nÃo hà / This thesis presents a study on individual values, averages leadership and self-reported performance, promoting interest, raising questions and discussions on organizational behavior of the field with respect to these constructs. The main objective It was to identify the value priorities of the middle leaders and relate them to the professional performance, and the methodological procedure to carry out an exploratory-descriptive study, through the application of a survey, which was scaled using questionnaires: SVS individual values and self-reported performance, both on the Likert scale and deductive logic. The survey was conducted with all individuals who hold positions of medium leaders in a state of Cearà the food industry. Data were collected electronically and analyzed by SPSS software descriptive and statistical factor. The results of value priorities pointed to the motivacionaisBenevolÃncia types associated with compliance, and for those with better self-reported performance combination took different: Grace associated with self-determination. The overall objective was reached because the value priorities of average leaders were identified and related to job performance, checking what motivational types are on top of those with better autoreportado performance. We conclude, therefore, that this trabalhopode contribute with regard to organizational behavior, especially with regard to business management, in addition to emphasizing the importance of the middle leaders in the context of organizational leadership, compreensÃodos its values, its performance and, consequently, motivations / A presente dissertaÃÃo apresenta um estudo sobre valores individuais, mÃdias lideranÃas e desempenho auto-reportado, promovendo interesse, levantando questÃes e discussÃes no campo do comportamento organizacional com relaÃÃo a estes construtos. O objetivo principal deste trabalho foi identificar as prioridades axiolÃgicas das mÃdias lideranÃas e relacionÃ-las ao desempenho profissional, tendo como procedimento metodolÃgico a realizaÃÃo de um estudo exploratÃrio-descritivo, por meio da aplicaÃÃo de uma survey, a qual foi dimensionada utilizando-se os questionÃrios: SVS de valores individuais e desempenho auto-reportado, ambos em escala likert e com lÃgica dedutiva. A pesquisa foi realizada com todos os indivÃduos que ocupam cargos de mÃdias lideranÃas em uma indÃstria de alimentos do estado do CearÃ. Os dados foram coletados por meio eletrÃnico e analisados pelo software SPSS com estatÃstica descritiva e fatorial. Os resultados das prioridades axiolÃgicas apontaram para os tipos motivacionaisBenevolÃncia associado com Conformidade, e para aqueles com melhor desempenho auto-reportado a combinaÃÃo se deu diferente: BenevolÃncia associado com AutodeterminaÃÃo. O objetivo geral do trabalho foi atingido porque as prioridades axiolÃgicas das mÃdias lideranÃas foram identificadas e relacionadas ao desempenho profissional, verificando quais os tipos motivacionais estÃo no topo de quem tem melhor desempenho autoreportado. Conclui-se,portanto, que este trabalhopode contribuir no tocante ao comportamento organizacional, em especial no que tange à gestÃo empresarial, alÃm de ressaltar a importÃncia das mÃdias lideranÃas no contexto da lideranÃa organizacional, da compreensÃodos seus valores, sua performance e, conseqÃentemente, motivaÃÃes.

This dissertation examined the relationship between personality, individual values, work values and conditions of performance. The objective of this study was to determine what motivational constructs predict a smaller differential between performance outcomes under typical conditions of performance versus maximum conditions of performance. This study examined four research questions. 1) Is there a relationship between personality traits and conditions of performance? 2) Is there a relationship between individual values and conditions of performance? 3) Is there a relationship between work values and conditions of performance? 4) Which of the overall relationships are more highly correlated? Sackett et al. (1988) characterized maximum performance as evidenced when three conditions are met: 1) there must be explicit awareness that one is being evaluated, 2) there must be awareness of and acceptance of implicit or explicit instructions to maximize effort, and 3) performance must be measured over a short enough duration that the performer's attention remains focused on achieving maximum performance. Conversely, typical performance would be characterized by situations in which individuals were not cognizant of any performance evaluation, were not attempting to perform to the best of their ability, and in which performance was monitored over an extended period of time (Sackett et al., 1988). In this study, FFM personality traits of were proposed to correlate with a differential in performance outcomes between the two conditions of performance. Similarly, individual values of conformity, stimulation, hedonism, benevolence and achievement were proposed to correlate with a similar differential in performance. A specific set of work Values drawn from the Protestant Work Ethic were also proposed to correlate with a performance differential. The results of this research suggested performance outcomes do significantly vary under each performance condition, but that the results are highly correlated (.620 with p-value < .05). Individuals who perform at a superior level under conditions of typical performance also perform at a higher level under conditions of maximum performance as well. The study did not find support for the expected relationships between personality traits, individual values or work values and outcomes between conditions of typical and maximum performance.

