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Abstract(s)
A liderança é um tema central nas organizações, sendo considerada uma peça fundamental para o sucesso, produtividade laboral e de grande impacto nos colaboradores. A presente investigação procurou testar a premissa principal do Modelo da Eficácia da Liderança (Gomes, 2014, 2021), que postula que a perceção dos colaboradores acerca da congruência da liderança da sua chefia resulta em maior eficácia dessa mesma liderança (neste estudo medida através da satisfação laboral e do absentismo dos colaboradores). Ao mesmo tempo, testou o papel mediador da satisfação laboral na relação entre a congruência da liderança e o absentismo dos colaboradores. Para tal, foi aplicado um questionário a 252 colaboradores sem cargos de liderança. Os resultados mostraram que: (a) conforme esperado, maior perceção de congruência da liderança prediz maior satisfação laboral e sugere indícios de menor absentismo dos colaboradores; (b) a satisfação laboral não exerce um papel mediador na relação entre a perceção de congruência e o absentismo dos colaboradores. Assim, este estudo comprovou a premissa principal do Modelo da Eficácia da Liderança, em contexto organizacional, demonstrando que quanto mais congruente for a liderança, maior será a sua eficácia.
Leadership is a central topic in organizations, and is considered a key element for success and productivity at work, and has an important impact on employees. This research aimed to test the main premise of the Leadership Efficacy Model (Gomes, 2014, 2021), which postulates that employees' perception of their manager's leadership congruence results in higher leadership efficacy (measured in this study in terms of employees’ job satisfaction and absenteeism). Moreover, this study aimed to test the mediating role of job satisfaction in the relationship between leadership congruence and employee absenteeism. Therefore, a questionnaire was administered to 252 employees not occupying leadership positions. The results showed that: (a) as expected, higher perceived congruence of leadership cycles predicts higher job satisfaction and suggests lower employee absenteeism; (b) job satisfaction did not play a mediating role in the relationship between perceived congruence and employee absenteeism. Thus, this study proved the main premise of the Leadership Efficacy Model in an organizational context, showing that the more congruent the leadership, the higher the leadership efficacy will be.
Leadership is a central topic in organizations, and is considered a key element for success and productivity at work, and has an important impact on employees. This research aimed to test the main premise of the Leadership Efficacy Model (Gomes, 2014, 2021), which postulates that employees' perception of their manager's leadership congruence results in higher leadership efficacy (measured in this study in terms of employees’ job satisfaction and absenteeism). Moreover, this study aimed to test the mediating role of job satisfaction in the relationship between leadership congruence and employee absenteeism. Therefore, a questionnaire was administered to 252 employees not occupying leadership positions. The results showed that: (a) as expected, higher perceived congruence of leadership cycles predicts higher job satisfaction and suggests lower employee absenteeism; (b) job satisfaction did not play a mediating role in the relationship between perceived congruence and employee absenteeism. Thus, this study proved the main premise of the Leadership Efficacy Model in an organizational context, showing that the more congruent the leadership, the higher the leadership efficacy will be.
Description
Keywords
Congruência da liderança Ciclos de liderança Eficácia da liderança Satisfação laboral Absentismo Leadership congruence Leadership cycles Leadership effectiveness Job satisfaction Absenteeism