Filipe João Bera de Azevedo Sobral

As prioridades axiológicas do líder autêntico: um estudo sobre valores e liderança

Na ultima decada, a teoria da lideranca autentica (AVOLIO; GARDNER, 2005) tem atraido o interesse de muitos pesquisadores em consequencia da crise de lideranca resultante dos inumeros escândalos tanto no mundo corporativo como na esfera governamental. Inserido nesse contexto de entender o que diferencia um lider autentico dos demais, o presente estudo buscou identificar como o sistema de valores pessoal, tendo por base a teoria motivacional de valores humanos de Schwartz (1992), influencia o grau de autenticidade de um lider. Para isso, foi realizada uma pesquisa de campo com 213 executivos em posicoes de lideranca, em organizacoes com natureza e atuacao diversas. Os dados foram analisados por meio de regressoes lineares multiplas hierarquicas. Os resultados sugerem que, de fato, o sistema de valores pessoais que prioriza a autotranscendencia e a abertura a mudanca exerce uma influencia significativa na autenticidade demonstrada pelo lider, o que permite concluir que as prioridades axiologicas do lider autentico privilegiam valores igualitarios em detrimento de valores hierarquicos. Os resultados corroboram assim a teoria da lideranca autentica que sustenta que o lider autentico e orientado para o bem-estar e a harmonia coletiva. Alem disso, os resultados contribuem para dar suporte inicial a referida teoria de lideranca, uma vez que, apesar de postular que os lideres autenticos diferenciam-se dos demais porque o seu comportamento esta fortemente ancorado no seu sistema de valores pessoal, tais pressupostos nao haviam sido comprovados empiricamente ate o momento.Authentic leadership theory (AVOLIO; GARDNER, 2005) has been attracting the interest of many scholars this past decade as a consequence of the leadership crisis prompted by chilling examples of corporate and government scandals. Within the context of clarifying what distinguishes the authentic from inauthentic leaders, the present study seeks to understand to what extent the personal value system, rooted in Schwartzs (1992) motivational theory of human values, influences the degree of authenticity of a leader. To accomplish this goal, a survey was conducted with 213 executives in leadership positions in organizations with diverse nature and purposes. Data was analyzed using hierarchical multiple linear regressions. Findings suggest that a personal value system that prioritizes self-transcendent and openness to change exert a significant influence on the authenticity displayed by the leader, allowing us to conclude that the axiological priorities of the authentic leader favor egalitarian values at the expense of hierarchical values. The results thus corroborate the theory of authentic leadership that sustains the authentic leader is oriented to the collective well-being and harmony. Furthermore, these results provide some initial support for the authentic leadership theory, since despite proposing that authentic leaders differentiate from inauthentic ones because their behavior is guided by their personal value systems, these claims were not corroborated empirically till now.

O julgamento moral de dilemas éticos em negociação

The cognitive processes underlying ethical decision making have been object of several studies interested in understanding what motivates executives to make ethically questionable decisions. Negotiation is one of the most interesting activities to study honesty and ethics, since it is central to all human interactions and it poses several ethical dilemmas to the negotiators. This study has the objective to analyze how individual differences in values systems’ priorities influence the moral judgment of ethically ambiguous negotiation practices. Using structural equations modeling, the relationships among an individual’s personal values, ethical ideology 6 • RAM – REVISTA DE ADMINISTRACAO MACKENZIE, V. 10, N. 5 • SAO PAULO, SP • SET./OUT. 2009 • p. 4-27 • ISSN 1678-6971 and moral judgment are investigated. The empirical results suggest that the aforementioned dimensions of human individuality influence the moral judgment of ethically ambiguous negotiation tactics. These findings may significantly contribute to the theoretical understanding of ethical decision making processes.

Produção científica brasileira em comportamento organizacional no período 2000-2010

The aim of this article is to conduct an analysis of scientific production in Organizational Behavior (OB) based on the leading Brazilian periodicals and annals of (EnANPAD). Altogether, 185 published articles in periodicals were analyzed and 696 in EnANPAD from 2001 to 2010. The analyses were based on surveys of the methodological approaches and procedures employed. The results obtained made it possible to set out the boundaries of the field of CO and characterize its range of objectives. They also established that the academic production of CO in Brazil has its own identity and highlights issues of a macro kind, such as culture and organizational learning, although there is evidence that the field encompasses a wide variety of areas. With regard to methodological factors, a qualitative approach is found to be predominant and some stress is laid on methodological weaknesses. At the same time, it should be underlined that the field has grown in recent years and has witnessed an increase in the range of research strategies and the employment of more sophisticated techniques for data analysis.

Speak now or forever hold your peace?: an essay on whistleblowing and its interfaces with the Brazilian culture

Since the last decade corporate scandals have drawn public attention to the importance of whistleblowers, resulting in the creation of policies and statutes which rely heavily on whistleblowing, especially in the United States. A common assumption behind these efforts is that whistleblowing produces benefits to society at large, as it promotes a more ethical work environment. Still, little is known about many aspects of the decision to blow the whistle on a wrongful act. Particularly in Brazil, where the topic remains neglected by researchers, specific cultural elements may hinder whistleblowing behaviors and limit the generalization of findings from previous studies, which have almost always been based on Anglo-Saxon country context. By exploring this gap, this essay discusses some antecedents of internal whistleblowing and proposes a comprehensive framework which integrates organizational, individual and situational influences in order to allow for a further understanding of the phenomenon and its cultural interfaces, as well as to provide practitioners and researchers with new insights and perspectives on the topic.

