REGE-Revista de Gestao最新文献

Organizational memory is a central concept in theories of knowledge management and organizational learning (OL), as the storage of new knowledge and its use are key components of OL. Little is known about the use of memory centers in order to promote organizational learning. Therefore, this article aimed to analyze the articulation between the organizational memory and organizational learning through the analysis of the performance of the Bunge Memory Center (BMC). A study of a qualitative approach was conducted, having as object of study the Bunge Memory Center, one of the most consolidated in the country, with more than 20 years of operation. Data were collected through interviews, documents and access to the collection. Among the potentials of the BMC for the OL, it is necessary to expand the internal diffusion policy, as well as a change in the mindset of information provider that are accessed in specific situations to become a strategic information dissemination center. The BMC stands out in the preservation of identity, the informative function and the dynamics of external diffusion. Its challenges lie in the abstract dimensions of memory representation and interpretation, as well as the control function and the diffusion of knowledge focused on internal stakeholders. The research facilitated the understanding of the performance of memory centers as a link between Organizational Learning and Organizational Memory, articulation proposed by several researchers, but which has received, over time, few significant efforts in this direction.

Questions underlying the decision to retire and how institutions can help in this process were concerns that instigated the realization of this research. The purpose of the study is to investigate the understanding about retirement of the servers participating in the preparation group for retirement of a public institution of the state of Pernambuco. For this, a qualitative research was conducted, through semi‐structured interviews and non‐participant observation. The technique of Content Analysis was used to analyze the data. The interviewees, all participants in the institution's retirement preparation group, were randomly selected for accessibility. Seven people were interviewed, being six women and one man, between 58 and 69 years and with, on average, 30 years of public service. In the analysis of the results emerged two dimensions: a) retirement and permanence at work; and b) aging and ability to work. The results indicated that conceptions of retirement appeared linked to the negative ideas of aging, uselessness, loss of social ties, and even proximity to death. It was also observed that such conceptions, together with the financial loss, explain, to a great extent, the non‐retirement option after fulfilling the requirements for this. It was also possible to perceive the complexity involved in the transition to retirement, permeated by psychological, social and economic issues.

The current study aims to evaluate the psychometric properties of measures¹ of the Copenhagen Psychosocial Questionnaire I (COPSOQ I), medium version, proposing its short version suitable to Brazilian Portuguese. The COPSOQ aims to analyze the psychosocial factors at work, assuming that the aspects of work are related to quality of life. 1,615 Brazilian employees comprised the sample. The instrument was tested by using the following techniques: Exploratory and Confirmatory Factor Analysis, Structural Regression Model and Multi‐Group Analysis, among others. Analyses indicated the instrument’ reliability, construct validity, and predictive capacity. The final structural regression model reached recommended indicators of quality (eg., X²/DF = 1.19, CFI = 0.96, RMSEA = 0.03, and SRMR = 0.06). The work factors (Production and Tasks, Job Resources, Interpersonal Relations and Management) were significantly (p ≤ 0,05) related to quality of life (Health & Wellbeing, Satisfaction at Work). The Health and Wellbeing factor explained 28% of the model variance and satisfaction explained 21%. Overall, our findings validate theoretical hypothesis which supports the COPSOQ.

This study was developed in order to analyze the influence of organizational values and job satisfaction in organizational citizenship behaviors (OCB). A quantitative descriptive research was carried out by means of a study with 302 employees, belonging to several hierarchical positions, of a manufacturer of home appliances in Rio Grande do Sul (RS). The respondents answered a questionnaire elaborated from models Scale of Civility in Organizations from Porto and Tamayo (2003), Inventory of Organizational Values Profile from Oliveira and Tamayo (2004) and Job Satisfaction Scale from Siqueira (1995). In establishing the relationships between organizational values, job satisfaction and organizational citizenship behaviors, correlations between these constructs were generally verified. The largest of them, considering the relationship between organizational values and OCB, was found between the Prestige and achievement factor and the Creating favorable climate to the organization in the external environment. Regarding the relation between satisfaction at work and the CCO, the highest was between Satisfaction with salary and promotions and Creating favorable climate to the organization in the external environment. Also, through multiple regression analyzes, it was verified that organizational values and job satisfaction exert an influence on organizational citizenship behaviors.

