Silvia Marcia Russi De Domenico

A influência dos valores organizacionais no desempenho de agências bancárias

This paper aimed to investigate the influence organizational values at bank branches have on bank branch performance. The research was undertaken at branches of a Brazilian publicly held bank. The questionnaire called Inventario de Perfis de Valores Organizacionais (IPVO, or Inventory of Organizational Values Profiles) was adapted to measure the organizational values of bank branches. Bank branch performance was measured objectively, using the percentage of goals accomplished during the year 2009. The sample is non-probabilistic and is formed by 271 bank branches and the data about the organizational values of bank branches was provided by 720 respondents. Data analysis revealed that the organizational values of bank branches are organized into four factors: respect for stakeholders, employee entertainment, competent performance, and prestige. Prestige is positively correlated with bank branch performance, and respect for stakeholders and employee entertainment are negatively correlated with the dependent variable. The multiple regression analysis yielded an equation that accounts for 9.5% of the variance in performance and contains two factors as independent variables which positively influence bank branch performance: prestige and competent performance. The results showed that organizational values are one of the variables that can impact bank branch performance.

Person-organization fit: bibliometric study and research agenda

Purpose – The purpose of this paper is to propose a research agenda on person-organization fit (P-O fit). Design/methodology/approach – A systematic review of the literature from a bibliometric perspective is performed. All documents indexed in the Scopus database with the term “person-organization fit” in the title were mapped. Findings – An increasing interest in P-O fit since the 1990s is observed. Amy L. Kristof-Brown, affiliated to the University of Iowa, is the most productive author. All empirical studies from our sample used quantitative methodology and non-probabilistic sample, and 85.9 per cent of them were cross-sectional. The similarity conceptualization of P-O fit and the perceived fit perspective have been adopted more often. Job satisfaction, intention to leave and organizational commitment are the most studied outcomes of P-O fit. Research limitations/implications – By offering a general view of the production on P-O fit, the paper may be valuable not only for those who aim to start resear...

Realização de valores pessoais no ambiente organizacional (RVP): olhando as relações entre indivíduos e organização para além dos valores pessoais

Este artigo apresenta um novo construto, denominado realizacao de valores pessoais no ambiente organizacional (RVP), para entender as relacoes existentes entre individuos e organizacoes. Valores pessoais (VP) sao metas desejaveis que variam de importância e servem como principios na vida dos individuos, enquanto RVP e a realizacao de tais metas na organizacao onde estes atuam ao desempenharem as atividades cotidianas. Entendendo que sao os atributos pessoais, tais como valores pessoais, que definem cultura, estrutura, processos e metas organizacionais, este estudo procurou verificar as relacoes entre VP, RVP e valores organizacionais percebidos como praticados (VO), estes ultimos definidos como metas da organizacao. De natureza exploratoria e tipo quantitativo, este estudo utilizou tres questionarios baseados na teoria de valores basicos. Os dois primeiros, para mensuracao de valores pessoais e de realizacao de valores pessoais no ambiente organizacional, foram desenvolvidos para o estudo, com base no portrait value questionnaire, em sua versao brasileira de 40 itens, enquanto, para a medida de valores organizacionais, lancou-se mao do inventario de perfis de valores organizacionais. A amostra nao probabilistica foi formada por empregados de tres empresas privadas do setor de servicos, contemplando 231 casos validos. Utilizaram-se estatistica descritiva, analise correlacional e regressao linear multipla, alem de escalonamento multidimensional, para verificacao da validacao teorica dos construtos VP e RVP. Os resultados mostram que valores organizacionais, considerados metas da organizacao, sao mais influenciados pela realizacao dos valores pessoais de seus membros do que pela expectativa de sua realizacao, o que vai ao encontro da teoria attraction-selection-attrition (ASA) de Schneider (1987) e Schneider, Goldstein e Smith (1995), segundo a qual as pessoas, ao realizarem seus valores pessoais, acabam permanecendo nas organizacoes e definindo as metas a serem por estas alcancadas. O estudo mostra ainda que os empregados atingem as metas priorizadas pelas organizacoes, de dominio de mercado, realizando valores pessoais que se encontram em tipos motivacionais opostos, de autotranscendencia. O artigo pretende contribuir, ainda que de forma incipiente, para a discussao teorica sobre valores organizacionais, possibilitando aos gestores refletir sobre outras formas de entender a relacao empregado-organizacao que nao seja abordando fit entre valores pessoais e organizacionais, tema recorrente tanto nos circulos academicos quanto empresariais.

