The power of trust in organizations: two studies on the importance of building trusting relationships in organizational setting

Treball Final de Grau en Administració d'Empreses. Codi: AE1049. Curs 2018-2019New forms of work require approaches and methods that generate a work climate based on trust. For this reason, this research aims to analyze first the consequences of the trust of the managers in the subordinates on variables such as participation or motivation. To this end, the data from the sixth survey "National Survey of Working Conditions" was used. The results obtained show that trust in employees improves participation and motivation processes in companies. Second, a bidirectional theoretical model is proposed which aims to analyze how trust is related to relevant variables such as innovation, the common welfare, leadership style and organizational structure. A model that shows how trust can improve the functioning of the organization and the well-being of agents. These two studies highlight the importance of building relationships of trust in organizations

El valor de confiar en los empleados: descubriendo sus efectos sobre la participación y la motivación

Las nuevas formas de trabajo requieren de planteamientos y métodos para los cuales es necesario que los directivos o supervisores confíen en sus empleados. Por esta razón, esta investigación pretende analizar las consecuencias de la confianza en los empleados sobre variables como la participación o la motivación. Para ello se ha utilizado los datos de la sexta encuesta “Encuesta Nacional de Condiciones de Trabajo”. Los resultados obtenidos muestran principalmente que la confianza en los empleados mejora los procesos de participación y motivación en las empresas.New forms of work require approaches and methods for which it is necessary for managers or supervisors to trust their employees. For this reason, this research aims to analyze the consequences of trust in employees on variables such as participation or motivation. To this end, the data from the sixth survey “Encuesta Nacional de Condiciones de Trabajo” was used. The results obtained show mainly that trust in employees improves participation and motivation processes in companies

Understanding Green Innovation: A Conceptual Framework

In recent years, the growing emergence of environmental problems has meant that sustainability and related concepts such as green innovation have acquired special importance. This has resulted in a significant body of literature addressing these concepts. To help to integrate this extensive literature and establish a theoretical framework, this study summarizes the main principles and roots of green innovation. To this end, this study first makes a generic theoretical approach to the concept of innovation. Then, due to its direct link with green innovation, emphasis is placed on the importance of the value of sustainability in companies. After that, the meaning and current relevance of green innovation in today’s business environment is addressed. Finally, the main precepts and fundamentals of green innovation are established, and a series of academic proposals are made to further advance the study of this concept. This theoretical review may serve as encouragement to further research the concept of green innovation and contribute to providing a clarifying and comprehensive view of this topic

Compassion and altruism in organizations: a path for firm survival

Purpose The authors draw on this approach to explore the consequences of compassion and altruism in the workplace for firm performance, using organizational resilience as a mediating variable. Design/methodology/approach In recent years, a paradigm shift has been proposed in the organizational sciences that includes a change from self-centeredness to interconnectedness. This emergent management paradigm considers that employees are not only motivated by self-interest but also by other-centered values, such as altruism and compassion for others. This alternative proposal suggests the need for a more humanistic perspective for management. To carry out the research, the authors applied a structural equation model to a sample of highly innovative companies from different sectors. Findings The results confirm that compassion at work leads to a climate based on altruism, which indirectly increases firm performance by means of organizational resilience. This study contributes to the organizational literature by revealing some benefits of promoting altruism and compassion in organizations. Originality/value This study therefore provides a detailed analysis of the consequences of altruism and compassion in organizations and reveals some organizational conditions that can drive firm performance. Moreover, this study is the first to suggest and empirically validate that a work climate based on altruism enhances organizational resilience. In turn, organizational resilience enables the firm to take appropriate actions to convert unexpected and adverse situations that potentially threaten its survival into sources of opportunity and growth

Mindfulness and academic performance: The role of compassion and engagement

What effects does mindfulness have on university students’ academic performance? Our aim in this empirical study is to analyse the relationship between mindfulness and academic performance, and how it might be explained by the role of compassion and engagement. We hypothesise that mindfulness positively relates to academic performance, and that this relationship is mediated by compassion and engagement. The study sample comprises 210 university students from management degrees, who on graduation are likely to have careers as managers or leaders in organisations. Structural equation modelling reveals that compassion partially mediates the relationship between mindfulness and engagement and, consequently, increases academic performance

Corporate social responsibility toward employees and green innovation: Exploring the link in the tourism sector

In recent years, the concept of corporate social responsibility toward employees (CSRE) has gained increasing importance, both in academic research and in managerial practice. This concept includes those human resource policies aimed at improving employee satisfaction. In this paper, we build on previous research on CSRE by examining its relationship with organizational learning capability (OLC). In addition, to shed light on the link between CSRE and OLC, we introduce explanatory variables such as organizational commitment. In turn, we analyze if OLC may simultaneously increase green innovation (GI). These relationships were tested using structural equation modeling on a sample of 300 companies in the tourism sector. Results confirm that organizational commitment mediates the relationship between CSRE and OLC, and this in turn positively affects GI. These findings uncover an unexplored route to create more sustainable business through organizational behaviors and attitudes promoted by CSRE

