{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2025,12,27]],"date-time":"2025-12-27T21:11:07Z","timestamp":1766869867365},"reference-count":79,"publisher":"FapUNIFESP (SciELO)","issue":"1","content-domain":{"domain":[],"crossmark-restriction":false},"short-container-title":["Rev. adm. empres."],"published-print":{"date-parts":[[2002,3]]},"abstract":"<jats:p>O estudo analisa as rela\u00e7\u00f5es entre cinco climas \u00e9ticos e quatro Comportamentos de Cidadania Organizacional (CCO). A amostra \u00e9 composta por 269 d\u00edades superior-subordinado. Cada subordinado descreveu as suas percep\u00e7\u00f5es de climas \u00e9ticos; os seus CCO foram relatados pelo respectivo superior. Os dados sugerem o seguinte: a) as pessoas retraem-se na execu\u00e7\u00e3o de CCO quando denotam elevadas percep\u00e7\u00f5es do clima auto-interesse; b) algo similar ocorre com o clima leis\/c\u00f3digos; c) as mulheres e os homens reagem distintamente ao clima lucros; d) os padr\u00f5es de rea\u00e7\u00e3o dos colaboradores fabris e n\u00e3o-fabris tamb\u00e9m divergem. Os resultados indicam a necessidade de se desenvolverem pesquisas que testem a exist\u00eancia de vari\u00e1veis moderadoras na rela\u00e7\u00e3o climas-CCO.<\/jats:p>","DOI":"10.1590\/s0034-75902002000100006","type":"journal-article","created":{"date-parts":[[2014,7,1]],"date-time":"2014-07-01T23:02:02Z","timestamp":1404255722000},"page":"50-63","source":"Crossref","is-referenced-by-count":20,"title":["Climas \u00e9ticos e comportamentos de cidadania organizacional"],"prefix":"10.1590","volume":"42","author":[{"given":"Arm\u00e9nio","family":"Rego","sequence":"first","affiliation":[{"name":"Universidade de Aveiro"}]}],"member":"530","reference":[{"issue":"5","key":"ref1","doi-asserted-by":"crossref","first-page":"449","DOI":"10.1002\/(SICI)1099-1379(199709)18:5<449::AID-JOB808>3.0.CO;2-O","article-title":"Cynicism in the workplace: some causes and effects","volume":"18","author":"ANDERSSON L. 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