Acceso usuarios
Mercedes Mantilla de Gil, Denis García
Esta investigación de campo, tipo ex post facto-correlacional, tuvo como propósito indagar la relación entre las conductas que propician la cohesión grupal en el trabajo en equipos autodirigidos (TEAD), en este caso: liderazgo, compromiso, respaldo y monitoreo-feedback con los motivos sociales, representados en sus componentes: Logro (Experticia, Eficiencia y Excelencia), Poder (Socializado y Explotador) y Afiliación (General y en el Trabajo). La muestra integrada por nueve equipos directivos universitarios (máximo 21 personas), totalizó 196 gerentes educativos (112 hombres y 84 mujeres. Edad promedio: 40 años), quienes respondieron los instrumentos: Escala MOEXAC (Salom, 1992. Mide Motivo de Logro, en sus componentes: Experticia, Eficiencia y Excelencia), MOSE (Salom, 1992; subescalas Logro y Poder) y Escala TEAD (Salom, 2000; mide conductas del TEAD). Entre las correlaciones de Spearman por variables, resultaron altamente significativas: compromiso con logro (0,23), respaldo con afiliación (0,33), monitoreo con logro (0,24). Entre las conductas del TEAD y las componentes de los motivos, destacaron: liderazgo y poder explotador (-0,36), respaldo y afiliación general (0,31), monitoreo con eficiencia y excelencia (0,23 y 0,24, respectivamente). La regresión lineal múltiple, mostró que el modelo resultó válido para explicar las conductas del TEAD en función de los motivos sociales mencionados: F (3, 192) = 5,75, p< 0,0001, los cuales explicaron el 8% de la varianza en TEAD, alcanzando significación estadística los coeficientes asociados a los motivos logro y poder, cuyo aporte conjunto a la varianza en TEAD es del 6,8%, entrando en primer lugar el motivo de logro con el 5%. Hallazgos que ponen de manifiesto la relación entre las variables en estudio, destacando la importancia de las motivaciones sociales como competencias requeridas para los integrantes de los equipos de trabajo, en particular los EAD, a fin de fortalecer las conductas propiciadoras de la integración grupal y generadoras de resultados con eficiencia y excelencia. AbstractThis was a field investigation, ex post facto and correlational, whose purpose was to investigate the relationship between the behaviors that promote group cohesion in self-directed teams (TEAD), in this case: leadership, commitment, support and monitoring - feedback with social motives, represented in its components: Achievement (Expertise, Efficiency and Excellence), Power (socialized and exploder) and Affiliation (general and at work). As a sample, nine university management teams were taken (21 people at the most), totaling 196 educational managers (112 men and 84 women. Average age: 40 years) who applied the instruments: Scale MOEXAC (Salom, 1992. Measure Achievement Motive through components: Expertise, Efficiency and Excellence), MOSE (Salom, 1992; subscales Achievement and Power) and Scale TEAD (Salom, 2000; measured behaviors TEAD). The variables correlations, using Spearman, were highly significant: commitment to achievement (0.23), with support in affiliation (0,33), monitoring with achievement (0,24). Between the behaviors of TEAD and the components of the motives, remarked: leadership and exploder power (-0,36), support and general affiliation (0,31), monitoring with efficiency and excellence (0,23 and 0,24, respectively). Multiple linear regression analysis showed that the model was valid to explain the behaviors of TEAD in terms of social motives mentioned: F (3, 192) = 5,75, p <0,0001, which explained 8% of the variance in TEAD, coefficients reaching statistical significance associated with achievement and power motives, whose joint to the variance in TEAD is 6,8%, entering as a first place the achievement motive to 5%. These Findings demonstrate the existing relationship between the variables under study, highlighting the importance of social motivations and competencies required for members of work teams, particullary EAD, to strengthen the behaviors that promote group integration and generate results with efficiency and excellence.
This was a field investigation, ex post facto and correlational, whose purpose was to investigate the relationship between the behaviors that promote group cohesion in self-directed teams (TEAD), in this case: leadership, commitment, support and monitoring - feedback with social motives, represented in its components: Achievement (Expertise, Efficiency and Excellence), Power (socialized and exploder) and Affiliation (general and at work). As a sample, nine university management teams were taken (21 people at the most), totaling 196 educational managers (112 men and 84 women. Average age: 40 years) who applied the instruments: Scale MOEXAC (Salom, 1992. Measure Achievement Motive through components: Expertise, Efficiency and Excellence), MOSE (Salom, 1992; subscales Achievement and Power) and Scale TEAD (Salom, 2000; measured behaviors TEAD). The variables correlations, using Spearman, were highly significant: commitment to achievement (0.23), with support in affiliation (0,33), monitoring with achievement (0,24). Between the behaviors of TEAD and the components of the motives, remarked: leadership and exploder power (-0,36), support and general affiliation (0,31), monitoring with efficiency and excellence (0,23 and 0,24, respectively). Multiple linear regression analysis showed that the model was valid to explain the behaviors of TEAD in terms of social motives mentioned: F (3, 192) = 5,75, p <0,0001, which explained 8% of the variance in TEAD, coefficients reaching statistical significance associated with achievement and power motives, whose joint to the variance in TEAD is 6,8%, entering as a first place the achievement motive to 5%. These Findings demonstrate the existing relationship between the variables under study, highlighting the importance of social motivations and competencies required for members of work teams, particullary EAD, to strengthen the behaviors that promote group integration and generate results with efficiency and excellence.
