Maturidade do programa de compliance

O papel da cultura organizacional

Auteurs-es

DOI :

https://doi.org/10.12712/rpca.v.201.70058

Résumé

A eficácia de um programa de compliance depende da mudança comportamental e da internalização de valores. Este estudo analisa como elementos da cultura organizacional influenciam a implementação do programa de compliance e propõe um modelo de maturidade em cinco estágios para a Cultura de Compliance Organizacional (CCO). Com base em uma abordagem qualitativa com análise de conteúdo, dez especialistas em compliance foram entrevistados. Foram identificados sete elementos da CCO e cinco estágios de maturidade: oratória, embrionária, estimulada, plena e internalizada. Os resultados revelam que a certificação formal não garante maturidade cultural.

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Biographies de l'auteur-e

  • Fabiana Copello, Pontifícia Universidade Católica do Rio de Janeiro
    • PhD student, M.Sc. in Business Administration/PUC-Rio, Bachelor's degree in Business Administration/UFRJ, MBA in Business Management/IBMEC, with 20 years of corporate experience in Internal Controls and Risk Management, the last 10 years of which were in Compliance with a focus on Fraud, Bribery and Corruption and Money Laundering prevention.
  • Patricia Tomei, Pontifícia Universidade Católica do Rio de Janeiro

    Possui graduação em Administração Pública pela Fundação Getúlio Vargas - RJ (1978), mestrado em Administração de Empresas pela Pontifícia Universidade Católica do Rio de Janeiro (1981), doutorado em doutorado sandwich - New School for Social Research (1986) e doutorado em Administração pela Universidade de São Paulo (1988). É professora associada da Pontifícia Universidade Católica do Rio de Janeiro/IAG desde 1982. Foi pesquisadora e professora visitante no exterior da Université Jean Moulin de Lyon (1995),da Ecole des Hautes Etudes Commerciales (HEC) de Montreal (1993), École Superieure des Affaires da Université de Sciences Sociales de Grenoble (1996,1992,1990); da Rissho University de Tóquio (1988), da Florida International University (1994) e da Graduate School of Urban Professions, Department of Management and Human Resources da New School for Social Research (1989). Tem experiência na área de Administração, com ênfase em Administração de Empresas, atuando principalmente nos seguintes temas: cultura organizacional, mudança organizacional, recursos humanos, desempenho organizacional. Publicou vários artigos (vide https://www.webofscience.com/wos/author/record/GRX-4569-2022) e os seguintes livros: "Cultura Organizacional e Privatização: A Dimensão Humana", com Marcelo L. Braunstein (Makron Books,1993), ?Inveja nas Organizações? (Makron Books, 1994) ¿Invidia en las Empresas? (McGraw Hill México, 1994),?Gestão Participativa? (CDRom - CELTEC,1995), Sedução dos Modismos com Adriana Lerner ( Makron Books, 1998), "Cultura e Mudança Organizacional" (organização, Editora PUC-Rio,2008),"Cultura Empreendedora"com Giuseppe Russo e Carla Bottino (Office Book,2008), "O que é a Cultura Organizacional?"( Ed. Brasiliense, 2011),"Lideranças Empreendedoras Cariocas" com Giuseppe Russo e Ana Claudia Pinheiro ( Editora Dedix,2012),"Confiança nas Organizações " com Luciano Quinto Lanz, (PUC-Rio, Elsevier ? Campus,2015), "Humildade nas Organizações"( Editora PUC-Rio,2022) com Sylvia F.Mello e Renato Cuenca. 

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Publié

2026-07-09

Numéro

Vol. 20 No. 1 (2026)

Rubrique

Artigos/Papers

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