Flavia Cavazotte

Transformational leaders and work performance: the mediating roles of identification and self-efficacy

In this study we investigate the connections between transformational leadership and subordinate formal and contextual performance among Brazilian employees. We also proposed and tested two mediating processes through which transformational leaders would enhance the performance of their staff: stronger follower identification with the leader and efficacy beliefs. These relations were tested with a sample of 107 managers from a multinational company that operates in the financial sector. The proposed structural equation model was assessed with Partial Least Squares (PLS) techniques. The results suggest that perceived transformational leadership is associated with higher levels of task performance and helping behaviors. Moreover, the proposed mediating processes were empirically supported. We discuss implications for theory and practice.

Antecedentes e consequências dos conflitos entre trabalho e família

The work-family interface has attracted the attention of researchers over the past three decades (Greenhaus, 2008). Changes in the world of work and a growing concern about the balance between personal and professional lives have contributed to increased interest in the topic. Drawing on a sample of 296 workers with higher education, hypotheses were tested based on the model proposed by Anderson, Coffey and Byerly (2002). First, we evaluated the impact organizational policies (schedule flexibility and dependent care benefits) and informal practices (manager support and perceived career consequences) have on the work-to-family conflict (WFC) and family-to-work conflict (FWC). We also tested hypotheses concerning the consequences of these conflicts, specifically job satisfaction, turnover intentions, stress and absenteeism. The results indicated that manager support helps reduce WFC, whereas perceived career consequences tend to promote it. Regarding the consequences of such conflicts, we found significant impacts on job satisfaction, stress and turnover intentions, but not on absenteeism.

Desigualdade de gênero no trabalho: reflexos nas atitudes das mulheres e em sua intenção de deixar a empresa

RESUMO As relacoes de genero no universo do trabalho ainda sao marcadas por importantes assimetrias, especialmente quando se trata do nivel salarial e do acesso a posicoes de maior responsabilidade dentro das organizacoes. Neste estudo, procura-se investigar se a percepcao de desigualdade na distribuicao e nos criterios de alocacao de recompensas aplicados as mulheres influencia sua satisfacao com o trabalho e sua identificacao com a organizacao em que atuam. Alem disso, verifica-se se o sentido do trabalho modera os efeitos da percepcao de desigualdade de genero sobre as atitudes das mulheres, intensificando-o entre aquelas para as quais a orientacao para o trabalho esta mais centralmente vinculada a sua identidade. No estudo, analisam-se essas relacoes em uma amostra de 172 mulheres com nivel de instrucao superior completo, que atuam na cidade do Rio de Janeiro em diversos tipos de organizacoes e em diferentes segmentos de mercado. Os resultados observados sugerem que a percepcao de desigualdade tem impacto negativo sobre as atitudes das mulheres com relacao a seu emprego e as organizacoes que as empregam; o sentido do trabalho apresenta os efeitos moderadores teorizados; e, por meio de seus efeitos sobre as atitudes das mulheres, a percepcao de desigualdade afeta significativamente sua intencao de deixar a empresa.

Strategic Alignment and Its Antecedents: A Critical Analysis of Constructs and Relations in the International and Brazilian Literature

Abstract In this study, we conduct a review of the international and the Brazilian literature on business-IT strategic alignment and present a critical analysis of fundamental problems observed in the field. We argue that conceptual shortcomings, such as the lack of clarity in constitutive definitions of the alignment construct and the plethora of often overlapping antecedents discussed in the literature, restrain systematic knowledge development in the field. We propose a conceptual definition of business-IT strategic alignment, striving for clarity and parsimony, and highlight its distinction from the definition of operational alignment. The antecedents in the literature are further analyzed so as to formulate a synthetic conceptual model for the nomological network that links these constructs. We conclude the article stressing that additional theoretical and empirical endeavors regarding business-IT alignment are needed, emphasizing that such efforts should be conducted with greater attention to the issues discussed in this review.

Using Information Systems to Leverage Knowledge Management Processes: The Role of Work Context, Job Characteristics and Task-Technology Fit

Abstract This study focus on how an individuals particular work context, job characteristics and knowledge-related job requirements affect the relationship between task-technology fit (TTF) and the use of information systems (IS) in knowledge management activities. The literature on Knowledge Management (KM) and Knowledge Management Systems (KMS) is reviewed to identify relevant constructs and their dimensions. Based on this analysis, a model is proposed and tested. Our findings suggest that providing appropriate IT tools that fit tasks alone is no guarantee that they will be employed to leverage the acquisition, transfer and reuse of knowledge. Certain characteristics of jobs, driven by particular work contexts, generate greater need and opportunity for knowledge use. These latter factors moderate the relationship between TTF and actual use of IS for KM purposes: the greater the need and opportunity to conduct knowledge-related activities, the stronger the relationship between TTF and actual IS use.

