e do conflito intragrupal no funcionamento das equipas. O estudo do desempenho como um percurso contribuiu para compreender os aspectos diferenciadores das equipas eficazes, constituindo, por si, uma nova proposta para investigações futuras. A construção de um paradigma experimental para testar os efeitos do conflito intragrupal sobre o desempenho e as respostas afectivas dos membros traduz-se numa nova linha de investigação que contribui para compreender os resultados, nem sempre consistentes, produzidos essencialmente por investigações de natureza correlacionai. Do ponto de vista prático, este trabalho pretende igualmente contribuir para melhorar a organização do trabalho e eficácia da gestão das organizações, as quais são confrontadas com a necessidade de constituir equipas que, naturalmente, se pretendem motivadoras e de alto desempenho. ------ ABSTRACT ------ The goal of the present work is to provide a contribution to the explanation of teamwork functioning. Its main focus is the analysis of the role played by diversity and intragroup conflict on team performance outcomes. The submitted dissertation comprehends, apart from a review of literature, 5 empirical studies. The main contributions here presented address the theoretical, methodological and pragmatic aspects of the problem. Theoretically, results suggest that the multidimensionality of diversity and the interrelations between the different types of diversity are a dynamic aspect of team structure. This result challenges the linear models which analysis of team functioning is conducted from a synchronic perspective. On the issue of intra-group conflict, this study contributes to the understanding of both the inter-relations between different types of conflict and the relation between intragroup conflict and team performance. Specifically, it suggests that the perceptions of team decision making effectiveness constitute a significant mediator in the relation between these two variables. Methodologically, the present work attempted to develop innovative approaches for studying the impact of diversity and intragroup conflict on team functioning. Studying performance as an on-going process contributes to understand the differentiating aspects of effective teams. This approach is, in itself, a new proposal for further research. Both the development of an experimental paradigm for testing the impact of intragroup conflict on team performance and members' affective responses represent a new line of research which cast significant light on the not always consistent results emerging, almost exclusively, in studies of correlational nature. On a practical level, the present work is also expected to contribute to an improvement of work organization and to the effectiveness of organizational management - organizations face the need to build teams and, naturally, to expect them to be highly motivating and capable of high performance.
- Dos grupos às categorias sociais: Contributos para a compreensão dos processos de fusões e aquisições de empresasPublication . Moreira, Manuel JoãoA dissertação pretende ser um contributo para a compreensão da complexidade dos processos de fusão e aquisição de empresas no que diz respeito ao seu lado humano. Sendo a formação das equipas de trabalho um dos aspectos cruciais no sucesso da combinação das estruturas organizacionais, a dissertação procura perceber a natureza distinta de dois sistemas sociais que coexistem sob a mesma etiqueta de grupo nos processos de consolidação das novas estruturas pós-fusão. A investigação procura pontos de ancoragem na articulação entre duas teorias de grupo, a da identidade social, em torno de uma definição categorial, e a dos modelos de inspiração sociotécnica, em torno de uma definição dinâmica (Wilder & Simon, 1998). A revisão da literatura é orientada no sentido de perceber a natureza distinta dos dois sistemas sociais (grupo - categoria social), ao mesmo tempo que fornece uma abordagem sobre os estudos que têm sido efectuados à volta dos processos de fusão e aquisição de empresas no que diz respeito ao comportamento organizacional, em particular ao intergrupo. Os estudos empíricos permitem, num primeiro momento: a) a emergência de categorias sociais ligadas às empresas pré-fusão, para além dos calendários formais estabelecidos, quando o processo de fusão foi declarado já formalmente extinto; e b) a caracterização das forças tensionais - impulsoras ou restritivas - do desenvolvimento das equipas de trabalho em situação pós-fusão. Num segundo momento, os estudos procuram perceber as condições de emergência dessas categorias sociais, confrontando a teoria da identidade social (Tajfel, 1984), no que diz respeito às estratégias de mobilidade social versas mudança sociai, com o recurso às dimensões de eficácia grupai, tal como são concebidas por Savoie & Beaudin (1995). ------ ABSTRACT ------ The dissertation aims to be a contribution to the understanding of company merger and acquisition processes complexity regarding their human side, Work teams formation being one of the crucial aspects of the success in the combination of organizational structures, the dissertation tries to understand the different nature of two social systems co-existing under the same group label in the new post-merger structures consolidation processes. The research attempts to find support points in the enunciation of two group theories: that of social identity around