Navegando por Assunto "Cultura organizacional"

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Acesso aberto (Open Access)
Cultura e comportamentos de cidadania organizacional em uma instituição de ensino superior: uma aplicação de modelagem de equações estruturais
(Universidade Federal do Pará, 2024-02-16) VASCONCELLOS, Caitto Arroyo; MATTOS, Carlos André Corrêa de; http://lattes.cnpq.br/3337808570398709; https://orcid.org/0000-0002-3027-7479
This study aims to analyze how different cultural characteristics impact Organizational Citizenship Behavior (OCB) in Higher Education Institutions (HEIs). To achieve this, an exploratory-descriptive survey of a quantitative nature was conducted among 401 employees of a Federal University located in the state of Pará, Brazil. The questionnaire utilized the Organizational Culture Assessment Instrument (OCAI) and Organizational Citizenship Behavior (OCB) scales. Data were processed using the partial least squares structural equation modeling (PLS-SEM) technique through SmartPls4® software. Results indicated a prevalence of hierarchical and clan cultures, along with high OCB scores, both individual-focused (OCBI) and organization-focused (OCB-O). It was concluded that OCB-I is positively and significantly influenced by clan (H1a), adhocratic (H3a), and market (H4a) cultures, while OCB-O is influenced by clan (H1b), hierarchical (H2a), and adhocratic (H3b) cultures. The research contributes theoretically to understanding the role of OCB and its interrelation in the workplace. The expectation is that these findings guide managers in formulating organizational strategies, especially in the public sector.
Acesso aberto (Open Access)
Cultura organizacional e a Nova Gestão Pública: uma análise de assimetria entre planejamento e execução
(Universidade Federal do Pará, 2022-12-05) AMARAL, Klayrlson da Costa; NASCIMENTO, Durbens Martins; http://lattes.cnpq.br/4086120226722277
The organizational culture installed in the current Brazilian Public Administration makes it difficult to correctly measure the behavior of resource execution in the face of its institutional demands, the administrative function of strategic planning deviates in many evaluations of expenses and delivery of public policies revealing functional disagreements and negative impacts of expenses. . The complex budget system and its performance are fundamental in understanding these dysfunctions, chances in which the dissertation focused its research, applying the method in quantitative analyzes with approaches to documental and bibliographic reviews, opportunity in which planning tools, annual budget laws, management, federal government database systems and cross-sectional literature on New Public Management, converging on Neo-institutionalist and Public Choice theories, took their forms and results. In order to reach the objectives, the analysis of data confrontation by tables and graphs was carried out in a historical series of seven years of budgetary and financial execution, belonging to a unit of a federal public autarchy of education, called Campus Santana, of the Instituto Federal do Amapa. The study was limited only to the execution of current expenses, in 5 groups and elements well defined by the action codes 20RL dealt with by Law nº 4.320/64 and its amendments. The research results found significant asymmetrical levels, which revealed an average rate above thirty percent of deviation per year, configuring a performance standard that requires attention in light of efficiency and public quality, which escalated the need to characterize the organization. and understand the cultural systems that involve political-administrative and legal capacities. In the balance of practical and scientific concepts, specific lines of analysis emerged that model more realistic and compatible roles at the level of the researched structure, which in the case study enabled the proposal of a new functional model, focused on the decision-making power of resource distribution, execution and results-oriented evaluation, based on the effective participation of interest groups, management sectors, as well as local and academic representatives, which was incorporated into the legal and regulatory mechanisms to which the organization already belongs.
Acesso aberto (Open Access)
Cultura organizacional, compartilhamento do conhecimento, habilidades profissionais e seus efeitos no desempenho organizacional em uma IFES
(Universidade Federal do Pará, 2023-03-28) NOGUEIRA, Nathalia Maciel; MARTINS, Harley dos Santos; http://lattes.cnpq.br/3094067019584624; https://orcid.org/0000-0002-1400-0939
This study started from a literature review to examine the relationship between Organizational Culture, Tacit and Explicit Knowledge Sharing, and Professional Soft Skills and Hard Skills, investigating their impacts on Organizational Performance, proposing a conceptual model that evidences the relationship that was empirically tested in a federal institution of public higher education of reference, using the path analysis model. The analysis validated the hypotheses formulated and demonstrated that tacit knowledge sharing has a partial mediating effect on the relationship between organizational culture and performance. This study will contribute theoretically with a little-explored approach on the connection between knowledge sharing and professional skills, with a proposition of the concept of skill, and with the strengthening of the approach to building a culture of knowledge sharing in organizations. Its managerial implications, on the other hand, consist of management's investment in knowledge-sharing strategies and practices for the success of organizational performance.
