Estruturas organizacionais no ecossistema de inovação porto digital: o efeito mediador das dimensões culturais e das lógicas institucionais

Abstract

The conception of the organizational structure as the central axis of business functioning evolved from the ruptures of paradigms that permeated the trajectory of organizational theory. From the bureaucratic rationality introduced by Marx Weber to the subsequent contributions of contingency theory, whose context was marked by the process of industrialization and bureaucratization of organizations. In today's post-industrial contemporary perspective, permeated by the intensification of knowledge and technology in productive processes, the interest refers to the creative industry, characterized by the combination of economic and cultural values, in which creativity is the main asset. The innovation ecosystem Porto Digital, configured in a technology park, located in the city of Recife-PE, congregates the assumptions of the creative industry when embarking approximately 300 technology-based companies. Thus, the present thesis is consistent with the view of Greenwood et al. (2014) who argue in favor of renewed attention in the study of organizational structure when considering new contemporary organizational forms still under-researched, and is justified by the theoretical gap on the role played by sociocultural factors in the characterization of organizational structure . In this way, it seeks to verify the premise that the sociocultural perspective influences the organizational structure. The themes underlying the research correspond to the cultural dimensions advocated by Hofstede and the institutional logics consistent with the neoinstitutional approach. Therefore, the objective of the present work was to analyze the organizational structures of the companies embarked in the Digital Port from the cultural dimensions advocated by the Hofstede model and the institutional logics of field level. This thesis is characterized by the multi-method approach that brings together quantitative and qualitative techniques. Data collection took place in the period from September to December 2018, through the application of an online questionnaire in which 42 responses were obtained and interviews were conducted in loco, in the period of August 2018, with the participation of 12 people between managers and employees. The results showed that centralization is influenced by the perception of distance to power (PDI), suggesting the relationship between the high concentration of power and the acceptance of greater dependence on subordinates; in the same way, presented a relation with the short-term orientation (LTO), which relates the centralization to values such as stability and rigidity in the judgments. While specialization was associated with the individualism index (IDV), suggesting that low specialization reflects individualistic values such as personal time, freedom, and personal challenge; in addition, the relation to LTO and the indulgence index (IVR), in this case, may represent the dissonance between values and practices, in which indulgence values can be admitted in mental programming, but are not transposed to the work context. As for institutional logics, formalization is influenced by the logic of regulatory legitimacy through which standardization of internal processes occurs. Additionally, the three structural characteristics are compatible with the logic related to the innovation mindset that translates into a break with the traditional management model. Therefore, the influence of sociocultural factors on the structural characteristics of the companies embarked in the Digital Port is demonstrated, namely by the cultural dimensions of Hofstede and institutional logics of field level.