Diógenes de Souza Bido

Dimensões da aprendizagem em organizações: validação do Dimensions of the Learning Organization Questionnaire (DLOQ) no contexto brasileiro

The main objectives of this paper are the validation of a scale of learning culture and the analysis of its relationship with organizational performance, in Brazil. The scale, Dimensions of the Learning Organization Questionnaire (Dloq), proposed by Marsick e Watkins (2003) was translated from English into Portuguese and was subsequently semantically validated. The questionnaire was answered by 566 employees from a Brazilian organization of the electrical sector. The data were collected via the organization intranet in the second half of 2005. The scale in its full version has 55 items being 43 of learning culture and 12 of organizational performance. The theoretical framework firstly discusses concepts of organizational learning culture and presents studies using Dloq in other contexts. Subsequently, concepts of organizational performance used by Marsick and Watkins (2003) to build the scale are discussed. The application of Dloq full version in Brazilian context showed adequate reliability and convergent validity, however, did not show discriminate validity (CORREA; GUIMARAES, 2006). To solve this problem, this study used a simplified version of that scale, created by Yang (2003), called by the author Dloq-A. This version is composed of 27 items distributed in the seven dimensions of organizational learning culture: learning opportunities; questioning and dialogue; collaboration and team learning; systems to capture and share learning; responsibility and delegation of power; development of a systemic vision of organization; stimulating strategic leadership for learning, and two dimensions of organizational performance: financial performance and organizational knowledge gain. The results of this study showed convergent validity, discriminate validity, reliability and criterion validity, as well as being parsimonious. Thus, it was possible to conclude that the Dloq-A has been validated in the Brazilian context. The survey results showed that the learning culture explains 43% of the variance in organizational performance.Este articulo describe los resultados de un estudio cuyo objetivo ha sido validar la escala de medida de la cultura del aprendizaje y su relacion con el desempeno en la organizacion brasilena. El instrumento dimensions of the learning organization questionnaire (Dloq) o cuestionario de las dimensiones de la organizacion que aprende, propuesto por Marsick e Watkins (2003) fue traducido de la lengua inglesa a la portuguesa, y enseguida fue realizada una validacion semantica. El cuestionario fue contestado por 566 empleados de una organizacion del sector electrico. Los datos fueron recogidos en la intranet de la organizacion estudiada, en el segundo semestre de 2005. El instrumento, en su version completa, posee 55 items, de los cuales 43 son de la cultura del aprendizaje y 12 del desempeno organizacional. El referencial teorico discute, inicialmente, conceptos de la cultura del aprendizaje organizacional y ensena estudios que utilizaron el Dloq en otros contextos. Despues, fueron discutidos conceptos del desempeno organizacional usados por Marsick y Watkins (2003) en la construccion del instrumento. La aplicacion del Dloq en el contexto brasileno en su version completa presento una validez convergente y fiabilidad adecuada, sin embargo no presento una vali-dez discriminante (CORREA; GUIMARAES, 2006). Para resolver este problema, el estudio ha utilizado una version simple de este instrumento, creada por Yang (2003), llamado por ella de Dloq-A. Esta version es compuesta por 27 items distribuidos en siete dimensiones de la cultura del aprendizaje - oportunidades para el aprendizaje continuo, cuestionamiento y dialogo, colaboracion y aprendizaje en equipo, sistemas para capturar y compartir el aprendizaje, delegacion del poder y responsabilidad, desarrollo de la vision sistemica de la organizacion y estimulo al liderazgo estrategico para el aprendizaje - y en dos dimensiones del desempeno organizacional - desempeno financiero y lo que fue regalado como conocimiento organizacional. Los resultados del estudio presentaron validez convergente y discriminante, fiabilidad y validez de criterio, ademas de ser parsimonioso. De esta manera, se concluye que el Dloq-A tiene validez en el contexto brasileno. Los resultados de la encuesta ensenan que la cultura del aprendizaje explica 43% de varianza en el desempeno organizacional.

Examinando a relação entre aprendizagem individual, grupal e organizacional em uma instituição financeira

The phenomenon of learning can be studied at different levels - individual, group, organizational and inter-organizational - which are interconnected and involve a complex set of variables. This work aims to verify and analyze empirically the relationship between individual learning, group and organizational. The theoretical framework presents and analyzes how different authors studied the possible relationship between these levels, relying, in particular, in authors aligned with the technical perspective and proposed measurement instruments focused on some aspects of the phenomenon. The survey involved a sample of 105 employees of a financial institution. The instrument developed by Chan (2003) was used in the operationalization of the constructs, and for the data analysis, the principal component analysis was used followed by structural equation modeling. In addition to the validation of the measurement of individual learning in groups and organizational, another contribution of this study was the operationalization of the three constructs as second order latent variables, which made the structural model more parsimonious. The results showed that both individual and group learning influenced the organizational learning in the sample, with confirmation of the three hypotheses tested. At the end of the work are discussed their limitations and pointed out some directions for further research.

