25 results on '"Bittencourt Bastos, Antonio Virgílio"'
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2. La psicologia de Brasil: un analisis de su desarrollo
- Author
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Borges-Andrade, Jairo Eduardo, Bittencourt Bastos, Antonio Virgílio, Pie Abib Andery, Maria Amalia, Souza Lobo Guzzo, Raquel, and Araujo Trindade, Zeidi
- Published
- 2015
- Full Text
- View/download PDF
3. Replica 1--formar docentes: em que medida a pos-graduacao cumpre esta missao?
- Author
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Bittencourt Bastos, Antonio Virgílio, Zaguri Tourinho, Emmanuel, Yamamoto, Oswaldo Hajime, and Meira Menandro, Paulo Rogério
- Published
- 2011
4. Comprometimento e entrincheiramento na carreira: um estudo de suas influencias no esforco instrucional do docente do ensino superior
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Okazaki Rowe, Diva Ester, Bittencourt Bastos, Antonio Virgílio, and Moreno Pinho, Ana Paula
- Published
- 2011
5. Vinculos com a carreira e producao academica: comparando docentes de IES publicas e privadas
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Okazaki Rowe, Diva Ester and Bittencourt Bastos, Antonio Virgílio
- Published
- 2010
6. Replica 1 -- suicidio e trabalho: problemas conceituais e metodologicos que cercam a investigacao dessa relacao
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Bittencourt Bastos, Antonio Virgílio and Guedes Gondim, Sônia Maria
- Published
- 2010
7. Commitment or entrenchment? Convergent and discriminant validation of affective and continuance dimensions of the three-component model.
- Author
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de Aguiar Rodrigues, Ana Carolina, Bittencourt Bastos, Antonio Virgílio, Bahia Moscon, Daniela Campos, and Cavalcante Queiroz, Giselle
- Abstract
Purpose - Is it possible to consider organizational entrenchment (OE) and continued commitment (CC) as the same phenomenon? Are there enough differences between CC and affective commitment (AC) to defend that they cannot be part of the same construct? The objective of this study was to examine the convergence of validated measures between OE and CC and their discrimination to AC. The authors' aim was to compare two models of antecedents and their consequences: the model that includes OEand AC, and the one that includes CC and AC. Design/methodology/approach - An extensive cross-sectional study was conducted with a sample of 1,648 respondents (the majority lived in the Northeast region of Brazil, worked in private services companies, were female, single, under 35 years old, had, at least, begun college studies and received up to five times the minimum wage). A six-point Likert scale was used in this study. To measure OE, CC and AC, the authors used reduced versions of validated measures. To test the hypotheses, first, the authors used Pearson's correlation analysis and then, structural equation modeling, comparing two models of antecedents and consequences (one including OE and AC, and the other, including CC and AC). Findings - As expected, affective commitment had a positive impact on the desired behavior (intention for commitment, defense, staying), whereas entrenchment and continuance commitment had a negative or nonsignificant impact on these behaviors. Results show the existence of a conceptual and empirical overlap between organizational entrenchment and continuance commitment and indicate that the continuance dimension is not part of commitment but rather part of organizational entrenchment. Research limitations/implications - The fact that this is a cross-sectional study sets a limitation on the results, for not allowing greater understanding of the dynamics and the causal direction of relationships. Additionally, it follows the trend of studies in the organizational behavior field of utilizing self-reported data, which results in problems related to perceptual bias (Morrow, 2011). Practical implications - The practical implications of this study regard a greater clarification on which behaviors are expected from either committed and entrenched workers, and which drivers may lead to each of these bonds. Therefore, a better understanding of the phenomenon contributes to the training of managers and to the design of organizational policies and practices. Social implications - The clarity of bonds also allows its application to different contexts beyond business organizations, as a step to reach better understanding of commitment and entrenchment in different settings, economical and national realities. Originality/value - It is expected that these findings add a higher precision to the research on commitment, thus contributing to the validity of the measures. Given these results and confirmation that OE and CC represent the same bond, it is considered appropriate to designate this type of bond simply as OE. Additionally, the results of this study represent a further argument in favor of prioritizing the AC than CC in research and in management of organizational commitment. [ABSTRACT FROM AUTHOR]
