This report presents the steps for the construction of an instrument to asses practical intelligence -tacit knowledge- based on Sternberg´s theory (Sternberg et al., 2000). The process had different stages and different instruments were used. The first step was the detection of critical incidents starting from in depth-interviews to 25 cadets who were in a military training. The second consisted on the administration of the first version of the instrument (CTLM) to 150 freshman military officers. This version was designed taking into account the critical incidents identified in step one. In the third step 10 military officers (experts in military training) gathered in a focus group, assessed the quality of the tacit knowledge items. In the last stage, key answers were designed for optimal incident resolution, taking into account officers’ criteria and cadets’ answers to pilot version of the instrument. / En este estudio se presentan los pasos para la construcción de un instrumento para evaluar la inteligencia práctica –conocimiento tácito- basado en la teoría de R. Sternberg (Sternberg et al., 2000). Para ello se trabajó en diferentes etapas y con distintos instrumentos.La primera fue la detección de incidentes críticos a partir de entrevistas semidirigidas a 25 cadetes que realizan un programa de entrenamiento combinado académico/militar. La segunda consistió en la aplicación del instrumento piloto (CTLM) a 150 oficiales militares, egresados recientes, construido a partir de los incidentes críticos detectados. La tercera consistió en la evaluación de la calidad de los ítems mediante la técnica de focus group por parte de 10 oficiales instructores -expertos a cargo de la formación de cadetes. En la cuarta fase se diseñaron los tipos de respuestas esperadas para la resolución del incidente, según el criterio de los oficiales instructores y las respuestas específicas de los cadetes a la versión piloto del instrumento CTLM.

Submitted by Joel de Lima Pereira Castro Junior (joelpcastro@uol.com.br) on 2016-08-19T23:17:34Z No. of bitstreams: 1 Wagner Salles.pdf: 1531780 bytes, checksum: af8b37c4eb0cc5acb24b7a4f2a9f3b68 (MD5) / Approved for entry into archive by Biblioteca de Administração e Ciências Contábeis (bac@ndc.uff.br) on 2016-08-30T14:35:41Z (GMT) No. of bitstreams: 1 Wagner Salles.pdf: 1531780 bytes, checksum: af8b37c4eb0cc5acb24b7a4f2a9f3b68 (MD5) / Made available in DSpace on 2016-08-30T14:35:41Z (GMT). No. of bitstreams: 1 Wagner Salles.pdf: 1531780 bytes, checksum: af8b37c4eb0cc5acb24b7a4f2a9f3b68 (MD5) / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Faculdade de Educação Tecnológica do Estado do Rio de Janeiro. Rio de Janeiro, RJ / Na função gerencial, no aspecto interpessoal, encontra-se a liderança, cujos estudos geralmente propõem a construção de um perfil fixo ao gestor. Tais características tendem a posições radicais que podem ser categorizadas em quatro paradigmas: (1) quanto a uma habilidade apreendida, (2) a ações calculadas, (3) ao conjunto de qualidades ou (4) à formação da psiquê. Considerando estes estudos como prescritivos e levando em conta o contexto dinâmico da organização do trabalho gerencial, surge uma inquietação sobre como se desenvolvem as competências em liderança em meio às lacunas entre a prescrição e a realidade do trabalho gerencial. Assumindo a perspectiva da Psicodinâmica do Trabalho, o enfrentamento do real gera um esforço para superar os obstáculos e encontrar soluções. Portanto, a inteligência prática está relacionada com o desenvolvimento das competências em liderança na função gerencial? Assim, supõe-se que a formação das competências em liderança na função gerencial estaria sujeita às astúcias do gestor em encontrar soluções práticas para atender à mobilização de pessoas no trabalho real. A estas astúcias evoca-se o termo grego métis para orientar o sentido aplicado. É, então, através dessa astúcia, dessa inteligência prática, que o indivíduo pode eventualmente ensinar como inventa, inova, cria e gerencia a parte real do trabalho. Partindo de um objetivo geral e de uma suposição que vão ao encontro de analisar o desenvolvimento das competências em liderança na função gerencial através da inteligência prática do gestor, esta pesquisa contou com uma metodologia essencialmente qualitativa e exploratória aplicando, por meio de entrevistas presenciais com gestores, o Método de Explicitação do Discurso Subjacente. Os resultados apresentaram grupos de análise nos quais foi possível compreender como se dá o espaço da inteligência prática quanto ao uso da métis, experiência singular e reconhecimento. Como categorias de análise, o campo apresentou duas competências em liderança que emergiram a partir da inteligência prática: o ouvir e a construção coletiva. As categorias indicaram que estas competências em liderança foram desenvolvidas a partir do desempenho dos gestores, nos contextos explorados, mediante o uso da inteligência prática no exercício da função gerencial. / At the managerial function, the interpersonal aspect is leadership, whose studies generally propose building a profile attached to the manager. These characteristics tend to radical positions that can be categorized into four paradigms: (1) as a skill learned, (2) the calculated, (3) the set of qualities or (4) the formation of the psyche actions. Whereas these studies as prescriptive and taking into account the dynamic context of the organization of managerial work, an uneasiness about how to develop leadership skills among the gaps between prescription and reality of managerial work arises. Assuming the perspective of the psychodynamics of work, facing the real generates an effort to overcome obstacles and find solutions. Therefore, practical intelligence is related to the development of leadership competences in the managerial role? Thus, it is assumed that the formation of leadership competences in management functions would be subject to the wiles