No description available.

The finding of a positive relationship between a set of well-configured commitment human resources practices and performance outcomes at multiple levels of an organization is a well-documented in the strategic human resource management (HRM) literature (e.g., Combs, Lui, Hall, and Ketchen, 2006; Kehoe and Wright, 2013). However, several recent empirical studies (e.g., Liao, Toya, Lepak, and Hong, 2009) find a significant gap between the HR practices organizations report they use and the HR practices employees report they experienced. These more recent findings call into question the extent to which formal HR programs reported by organizational leaders are actually understood and implemented by lower level managers. To the extent that formal HR programs are not fully implemented as intended suggests many organizations may not be getting the full benefits from their HR program investments. The present study addresses this issue by focusing on the problem of HR practices implementation. Drawing on attribution theory, I examine how frontline managers (FLMs) and employees recognize, interpret, and react to commitment HR practices adopted by their organization. Additionally, I tested the influence of the self-transcendence values of FLMs and employees on their attributional processes. In doing so, three models (frontline manager, employee, and multi-level models) were proposed and the hypotheses based on these models were tested. Data collected from 195 employees nested in 61 workgroups provided mixed support for the hypothesized relationships. In the frontline manager, tests of hypotheses revealed that FLMs' awareness of commitment HR programs affected their commitment HR attributions and implementation of commitment HR practices. The employee model showed that employees' awareness of commitment HR practices influenced their commitment HR attributions and organizational citizenship behavior (OCB). However self-transcendence was not a significant moderator in both models. Finally, the multi-level model suggested that FLMs' implementation of commitment HR practices is a significant predictor of employees' commitment HR attributions. The findings contribute to the strategic HRM literature by demonstrating how organizations can implement commitment HR practices to attain unrealized potential benefits of commitment HR practices. The failure to demonstrate the moderating effect of self-transcendence values on attributional process of commitment HR practices presents a continued challenge for future research. / Ph. D.

This study deals with individual possibilities for competence development in knowledge-intensive firms, especially advertising and audit firms. The study has an individual perspective which means that the organization is analyzed as subjective perception of indivi­duals. In this approach I seek for differences between people (subjective interpretations), instead of similarities (intersubjective interpretations). Different subjective interpretations are important for the understanding of different possibilities and restrictions individual competen­ce development. Different individuals can, depending on different values about work and life in general, have different experieces of possibilities for competence development. The rese­arch problem deals with different relations between the individual and the organization from the individual perspective of personal competence development. The empirical study is in two parts; case studies at the individual level and a questionnaire to people in advertising firms and audit firms. From the theoretical perspective and the empirical studies, different types of relations between man and organisation have been developed; Respectful professional, respectless professional, respectful holistic, respectless holistic, sectorial professional and holistic professional. The implications of these relations are that certain individual values seems to fit these knowledge- intensive firms better than others. These individual values have been termed respectful, pro­fessional and holistic. Individuals with these values experience their possibilities of compe­tence development better than other individuals. Individuals with the values termed re­spectless and sectorial were less pleased with their companies and their possibilities of compe­tence development. The study also show that individual commitment to organisational values is important for the experienced possibilities for personal competence development. / digitalisering@umu

No description available.

