Relación entre liderazgo transformacional y transaccional con la conducta de compartir conocimiento en dos empresas de servicios
The purpose of this paper was to study the relationship between transformational and transactional leadership and the sharing of knowledge. A descriptive correlational design with regression analysis and a casual sampling method were used. The sample comprised 150 employees from two companies in the...
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Durán-Gamba, Marta Gisela Castañeda-Zapata, Delio Ignacio 2018-07-31T23:47:44Z 2018-07-31T23:47:44Z 2015-06 The purpose of this paper was to study the relationship between transformational and transactional leadership and the sharing of knowledge. A descriptive correlational design with regression analysis and a casual sampling method were used. The sample comprised 150 employees from two companies in the city of Bogotá, .D.C., Colombia, of which 14 were leaders and 136 were collaborators. Instruments used were the Multi-factor Leadership Questionnaire developed by Bass and Avolio (2000) and adapted by Vega & Zavala (2004), and the Escala de Compartir Conocimiento [Sharing Knowledge Scale ] developed by Castañeda (2010). Statistical analysis was performed with IBM-SPSS STATISTIC 20.0. Among leaders it was found that 43% of them are characterized by a low effectiveness leadership (low transformational and transactional) and 40% of them show a full range leadership (high transformational and transactional). Among collaborators, sharing of knowledge scored between 4.3 and 5.4 /6.0; sharing experiences and ideas stand out and to a lesser level, sharing documents and knowledge. Among leaders, transactional leadership significantly correlated (r=0.63; p=0.01) with sharing of knowledge but this behavior did not correlate with the transformational style (r=0.39; p=0.084); while among collaborators, transformational and transactional leadership showed a significant relationship with sharing of knowledge (r=0.29; p<0.001; r=0.26; p=0.001, respectively). It was concluded that from the perspective of the leaders, there is a relationship between transactional leadership and the behavior of sharing knowledge, and that rewards play an important role. Among leaders, the relationship between transformational leadership and sharing of knowledge was not confirmed, but it was confirmed in collaborators. Organizational culture is suggested as a mediating variable in the relationship between transformational leadership and the sharing of knowledge. El objetivo fue describir la relación entre el liderazgo transformacional-transaccional del líder con la conducta de compartir conocimiento de los colaboradores. Utilizando un diseño descriptivo-correlacional con análisis regresional y un muestreo incidental, se valoraron 150 trabajadores de dos empresas de Bogotá: 14 líderes y 136 colaboradores. Los instrumentos aplicados fueron el Multifactor Leadership Questionarie de Bass & Avolio adaptado por Vega & Zavala (2004) y la escala de Compartir Conocimiento de Castañeda (2010). El análisis estadístico se realizó con el paquete estadístico IBM-SPSS STATISTIC 20,0. Entre los líderes se encontró que el 43% se caracteriza por un liderazgo de baja efectividad (bajo nivel transformacional y transaccional) y el 40%, por un liderazgo de rango completo (alto nivel transformacional y transaccional). En los colaboradores, el compartir conocimiento puntuó entre 4,3 y 5,4/6,0; sobresale compartir experiencias e ideas y, en menor nivel, compartir documentos y conocimientos. Desde la perspectiva de los jefes, el liderazgo transaccional correlacionó significativamente (r=0,63; p=0,01) con compartir conocimiento, pero esta conducta no correlacionó con el liderazgo transformacional (r=0,39; p=0,084). En los colaboradores, el liderazgo transformacional y el transaccional mostraron una relación significativa con compartir conocimiento (r=0,29; p<0,001; r=0,26; p=0,001, respectivamente). Se concluyó que en los