of the manager in finding practices to meet the mobilization of people in the real working solutions. To these gimmicks conjures up the Greek term Métis applied to guide the way. It is, then, through this ruse, this practical intelligence, the individual may eventually teach how invents, innovates, creates and manages the real part of the job. Starting from a general goal and an assumption that meet to analyze the development of leadership competences in the management function through the practical intelligence officer, this research was essentially qualitative and exploratory methodology applying through face to face interviews with managers, Method Explanation of the Underlying Discourse. The results presented focus groups in which it was possible to understand how is the space of practical intelligence regarding the use of Métis, unique experience and recognition. As categories of analysis, the field produced two competences in leadership that emerged from practical intelligence: listening and collective construction. The categories indicated that these leadership competences were developed from the performance of managers in contexts explored through the use of practical intelligence in the exercise of the managerial function.

Numerous factors are likely to influence response patterns to situational judgment tests, including agreeableness, leadership style, impression management, and job and organizational experience. This research presents background information and research on situational judgment tests and several constructs hypothesized to influence situational judgment test responses. A situational judgment test and manipulations to influence response patterns were developed and piloted with a small sample of management professionals and undergraduate students. Larger samples of management professionals and undergraduate students participated in the experimental research. Participants were asked to imagine that they are applying for a job. Each participant was presented with background information about a fictitious company, describing a company as either highly Participative/Supportive or highly Directive/Achieving in its leadership culture. A third description provided no information about leadership culture to serve as a control. Participants responded to a situational judgment test consisting of some commercially developed items and some new items. Then participants responded to an inventory comprised of items that measure the factors hypothesized to influence response patterns, specifically Agreeableness and Experience. Significant differences in response patterns were determined to be attributable to the Agreeableness and Experience variables, and the Leadership Culture manipulations, as well as the interaction between Experience and the Leadership Culture manipulations. No significant differences were clearly attributable to the Agreeableness by Leadership Culture interaction. The ramifications of these findings are discussed and recommendations for future research are presented.

領導者之決策對於組織的影響甚大，不僅決定企業的獲利，更可能影響組織的存亡。在現今快速變遷的環境中，領導者經常面臨在時間壓力下需快速做出正確的決策，因此本研究著重於探討領導者才能對於領導者決策品質，以及團隊競爭力與績效之影響。具體而言，本研究從Sternberg所提出的WICS模式為出發點，探討「領導者智慧」、「領導者實用智力」、「領導者分析智力」及「領導者創新能力」對於「領導者決策品質」、「團隊競爭力與績效」之影響，並建構「領導者才能之競爭力模式」。至於領導者才能之競爭力模式，不僅可以做為後續相關研究之重要參考，亦可協助企業與領導者檢視其領導效能，進而做為改善競爭力與績效之重要依據。 本研究之問卷經嚴謹之程序編製，首先進行專家會議、信效度及因素分析之檢驗，之後再進行研究變項間之探討。研究樣本採立意取樣方式，以團隊為單位，每個團隊收集團隊領導者及其五位直屬部屬之調查問卷。本研究總計回收40位領導者與200位部屬之有效樣本，統計分析結果顯示，本研究所有量表皆具有良好之內部一致性信度（.754~.972）與效標關聯效度（.280~.820）。 此外，本研究根據結構方程模式驗證本研究之假設，綜合結果顯示：1. 領導者智慧、實用智力、分析智力及創新能力對於領導者決策品質具有顯著且正向之影響；2. 領導者決策品質對於團隊競爭力具有顯著且正向之影響；3. 團隊競爭力對於團隊績效具有顯著且正向之影響；4. 「領導者才能之競爭力模式」獲得實證支持。最後，研究者根據本研究結果，提出對未來學術研究與實務應用具體之建議。 / Leaders’ decisions have a great impact on organizations; they influence not only the revenue but also the survival of organizations. In this fast-changing environment, leaders always need to make fast and correct decisions under time pressure. Therefore, the focus of this study is the effect of leaders’ skills on the quality of leaders’ decisions so as to improve the competitiveness and performance of teams or organizations. The present study starts from WICS model which developed by Sternberg to examine the effect of leaders’ wisdom, practical intelligence, analytic intelligence, and creativity on the quality of leaders’ decisions, team competitiveness and performance, and to construct the competitiveness model of leaders’ skills. The development of competitiveness model of leaders’ skills could not only be used by following related studies, but also assist organizations and leaders to review leadership efficacy in order to improve the competitiveness and performance. The present study constructed the questionnaire through an expert committee, tests of reliability, validity, and factor analysis. The samples of team unit were collected using purposive sampling, and each unit included one leader and five immediate subordinates. A total of forty valid sample units which had forty leaders and two hundred immediate subordinates were collected. Through the statistical analysis, it shows the internal consistency reliability (.752-.972) and criterion-related validity (.280-.820) of all scales (leaders’ self-rating and subordinates’ other-rating) were excellent. Furthermore, according to the result of hypothesis testing and Structural Equation Modeling analysis, it shows: 1. Leaders’ wisdom, empirical intelligence, analytic intelligence, and creativity have a significant and positive influence on the quality of leaders’ decisions; 2. The quality of leaders’ decisions has a significant and positive influence on team competitiveness; 3. Team competitiveness has a significant and positive influence on team performance; 4. The constructed competitiveness model of leaders’ skills was supported. Finally, suggestions were proposed for further academic studies and practical application based on the result of the present study.

