Este estudo examinou a relação entre estilos interpessoais e a participação do indivíduo
nas redes sociais em diferentes ambientes de trabalho. Redes sociais se formam pelos
vínculos afetivos, cognitivos e de compartilhamento de recursos estabelecidos entre
atores sociais. Diferenças de desempenho no trabalho podem estar relacionadas ao
posicionamento das pessoas em suas redes sociais. Ocupar uma posição de centralidade
em uma rede social possibilita a aquisição de informações importantes e várias formas
de influência interpessoal. A conquista dessas posições privilegiadas está associada a
benefícios como sucesso na carreira, desempenho e satisfação no trabalho. Estudos
sobre personalidade têm experienciado um renascimento no âmbito organizacional, e
muitos têm evidenciado a importância de características da personalidade para prever
resultados ocupacionais. Sabe-se que a predominância de determinadas características
de personalidade no ambiente de trabalho formam modos peculiares de convivência do
grupo, assim, é importante lembrar que ambientes variam em termos de quais estilos de
personalidade valorizam e conferem aceitação ao seu portador. Os estilos interpessoais
são estratégias comportamentais que descrevem a maneira habitual de uma pessoa
interagir socialmente e buscar aceitação e status nas coletividades em que participa.
Nesse sentido, os estilos interpessoais são importantes para compreender o sucesso
interpessoal do indivíduo na sua busca por ser aceito, reconhecido e ter um lugar de
destaque no seu ambiente de trabalho. Deste modo, o objetivo deste estudo foi analisar e
comparar a relação entre estilos interpessoais e centralidade nas redes sociais em
diferentes equipes de trabalho. Participaram desta pesquisa 80 trabalhadores distribuídos
em 03 equipes de diferentes empresas: marketing de um jornal (MKT, n=24); serviços
de registro documentos (SRD, n=20); fábrica de aparelhos mecânicos (FAB, n=36). O
instrumento foi composto por variáveis sócio-demográficas, pelo Inventário ESEI
(Escalas de Estilos Interpessoais), e pelo questionário sociométrico que possibilitou o
cálculo dos índices de centralidade das redes de confiança. As equipes foram
caracterizadas em relação às variáveis sócio-demográficas, ao tipo de ambiente
ocupacional e ao perfil médio de estilos interpessoais. Em seguida, os estilos
interpessoais dos atores foram correlacionados aos seus índices de centralidade na rede
de confiança, e alguns casos foram analisados. Foram encontradas diferenças
significativas nas dimensões de estilos interpessoais entre as equipes, e a análise
correlacional e qualitativa dos estilos interpessoais dos atores centrais, indicaram que
cada equipe valoriza atores com diferentes perfis interpessoais, conferindo-lhes
aceitação e prestígio. Os resultados revelam a importância do tipo de ambiente
ocupacional para compreender os estilos interpessoais predominantes na equipe e suas
relações com a centralidade dos atores na rede de confiança. As implicações das
relações entre os estilos interpessoais, a centralidade dos atores nas redes de confiança e
os tipos de ambiente ocupacional são discutidas. Por fim, considera-se a importância de
alinhar dimensões da personalidade ao ambiente ocupacional na busca por uma
compreensão cada vez mais acurada sobre os comportamentos humanos no trabalho.
This study examined the relationship between interpersonal styles and the individual's
participation in social networks in different workplaces. Social networks are formed by
emotional ties, cognitive, and resource sharing established between social actors.