a categorical definition, and that of socio-technical inspiration models around a dynamic definition (Wilder & Simon, 1998). The bibliography is directed to realize the different nature of the two social systems (group - social category). At the same time, it supplies an approach to the studies which have been performed on company merger and acquisition processes concerning the organizational behaviour, mainly the intergroup, At a first stage, the empirical studies allow: a) the emersion of social categories related to pre-merger companies, beyond the established formal timings when the merger process is already officially concluded; and b) the characterization of the tensional strengths - driving or restrictive - of the work teams development in a post-merger situation. At a second stage, the studies attempt to understand the emersion conditions of those social categories by confronting the social identity theory (Tajfel, 1984) regarding the social mobility strategies versus social change with the resort to group efficacy dimensions, such as they are understood by Savoie & Beaudin (1995).
- Value analysis in organizational contextPublication . Marques, Carlos Alberto Alves; Rijsman, J. B.In the last two decades there has been a significant development of organizational culture theories inside organizational psychology, which have been largely divulged among managers who have adopted them in their everyday language. Inside those theories one concept occupies a "central role": the concept of value (v.g. Jones, 1983; Smircish, 1983; Schein, 1985). In this book we present a study looking for the role of values inside the organization empirically, Two main goals have guided this research: 1 - The culture producing effect of organizations on values. Corporate culture models state that each organization and its management can induce its own specific organizational culture and consequently its own specific value systems. In this research, it is empirically tested if different enterprises are related with different value systems and if this relationship is stronger than the one established between value systems and Portuguese regions. 2 - The effects of values on perceptions and emotional and behavioral outputs. Several theoretical ftameworks state that values influence the perceptions and the emotional and behavioral outputs of individuais. This statement is empirically tested in an organizational context. Reviewing the literature on values, from philosophy to economics, one can easily observe that different concepts are used in the different fields, which may lead to some difficulties in their study and several misunderstandings. Anyway, the anthropological conception of value (Kluckhohn, 1951) seems dominant in most of the works: its influence is capital in the whole of social and organizational psychology (e.g. Rokeach, 1973 and Schein, 1986). But although the anthropological conception is the broader framework and the common departure point for most psychologists, the latter, when building their theories and operationalizations, arrive at completely different conceptions and instruments. Among these conceptions, two typical ones are very often used: the one of Schein (1986), - "Values are what 'ought' or 'should' be" - , which is more connected with the concept of social norm generally used in social psychology; and the one of Kluckhohn (1951), - "Value is a conception of the desirable that influences the ways people select actíon and evaluate events" -, which is the conception generally adopted in social psychology (v.g. Rokeach, 1973, Howard et al. 1983, Schwartz and Bilsky, 1987). In this study we adopt the latter definition. Within the scope of this defínition it is possible to distinguish various levels of abstraction. Given our organizational interests, we look at two levels of values: a) General and abstract values, - what is desirable and important in people's life in a general way - ; and b) Work related values, - what is desirable and important for people in work, these latter being conceived as a specific domain, í.e. an "area of behavior that is aimed at the same goal" (Vinson et ai. 1977 and Verhallen et ai. 1989). On the first level we adopt the Rokeach Model (Rokeach, 1973) and, on the second level, we have as reference the MOW Model (MOW, 1987). In order to accomplish the first goal of this study, we identified several possible antecedents of values on.both levels. Matching the corporate culture models with the comparative management models, our main interest is centered on the possible influences of enterprises and Portuguese regions on value systems. Beyond these possible effects, we also control personal characteristics, such as education, sex and age, which have been shown to influence values in previous studies (v.g. Rokeach, 1973, 1979; Feather, 1975; Buchhoiz, 1978; MOW, 1987) and the individual history inside the organízations, in regard to which we adopt several indices imported from socialization models (v.g. Van Maanen and Schein, 1979), such as career evolution, seniority, training and supervision. Ali the antecedents are treated on the same level of causality. 