This article aims to analyze if there are differences between men's and women's perceptions about organizational antecedents related to the work‐family conflict (WFC). The methodology is descriptive quantitative, using secondary data from the The Best Companies for You to Work survey of 2015, and the techniques of descriptive statistics (frequency of formal practices), factorial analysis (workers’ perceptions about four antecedents) and test t and ANOVA two‐way (to evaluate statistical significance of the analyzed groups’ different means). Two of all the results found stand out: women perceive more support from the manager and less involvement in the work, which suggests less WFC for them, but less colleagues social support and balance between professional and personal life, which indicates higher WFC for them; there is a detachment between formal practices for WFC management and the workers’ WFC perception in the organizations investigated, since the presence of such practices is not associated with lower perception of the antecedents that increase WFC.

The “Organizational Diversity” field concentrates studies on the experiences of groups that are different from the archetypical male, white, heterosexual, cisgender, able-bodied and western worker. When analysing the studies regarding gender relations, however, one perceives their concentration on the dynamics between men and women localized in developed western countries. Transgender persons are persons whose identity and/or gender expression differs from what is socially attributed to their bodies, breaking with the heteronormative logic. In Brazil, where only the bodies within this discourse are legitimate, this group is systematically excluded from a myriad of spaces including the formal job market. Therefore, the experiences of these people at and with work are invisible to organizational diversity's theory and practice. To explore this issue, this study analyses the perceptions that the transgender person maintains about their relations (1) with their professional history, (2) with other people in their work environment, and (3) with organizational policies and practices. Face-to-face semi-structured interviews were made with six transgender persons that work in organizations. From these narratives, it was found that the person's level of passing usually influences their relations and that the ignorance regarding transgenderity permeates all three domains of relations. The conclusions are: (1) the relations with work are marked by opportunity restrictions; (2) the relations in the job hold the person responsible for their on intelligibility and safety; and (3) the relations with the organization vary according to the way it faces transgenderity and its own voice systems.

Qualitative methods have been increasingly used as a research strategy. As a qualitative strategy, action research naturally holds its origins like that methodological pole. However, action research has an identity marked by the rupture with pre‐conceived models, both in the field of quantitative studies and in the scope of qualitative investigations. This work aimed to describe and discuss the main aspects related to the achievement of action research as a research strategy in the areas of administration and accounting in Brazil. A panorama has been drawn from the origin of action research to its purposes, limitations, planning and application, including dialogue with other qualitative “methods”. In this study, it was identified that action research, despite being placed as a central strategy of studies, did not necessarily have its application, which would indicate the lack of knowledge or misapplication of this strategy in the field of study. Although there are some striking features of action research, such as the need to involve the researcher in solving a problem and with other project participants, or the implementation and maintenance of a change, there is still controversy over what is in fact Action research, including about its application.

Even though the benefits of social participation for the qualification of public actions are widely renowned by the literature, there is a lack of systematization of the challenges associated to it and of practical alternatives for its overcoming. On this context, the article aims to contribute with the description of the state of the art on the subject of social participation related to public services. Therefore, 56 articles resulting from the literature systematic review with focus on the national and international scientific production from 2005 to 2015 were analyzed. The paper is composed by a bibliometric analysis and description of obtained data, with a focus on the benefits of social participation, main challenges and recommendations to face them. The bibliometrics points to the main journals, authors and subthemes related to the social participation on public services. The conclusions of the qualitative analysis suggest that in addition to the other recommendations found on the literature, the benefits created by the participative process can themselves be used as an input to solutions that soothe the challenges associated to social participation. The synthesis matrix which resulted from the analysis can both systematize the information to describe the state of the art and orientate and encourage managers with implementation initiatives.

Information technology, once used only as a distance learning modality, is increasingly present in face‐to‐face teaching, making it hybrid. Research on the variables that influence the adoption of these technological innovations by students, identifying the relationship between these variables can contribute to the creation of more effective teaching and management strategies in higher education institutions. The aim of this article was to identify the variables that contribute to technological innovation in the virtual learning environment ‐ AVA / Webaula, taking into account the aspects that may contribute to its adoption as a tool to support higher education in person. The study used Rogers's Theory of Diffusion and Adoption of Innovation (1983), improved by Moore and Benbasat (1991) and contextualized by Perez (2006) as a theoretical basis. The research was exploratory, bibliographical and empirical. We conducted a case study with 122 students from the Administration and Law courses of Faculdade Estácio de Vila Velha. We collected data through a questionnaire with 25 closed questions and the model structured in SPSS software. The research concluded that the variables relative advantage, image, compatibility, demonstration of results affected significantly in the adoption / use of Webaula.