Influência da Dissimilaridade de Valores Individuais no Resultado de Times de Alta Gerência: um estudo em laboratório de gestão

Several studies relate organizational outcomes to the performance of top management teams (TMT). Some of these studies suggest that the process of strategic choice is influenced by the cognitive background and values of the executives in those teams, and have focused on the composition of TMT, using demographic variables as proxies for deep-level characteristics. The aim of this descriptive and exploratory study was to verify directly the influence of deep-level characteristics – the dissimilarities of TMT members’ individual values – on the team outcomes. This research was carried out using a quantitative method within a public university management lab environment located in the city of Sao Paulo, applying two value surveys validated in Brazil on TMT composed of Business Management and Accounting undergraduates submitted to a business game situation, resulting in a non-probabilistic sample formed of 32 teams comprising 186 students with valid responses. Through multiple linear regression technique, two statistically significant regression models were found. It was found that the improved performance of TMT occurs when members differ in the importance assigned to values related to openness to change and have similar appreciation

Realization of personal values in the organizational environment (RVP): looking at the relationships between individuals and organization beyond the personal values

Este artigo apresenta um novo construto, denominado realizacao de valores pessoais no ambiente organizacional (RVP), para entender as relacoes existentes entre individuos e organizacoes. Valores pessoais (VP) sao metas desejaveis que variam de importância e servem como principios na vida dos individuos, enquanto RVP e a realizacao de tais metas na organizacao onde estes atuam ao desempenharem as atividades cotidianas. Entendendo que sao os atributos pessoais, tais como valores pessoais, que definem cultura, estrutura, processos e metas organizacionais, este estudo procurou verificar as relacoes entre VP, RVP e valores organizacionais percebidos como praticados (VO), estes ultimos definidos como metas da organizacao. De natureza exploratoria e tipo quantitativo, este estudo utilizou tres questionarios baseados na teoria de valores basicos. Os dois primeiros, para mensuracao de valores pessoais e de realizacao de valores pessoais no ambiente organizacional, foram desenvolvidos para o estudo, com base no portrait value questionnaire, em sua versao brasileira de 40 itens, enquanto, para a medida de valores organizacionais, lancou-se mao do inventario de perfis de valores organizacionais. A amostra nao probabilistica foi formada por empregados de tres empresas privadas do setor de servicos, contemplando 231 casos validos. Utilizaram-se estatistica descritiva, analise correlacional e regressao linear multipla, alem de escalonamento multidimensional, para verificacao da validacao teorica dos construtos VP e RVP. Os resultados mostram que valores organizacionais, considerados metas da organizacao, sao mais influenciados pela realizacao dos valores pessoais de seus membros do que pela expectativa de sua realizacao, o que vai ao encontro da teoria attraction-selection-attrition (ASA) de Schneider (1987) e Schneider, Goldstein e Smith (1995), segundo a qual as pessoas, ao realizarem seus valores pessoais, acabam permanecendo nas organizacoes e definindo as metas a serem por estas alcancadas. O estudo mostra ainda que os empregados atingem as metas priorizadas pelas organizacoes, de dominio de mercado, realizando valores pessoais que se encontram em tipos motivacionais opostos, de autotranscendencia. O artigo pretende contribuir, ainda que de forma incipiente, para a discussao teorica sobre valores organizacionais, possibilitando aos gestores refletir sobre outras formas de entender a relacao empregado-organizacao que nao seja abordando fit entre valores pessoais e organizacionais, tema recorrente tanto nos circulos academicos quanto empresariais.

Mudança e Teoria Ator-Rede: Humanos e Não Humanos em Controvérsias na Implementação de um Centro de Serviços Compartilhados

