High Performance no Brasil: Uma Revisão Sistemática

Luis Fernando Torres; Maria do Carmo Fernandes Martins

doi:10.23925/2178-0080.2021v23i2.49798

Auteurs

Luis Fernando Torres Universidade Metodista São Paulo - UMESP https://orcid.org/0000-0002-7364-1613
Maria do Carmo Fernandes Martins Universidade Metodista São Paulo - UMESP https://orcid.org/0000-0002-5950-6554

DOI :

https://doi.org/10.23925/2178-0080.2021v23i2.49798

Mots-clés :

Alta Performance, Alto Desempenho, Esforço, Tarefa

Résumé

Este artigo pretende fazer uma revisão narrativo-sistemática, utilizando a recomendação PRISMA, sobre o constructo “alta performance”, traduzido pela grande parte dos autores como “alto desempenho”. A pesquisa em periódicos nacionais publicados entre 2010- 2019 encontrou 319 artigos, mas apenas oito foram incluídos na análise. A revisão apontou que “alta performance” carece de definição por parte das publicações nacionais; alto desempenho tem forte viés para eficiência e eficácia com visão de esforço e tarefa. Busca-se investigar a visão alargada das publicações internacionais sobre performance, como um conjunto de habilidades, conhecimentos, processos e talentos. Percebe-se que os estudos publicados no Brasil adotam métodos de coleta e análise de dados bastante variados, são exploratórios e pouco consensuais acerca do construto performance.

Métriques

Chargements des métriques ...

Bibliographies de l'auteur

Luis Fernando Torres, Universidade Metodista São Paulo - UMESP

Psicologia e Prevenção da Saúde

Maria do Carmo Fernandes Martins, Universidade Metodista São Paulo - UMESP

Psicologia e Prevenção da Saúde

Références

Abubakar, A. M., Foroutan, T., & Megdadi, K. J. (2019). An integrative review: High-performance work systems, psychological capital and future time perspective. International Journal of Organizational Analysis. https://doi.org/10.1108/IJOA-12-2017-1302.

Agarwal, P., & Farndale, E. (2017). High-performance work systems and creativity implementation: the role of psychological Capital and psychological safety, Human Resource Management Journal, 27(3), 440-458. https://doi.org/10.1111/1748-8583.12148.

Alatailat, M., Elrehail, H., & Emeagwali, O. (2019). High performance work practices, organizational performance and strategic thinking: A moderation perspective. International Journal of Organizational Analysis, 27(3), 370-395. https://doi:10.1108/IJOA-10-2017-1260.

Amaral, V. L. (2007). A dinâmica dos grupos e o processo grupal. Natal, RN: EDUFRN. 208 p.: il.

Anderson, J. C., Dooley, K. J., & Misterek, S. D. (1991). The role of profound knowledge in the continual improvement of quality. Human Systems Management, 10(4), pp. 243-259. https://doi.org/10.3233/HSM-1991-10403.

Appelo, J. (2010). Management 3.0: Leading Agile Developers, Developing Agile Leaders (1 ed.). Addison-Wesley Professional.

Brito, L. A., & Vasconcelos, F. C. (2004). Performance of Brazilian Companies: Year Effects, Line of Business and Individual Firms. BAR-Brazilian Administration Review, 1(1), 1-15. http://dx.doi.org/10.1590/S1807-76922004000100002.

Camozzato, E. S., Verdinelli, M. A., Lizote, S. A., & Serafim, F. K. (2017). Orientação empreendedora, autoeficácia dos gestores e satisfação como desempenho: um estudo em empresas incubadas. Revista de Ciências da Administração, 19(48), 68-83. http://dx.doi.org /10.5007/2175-8077.2017v19n48p68.

Chen, C. -J., & Huang, J. -W. (2009). Strategic human resource practices and innovation performance: the mediating role of knowledge management capacity. Journal of Business Research, 62(1), 104-114. https://doi.org/10.1016/j.jbusres.2007.11.016.

