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Search Results: 1 - 10 of 61308 matches for " Antonio Virgílio Bittencourt;Souza "
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Gest o de pessoas e a constru o da inova o organizacional: uma análise do pensamento gerencial
Janice Janissek de Souza,Antonio Virgílio Bittencourt Bastos
Revista de Administra??o da UFSM , 2008,
Abstract: O trabalho tem como objetivo analisar como as concep es de gestores organizacionais sobre a gest o de pessoas podem ajudar a explicar desempenhos diferenciados em termos de inova o. Para atingir o objetivo proposto, selecionaram-se duas empresas do ramo da indústria química que possuem padr es diferenciados de inova o, ou seja, s o consideradas muito e pouco inovadoras. As informa es foram coletadas por meio de entrevista semi-estruturada, realizada com dez gestores das organiza es pesquisadas. Análise de conteúdo, com defini o de categorias e subcategorias que sistematizam os conteúdos evocados pelos participantes foi o procedimento utilizado para analisar os dados. Como resultado do estudo, encontrou-se que gestores inseridos no contexto mais inovador entendem que a inova o é alcan ada por meio de uma gest o de pessoas que estimule a diversidade entre as pessoas; identifique e desenvolva talentos inatos e que possua um perfil comportamental baseado na busca de desafios e da avers o à rotina. Por outro lado, os gestores de empresas consideradas menos inovadoras concebem a inova o a partir de uma prática de gest o de pessoas que consiga reter pessoas com um perfil apropriado, tais como: n o ter medo de errar, ser empreendedor, ser competente e possuir auto-estima.
é possível integrar, em um mesmo conceito, os vínculos afetivo e instrumental?: o olhar de gestores sobre o comprometimento com a organiza??o
Moscon, Daniela Bahia;Bastos, Antonio Virgílio Bittencourt;Souza, Janice Janissek de;
Organiza??es & Sociedade , 2012, DOI: 10.1590/S1984-92302012000200010
Abstract: the aim of this study is to understand the vision that managers have about worker commitment with the organization exploring the relevance of treating affective and instrumental dimensions in the same construct, as proposed meyer and allen (1991). a description was made of the elements that make up the schematic concept of employee commitment and the burden of affective and instrumental elements that constitute it. the schematic elements were identified by assigning a verbal label to two different profiles of committed worker, the spontaneous response to questioning about what commitment is and its main characteristics and the choice of features available in the literature on the issue of commitment. eight managers working for two companies in a medium to large metropolitan region of salvador-ba participated in the study (four from each organization). the data underwent content analysis and the results were reported with the use of cognitive mapping techniques. it was concluded that the managers surveyed associate the concept of affective commitment to their affective base and consider tinstrumental commitment as the antithesis of commitment. extra effort and additional contribution are considered important for the worker to be regarded as committed.
é Possível Integrar, em um mesmo Conceito, os Vínculos Afetivo e Instrumental? O olhar de gestores sobre o comprometimento com a organiza o
Daniela Bahia Moscon,Antonio Virgílio Bittencourt Bastos,Janice Janissek de Souza
Organiza??es & Sociedade , 2012,
Abstract: O objetivo do presente estudo é compreender qual a vis o que os gestores possuem do que é um trabalhador comprometido com a organiza o, explorando a pertinência de se tratar como integrantes do mesmo construto as dimens es afetiva e instrumental, conforme proposto por Meyer e Allen (1991). Para tanto, de niu-se caracterizar os elementos esquemáticos que comp em o conceito de trabalhador comprometido e explorar o peso dos elementos afetivos e instrumentais que integram este esquema. Os elementos esquemáticos foram identi cados por meio da atribui o de rótulo verbal a dois per s distintos de trabalhador comprometido; a resposta espontanea a questionamento acerca do que é comprometimento e suas principais características e escolha de características de comprometimento disponíveis na literatura sobre o tema. Duas empresas de médio/grande porte da regi o metropolitana de Salvador-BA participaram do estudo por meio de oito gestores (quatro de cada organiza o). Os dados foram tratados por meio da análise de conteúdo e os resultados apresentados com o uso de técnicas de mapeamento cognitivo. Concluiu-se que os gestores pesquisados relacionam o conceito de comprometimento à sua base afetiva e consideram o comprometimento instrumental como sendo a antítese do comprometimento. Consideram que esfor o-extra e contribui o adicional s o importantes para que um trabalhador possa ser considerado como comprometido. ----- Is it Possible to Integrate Affective and Instrumental Ties into the same Concept? Managers’ perspective on commitment to the organization ----- ABSTRACT ----- The