líderes, el liderazgo transaccional se relaciona con la conducta de compartir conocimiento, y las recompensas tienen un rol importante. No se confirmó la relación entre liderazgo transformacional y la conducta de compartir conocimiento, pero ésta si se da en los colaboradores. Se sugiere a la cultura organizacional como variable mediadora en la relación entre liderazgo transformacional y compartir conocimiento. O objetivo foi descrever a relação entre a liderança transformacional-transacional do líder com a conduta de compartilhar conhecimento dos colaboradores. Utilizando um desenho descritivo-correlacional com análise regressional e uma amostragem incidental, avaliaram-se 150 trabalhadores de duas empresas de Bogotá: 14 líderes e 136 colaboradores. Os instrumentos aplicados foram o Multifactor Leadership Questionarie de Bass & Avolio adaptado por Vega & Zavala (2004) e a escala de Compartilhar Conhecimento de Castañeda (2010). A análise estatística realizou-se com o pacote estatístico IBM-SPSS STATISTIC 20,0. Entre os líderes encontrou-se que 43% se caracteriza por uma liderança de baixa efetividade (baixo nível transformacional e transacional) e 40%, por uma liderança de nível completo (alto nível transformacional e transacional). Nos colaboradores, o compartilhar conhecimento pontuou entre 4,3 e 5,4/6,0; sobressaí compartilhar experiências e ideias e, em menor nível, compartilhar documentos e conhecimentos. Desde a perspectiva dos chefes, a liderança transacional correlacionou significativamente (r=0,63; p=0,01) com compartilhar conhecimento, mas esta conduta não se correlacionou com a liderança transformacional (r=0,39; p=0,084). Nos colaboradores, a liderança transformacional e a transacional mostraram uma relação significativa com compartilhar conhecimento (r=0,29; p<0,001; r=0,26; p=0,001, respectivamente). Conclui-se que nos líderes, a liderança transacional se relaciona com a conduta de compartilhar conhecimento, e as recompensas têm um papel importante. Não confirmou-se a relação entre liderança transformacional e a conduta de compartilhar conhecimento, mas a mesma se dá nos colaboradores. Sugere-se a cultura organizacional como variável mediadora na relação entre liderança transformacional e compartilhar conhecimento. application/pdf Durán-Gamba, M., & Castañeda-Zapata, D. (2015). Relación entre liderazgo transformacional y transaccional con la conducta de compartir conocimiento en dos empresas de servicios. Acta Colombiana de Psicología, 18(1), 135-147. Recuperado de http://editorial.ucatolica.edu.co/ojsucatolica/revistas_ucatolica/index.php/acta-colombiana-psicologia/article/view/149 0123-9155 http://hdl.handle.net/10983/16256 spa Universidad Católica de Colombia. Facultad de Psicología Acta Colombiana de Psicología, Vol. 18, no. 1 (ene.-jun. 2015); p. 135-147 Avolio, B., Bass, B., & Jung, D. (1999). Re-examining the Components of Transformational and Transactional Leadership Using the Multifactor Leadership Questionnaire. 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The Effects of Transformational Leadership on Organizational Performance Through Knowledge and Innovation. British Journal of Management, 19, 299-319. Hair, J., Anderson, R., Tatham, R. y Black, W. (2000). Análisis Mutivariante. Quinta edición. Madrid: Prentice Hall. Hernández, R., Fernández, C., & Baptista, P. (2006). Metodología de la Investigación. México D.F: Mc. Graw Hill. Juárez, F., & Contreras, F. (2012). Calidad de vida y liderazgo. Influencia de la calidad de vida percibida del directivo colombiano sobre sus prácticas de liderazgo. Acta Colombiana de Psicología, 15, 119-130. Karkoulian, S., & Masheredjian, J. (2012). Prediction of Knowledge Acquisition, Knowledge Sharing and Knowledge Utilization from Locus of Control: An Empirical Investigation. Business Studies Journal, 4, 117-130. Lakshman, C. (2005). Top Executive Knowledge Leadership: Managing Knowledge to Lead Change at General Electric. Journal of Change Management, 5(4), 