Cortella, M. S. (2015). Qual é a tua Obra? inquietações propositivas sobre gestão, liderança e ética. Vozes Nobilis.

Csikszentmihalyi, M. (1990). Flow: the psychology of optimal experience. New York: Harper & Row, Publishers.

Da Cunha, A. (2019). Dicionário etimológico da língua portuguesa. Lexikon.

Danil, L., & Davis, C. (2009). What makes high-performance teams excel? Research Technology Management, 52(4), 40-45. http://proxy.cityu.edu/login?url=http://search.ebscohost. com/login.aspx?direct=true&db=bth&AN=43387363&site=ehost-live

Deming, W. E. (1994). The New Economics for Industry, Government, Education. MIT Center for Advanced Educational Services (2º Ed.), p. 101.

Deming, W. E. (1991). A system of profound knowledge. im J. McConnel, Safer than aknown way: The Deming approach to management (pp. 150-159). Australia: Delaware Books.

Dreher, M. T., & et al. (2007). Equipes de alta performance e obtenção de resultados: avaliação de desempenho na empresa de intercâmbio CI em Blumenau–SC. SEGeT–Simpósio de Excelência em Gestão e Tecnologia. Florianópolis/SC.

Evans, W. R., & Davis, W. D. (2015). High-performance work systems as an initiator of employee proactivity and flexible work processes. Organization Management Journal, 12(2), 64-74. https://doi.org/10.1080/15416518.2014.1001055.

Fabi, B., Lacoursière, R., & Raymond, L. (2015). Impact of high-performance work systems on job satisfaction, organizational commitment, and intention to quit in canadian organizations. International Journal of Manpower, 36(5), 772-790. https://www.researchgate.net/deref/ http%3A%2F%2Fdx.doi.org%2F10.1108%2FIJM-01-2014-0005.

Fletcher, J. L. (1995). Patterns of High Performance: Discovering the Ways People Work Best. Berrett-Koehler Publishers.

Flood, F., & Klausner, M. (2018). High-Performance Work Teams and Organizations. Global encyclopedia of public administration, public policy, and governance. Springer International Publishing, Meteor, 1-6. https://doi.org/10.1007/978-3-319-31816-5_3526-1.

Frazier, M. L., Fainshmidt, S., Klinger, R. L., Pezeshkan, A., & Vracheva, V. (2017). Psychological safety: meta-analytic review and extension. Personnel Psychology, 70(1), 113-165. https://doi.org/10.1111/peps.12183.

Galvão, T. F., & Pereira, M. G. (2014). Revisões sistemáticas da literatura: passos para sua elaboração. Revisão Sistemática, Epidemiol. Serv. Saúde, 23(1). https://doi.org/10.5123/ S1679-49742014000100018.

Gárcia-Chas, R., Neira-Fontela, E., & Varela-Neira, C. (2016). High-performance work systems and job satisfaction: a multilevel model. Journal Management of Psychology, 31(2), 451-466. https://www.researchgate.net/deref/http%3A%2F%2Fdx.doi.org%2F10.1108%2FJMP-04-2013-0127.

Garcia-Santos, S. C., & Werlang, B. S. (2013). Alto desempenho gerencial, contexto desafiador e personalidade. Estudos de Psicologia, 18(2), 183-191. https://www.scielo.br/pdf/epsic/ v18n2/v18n2a03.pdf.

Garcia-Santos, S., Almeida, L., Werlang, B., & Veloso, A. (2010). Processamento da informação em gestores de alto desempenho. Motricidade, 6(1), 85-102. http://www.scielo.mec.pt/pdf/ mot/v6n1/v6n1a07.pdf.

Gilbert, F. T. (2013). Human competence: Engineering worthy performance. John Wiley & Sons.

Gretchen, R. (2011, March 23). How Sports May Focus the Brain. New York Times.

Grover, T. S. (2013). Relentless: From good too great to unstoppable. New York: Simon and Schuster.