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- 2022
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- View/download PDF
8. INFLUENCE OF SUPPORT TRANSFER OF TRAINING ON THE ORGANIZATIONAL COMMITMENT AND ORGANIZATIONAL ENTRENCHMENT LINKS.
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Gassen Balsan, Laércio André, Flores Costa, Vânia Medianeira, Dias Lopes, Luis Felipe, Schaurich dos Santos, Andressa, Vizzotto Balsan, Fernanda Binotto, and Bittencourt Bastos, Antonio Virgílio
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ORGANIZATIONAL commitment ,TRANSFER of training ,HIGHER education ,UNIVERSITIES & colleges ,ORGANIZATIONAL goals - Abstract
Copyright of Brazilian Journal of Management / Revista de Administração da UFSM is the property of Brazilian Journal of Management / Revista de Administracao da UFSM and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
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- 2020
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- View/download PDF
9. Adaptação e Validação da Nova Escala Geral de Autoeficácia.
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Gassen Balsan, Laércio André, Leite Carneiro, Laila, Bittencourt Bastos, Antonio Virgílio, and Flores Costa, Vânia Medianeira
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Copyright of Avaliação Psicológica is the property of Instituto Brasileiro de Avaliacao Psicologica and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
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- 2020
- Full Text
- View/download PDF
10. O significado do declínio organizacional: o caso UFN III.
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Freire Vasconcelos, Eveli and Bittencourt Bastos, Antonio Virgílio
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FERTILIZERS , *INTERVIEWING , *EMPLOYEES , *CONSTRUCTION , *FOREST declines - Abstract
This research aimed to describe the meaning of experiences of former employees of the construction of the Nitrogenated Fertilizer Unit III in Três Lagoas, MS, through the organizational decline phenomenon. The methodology consisted in documentary analysis and interviews. The results organized the central ideas in cognitive maps of each of the six participants that represent the schema of the organizational decline. The conclusions of the study show that the organizational decline is still a phenomenon very little explored, especially having the individual as the unit of analysis. [ABSTRACT FROM AUTHOR]
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- 2019
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11. O artesanato em Juazeiro do Norte/CE: memória de uma atividade de trabalho.
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da Rocha Grangeiro, Rebeca and Bittencourt Bastos, Antonio Virgílio
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Copyright of Revista Memoria em Rede is the property of Revista Memoria em Rede and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
- Published
- 2019
12. TRANSFORMACIONES EN ORGANIZACIONES DE FRUTICULTURA IRRIGADA Y LA DINÁMICA DEL COMPROMETIMIENTO ORGANIZACIONAL
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Marinho Costa, Fabíola and Bittencourt Bastos, Antonio Virgílio
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Canales de Marketing ,Canales de Distribución ,Conflicto Multi canal ,Sector de Salud Suplementar ,Caso de Enseñanza ,Comprometimento Organizacional ,Mudanças Organizacionais ,Estudo longitudinal ,Trabalhadores Agrícolas ,Administración de Empresas ,Mercado ,Marketing ,Management ,Organizational Estudies ,Organizational Commitment ,Organizational Change ,Longitudinal Study ,Agricultural Workers ,Administração de empresas ,Estudos Organizacionais - Abstract
Change in the world of work and its impact on labor relations emphasizes the importance of considering organizational commitment as a process that may change overtime, reinforcing the need for longitudinal studies. The present study seeks to assess the process of affective commitment (AC), continuation commitment (CC), perception of organizational support (POS) and intention to leave the organization in relation to organizational change as perceived by managers and workers. In this sense, data were collected from three companies in four different points in time over a six month period. The organizations belong to the same economic group with activities targeting irrigated fruit culture at the São Francisco Valley- BA. Data was collected, in four