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Este estudo teve como principal objetivo compreender as perceções dos colaboradores sobre os comportamentos do seu líder e o impacto dessas na relação do colaborador com a organização. Procurou testar a principal premissa do Modelo da Eficácia da Liderança (Gomes, 2020), que postula que quanto maior for a congruência do líder nos ciclos de liderança, maior será a sua eficácia, considerando a influência moderadora das características dos membros. Testou a moderação do papel das características dos membros, competência e autoconfiança, na maximização da relação entre a congruência da liderança e a sua eficácia, medida através da satisfação laboral e absentismo. A recolha de dados foi feita através de um questionário a colaboradores de duas organizações, com uma amostra final de 99 participantes. Os resultados confirmaram a premissa no que à satisfação laboral diz respeito: quanto mais congruente é percecionado o líder maior é a satisfação laboral reportada. Relativamente às características dos membros, os resultados demonstraram que não existe moderação por parte da competência e autoconfiança. Em suma, e independentemente da perceção de competência e autoconfiança dos membros da equipa, a perceção de que o líder é congruente nas suas ações prediz a satisfação laboral dos participantes.
The main objective of this study was to understand employees' perceptions of their leader's behaviors and its impact on employees' relationship with the organization. It sought to test the main premise of the Leadership Efficacy Model (Gomes, 2020), which postulates that the more congruent the leader is in the leadership cycles, the greater his efficacy will be, considering the moderating influence of member characteristics. It tested the moderating role of member characteristics, competence and self-confidence, on maximizing the relationship between leadership congruence and leadership efficacy, measured through job satisfaction and absenteeism. 99 employees of two different organizations completed a questionnaire. The results confirmed the model's assumption regarding job satisfaction: the more congruent the leader is perceived, the higher employees' reported job satisfaction. Regarding the characteristics of the members, the results showed that this relationship was not moderated by competence and self-confidence. In sum, and regardless of the perceived competence and self- confidence of team members, the perception that the leader is congruent in their actions predicts participants' job satisfaction.
The main objective of this study was to understand employees' perceptions of their leader's behaviors and its impact on employees' relationship with the organization. It sought to test the main premise of the Leadership Efficacy Model (Gomes, 2020), which postulates that the more congruent the leader is in the leadership cycles, the greater his efficacy will be, considering the moderating influence of member characteristics. It tested the moderating role of member characteristics, competence and self-confidence, on maximizing the relationship between leadership congruence and leadership efficacy, measured through job satisfaction and absenteeism. 99 employees of two different organizations completed a questionnaire. The results confirmed the model's assumption regarding job satisfaction: the more congruent the leader is perceived, the higher employees' reported job satisfaction. Regarding the characteristics of the members, the results showed that this relationship was not moderated by competence and self-confidence. In sum, and regardless of the perceived competence and self- confidence of team members, the perception that the leader is congruent in their actions predicts participants' job satisfaction.
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Liderança Satisfação laboral Absentismo Competência Autoconfiança Leadership Job satisfaction Absenteeism Competence Self-confidence