179 -CA As we intended to analyse the relationships between values and job/organizational perceptions and emotional and behavioral outputs (second goal), we constructed a heuristic model, where general values play a central cognitive role influencing work related values, job/organizational perceptions and individual outputs. These last ones are conceived as being also influenced by world values and organizational perceptions, Nevertheless, the model is conceived as a reciprocal causality one. In the absence of a global operationalized model of organizations, in this study the concepts and operationalizations used in the job/organizational perceptions and individual outputs are largely based on a revision oí the Hackman and Oldham Model (1980) about job design and on its further developments by Cammmann et al. (1983). In this context, we decided to distinguish between four general leveis of analysis within job/organizational perception: job and role characteristics, group perception, rewards perception and organizational perception. As individual outputs, we consider job . satisfaction, job involvement, organizational commitement and extra-hours at work. The relationships between job/organizational perceptions and individual outputs are conceived according to the postcognitive-nonreairsive model (v.g. Lazarus, 1982, 1984, James and Tetrick, 1986), i,e. even if reciprocally related job perceptions are the first cause of emotional answers, e,g. satisfaction. To attain our goals we decided to use a large survey. But before building it we conducted a pilot-study, based on 20 semi-directive interviews looking for specific values in Portugal and possible subjective impressions of change in value systems during the individual's organizational life. Data analysis showed that the general values brought up by the interviewees can be located in Rokeach's terminal and instrumental value systems, showing once again (see Rokeach 1973,1979, Feather, 1975, Ng et al., 1982, Schwartz and Bilsky, 1987) the rather universal character of these systems. The analysis of the work related values, suggested by the Portuguese sample, showed that the majority of them can be placed in the work related value system proposed by the MOW Team (1987). However a new work related value appeared in a very significant way: To attain goals/results", suggesting a strong intrinsic work motivation in the Portuguese population, so that we included it in our scale. About value changes, there was a near consensus about their evolution during the period after the admission to the organization, white this evolution was attributed to friends and colleagues, Nevertheless, the individuais had some difficulties in indicating which values had become more or less important in that period. Once constructed, the survey was applied to two Portuguese enterprises (N = 452) with different activities and characteristics but each one with identical structures, procedures and jobs in the three Portuguese regions considered. With this design, we intended to control the effects of the enterprises on the values in contrast with the effects of the regions. Comparing the two enterprises, enterprise 1 (N = 195) is big, with a stable environment, consisting of blue and white collar workers and managed like a public service, while enterprise 2 (N = 257) is smaller, with a strong competitive environment, comprising only white collar workers and managed like a private company. In the latter there is less absenteeism, a higher productivity, a higher average remuneration and promotions based on individual appraisals (in El promotions are mainly based on automatisms). The three Portuguese regions include the most developed (Lisboa) and one of the most underdeveloped of Portugal (Évora). Given the large number of variables in our survey and to avoid too complex patterns difficult to interpret, we use principal component analysis on all logical groups of variables. Thus, with the general values we got five factors explaining 35 percent of the variance. The last four factors found show a strong convergence with the factors found in previous researches (Rokeach, 1973 and Howard et ai. 1983), which induced us to name them in the same way: competence -versus-morality, self-constriction -versus- self-expression, personal/emotional -versus- social oriented and delayed -versus- immediate gratification. Only factor 1: non-conflict -versus- enlarger seems more specific to our sample, although the enlarger pole is quite similar to the one found by Howard et al .(1983) with American and Japanese managers. 180 In regard to work related values, 5 factors were identified, explaining 54 percent of the variance, with some similarities with the MOW Team findings (1987), but also with some specific differences. Nevertheless, we discovered that adopting the same kind of ranking/rating scale used by the MOW Team had not been a good choice: during collecting data some respondents showed some doubts about how to answer (which had not happened during the pre-test) and once the data plotting was done we got a distribution that could have been influenced by chance. After analysing the logical relationships between general and work related values the factor chance was excluded, but we are careful with the interpretations related to work related values. For principal component analysis, the job/organizational perceptions were grouped into 8 categories: job/role perceptions, work group functioning, supervision, reward systems, structure perception, procedures, norms and perception of the organization as a whole. For each new scale, reliabilities are offered. The same is done in regard to the scales of the individual outputs. In