different points of time, within three different organizations in the primary sector of the economy, all of them belonging to the same economic group. The samples consisted of 114 workers in time 1, 135 in time 2, 162 in time 3 and 162 in time 4. A total of 46 workers took part in all four data collection. The participants were mostly young males with low schooling level. The main analysis consisted of descriptive statistics and mean comparisons. Over the years workers perceived changes in the companies´ physical structure, in the work process, in leadership, in the workforce and an important trend towards wage´s payments delay .A mean reduction in AC, CC and OSP coupled with a mean increase in ILO was observed in time 3. The same trend was observed among 46 workers, with statistically significant OSP mean reductions between time 1 and 3, and time 2 and 3. The same pattern was observed with AC and CC between time 2 and 3. On the other hand, a statistically significant increase in ILO mean was observed from time 1 and 3. The findings contribute to the understanding of organizational commitment as a process that has to be understood over time. The decreases in OSP, AC and CC, and the increases in ILO may be related the organizations change context due to a long price crises that hit the fruit market and was characterized by increases in lay-offs and organizations restructuring during the period under investigation. It can be said that there is great relevance in longitudinal studies analyzing the commitment processes that has to be understood under the light of organizational context., Las transformaciones en el mundo del trabajo y sus consecuencias sobre las relaciones de trabajo enfatizan la importancia para considerar el comprometimiento organizacional como un fenómeno que se construye en proceso y que puede sufrir alteraciones a lo largo del tiempo, destacando la pertinencia de la realización de investigaciones longitudinales. Así, esa investigación objetiva evaluar el proceso de comprometimiento afectivo (CA), de comprometimiento de continuación (CC), de percepción de soporte organizacional (PSO) y de intención de dejar la organización (IDO), asociando las transformaciones organizacionales percibidas por el gestor y trabajadores. Se colectó datos en tres organizaciones de fruticultura irrigada de un mismo grupo económico del Vale de San Francisco, en cuatro momentos, con intervalos de seis meses. Se aplicó cuestionarios con cuestiones acerca de transformaciones organizacionales percibidas y cuatro escalas: CA, CC, PSO y IDO. En los cuatro tiempos, participaron 114, 135, 162 y 162 trabajadores, respectivamente, y 46 participaron en los cuatro tiempos. Los participantes fueron, en su mayoría, hombres, jóvenes y de baja escolaridad. Se realizó análisis descriptivos y comparaciones de medias. A lo largo de dos años investigados, los trabajadores percibieron cambios en la estructura física, en el proceso de trabajo, en las direcciones, en el cuadro de funcionarios y se destacó el retraso en el pagamiento de los sueldos como un importante cambio. En la muestra total, se observó una reducción en las medias de CA y de CC, seguidas por una baja de la media de PSO hasta el tiempo 3 y por un aumento de IDO hasta el tiempo 3. La misma tendencia fue observada entre los 46 trabajadores, en que ocurrió reducciones estadísticamente significativas de las medias de PSO entre los tiempos 1 y 3, y entre loa tiempos 2 y 3, y de CA y de CC entre los tiempos 2 y 3. También se verificó un aumento estadísticamente significativo de IDO entre los tiempos 1 y 3. Los resultados contribuyen para la comprensión que los fenómenos organizacionales investigados son construidos de manera procesal y se alteran a lo largo del tiempo. Los decrecimos de PSO, CA y CC, y el aumento de IDO pueden estar relacionados al contexto de cambios en las organizaciones ocurridas a lo largo de un período de crisis en el Vale de São Francisco, y marcadas por la baja en los precios de las frutas en el mercado externo, por el aumento de demisiones y por reestructuraciones organizacionales. Se concluyó que hay gran relevancia en estudios longitudinales que analicen el proceso de comprometimiento, necesitando su comprensión a la luz del contexto organizacional., As transformações no mundo do trabalho e suas consequências sobre as relações de trabalho enfatizam a importância de se considerar o comprometimento organizacional como um fenômeno que é construído processualmente e que pode se alterar ao longo do