Exploring the Black Box in Brazilian Work Groups: a Study of Diversity, Conflict and Performance

Over the last few decades, several studies have been conducted to examine the complex relationships between team diversity and individual and organizational outcomes. Although, in theory, team diversity can foster positive organizational synergies by increasing the variance of perspectives and approaches to work different members can bring, the same idiosyncratic characteristics can also engender significant difficulties resulting from problems in coordination, communication and conflict. This study used a sample of 44 work groups to examine the influence of five types of diversity on team outcomes and the mediating role of task and relational conflict on this relationship. A survey of 279 team members and interviews with the 44 team managers were used to examine these relationships. Findings suggest that different forms of diversity impact task conflict in different ways, which in turn is negatively associated with job satisfaction and team performance. Results further show that diversity is unrelated to relational conflict; however, this type of conflict seems to hinder both job satisfaction and team performance. Overall, these patterns suggest a complex link between team diversity and how work groups function.

Relação dinâmica entre confiança, competitividade e o processo de tomada de decisão ética em negociação

Los dilemas eticos son componentes inevitables de la negociacion, un proceso de intercambio social central en todas las interacciones humanas. Por esa razon, es importante comprender lo que motiva a los gestores a actuar de forma eticamente cuestionable en las negociaciones empresariales. Usando una muestra de 298 participantes de cursos de educacion ejecutiva, este estudio se propone analizar en que medida las diferencias individuales al nivel de personalidad condicionan el juicio moral de practicas negociales eticamente ambiguas y las intenciones comportamentales en seis escenarios representativos de situaciones negociales que incluyen dilemas eticos. Los resultados sugieren que los dos rasgos de personalidad estudiados -confianza interpersonal y competitividad- ejercen una influencia significativa no solo en la forma como los gestores evaluan la moralidad de las practicas negociales eticamente ambiguas, sino tambien en su intencion comportamental en escenarios negociales especificos. Los resultados pueden contribuir para mejorar la comprension del proceso de toma de decision etica en negociacion.

Opening the Implicit Leadership Theories’ Black Box: An Experimental Approach with Conjoint Analysis

Although research on implicit leadership theories (ILTs) has concentrated on determining which attributes define a leadership prototype, little attention has been paid to testing the relative importance of each of these attributes for individuals’ leadership perceptions. Building on socio-cognitive theories of impression processes, we experimentally explore the formation of leadership perceptions based on the recognition of six key attributes in a series of three experimental studies comprising 566 US-based participants recruited online via Amazon Mechanical Turk. Our results show that while certain attributes play an important role in the leader categorization process, others are less relevant. We also demonstrate that some attributes’ importance is contingent on the presence of other attributes and on the leadership schema type activated in respondents’ minds. Consistent with the Leadership Categorization Theory, our findings support the premise that individuals cognitively hold a superordinate leadership prototype, which imposes constraints on their more basic level prototypes. We discuss the implications of these results for leadership theory and practice.

Authentic vs. Ethical Leadership and Social Identity Threat: the Role of Social Distance

Labor force is becoming more diverse than ever, yet social identity threat still inhibits the performance of the employees who belong to negatively stereotyped social groups (e.g., non-whites, poor...

Brazilian scientific production in organizational behavior in the period 2000-2010

The aim of this article is to conduct an analysis of scientific production in Organizational Behavior (OB) based on the leading Brazilian periodicals and annals of (EnANPAD). Altogether, 185 published articles in periodicals were analyzed and 696 in EnANPAD from 2001 to 2010. The analyses were based on surveys of the methodological approaches and procedures employed. The results obtained made it possible to set out the boundaries of the field of CO and characterize its range of objectives. They also established that the academic production of CO in Brazil has its own identity and highlights issues of a macro kind, such as culture and organizational learning, although there is evidence that the field encompasses a wide variety of areas. With regard to methodological factors, a qualitative approach is found to be predominant and some stress is laid on methodological weaknesses. At the same time, it should be underlined that the field has grown in recent years and has witnessed an increase in the range of research strategies and the employment of more sophisticated techniques for data analysis.

Producción científica brasileña sobre comportamiento organizacional en el período 2000-2010

The aim of this article is to conduct an analysis of scientific production in Organizational Behavior (OB) based on the leading Brazilian periodicals and annals of (EnANPAD). Altogether, 185 published articles in periodicals were analyzed and 696 in EnANPAD from 2001 to 2010. The analyses were based on surveys of the methodological approaches and procedures employed. The results obtained made it possible to set out the boundaries of the field of CO and characterize its range of objectives. They also established that the academic production of CO in Brazil has its own identity and highlights issues of a macro kind, such as culture and organizational learning, although there is evidence that the field encompasses a wide variety of areas. With regard to methodological factors, a qualitative approach is found to be predominant and some stress is laid on methodological weaknesses. At the same time, it should be underlined that the field has grown in recent years and has witnessed an increase in the range of research strategies and the employment of more sophisticated techniques for data analysis.