She completed her Master's and Ph.D. in Psychology at the University of Brasília (UnB) – Brazil, having conducted part of the latter at the University of Groningen in the Netherlands (2002). In 2009, she completed a postdoctoral fellowship at the University of Valencia – Spain, and in 2023, she undertook a second one at the Pontifical Catholic University in Ecuador. She is currently a Full Professor in the Department of Social and Work Psychology at the University of Brasília.
Her expertise, both in teaching and research, focuses on the functioning of work teams, specifically on group processes that emerge dynamically and characterize multilevel models. A significant portion of her intellectual production is dedicated to topics such as team social climate, group learning, psychological safety, and related areas. Additionally, she has an interest in developing measurement instruments applied at the meso level (teams).
EDUCATION
Master degree in Psychology
PhD in Psychology
RESEARCH, TEACHING, or OTHER INTERESTS
Psychology
18
Scopus Publications
1828
Scholar Citations
24
Scholar h-index
45
Scholar i10-index
Scopus Publications
Precarious work: from theoretical attributes to a proposed measurement instrument Katia Puente-Palacios, Carla Itzuri Guerrero Frausto Ciencia E Saude Coletiva, 2026 Precarious work is a reality that has spread and become a global phenomenon. Although there is no consensus on the definition, it can be described as unstable, insecure work characterised by the limitation of the worker’s power vis-à-vis employers or customers. It is therefore a multifaceted, complex phenomenon, the analysis of which requires a clear delineation of its components. This study aimed to develop a subjective measurement instrument from a theoretical framework for precarious work with satisfactory validity indexes. The study was conducted with data collected from two samples, one of Brazilian workers and the other of Mexican workers. While in the first sample the internal structure of the instrument was investigated and validity evidence for the three retained factors was identified, evidence of model fit was obtained in the second sample. The findings demonstrated the adequacy of the three factors: Feelings of Vulnerability (α=0.84); Reward Adequacy Ratings (α=0.90); and Perceptions of Exercising Rights (α=0.83). The fit indexes obtained (CFI=0.96; TLI=0.95; RMSEA=0.06) revealed the suitability of the instrument and together provided evidence of the theoretical-empirical relevance of the proposed measurement instrument.
Conceptual and Methodological Aspects of Emotional Labor: An Integrative Review Ana Célia Araújo Simões, Sonia Maria Guedes Gondim, Katia Elizabeth Puente-Palacios Interamerican Journal of Psychology, 2023 Ever since emotional labor (EL) was first described in 1979, the number of theories and measures to study this phenomenon has grown. The objective of this integrative review was to systematize and critically analyze the state of the art of theoretical production and measures regarding EL between 1979 and July 2022. Seventy-eight works were selected from 222 initially identified. The results showed two main theoretical aspects for its definition and measurement: as a phenomenon that occurs internally within the subject and as the individual's expressed emotional behavior. One of the main conclusions is that the theories and measures reviewed do not simultaneously contemplate the three components initially proposed by the Hochschild model to characterize EL (demands, strategies, and emotional performance). This imposes limits on apprehension of the phenomenon. The implications for the development of the area are discussed.
The Impact of Leadership on Work Teams Learning Behaviors Rafaella de Andrade-Vieira, Katia Elizabeth Puente-Palacios Psicologia Teoria E Pesquisa, 2023 Resumo As equipes têm se consolidado como unidades estratégicas nas organizações, assim como seus comportamentos de aprendizagem consolidam-se como um dos processos grupais mais efetivos para atingimento de resultados, com o líder exercendo papel fundamental. O objetivo deste estudo foi mensurar o papel preditivo dos estilos de liderança transacional e transformacional sobre os comportamentos de aprendizagem da equipe. A testagem foi realizada com 79 equipes, média de 10 pessoas por equipe, integrantes de seis empresas, que responderam instrumentos sobre estilo de liderança e comportamentos de aprendizagem, presencialmente. Os resultados, nível meso, revelaram que a liderança explica 18,4% dos comportamentos de aprendizagem. Depreende-se, então, a importância do líder para criação de ambiente propícios ao compartilhamento e aprendizagem de equipes.
