O impacto das atitudes frente às mudanças organizacionais nos comportamentos de cidadania

Almeida, Stanley Pacheco; Ferreira, Maria Cristina

doi:10.1590/s1414-98932010000300005

Cited by 8 publications

(14 citation statements)

References 9 publications

(5 reference statements)

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“…Likewise, affective commitment has been associated with citizenship behaviors in the Brazilian literature (Siqueira, 2003). Recent studies in the country have also observed that attitudes of acceptance towards change are positively correlated with organizational citizenship in general, and with cooperation with others in particular (Almeida & Ferreira, 2010). Although empirical studies connecting transformational leadership and citizenship behaviors are rare in the Brazilian Management literature, authors have also put forward propositions linking transformational leadership with outcomes such as trust and team work (Correia, Mainardes, & Lourenço, 2010).…”

Section: Contextual Performancementioning

confidence: 99%

Transformational leaders and work performance: the mediating roles of identification and self-efficacy

Cavazotte

Moreno

Bernardo

2013

BAR, Braz. Adm. Rev.

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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 processes through 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.

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Section: Contextual Performancementioning

confidence: 99%

Transformational leaders and work performance: the mediating roles of identification and self-efficacy

Cavazotte

Moreno

Bernardo

2013

BAR, Braz. Adm. Rev.

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“…Os resultados deste estudo possuem semelhanças com estudos já citados, que encontraram correlações signifi cativas entre Civismo e Valores, Civismo e Confi ança, Valores e Confi ança Organizacionais (Almeida & Ferreira, 2010;Chiuzi, 2006;Guardani et al, 2013;Horta, Demo, & Roure, 2012;Jardim, 2009;Ozer, 2011;Podsakoff et al, 2009;Podsakoff, et al, 2011). Ainda, este trabalho corrobora as informações contidas na literatura que apontam para o peso explicativo das variáveis Valores e Confi ança Organizacionais na predição de Civismo Organizacional.…”

Section: Resultsunclassified

Valores e confiança organizacionais: fatores determinantes nos comportamentos de civismo organizacional

Dias¹,

Oliveira

2016

Temas Psicol.

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ResumoEste estudo teve como objetivo verifi car o impacto de valores e confi ança organizacionais sobre comportamentos de civismo. Participaram do estudo 206 trabalhadores, de diversas organizações, que responderam a instrumentos fi dedignos e válidos referentes a cada construto: Inventário de Perfi s de Valores Organizacionais, Inventário de Confi ança do Empregado na Organização e Escala de Civismo nas Organizações. Os coefi cientes de confi abilidade das escalas para a amostra do estudo foram superiores a 0,70, permitindo a inclusão de todas as variáveis nas análises de regressão múltipla padrão. As variáveis dependentes foram os fatores de civismo organizacional enquanto as independentes foram os valores organizacionais e os fatores de confi ança. Os resultados mostraram que confi ança na ética e na competência organizacional e os valores organizacionais conformidade, autonomia e coletividade foram preditores das dimensões de civismo organizacional. A conclusão do estudo indica a importância dessas variáveis na emissão de comportamentos de civismo organizacional, sugerindo, ainda, a realização de estudos abrangendo outras amostras bem como a inclusão de novas variáveis em modelos de investigação futuros. Palavras-chave:Civismo organizacional, valores organizacionais, confi ança. Organizational Values and Trust: Determining Factors in Organizational Civism Behaviors AbstractThis study aimed to verify the impact of organizational values and trust on civism behaviors. Participants were 206 employees from several organizations, who responded to reliable and valid instruments related to each construct: Inventory of Organizational Values Profi le, Inventory Employee Trust in the Organization and Civism Scale in Organizations. The reliability coeffi cients of the scales for the study sample were higher than .70, thus they allowed the inclusion of all the variables in the standard multiple regression analysis. The factors of organizational civism were the dependent variables, whereas the organizational values and the factors of trust composed the independent variables. The results demonstrated the trust in ethics and organizational competence and the organizational values of conformity, autonomy and collectivity were predictors of the organizational civism dimensions. The conclusion of the study indicates the importance of those variables in the emission of organizational 1 Endereço para correspondência: Rua

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“…No que se refere à natureza da amostragem, todos se configuraram estudos de amostra: um estudo realizado com somente uma empresa que atua em diversos estados (Porto & Tamayo, 2002), um estudo com duas empresas (Almeida & Ferreira, 2010), dois com quatro empresas (Porto & Tamayo, 2005;Rodrigues & Ferreira, 2015), um com 16 empresas (Siqueira, 2003) e outro com 25 empresas . Quanto à localização geográfica das pesquisas, a região sudeste se destacou por compor a amostra de quatro dos seis artigos, seguida do centro-oeste em três pesquisas.…”

Section: Aspectos Metodológicosunclassified

Cidadania organizacional na perspectiva dos direitos e deveres e sua relação com justiça e estresse organizacional

Zarife¹

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Organizational justice perception is an important predictor of relevant emotions, attitudes and behaviors in the workplace as commitment, job satisfaction, performance, turnover and retaliation. This article aimed to review the Brazilian empirical literature about organizational justice, through systematic analysis of 15 Brazilian academic journals of Management and Psychology areas. The review identified 13 empirical articles about organizational justice, published in eight of the evaluated journals. The results indicated: (1) between 2000 and 2003, the authors of all publications were Portuguese researchers; (2) organizational justice is not a topic in vogue among Brazilian researchers, but it is attracting interest; (3) there was a predominance of quantitative methods; (4) most studies was published in Management journals, although most authors had training in Psychology; (5) Relations between justice and thirteen variables were investigated, especially organizational commitment, prioritizing the investigation of the predictor role of justice. This study suggests to conducting research with different methodological approaches, identifying antecedents of justice for Brazilian workers, and researching the relationship of justice with other variables presented in the international literature.

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O impacto das atitudes frente às mudanças organizacionais nos comportamentos de cidadania

Cited by 8 publications

References 9 publications

Transformational leaders and work performance: the mediating roles of identification and self-efficacy

Transformational leaders and work performance: the mediating roles of identification and self-efficacy

Valores e confiança organizacionais: fatores determinantes nos comportamentos de civismo organizacional

Cidadania organizacional na perspectiva dos direitos e deveres e sua relação com justiça e estresse organizacional

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