A liderança nas organizações positivas: estudos de caso em Portugal

Abstract

This research signals an awareness that at times of great uncertainty and complexity, the belief in human capacities and their development justifies positivity being regarded as relevant in organizations. Emphasis is therefore given to deepening and improving empirical knowledge of leadership in positive organizations in Portugal. The main objective of this study, setting out from Positive Psychology bases and the positive organizational movement, is to understand the reasons supporting positive organizations, i.e., all organizations that include in their culture the development of positive emotions, optimism, an appeal to people’s best virtues and interpersonal relationships formed with respect between all parties and the environment, the community. Good places to work in and where the best of human nature is highlighted. Essentially, this research aims to understand the various leadership styles emerging in the observed organizations. Leaders who are modern, innovative, visionary, charismatic, who respect their subordinates’ values and frame action to be taken in ethical behaviour, genuinely considering human dignity and its highest values with a view to individual and collective wellbeing and happiness. The investigation also seeks greater knowledge and understanding of the connection between observed leaderships defined as RSTESA (Responsible, Spiritual, Transformational, Emotional and Authentic) and organizational commitment. These dimensions supported the conceptual model proposed for this study. More precisely, the proposed model shows an inter-relationship between these six leadership styles and the organizational commitment construct. Based on a qualitative research approach, case studies were made of six Portuguese organizations and various information sources were used: interviews with 28 collaborators, public and private documents, organizations’ particular elements and others. As data treatment techniques, content analysis was carried out using NVivo 9.2. The empirical results obtained reveal that in these organizations, even in a context of high unemployment and doubts about future economic and social development, it is possible to work with positivity. In these Portuguese organizations, leadership was seen to be able to increase involvement, through employees’ personal and social identification with the organization leading to greater commitment, inducing people to develop stronger affective and normative bonds. The research allowed us to list a set of dimensions of recognized organizational affectivity which are interlinked with the various leadership styles analyzed. This research forms a lever to stimulate an alternative and constructive way to consider management. Various theoretical and practical implications are also presented.