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Publication
“It´s not right, but it´s ok!" - o líder abusivo e o compromisso organizacional: o papel moderador do silêncio de adesão, da autoestima e do suporte da equipa
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Advisor(s)
Abstract(s)
A constante evolução do mercado de trabalho e as exigências que a sociedade impõe às organizações e indivíduos, são temas que interessam aos investigadores das Ciências Sociais e têm sido alvo de, ao longo dos anos, estudos, investigações e debates profundos. Há, contudo, uma lacuna na evidência empírica no que concerne ao estilo de liderança abusiva e consequências que esta tem no indivíduo ao nível do compromisso organizacional.
A dissertação que agora apresentamos, pretende demonstrar, através de um estudo correlacional transversal, qual a intensidade ou sentido da relação entre liderança abusiva e compromisso organizacional, tendo três variáveis que pretendem moderar esta relação, o silêncio de adesão, a autoestima e o suporte da equipa.
Hipotetizamos que a liderança abusiva influencia negativamente o compromisso organizacional. De que forma o silêncio de adesão, a autoestima e o suporte de equipa moderam essa relação? O nosso estudo revela que apesar da liderança abusiva não ser percecionada na sua totalidade, a autoestima modera a relação da supervisão abusiva no compromisso organizacional afetivo e a liderança autoritária e autopromoção no compromisso organizacional normativo.
Para esta investigação, são utilizadas escalas no âmbito da matéria em estudo, devidamente validadas e traduzidas para português.
O objetivo da realização deste estudo, enseja fazer chegar às organizações que, muitas vezes, o insucesso destas e a perceção do público em geral da mesma, se deve aos líderes que dela fazem parte e que, de alguma forma, influenciam os indivíduos e a imagem que os próprios passam aos outros.
As organizações e os indivíduos, precisam de se consciencializar que o seu papel, enquanto atores principais na vida do mundo do trabalho competitivo, tem um papel preponderante no equilíbrio entre os objetivos da organização, o compromisso organizacional e a saúde mental dos seus trabalhadores.
The constant evolution of the labour market and the demands that society imposes on organizations and individuals are topics of interest to social sciences researchers and have been the subject of in-depth studies, research and debates over the years. However, there is a gap in the empirical evidence concerning the abusive leadership style and its consequences on the individual in terms of organizational commitment. The dissertation that we now present intends to demonstrate, through a cross-sectional correlational study, the intensity or direction of the relationship between abusive leadership and organizational commitment, having three variables that intend to moderate this relationship, the silence of adherence, self-esteem and team support. We hypothesize that abusive leadership negatively influences organizational commitment. How do adhesion silence, self-esteem and team support moderate this relationship? Our study reveals that although abusive leadership is not fully perceived, self-esteem moderates the relationship of abusive supervision on affective organizational commitment and authoritarian leadership and self-promotion on normative organizational commitment. For this research, scales are used within the scope of the subject under study, duly validated and translated into Portuguese. The purpose of this study is to make organizations aware that their failure and the general public's perception of them is often due to their leaders, who somehow influence individuals and the image they convey to others. Organizations and individuals need to be aware that their role as main actors in the life of the competitive world of work has a preponderant role in balancing the objectives of the organization, the organizational commitment and the mental health of its workers.
The constant evolution of the labour market and the demands that society imposes on organizations and individuals are topics of interest to social sciences researchers and have been the subject of in-depth studies, research and debates over the years. However, there is a gap in the empirical evidence concerning the abusive leadership style and its consequences on the individual in terms of organizational commitment. The dissertation that we now present intends to demonstrate, through a cross-sectional correlational study, the intensity or direction of the relationship between abusive leadership and organizational commitment, having three variables that intend to moderate this relationship, the silence of adherence, self-esteem and team support. We hypothesize that abusive leadership negatively influences organizational commitment. How do adhesion silence, self-esteem and team support moderate this relationship? Our study reveals that although abusive leadership is not fully perceived, self-esteem moderates the relationship of abusive supervision on affective organizational commitment and authoritarian leadership and self-promotion on normative organizational commitment. For this research, scales are used within the scope of the subject under study, duly validated and translated into Portuguese. The purpose of this study is to make organizations aware that their failure and the general public's perception of them is often due to their leaders, who somehow influence individuals and the image they convey to others. Organizations and individuals need to be aware that their role as main actors in the life of the competitive world of work has a preponderant role in balancing the objectives of the organization, the organizational commitment and the mental health of its workers.
Description
Keywords
Líder abusivo Compromisso organizacional Silêncio de adesão Autoestima Suporte da equipa Organizações