aim of this study is to understand the vision that managers have about worker commitment with the organization exploring the relevance of treating affective and instrumental dimensions in the same construct, as proposed Meyer and Allen (1991). A description was made of the elements that make up the schematic concept of employee commitment and the burden of affective and instrumental elements that constitute it. The schematic elements were identi ed by assigning a verbal label to two different pro les of committed worker, the spontaneous response to questioning about what commitment is and its main characteristics and the choice of features available in the literature on the issue of commitment. Eight managers working for two companies in a medium to large metropolitan region of Salvador-BA participated in the study (four from each organization). The data underwent content analysis and the results were reported with the use of cognitive mapping techniques. It was concluded that the manager
Mapas cognitivos e a pesquisa organizacional: explorando aspectos metodológicos
Bastos, Antonio Virgílio Bittencourt;
Estudos de Psicologia (Natal) , 2002, DOI: 10.1590/S1413-294X2002000300008
Abstract: the intersection between cognitive sciences and organizational studies has created a new field of research called organizational cognition. research in this field is based on a view of organizational processes as the result of social constructions - the exchange and articulation of ideas among those involved in the organization. thus, a great emphasis is given to the role of the actor's cognitions, which mediate important organizational processes and products. cognitive maps have been increasingly used in this domain as tools to represent the cognitive structures and processes that help to understand the decisions and actions that define an organization. the present text first identifies the research objectives that justify the use of cognitive maps, then characterizes these tools based on the methodological issues that differentiate among various approaches. the third and final topic addressed involves a discussion of the limits and potentialities of cognitive maps as research tools in the study of organizational processes.
Comprometimento organizacional atitudinal: um estudo empírico sobre a dimensionalidade do construto
Menezes, Igor Gomes;Bastos, Antonio Virgílio Bittencourt;
Estudos de Psicologia (Campinas) , 2011, DOI: 10.1590/S0103-166X2011000400007
Abstract: the lack of precision surrounding the dimensionality of organizational commitment helps to make it a complex and multifaceted construct. in order to identify the best factor structure for organizational commitment, this study tested the interrelationship between two attitudinal measures (affective and instrumental) and also the relationship of these variables with a measurement of behavioral intentions. we selected 1,869 workers from the northern, northeastern and southern regions of brazil. the results of the regression analysis and both the exploratory and confirmatory factor analysis showed the bidimensionality of the instrumental dimension (lack of alternatives and high sacrifices); on the other hand, they demonstrated that this dimension is not part of the factor structure of attitudinal organizational commitment, which in turn is a one dimensional construct, comprising only the affective dimension.
Desafios da pós-gradua??o em Psicologia no Brasil
Tourinho, Emmanuel Zagury;Bastos, Antonio Virgílio Bittencourt;
Psicologia: Reflex?o e Crítica , 2010, DOI: 10.1590/S0102-79722010000400005
Abstract: the regulation of graduate programs in brazil is less than five decades old. along this period, the system has been successful concerning its results, even though some of its essential features remain unfinished. in the field of psychology, the system comprises 64 programs and 42 of them offer doctoral degrees. in order to efficiently cope the demands of the brazilian graduate system, the psychology area will need to face challenges, some of which we highlight in this paper. they are: (a) the enlargement of geographical and thematic scope in order to overcome regional asymmetries and thematic gaps in psychological research; (b) the improvement of the evaluation system in order to comprise the diverse strategies in instructing new researchers and the knowledge production in every subarea of psychology; (c) the necessity of a link among different areas of graduate programs in psychology since the basis for knowledge production in this field may have additional demands related to the development of intervention technologies; and (d) the elaboration of policies which may qualify the system, improving the research networks, providing international exchange for the groups, promoting scientific publications, and extensive methodological learning, for instance. the diagnosis of these and other challenges, in their multiple dimensions, may lead to a more efficient use of the potentials of brazilian research groups, towards the development of knowledge production and training new researchers.