In flow ontology, reality is change, while formal organizations are attempts to organize this flow, by working to stabilize controversies from the viewpoint of the Actor-Network Theory (ANT). Considering this approach, where social is a collectivity of humans and non-humans into networks, this study aims to grasp how agency by non-humans and humans takes place, as well as agency through their association, in change procedures having a non-technological focus. To do this, a longitudinal qualitative case study design was adopted, conducted from April 2011 to July 2012, at Company X, a provider of public services in the State of Sao Paulo, Brazil, where the implementation of a Shared Services Center (SSC) was in progress. For data construction, participatory observation, focus group, inter views, documents, and audiovisual materials were used, aiming at multivocality. Given the controversies’ cartography, supported by dynamic network softwares, charts, and mental maps, the SSC implementation is described, on three scales, with various ranges, covering seventeen years of Company X. Controversies were mapped by themes, arguments, actants, and the positions they have taken, highlighting the agency of non-humans serving as mediators. Out of the forty most significant controversies, only 13 turned into black boxes, leading the SSC to be non-punctualized in the end of the research. The main contributions of the study are related to discussing control in change procedures, usually regarded by companies as planned episodic changes, as well as to the methodology for approaching the attempt to organize the ongoing change process that constitutes organizations.In flow ontology, reality is change, while formal organizations are attempts to organize this flow, by working to stabilize controversies from the viewpoint of the Actor-Network Theory (ANT). Considering this approach, where social is a collectivity of humans and non-humans into networks, this study aims to grasp how agency by non-humans and humans takes place, as well as agency through their association, in change procedures having a non-technological focus. To do this, a longitudinal qualitative case study design was adopted, conducted from April 2011 to July 2012, at Company X, a provider of public services in the State of São Paulo, Brazil, where the implementation of a Shared Services Center (SSC) was in progress. For data construction, participatory observation, focus group, interviews, documents, and audiovisual materials were used, aiming at multivocality. Given the controversies’ cartography, supported by dynamic network softwares, charts, and mental maps, the SSC implementation is described, on three scales, with various ranges, covering seventeen years of Company X. Controversies were mapped by themes, arguments, actants, and the positions they have taken, highlighting the agency of non-humans serving as mediators. Out of the forty most significant controversies, only 13 turned into black boxes, leading the SSC to be non-punctualized in the end of the research. The main contributions of the study are related to discussing control in change procedures, usually regarded by companies as planned episodic changes, as well as to the methodology for approaching the attempt to organize the ongoing change process that constitutes organizations.

Confrontando estruturas de valores: um estudo comparativo entre PVQ-40 e PVQ-21

Several measurement scales have been developed in order to translate constructs and their value structure. Among these are the Schwartzs Values Survey (SVS) and the Portrait Values Questionnaire with 40 and 21 items, respectively (PVQ-40 and PVQ-21). The two forms of the questionnaire allow a wider use because they have showed fewer and less abstract items compared to the SVS, however, there have not been found studies that compare both instruments regarding their value structure. Therefore, this is the objective of the present study. A sample of 217 university students answered the PVQ-40 and the PVQ-21 at two different moments in time. The data were analyzed by Confirmatory Multidimensional Scaling. The results indicate that both scales are equivalent in terms of bidimensional and bipolar value structures, however, differences were found with regard to the spatial distribution of values measuring Stimulation, Self-Direction, Power and Achievement.

A mudança organizacional sob a ótica do discurso: um caso de ensino de uma comunidade de pessoas com e sem deficiências de aprendizado

This article presents a teaching case focused on the discussion of organizational change, from the perspective of the interpretive paradigm and of the studies of organizational discourse. It describes a process of change within a non-profit organization, where people with and without learning disabilities, the latter called assistants, live in community. The introduction of new government guidelines changed the system of financing of such activity, giving more autonomy to people with learning difficulties and failing to provide activities that were central to the organization’s system of meanings. With the “heart” of the community threatened, assistants express the challenges to experience organizational change, reporting that they are dancing in blood. The case aims to contribute to the discussion of organizational change processes in postgraduate and possibly undergraduate courses, through an unusual perspective, which states the change not only as deliberate, but mainly as something built in participants’ interactions. It also can be used for supporting the discussion between agents and recipients of change in organizations.

Cambio y Teoría del Actor-Red: Humanos y no Humanos en Controversias durante la Implementación de un Centro de Servicios Compartidos

