Search results
1 – 3 of 3Lisete Barlach and Guilherme Ary Plonski
This paper aims to investigate the decision-making on new ventures of eight directors or managers of Brazilian accelerators, aiming to understand if the Einstellung effect  
Abstract
Purpose
This paper aims to investigate the decision-making on new ventures of eight directors or managers of Brazilian accelerators, aiming to understand if the Einstellung effect – mental rigidity – operates during the judgment of new ventures to accelerate.
Design/methodology/approach
Through a quasi-experiment design, the study was conducted with directors or managers of Brazilian accelerators, who were separately interviewed and responded to a psychological test, previously consented, as well as to a simulated decision-making questionnaire.
Findings
The selection process, with the criteria for decision-making, functions as a “template†for the recognition of potentially successful companies and is, indeed, subject to various cognitive biases, among which, the Einstellung effect, characteristic of mental rigidity.
Research limitations/implications
The main contribution of the present study is to identify the cognitive mechanisms, which can negatively affect the evaluation of innovative projects and propose ways that can counteract or mitigate them.
Originality/value
The psychological approach to decision-making, usually studied in chess game context or problem-solving, was applied to a relatively unexplored field that is startups to accelerate. Its originality remains at the interdisciplinary approach, combining knowledge from psychology, decision-making and entrepreneurship.
Details
Keywords
Nuno Rebelo Dos Santos, Lisete Mónico, Leonor Pais, Marylène Gagné, Jacques Forest, Patrícia Martins Fagundes Cabral and Tânia Ferraro
The purpose of this study is to present validation evidence of a Portuguese version of the Multidimensional Work Motivation Scale, an instrument within the framework of the…
Abstract
Purpose
The purpose of this study is to present validation evidence of a Portuguese version of the Multidimensional Work Motivation Scale, an instrument within the framework of the Self-Determination Theory, suitable for both Brazil and Portugal.
Design/methodology/approach
The current study demonstrates the suitability of this version in both Portugal (N = 999) and Brazil (N = 720). The authors applied confirmatory factor analyses (CFA) and tested the invariance between samples.
Findings
Results from CFA found the same structural dimensions as in the original study, invariant across both samples. Convergent and discriminant validity were shown through correlations between motivation subscales with affective commitment and emotional exhaustion.
Originality/value
Overall, the data provided strong evidence for the reliability and validity of the Portuguese version of the scale and reinforces the instrument as a cross-culturally valid measure of work motivation.
Objetivo
O objetivo deste estudo é apresentar evidências de validação de uma versão portuguesa da Escala Multidimensional de Motivação para o Trabalho, um instrumento enquadrado na Teoria da Autodeterminação, apropriado para utilização no Brasil e em Portugal.
Desenho/Metodologia/abordagem
O presente estudo demonstra a adequação desta versão da escala tanto em Portugal (N = 999), quanto no Brasil (N = 720). Realizámos Análise Fatorial Confirmatória e testámos a invariância da medida entre as amostras.
Resultados
Os resultados da Análise Fatorial Confirmatória mostram a mesma estrutura fatorial encontrada no estudo original, assim como invariância entre as presentes amostras. As validades convergente e discriminante foram evidenciadas pelas correlações com as escalas de comprometimento organizacional afetivo e exaustão emocional.
Originalidade/valor
Em geral, os dados mostraram forte evidência de confiabilidade e validade da versão da escala para português e reforça a validade intercultural desta medida de motivação para o trabalho
Palavras-chave
motivação para o trabalho, Escala multidimensional de motivação para o trabalho, Teoria da autodeterminação.
Tipo de artigo
Artigo de pesquisa
Propósito
El objetivo de este estudio es presentar evidencia de validación de una versión portuguesa de la Escala Multidimensional de Motivación Laboral, un instrumento en el marco de la TeorÃa de la Autodeterminación, adecuado tanto para Portugal como para Brasil.
Diseño/Metodología/Enfoque
El presente estudio demuestra la adecuación de esta versión de la escala tanto en Portugal (N = 999) como en Brasil (N = 720). Realizamos un análisis factorial confirmatoria y probamos la invariancia de medición entre muestras.
Hallazgos
Los resultados del análisis factorial confirmatorio muestran la misma estructura factorial encontrada previamente en el estudio original, asà como la invariancia entre las medidas. La validez convergente y discriminante se mostró mediante correlaciones con las escalas de compromiso organizacional afectivo y de agotamiento emocional.
Originalidad/valor
En general, los datos mostraron una fuerte evidencia de confiabilidad y validez de la versión en portugues de la escala y refuerza la validez intercultural de la medida de motivación laboral.
Palabras clave
motivación laboral, Escala multidimensional de motivación labora, TeorÃa de la autodeterminación
Tipo de artículo
ArtÃculo de investigación
Details
Keywords
Elisa Figueiredo, Leonor Pais, Samuel Monteiro and Lisete Mónico
The purpose of this paper is to explain and empirically test the dependence of organizational processes related to knowledge on the nature of assumptions operating in processes of…
Abstract
Purpose
The purpose of this paper is to explain and empirically test the dependence of organizational processes related to knowledge on the nature of assumptions operating in processes of human resource management (HRM) in organizations. It concentrates on practices related to training, career development and retention.
Design/methodology/approach
This empirical study as a quantitative nature and the sample is made up of 5,306 collaborators in 634 organizations belonging to an economic group in the banking sub-sector. Data were collected through two questionnaires: human resource management practices questionnaire and knowledge management questionnaire – short form. The model was tested by applying univariate and multivariate multiple regression analyses.
Findings
Findings provide support for the proposed model and show the predictive capacity of the HRM practices regarding knowledge management (KM) processes, revealing a strong direct relationship between the two constructs. It stands out that the people management practices adopted from an organic and valued perspective possess a particular and distinctive capacity to predict and impact positively on KM processes.
Practical implications
The findings may be used by human resources and KM practitioners interested in the development of organizational knowledge through human resource practices.
Originality/value
The main contribution of this study is to confirm the close relationship of dependency between organizational management processes regarding people and knowledge, showing the positive effect of best practices of HRM on KM processes, as opposed to traditional or transactional practices.
Details