tempo, destacando a pertinência da realização de estudos longitudinais. Nesse sentido, o presente trabalho objetiva avaliar o processo de comprometimento afetivo (CA), de comprometimento de continuação (CC), de percepção de suporte organizacional (PSO) e de intenção de deixar a organização (IDO), associando-os às transformações organizacionais percebidas pelo gestor e trabalhadores. Foram coletados dados em três organizações de fruticultura irrigada de um mesmo grupo econômico do Vale do São Francisco, em quatro momentos, com intervalos de seis meses. Foram aplicados questionários com questões sobre transformações organizacionais percebidas e quatro escalas: CA, CC, PSO e IDO. Nos quatro tempos, participaram 114, 135, 162 e 162 trabalhadores, respectivamente, tendo 46 participado nos quatro tempos. Os participantes foram, em sua maioria, homens, jovens e de baixa escolaridade. Realizaram-se análises descritivas e comparações de médias. Ao longo dos dois anos investigados, os trabalhadores perceberam mudanças na estrutura física, no processo de trabalho, nas chefias, no quadro de funcionários e destacaram o atraso no pagamento dos salários como uma importante mudança. Na amostra total, observou-se uma redução nas médias de CA e de CC, acompanhadas por uma queda da média de PSO até o tempo 3 e por um aumento de IDO até o tempo 3. A mesma tendência foi observada entre os 46 trabalhadores, tendo ocorrido reduções estatisticamente significativas das médias de PSO entre os tempos 1 e 3, e entre os tempos 2 e 3, e de CA e de CC entre os tempos 2 e 3. Também foi verificado um aumento estatisticamente significativo de IDO entre os tempos 1 e 3. Os achados contribuem para a compreensão de que os fenômenos organizacionais investigados são construídos processualmente e se alteram ao longo do tempo. Os decréscimos de PSO, CA e CC, e o aumento de IDO podem estar relacionados ao contexto de mudanças nas organizações, ocorridas ao longo de um período de crise no Vale do São Francisco, e marcadas pela queda nos preços das frutas no mercado externo, pelo aumento de demissões e por reestruturações organizacionais. Conclui-se que há grande relevância em estudos longitudinais que analisem o processo de comprometimento, sendo necessária sua compreensão à luz do contexto organizacional.
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- 2013
13. Psicologia brasileira: uma análise de seu desenvolvimento
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Borges-Andrade, Jairo Eduardo, primary, Bittencourt Bastos, Antonio Virgílio, additional, Abib Andery, Maria Amalia Pie, additional, Lobo Guzzo, Raquel Souza, additional, and Araujo Trindade, Zeidi, additional
- Published
- 2015
- Full Text
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14. PROGRAMAS DE CALIDAD DE VIDA EN EL TRABAJO EN CONTEXTOS DIFERENCIADOS DE INNOVACIÓN: UN ANÁLISIS MULTIVARIADO
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Janissek de Souza, Janice and Bittencourt Bastos, Antonio Virgílio
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qualidade de vida no trabalho ,padrões de inovação ,programas de qualidade de vida no trabalho ,Business Management ,Administración de Empresas ,quality of life at work ,patterns of innovation ,quality of life programs at work ,Administração de Empresas ,calidad de vida en el trabajo ,patrones de innovación ,programas de calidad de vida en el trabajo - Abstract
The present study searched the existing relationship between different patterns of adoption of new management practices and the implementation of quality of work life programs (WLQP’s). Four patterns of innovation were defined, identified from the national average of adoption of such practices, which were a set of companies considered highly innovative, another set of companies considered lowly innovative, a third set of companies, considered innovative in people management practices and a last set of companies considered innovative in work process rationalization practices. In order to achieve the proposed goal, this study adopts a survey like questionnaire, applied to the production managers in a sample of 220 companies from the industrial sector, showing more than 150 employees. Through descriptive data analysis and the Homals multivariate data analysis, run by SPSS, it was possible to identify three kinds of association between the patterns of innovation and WLQP’s: lowly innovative companies ten not to adopt WLQP’s, whereas companies considered highly innovative ten to adopt WLQP’s in