Escala de Competências Gerenciais em Grupos de Pesquisa

Abstract

RESUMOEste estudo objetivou desenvolver uma escala de medida de Competências Gerenciais (CG) em Grupos de Pesquisa (GP) a partir de revisão de literatura baseada em artigos empíricos sobre classificações de CG, publicados entre 2005 e 2015, e de dados provenientes de estudos anteriores, tais como, gravações em áudio, transcrições de entrevistas, relatórios de campo e instrumentos preliminares. Esses insumos possibilitaram a elaboração de questionário que, após ser submetido a análise semântica e teórica de juízes e pré-teste, foi respondido por 528 participantes de GP. A análise fatorial exploratória revelou o agrupamento das competências em dois fatores: Gestão de pessoas e de resultados de pesquisa; e 2 -Captação de recursos e de pessoas, perfazendo 51,1% da variância total explicada, com índice de confiabilidade α = 0,983 e α = 0,903, respectivamente. Esses resultados são parcialmente semelhantes aos encontrados em outros estudos. Ao final, foram apontadas limitações, recomendações e agenda para realização de pesquisas futuras.

Escala de competências gerenciais da área da saúde

“…Apesar de o tema competência ter sido bastante estudado nas últimas três décadas, ainda existem divergências quanto à sua conceituação (FREITAS;ODELIUS, 2017). Autores norte-americanos, como, McClelland (1973) e Boyatzis (2008), marcaram fortemente a literatura ao sinalizar a importância de alinhar as competências individuais com as necessidades estabelecidas pelos cargos, ou posições existentes na organização.…”

Managerial Competencies and Results in Research Groups

“…However, in contrast to the adopted definition of MCs, the instrument referred to is composed of items that are very generic, transversal and oblivious to the context. Thus, we decided to use the 'Scale of Managerial Competencies in RG' by Freitas and Odelius (2017a), which operationally defines competencies as observable behaviours, based on the RG concept adopted herein, and by the development of MCs, based on the revision of literature centred on empirical articles on RG classifications, published between 2005 and 2015, and on qualitative data previously collected in RGs (audio recordings, interview transcriptions, field reports, and preliminary instruments). The scale was submitted for evaluation by judges and subjected to pre-test, making it, therefore, more adherent to the context of RGs.…”

“…The first factor, "people and research results management" (MC1) concentrates on competencies essential to the activity of research, whether in dealing with people or in achieving results (Ferigotti & Fernandes, 2014;Higuita-López et al, 2011;Odelius & Sena, 2009;Odelius et al, 2011;Prahalad & Hamel, 1990). For instance: "ensure compliance with activities deadlines"; "stimulate information exchange among the members of the group"; "solve conflicts that emerged from members of the group"; and "discuss issues relative to the research with members of the group" (Freitas & Odelius, 2017a The second factor focuses on "fundraising and people acquisition" (MC2). The items are clearly residual, covering competencies related to the search for provision of financial, infrastructural and technological resources, as well as attraction and selection of members for the RG and establishment of partnerships with other researchers and experts on topics of interest (Ferigotti & Fernandes, 2014;Harvey et al, 2002;Higuita-López et al, 2011;Morris & Goldstein, 2007).…”

“…The items are clearly residual, covering competencies related to the search for provision of financial, infrastructural and technological resources, as well as attraction and selection of members for the RG and establishment of partnerships with other researchers and experts on topics of interest (Ferigotti & Fernandes, 2014;Harvey et al, 2002;Higuita-López et al, 2011;Morris & Goldstein, 2007). For example: "establish partnerships with productive sector companies"; "establish partnerships with other researchers or RG"; "obtain funding from external funding agencies for researches"; "attract new members for the group (undergraduate, masters, doctoral students, or researchers) by several recruitment instruments"; and "search for the help of researchers and other professionals to upgrade and deepen topics of interest of the group" (Freitas & Odelius, 2017a).…”

A influência de Atividades Extracurriculares no Desenvolvimento de Competências Gerenciais em Grupos de Pesquisa

“…Ao final, foram apresentadas conclusões, limitações e agenda para pesquisas futuras. Freitas and Odelius (2017) in combination with issues related to the AE contributions for the development of CG in GP. The electronic questionnaire applied to 528 participants and submitted to descriptive statistics, the Kendall-tau b correlation analysis, and the Kruskal-Wallis test allowed us to infer that: 1) participating in research groups, scientific initiations, university extensions, internships, general professional performances, volunteer works, and consulting projects are correlated with the CG possession in all of its dimensions; 2) participating in a junior company was not proven as capable to significantly affect the CG possession in GP; and 3) there are significant differences in the mastery of CG, depending on the role played in the GP, the type of institution, the wide-ranging area of knowledge, the educational level and the experience period with academic researches.…”