本研究係以Sternberg的WICS領導模式出發，探討當領導者具備智慧、實用智力、分析智力、創造力，並將這些技能產生綜效時，是否能形塑組織文化，進而影響組織的顧客需求知覺、因應金融海嘯策略、與顧客滿意等方面的展現，而後對於組織競爭力與組織績效產生影響。此外，本研究亦嘗試發展一整合模式，以提供企業組織做為診斷與發展的重要參考。 本研究首先針對六位在職者進行訪談，以釐清研究架構與變項之內涵，並據以進行量表編製或引用相關量表，且以一般企業員工作為研究母群，採立意取樣方式進行樣本蒐集，總計蒐集到327份有效問卷。信效度及因素分析結果顯示，本研究量表擁有良好之內部一致信度(.90~.98)與效標關聯效度(.41~.74)。階層迴歸與結構方程模式驗證研究假設之結果顯示：1.領導技能對於組織文化、組織績效具有正向且顯著的影響、2.組織文化對於顧客需求知覺具有正向且顯著的影響、3.顧客需求知覺對於因應金融海嘯策略具有正向且顯著的影響、4.因應金融海嘯策略對於顧客滿意、組織競爭力具有正向且顯著的影響、5.顧客滿意對於組織競爭力具有正向且顯著的影響、6.組織競爭力對於組織績效具有正向且顯著的影響、7.標竿企業在上述變項皆顯著優於一般與虧損企業。最後，並將訪談結果來驗證研究之假設與架構。綜合而言，本研究採質化與量化兩者得兼之方式來進行研究架構與假設之驗證。 總而言之，本研究之具體貢獻為：理論整合與創新、實務應用與發展。除了整合「領導技能、競爭力、績效」之研究外，亦提出創新的顧客需求知覺之內涵，可幫助開啟後續相關研究，並以宏觀角度發展出「領導技能、顧客需求知覺、因應金融海嘯策略、顧客滿意」之整合模式，以提供企業組織變革與發展之依據。 / This study starts with Sternberg's WICS leadership model, investigating the effect of leaders' wisdom, practical intelligence, analytic intelligence, creativity, and synthesized on organizational culture, and perception of customer need, coping strategies of financial crisis, customer satisfaction, and ultimately, on organizational competitiveness, organizational performance. In addition, this study tries to construct a macro model, which assists organizations in diagnosing and developing. This study compiles related scales and use survey method to collect data. Moreover, it chooses employees in enterprises as research population and uses convenience sampling. The total number of effective sample is 327. All questionnaires were factor analysis examined, and confirmed to have highly reliability (.90~.98) and validity (.41~.74). The conclusion drawn from result of hierarchical regression analysis and structural equation modeling analysis indicates:1. leaders' skills have positive and significant effect on organizational culture and organizational performance; 2. organizational culture have positive and significant effect on perception of customer need; 3. perception of customer need have positive and significant effect on coping strategies of financial crisis; 4. coping strategies of financial crisis have positive and significant effect on customer satisfaction and organizational competitiveness; 5. customer satisfaction have positive and significant effect on organizational competitiveness; 6. organizational competitiveness have positive and significant effect on organizational performance; 7. above variables in benchmarking enterprises are significant better than normal and deficit enterprises. Furthermore, this study also applied interview with 6 professionals as a method to gather opinions on variables and confirm the model. Finally, the contribution of this study includes "integration and innovation of theories" and " practical applications". This study proposes the model of leadership, perception of customer need, coping strategies of financial crisis and customer satisfaction from macro view point. It not only initiates follow-up academic studies, but also provides an innovative model for enterprises to change and develop.