L’objet de cette thèse est l’élaboration d’un modèle logique de mesure du maintien des valeurs, ainsi que son opérationnalisation afin d’entreprendre l’évaluation de la performance des systèmes de santé. Le maintien des valeurs est l’une des quatre fonctions de la théorie de l’action sociale de T.Parsons permettant d’analyser les systèmes d’action. Les autres fonctions sont l’adaptation, la production et l’atteinte des buts. Cette théorie est la base du modèle EGIPSS (évaluation globale et intégrée de la performance des systèmes de santé), dans lequel cette thèse s’insère. La fonction étudiée correspond, dans l’oeuvre de T.Parsons, au sous-système culturel. Elle renvoie à l’intangible, soit à l’univers symbolique par lequel l’action prend son sens et les fonctions du système s’articulent. Le modèle logique de mesure du maintien des valeurs est structuré autour de deux concepts principaux, les valeurs individuelles et organisationnelles et la qualité de vie au travail. À travers les valeurs individuelles et organisationnelles, nous mesurons la hiérarchie et l’intensité des valeurs, ainsi que le niveau de concordance interindividuelle et le degré de congruence entre les valeurs individuelles et organisationnelles. La qualité de vie au travail est composée de plusieurs concepts permettant d’analyser et d’évaluer l’environnement de travail, le climat organisationnel, la satisfaction au travail, les réactions comportementales et l’état de santé des employés. La mesure de ces différents aspects a donné lieu à la conception de trois questionnaires et de trente indicateurs. Ma thèse présente, donc, chacun des concepts sélectionnés et leurs articulations, ainsi que les outils de mesure qui ont été construits afin d’évaluer la dimension du maintien des valeurs. Enfin, nous exposons un exemple d’opérationnalisation de ce modèle de mesure appliqué à deux hôpitaux dans la province du Mato Grosso du Sud au Brésil. Cette thèse se conclut par une réflexion sur l’utilisation de l’évaluation comme outil de gestion soutenant l’amélioration de la performance et l’imputabilité. Ce projet comportait un double enjeu. Tout d’abord, la conceptualisation de la dimension du maintien des valeurs à partir d’une littérature abondante, mais manquant d’intégration théorique, puis la création d’outils de mesure permettant de saisir autant les aspects objectifs que subjectifs des valeurs et de la qualité de vie au travail. En effet, on trouve dans la littérature de nombreuses disciplines et de multiples courants théoriques tels que la psychologie industrielle et organisationnelle, la sociologie, les sciences infirmières, les théories sur le comportement organisationnel, la théorie des organisations, qui ont conçu des modèles pour analyser et comprendre les perceptions, les attitudes et les comportements humains dans les organisations. Ainsi, l’intérêt scientifique de ce projet découle de la création d’un modèle dynamique et intégrateur offrant une synthèse des différents champs théoriques abordant la question de l’interaction entre les perceptions individuelles et collectives au travail, les conditions objectives de travail et leurs influences sur les attitudes et les comportements au travail. D’autre part, ce projet revêt un intérêt opérationnel puisqu’il vise à fournir aux décideurs du système de santé des connaissances et données concernant un aspect de la performance fortement négligé par la plupart des modèles internationaux d’évaluation de la performance. / The purpose of my thesis is to develop a logical model to measure the latency that we also call the values maintenance and its operationalization in order to evaluate health systems performance. Latency is one of the four functions of the general theory of action developed by T. Parsons. His theory is the basis of the EGIPSS model (Comprehensive and Integrated Assessment of the Performance of Health Systems), in which my thesis is inserted. The function of latency is viewed by Parsons as a sub-cultural system. This function reflects the intangible or symbolic universe in which the action takes its meaning. It connects the four functions of the system together. The logical model for measuring latency is structured around two main dimensions, individual and organizational values and quality of life at work. Through individual and organizational values, we measure the intensity and the hierarchy of values, and the level of concordance between individuals and the degree of congruence between the individual and organizational values. Quality of work life is composed of several concepts to analyze and assess work environment, organizational climate, job satisfaction, behavioural responses and health status of employees. The measurement of these aspects has led to the design of questionnaires and thirty three indicators. Thus, my thesis presents each of the selected concepts, as well as, their articulation and measurement tools that were built to assess the latency function. Finally, I present an example of the operationalization of the measurement model and the results of the evaluation which have been taken place in two hospitals in the state of Mato Grosso of south in Brazil. This thesis ends with a reflection on the use of evaluation as a management tool supporting performance improvement and accountability. This project involved a dual challenge. On the one hand, the conceptualization of the construct of maintenance of values from an extensive literature, but lacking of theoretical integration, and the creation of measurement tools to capture all aspects of objective and subjective values and quality of work life. Indeed, we find in the literature many disciplines and multiple theoretical approaches such as industrial and organizational psychology, sociology, nursing, theories of organizational behavior, organizational theory, which developed models to analyze and understand the perceptions, attitudes and human behavior in organizations. Thus, the scientific interest of this project arises from the creation of a dynamic and integrated model which synthesizes different theoretical fields addressing the issue of the interaction between individual and collective perceptions at work, the objective conditions of work and their influence on attitudes and behaviors at work. In addition, this project has an operational interest because it aims to provide to decision-makers knowledge and evidences on aspects of performance that have been neglected by most international models for performance evaluation.

