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Abstract(s)
A I4.0, associada à digitalização que a caracteriza, impôs mudanças nas organizações e na sociedade em geral. Neste contexto, a GRH iniciou um processo de adaptação de forma a fazer face às oportunidades e desafios emergentes. É neste ambiente, já em mudança, impulsionado pelo forte processo de transformação digital que surge a pandemia provocada pelo vírus SARS-COV2. Esta nova conjuntura exigiu esforços extra, por parte das organizações e da GRH para se adaptarem à nova realidade. O presente estudo procura conhecer melhor o fenómeno da e-liderança, o qual foi colocado à prova durante a pandemia, como resultado da necessidade de isolamento social e da consequente adoção massiva e mundial da modalidade teletrabalho. O foco desta investigação incide na relação entre as competências comunicacionais do e-líder, os estilos de liderança para a tarefa e para a relação e a satisfação com a chefia direta e com o trabalho em geral. Metodologicamente, optou-se por um estudo quantitativo, na qual participaram 155 inquiridos que responderam a um questionário, constituído por questões sociodemográficas e por uma bateria de testes: Job In General (JIG); Job Descriptive Index (JDI); Communicator Competence Questionnaire; Leadership Style Questionnaire. Os resultados obtidos permitiram rejeitar as hipóteses nulas e, assim, aceitar as três hipóteses em estudo. Sendo que, a Hipótese 1 previa que a competência comunicacional dos e-líderes, a satisfação dos colaboradores (com o trabalho em geral e com a chefia direta) e os estilos de liderança estivessem positiva e significativamente relacionados. A Hipótese 2 previa que consideração do e-líder fosse um preditor significativo da satisfação dos colaboradores (com o trabalho em geral e com a chefia direta). Por fim, a Hipótese 3 previa que a competência comunicacional dos e-líderes fosse um preditor significativo da satisfação dos colaboradores (com o trabalho em geral e com a chefia direta). Foi ainda possível concluir, através de análises exploratórias que, quanto mais apurado for o estilo de liderança do e-líder, quer seja para a tarefa ou para a relação, melhor será percecionado em termos de competências comunicacionais e maior será a satisfação dos colaboradores com a chefia direta e com o trabalho em geral.
I4.0, which is associated to highly digitization, has imposed changes on organizations and society in general. In this context, HRM started an adaptation process to face emerging opportunities and challenges. It is in this environment, already changing, driven by the strong process of digital transformation, that the pandemic caused by the SARS-COV2 virus arises. This new situation required extra efforts from both organizations and HRM to adapt to the new reality. This study seeks to better understand the phenomenon of e-leadership that was tested during the pandemic, because of the need for social isolation and the consequent massive and worldwide adoption of teleworking. The purpose of this investigation will focus on the relationship between the communication skills of the e-leader, the task and relation leadership styles and satisfaction with the direct manager and with the work in general. Methodologically, we opted for a quantitative study, in which 155 respondents participated and answered a questionnaire, consisting of sociodemographic questions, and a battery of tests: Job In General (JIG); Job Descriptive Index (JDI); Communicator Competence Questionnaire; and Leadership style Questionnaire. The results obtained allowed us to reject the null hypotheses and, thus, accept the three hypotheses under study. Thus, Hypothesis 1 predicted that the communication competence of e-leaders, employee satisfaction (with work in general and with the direct manager) and leadership styles were positively and significantly related. Hypothesis 2 predicted that consideration of the e-leader would be a significant predictor of employee satisfaction (with work in general and with direct management). Finally, Hypothesis 3 predicted that the communication competence of e-leaders was a significant predictor of employee satisfaction (with work in general and with the direct manager). It was also possible to conclude, through exploratory analysis, that the higher the degree of task oriented or relation-oriented leadership style, the better the e-leader will be perceived in terms of communication skills and the greater the satisfaction of employees with direct management and work in general
I4.0, which is associated to highly digitization, has imposed changes on organizations and society in general. In this context, HRM started an adaptation process to face emerging opportunities and challenges. It is in this environment, already changing, driven by the strong process of digital transformation, that the pandemic caused by the SARS-COV2 virus arises. This new situation required extra efforts from both organizations and HRM to adapt to the new reality. This study seeks to better understand the phenomenon of e-leadership that was tested during the pandemic, because of the need for social isolation and the consequent massive and worldwide adoption of teleworking. The purpose of this investigation will focus on the relationship between the communication skills of the e-leader, the task and relation leadership styles and satisfaction with the direct manager and with the work in general. Methodologically, we opted for a quantitative study, in which 155 respondents participated and answered a questionnaire, consisting of sociodemographic questions, and a battery of tests: Job In General (JIG); Job Descriptive Index (JDI); Communicator Competence Questionnaire; and Leadership style Questionnaire. The results obtained allowed us to reject the null hypotheses and, thus, accept the three hypotheses under study. Thus, Hypothesis 1 predicted that the communication competence of e-leaders, employee satisfaction (with work in general and with the direct manager) and leadership styles were positively and significantly related. Hypothesis 2 predicted that consideration of the e-leader would be a significant predictor of employee satisfaction (with work in general and with direct management). Finally, Hypothesis 3 predicted that the communication competence of e-leaders was a significant predictor of employee satisfaction (with work in general and with the direct manager). It was also possible to conclude, through exploratory analysis, that the higher the degree of task oriented or relation-oriented leadership style, the better the e-leader will be perceived in terms of communication skills and the greater the satisfaction of employees with direct management and work in general
Description
Keywords
Indústria 4.0 E-liderança Estilos de liderança Equipas virtuais Pandemia Satisfação no trabalho Covid-19 Industry 4.0 E-leadership Leadership styles Virtual teams Pandemic Covid-19 Job Sa