Gurgel, M. C., & Vasconcelos, F. C. (2012). Configurações Estratégicas de Firmas Brasileiras de Alto Desempenho Listadas na BM&FBOVESPA. Revista de Administração Contemporânea , 16(4), 586-607. https://doi.org/10.1590/S1415-65552012000400006.

Hart, K. (2000). The trespass of the sign: Deconstruction, theology, and philosophy (2º ed.). Virginia/USA: Fordham University.

Hoch, J., & Kozlowski, S. (2014). Leading high-performing teams: Hierarchical leadership, structural supports, and shared team leadership. Journal of Applied Psychology, 99(3), pp. 390-403. https://doi.org/10.1037/a0030264.

Huang, L.-C., Ahlstrom, D., Lee, A.Y.-P., Chen, S.-Y., & Hsieh, M.-J. (2016), High performance work systems, employee well-being, and job involvement: an empirical study, Personnel Review, 45( 2), 296-314. https://doi.org/10.1108/PR-09-2014-0201

Huergo, E., & Jaumandreu, J. (2004). How does probability of innovation change with firm age? Small Business Economics, 22(3), 193-207. https://doi.org/10.1023/B:SBEJ.0000022220. 07366.b5.

Hunt Jr, M. L. (2017). The power of great expectations. American Journal of Health-System Pharmacy, 74(16), 1221-8. https://doi.org/10.2146/ajhp170257.

Jiang, J., Wang, S., & Zhao, S. (2012). Does HRM facilitate employee creativity and organizational innovation? study of Chinese firms. The International Journal of Human Resource Management, 23(19), 4025-4047. https://doi.org/10.1080/09585192.2012.690567.

Juran, J., & Gryna, F. (1980). Quality Planning and Analysis. New York/USA: McGraw-Hill.

Klotzle, M. C., Gomes, L. L., Brandão, L. E., & Pinto, A. C. (2012). Desenvolvimento de uma Medida de Desempenho Comportamental. Revista Brasileira de Finanças, 10(3), 395-416. http://www.spell.org.br/documentos/ver/8613/desenvolvimento-de-uma-medida-de-desempenho-comportamental/i/pt-br

Knotek, S. E., Foley-Nicpon, M., Kozbelt, A., Olszewski-Kubilius, P., Portenga, S., Subotnik, R. F., & Worrell, F. C. (2020). Gatekeeping in High-Performance Settings. Review of General Psychology, 1-14. https://doi.org/10.1177/1089268020905578.

Kotler, S. (2015). Super-Humanos: Como os Atletas Radicais Redefinem os Limites do Possível. Editora Sextante.

Marras, J. P. (2012). Capital-trabalho: o desafio da gestão estratégica de pessoas no século XXI (2º ed.). São Paulo, SP: Futura.

Mazzei, M. J., Flynn, B. C., & Haynie, J. J. (2016). Moving beyond initial success: Promoting innovation in small businesses through high-performance work practices. Business Horizons, 59(1), 51-60. https://doi.org/ 10.1016/j.bushor.2015.08.004.

Meggs, P. B., & Purvis, A. W. (2006). History of Graphic Design. Hoboken,N.J.: Wiley.

Ocker, R. J., & Fjermestad, J. (2000). High Versus Low Performing Virtual Design Teams: A Preliminary Analysis of Communication. 33rd Hawaii International Conference on System Sciences.

Ohno, T. (1988). Workplace Management. Trans. Andrew P. Dillon. Cambridge: Productivity Press.

Page, S. J., Bentley, T., Teo, S., & Ladkin, A. (2018). The dark side of high-performance human resource practices in the visitor economy. International Journal of Hospitality Management, 74, 122-129. https://doi.org/10.1016/j.ijhm.2018.02.016.

Pinnington, A. H. (2011). Competence development and career advancement in professional service firms. Personnel Review, 40(4), 443-465. https://doi.org/10.1108/0048348 1111133336.

Pohlmann, M., & Valarini, E. (2013). Elite econômica no Brasil: discussão acerca da internacionalização da carreira de executivos brasileiros. Revista de Sociologia e Política, 21(47), 39-53. http://dx.doi.org/10.1590/S0104-44782013000300005.

