Liderança e desempenho no trabalho: relações com autonomia, motivação intrínseca e engajamento
DOI:
https://doi.org/10.5902/1983465990595Palavras-chave:
Liderança engajadora, Motivação, Engajamento no trabalho, DesempenhoResumo
Objetivo: Este estudo investigou a relação entre a liderança engajadora e o desempenho no trabalho por meio de um modelo de mediação e moderação, que incluiu o engajamento como mediador e a motivação intrínseca e a autonomia como moderadores.
Desenho/Método: Os participantes preencheram as escalas de Liderança Engajadora, Engajamento, Autonomia, Motivação Intrínseca e Desempenho no Trabalho. A amostra consistiu predominantemente de mulheres (53,6%), indivíduos com diploma universitário (64%), funcionários do setor privado (61,6%), com idade média de 36,7 anos (DP = 10,7).
Descobertas: O engajamento mediou a relação entre a liderança engajadora e o desempenho, enquanto a autonomia moderou a relação entre o engajamento e o desempenho no trabalho.
Originalidade: Os resultados sugerem que o engajamento precede as melhorias no desempenho no trabalho e que os trabalhadores com altos níveis de autonomia dependem menos do engajamento para alcançar altos níveis de desempenho. Do ponto de vista prático, este estudo destaca a importância de os líderes promoverem um ambiente organizacional saudável, com base em práticas que incentivem o diálogo aberto, o apoio mútuo e o estímulo contínuo entre líderes e seus colaboradores. Essa abordagem reflete um estilo de liderança contemporâneo e inovador, que enfatiza a satisfação das necessidades psicológicas básicas dos trabalhadores como um elemento central para atingir as metas organizacionais de forma eficaz e sustentável.
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