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Publication
O Impacto da Liderança Autêntica na Intenção de Turnover, Organizational Pride e Performance
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| 1.44 MB | Adobe PDF |
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Abstract(s)
O contexto empresarial contemporâneo tem sido caracterizado por transformações
constantes e de elevada intensidade, que exigem das organizações uma reconfiguração
contínua dos seus processos e estruturas, com os potenciais impactos nos modelos de
liderança. A Liderança Autêntica tem surgido como resposta à crescente exigência de
transparência e confiança nas organizações. Assim, os líderes enfrentam o desafio de
restaurar a credibilidade não apenas perante a sociedade em geral, mas sobretudo junto dos
seus colaboradores, reforçando relações baseadas em integridade, ética e responsabilidade.
O principal objetivo deste estudo empírico é o de investigar a influência da Liderança
Autêntica junto da Intenção de Turnover, Organizational Pride e Performance. A amostra
foi recolhida através do método de dupla fonte e foi conseguida uma amostra de 115 díades
líder-liderado de uma organização do setor cerâmico em Leiria, que responderam
voluntariamente a um questionário disponibilizado para esse efeito.
Os resultados sugerem que a Liderança Autêntica tem impacto no Organizational Pride, nos
Comportamentos de Trabalho Contraprodutivos e na Intenção de Turnover. Sugerem
também que o Organizational Pride medeia a relação entre Liderança Autêntica e Intenção
de Turnover, Liderança Autêntica e Performance de trabalho e Liderança Autêntica e
Performance contextual.
O presente estudo sugere que as práticas de Liderança Autêntica devem ser tidas em conta
pelas organizações e gestores para que reduza a Intenção de Turnover, aumente o
Organizational Pride e a Performance.
The contemporary business environment has been characterised by constant and intense change, requiring organizations to continuously reconfigure their processes and structures, with potential impacts on leadership models. Authentic Leadership has emerged as a response to the growing demand for transparency and trust in organizations. Thus, leaders face the challenge of restoring credibility not only with society in general, but above all with their employees, strengthening relationships based on integrity, ethics and responsibility. The main objective of this empirical study is to investigate the influence of Authentic Leadership on Turnover Intention, Organizational Pride and Performance. The sample was collected using the double source method and consisted of 115 leader-follower dyads from an organization in the ceramics sector in Leiria, who voluntarily responded to a questionnaire provided for this purpose. The results suggest that Authentic Leadership has an impact on Organizational Pride, Counterproductive Work Behaviours and Turnover Intention. They also suggest that Organizational Pride mediates the relationship between Authentic Leadership and Turnover Intention, Authentic Leadership and Work Performance, and Authentic Leadership and Contextual Performance. This study suggests that Authentic Leadership practices should be taken into account by organizations and managers to reduce turnover intention and increase organizational pride and performance.
The contemporary business environment has been characterised by constant and intense change, requiring organizations to continuously reconfigure their processes and structures, with potential impacts on leadership models. Authentic Leadership has emerged as a response to the growing demand for transparency and trust in organizations. Thus, leaders face the challenge of restoring credibility not only with society in general, but above all with their employees, strengthening relationships based on integrity, ethics and responsibility. The main objective of this empirical study is to investigate the influence of Authentic Leadership on Turnover Intention, Organizational Pride and Performance. The sample was collected using the double source method and consisted of 115 leader-follower dyads from an organization in the ceramics sector in Leiria, who voluntarily responded to a questionnaire provided for this purpose. The results suggest that Authentic Leadership has an impact on Organizational Pride, Counterproductive Work Behaviours and Turnover Intention. They also suggest that Organizational Pride mediates the relationship between Authentic Leadership and Turnover Intention, Authentic Leadership and Work Performance, and Authentic Leadership and Contextual Performance. This study suggests that Authentic Leadership practices should be taken into account by organizations and managers to reduce turnover intention and increase organizational pride and performance.
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Keywords
Liderança autêntica Intenção de turnover Organizational pride Performance