O efeito de valores pessoais nas atitudes perante estilos de liderança

Fonseca, Ana Márcia de Oliveira; Porto, Juliana Barreiros; Barroso, Aline Cavalcanti

doi:10.1590/s1678-69712012000300007

Cited by 20 publications

(21 citation statements)

References 20 publications

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“…Recent growth that led to economic development in Brazil associated with a cultural preference for flexibility and creativity (Carvalho, 2010) should only encourage openness to transformational styles. As a matter of fact, a preference for transformational leadership compared with transactional styles has been observed among Brazilians in empirical studies (Fonseca, Porto, & Barroso, 2012). In addition, research has evidenced that transformational leadership is positively associated with managerial performance in the country (Cavazotte, Moreno, & Hickmann, 2012).…”

Section: Formal Performancementioning

confidence: 96%

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: Formal Performancementioning

confidence: 96%

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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“…Research on the relationship between leaders' style as perceived by employees and their job satisfaction showed that transformational leaders were more capable of exerting a significant and positive influence on the employees' satisfaction. (Fonseca, Porto, & Barroso, 2012;Toda et al, 2014;Batista, Kilimnik, & Neto, 2016;Silva, Nascimento & Cunha, 2017).…”

Section: Effects Of Leadership On Job Satisfaction: Contextual Factorsmentioning

confidence: 99%

Transformational Leadership and Job Satisfaction: Assessing the Influence of Organizational Contextual Factors and Individual Characteristics

Abelha¹,

Carneiro²,

Cavazotte³

2018

RBGN

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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.

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“…Cuando esas investigaciones son llevadas a cabo, la mención a la deseabilidad social acaba apareciendo apenas como una limitación del estudio (Gondim, Sobrinho, Santana, Santos, & Saveia, 2013), o asociadas a la aplicación de técnicas estadísticas utilizadas como forma de control (Fonseca et al, 2012;Maurino & De Domenico, 2012), o utilizando alguna escala que ya tenga incluidos ítems opuestos a la deseabilidad social (Borges, Argolo, & Baker, 2006). Inclusive, la deseabilidad social aparece como una posibilidad declaradamente descartada, sin que sea realizado cualquier análisis que permita esa conclusión (Carvalho, Borges, & Vikan, 2012).…”

Section: Discussionunclassified

Sesgo de deseabilidad social en medidas de valores organizacionales

Campos

Rueda

2017

Univ Psychol

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Este estudio tuvo como objetivo investigar la existencia de sesgo relacionado a la deseabilidad social en una investigación sobre los valores organizacionales. Participaron del estudio 232 personas que fueron divididas en dos grupos. El grupo 1, con 147 personas, fue formado por profesionales invitados a participar de la investigación por las empresas en las cuales trabajaban. Ellos fueron informados que la empresa recibiría un documento final con los resultados, sin ningún tipo de información individualizada. El grupo 2, con 85 personas, fue formado por profesionales invitados directamente por un investigador y fueron informados que en los resultados no habría ningún aspecto que permitiese su identificación, ni de su empresa. El instrumento aplicado fue el Inventario de Valores Organizacionales (IVO), y los resultados indicaron la presencia de un posible sesgo en las respuestas de los integrantes del grupo 1, apuntando para la necesidad de cuidados paliativos procesuales y estadísticos en situaciones semejantes de investigación en ambientes organizacionales.

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O efeito de valores pessoais nas atitudes perante estilos de liderança

Cited by 20 publications

References 20 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

Transformational Leadership and Job Satisfaction: Assessing the Influence of Organizational Contextual Factors and Individual Characteristics

Sesgo de deseabilidad social en medidas de valores organizacionales

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