health and professional development. Companies considered innovative in people management practices or in work process rationalization practices develop WLQP’s in leisure and social relations., En el presente estudio, se buscó verificar la relación existente entre diferentes patrones de adopción de nuevas prácticas de gestión con la implementación de Programas de Calidad de Vida en el Trabajo (PQVT). Fueron definidos cuatro patrones de innovación, identificados a partir del promedio nacional de utilización de esas prácticas, es decir: un conjunto de empresas consideradas muy innovadoras, otro conjunto considerado poco innovador, un tercer conjunto de empresas identificadas como Innovadoras en prácticas de gestión de personas y un último conjunto compuesto por empresas consideradas innovadoras en prácticas de racionalización de los procesos de trabajo. Para tanto, se utilizó un cuestionario cerrado tipo survey, aplicado a administradores del área de producción en una muestra de 215 empresas del sector industrial brasileño que poseían más de 150 funcionarios. A través de tratamientos descriptivos y del análisis multivariada de Homals, realizadas por el programa SPSS, fue posible identificar tres tipos de asociaciones entre patrón de innovación y PQVT: empresas consideradas poco innovadoras tienden a no adoptar PQVT; empresas consideradas mucho innovadoras tienden a adoptar PQVT en las áreas de salud y desarrollo profesional y empresas consideradas innovadoras en prácticas de racionalización de los procesos de trabajo desarrollan PQVT en las áreas de ocio y relaciones sociales., No presente estudo, buscou-se verificar a relação existente entre diferentes padrões de adoção de novas práticas de gestão com a implementação de programas de qualidade de vida no trabalho (PQVT). Foram definidos quatro padrões de inovação, identificados a partir da média nacional de utilização de tais práticas, ou seja, um conjunto de empresas consideradas Muito Inovadoras, outro conjunto considerado pouco inovador, um terceiro conjunto de empresas identificadas como Inovadoras em práticas de gestão de pessoas e um último conjunto composto por empresas consideradas inovadoras em práticas de racionalização dos processos de Trabalho. Para tanto, utilizou-se um questionário fechado tipo survey aplicado a gestores da área de produção em uma amostra de 215 empresas do setor industrial brasileiro que possuíam mais de 150 funcionários. Através de tratamentos descritivos e da análise multivariada de Homals, realizadas pelo programa SPSS, foi possível identificar três tipos de associações entre padrão de inovação e PQVT: empresas consideradas pouco inovadoras tendem a não adotar PQVT; empresas consideradas muito inovadoras tendem a adotar PQVT nas áreas de saúde e desenvolvimento profissional e empresas consideradas inovadoras em práticas de racionalização dos processos de trabalho desenvolvem PQVT nas áreas de lazer e relações sociais.
- Published
- 2013
15. Interface Positiva Trabalho e Família: Proposta de Instrumento e Evidências de Validade.
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Nova Aguiar, Carolina Villa and Bittencourt Bastos, Antonio Virgílio
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This paper aims to propose an instrument for measuring the positive interface between work and family. To this end, two empirical studies were conducted. The first sought to reach a first version of the measure, applying it to a sample of 200 workers in the state of Bahia. Exploratory Factor Analyzes (EFA) was conducted and the best indicators were selected. The second study aimed to refine the investigation of the measure through application in a new sample, this time composed of 446 workers from different regions. The analysis procedures involved EFA and Confirmatory Factor Analysis. The results showed the two-factor model as the best representation the dimensionality of the construct (χ²/gl=2.12, GFI=0.87, CFI=0.91, RMSEA=0.07). The final version of the measure consisted of 19 items: nine referring to the positive work-family interface (a=0.90) and 10 to the positive family-work interface (α=0.87). The proposed measure may contribute to the perspective of positive psychology in organizations. [ABSTRACT FROM AUTHOR]
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- 2018
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16. A INFLUÊNCIA DO COMPROMETIMENTO, DO ENTRINCHEIRAMENTO E DO SUPORTE À TRANSFERÊNCIA DE TREINAMENTO SOBRE O IMPACTO DO TREINAMENTO NO TRABALHO.