Uso do sistema de controle gerencial e desempenho: um estudo em empresas brasileiras sob a perspectiva da resources-based view

The purpose of this study was to understand the relationship among Management Control System Use, development of companys organizational competences and performance using Henris framework (HENRI, 2006). The dimension Use of Management Control System, proposed by Simons (1995, 2000) in diagnostic use and interactive use is scarcely studied in Brazil, in spite of the international research that has shown some contradictory results. The research was carried out in 2008, by a survey in a sample of 104 companies from Exame Magazine 1000 Biggest Brazilian Companies. Using the Structural Equation Model, the main results indicate no evidence of negative relationships between the diagnostic use and the organizational competences development, what contradicts Henris results (2006). It was also identified that the interactive use has positive influences in the competences of Organizational Learning and Market Orientation, and these have positive influences in Performance (measured by self-evaluation). This study contributes to Brazilian research as its subject integrates Management Accounting and Strategy and also for measurement the construct Dynamic Tensions. For the practice, the result is important as it shows that companies should continue to use Management Control for diagnostic, as it helps the organization to correct errors, simultaneously recommending the use of interactive way to activate organizational ompetences.

Valores organizacionais e racionalidades: uma visita ao Terceiro Setor

Os valores humanos atuam como guias orientando a vida de individuos, grupos, organizacoes e sociedades. Os valores organizam-se em duas dimensoes bipolares: Autotranscendencia versus Autopromocao e Abertura a Mudanca versus Conservacao. A primeira se refere, respectivamente, a orientacao para o outro versus para si proprio; e a segunda, a valorizacao da independencia de pensamento e acao versus preservacao de costumes, de normas e seguranca material. Tendo em vista que as racionalidades subjazem as acoes, este trabalho teve como objetivo investigar a relacao entre as dimensoes bipolares de valores e as racionalidades substantiva e instrumental. Esta pesquisa dedicou-se ao estudo de Organizacoes do Terceiro Setor, por estas se constituirem em espaco privilegiado para uma atuacao baseada na racionalidade substantiva. Optou-se pela estrategia de pesquisa multicaso, empregando tecnicas quantitativas e qualitativas. Os resultados evidenciaram a existencia de relacao entre racionalidades e as dimensoes de valores de Autotranscendencia e Autopromocao dos valores organizacionais. Porem, outros fatores, como o momento historico de surgimento da organizacao e crencas religiosas, ou espirituais, mostraram-se importantes na explicacao da relacao encontrada.

Investment Decisions on Long-term Assets: Integrating Strategic and Financial Perspectives

This paper aimed to verify how companies formalise the decisions and control on long-term investments. In particular, an analysis of the published literature reveals a relevant gap between the strategic and financial perspectives in addressing this issue, and Agency Theory was proposed as a linking construct to bridge this gap. A survey was conducted among 82 companies, and the data were treated using the structural equation modelling technique. The results of this survey indicate that firms with intensive external funding use sophisticated capital budgeting methods more frequently when evaluating the profitability of their long-term investment proposals. As these methods require detailed information, these firms use additional appraisal mechanisms to conduct their investment analysis more frequently. Additional mechanisms are also used if the long-term investment is funded by external sources and perceived as a riskier investment. These deeply analysed long-term investment proposals often appear and are decided as a part of the strategic planning process instead of being strongly associated with the budgeting process. Finally, these long-term investments, which are funded externally, analysed using sophisticated methods and mechanisms and decided as a part of the strategic planning cycle, are more tightly controlled than other investments. These findings help to reduce the heuristics within the related literature.

Perfil de planejamento e ciclo de vida organizacional nas empresas brasileiras

RESUMO Neste trabalho, tem-se por objetivo analisar o perfil das empresas brasileiras no que se refere a estruturacao do processo de planejamento, associado aos estagios do ciclo de vida organizacional. O foco esta no entendimento de como o processo estruturado de planejamento, que inclui o planejamento estrategico, o orcamento e o controle orcamentario, esta sendo utilizado pelas empresas brasileiras nos diversos estagios do ciclo de vida organizacional. Trata-se de uma pesquisa empirica desenvolvida por meio de survey, a partir de uma amostra de 111 empresas. Os metodos de tratamento de dados foram a analise fatorial confirmatoria com estimacao PLS-PM e a correlacao. O estudo justifica-se pela constatacao de que o desenvolvimento de um processo de planejamento estruturado, dentre outros fatores, depende do estagio vivido pela entidade e pode contribuir para o entendimento do processo de mudanca em seu controle gerencial. Conclui-se que existe correlacao entre os estagios do ciclo de vida organizacional e o perfil de formalizacao do planejamento nas empresas pesquisadas. Contudo, a inexistencia do orcamento, tanto no nascimento – quando nao e uma prioridade para as empresas – como no declinio – quando deveria ser entendido como uma alavanca de recuperacao –, provoca reflexao relevante sobre as possibilidades perdidas por uma organizacao que nao prioriza o processo de planejamento estruturado.

