O papel mediador entre confiança e desempenho organizacional

Zanini, Marco Tulio; Migueles, Carmen Pires

doi:10.5700/rausp1130

Cited by 7 publications

(9 citation statements)

References 61 publications

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“…Trust is recognized as a central element for a better evaluation of relational contracts (KREPS, 1990;WOLFF, 1997;CASSON, 1994;GIBBONS, 2001;GIBBONS, BAKER and MURPHY, 2002;ZANINI and MIGUELES, 2014). From an economic perspective, relational contracts, such as employment contracts, are incomplete agreements used to explain cooperation in a world of uncertain future events (FURUBOTN and RICHTER, 2005).…”

Section: Trust As a Central Element Of Relational Contractsmentioning

confidence: 99%

“…This brings us back to the need to analyze levels of trust separately and to take into account the specific context of analysis. Thus, empirical studies have often suggested that trust has a more moderating effect on organizational performance than a direct and positive relationship (DIRKS and FERRIN, 2001;MACCURTAIN, FLOOD, RAMAMOORTY et al, 2009;ZANINI and MIGUELES, 2014). These studies have related the positive effects of trust, for example, on the relationships between leaders and those they led (DIRKS, 2000;DIRKS and FERRIN, 2002;DIRKS, 2006;ZANINI, SANTOS and LIMA, 2015), in order to strengthen the commitment of employees (ROLLAND and CHAUVEL, 2000;ROBERTS and VAN DEN STEEN, 2001;MACCURTAIN, FLOOD, RAMAMOORTY et al, 2009), and to increase organizational efficiency and productivity (RING and VAN DE VEN, 1992;LANE andBUCHMANN, 1998, SAKO, 1997).…”

Section: Relationship Between Trust and Organizational Performancementioning

confidence: 99%

“…Many of the studies on this subject, present trust as a variable that influences or is influenced by one or several organizational variables. There is, however, a need to discuss in depth the role of trust in relational contracts, adopting approaches that are different from the ones pointed out in previous studies (ZANINI, 2007;ZANINI and MIGUELES, 2014;ZANINI, 2016). In addition, it is necessary to advance the discussions on how the mediation of relational contracts can influence organizational performance.…”

Section: Introductionmentioning

confidence: 98%

“…In this sense, several organizational studies have focused on trust (ARROW, 1969(ARROW, , 1974GRANOVETTER, 1985;MAYER, DAVIS and SCHOORMAN, 1995;LANE and BACHMANN, 1998;GAMBETTA, 2000;DIRKS and FERRIN, 2001;O'NEILL, 2002;ZANINI, 2005ZANINI, , 2007BACHMANN and ZAHEER, 2006;FRANKEL, 2005;SCHOORMAN, MAYER and DAVIS, 2007;COOK, LEVI and HARDIN, 2009;DIRKS, LEWICKI and ZAHEER, 2009). Recently, many scholars and researchers studying organizations have shown interest in understanding the issue of trust (ANDRADE, REZENDE, SALVATO et al, 2011;ZANINI and MIGUELES, 2014;SCHNACKENBERG and TOMLINSON, 2016;ZANINI, SANTOS and LIMA, 2015;MAGALHÃES, 2015;ZANINI, 2016). As a result of this interest, several contributions have emerged from disciplines of the social sciences such as political science, anthropology, sociology, psychology, and economics (COOK, LEVI and HARDIN, 2009).…”

Section: Introductionmentioning

confidence: 99%

“…Employment contracts are examples of relational contracts based on interpersonal trust (ZANINI and MIGUELES, 2014). Even if such agreements need to be formalized in explicit contracts -a written document -for legal reasons, they become relational contracts between agents of interaction over time.…”

Section: Introductionmentioning

confidence: 99%

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Confiança em contratos relacionais: um estudo teórico

Zanini

Migueles

2019

Cad. EBAPE.BR

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Resumo O objetivo deste artigo é contribuir para uma melhor compreensão das questões relativas à confiança dentro das organizações, de modo a expandir e refinar constructos teóricos. A confiança é abordada em uma perspectiva econômica como mecanismo social de gestão. Buscamos compreender o papel da confiança na coordenação informal dos contratos relacionais. Abordamos a confiança como um elemento essencial para a execução de tarefas organizacionais específicas e observamos sua relação mediadora com o desempenho organizacional. Ao final, propomos um modelo analítico e concluímos que a confiança é um elemento central para a melhor compreensão dos contratos relacionais e que investimentos em um estilo de gestão baseado na confiança devem observar o contexto específico e a natureza das tarefas organizacionais.

