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Authors
Abstract(s)
Atualmente as organizações de saúde enfrentam mudanças constantes, o que gera vários
desafios para a gestão. Estas sucessivas perturbações têm impacto nas atividades e
rotinas das organizações. Assim é fundamental que as organizações mantenham e
reforcem as suas capacidades dinâmicas (CD). Também, a liderança autêntica (LA) pode
ser uma ferramenta estratégica que auxilie as organizações a se adaptarem às mudanças
beneficiando a eficácia das equipas de saúde. Esta investigação tem por objetivo estudar
empiricamente as relações entre a LA, as CD e a Eficácia das Equipas nas organizações
de saúde.
Metodologicamente aplicou-se um questionário constituído por 3 instrumentos
(Authentic Leadership Questionnaire, questionário de Capacidades Dinâmicas e Escala
de Eficácia de Equipas). Para análise dos dados utilizou-se a abordagem baseada em
modelos de equações estruturais, estimada através dos mínimos quadrados parciais
(PLS-SEM). Tendo sido utilizada uma amostra de 177 enfermeiros de diferentes
organizações de saúde.
Como principais resultados obteve-se que a LA tem uma relação positiva com as
Capacidades Recursos Humanos (CRH) e Capacidades de Tecnologia, Operações e
Marketing (CTOM). Ainda entre as CD, as CRH têm uma relação positiva com as CTOM
e com as Capacidade de Performance e Inovação (CPI), e as CPI têm também uma relação
positiva com as CTOM.
Esta investigação sublinha que na perspetiva dos enfermeiros, a LA influencia
positivamente os recursos humanos, mas também o investimento em tecnologia,
operações e marketing nas organizações em saúde. Ainda nas CD das organizações de
saúde, estas têm uma influência positiva entre si. Sendo que gestão eficaz da CRH
estimula a CPI e a CTOM, que por sua vez também estes se associam positivamente.
Currently, healthcare organizations face constant changes, which generates several challenges for management. These successive disturbances have an impact on the activities and routines of organizations. Thus, it is essential that organizations maintain and reinforce their dynamic capabilities (DC). Also, authentic leadership (AL) can be a strategic tool that helps organizations adapt to changes, benefiting the effectiveness of healthcare teams. This investigation aims to empirically study the relationships between AL, DCs and Team Effectiveness in healthcare organizations. Methodologically, a questionnaire consisting of 3 instruments was applied (Authentic Leadership Questionnaire, Dynamic Capabilities Questionnaire and Team Effectiveness Scale). For data analysis, the approach based on structural equation models was used, estimated through partial least squares (PLS-SEM). A sample of 177 nurses from different health organizations was used. As main results, it was found that LA has a positive relationship with Human Resources Capabilities (HRC) and Technology, Operations and Marketing Capabilities (TOMC). Also, among the DCs, HRCs positively associates with TOMCs and Performance and Innovation Capacity (PIC), and PICs also have a positive association with CTOMs. This research underlines the perspective of nurses, that AL positively influences human resources, but also investment in technology, operations and marketing in healthcare organizations. Even in the DCs of health organizations, they have a positive influence on each other. Effective management of CRH stimulates CPI and CTOM, which in turn are also positively associated.
Currently, healthcare organizations face constant changes, which generates several challenges for management. These successive disturbances have an impact on the activities and routines of organizations. Thus, it is essential that organizations maintain and reinforce their dynamic capabilities (DC). Also, authentic leadership (AL) can be a strategic tool that helps organizations adapt to changes, benefiting the effectiveness of healthcare teams. This investigation aims to empirically study the relationships between AL, DCs and Team Effectiveness in healthcare organizations. Methodologically, a questionnaire consisting of 3 instruments was applied (Authentic Leadership Questionnaire, Dynamic Capabilities Questionnaire and Team Effectiveness Scale). For data analysis, the approach based on structural equation models was used, estimated through partial least squares (PLS-SEM). A sample of 177 nurses from different health organizations was used. As main results, it was found that LA has a positive relationship with Human Resources Capabilities (HRC) and Technology, Operations and Marketing Capabilities (TOMC). Also, among the DCs, HRCs positively associates with TOMCs and Performance and Innovation Capacity (PIC), and PICs also have a positive association with CTOMs. This research underlines the perspective of nurses, that AL positively influences human resources, but also investment in technology, operations and marketing in healthcare organizations. Even in the DCs of health organizations, they have a positive influence on each other. Effective management of CRH stimulates CPI and CTOM, which in turn are also positively associated.
Description
Keywords
Capacidades Dinâmicas Eficácia de Equipas Enfermagem Liderança Autêntica Organizações de
Saúde