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Abstract(s)
O presente estudo teve como objetivo aplicar o Modelo da Eficácia da Liderança (Gomes, 2014, 2020) em contexto organizacional. Este modelo postula que quanto maior for a perceção dos colaboradores acerca da congruência do líder entre o ciclo conceptual e o ciclo prático da liderança, maior será a eficácia da liderança. Neste estudo a medida de eficácia utilizada foi a satisfação laboral. Adicionalmente pretendeu-se compreender o papel dos estilos de liderança nesta relação. O modelo sugere que quando os colaboradores identificam no líder um perfil ótimo de liderança, a relação entre a congruência da liderança e a satisfação laboral é maximizada. Para tal, foi aplicado um questionário a 99 participantes de duas empresas do setor tecnológico da região norte de Portugal. Os resultados confirmaram que a congruência do líder prediz a satisfação laboral dos colaboradores. Quanto ao papel dos estilos de liderança, ao contrário do expectável, este não assumiu um papel moderador na relação entre as variáveis, mas sim um papel mediador. Isto é, quanto mais congruente foi a perceção do líder por parte dos colaboradores, maior a perceção de um elevado perfil ótimo de liderança o que, por sua vez, se revelou preditor de uma maior satisfação laboral.
This study aimed to apply the Leadership Efficacy Model (Gomes, 2014, 2020) in an organizational context. The model postulates that the greater the perception of employees about the leader's congruence between the conceptual cycle and the practical cycle of leadership, the greater the efficacy of leadership. In this study, the efficacy measure used was job satisfaction. Additionally, it was intended to understand the role of leadership styles in this relationship. The model suggests that when employees identify an optimal leadership profile in the leader, the relationship between leadership congruence and job satisfaction is maximized. To this end, a questionnaire was applied to 99 participants from two organizations of the technological sector in the northern region of Portugal. The results confirmed that leader congruence predicted employee job satisfaction. As for the role of leadership styles, contrary to expectations, it did not play a moderating role in the relationship between the variables, but rather a mediating role. That is, the more congruent the perception of the leader by the employees, the greater the perception of a high optimal leadership profile, which, in turn, proved to be a predictor of greater job satisfaction.
This study aimed to apply the Leadership Efficacy Model (Gomes, 2014, 2020) in an organizational context. The model postulates that the greater the perception of employees about the leader's congruence between the conceptual cycle and the practical cycle of leadership, the greater the efficacy of leadership. In this study, the efficacy measure used was job satisfaction. Additionally, it was intended to understand the role of leadership styles in this relationship. The model suggests that when employees identify an optimal leadership profile in the leader, the relationship between leadership congruence and job satisfaction is maximized. To this end, a questionnaire was applied to 99 participants from two organizations of the technological sector in the northern region of Portugal. The results confirmed that leader congruence predicted employee job satisfaction. As for the role of leadership styles, contrary to expectations, it did not play a moderating role in the relationship between the variables, but rather a mediating role. That is, the more congruent the perception of the leader by the employees, the greater the perception of a high optimal leadership profile, which, in turn, proved to be a predictor of greater job satisfaction.
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Congruência da liderança Eficácia da liderança Satisfação laboral Estilos de liderança Perfil ótimo de liderança Leadership congruence Leadership efficacy Job satisfaction Leadership styles Optimal leadership profile