Strategic HR? A study of the perceived role of HRM departments in Brazil and Peru

This study discusses the perceived role of the Human Resource Management Department and its perceived capacity of outstanding performance by comparing data collected in Brazil and Peru from employees of large organizations as well as participants in MBA programs at renowned schools. The non-probabilistic sample was composed of 416 Brazilian and 90 Peruvian respondents. The results point out that both in Brazil and Peru, the relevance attached to the HRM Department role for contributing to the future success of organizations does not correspond to its current capacity of performance. As such, in these realities the HRM Department has not yet made the qualitative leap that would enable its strategic role in organizations

O papel do Balanced Scorecard na gestão da inovação

This paper aims to study how the Balanced Scorecard is related to the process of innovation in organizations. As a contribution, the work expands the usefulness of the model, by specifying external stimuli, dynamic tension, innovation strategies and perceived innovation success. This is a descriptive study developed from a sample of 121 companies by means of a questionnaire survey. The data analysis was done with use of structural equation modelling. The findings suggest a complex long-term process, vital for companies that have their perception of success influenced by elements from outside the organization (external stimuli) and internal stimuli (dynamic voltage and innovation strategies). Innovation management becomes reckless in the absence of mechanisms that balance the tensions evidenced by indicators including conflicting temporal dimension in the long term, and the risk is greater when the perception of success is captured solely by short-term financial indicators.This paper aims to study how the Balanced Scorecard is related to the process of innovation in organizations. As a contribution, the work expands the usefulness of the model, by specifying external stimuli, dynamic tension, innovation strategies and perceived innovation success. This is a descriptive study developed from a sample of 121 companies by means of a questionnaire survey. The data analysis was done with use of structural equation modelling. The findings suggest a complex long-term process, vital for companies that have their perception of success influenced by elements from outside the organization (external stimuli) and internal stimuli (dynamic voltage and innovation strategies). Innovation management becomes reckless in the absence of mechanisms that balance the tensions evidenced by indicators including conflicting temporal dimension in the long term, and the risk is greater when the perception of success is captured solely by short-term financial indicators.

Qualidade do relato dos procedimentos metodológicos em periódicos nacionais na área de administração de empresas: o caso da modelagem em equações estruturais nos periódicos nacionais entre 2001 e 2010

Esta pesquisa teve o objetivo de avaliar a qualidade da descricao dos procedimentos metodologicos de artigos que utilizaram a modelagem em equacoes estruturais (MEE), incluindo a analise fatorial confirmatoria e a path analysis, e que foram publicados na RAE, RAUSP, REAd, O&S, RAC e RAE-eletronica entre 2001 e 2010. A partir da revisao da literatura metodologica, foi elaborado um check list para avaliar as treze etapas da MEE, sendo validado com 33 especialistas. Os principais resultados da analise de 68 artigos encontrados foram: a impossibilidade de replicar os estudos devido a falta de informacoes e o uso de estrategias exploratorias sem a posterior validacao. Por outro lado, a justificativa do metodo utilizado e a explicacao das implicacoes teoricas dos resultados sao aspectos que tem sido atendidos plenamente. O check list foi um importante subproduto desta pesquisa, pois, a partir dele, sao propostas novas linhas de investigacao e ate mesmo seu uso como ferramenta didatica.

Decisões de investimento em ativos de longo prazo nas empresas brasileiras: Qual a aderência ao modelo teórico?

This study sought to determine how large Brazilian organizations treat long-term investments. The theoretical construct took into account literature from the fields of strategy and finance, both of which offer hypotheses that use methods and mechanisms in order to evaluate investments. Using an online questionnaire, a survey including 82 companies was developed. Utilizing structural equation modeling, partial adherence to the theoretical model was found. It was found that the mechanisms of investment analysis are positively associated with concern about the perceived risk analysis. In addition, it was discovered that projects approved through strategic planning have relatively more structured monitoring; and also that a greater need for defining funding and opportunity costs is positively associated with a project’s inclusion in strategic planning.