a first approach, we tested the differences in values between enterprises and between regions. From this analysis, it is possible to conclude that each enterprise is dominated by rather different general and work related values, while the three Portuguese regions have a small effect on values systems. While one of the enterprises is oriented to values such as: non-conflict, morality, social values and comfort; the other is oriented to: enlarger, competence, expressive characteristics of work and To attain goals/results". Apparently, each enterprise had generated its value systems, its own corporate culture. However, after we analysed all considered antecedents of value systems, we found that, at a general values level, the differences are mainly influenced by the personal characteristics (age, sex and education), Enterprise, region and individual organizational history have a weak influence on general values. On the other hand, at a work related values level, enterprise shows a constant and significant impact, by itself or associated with individual organizational history (e.g. seniority and training). Nevertheless, it is not possible to assume that this relationship results from a socializing process. The variables used as indices of socialization (promotion, training and seniority) appear mainly related with development/utility work related values (serve society, to attain goals/results and learn new things). In the enterprise managed like a public service, comfort and economic rewards are preferred, while, in comparison, development/utility are preferred in the enterprise managed like a private company. Thus, our data tend to confirm the enduring character of general values foreseen by Rokeach (1973), i.e. the individuals tend to keep their own values towards life, independently of the type of organization where they work (further research is needed with more and different kinds of organization). However, work related values, being more concrete and a specific domain connected with organizational activities, are influenced a great deal by different enterprises. Because the data happened to be available, we also analysed in an exploratory sense the antecedents on job/organizational perceptions mentioned before. Among the personal characteristics: education confirms the strong impact on those perceptions, inducing, when present, a systematic negative effect; while age shows a positive effect and sex shows weak or absent relationships. Among individual organizational history: seniority is only present in the regression equations when age is also present, which is certainly related with the strong correlation between them (.88), nevertheless, while age produces a positive effect, seniority shows a systematic negative effect; training does not appear very related with organizational perception, however when present it shows a positive relationship, in opposition to education; promotion has only expected relationships with rewards perception. When considered on its own, supervision has quite a reduced relationship with organizational perception, nevertheless when in interaction with individual organizational history the number of relationships increase significantly. The effects of enterprise on job/organizational perceptions were rather expected according to enterprise characteristics. But the same did not happen with region. It shows quite an influence on perceptions. 181 where some of these influences produced by the Porto region are unexpected according to region and enterprise characteristics. Employees from both enterprises in Porto, which in public opinion is regarded as the "capital of work", are, for instance, more demanding towards the supportive and production orientation of their supervisors. As the Porto region is not related with specific values, the effects on perceptions seem to have to be interpreted in a cultural framework related with social norms. More research is needed to explain these specificities of Porto culture. The relationships found between general and work related values confirm theoretical expectations (Rokeach, 1973 and Vinson et al. 1977) and empirical data from the field of consumer psychology (Verhallen et ai., 1989): general and specific domain values are logically and consistently related but not in a one-to-one correspondance. For instance, while morality general values are related with comfort work related values, competence general values are connected with expressive characteristics, economic rewards and development/utility work related values. General and work related values do not establish strong relationships with job/organizational perceptions. Nevertheless, the latter are not independent from values. As theoretically expected (James and Jones, 1989), these relationships tend to improve from descriptive perceptions to evaluative ones. General values found more related with organizational perceptions are: self-expansion -vs- self-constriction and morality -vs- competence. Work related values found more related with organizational perceptions are: comfort I (environmental) and economic rewards. General and work related values show moderate relationships with individual organizational outputs, where those that are established with affective outputs are stronger than those established with the declared behavioral output. Morality, self-constriction and social oriented employees systematically show a more