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Advisor(s)
Abstract(s)
Embora todos os estilos de liderança tenham a sua importância para as organizações, a era da Liderança Transformacional é a mais recente e talvez a mais complexa (Bass, citado por Tebeian, 2012). Os líderes transformacionais são concebidos para fornecer a visão, motivar os funcionários e ajudar a incutir uma cultura organizacional que incentive a criatividade, assumindo os riscos e alimentando a inovação (Scott e Bruce, citado por Tipu et al., 2012).
O Desempenho Individual também tem sido um tema objeto de múltiplas investigações científicas, desde a sua conceptualização até às potenciais consequências aos diferentes níveis da organização (Motowidlo et al., 1997). O Desempenho Organizacional representa uma área de extrema relevância, e de difícil análise, a começar pela dificuldade em se definir, conceituar e mensurar (Ismael et al.,2010).
Os principais objetivos deste estudo são: a identificação dos estilos de liderança prevalecentes nas organizações, e a determinação da sua importância, para o Desempenho Individual e para o Desempenho Organizacional.
Estudaram-se duas empresas, através de uma amostra de 207 trabalhadores, identificando-se os estilos de liderança mais utilizados: transformacional e transacional; aprofundando-se o estilo de liderança transformacional e caraterizando-se a sua importância para o Desempenho Individual e para o Desempenho Organizacional percecionado.
Os resultados mostram que o estilo de liderança que mais se evidência nas duas empresas é a Liderança Transformacional. Mostram também que o género dos funcionários não assume relevância na escolha do estilo de liderança adotado pelas organizações, que a Liderança Transformacional apresenta um impacto positivo tanto no Desempenho Individual como no Desempenho Organizacional e que o Desempenho Individual percecionado pode contribuir para a melhoria do Desempenho Organizacional.
Although all leadership styles have their/unique importance to the organizations, the transformational leadership era is the most recent and perhaps the most complex(Bass quoting Tebeian, 2012).Transformational leaders are conceived to provide vision, motivate employees and install organizational practices that stimulates creativity, taking up the risks and boosting the innovation. (Scott and Bruce, quoted by Tipu et al., 2012). The Individual performance has also been a matter of multiple cientific investigations since its conceptualization to the potential consequences of the different levels of the organization (Motowidlo et al., 1997). The Organizational Performance is an area of extreme importance, and difficult to analyze, starting with the difficulty in defining, conceptualizing and measuring (Ismael et al.,2010). The main objectives of this study are: the identification of the prevailing styles of leadership in organizations and determination of its importance for Individual Performance and Organizational Performance. Two companies were studied, having a total sample size of 207 employees, the most practiced leadership styles were identified: transformational and transational; deepening the transformational leadership style and characterizing its importance for Individual Performance and Organizational Performance perceived. The obtained results demonstrate that the most evidenced leadership style in the two companies is the transformational leadership. In this study, the companies leadership style does not depend on the employees gender; transformational leadership has a positive impact in the perceived Individual and Organizational performances and so it can contribute to an enhanced organizational performance.
Although all leadership styles have their/unique importance to the organizations, the transformational leadership era is the most recent and perhaps the most complex(Bass quoting Tebeian, 2012).Transformational leaders are conceived to provide vision, motivate employees and install organizational practices that stimulates creativity, taking up the risks and boosting the innovation. (Scott and Bruce, quoted by Tipu et al., 2012). The Individual performance has also been a matter of multiple cientific investigations since its conceptualization to the potential consequences of the different levels of the organization (Motowidlo et al., 1997). The Organizational Performance is an area of extreme importance, and difficult to analyze, starting with the difficulty in defining, conceptualizing and measuring (Ismael et al.,2010). The main objectives of this study are: the identification of the prevailing styles of leadership in organizations and determination of its importance for Individual Performance and Organizational Performance. Two companies were studied, having a total sample size of 207 employees, the most practiced leadership styles were identified: transformational and transational; deepening the transformational leadership style and characterizing its importance for Individual Performance and Organizational Performance perceived. The obtained results demonstrate that the most evidenced leadership style in the two companies is the transformational leadership. In this study, the companies leadership style does not depend on the employees gender; transformational leadership has a positive impact in the perceived Individual and Organizational performances and so it can contribute to an enhanced organizational performance.
Description
Keywords
Desempenho Individual Desempenho Organizacional Liderança Liderança Transformacional