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Abstract(s)
O terceiro milĂ©nio trouxe certas dificuldades e problemas para as quais as organizaçÔes nĂŁo estavam preparadas, tais como o aumento da competitividade, da globalização, escassez de recursos e atĂ© mesmo a diversidade econĂłmica e polĂtica dos paĂses. Devido a estas constantes transformaçÔes econĂłmicas e organizacionais, a pressĂŁo exercida sobre os lĂderes no seio das organizaçÔes tem aumentado, empurrando-os para comportamentos de liderança mais autĂȘnticos e Ă©ticos como forma de aumentar o desempenho organizacional. Esta foi a razĂŁo basilar para a escolha da liderança autĂȘntica como principal variĂĄvel de estudo.
Adicionalmente, a transformação das organizaçÔes e do seu ambiente organizacional, assim como o aumento da complexidade laboral, fez com que o burnout e o engagement se tornassem termos cada vez mais frequentes na vivĂȘncia das organizaçÔes. Pelo papel que estes termos tĂȘm nos resultados individuais e organizacionais (como um maior comprometimento individual ou como o sucesso das organizaçÔes), sĂŁo alvo de anĂĄlise nesta dissertação, assim como a sua relação com a liderança autĂȘntica.
No decurso desta anĂĄlise pretendeu-se avaliar a existĂȘncia de uma relação entre a liderança autĂȘntica e o engagement, entre a liderança autĂȘntica e o burnout, e ainda a relação entre o binĂłmio engagement-burnout. Para tal, utilizou-se uma metodologia quantitativa que incluiu a aplicação de um questionĂĄrio, utilizando a tĂ©cnica de amostragem nĂŁo probabilĂstica âbola de neveâ e atravĂ©s do qual foi possĂvel obter dados de um conjunto de 146 inquiridos. Os resultados confirmaram a existĂȘncia de uma associação positiva entre a liderança autĂȘntica e o engagement (r = 0.447, p = 0.000), de uma associação negativa entre a liderança autĂȘntica e o burnout (r = - 0.385, p = 0.000) e de uma associação, tambĂ©m ela, negativa entre o engagement e o burnout (r = - 0.433, p = 0.000). Observou-se ainda que o estado de engagement Ă© mais evidenciado no gĂ©nero feminino, comparativamente ao gĂ©nero masculino.
The third millennium brought certain difficulties and problems for which organizations were not prepared, such as increase of competitiveness and globalization, scarcity of resources and even the countries' economic and political diversity. Due to these constant economic and organizational changes, the pressure on leaders within organizations has increased, pushing them towards more authentic and ethical leadership behaviors as a way to increase organizational performance. This was the major reason for choosing authentic leadership as the main study variable. Additionally, the transformation of organizations and their organizational environment, as well as the increase of work complexity, has made burnout and engagement become more and more frequent terms in the life of organizations. Due to the role that these terms have in individual and organizational results (such as greater individual commitment or the success of organizations), they are analyzed in this dissertation, as its relationship with authentic leadership. In the course of this analysis, it was intended to assess the existence of a relationship between authentic leadership and engagement, between authentic leadership and burnout, and also the relationship between the engagement-burnout binomial. For such, it was used a quantitative methodology that included a questionnaire, through which it was possible to obtain 146 responses using the âsnowballâ non-probability sampling. The results confirmed the existence of a positive association between authentic leadership and engagement (r = 0.447, p = 0.000), a negative association between authentic leadership and burnout (r = - 0.385, p = 0.000) and a negative association between engagement and burnout (r = - 0.433, p = 0.000). Also, it was observed that the state of engagement is more evident by feminine gender than by male gender.
The third millennium brought certain difficulties and problems for which organizations were not prepared, such as increase of competitiveness and globalization, scarcity of resources and even the countries' economic and political diversity. Due to these constant economic and organizational changes, the pressure on leaders within organizations has increased, pushing them towards more authentic and ethical leadership behaviors as a way to increase organizational performance. This was the major reason for choosing authentic leadership as the main study variable. Additionally, the transformation of organizations and their organizational environment, as well as the increase of work complexity, has made burnout and engagement become more and more frequent terms in the life of organizations. Due to the role that these terms have in individual and organizational results (such as greater individual commitment or the success of organizations), they are analyzed in this dissertation, as its relationship with authentic leadership. In the course of this analysis, it was intended to assess the existence of a relationship between authentic leadership and engagement, between authentic leadership and burnout, and also the relationship between the engagement-burnout binomial. For such, it was used a quantitative methodology that included a questionnaire, through which it was possible to obtain 146 responses using the âsnowballâ non-probability sampling. The results confirmed the existence of a positive association between authentic leadership and engagement (r = 0.447, p = 0.000), a negative association between authentic leadership and burnout (r = - 0.385, p = 0.000) and a negative association between engagement and burnout (r = - 0.433, p = 0.000). Also, it was observed that the state of engagement is more evident by feminine gender than by male gender.
Description
Keywords
Liderança autĂȘntica Engagement Burnout Authentic Leadership