Carreira e relações de trabalho na prestação de serviços de tecnologia da informação: a visão dos profissionais de TI e seus gerentes

O estudo investiga as relacoes de trabalho e perspectivas de carreira de profissionais de TI que atuam em empresas prestadoras de servico de Tecnologia da Informacao. A pesquisa se baseia no caso de executivos, gerentes e funcionarios do corpo tecnico de uma grande empresa brasileira de consultoria e servicos de desenvolvimento e implantacao de sistemas, e evidencia uma grande fragilidade no vinculo da empresa com esses profissionais. O modelo de gestao de pessoas adotado parece impor restricoes para o desenvolvimento dos profissionais, consequentemente limitando seu desempenho futuro e concorrendo para a gradativa desvalorizacao da area de TI enquanto profissao. A sustentabilidade desse modelo e discutida, tendo em vista seus riscos em longo prazo para a qualidade e competitividade dos servicos prestados pelas empresas, bem como suas implicacoes para a atratividade da carreira na area de Tecnologia da Informacao.

The interactive effects of organizational and leadership career management support on job satisfaction and turnover intention

Abstract In the organizational career management literature, scholars have focused on career management policies, with little attention given to practices that can vary within organizations. And despite its recognized importance, research on the role of leaders in the career management process is also scant. In this study, we investigate the effects of career management practices (OCPs) and leadership career support (LCS) on employee attitudes. Grounded on coping theory, we propose that career support received from line managers can be particularly consequential when OCPs are lacking. We analyze the moderating effects of LCS on the relationship between OCPs and both job satisfaction and turnover intention in a sample of employees from a large Brazilian organization, applying multiple regression analyses. Results showed that OCPs and LCS are positively related to job satisfaction and that OCPs are negatively related to turnover intention. In addition, we confirmed that LCS moderates the relationship between OCPs and both job satisfaction and turnover intention. Finally, we observed that the relationship between OCPs and turnover intention is mediated by job satisfaction. Theoretical and practical implications are discussed.

Conhecimento compartilhado, recursos de TI e desempenho de processos de negócios

This research assesses the effects of resources and capabilities related to Information Technology (IT), and of shared knowledge among IT and business managers, on the level of operational alignment between these areas, and, thereby, on the performance of business processes. Data was collected from IT and back office managers of 39 companies from Rio de Janeiro that operate in the service sector. Results of structural equations analysis suggest that operational alignment positively affects the performance of back office processes, which, by its turn, influences the satisfaction of process customers. Although IT resources and capabilities, as well as shared knowledge, do not seem to have a direct effect on the level of operational alignment, it was observed that, as IT and business areas share more knowledge, the flexibility of a company’s IT infrastructure tends to have stronger, positive effects on operational alignment. The results are discussed with their implications for theory and practice.This research assesses the effects of resources and capabilities related to Information Technology (IT), and of shared knowledge among IT and business managers, on the level of operational alignment between these areas, and, thereby, on the performance of business processes. Data was collected from IT and back office managers of 39 companies from Rio de Janeiro that operate in the service sector. Results of structural equations analysis suggest that operational alignment positively affects the performance of back office processes, which, by its turn, influences the satisfaction of process customers. Although IT resources and capabilities, as well as shared knowledge, do not seem to have a direct effect on the level of operational alignment, it was observed that, as IT and business areas share more knowledge, the flexibility of a company’s IT infrastructure tends to have stronger, positive effects on operational alignment. The results are discussed with their implications for theory and practice.

Enabling customer satisfaction in call center teams: the role of transformational leadership in the service-profit chain

ABSTRACT The importance of the effect of work climate and employee attitude on customer satisfaction has attracted the attention of practitioners and researchers, and, hence, lead to the development of the service-profit chain framework. However, companies whose services involve tasks that are not intrinsically motivating and whose performance rewards are scarce face significant challenges motivating customer service teams and, thus, promoting customer satisfaction and organizational performance. We argue that, in such contexts, transformational leadership is an important factor for service management and that it is essential to foster engagement, satisfaction, and performance among service teams. To assess this proposition, we develop and statistically test a causal model with data from 224 teams (3938 employees) from a large call center company in Brazil. Employee performance and customer satisfaction were assessed with objective metrics supplied by the company. The results from structural equation analyses support all hypotheses in the study. Implications for service companies are addressed.

Cultura de aprendizagem contínua, atitudes e desempenho no trabalho: uma comparação entre empresas do setor público e privado

This article investigates the relationship among continuous learning culture, perception of growth opportunities and individual performance, comparing companies in the public and private sectors. The paper is based on theories that propose that shared beliefs about support for learning in the organizational context are an important situational factor that can influence the attitudes of employees and their job performance. A quantitative research was conducted with survey questionnaires answered by employees of the sales force of three distinct organizations, all major competitors in the same market, being two private and one public. The results suggest that continuous learning is more present in the culture of private companies, and it is significantly related to the perception of growth opportunities and performance.