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Section: Trust As a Central Element Of Relational Contractsmentioning

confidence: 99%

Section: Relationship Between Trust and Organizational Performancementioning

confidence: 99%

Section: Introductionmentioning

confidence: 98%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Confiança em contratos relacionais: um estudo teórico

Zanini

Migueles

2019

Cad. EBAPE.BR

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The role of organisational culture in university–firm cooperation: multiple case studies

Sartor de Oliveira,

Franco,

Rodrigues

2024

IJOA

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Purpose Cooperative agreements between universities and firms (U–F) have gained prominence. However, the literature on organisational culture and the formation of cooperation agreements is scarce. This study aims to analyse, from the perspective of the managers of small- and medium-sized enterprises (SMEs) and those in charge in universities, the perceptions of the influence of organisational culture on this type of U–F cooperation. Design/methodology/approach To this end, multiple case studies were adopted, involving cooperation agreements between a Portuguese and eight SMEs incubated in UBImedical. Semi-structured interviews were used to gather information, aiming to understand the meaning, importance and possible obstacles caused by organisational culture in this U–F cooperation agreement. Findings Content analysis of the results obtained leads to the conclusion that cultural compatibility is a crucial factor for successful U–F cooperation. The exchange of knowledge, mutual trust and flexibility between those involved are identified as key determinants to build shared norms that allow a more productive, assertive union. Practical implications The study represents an important tool to support SME managers and those in charge of universities, as the evidence obtained can help them to define policies and actions with regard to the U–F cooperation process. More precisely, these SME and university managers could give more attention to culture in future cooperation agreements. Originality/value This study advances understanding of the role of organisational culture in a cooperation agreement since this was a gap identified in the literature on the topic. It also contributes to the existing body of work on U–F cooperation, demonstrating that organisational culture is considered important by partners in these agreements and should be adjusted towards compatible alignment of each party’s expectations.

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Meritocracia e gestão de pessoas por competências: tema utópico ou realidade organizacional?

SOUZA¹,

Vasconcelos

2021

Cad. EBAPE.BR

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Resumo Neste trabalho se realiza uma revisão de literatura sobre o valor meritocracia nas sociedades contemporâneas e nas organizações. Relacionamos o valor meritocracia a um modelo de gestão de pessoas baseado em competências (modelo estratégico de gestão de pessoas), onde são definidos objetivos e metas claras de forma transparente com equipes de trabalho e indivíduos e realizada uma avaliação de desempenho segundo critérios claros previamente estabelecidos e, quando apurado o mérito, o mesmo é reconhecido com base em remuneração diferenciada para indivíduos e equipes, além de ser reconhecido o mérito de forma simbólica. Ressalta-se que um sistema meritocrático e uma gestão por competências reforçam o sentimento de justiça social nas organizações e equidade e as relações de confiança no sistema. Depois de realizada uma pesquisa, onde foram entrevistados 17 executivos alunos do Mestrado Profissional em Administração, em uma organização de ensino de excelência, constatou-se que 53% dos mesmos trabalham em empresas consideradas meritocráticas por eles e 36% em empresas parcialmente meritocráticas e 11% em empresas onde não existe nenhum reconhecimento de mérito. Analisaram-se as causas destes resultados, propondo-se soluções para o aprimoramento destes sistemas.

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O papel mediador entre confiança e desempenho organizacional

Cited by 7 publications

References 61 publications

Confiança em contratos relacionais: um estudo teórico

Confiança em contratos relacionais: um estudo teórico

The role of organisational culture in university–firm cooperation: multiple case studies

Meritocracia e gestão de pessoas por competências: tema utópico ou realidade organizacional?

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