Acesso aberto (Open Access)
Pesquisa de cultura na Fundação Santa Casa de Misericórdia do Pará como instrumento de gestão
(Universidade Federal do Pará, 2022-05-27) BASTOS, Regina Célia Ribeiro; AGUIAR, Ponciana Freire de; http://lattes.cnpq.br/6520306050708912
The interest of leaders and managers in the culture of institutional security increased in the mid twentieth century, when studies indicated the possibility of managing its aspects and increasing the performance of organizations, in the face of technological advances and the globalization of resources. In health services, organizational culture is considered an indicator of the quality of care provided and patient safety. The study aimed to analyze and compare the Safety Culture of a public hospital, to verify how and how much this culture has developed over 4 consecutive years. This is an exploratory study of a qualitative nature, which used documental research as a strategy. The documents used were the results available from the Patient Safety Culture Survey, carried out from 2016 to 2019, whose data are stored in the Quality and Safety Management Advisory (AGQS) of the aforementioned hospital. The result of these culture surveys is the product of the application of the Hospital Survey on Patient Safety Culture (HSOPSC) questionnaire, which is an instrument validated since 2004 to assess culture in health services by the Agency Healthcare Research and Quality (AHRQ). The main characteristics of the respondents were gathered, most of them female workers in the public service area, belonging to the nursing team. The Safety Culture in the institution was shown to be neutral over four years with a tendency to fragility, but with several aspects with a positive trend. It was evidenced that the actions related to the quality of care processes and patient safety should be intensified so that they increase the employees' perception of the safety practiced and become more effectively part of the institutional culture.
Acesso aberto (Open Access)
Resistência à mudança organizacional: uma investigação em uma instituição federal de ensino superior
(Universidade Federal do Pará, 2016-06-28) CARDOSO, Heloisa Gomes; MATTOS, Carlos André Corrêa de; http://lattes.cnpq.br/3337808570398709
The resistance to change at the organizational level is the result of a process of human behavior in which one or more individuals seek to defend themselves from possible negative effects of changes in the workplace. This process is structured from a broad set of factors, which have been the subject of several organizational studies. From this perspective, the overall objective of this thesis was to analyze the resistance characteristics among public servants crowded at the Federal University of Pará. Among the specific objectives are to identify the reaction of the front server to change processes and identify key resistance factors UFPA of servers related to the change. The literature review is based on organizational behavior, specifically on issues involving organizational change and public management. The research is classified as descriptive and exploratory, with ex post facto held in the form of field research between the months of December / 2015 to January / 2016 and used as a data collection instrument of the structured questionnaire, developed by Bortolotti (2010) to assess the resistance between UFPA servers, offering an indication of support with resistance measurement in item response theory (IRT), to verify characteristics of respondents, diagnose resistance to change in the UFPA and mainly raise the causes, the variables related to this behavior by providing relevant and necessary subsidies to be used in the strategic planning of change. The treatment data was quantitative, using techniques of descriptive and multivariate statistics, especially exploratory factor analysis (EFA), from the survey of general information necessary for understanding the resistance to change in the UFPA. The results indicate that the reaction of servers demonstrates significant ease to realize the benefits of the change in UFPA, a fact that favors the management actions, for fitness, safety, capacity and great ability of servers to handle the change. Moreover, even before the need to maintain the status quo, trigger point of resistance, the responses indicate that public servants UFPA not afraid to take risks, they are not afraid to contribute to the changes at work, do not tend to lose interest in work, not act with indifference or surprise at the change and do not complain management in failure situations or bad results of change. Only a small portion of the sample shows passive resistance. Most respondents servers demonstrates openness to change experience, acceptance and voluntary cooperation