LEADERSHIP AND PERFORMANCE BEYOND EXPECTATIONS
LEADERSHIP AND PERFORMANCE BEYOND EXPECTATIONS
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发表时间：
2008
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通讯作者：
L. Bruno
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作者：
L. Bruno
本研究试图评估一组来自多个组织的巴西高管的个人价值观概况、主要领导风格、领导有效性、个人价值观平衡与领导有效性的关系、领导有效性与组织差异化的关系、个人价值观平衡与组织差异化的关系。为了评价个人的价值观，我们开发并应用了一种等级顺序型的封闭工具。为了确定主要的领导风格，以及参与高管的领导有效性，它已经使用了市场上可用的工具。为了验证个人价值观平衡与领导效能之间的关系，本文采用线性回归方法计算上述变量之间的线性相关系数，涉及400名高管。为了计算组织差异，我们采用了一个现有的模型——组织差异模型，得出了48个组织的组织差异指数。为了研究领导力有效性与组织分化之间的关系，取每个组织的平均值，我们使用线性回归计算上述变量之间的线性相关系数。同样的程序被用来调查个人价值平衡，取每个组织的平均价值，组织差异化之间的关系。研究表明，高管的个人价值观存在失衡，经济价值观和理论价值观占主导地位。此外，该研究还发现，在领导风格方面缺乏灵活性，销售和分享想法的表现风格占主导地位。研究还表明，参与高管的领导效能处于中等水平。最后，研究指出了个人价值观平衡与领导效能之间的高度正相关关系，并进一步表明，这两个变量与组织差异化指标衡量的组织整体成功呈高度正相关关系。
The study sought to evaluate the personal values profile, the predominant leadership styles, the leadership effectiveness, the relationship between personal values balance and leadership effectiveness, the relationship between leadership effectiveness and organizational differentiation, and the relationship between personal values balance and organizational differentiation of a group of Brazilian executives of several organizations. In order to evaluate the personal values profile a closed instrument of the rank order type has been developed and applied. To identify the predominant leadership styles, as well as the leadership effectiveness of the involved executives, it has been used an instrument available in the market. To verify the relationship between personal values balance and leadership effectiveness, it has been used the linear regression method computing the linear correlation coefficient between the before mentioned variables, involving 400 executives. To compute the organizational differentiation, an existing model, the Organizational Differentiation Model, has been applied leading to the organizational differentiation index for each one of the 48 organizations involved. To investigate the relationship between leadership effectiveness, taken the average value per organization, and organizational differentiation, it has been used the linear regression computing the linear correlation coefficient between the before mentioned variables. The same procedure was used to investigate the relationship between personal values balance, taken the average value per organization, and organizational differentiation. The study has shown that the executives have an unbalance in their personal values profile, with predominance of economic and theoretical values. Additionally the study has uncovered lack of flexibility regarding the leadership styles, presenting styles of selling and sharing ideas as dominants. The study also showed that the leadership effectiveness of the involved executives was at a moderate level. Finally, the research pointed out a high positive relationship between personal values balance and leadership effectiveness, and, furthermore, it showed that both variables present a high positive relationship with the overall success of organizations measured by their organizational differentiation indexes.