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O objetivo deste estudo é encontrar construtos relevantes ao Growth Mindset no que se
refere a determinantes e a consequentes.
Na literatura encontramos base de como desenvolver um Growth Mindset e de quais são
as vantagens de o adotar em diferentes circunstâncias, não encontramos, contudo, estudos
acerca das dimensões em contexto corporativo, que o predizem e que daí resultam. Neste
âmbito foi desenhado um modelo concetual com as dimensões mais relevantes a estudar,
como determinantes do Growth Mindset, foi identificado o estilo de liderança, a segurança
psicológica, o engagement profissional, o perfecionismo e a justiça processual e distributiva,
como consequentes o bem-estar psicológico, a curiosidade e exploração, a resiliência, a
autoestima e a autoconfiança. Foi realizado e distribuído um questionário para avaliar as
relações.
De uma maneira geral os resultados não mostram consistência suficiente ou relações
robustas entre o Growth Mindset e os determinantes e consequentes. A principal implicação
deste estudo é sensibilizar a complexidade de avaliar o mindset e instigar a criação de uma
escala capaz de o medir sem constrangimentos, sendo possível a partir daí estudar relações
com outas dimensões. Ainda assim o estilo de liderança foi o determinante que se revelou
mais potente, para investigações futuras fica a sugestão de trabalhar com dois grupos
experimentais utilizando uma variável dicotómica distinguindo Fix e Growth Mindset.
The aim of this study is to find relevant constructs to Growth Mindset regarding determinants and consequences. In the literature we find the basis of how to develop a Growth Mindset and what are the advantages of adopting it in different circumstances, we do not find, however, studies about the dimensions in the corporate context, which predict it and that result. In this context, a conceptual model was designed with the most relevant dimensions to study, as determinants of the Growth Mindset, the leadership style, psychological safety, professional engagement, perfectionism and procedural and distributive justice were identified, as consequent psychological well-being, curiosity and exploitation, resilience, self-esteem and selfconfidence. It was conducted and distributed a questionnaire to evaluate the relationships. In general, the results do not show sufficient consistency or robust relationships between the Growth Mindset and the determinants and consequences. The main implication of this study is to create awareness of the complexity of evaluating the mindset and instigate the creation of a scale capable of measuring it without constraints, being possible from here to study relationships with other dimensions. Still the leadership style was the strongest determinant, for future investigations is the suggestion of working with two experimental groups using a dichotomic variable distinguishing Fix and Growth Mindset.
The aim of this study is to find relevant constructs to Growth Mindset regarding determinants and consequences. In the literature we find the basis of how to develop a Growth Mindset and what are the advantages of adopting it in different circumstances, we do not find, however, studies about the dimensions in the corporate context, which predict it and that result. In this context, a conceptual model was designed with the most relevant dimensions to study, as determinants of the Growth Mindset, the leadership style, psychological safety, professional engagement, perfectionism and procedural and distributive justice were identified, as consequent psychological well-being, curiosity and exploitation, resilience, self-esteem and selfconfidence. It was conducted and distributed a questionnaire to evaluate the relationships. In general, the results do not show sufficient consistency or robust relationships between the Growth Mindset and the determinants and consequences. The main implication of this study is to create awareness of the complexity of evaluating the mindset and instigate the creation of a scale capable of measuring it without constraints, being possible from here to study relationships with other dimensions. Still the leadership style was the strongest determinant, for future investigations is the suggestion of working with two experimental groups using a dichotomic variable distinguishing Fix and Growth Mindset.
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Mindset de crescimento Mindset fixo Comportamento organizacional Mudança comportamental Processos de liderança Growth mindset Fixed mindset Organizational behavior Behavior change Leadership process