A influência da liderança e os valores pessoais nas respostas afetivas de membros de equipes de trabalho

AUTOR(ES)
DATA DE PUBLICAÇÃO

2006

RESUMO

The latest trends in organizational practices suggest the implementation of work teams in the organizational realm, hence the increased frequency in which it has been adopted. This practice is based on the belief, established or not, that work teams maximize not only available material resources but also individuals abilities and skills, thus favoring the organizations effectiveness. Defined as a collection of individuals who depend upon each other and share common goals and responsibilities for specific results on behalf the organization they belong to, it has been noted that there is still little systematic knowledge gathered upon the functioning and the performance of work teams and, in the ever so scarce consistent empirical results, the emphasis is to the responsible for its effectiveness. Recent studies stresses that effectiveness is affected by both structural and dynamic factors such as the behavior of the team members. It is the objective of this research to investigate the predictive force of the discrepancy between the preferred leadership style and the perceived leadership style experienced by the work team members and also the influence of the individuals values in the team effectiveness, measured by the affective responses of its members, being them, satisfaction and commitment. For that particular purpose, initially, a scale was built and validated in order to measure the preferred and the perceived leadership styles experienced by the team members, for the intention was to work with the discrepancy between these two constructs. The resulting scale presented satisfactory reliability indexes (α = 0,77 and 0,66 for the two factors of the preferred leader and α = 0,90 and 0,80 for the two factors of the perceived leader), thus corroborating its use. Later on, the Team Leadership Scale, the Individuals Values Scale and both the Satisfaction and Team Commitment Scales were applied to a sample comprised of 327 subjects originated in four companies from different segments. After a screening process in which the extreme cases were banned, the sample came to be comprised of 275 subjects. The gathered data was then submitted to descriptive and inferential analysis. The results displayed evidences that the discrepancy between the preferred leadership behavior and the perceived leadership behavior consists in a reliable predictor of the work team effectiveness, given the fact that it significantly affects the satisfaction and commitment of the team members. The higher the discrepancy the worse are the effectiveness affective indicators. The individuals values, however, didnt appear, on the present research, as predictors of effectiveness, thus suggesting the need for further investigation.

ASSUNTO(S)

psicologia do trabalho e organizacional effectiveness liderança pessoal - avaliação leadership styles work teams motivação no trabalho individual values

ACESSO AO ARTIGO

Documentos Relacionados