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Liderança autêntica e atitudes no trabalho: o impacto da Liderança na Confiança organizacional, no compromisso e no envolvimento com o trabalho
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Abstract(s)
A liderança autêntica, a confiança organizacional, o compromisso organizacional e o envolvimento com o trabalho, são quatro constructos que têm suscitado o interesse de diversos investigadores, nas mais diversas áreas científicas e assentes em diferentes perspetivas. O presente estudo, desenvolvido no contexto organizacional português, pretende analisar as relações entre as quatro variáveis. O estudo, de natureza quantitativa e relacional, utilizou um questionário composto por cinco partes, a primeira, aborda questões sociodemográficas, a segunda, a liderança autêntica (authentic leadership), a terceira, a confiança organizacional (organizational trust), a quarta, o compromisso organizacional (organizational commitment) e a quinta, o envolvimento com o trabalho (work engagement). Estas escalas já se encontravam traduzidas e validadas para a língua portuguesa, tendo sido utilizadas anteriormente em trabalhos de investigação. O objetivo do presente estudo foi verificar se, quando os colaboradores de uma organização percecionam que o seu líder tem características de autenticidade, sai reforçado o seu compromisso organizacional, o seu envolvimento com o trabalho e a sua confiança com a organização, com a chefia e também com os colegas. Adicionalmente, este estudo também teve como objetivo testar o efeito mediador da confiança organizacional (na organização, na chefia e nos colegas) na relação entre a liderança autêntica e o compromisso organizacional e envolvimento com o trabalho.
A recolha de dados foi efetuada entre 13 de maio e 29 de julho de 2017, num único momento e participaram neste estudo 673 inquiridos.
Os resultados revelaram que a liderança autêntica tem um efeito significativo e positivo no compromisso organizacional, tem um efeito positivo e significativo com o envolvimento com o trabalho e tem um efeito positivo e significativo com a confiança organizacional (organização, chefias e colegas). A confiança organizacional revelou um efeito de mediação total na relação entre a liderança autêntica e o compromisso organizacional e envolvimento com o trabalho.
Apesar de serem necessários mais estudos para generalizar os resultados obtidos, as implicações referentes ao exercício da liderança autêntica, conjugadas com o comportamento e atitudes dos colaboradores, ajudam a compreender de que forma impactam no desempenho individual e global dos colaboradores e da organização.
Authentic leadership, organizational trust, organizational commitment and work engagement are four constructs that have aroused the interest of several researchers in the most diverse scientific areas and based on different perspectives. The present study, developed in the context of organizations operating in Portugal, intends to analyze the relationships between the four variables. The study, of a quantitative and relational nature. The study used a five-part questionnaire, the first one dealing with sociodemographic issues the second, authentic leadership, the third, organizational trust, the fourth organizational commitment, and fifth work engagement, these scales were already translated and validated for the Portuguese language, having been previously used in research work. The objective of the present study was to verify if in an organization the employees when they perceive that their leader has characteristics of authenticity this reinforces your organizational commitment, their work engagement and their organization trust, the leader and with the colleagues. In addition, this study also aimed to test the mediating effect of organizational trust (organization, leader and colleagues) in the relationship between authentic leadership and organizational commitment and work engagement. The data collection was carried out between May 13 and July 29, 2017, in a single moment and 673 respondents participated in this study. The results revealed that authentic leadership has a significant and positive effect on commitment organizational, it also has a positive and significant effect with work engagement and with organizational trust (organization, leader and colleagues). Organizational trust revealed a full mediation effect on the relationship between authentic leadership, commitment organizational and work engagement. Although further studies are needed to generalize the results obtained, the implications of the exercise of authentic leadership, coupled with the behavior and attitudes of employees, helps to understand how it impacts on individual and global performance of employees and the organization.
Authentic leadership, organizational trust, organizational commitment and work engagement are four constructs that have aroused the interest of several researchers in the most diverse scientific areas and based on different perspectives. The present study, developed in the context of organizations operating in Portugal, intends to analyze the relationships between the four variables. The study, of a quantitative and relational nature. The study used a five-part questionnaire, the first one dealing with sociodemographic issues the second, authentic leadership, the third, organizational trust, the fourth organizational commitment, and fifth work engagement, these scales were already translated and validated for the Portuguese language, having been previously used in research work. The objective of the present study was to verify if in an organization the employees when they perceive that their leader has characteristics of authenticity this reinforces your organizational commitment, their work engagement and their organization trust, the leader and with the colleagues. In addition, this study also aimed to test the mediating effect of organizational trust (organization, leader and colleagues) in the relationship between authentic leadership and organizational commitment and work engagement. The data collection was carried out between May 13 and July 29, 2017, in a single moment and 673 respondents participated in this study. The results revealed that authentic leadership has a significant and positive effect on commitment organizational, it also has a positive and significant effect with work engagement and with organizational trust (organization, leader and colleagues). Organizational trust revealed a full mediation effect on the relationship between authentic leadership, commitment organizational and work engagement. Although further studies are needed to generalize the results obtained, the implications of the exercise of authentic leadership, coupled with the behavior and attitudes of employees, helps to understand how it impacts on individual and global performance of employees and the organization.
Description
Keywords
Liderança Autêntica Confiança Organizacional Compromisso Organizacional Envolvimento com o Trabalho