Relationship between team learning and team effectiveness Katia Elizabeth Puente-Palacios, Raquel Trinchão de Jesus Barouh Journal of Workplace Learning, 2021 Purpose The purpose of this paper is two-fold: first, to demonstrate that learning occurs as a collective process in addition to traditional individual learning and second, to identify its antecedents and consequences at the team level. Design/methodology/approach Data were gathered using questionnaires answered by 356 participants organized in 90 teams. Quantitative analytic strategies were applied to verify if individual answers of team members were similar enough to compound team scores and to measure the predictive power of the proposed model. Findings Results showed that team learning is a collective phenomenon: intra-team differences were small and differences between teams were significant. Additional results demonstrated that team learning is predicted by team potency (34%) and, at the group level, explains 5% of the team’s satisfaction. Practical implications The findings of the present research suggest that organizational managers can improve the results of teams by supporting the development of social processes such as potency and learning. Originality/value Learning in organizations has received close attention in recent years. However, publications are focusing mostly on the individual learning that occurs in teams and organizations. The main contribution of this paper is to demonstrate what characterizes team learning as a collective process and which relations it maintains with other team processes.
Error management culture scale: Translation and validity of a brazilian version JULIANA B. PORTO, KATIA E. PUENTE-PALACIOS, LUCIANA MOURÃO, MARIANA M. SANTOS, IVY F. ARAUJO Revista De Administracao Mackenzie, 2020 Purpose: To provide evidence of the validity of a Brazilian Portuguese version of the Error Management Culture Scale. Originality/value: Errors are pervasive and cannot be entirely prevented, so it is essential to manage them so as to avoid the worst negative consequences. Error management culture is a set of organizational practices related to communicating about errors, sharing error knowledge, helping in error situations and detecting and handling errors quickly. There was no Brazilian questionnaire for measuring this concept, despite the importance of understanding how we learn from mistakes. Design/methodology/approach: The Brazilian Error Management Culture Scale was obtained by translation and back-translation procedures. An online and pencil and paper survey were conducted. A sample of 233 employees responded to the 17 items of the scale using five-point scales. Data on demographic and professional variables were also collected. Findings: Exploratory factor analysis and parallel analysis indicated a one-factor structure, but it can also be represented in terms of four facets of error management. The factor loadings ranged from 0.35 to 0.82 and Cronbach’s reliability coefficient was 0.94, which is consistent with the original study and with other studies using the scale. The results suggested the Brazilian scale will be useful in research and diagnosis. Future studies are needed to confirm these findings in different samples and its predictive validity should be tested to extend the evidence.
Team effectiveness: the predictive role of team identity Daniela Pinheiro dos Reis, Katia Puente-Palacios Rausp Management Journal, 2019 Purpose The purpose of this study was to identify the explanatory power of the affective, cognitive and evaluative aspects of identity with work teams in predicting team effectiveness, represented by the variables: satisfaction with the team, manager-assessed team performance and objective indicators of performance. Design/methodology/approach Data were collected from 131 work teams of a Brazilian public organization with units in all state capitals of the country. Work team identity scale, the work team satisfaction scale, the team performance scale and objective performance indicators collected based on the achievement of the goals set for the units that make up the organization were used. To test the predictive model, three regressions were conducted using the stepwise method. Findings Regression analysis results showed that the evaluative dimension explains about 6% of the performance assessment given by managers, whereas the affective dimension explains 63% of the satisfaction with work teams. No significant results were found for the objective performance indicators. Originality/value The observed findings demonstrate the pertinence of understanding the work team identity as a collective and multidimensional phenomenon, as well as the contribution of its different components in explaining variables that represent effectiveness.
Multidimensional measure of leader-member exchange: Psychometric properties of its Brazilian Version Marcela Guimarães Côrtes, Maira Gabriela Santos de Souza, Katia Elizabeth Puente-Palacios Psico Usf, 2019 Resumo Este artigo objetivou identificar evidências de validade da estrutura interna da versão brasileira da escala multidimensional da qualidade da relação líder-membro (LMX-MDM). Aplicou-se a LMX-MDM a 363 pessoas. Realizou-se análise fatorial exploratória e confirmatória, e análise da correlação com outros construtos. A escala apresentou nove itens distribuídos em três fatores de primeira ordem que se agrupam em um fator global: Respeito Profissional (α=0,93), Afeto (α=0,92) e Lealdade (α=0,90), explicando 69,39% da variância do fenômeno. Os indicadores de ajuste foram satisfatórios (χ 2 /g.l.=2,20; GFI=0,97; CFI=0,99; RMSEA=0,06). A LMX-MDM se associou positivamente à satisfação no trabalho (r=0,11 a 0,76; p<0,05) e às competências gerenciais (r=0,60 a 0,80; p<0,01), e negativamente à intenção de rotatividade (r=-0,33 a -0,36; p<0,01). A partir desses resultados, observa-se a adequação da LMX-MDM para mensurar a qualidade da relação líder-membro, a qual demonstra associação com outros fenômenos organizacionais.