positive reaction towards the job and the organization. Enlarger oriented employees are more organizational committed and give more extra-time to the enterprise. Among work related values, development/utility values have a positive relationship with job involvement, organizational commitment and extra-time; while economic rewards and comfort II show negative relationships with job involvement and organizational commitment. Probably, as a result of the scale used work related values are less related with individual outputs than general values. As theoretically expected, job and organizational perceptions are better able to explain the variance of job satisfaction, job involvement, organizational commitment and extra-time at work than values. And also as expected organizational levels nearer everyday life of the employees have more impact on individual outputs: job perception, group functioning perceptions and reward systems. Our results about the effects of enterprise on general and work related values indicate that to use the concept of value, in its more traditional sense in Social Sciences - as "a conception of the desirable" -, can not be done so arbitrarily and simply as is generally done. General values do not seem quite influence by enterprise (at least bureaucratic ones) and, thus, they can not be included in the framework of corporate culture. On the other hand, work related values are influenced by enterprise, i.e. they can be considered a dimension of corporate culture, but they are conditioned by the "enduring" general values which, in this way, put limits to some developments of corporate culture. Le. the enterprise seems to be able to influence employees values related to its activities if they fit in general values but it cannot manipulate their values towards general life. Managers ignoring this statement can be very disappointed with their cultural management.
- Les facteurs psychosociaux de l'efficacité organisationnelle : étude comparative des mairies portugaisesPublication . Coelho, Joaquim José V. Pinto; Ficher, Gustave-NicholasCette recherche examine les variables qui ínfluencent l’eflicacité dans les services publics. Les mairies constituent 1'unité d'analyse. 92 maires et 236 directeurs de 109 municipalités portugaises ont participe à 1'étude. Les construits leadership general (G), oriente vers Ia stratégie (S) et prédisposé au risque (R) du maire, satisfaction et engagement des directeurs, climat de confiance et de coopération ont été opérationnalisés. En s'appuyant sur des modeles d'équations structurelles, la recherche a mis en évidence des relations d'intermédiation entre: G et satisfaction, G et coopération, S et engagement, S et confiance, R et satisfaction, satisfaction et engagement et engagement et confiance. Des relations négatives d'intermédiation ont été validées entre G et engagement, entre R et confiance et entre R et coopération. Des effets directs de Ia confiance sur Fefficacité perçue et le taux d'exécution des investissements ont été démontrés. Les antécédents des variables financières n'ont pas été prouvés. Des différences entre les maires et les directeurs ont été montrées dans les relations entre G et satisfaction, R et satisfaction, S et confiance et engagement et confiance. Des différences significatives entre R et coopération ont été révélées entre les mairies d'idéologie de droite et celles de gaúche. Des différences ont été également trouvées entre les municipalités à niveau économique inférieur et supérieur sur Ia relation entre R et satisfaction et entre R et coopération. Des styles comportementaux de maire sont proposés. Le modele a spécifié d'autres comportements de maire tels que perçus par les directeurs. ------ ABSTRACT ------ This research required to examine variables that influence the organizational effectiveness in local government services. The mayoralty was used as the unity of analysis and 92 mayors and 236 directors in 109 municipalities in Portugal participated in this study. The latent variables mayor's extensive leadership (G), strategic oriented leadership (S) and risk predisposed leadership (R), director's satisfaction and commitment, trust and cooperation climate were operationalized using factor analysis. Through structural equations modeling the research revealed significant positive mediate relationship between: G and satisfaction, G and cooperation, S and commitment, S and trust, R and satisfaction, satisfaction and commitment and commitment and trust. Significant negative mediate relationship was found between G and commitment; and, on one hand, between R and, on the other, trust and cooperation. Direct effects from trust to overall perceived effectiveness and to level of investments execution rate were found. Financial indicators were not found to be significantly explained by the model. Significant differences for mayors and directors were found in the relation between G and satisfaction, R and satisfaction, S and trust and commitment and trust. Mayoralties supported by right and left ideologies were found to have significantly different perceptions between R and cooperation. Also, significant differences for lower and upper economic level municipalities were found between R and satisfaction and between R and cooperation. Behavioral styles of mayor are proposed and analyzed their effectiveness. The model was specified for others factors of leadership as perceived by the directors.