429-446. Liao, L. (2006). A Learning Organization Perspective on Knowledge Sharing Behavior and Firm Innovation. Human Systems Management, 25, 227-236. Liu, Y., & DeFrank, R. (2013). Self-Interest and Knowledge Sharing Intentions: The Impact of Transformational Leadership Climate and Human Resources Practices. International Journal of Human Resource Management, 24, 1151-1164. Lu, L., Leung, P., & Koch, P. (2006). Managerial Knowledge Sharing: The Role of Individual, Interpersonal and Organizational Factors. Management and Organization Review, 2, 15-41. Lu, L., Leung, K., & Tremain, P. (2006). Managerial Knowledge Sharing: The Role of Individual, Interpersonal, and Organizational Factors. Management and Organizational Review, 2(1), 15-41. Maier, R., & Schmidt, A. (2007). Characterizing Knowledge Maturing: A Conceptual Process Model for Integrating E-Learning and Knowledge Management. 4th Conference Professional Knowledge Management (WM 07), Postdam, Germany. McDermott, R., & O'Dell, C. (2001). 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Role of Transformational Leadership in Effective Organizational Knowledge Creation Practices: Mediating Effects of Employees' Work Engagement. Human Resource Development Quarterly, 23, 65-101. Sun, Z., & Hao, G. (2006). HMS: A Hierarchical Spiral Model for Knowledge Management. Proceedings of the 2nd International Conference on Information Management and Business (IMB 2006), Sydney, Australia 13-16 February 2006, 542-551. Vega, C., & Zavala, G. (2004). Adaptación del cuestionario multifactorial de liderazgo (MLQ forma corta) de B. Bass y B. Avolio al contexto chileno. Universidad de Chile. Yulk, G. (2009). Leading Organizational Learning: Reflections on Theory and Research. The Leadership Quarterly, 20, 49-53. Zack, M. (2005). The Strategic Advantage of Knowledge and Learning. International Journal of Learning and Intellectual Capital, 2, 1-20. Derechos Reservados - Universidad Católica de Colombia, 2015 info:eu-repo/semantics/openAccess Atribución-NoComercial-SinDerivadas 4.0 Internacional (CC BY-NC-ND 4.0) https://creativecommons.org/licenses/by-nc-nd/4.0/ LIDERAZGO TRANSFORMACIONAL LIDERAZGO TRANSACCIONAL COMPARTIR CONOCIMIENTO GESTIÓN DEL CONOCIMIENTO TRANSFORMATIONAL LEADERSHIP TRANSACTIONAL LEADERSHIP SHARING OF KNOWLEDGE KNOWLEDGE MANAGEMENT LIDERANÇA TRANSFORMACIONAL LIDERANÇA TRANSACIONAL COMPARTILHAR CONHECIMENTO GESTÃO DO CONHECIMENTO Relación entre liderazgo transformacional y transaccional con la conducta de compartir conocimiento en dos empresas de servicios Relationship between transformational and transactional leadership and the sharing of knowledge in two service organizations Relação entre liderança transformacional e transacional com a conduta de compartilhar conhecimentos em duas empresas de serviços Artículo de revista http://purl.org/coar/resource_type/c_6501 Text info:eu-repo/semantics/article http://purl.org/redcol/resource_type/ART info:eu-repo/semantics/publishedVersion Publication http://purl.org/coar/access_right/c_abf2 http://purl.org/coar/version/c_970fb48d4fbd8a85 |
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Universidad Católica de Colombia |
| collection |
d_repository.ucatolica.edu.co-DSPACE |
| title |
Relación entre liderazgo transformacional y transaccional con la conducta de compartir conocimiento en dos empresas de servicios |
| spellingShingle |
Relación entre liderazgo transformacional y transaccional con la conducta de compartir conocimiento en dos empresas de servicios Durán-Gamba, Marta Gisela Castañeda-Zapata, Delio Ignacio Durán-Gamba, Marta Gisela Castañeda-Zapata, Delio Ignacio LIDERAZGO TRANSFORMACIONAL LIDERAZGO TRANSACCIONAL COMPARTIR CONOCIMIENTO GESTIÓN DEL CONOCIMIENTO TRANSFORMATIONAL LEADERSHIP TRANSACTIONAL LEADERSHIP SHARING OF KNOWLEDGE KNOWLEDGE MANAGEMENT LIDERANÇA TRANSFORMACIONAL LIDERANÇA TRANSACIONAL COMPARTILHAR CONHECIMENTO GESTÃO DO CONHECIMENTO |
| title_short |
Relación entre liderazgo transformacional y transaccional con la conducta de compartir conocimiento en dos empresas de servicios |
