Congruência pessoa-ambiente, personalidade e centralidade nas redes profissionais em contextos organizacionais

Abstract

The aim of the thesis is to investigate the relationship between personality and congruence, advancing in understanding its role in the centrality of workers in intraorganizational networks. Five studies were developed. The first study had the specific objective of identifying whether the degree of congruence would be associated with personality traits and whether these, in turn, would have effects on the person-environment adjustment process. 504 professionals classified according to Holland's RIASEC model participated. Differences in personality scores were found between more and less congruent professionals with predominantly Realistic, Investigative, Artistic and Entrepreneurial interests. The second study sought to analyze the relationship between congruence and professional development. Participated 515 professionals classified according to occupational demands according to the RIASEC model. It is concluded that congruence is positively associated with professional development in almost all RIASEC environments. The third study analyzed the association between congruence, personality and centrality, testing the hypothesis that the most congruent professional could occupy a prominent role in two types of intraorganizational networks . In this study, 61 professionals from a private sector organization participated. It was concluded that congruence was associated, in both social networks (search for support - RBA - and selection of work teams - RSE), only with the centrality of exit proximity. The dimensions agreeableness and neuroticism showed mixed results only in the support-seeking network (RBA). The fourth study sought to analyze whether the most congruent professionals would also be those who would have more reciprocal interactions with peers in intra-organizational networks, therefore being more accepted and required to compose teams in their respective professional networks. The same 61 professionals from the previous study participated in this study. It was concluded that the most congruent professionals had more reciprocal interactions only in the team selection network (RSE). The fifth and final study had the specific objective of analyzing the relationships between congruence, personality dimensions and interactions based on homophily (similarity) and heterophily (heterogeneity), to better understand the composition and maintenance of work groups. The 61 professionals from study three also participated in this study. The results showed that congruence was not associated with either type of interaction (heterophilia or homophily). Neuroticism and extraversion were only associated with homophily. In summary, the central assumption that guided the development of this thesis was that the degree of congruence of professionals and the dimensions of personality could help explain the position of importance that the worker occupies in the various networks and work groups in organizational contexts. The five studies that make up the thesis sought to deepen, therefore, the understanding of the antecedents (personality) and consequents (centrality) of congruence (person-environment adjustment) using varied methodological approaches, such as survey and social networks. The thesis offers a theoretical contribution by expanding the understanding of the phenomenon of congruence in work environments and also contributes to professional practice, since the results of the studies provide inputs for the elaboration of policies for the composition and development of work teams in organizational contexts.