Social environmental responsibility within organizations: A measure regarding organizational practices and its endorsement by the workers Revista De Gestao Social E Ambiental, 2015
Trabajo precário: de los atributos teóricos a la propuesta de un instrumento de medición K Puente-Palacios, CIG Frausto Ciência & Saúde Coletiva 31, e16952023 , 2026 2026
Precarious work: from theoretical attributes to a proposed measurement instrument K Puente-Palacios, CIG Frausto Ciência & Saúde Coletiva 31, e16952023 , 2026 2026
From Values to Actions: Investigating the Impact of Organizational Values and Moral Attentiveness on Unethical Behavior at Work JB Porto, MM Resende, K Puente-Palacios, CT Kwantes Trends in Psychology, 1-21 , 2026 2026
COMPORTAMENTOS DE CIDADANIA ORGANIZACIONAL ORIENTADOS PARA A MUDANÇA: TRADUÇÃO E EVIDÊNCIAS DE VALIDADE DE UMA ESCALA KC Vilela, KE Puente-Palacios Journal of Media Critiques 12 (29), e501-e501 , 2026 2026
Livro de Resumos do Seminário de Avaliação de Teses e Dissertações PPG-PSTO Edição 2024: Locais e datas: 11/12/2024: Faculdade de Tecnologia-Auditório Roberto AR Salmeron, CD Ribeiro, K Puente-Palacios, MS Carlotto, ... 2024
Precarious work: experiences of Mexican and Ecuadorian workers K Puente-Palacios, C Itzuri Frausto Diversitas: Perspectivas en Psicología 20 (2), 166-179 , 2024 2024
Trabajo precario: experiencias de trabajadores mexicanos y ecuatorianos K Puente-Palacios, C Itzuri Frausto Diversitas: Perspectivas en Psicología 20 (2), 166-179 , 2024 2024
Leader-member exchange as a mediator in the relationship between competencies and team effectiveness MG Cortes, MG Cortes, KE Puente-Palacios INTERNATIONAL JOURNAL OF PSYCHOLOGY 58, 677-677 , 2023 2023
Competências Transportáveis em Equipes: Evidências de Validade R de Andrade Vieira, K Puente-Palacios Revista Psicologia: Organizações e Trabalho 23 (2), 2495-2502 , 2023 2023 Citations: 1
Conceptual and Methodological Aspects of Emotional Labor: An Integrative Review ACA Simões, SMG Gondim, KE Puente-Palacios Revista Interamericana de Psicología/Interamerican Journal of Psychology 57 … , 2023 2023 Citations: 5
Emotional labor in interaction with patients, companions, and coworkers: A multilevel approach in a hospital context AC Araújo Simões, SM Guedes Gondim, KE Puente-Palacios 2023 Citations: 6
Conceptual and methodological aspects of emotional labor: an integrative review ASA Célia, SMG Gondim, KE Puente-Palacios Revista interamericana de psicología= Interamerican journal of psychology 57 … , 2023 2023
Evidências de validade da escala de clima para aprendizagem CL Bonatti, K Puente-Palacios REUNIR Revista de Administração Contabilidade e Sustentabilidade 13 (5), 1-17 , 2023 2023 Citations: 2
The Impact of Leadership on Work Teams Learning Behaviors R Andrade-Vieira, KE Puente-Palacios Psicologia: Teoria e Pesquisa 39, e39509 , 2023 2023 Citations: 1
O impacto da liderança nos comportamentos de aprendizagem das equipes de trabalho R Andrade-Vieira, KE Puente-Palacios Psicologia: Teoria e Pesquisa 39, e39509 , 2023 2023 Citations: 8
O exercício profissional em psicologia: práticas e atividades que o caracterizam AVB Bastos, K Puente-Palacios, RS Andrade Conselho Federal de Psicologia (Org.), Quem faz a psicologia brasileira, 50-75 , 2022 2022 Citations: 3
Relationship between team learning and team effectiveness KE Puente-Palacios, RTJ Barouh Journal of Workplace Learning 33 (7), 534-546 , 2021 2021 Citations: 6
Evidências de validade de uma medida de Gestão do Conhecimento CL Bonatti, KP Palacios, EC Ribeiro Perspectivas em Gestão & Conhecimento 11, 10 , 2021 2021 Citations: 1
Desenvolvimento de uma medida de qualidade da comunicação entre os membros das equipes de trabalho IM Lagatta, MG Côrtes, KE Puente-Palacios Psicologia Revista 29 (2), 347-374 , 2020 2020 Citations: 3
