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Authors
Abstract(s)
mudanças, pelo que é imprescindível que as empresas procurem estratégias eficazes de forma a motivar os colaboradores. O correto exercício de liderança poderá contribuir para uma maior motivação, proporcionando aos trabalhadores um ambiente onde estes se sintam valorizados e envolvidos no sucesso da organização.
Neste contexto, entende-se pertinente estudar a temática da liderança e motivação em contexto organizacional, pelo que se formula a seguinte questão de investigação: Qual o papel dos líderes na motivação dos colaboradores? O Caso do Porto de Leixões. Como objetivo geral definiu-se o seguinte: estudar a liderança e motivação no contexto organizacional do Porto de Leixões. Como objetivos específicos definem-se os seguintes: efetuar uma caracterização sociodemográfica dos participantes; identificar o item com a média mais alta e mais baixa, tendo por base as necessidades de autoestima, sociais, segurança e autorrealização; identificar o grau de motivação dos participantes e a importância que estes atribuem ao líder para essa motivação através do valor médio; identificar a dimensão de motivação mais relevante segundo sexo, idade, habilitações literárias, tempo de serviço e cargo hierárquico; identificar o item com a média mais alta e mais baixa do líder atual, tendo por base o estilo de liderança orientado para a tarefa, estilo de liderança orientado para as pessoas, estilo de liderança participativo e o estilo de liderança autocrático; identificar o estilo de liderança mais evidenciado do líder atual segundo sexo, idade, habilitações literárias, tempo de serviço e cargo hierárquico; identificar o item com a média mais alta e mais baixa do líder eficaz, tendo por base o estilo de liderança orientado para a tarefa, estilo de liderança orientado para as pessoas, estilo de liderança participativo e o estilo de liderança autocrático; identificar o estilo de liderança mais evidenciado do líder eficaz segundo sexo, idade, habilitações literárias, tempo de serviço e cargo hierárquico; comparar as médias dos dez itens com valor médio mais elevado do líder eficaz com o líder atual. O estudo também formulou as seguintes hipóteses: H1 - Há correlação positiva entre a liderança orientada para as pessoas e a motivação; H2 - Há correlação positiva entre a liderança participativa e a motivação; H3- Estilo de liderança autocrático impulsiona a um baixo grau de motivação; H4 – Estilo de liderança orientado para a tarefa impulsiona um baixo grau de motivação. Para dar resposta aos objetivos, optou-se por um estudo de natureza quantitativa, com os dados a serem recolhidos através de um inquérito por questionário e analisados com recurso ao SPSS e testes estatísco como o teste ANOVA de medidas repetidas, ao Coeficiente de Correlação de Pearson, médias, desvios padrões, estatísticas descritivas. A amostra é constituída por colaboradores que exercem funções no Porto de Leixões, tendo sido recolhidas 111 respostas válidas.
De acordo com os resultados, as necessidades e perceções dos colaboradores do Porto de Leixões mudam de acordo com a idade e tempo de serviço. Notavelmente, as necessidades de autoestima são maioritamente valorizadas segundo o sexo, habilitações literárias e cargo hierárquico. As necessidades de segurança são mais enfatizadas pelos participantes com idade compreendida entre os 25 e 35 anos. Os colaboradores com menos de 5 anos de serviço na organização atribuem maior importância às necessidades de autorrealização. Os dados mostram que os participantes sentem-se motivados no seu trabalho, e acreditam que o seu líder tem um papel importante para a sua motivação. Os dados mostram também que os estilos de liderança mais expressivos nas respostas dos participantes são o estilo de liderança orientado para a tarefa e o estilo de liderança orientado para as pessoas.