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Gassen Balsan, Laércio André, Flores Costa, Vânia Medianeira, Bittencourt Bastos, Antonio Virgílio, Dias Lopes, Luis Felipe, Pimentel Lima, Mauren, and Schaurich dos Santos, Andressa
- Abstract
Copyright of Brazilian Journal of Management / Revista de Administração da UFSM is the property of Brazilian Journal of Management / Revista de Administracao da UFSM and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
- Published
- 2017
- Full Text
- View/download PDF
17. Sociological, anthropological and psychological bases for organizational commitment
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Menezes, Igor Gomes and Bittencourt Bastos, Antonio Virgílio
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N215 Organisational Development ,N600 Human Resource Management - Abstract
Organizational commitment is a complex and polysemic construct, and there is no consensus about which definition best describes it. As it is often mistaken for other constructs such as job satisfaction, identification and involvement, few studies have investigated the sociological, anthropological and psychological influences of organizational commitment. Thus, the aim of this paper is to present some social exchange theories, as well as symbol sharing and the relationship between cognitive and social processes, which can provide a better understanding of the individual-organization bonds. A detailed study of some social theories that precede the conception of commitment as an object of study in the field of organizational behavior is substantial to the conceptual clarity of the phenomenon, and indispensable for future studies in discriminant validity as compared to other types of social bonds.
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- 2009
18. Bases sociológicas, antropológicas e psicológicas do comprometimento organizacional DOI 10.5752/P.1678-9563.2009v15n3p200
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Menezes, Igor Gomes, primary and Bittencourt Bastos, Antonio Virgílio, additional
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- 2010
- Full Text
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19. Psicologia brasileira: uma análise de seu desenvolvimento.
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Eduardo Borges-Andrade, Jairo, Bittencourt Bastos, Antonio Virgílio, Pie Abib Andery, Maria Amalia, Lobo Guzzo, Raquel Souza, and Araujo Trindade, Zeidi
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DEVELOPMENTAL psychology , *PSYCHOLOGY education , *PROFESSIONAL education , *DEMAND for education , *PROFESSIONAL practice , *EDUCATION policy , *UNDERGRADUATES - Abstract
This paper presents a critical analysis of the development of the professional field of Psychology in Brazil and of the training of its professionals, at the undergraduate and graduate levels. Some previous studies are used for describing that field and this training. They have been taken in to account, in order to provide a post facto characterization. This essay finishes providing contributions for training and professional policies that may serve the Country’s major and urgent social and educational demands. [ABSTRACT FROM AUTHOR]
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- 2015
- Full Text
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20. Vínculos dos Indivíduos com a Organização: Análise da Produção Científica Brasileira 2000-2010.
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Bittencourt Bastos, Antonio Virgílio, Gomes Maia, Letícia, de Aguiar Rodrigues, Ana Carolina, Oliveira Macambira, Magno, and Borges-Andrade, Jairo Eduardo
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EMPLOYEE psychology , *ORGANIZATIONAL commitment , *PSYCHOLOGICAL contracts (Employment) , *ORGANIZATIONAL citizenship behavior , *RESEARCH teams - Abstract
This study sought to analyze the Brazilian scientific production in 2000-2010 on employee's linkages with the organization, covering four main topics: organizational commitment, psychological contracts, organizational citizenship and perceptions of support, justice and equity. The importance of these issues to micro-organizational research and the intense research on the topic are the reasons for making this choice. Sixty-three articles were identified. The analyses followed three emphases: methodological features; content of articles, their contributions and limitations; and partnership networks between authors and institutions. The results show high levels of conceptual haziness and overlapping of instruments, and little interaction between research groups. Based on the findings, a research agenda is proposed. [ABSTRACT FROM AUTHOR]
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- 2014
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21. Redes de Mentoria: Mapeando as Concepções nas Incubadoras de Base Tecnológica do Recife.