| title_full |
Relación entre liderazgo transformacional y transaccional con la conducta de compartir conocimiento en dos empresas de servicios |
| title_fullStr |
Relación entre liderazgo transformacional y transaccional con la conducta de compartir conocimiento en dos empresas de servicios |
| title_full_unstemmed |
Relación entre liderazgo transformacional y transaccional con la conducta de compartir conocimiento en dos empresas de servicios |
| title_sort |
relación entre liderazgo transformacional y transaccional con la conducta de compartir conocimiento en dos empresas de servicios |
| author |
Durán-Gamba, Marta Gisela Castañeda-Zapata, Delio Ignacio Durán-Gamba, Marta Gisela Castañeda-Zapata, Delio Ignacio |
| author_facet |
Durán-Gamba, Marta Gisela Castañeda-Zapata, Delio Ignacio Durán-Gamba, Marta Gisela Castañeda-Zapata, Delio Ignacio |
| building |
Repositorio digital |
| topic |
LIDERAZGO TRANSFORMACIONAL LIDERAZGO TRANSACCIONAL COMPARTIR CONOCIMIENTO GESTIÓN DEL CONOCIMIENTO TRANSFORMATIONAL LEADERSHIP TRANSACTIONAL LEADERSHIP SHARING OF KNOWLEDGE KNOWLEDGE MANAGEMENT LIDERANÇA TRANSFORMACIONAL LIDERANÇA TRANSACIONAL COMPARTILHAR CONHECIMENTO GESTÃO DO CONHECIMENTO |
| topic_facet |
LIDERAZGO TRANSFORMACIONAL LIDERAZGO TRANSACCIONAL COMPARTIR CONOCIMIENTO GESTIÓN DEL CONOCIMIENTO TRANSFORMATIONAL LEADERSHIP TRANSACTIONAL LEADERSHIP SHARING OF KNOWLEDGE KNOWLEDGE MANAGEMENT LIDERANÇA TRANSFORMACIONAL LIDERANÇA TRANSACIONAL COMPARTILHAR CONHECIMENTO GESTÃO DO CONHECIMENTO |
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2015-06 |
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Español |
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Universidad Católica de Colombia. Facultad de Psicología |
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Artículo de revista |
| issn |
0123-9155 |
| url |
http://hdl.handle.net/10983/16256 |
| url_str_mv |
http://hdl.handle.net/10983/16256 |
| _version_ |
1763050920400125952 |
| description |
The purpose of this paper was to study the relationship between transformational and transactional leadership and the sharing of knowledge. A descriptive correlational design with regression analysis and a casual sampling method were used. The sample comprised 150 employees from two companies in the city of Bogotá, .D.C., Colombia, of which 14 were leaders and 136 were collaborators. Instruments used were the Multi-factor Leadership Questionnaire developed by Bass and Avolio (2000) and adapted by Vega & Zavala (2004), and the Escala de Compartir Conocimiento [Sharing Knowledge Scale ] developed by Castañeda (2010). Statistical analysis was performed with IBM-SPSS STATISTIC 20.0. Among leaders it was found that 43% of them are characterized by a low effectiveness leadership (low transformational and transactional) and 40% of them show a full range leadership (high transformational and transactional). Among collaborators, sharing of knowledge scored between 4.3 and 5.4 /6.0; sharing experiences and ideas stand out and to a lesser level, sharing documents and knowledge. Among leaders, transactional leadership significantly correlated (r=0.63; p=0.01) with sharing of knowledge but this behavior did not correlate with the transformational style (r=0.39; p=0.084); while among collaborators, transformational and transactional leadership showed a significant relationship with sharing of knowledge (r=0.29; p<0.001; r=0.26; p=0.001, respectively). It was concluded that from the perspective of the leaders, there is a relationship between transactional leadership and the behavior of sharing knowledge, and that rewards play an important role. Among leaders, the relationship between transformational leadership and sharing of knowledge was not confirmed, but it was confirmed in collaborators. Organizational culture is suggested as a mediating variable in the relationship between transformational leadership and the sharing of knowledge.