Error management culture scale: Translation and validity of a Brazilian version JB Porto, KE Puente-Palacios, L Mourao, MM Santos, IF Araujo RAM. Revista de Administração Mackenzie 21, eRAMG200014 , 2020 2020 Citations: 8
MOST CITED SCHOLAR PUBLICATIONS
Validação cruzada de uma escala de clima organizacional JA Laros, KE Puente-Palacios Estudos de Psicologia (Natal) 9 (1), 113-119 , 2004 2004.0 Citations: 158
Abordagems teoricas e dimensoes empiricas do conceito de clima organizacional KE Puente Palacios 2002.0 Citations: 134
Análise multinível: contribuições para estudos sobre efeito do contexto social no comportamento individual KE Puente-Palacios, JA Laros Estudos de Psicologia (Campinas) 26, 349-361 , 2009 2009.0 Citations: 113
Clima organizacional: uma análise de sua definição e de seus componentes K Puente-Palacios, IA Freitas Organizações & Sociedade 13 (38), 45-57 , 2006 2006.0 Citations: 104
O efeito da interdependência na satisfação de equipes de trabalho: um estudo multinível KE Puente-Palacios, JE Borges-Andrade Revista de Administração Contemporânea 9 (3), 57-78 , 2005 2005.0 Citations: 79
Grupos e equipes de trabalho nas organizações FJB Albuquerque, KE PUENTE-PALACIOS Psicologia, organizações e trabalho no Brasil. Porto Alegre: Artmed, 357-379 , 2004 2004.0 Citations: 73
Construção e evidências de validade de duas escalas de percepção de desenvolvimento profissional L Mourão, JB Porto, K Puente-Palácios Psico-USF 19 (1), 73-85 , 2014 2014.0 Citations: 62
Ferramentas de diagnóstico para organizações e trabalho: um olhar a partir da psicologia K Puente-Palacios, ALA Peixoto Artmed Editora , 2015 2015.0 Citations: 54
Formação profissional L Mourão, KE Puente-Palacios IN.: BORGES-ANDRADE, Jairo E. ABBAD, Gardênia da Silva, MOURÃO, Lucinao (et … , 2006 2006.0 Citations: 54
Clima organizacional e estresse em equipes de trabalho KE Puente-Palacios, ÉA Pacheco, AF Severino Revista Psicologia Organizações e Trabalho 13 (1), 37-48 , 2013 2013.0 Citations: 51
Relationships between learning, context and competency: a multilevel study HP Brandão, JE Borges-Andrade, K Puente-Palacios, JA Laros BAR-Brazilian Administration Review 9, 1-22 , 2012 2012.0 Citations: 50
Equipes de trabalho: fundamentos teóricos e metodológicos da mensuração de seus atributos K Puente-Palacios, ACP Borba Avaliação Psicológica 8 (3), 369-379 , 2009 2009.0 Citations: 45
A emersão na articulação de níveis em Psicologia Organizacional e do Trabalho KE Puente-Palacios, JB Porto, MCF Martins Revista Psicologia Organizações e Trabalho 16 (4), 358-366 , 2016 2016.0 Citations: 36
Team effectiveness: the predictive role of team identity DP Reis, K Puente-Palacios RAUSP Management Journal 54 (2), 141-153 , 2019 2019.0 Citations: 33
A influência do autoconceito profissional na satisfação com a equipe de trabalho MGS Souza, KE Puente-Palacios Estudos de Psicologia (Campinas) 28 (3), 315-325 , 2011 2011.0 Citations: 33
Gestão do clima organizacional K Puente-Palacios, MCF Martins O trabalho e as organizações: atuações a partir da psicologia 1, 253-278 , 2013 2013.0 Citations: 32
Team performance: evidence for validity of a measure K Puente-Palacios, MCF Martins, S Palumbo Psico-USF 21, 513-525 , 2016 2016.0 Citations: 31
Ser ou parecer diferente: o papel da diversidade na satisfação de equipes de trabalho KE Puente-Palacios, J Seidl, RAD Silva Revista Psicologia Organizações e Trabalho 8 (2), 79-97 , 2008 2008.0 Citations: 31
Grupos e equipes de trabalho nas organizações KE Puente-Palacios, FJB Albuquerque Psicologia, organizações e trabalho no Brasil 2, 385-412 , 2014 2014.0 Citations: 29
Influencia das caracteristicas pessoais e ambientais na avaliação do clima social do trabalho KE PUENTE-PALACIOS Revista de Administração. São Paulo 30 (3) , 0 Citations: 29
