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Competências para uma liderança percebida como eficaz: líderes e liderados
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Abstract(s)
Num contexto em que cada vez mais as pessoas têm de investir no desenvolvimento de competências de forma a se adaptarem e estarem aptos às constantes exigências do mercado de trabalho, a tese propõe-se identificar as competências que estão relacionadas com a liderança percebida como eficaz por parte dos líderes e liderados.
Da revisão da literatura, mais propriamente da análise critica dos modelos de competências existentes, resulta um modelo integrativo de competências associadas à liderança e à gestão. Relativamente à eficácia, encontra-se um modelo em construção – ‘Perceived managerial and leadership effectiveness’ -, que procura distinguir dois estilos de liderança através da distinção entre os comportamentos do líder percebidos como eficazes e ineficazes (Patel & Hamlin, 2012).
O objetivo desta tese é assim identificar as competências que contribuem para a liderança percebida como eficaz, mais propriamente, para os comportamentos do líder percebidos como eficazes pelos líderes e liderados.
Tendo em conta a natureza dos modelos, opta-se por uma metodologia de investigação mista e uma estratégia de triangulação concorrente. A integração dos resultados dos dois estudos é feita ao nível dos comportamentos percebidos como eficazes e ineficazes. É feita a identificação dos comportamentos numa organização portuguesa, seguindo os procedimentos do modelo de Hamlin (estudo qualitativo) e é feita a comparação com os resultados obtidos nos estudos anteriores (Patel & Hamlin, 2012) e os resultados do questionário (estudo quantitativo), que avalia o desempenho do líder, relativamente aos comportamentos já identificados. A integração dos resultados demonstra existir algumas semelhanças relativamente aos comportamentos do líder percebidos como eficazes e ineficazes, apresentados por Patel & Hamlin (2012).
Com estas evidências, o estudo quantitativo procura ainda verificar a existência de uma relação entre as competências do modelo integrativo proposto e os comportamentos do líder percebidos como eficazes e ineficazes, apresentados por Patel & Hamlin (2012). Através da Análise Fatorial Exploratória e das estatístivas de validade, de fiabilidade e de sensibilidade, validaram-se as escalas das competências e dos comportamentos percebidos. No caso das competências foram validados os construtos das quatro subescalas – Competências Intelectuais (CMPE_I), Competências de Gestão (CMPE_G) Competências Sociais (CMPE_S) e Competências Emocionais (CMPE_E). Quanto aos comportamentos percebidos, foram validados os construtos dos comportamentos do líder percebidos como eficazes e ineficazes. Para a análise de regressão, considerou-se que a liderança percebida como eficaz (LPE) resulta da agregação dos comportamentos do líder percebidos como eficazes (CMPO_E) numa variável. Os resultados obtidos demonstram que as competências têm uma associação negativa com os comportamentos do líder percebidos como ineficazes (CMPO_NE) e uma relação linearmente positiva com a liderança percebida como eficaz (LPE). Deste modo, constata-se que as competências da proposta de modelo de competências contribuem para a liderança percebida como eficaz.
Esta tese apresenta assim um modelo integrativo de competências associadas à liderança e à gestão que estão relacionadas com a liderança percebida como eficaz. Deste modo, apesar de serem necessários mais estudos noutras organizações para generalizar os resultados obtidos, o maior contributo desta tese é a identificação das competências que potenciam a liderança percebida como eficaz pelos líderes e liderados, logo das vivências do dia-a-dia da organização.