In flow ontology, reality is change, while formal organizations are attempts to organize this flow, by working to stabilize controversies from the viewpoint of the Actor-Network Theory (ANT). Considering this approach, where social is a collectivity of humans and non-humans into networks, this study aims to grasp how agency by non-humans and humans takes place, as well as agency through their association, in change procedures having a non-technological focus. To do this, a longitudinal qualitative case study design was adopted, conducted from April 2011 to July 2012, at Company X, a provider of public services in the State of Sao Paulo, Brazil, where the implementation of a Shared Services Center (SSC) was in progress. For data construction, participatory observation, focus group, inter views, documents, and audiovisual materials were used, aiming at multivocality. Given the controversies’ cartography, supported by dynamic network softwares, charts, and mental maps, the SSC implementation is described, on three scales, with various ranges, covering seventeen years of Company X. Controversies were mapped by themes, arguments, actants, and the positions they have taken, highlighting the agency of non-humans serving as mediators. Out of the forty most significant controversies, only 13 turned into black boxes, leading the SSC to be non-punctualized in the end of the research. The main contributions of the study are related to discussing control in change procedures, usually regarded by companies as planned episodic changes, as well as to the methodology for approaching the attempt to organize the ongoing change process that constitutes organizations.In flow ontology, reality is change, while formal organizations are attempts to organize this flow, by working to stabilize controversies from the viewpoint of the Actor-Network Theory (ANT). Considering this approach, where social is a collectivity of humans and non-humans into networks, this study aims to grasp how agency by non-humans and humans takes place, as well as agency through their association, in change procedures having a non-technological focus. To do this, a longitudinal qualitative case study design was adopted, conducted from April 2011 to July 2012, at Company X, a provider of public services in the State of São Paulo, Brazil, where the implementation of a Shared Services Center (SSC) was in progress. For data construction, participatory observation, focus group, interviews, documents, and audiovisual materials were used, aiming at multivocality. Given the controversies’ cartography, supported by dynamic network softwares, charts, and mental maps, the SSC implementation is described, on three scales, with various ranges, covering seventeen years of Company X. Controversies were mapped by themes, arguments, actants, and the positions they have taken, highlighting the agency of non-humans serving as mediators. Out of the forty most significant controversies, only 13 turned into black boxes, leading the SSC to be non-punctualized in the end of the research. The main contributions of the study are related to discussing control in change procedures, usually regarded by companies as planned episodic changes, as well as to the methodology for approaching the attempt to organize the ongoing change process that constitutes organizations.

Change and Actor-Network Theory: Humans and Non-Humans in Controversies for Implementing a Shared Services Center

In flow ontology, reality is change, while formal organizations are attempts to organize this flow, by working to stabilize controversies from the viewpoint of the Actor-Network Theory (ANT). Considering this approach, where social is a collectivity of humans and non-humans into networks, this study aims to grasp how agency by non-humans and humans takes place, as well as agency through their association, in change procedures having a non-technological focus. To do this, a longitudinal qualitative case study design was adopted, conducted from April 2011 to July 2012, at Company X, a provider of public services in the State of Sao Paulo, Brazil, where the implementation of a Shared Services Center (SSC) was in progress. For data construction, participatory observation, focus group, inter views, documents, and audiovisual materials were used, aiming at multivocality. Given the controversies’ cartography, supported by dynamic network softwares, charts, and mental maps, the SSC implementation is described, on three scales, with various ranges, covering seventeen years of Company X. Controversies were mapped by themes, arguments, actants, and the positions they have taken, highlighting the agency of non-humans serving as mediators. Out of the forty most significant controversies, only 13 turned into black boxes, leading the SSC to be non-punctualized in the end of the research. The main contributions of the study are related to discussing control in change procedures, usually regarded by companies as planned episodic changes, as well as to the methodology for approaching the attempt to organize the ongoing change process that constitutes organizations.In flow ontology, reality is change, while formal organizations are attempts to organize this flow, by working to stabilize controversies from the viewpoint of the Actor-Network Theory (ANT). Considering this approach, where social is a collectivity of humans and non-humans into networks, this study aims to grasp how agency by non-humans and humans takes place, as well as agency through their association, in change procedures having a non-technological focus. To do this, a longitudinal qualitative case study design was adopted, conducted from April 2011 to July 2012, at Company X, a provider of public services in the State of São Paulo, Brazil, where the implementation of a Shared Services Center (SSC) was in progress. For data construction, participatory observation, focus group, interviews, documents, and audiovisual materials were used, aiming at multivocality. Given the controversies’ cartography, supported by dynamic network softwares, charts, and mental maps, the SSC implementation is described, on three scales, with various ranges, covering seventeen years of Company X. Controversies were mapped by themes, arguments, actants, and the positions they have taken, highlighting the agency of non-humans serving as mediators. Out of the forty most significant controversies, only 13 turned into black boxes, leading the SSC to be non-punctualized in the end of the research. The main contributions of the study are related to discussing control in change procedures, usually regarded by companies as planned episodic changes, as well as to the methodology for approaching the attempt to organize the ongoing change process that constitutes organizations.