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Abstract(s)
A presente dissertação tem como principal objetivo contribuir para uma melhor compreensão do fenómeno da Liderança Tóxica, nomeadamente do seu impacto no Comprometimento Organizacional e na Qualidade de Vida no Trabalho. Partindo da análise teórica e empírica das temáticas em questão, criaram-se hipóteses de estudo que relacionavam a Liderança Tóxica com menores índices de Comprometimento Organizacional e de Qualidade de Vida no Trabalho. Para a realização deste estudo utilizou-se uma metodologia quantitativa, através da aplicação de inquéritos por questionário dirigidos a recursos humanos na condição de estarem no ativo e que fossem liderados por outrem. Foram administrados três questionários: o Questionário de Liderança Tóxica (como um dos contributos deste estudo), o Organizational Commitment Scales (versão portuguesa) e o Copenhagen Psychosocial Questionnaire – COPSOQ II (versão portuguesa), tendo sido também aplicada uma Ficha Demográfico-Profissional. O estudo contou com 313 participantes oriundos de variados setores de atividade, com maior predominância para o setor dos serviços n=133, industrial n=49 e comercial n=32, sendo 42.8% (n=134) do género masculino e 57.2% do género feminino (n=179). Após a análise estatística, os resultados sugerem: (1) uma maior prevalência de comportamentos de Liderança Tóxica na dimensão Explosividade/Descontrolo; (2) a existência, no geral, de uma relação negativa e significativa entre a Liderança Tóxica e o Comprometimento Organizacional (excecionando-se a dimensão Comprometimento Organizacional Calculativo que surge sem significância) e (3) uma relação negativa e significativa inequívoca entre a Liderança Tóxica e a Qualidade de Vida no Trabalho. Por fim, foram discutidas as limitações do presente estudo e os contributos do mesmo quer para a ciência, quer para a prática de gestão de pessoas.
The main objective of this thesis is to contribute to a better understanding of the phenomenon of Toxic Leadership, namely its impact on the Organizational Commitment and on the Quality of Work Life. Starting from the theoretical and empirical analysis of the themes in question, hypotheses were created to show the relation between Toxic Leadership with lower levels of Organizational Commitment and Quality of Work Life.To perform this study, quantitative methodology was used, through the application of questionnaire surveys directed towards active human resources that were led by others (under someone else’s leadership). Three questionnaires were used: the Toxic Leadership Questionnaire (as one of the contributions of this study), the Organizational Commitment Scales (portuguese version) and the Copenhagen Psychosocial Questionnaire - COPSOQ II (Silva et al., 2014). It was also applied a demographic and professional questionnaire. The study consisted of 313 participants from a wide range of sectors, the majority coming from the services sector n=133, from the industrial sector n=49 and from the commercial sector n=32, of which 42.8% (n=134) were male and 57.2% were female (n=179). After the statistical analysis, the results suggest: (1) a higher prevalence of Toxic Leadership behaviour in the Explosiveness/Uncontrolled dimension; (2) the existence, in general, of a negative and significant relationship between Toxic Leadership and Organizational Commitment (except for the Calculative Commitment dimension that arises without significance) and (3) an unequivocal negative and significant relationship between Toxic Leadership and the Quality of Work Life. Finally, the limitations of the present study and the contributions of the same were discussed both for science and for the practice in human resources management.
The main objective of this thesis is to contribute to a better understanding of the phenomenon of Toxic Leadership, namely its impact on the Organizational Commitment and on the Quality of Work Life. Starting from the theoretical and empirical analysis of the themes in question, hypotheses were created to show the relation between Toxic Leadership with lower levels of Organizational Commitment and Quality of Work Life.To perform this study, quantitative methodology was used, through the application of questionnaire surveys directed towards active human resources that were led by others (under someone else’s leadership). Three questionnaires were used: the Toxic Leadership Questionnaire (as one of the contributions of this study), the Organizational Commitment Scales (portuguese version) and the Copenhagen Psychosocial Questionnaire - COPSOQ II (Silva et al., 2014). It was also applied a demographic and professional questionnaire. The study consisted of 313 participants from a wide range of sectors, the majority coming from the services sector n=133, from the industrial sector n=49 and from the commercial sector n=32, of which 42.8% (n=134) were male and 57.2% were female (n=179). After the statistical analysis, the results suggest: (1) a higher prevalence of Toxic Leadership behaviour in the Explosiveness/Uncontrolled dimension; (2) the existence, in general, of a negative and significant relationship between Toxic Leadership and Organizational Commitment (except for the Calculative Commitment dimension that arises without significance) and (3) an unequivocal negative and significant relationship between Toxic Leadership and the Quality of Work Life. Finally, the limitations of the present study and the contributions of the same were discussed both for science and for the practice in human resources management.
Description
Versão final (Esta versão contém as críticas e sugestões dos elementos do júri)
Keywords
Liderança tóxica Comprometimento organizacional Qualidade de vida no trabalho Recursos humanos Toxic leadership Human resources Organizational commitment Quality of work life