Nowadays, the market is increasingly competitive and unstable, undergoing constant change, so it is essential that companies look for effective strategies to motivate employees. The correct exercise of leadership can contribute to greater motivation, providing workers with an environment where they feel valued and involved in the success of the organization. In this context, it is considered pertinent to study the theme of leadership and motivation in an organizational context, and so the following research question is formulated: What is the role of leaders in motivating employees? The case of the Port of Leixões. The general objective was to study leadership and motivation in the organizational context of the Port of Leixões. The specific objectives are as follows: to carry out a sociodemographic characterization of the participants; to identify the item with the highest and lowest average, based on self-esteem, social, security and self-realization needs; to identify the degree of motivation of the participants and the importance they attribute to the leader for this motivation through the average value; identify the most relevant dimension of motivation according to gender, age, education, length of service and hierarchical position; identify the item with the highest and lowest average of the current leader, based on the task-oriented leadership style, the people-oriented leadership style, the participative leadership style and the autocratic leadership style; identify the leadership style most evident in the current leader according to gender, age, education, length of service and hierarchical position; identify the item with the highest and lowest average for the effective leader, based on the task-oriented leadership style, the people-oriented leadership style, the participative leadership style and the autocratic leadership style; identify the leadership style most evident in the effective leader according to gender, age, education, length of service and hierarchical position; compare the averages of the ten items with the highest average value in the effective leader with the current leader. The study also formulated the following hypotheses: H1 - There is a positive correlation between people-oriented leadership and motivation; H2 - There is a positive correlation between participative leadership and motivation; H3- Autocratic leadership style drives a low degree of motivation; H4 - Task-oriented leadership style drives a low degree of motivation. In order to meet the objectives, we opted for a quantitative study, with the data being collected through a questionnaire survey and analyzed using SPSS and statistical tests, with the data being analyzed using the repeated measures ANOVA test, Pearson's Correlation Coefficient, means, standard deviations and descriptive statistics. The sample consisted of employees working at the Port of Leixões, and 111 valid responses were collected. According to the results, the needs and perceptions of Port of Leixões employees change according to age and length of service. Notably, self-esteem needs are more highly valued according to gender, educational qualifications and hierarchical position. Security needs are more emphasized by participants aged between 25 and 35. Employees with less than 5 years' service in the organization attach more importance to self-actualization needs. The data shows that the participants feel motivated in their work, and believe that their leader plays an important role in their motivation. The data also shows that the most expressive leadership styles in the participants' responses are the task-oriented leadership style and the people-oriented leadership style.
Nowadays, the market is increasingly competitive and unstable, undergoing constant change, so it is essential that companies look for effective strategies to motivate employees. The correct exercise of leadership can contribute to greater motivation, providing workers with an environment where they feel valued and involved in the success of the organization. In this context, it is considered pertinent to study the theme of leadership and motivation in an organizational context, and so the following research question is formulated: What is the role of leaders in motivating employees? The case of the Port of Leixões. The general objective was to study leadership and motivation in the organizational context of the Port of Leixões. The specific objectives are as follows: to carry out a sociodemographic characterization of the participants; to identify the item with the highest and lowest average, based on self-esteem, social, security and self-realization needs; to identify the degree of motivation of the participants and the importance they attribute to the leader for this motivation through the average value; identify the most relevant dimension of motivation according to gender, age, education, length of service and hierarchical position; identify the item with the highest and lowest average of the current leader, based on the task-oriented leadership style, the people-oriented leadership style, the participative leadership style and the autocratic leadership style; identify the leadership style most evident in the current leader according to gender, age, education, length of service and hierarchical position; identify the item with the highest and lowest average for the effective leader, based on the task-oriented leadership style, the people-oriented leadership style, the participative leadership style and the autocratic leadership style; identify the leadership style most evident in the effective leader according to gender, age, education, length of service and hierarchical position; compare the averages of the ten items with the highest average value in the effective leader with the current leader. The study also formulated the following hypotheses: H1 - There is a positive correlation between people-oriented leadership and motivation; H2 - There is a positive correlation between participative leadership and motivation; H3- Autocratic leadership style drives a low degree of motivation; H4 - Task-oriented leadership style drives a low degree of motivation. In order to meet the objectives, we opted for a quantitative study, with the data being collected through a questionnaire survey and analyzed using SPSS and statistical tests, with the data being analyzed using the repeated measures ANOVA test, Pearson's Correlation Coefficient, means, standard deviations and descriptive statistics. The sample consisted of employees working at the Port of Leixões, and 111 valid responses were collected. According to the results, the needs and perceptions of Port of Leixões employees change according to age and length of service. Notably, self-esteem needs are more highly valued according to gender, educational qualifications and hierarchical position. Security needs are more emphasized by participants aged between 25 and 35. Employees with less than 5 years' service in the organization attach more importance to self-actualization needs. The data shows that the participants feel motivated in their work, and believe that their leader plays an important role in their motivation. The data also shows that the most expressive leadership styles in the participants' responses are the task-oriented leadership style and the people-oriented leadership style.
Description
Keywords
Liderança Motivação Porto de Leixões Contexto Organizacional Leadership Organizational context Motivation