- Author
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RÉGIS, Helder Pontes, Bittencourt BASTOS, Antonio Virgílio, Calado DIAS, Sônia Maria Rodrigues, and de MELO, Paulo Thiago Nunes Bezerra
- Abstract
Copyright of Revista Psicologia. Organizacoes e Trabalho is the property of Sociedade Brasileira de Psicologia Organizacional e do Trabalho and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
- Published
- 2013
22. Work Commitment Questionnaire
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Bittencourt Bastos, Antonio Virgílio, primary
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- 1992
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23. Vínculos com a Carreira e Produção Acadêmica: Comparando Docentes de IES Públicas e Privadas.
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Rowe, Diva Ester Okazaki and Bittencourt Bastos, Antonio Virgílio
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HIGHER education , *TEACHERS , *TEACHING , *QUESTIONNAIRES , *CROSS-sectional method , *STRUCTURAL equation modeling - Published
- 2010
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24. Desafios da Pós-Graduação em Psicologia no Brasil.
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Tourinho, Emmanuel Zagury and Bittencourt Bastos, Antonio Virgílio
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PSYCHOLOGICAL research , *GRADUATE education , *GRADUATE psychology education , *GRADUATE students , *PSYCHOLOGICAL research personnel , *DOCTORAL degree , *BRAZILIANS , *RESEARCH teams , *THEMATIC analysis - Abstract
The regulation of Graduate Programs in Brazil is less than five decades old. Along this period, the system has been successful concerning its results, even though some of its essential features remain unfinished. In the field of Psychology, the system comprises 64 Programs and 42 of them offer Doctoral degrees. In order to efficiently cope the demands of the Brazilian Graduate System, the Psychology area will need to face challenges, some of which we highlight in this paper. They are: (a) the enlargement of geographical and thematic scope in order to overcome regional asymmetries and thematic gaps in psychological research; (b) the improvement of the evaluation system in order to comprise the diverse strategies in instructing new researchers and the knowledge production in every subarea of Psychology; (c) the necessity of a link among different areas of Graduate Programs in Psychology since the basis for knowledge production in this field may have additional demands related to the development of intervention technologies; and (d) the elaboration of policies which may qualify the system, improving the research networks, providing international exchange for the groups, promoting scientific publications, and extensive methodological learning, for instance. The diagnosis of these and other challenges, in their multiple dimensions, may lead to a more efficient use of the potentials of Brazilian research groups, towards the development of knowledge production and training new researchers. [ABSTRACT FROM AUTHOR]
- Published
- 2010
25. Mentoring Entrepreneurial Networks: mapping conceptions of participants in technological-based business incubators in Brazil.
- Author
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Pontes Regis, Helder, Anthony Falk, James, Calado Dias, Sônia Maria R., and Bittencourt Bastos, Antonio Virgilio
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entrepreneurial cognition – entrepreneurial career – network – mentoring – cognitive maps ,Social Sciences ,Social sciences (General) ,H1-99 - Abstract
The recent entrepreneurship research agenda includes the analysis of cognitive structures of successful entrepreneurs, revealing an important tool for the examination of an entrepreneurial career. Using techniques of cognitive maps, this study explores the concepts of a successful career and the network itself, as a whole, for career development. Fifty-three entrepreneurs were studied, in seven technological incubators in the city of Recife, Pernambuco, Brazil. Specifically, this study aimed to map the shared meanings of the incubated entrepreneurs regarding informal support networks. Such networks support the entrepreneurial career and the present study explores the characteristics and the conceptual model that underlies the networks. The data collection was achieved through interviews through a free evocation technique. The shared meanings indicate the existence of inherent thought categories that support network context in the incubator environment, mainly the mentoring networks. The results endorse the interpretation of an informal mentoring model emerging from the dominant evocations concerning a successful career and of the network itself as promoter of career development.
- Published
- 2007
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