Vínculos com a carreira e produ??o acadêmica: comparando docentes de IES públicas e privadas
Rowe, Diva Ester Okazaki;Bastos, Antonio Virgílio Bittencourt;
Revista de Administra??o Contemporanea , 2010, DOI: 10.1590/S1415-65552010000700003
Abstract: research into the relationship between work and career involves two constructs - commitment and entrenchment, whose influence on performance have yet to be fully understood. the main goal of this study is to analyze the influences of the dimensions of links with the academic career of teaching in the contexts of public and private higher education in brazil. this research is extensive in nature and cross-sectional. for data collection, a questionnaire which had previously been validated for the brazilian context was applied containing a set of scales to measure career commitment and entrenchment. the links with the careers were measured by the scales proposed and validated by carson and bedeian (1994) and carson, carson and bedeian (1995), while the performance of teachers includes points taken from their curriculum vitae of the lattes database, in accordance with the practice used by oliveira (1998). we surveyed 635 teachers, whose data were submitted to descriptive analysis, factor analysis and structural equation modeling. the best fit model reveals that the more time and money teachers invest in their careers, the greater their academic performance will be. we also found differences in the influences of the two links to career in academic performance between private and public higher education establishments.
An Examination of Human Resource Management Practices’ Influence on Organizational Commitment and Entrenchment
Alba Couto Falc?o Scheible,Antonio Virgílio Bittencourt Bastos
BAR. Brazilian Administration Review , 2013,
Abstract: This study sought to understand how the employee perceptions of human resource management practices influence both organizational affective commitment and entrenchment. It represents advancement towardsdiscriminant validity of such linkages that develop between individuals and the organizations they work for. A survey of 307 participants was conducted in an Information Technology company in Brazil. It was found that affective commitment has a strong and positive relationship with perceptions of HRM practices, while entrenchment is also related, but in a very weak fashion. Training and development practices showed better fit with the expected results of such practices in the organization studied, strongly affecting commitment, but not enhancing entrenchment. Even if not generalizable, these results strengthen the research stream that defends that commitment and entrenchment are separate constructs.
Documents and Debates: Replica 1 - Suicídio e Trabalho: Problemas Conceituais e Metodológicos que Cercam a Investiga o dessa Rela o
Antonio Virgílio Bittencourt Bastos,S?nia Maria Guedes Gondim
Revista de Administra??o Contemporanea , 2010,
Abstract:
Múltiplos comprometimentos no trabalho: um estudo entre trabalhadores de organiza es agrícolas do polo de fruticultura irrigada de Juazeiro/Petrolina
Fabíola Marinho Costa,Antonio Virgílio Bittencourt Bastos
Revista de Administra??o da UFSM , 2009,
Abstract: Os estudos de comprometimento, dentro de uma perspectiva multidimensional, investigam como os indivíduos articulam seus diversos focos de compromisso e os diferentes processos psicológicos que embasam seus vínculos. Apoiado nesta perspectiva, o presente estudo toma como campo de análise organiza es agroindustriais do polo Juazeiro/Petrolina, pelo que estas representam de inova o tecnológica e organizacional no contexto agrário nordestino, e descreve os níveis de comprometimento dos trabalhadores com o trabalho, com a organiza o empregadora e a natureza afetiva e instrumental desse vínculo com a organiza o. Trata-se de um estudo extensivo de corte transversal, em 32 organiza es, envolvendo uma amostra de 919 trabalhadores. Os dados foram coletados por meio de entrevistas estruturadas, compostas por escalas Likert de sete pontos, realizando-se, posteriormente, análises descritivas e análises de variancia com o auxílio do programa SPSS. Foram encontrados elevados níveis de comprometimento entre os dois focos (6,42 – trabalho e 5,83 – organiza o) e as duas bases (5,30 – afetiva e 5,22 – instrumental) estudadas. Tais achados devem ser interpretados à luz das rela es de trabalho, dos padr es culturais que embasam a rela o dos indivíduos com seu trabalho e seus empregadores e do contexto socioecon mico da regi o.
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