Differences in job performance may be related to the positioning of people in their
social networks. Occupy a position of centrality in a social network enables the
acquisition of important information and various forms of interpersonal influence. The
achievement of these privileged positions is associated with benefits such as career
success, performance and job satisfaction. Studies on personality have experienced a
renaissance in the organizational, and many have shown the importance of personality
traits to predict occupational outcomes. It is known that the prevalence of certain
personality traits in the workplace form particular ways of living of the group, so it is
important to remember that environments vary in terms of personality styles which
value and give acceptance to the wearer. The interpersonal styles are behavioral
strategies that describe the usual way a person interacts socially and seek acceptance
and status in the communities in which it participates. In this sense, interpersonal styles
are important to understand the individual's interpersonal success in their search to be
accepted, recognized and have a prominent place on your workplace. Thus, the
objective of this study was to analyze and compare the relationship between
interpersonal styles and centrality in social networks in different teams. In this study,
participated 80 workers, divided into 03 teams from different companies: marketing
department of a newspaper (MKT, n= 24); services registration documents (SRD, n=
20); factory mechanical (FAB, n= 36). The questionnaire consisted of sociodemographic
variables, the Inventory ESEI (Interpersonal Styles Scale), and the
sociometric questionnaire that enabled the calculation of the indices of centrality of trust
networks. The teams were characterized in relation to socio-demographic variables, the
type of workplace and the average profile of interpersonal styles. Then the interpersonal
styles of the actors were correlated to their levels of centrality in the trust network, and
some cases were analyzed. There were significant differences in the dimensions of
interpersonal styles between teams, and correlational analysis of qualitative and
interpersonal styles of key players, each team indicated that values interpersonal actors
with different profiles, giving them acceptance and prestige. The results reveal the
importance of the kind of workplace to understand the interpersonal styles prevalent in
the team and its relations with the centrality of actors in the network of trust. The
implications of the relationship between interpersonal styles, the centrality of the actors
in the networks of trust and the kinds of workplace are discussed. Finally, we consider
the importance of aligning the personality dimensions of occupational environment in
the quest for a more accurate understanding of human behavior at work.
This study examined the relationship between interpersonal styles and the individual's
participation in social networks in different workplaces. Social networks are formed by
emotional ties, cognitive, and resource sharing established between social actors.
Differences in job performance may be related to the positioning of people in their
social networks. Occupy a position of centrality in a social network enables the
acquisition of important information and various forms of interpersonal influence. The
achievement of these privileged positions is associated with benefits such as career
success, performance and job satisfaction. Studies on personality have experienced a
renaissance in the organizational, and many have shown the importance of personality
traits to predict occupational outcomes. It is known that the prevalence of certain
personality traits in the workplace form particular ways of living of the group, so it is
important to remember that environments vary in terms of personality styles which
value and give acceptance to the wearer.
The interpersonal styles are behavioral
strategies that describe the usual way a person interacts socially and seek acceptance
and status in the communities in which it participates. In this sense, interpersonal styles
are important to understand the individual's interpersonal success in their search to be
accepted, recognized and have a prominent place on your workplace. Thus, the
objective of this study was to analyze and compare the relationship between
interpersonal styles and centrality in social networks in different teams. In this study,
participated 80 workers, divided into 03 teams from different companies: marketing
department of a newspaper (MKT, n= 24); services registration documents (SRD, n=
20); factory mechanical (FAB, n= 36). The questionnaire consisted of sociodemographic
variables, the Inventory ESEI (Interpersonal Styles Scale), and the
sociometric questionnaire that enabled the calculation of the indices of centrality of trust
networks. The teams were characterized in relation to socio-demographic variables, the
type of workplace and the average profile of interpersonal styles. Then the interpersonal
styles of the actors were correlated to their levels of centrality in the trust network, and
some cases were analyzed. There were significant differences in the dimensions of
interpersonal styles between teams, and correlational analysis of qualitative and
interpersonal styles of key players, each team indicated that values interpersonal actors
with different profiles, giving them acceptance and prestige. The results reveal the
importance of the kind of workplace to understand the interpersonal styles prevalent in
the team and its relations with the centrality of actors in the network of trust. The
implications of the relationship between interpersonal styles, the centrality of the actors
in the networks of trust and the kinds of workplace are discussed. Finally, we consider
the importance of aligning the personality dimensions of occupational environment in
the quest for a more accurate understanding of human behavior at work.
