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Abstract(s)
Nesta investigação existe a tomada de consciência de que, em tempos de forte incerteza e complexidade, a crença nas capacidades humanas e o seu desenvolvimento, justificam a positividade encarada de forma relevante ao nível organizacional. É assim que se dá ênfase ao aprofundamento e melhor conhecimento empírico da liderança nas organizações positivas em Portugal. O principal objetivo deste estudo é, a partir das bases da Psicologia Positiva e do movimento organizacional positivo, perceber as razões que suportam as organizações positivas, isto é, todas as organizações que integram na sua cultura o desenvolvimento de emoções positivas, otimismo, apelo às melhores virtudes das pessoas e relações interpessoais que se estabelecem no respeito entre todos os intervenientes e meio envolvente, a comunidade. Bons locais para trabalhar e onde é realçado o melhor da natureza humana.
Essencialmente, nesta investigação procura-se perceber os vários estilos de liderança que sobrevêm nas organizações observadas. Líderes modernos, positivos, inovadores, visionários, carismáticos, respeitadores dos valores dos seus subordinados e que enquadram a ponderação da sua ação através de comportamentos éticos, e, com autenticidade, consideram a dignidade humana e os seus valores mais elevados em prol do bem-estar e da felicidade individual e coletiva.
Esta investigação procura também um maior conhecimento e compreensão da interligação das lideranças observadas que se definiu RETESA (Responsável, Espiritual, Transformacional, Emocional e Autêntica) com o compromisso organizacional. Foram estas as dimensões que suportaram o modelo concetual proposto para o presente estudo. Mais concretamente, o modelo proposto mostra a existência de uma inter-relação entre estes seis estilos de liderança e o constructo compromisso organizacional.
Tendo por base a abordagem de investigação qualitativa, realizaram-se estudos de caso em seis organizações portuguesas e com a adoção de várias fontes de informação tratadas: entrevistas a 28 colaboradores, documentos públicos e privados, elementos singulares das organizações, entre outros. Como técnica de tratamento dos dados utilizou-se a análise de conteúdo através de instrumental NVivo 9.2.
Os resultados empiricamente obtidos permitem identificar que, nestas organizações, mesmo em contexto de elevado desemprego e dubiedade sobre o futuro desenvolvimento económico e social, é possível trabalhar a positividade. Nestas organizações portuguesas compreenderam-se lideranças capazes de aumentar o envolvimento, através da identificação pessoal e social dos trabalhadores com a organização o que conduz ao seu maior comprometimento, induzindo as pessoas a desenvolverem laços afetivos e normativos mais fortes. A investigação permitiu elencar um conjunto de dimensões de afetividade organizacional reconhecida e que se interligam com os diversos estilos de liderança analisados. Esta investigação constitui-se como uma alavanca para estimular uma forma alternativa e construtiva de considerar a gestão. Várias implicações teóricas e práticas também são apresentadas.
This research signals an awareness that at times of great uncertainty and complexity, the belief in human capacities and their development justifies positivity being regarded as relevant in organizations. Emphasis is therefore given to deepening and improving empirical knowledge of leadership in positive organizations in Portugal. The main objective of this study, setting out from Positive Psychology bases and the positive organizational movement, is to understand the reasons supporting positive organizations, i.e., all organizations that include in their culture the development of positive emotions, optimism, an appeal to people’s best virtues and interpersonal relationships formed with respect between all parties and the environment, the community. Good places to work in and where the best of human nature is highlighted. Essentially, this research aims to understand the various leadership styles emerging in the observed organizations. Leaders who are modern, innovative, visionary, charismatic, who respect their subordinates’ values and frame action to be taken in ethical behaviour, genuinely considering human dignity and its highest values with a view to individual and collective well-being and happiness. The investigation also seeks greater knowledge and understanding of the connection between observed leaderships defined as RSTESA (Responsible, Spiritual, Transformational, Emotional and Authentic) and organizational commitment. These dimensions supported the conceptual model proposed for this study. More precisely, the proposed model shows an inter-relationship between these six leadership styles and the organizational commitment construct. Based on a qualitative research approach, case studies were made of six Portuguese organizations and various information sources were used: interviews with 28 collaborators, public and private documents, organizations’ particular elements and others. As data treatment techniques, content analysis was carried out using NVivo 9.2. The empirical results obtained reveal that in these organizations, even in a context of high unemployment and doubts about future economic and social development, it is possible to work with positivity. In these Portuguese organizations, leadership was seen to be able to increase involvement, through employees’ personal and social identification with the organization leading to greater commitment, inducing people to develop stronger affective and normative bonds. The research allowed us to list a set of dimensions of recognized organizational affectivity which are interlinked with the various leadership styles analyzed. This research forms a lever to stimulate an alternative and constructive way to consider management. Various theoretical and practical implications are also presented.
This research signals an awareness that at times of great uncertainty and complexity, the belief in human capacities and their development justifies positivity being regarded as relevant in organizations. Emphasis is therefore given to deepening and improving empirical knowledge of leadership in positive organizations in Portugal. The main objective of this study, setting out from Positive Psychology bases and the positive organizational movement, is to understand the reasons supporting positive organizations, i.e., all organizations that include in their culture the development of positive emotions, optimism, an appeal to people’s best virtues and interpersonal relationships formed with respect between all parties and the environment, the community. Good places to work in and where the best of human nature is highlighted. Essentially, this research aims to understand the various leadership styles emerging in the observed organizations. Leaders who are modern, innovative, visionary, charismatic, who respect their subordinates’ values and frame action to be taken in ethical behaviour, genuinely considering human dignity and its highest values with a view to individual and collective well-being and happiness. The investigation also seeks greater knowledge and understanding of the connection between observed leaderships defined as RSTESA (Responsible, Spiritual, Transformational, Emotional and Authentic) and organizational commitment. These dimensions supported the conceptual model proposed for this study. More precisely, the proposed model shows an inter-relationship between these six leadership styles and the organizational commitment construct. Based on a qualitative research approach, case studies were made of six Portuguese organizations and various information sources were used: interviews with 28 collaborators, public and private documents, organizations’ particular elements and others. As data treatment techniques, content analysis was carried out using NVivo 9.2. The empirical results obtained reveal that in these organizations, even in a context of high unemployment and doubts about future economic and social development, it is possible to work with positivity. In these Portuguese organizations, leadership was seen to be able to increase involvement, through employees’ personal and social identification with the organization leading to greater commitment, inducing people to develop stronger affective and normative bonds. The research allowed us to list a set of dimensions of recognized organizational affectivity which are interlinked with the various leadership styles analyzed. This research forms a lever to stimulate an alternative and constructive way to consider management. Various theoretical and practical implications are also presented.
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Keywords
Teoria das organizações - Liderança Teoria das organizações - Investigação qualitativa Compromisso organizacional Compromisso organizacional - Liderança