- Estratégias e tácticas em negociação: Para um modelo de eficácia negocialPublication . Cunha, Pedro Fernando Santos Silva da; Martínez, Gonzalo Serrano; Fernandez, Dámaso RodríguezInexistente
- Towards expatriates' ethical adjustment: A liminal approach in six studiesPublication . Costa, Nuno Miguel Barreiro Guimarães da; Cunha, Miguel Pina eOs seis artigos desta dissertação constroem o conceito de ajustamento ético de expatriados liminais inseridos num contexto de mudança permanente e de devir. O primeiro artigo apresenta o conceito de liminalidade enquadrando-o no fenómeno organizacional. O segundo artigo estabelece a ligação entre liminalidade, organising, e ética ao explorar o caso da liderança ética como um processo liminal que se desenvolve em contextos de ambiguidade. No terceiro artigo, a ética empresarial e o ajustamento dos expatriados são perspectivados como uma dualidade para criar o conceito de ajustamento ético de expatriados liminais. O quarto artigo corresponde a uma investigação empírica qualitativa que foi conduzida junto de 52 expatriados europeus na África sub-Saariana com o propósito de perceber como é realizado o ajustamento dos expatriados em contextos éticos desafiantes. Foi estabelecida uma comparação entre este processo e o processo de sensemaking. O comportamento dos expatriados face a desafios éticos é legitimado pela idea de identidade pretendida no futuro, sendo esta limitada por variáveis contextuais e por um processo de construção de identidade. Os dois últimos artigos encerram aproximações práticas aos conceitos entretando criados. O quinto artigo introduz o conceito de focal manager, o gestor internacional que consegue conciliar os elementos estrangeiro e local para aumentar a sua eficácia. O último artigo apresenta um roteiro para o ajustamento ético de expatriados. ---------- ABSTRACT ---------- The six articles in this dissertation build the concept of ethical adjustment of liminal expatriates in a context of permanent change and becoming. The first paper introduces the concept of liminality and frames it within the realm of the organisational phenomenon. The second paper establishes the link between liminality, organising and ethics, by exploring the case of ethical leadership as a liminal process that evolves in contexts of ambiguity. In the third paper, business ethics and expatriates' adjustment are addressed as a duality to create the concept of ethical adjustment of liminal expatriates. The fourth paper is an empirical qualitative research conducted next to 52 European expatriates in sub-Saharan countries with the purpose of understanding how expatriates adjust to ethically challenging contexts. A comparison was established between an adjustment and a sensemaking process. Expatriates' behaviour in face of ethical challenges is legitimised by the idea of an intended future identity, which is bounded by contextual variables and a process of identity construction. The last two papers are managerial approaches to the theoretical concepts hitherto created. The fifth article introduces the concept of focal managers as the international managers that are able to coalesce the foreign and the local elements to increase effectiveness. The last article presents a roadmap to expatriates' ethical adjustment.
- Mercado de Trabajo y Flexibilidad Laboral: Una perspectiva operativa en PortugalPublication . Cesário, Francisco José Santos