We live in a time when more and more people have to invest in the development of competences in order to adapt and be able to meet the constant demands of the labor market. This thesis aims to identify competencies that are related to leadership perceived as effective by leaders and leaders. From the literature review, more specifically the critical analysis of existing competency models, an integrative model of competencies associated with leadership and management has emerged. Regarding leadership effectiveness, there is a model under construction - 'Perceived managerial and leadership effectiveness' - which seeks to distinguish two styles of leadership by distinguishing between the leader's behaviors perceived as effective and ineffective (Patel & Hamlin, 2012). The purpose of this thesis is to identify the competencies that contribute to the perceived effectiveness of leaders through the leader's behaviors perceived as effective and ineffective by leaders and followers. According to the nature of the models, a mixed research methodology and a concurrent triangulation strategy are chosen. The integration of the results of the two researches is done through the leader's behaviors perceived as effective and ineffective. The identification of the behaviors in the Portuguese organization is carried out, following the procedures of the Hamlin model (qualitative research). Then the results obtained are compared with the results of the previous studies (Patel & Hamlin, 2012), and the results of the questionnaire (quantitative research), which evaluates the performance of the leader, regarding the behaviors already identified. The integration of the results shows that there are same similarities to the leader's behaviors perceived as effective and ineffective, presented by Patel & Hamlin (2012). With this evidence, the quantitative study also seeks to verify the existence of a relationship between the competencies of the integrative model proposal and the leader's behaviors perceived as effective and ineffective, presented by Patel & Hamlin (2012 Through the Exploratory Factor Analysis and reliability and sensitivity statistics, the scales of competences and perceived behaviors were validated. In the case of the competences, the constructs of the four subscales - CMPE_I, CMPE_G, CMPE_E, and CMPE_E - have been validated. As for the perceived behaviors, the constructs of the behaviors perceived as effective and ineffective were validated. For the regression analysis, it was considered that the perceived leadership as effective (LPE) results from the aggregation of the behaviors perceived as effective (CMPO_E) in a variable. The results show that competences have a negative association with behaviors perceived as ineffective (CMPO_NE) and a linearly positive relationship with perceived leadership as effective (LPE). In this way, it is verified that the competences of the proposal of model of competences contribute to the leadership perceived as effective. This thesis presents an integrative model of competencies associated with leadership and management that are related to perceived leadership as effective. Although further studies are needed in other organizations to generalize the results obtained, the main contribution of this thesis is the identification of the competencies that enhance the effectiveness of the leaders as a result of the perception of the leaders and followers.
We live in a time when more and more people have to invest in the development of competences in order to adapt and be able to meet the constant demands of the labor market. This thesis aims to identify competencies that are related to leadership perceived as effective by leaders and leaders. From the literature review, more specifically the critical analysis of existing competency models, an integrative model of competencies associated with leadership and management has emerged. Regarding leadership effectiveness, there is a model under construction - 'Perceived managerial and leadership effectiveness' - which seeks to distinguish two styles of leadership by distinguishing between the leader's behaviors perceived as effective and ineffective (Patel & Hamlin, 2012). The purpose of this thesis is to identify the competencies that contribute to the perceived effectiveness of leaders through the leader's behaviors perceived as effective and ineffective by leaders and followers. According to the nature of the models, a mixed research methodology and a concurrent triangulation strategy are chosen. The integration of the results of the two researches is done through the leader's behaviors perceived as effective and ineffective. The identification of the behaviors in the Portuguese organization is carried out, following the procedures of the Hamlin model (qualitative research). Then the results obtained are compared with the results of the previous studies (Patel & Hamlin, 2012), and the results of the questionnaire (quantitative research), which evaluates the performance of the leader, regarding the behaviors already identified. The integration of the results shows that there are same similarities to the leader's behaviors perceived as effective and ineffective, presented by Patel & Hamlin (2012). With this evidence, the quantitative study also seeks to verify the existence of a relationship between the competencies of the integrative model proposal and the leader's behaviors perceived as effective and ineffective, presented by Patel & Hamlin (2012 Through the Exploratory Factor Analysis and reliability and sensitivity statistics, the scales of competences and perceived behaviors were validated. In the case of the competences, the constructs of the four subscales - CMPE_I, CMPE_G, CMPE_E, and CMPE_E - have been validated. As for the perceived behaviors, the constructs of the behaviors perceived as effective and ineffective were validated. For the regression analysis, it was considered that the perceived leadership as effective (LPE) results from the aggregation of the behaviors perceived as effective (CMPO_E) in a variable. The results show that competences have a negative association with behaviors perceived as ineffective (CMPO_NE) and a linearly positive relationship with perceived leadership as effective (LPE). In this way, it is verified that the competences of the proposal of model of competences contribute to the leadership perceived as effective. This thesis presents an integrative model of competencies associated with leadership and management that are related to perceived leadership as effective. Although further studies are needed in other organizations to generalize the results obtained, the main contribution of this thesis is the identification of the competencies that enhance the effectiveness of the leaders as a result of the perception of the leaders and followers.
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Keywords
Líder Gestor Liderança Competência Comportamento Eficácia