Browsing by Author "Rodrigues, Bruno Soares"
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- Agressão no trabalho em processos de mudança organizacional: o papel mediador do cinismo organizacional e do comportamento políticoPublication . Miranda, Sandra; Vicente, Ângelo Guerreiro; Antunes, Ana Cristina; Rodrigues, Bruno Soares; D’Oliveira, TeresaWorkplace aggression is a factor that shapes the interaction between individuals and their work environment and produces many undesirable outcomes, sometimes introducing heavy costs for organizations. Only through a comprehensive understanding o f the genesis of workplace aggression is possible to develop strategies and interventions to minimize its nefarious effects. The existent body of knowledge has already identified several individual, situational and contextual antecedents of workplace aggr ession, although this is a research area where significant gaps occur and many issues were still not addressed (Dupré & Barling, 2006). According to Neuman and Baron (1998) one of these predictors is organizational change, since certain changes in the work environment (e.g., changes in management) can lead to increased aggression. This paper intends to contribute to workplace aggression research by studying its relationship with organizational change, considering the mediation role of political behaviors an d organizational cynicism (Ammeter, Douglas, Gardner, Hochwarter, & Ferris, 2002). The literature review suggests that mediators and moderators that intervene in the relationships between workplace aggression and its antecedents are understudied topics. Ja mes (2005) sustains that organizational politics is related to cynicism and the empirical research of Miranda (2008) has identified leadership political behavior as an antecedent of cynicism but these two variables were not yet investigated regarding their relationship with workplace aggression. This investigation was operationalized using several scales including the Organizational Change Questionnaire - climate of change, processes, and readiness (Bouckenooghe, Devos, & Broeck, 2009), a Workplace Aggressio n Scale (Vicente, 2008, 2009), an Organizational Cynicism Scale (Wanous, Reichers, & Austin, 1994) and a Political Behavior Questionnaire (Yukl & Falbe, 1990). Participants representing a wide variety of jobs across many organizations were surveyed. The r esults of the study and its implications will be presented and discussed. This study contribution is also discussed in what concerns organizational change practices in organizations.
- Literacia da informação: o primeiro degrau para a Ciência AbertaPublication . Antunes, Maria Da Luz; Sanches, Tatiana; Lopes, Carlos; Rodrigues, Bruno SoaresIntrodução – No ensino superior, bibliotecários e professores têm desenvolvido estratégias para apoiar o desempenho académico dos estudantes, particularmente no respeitante às competências de literacia da informação, as quais são consideradas como uma poderosa ferramenta de intervenção na esfera da produção do conhecimento. Também a Ciência Aberta, centrada no eixo pesquisar fontes abertas/organizar dados abertos/publicar em acesso aberto, sobrevive das mesmas competências e dos mesmos saberes. Objetivos – O objetivo deste estudo é fazer uma reflexão sobre a missão das bibliotecas de ensino superior e o seu contributo para a Ciência Aberta, enquanto fonte e resultado da investigação científica, do ensino e da aprendizagem, através do fornecimento de competências de literacia da informação. Métodos – Revisão da literatura sustentada nos eixos da literacia da informação e da Ciência Aberta, compreendendo: a) seleção de três estudos de caso, desenvolvidos por bibliotecários e bibliotecas de ensino superior em Portugal no fomento de boas práticas e no fornecimento de competências que envolvam o saber pesquisar, selecionar, avaliar e utilizar a informação; b) seleção de um programa europeu de formação para doutorados e investigadores sobre literacia da informação e seu impacto na Ciência Aberta. Resultados/Conclusões – Os três estudos, desenvolvidos em comunidades académicas, apontam para: a) a necessidade de orientar a aprendizagem individual dos estudantes com a aprendizagem guiada por um docente; b) as competências de literacia da informação devem ser incluídas e desenvolvidas nos planos de estudo; c) a literacia da informação está associada ao ciclo de produção, comunicação, recuperação e utilização do conhecimento. O desenho curricular do programa FOSTER segue o mesmo conceito de formação de profissionais autónomos, reflexivos e críticos, à semelhança dos estudos de caso apresentados, capacitando doutorandos e investigadores para a investigação e para a divulgação dos dados científicos em acesso aberto. A literacia da informação, em conclusão, assume-se como uma ferramenta de aprendizagem essencial para o desenvolvimento da Ciência Aberta, potenciando o entendimento crítico dos conteúdos, a par do desenvolvimento e do progresso da investigação.
- The Dark Side of Organizational Change: The Moderating Role of Political Behavior and Organizational CynicismPublication . Miranda, Sandra; Vicente, Ângelo Guerreiro; Antunes, Ana Cristina; Rodrigues, Bruno Soares; D’Oliveira, TeresaWorkplace aggression is a factor that shapes the interaction between individuals and their work environment and produces many undesirable outcomes, sometimes introducing heavy costs for organizations. Only through a comprehensive understanding of the genesis of workplace aggression is possible to develop strategies and interventions to minimize its nefarious effects. The existent body of knowledge has already identified several individual, situational and contextual antecedents of workplace aggression, although this is a research area where significant gaps occur and many issues were still not addressed Dupré and Barling (2006). According to Baron and Neuman (1998) one of these predictors is organizational change, since certain changes in the work environment (e.g., changes in management) can lead to increased aggression. This paper intends to contribute to workplace aggression research by studying its relationship with organizational change, considering a moderating role of political behaviors and organizational cynicism (Ammeter et al., 2002, Ferris et al., 2002). The literature review suggests that mediators and moderators that intervene in the relationships between workplace aggression and its antecedents are understudied topics. James (2005) sustains that organizational politics is related to cynicism and the empirical research of Miranda (2008) has identified leadership political behavior as an antecedent of cynicism but these two variables were not yet investigated regarding their relationship with workplace aggression. This investigation was operationalized using several scales including the Organizational Change Questionnaire-climate of change, processes, and readiness (Bouckenooghe, Devos and Broeck, 2009), a Workplace Aggression Scale (Vicente and D’Oliveira, 2008, 2009, 2010), an Organizational Cynicism Scale (Wanous, Reichers and Austin, 1994) and a Political Behavior Questionnaire (Yukl and Falbe, 1990). Participants representing a wide variety of jobs across many organizations were surveyed. The results of the study and its implications will be presented and discussed. This study contribution is also discussed in what concerns organizational change practices in organizations.
- Workplace aggression in organizational changing processes: The mediation role of leader political (soft and hard) behaviorPublication . Miranda, Sandra; Vicente, Ângelo Guerreiro; Antunes, Ana Cristina; Rodrigues, Bruno Soares; D’Oliveira, TeresaOne of the main trends in workplace aggression research is studying its antecedents. But the literature also reveals that some predictors remain understudied, like organizational change [1]. Additionally, possible mediators of this relationship were not investigated. The main objective of this research is studding the mediating effect of the leader political behavior (soft and hard version) on the relationship between organizational change and workplace aggression. Participants representing a wide variety of jobs across many organizations were surveyed. The measures used in this research are an Organizational Change Questionnaire climate of change, processes, and readiness [2], a Workplace Aggression Scale [e.g. 3, 4] and a Political Behavior Questionnaire [5]. The results of the study and its theoretical and practical implications will be presented and discussed.