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Abstract(s)
O presente estudo utiliza o Modelo da Eficácia da Liderança (Gomes 2014, 2021) como moldura teórica, com o intuito de compreender (1) o contributo da congruência entre a liderança desejada pelos colaboradores e a liderança exercida pelo líder no compromisso e absentismo dos colaboradores, assim como (2) verificar o papel moderador da antiguidade nestas relações. Os dados foram recolhidos através de um questionário, tendo uma amostra de 237 participantes. No que ao absentismo diz respeito, apesar de se ter verificado que colaboradores com maior antiguidade apresentam um maior índice de absentismo, não se confirmou o contributo da perceção da congruência na diminuição do índice. Em contrapartida, os resultados apoiaram o pressuposto de que quanto maior for a perceção dos colaboradores sobre a congruência da liderança, maior é o compromisso organizacional. Adicionalmente, verificou-se que a relação entre a perceção da congruência da liderança e o compromisso dos colaboradores enfraquece em colaboradores com maior antiguidade. No seu conjunto, os resultados sugerem que quando os comportamentos do líder são aceites pelos colaboradores, maior é a eficácia da sua ação, devendo considerar fatores como a antiguidade, uma vez que estes poderão influenciar a eficácia da liderança.
Using the leadership efficacy model (Gomes, 2014, 2021) as the theoretical framework, this study aims to understand (1) the contribution of the congruence between the desired leadership by the workers and the practiced leadership by their leader in the workers’ commitment and absenteeism, as well as (2) to examine the moderating role of the tenure in these relationships. The data was collected from a survey with a sample of 237 participants. Regarding absenteeism, despite being found that the workers with more tenure have a highest absenteeism index, congruence perception did not contribute to a decrease of the absenteeism index. On the other hand, the results supported the assumption that the higher the workers’ perception of the leadership congruence, the higher their organizational commitment levels. Additionally, it was found that, as expected, the relationship between the leadership congruence perception and the workers’ commitment is weaker in the workers with more tenure. Overall, the results suggested that when the leader’s behaviors are accepted by the workers, the higher the efficacy of their actions is. Nevertheless, it is important to consider factors such as tenure since this might influence the efficacy of leadership.
Using the leadership efficacy model (Gomes, 2014, 2021) as the theoretical framework, this study aims to understand (1) the contribution of the congruence between the desired leadership by the workers and the practiced leadership by their leader in the workers’ commitment and absenteeism, as well as (2) to examine the moderating role of the tenure in these relationships. The data was collected from a survey with a sample of 237 participants. Regarding absenteeism, despite being found that the workers with more tenure have a highest absenteeism index, congruence perception did not contribute to a decrease of the absenteeism index. On the other hand, the results supported the assumption that the higher the workers’ perception of the leadership congruence, the higher their organizational commitment levels. Additionally, it was found that, as expected, the relationship between the leadership congruence perception and the workers’ commitment is weaker in the workers with more tenure. Overall, the results suggested that when the leader’s behaviors are accepted by the workers, the higher the efficacy of their actions is. Nevertheless, it is important to consider factors such as tenure since this might influence the efficacy of leadership.
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Keywords
Liderança desejada Liderança exercida Congruência Perceção dos colaboradores Permanência na organização Desired leadership Practiced leadership Congruence Worker’s perception Permanence in the organization Absence