MANAGERIAL COMPETENCIES AND RESULTS IN RESEARCH GROUPS

ABSTRACT Purpose: The aim of this paper is to identify relationships between “managerial competencies” (MCs) and the resulting extension in Brazilian “research groups” (RGs), as well as differences resulting from sociodemographic/functional characteristics. Originality/value: Just like general organizations, RGs need to invest in aspects that enhance their results, taking more strategic approaches to efficiently gather and manage resources and establish networks and partnerships, features that are influenced by the leader’s competencies, which are not always satisfactorily displayed. In addition, the study is innovative in applying a scale of results in RGs (for the first time), identifying their relationships with MCs. Design/methodology/approach: We employed the Correlation Analysis (Kendall-Tau) and Difference tests between medians (Mann-Whitney and Kruskall-Wallis) from the questionnaires electronically completed by 387 RG leaders who accepted the invitation that was sent to 6,723 researchers. Findings: The study was based on scales with validity evidence, and its findings indicate that to achieve better results, it is not enough for the RGs leaders to control the management of people and research results; they also need to dedicate themselves to gathering resources and people because these MCs are more related to results in RGs. We also identified differences resulting from educational level, gender, scholarship grants, knowledge area, and/or research experience and group relation time.

摘要
研究目的：本研究旨在厘清管理能力（managerial competencies）与巴西研究团队（research groups, RGs）产出拓展之间的关联，以及由社会人口学/职能特征所引发的差异。

原创性与价值：与通用组织一致，研究团队同样需要投入相关要素以提升自身产出，采用更具战略性的手段高效归集与管理资源、搭建网络并建立合作关系——这类特征受领导者能力的影响，而此类能力的发挥往往未能达到令人满意的水平。此外，本研究首次将研究团队成果量表应用于实践，明确其与管理能力的关联，具备显著创新性。

研究设计与方法：本研究向6723名研究者发出邀请，最终回收387份由研究团队领导者填写的电子问卷，采用肯德尔τ相关分析（Correlation Analysis (Kendall-Tau)）以及中位数差异检验（曼-惠特尼检验与克鲁斯卡尔-沃利斯检验，Mann-Whitney and Kruskall-Wallis）开展数据分析。

研究结果：本研究基于具备效度证据的量表展开，结果表明，若要实现更优质的研究团队产出，团队领导者仅管控人员与研究成果管理是不足够的，还需专注于资源与人才的归集——此类管理能力与研究团队的产出关联更为紧密。此外，本研究还发现，领导者的学历水平、性别、奖学金资助情况、知识领域、研究经历时长以及团队任职时长等特征，均会带来显著的组间差异。