El objetivo fue describir la relación entre el liderazgo transformacional-transaccional del líder con la conducta de compartir conocimiento de los colaboradores. Utilizando un diseño descriptivo-correlacional con análisis regresional y un muestreo incidental, se valoraron 150 trabajadores de dos empresas de Bogotá: 14 líderes y 136 colaboradores. Los instrumentos aplicados fueron el Multifactor Leadership Questionarie de Bass & Avolio adaptado por Vega & Zavala (2004) y la escala de Compartir Conocimiento de Castañeda (2010). El análisis estadístico se realizó con el paquete estadístico IBM-SPSS STATISTIC 20,0. Entre los líderes se encontró que el 43% se caracteriza por un liderazgo de baja efectividad (bajo nivel transformacional y transaccional) y el 40%, por un liderazgo de rango completo (alto nivel transformacional y transaccional). En los colaboradores, el compartir conocimiento puntuó entre 4,3 y 5,4/6,0; sobresale compartir experiencias e ideas y, en menor nivel, compartir documentos y conocimientos. Desde la perspectiva de los jefes, el liderazgo transaccional correlacionó significativamente (r=0,63; p=0,01) con compartir conocimiento, pero esta conducta no correlacionó con el liderazgo transformacional (r=0,39; p=0,084). En los colaboradores, el liderazgo transformacional y el transaccional mostraron una relación significativa con compartir conocimiento (r=0,29; p<0,001; r=0,26; p=0,001, respectivamente). Se concluyó que en los líderes, el liderazgo transaccional se relaciona con la conducta de compartir conocimiento, y las recompensas tienen un rol importante. No se confirmó la relación entre liderazgo transformacional y la conducta de compartir conocimiento, pero ésta si se da en los colaboradores. Se sugiere a la cultura organizacional como variable mediadora en la relación entre liderazgo transformacional y compartir conocimiento.
O objetivo foi descrever a relação entre a liderança transformacional-transacional do líder com a conduta de compartilhar conhecimento dos colaboradores. Utilizando um desenho descritivo-correlacional com análise regressional e uma amostragem incidental, avaliaram-se 150 trabalhadores de duas empresas de Bogotá: 14 líderes e 136 colaboradores. Os instrumentos aplicados foram o Multifactor Leadership Questionarie de Bass & Avolio adaptado por Vega & Zavala (2004) e a escala de Compartilhar Conhecimento de Castañeda (2010). A análise estatística realizou-se com o pacote estatístico IBM-SPSS STATISTIC 20,0. Entre os líderes encontrou-se que 43% se caracteriza por uma liderança de baixa efetividade (baixo nível transformacional e transacional) e 40%, por uma liderança de nível completo (alto nível transformacional e transacional). Nos colaboradores, o compartilhar conhecimento pontuou entre 4,3 e 5,4/6,0; sobressaí compartilhar experiências e ideias e, em menor nível, compartilhar documentos e conhecimentos. Desde a perspectiva dos chefes, a liderança transacional correlacionou significativamente (r=0,63; p=0,01) com compartilhar conhecimento, mas esta conduta não se correlacionou com a liderança transformacional (r=0,39; p=0,084). Nos colaboradores, a liderança transformacional e a transacional mostraram uma relação significativa com compartilhar conhecimento (r=0,29; p<0,001; r=0,26; p=0,001, respectivamente). Conclui-se que nos líderes, a liderança transacional se relaciona com a conduta de compartilhar conhecimento, e as recompensas têm um papel importante. Não confirmou-se a relação entre liderança transformacional e a conduta de compartilhar conhecimento, mas a mesma se dá nos colaboradores. Sugere-se a cultura organizacional como variável mediadora na relação entre liderança transformacional e compartilhar conhecimento.
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| score |
11.257267 |