L’objet de cette thèse est l’élaboration d’un modèle logique de mesure du maintien des valeurs, ainsi que son opérationnalisation afin d’entreprendre l’évaluation de la performance des systèmes de santé. Le maintien des valeurs est l’une des quatre fonctions de la théorie de l’action sociale de T.Parsons permettant d’analyser les systèmes d’action. Les autres fonctions sont l’adaptation, la production et l’atteinte des buts. Cette théorie est la base du modèle EGIPSS (évaluation globale et intégrée de la performance des systèmes de santé), dans lequel cette thèse s’insère. La fonction étudiée correspond, dans l’oeuvre de T.Parsons, au sous-système culturel. Elle renvoie à l’intangible, soit à l’univers symbolique par lequel l’action prend son sens et les fonctions du système s’articulent. Le modèle logique de mesure du maintien des valeurs est structuré autour de deux concepts principaux, les valeurs individuelles et organisationnelles et la qualité de vie au travail. À travers les valeurs individuelles et organisationnelles, nous mesurons la hiérarchie et l’intensité des valeurs, ainsi que le niveau de concordance interindividuelle et le degré de congruence entre les valeurs individuelles et organisationnelles. La qualité de vie au travail est composée de plusieurs concepts permettant d’analyser et d’évaluer l’environnement de travail, le climat organisationnel, la satisfaction au travail, les réactions comportementales et l’état de santé des employés. La mesure de ces différents aspects a donné lieu à la conception de trois questionnaires et de trente indicateurs. Ma thèse présente, donc, chacun des concepts sélectionnés et leurs articulations, ainsi que les outils de mesure qui ont été construits afin d’évaluer la dimension du maintien des valeurs. Enfin, nous exposons un exemple d’opérationnalisation de ce modèle de mesure appliqué à deux hôpitaux dans la province du Mato Grosso du Sud au Brésil. Cette thèse se conclut par une réflexion sur l’utilisation de l’évaluation comme outil de gestion soutenant l’amélioration de la performance et l’imputabilité. Ce projet comportait un double enjeu. Tout d’abord, la conceptualisation de la dimension du maintien des valeurs à partir d’une littérature abondante, mais manquant d’intégration théorique, puis la création d’outils de mesure permettant de saisir autant les aspects objectifs que subjectifs des valeurs et de la qualité de vie au travail. En effet, on trouve dans la littérature de nombreuses disciplines et de multiples courants théoriques tels que la psychologie industrielle et organisationnelle, la sociologie, les sciences infirmières, les théories sur le comportement organisationnel, la théorie des organisations, qui ont conçu des modèles pour analyser et comprendre les perceptions, les attitudes et les comportements humains dans les organisations. Ainsi, l’intérêt scientifique de ce projet découle de la création d’un modèle dynamique et intégrateur offrant une synthèse des différents champs théoriques abordant la question de l’interaction entre les perceptions individuelles et collectives au travail, les conditions objectives de travail et leurs influences sur les attitudes et les comportements au travail. D’autre part, ce projet revêt un intérêt opérationnel puisqu’il vise à fournir aux décideurs du système de santé des connaissances et données concernant un aspect de la performance fortement négligé par la plupart des modèles internationaux d’évaluation de la performance. / The purpose of my thesis is to develop a logical model to measure the latency that we also call the values maintenance and its operationalization in order to evaluate health systems performance. Latency is one of the four functions of the general theory of action developed by T. Parsons. His theory is the basis of the EGIPSS model (Comprehensive and Integrated Assessment of the Performance of Health Systems), in which my thesis is inserted. The function of latency is viewed by Parsons as a sub-cultural system. This function reflects the intangible or symbolic universe in which the action takes its meaning. It connects the four functions of the system together. The logical model for measuring latency is structured around two main dimensions, individual and organizational values and quality of life at work. Through individual and organizational values, we measure the intensity and the hierarchy of values, and the level of concordance between individuals and the degree of congruence between the individual and organizational values. Quality of work life is composed of several concepts to analyze and assess work environment, organizational climate, job satisfaction, behavioural responses and health status of employees. The measurement of these aspects has led to the design of questionnaires and thirty three indicators. Thus, my thesis presents each of the selected concepts, as well as, their articulation and measurement tools that were built to assess the latency function. Finally, I present an example of the operationalization of the measurement model and the results of the evaluation which have been taken place in two hospitals in the state of Mato Grosso of south in Brazil. This thesis ends with a reflection on the use of evaluation as a management tool supporting performance improvement and accountability. This project involved a dual challenge. On the one hand, the conceptualization of the construct of maintenance of values from an extensive literature, but lacking of theoretical integration, and the creation of measurement tools to capture all aspects of objective and subjective values and quality of work life. Indeed, we find in the literature many disciplines and multiple theoretical approaches such as industrial and organizational psychology, sociology, nursing, theories of organizational behavior, organizational theory, which developed models to analyze and understand the perceptions, attitudes and human behavior in organizations. Thus, the scientific interest of this project arises from the creation of a dynamic and integrated model which synthesizes different theoretical fields addressing the issue of the interaction between individual and collective perceptions at work, the objective conditions of work and their influence on attitudes and behaviors at work. In addition, this project has an operational interest because it aims to provide to decision-makers knowledge and evidences on aspects of performance that have been neglected by most international models for performance evaluation.