Powell, A., Piccoli, G., & Ives, B. (2004). Virtual teams: a review of current literature and directions for future research. The Databese for Advances in Information Systems, 35(1), 6-36. https://doi.org/10.1145/968464.968467.

Puente-Palacios, K., Martins, M. D., & Palumbo, S. (2016). Team performance: evidence for validity of a measure. Psico-USF, 21(3), 513-525. http://dx.doi.org/10.1590/1413-82712016210306.

Reagans, R., & McEvily, B. (2003). Network structure and knowledge transfer: The effects of cohesion and range. Administrative Science Quarterly, 2(48), 240-267. https://doi.org/ 10.2307/3556658.

Riaz, A., Batool, S., & Saad, M. S. (2019). O elo perdido entre o sistema de trabalho de alto desempenho e a percepção de política organizacional. Revista de Administração de Empresas, 59(2), 82-94. http://dx.doi.org/10.1590/S0034-759020190202.

Schechner, R., & Brady, S. (2013). Performance Studies: An Introduction (3º ed.). Oxon, Canada: Routledge.

Senge, P. (1994). A Quinta disciplina: arte e prática da organização que aprende. São Paulo,SP: Best Seller.

Snyder, C. (1977). A patient by any other name” revisited: maladjustment or attributional locus of problem? Journal of Consulting and Clinical Psychology, 45(1), 101-103. https://doi.org/ 10.1037/0022-006X.45.1.101

Souza, F. A., Lemos, A. H., Cavazotte, F. d., & Malva, T. R. (2015). Atraindo novos funcionários para empresas de alta performance: uma crítica às razões dos profissionais de recursos humanos. Cadernos EBAPE, 13(1), 103-120. http://dx.doi.org/10.1590/1679-395111500.

Subotnik, R. F., Olszewski-Kubilius, p., & Worrell, F. C. (2017). The relationship between expertise and giftedness: a talent development perspective. The Science of Expertise. pp. 427-434. https://doi.org/10.4324/9781315113371

Subotnik, R. F., Olszewski-Kubilius, P., & Worrell, F. C. (2019). Environmental Factors and Personal Characteristics Interact to Yield High Performance in Domains. Frontiers in Psychology, 10, 2804-8. https://doi.org/10.3389/fpsyg.2019.02804

Tuckman, B. W. (1965). Developmental sequence in small groups. Psychological Bulletin, 6(63), 384. https://doi.org/10.1037/h0022100

Tuckman, B. W., & Jensen, M. C. (1977). Stages of small group development revisited. Group and Organizational Studies, (2), 419- 427. https://doi.org/10.1177/105960117700200404.

While, A. E. (1994). Competence versus performance: which is more important? Journal of Advanced Nursing, 20(3), pp. 525-531. https://doi.org/10.1111/j.1365-2648.1994.tb0239 1.x.

Worrell, F. C., Knotek, S. E., Plucker, J. A., Portenga, S., Simonton, D. K., Olszewski-Kubilius, P., & Subotnik, R. (2016). Competition’s role in developing psychological strength and outstanding performance. Review of General Psychology, 20(3), 259-271. https://doi.org/ 10.1037/gpr0000079

Worrell, F. C., Subotnik, R. F., & Olszewski-Kubilius, P. (2018). Talent development: A path toward eminence. in S. Pfeiffer, E. Shaunessy-Dedrick, & M. Foley-Nicpon, APA handbook of giftedness and talent (pp. 247-258). Washington, DC: American Psychological Association. https://doi.org/10.1037/0000038-016

Yi, C., & Yan, A. (2018). Research on High Performance Work Systematic Influences on Employees Work Behaviour in Environmental Company. Ekoloji, 27(106), 337-349. http://www.ekolojidergisi.com/download/research-on-high-performance-work-systemati c-influences-on-employees-work-behaviour-in-environmental-5332.pdf.