Emerging in times of change: the value of compassion and altruism in business

Treball Final de Màster Universitari en Direcció d'Empreses / Master in Management. Codi: SRO011. Curs acadèmic 2019/2020In recent years, a paradigm shift has been proposed in organizational sciences that includes a shift from self-centeredness to interconnectedness. This emerging management paradigm considers that employees are not only motivated by self-interest, but also by values centered on others, such as altruism and compassion for others. This alternative proposal suggests the need for a more humanistic perspective on management. Based on this approach, in this study we explore the consequences of compassion and altruism in the workplace to promote company performance, using organizational resilience as a mediating variable. To this end, we applied a structural equation model to a sample of highly innovative companies in different sectors. The results confirm that compassion at work leads to a climate based on altruism, which indirectly increases company performance through organizational resilience. This study takes a step forward in the organizational literature by revealing some benefits of promoting altruism and compassion in organizations

Organisational resilience: the power of compassion and altruism

Este trabajo ha sido finalista del Premio Estudios Financieros 2021 en la modalidad de Recursos Humanos.Recientemente se ha expuesto la necesidad de un cambio de paradigma en las ciencias organizacionales que incluye un cambio de egocentrismo a la interconexión. Este nuevo paradigma de gestión emergente y con carácter humanista considera que las personas integrantes de la organización no solo están motivadas por el interés propio, sino también por valores centrados en terceros, como el altruismo y la compasión por los/las demás. Esta propuesta alternativa plantea la necesidad de una perspectiva más humanista para la gestión empresarial. Con base en este enfoque, en este estudio exploramos las consecuencias de la compasión y el altruismo en el lugar de trabajo para promover el desempeño de la empresa, utilizando la resiliencia organizativa como una variable mediadora. Con este fin, aplicamos un modelo de ecuación estructural a una muestra de empresas altamente innovadoras de diferentes sectores. Los resultados confirman que sentir el sufrimiento de los otros/as conlleva a un clima laboral basado en el altruismo. Y este clima hace que la fuerza laboral sea más resiliente a los cambios, lo que aumenta el rendimiento de la empresa. Por lo tanto, este estudio supone un avance en la literatura al descubrir algunos beneficios de promover la compasión y el altruismo en las organizaciones.Recently, the need for a paradigm shift in organisational science has been exposed, which includes a shift from egocentrism to interconnectedness. This new, emerging, humanistic management paradigm considers that organisational members are not only motivated by self-interest, but also by other-centred values such as altruism and compassion for others. This alternative proposition raises the need for a more humanistic perspective to business management. Based on this approach, in this study we explore the consequences of compassion and altruism in the workplace for promoting firm performance, using organisational resilience as a mediating variable. To this end, we apply structural equation modelling to a sample of highly innovative firms from different industries. The results confirm that feeling the suffering of others leads to a work climate based on altruism. And this climate makes individuals in the organisation more resilient to change, which increases the performance of the company. This study therefore advances the literature by uncovering some of the benefits of promoting compassion and altruism in organisations

Resiliencia organizativa: la fuerza de la compasión y el altruismo

Recently, the need for a paradigm shift in organisational science has been exposed, which includes a shift from egocentrism to interconnectedness. This new, emerging, humanistic management paradigm considers that organisational members are not only motivated by self-interest, but also by other-centred values such as altruism and compassion for others. This alternative proposition raises the need for a more humanistic perspective to business management. Based on this approach, in this study we explore the consequences of compassion and altruism in the workplace for promoting firm performance, using organisational resilience as a mediating variable. To this end, we apply structural equation modelling to a sample of highly innovative firms from different industries. The results confirm that feeling the suffering of others leads to a work climate based on altruism. And this climate makes individuals in the organisation more resilient to change, which increases the performance of the company. This study therefore advances the literature by uncovering some of the benefits of promoting compassion and altruism in organisations.Este trabajo ha sido finalista del Premio Estudios Financieros 2021 en la modalidad de Recursos Humanos. Recientemente se ha expuesto la necesidad de un cambio de paradigma en las ciencias organizacionales que incluye un cambio de egocentrismo a la interconexión. Este nuevo paradigma de gestión emergente y con carácter humanista considera que las personas integrantes de la organización no solo están motivadas por el interés propio, sino también por valores centrados en terceros, como el altruismo y la compasión por los/las demás. Esta propuesta alternativa plantea la necesidad de una perspectiva más humanista para la gestión empresarial. Con base en este enfoque, en este estudio exploramos las consecuencias de la compasión y el altruismo en el lugar de trabajo para promover el desempeño de la empresa, utilizando la resiliencia organizativa como una variable mediadora. Con este fin, aplicamos un modelo de ecuación estructural a una muestra de empresas altamente innovadoras de diferentes sectores. Los resultados confirman que sentir el sufrimiento de los otros/as conlleva a un clima laboral basado en el altruismo. Y este clima hace que la fuerza laboral sea más resiliente a los cambios, lo que aumenta el rendimiento de la empresa. Por lo tanto, este estudio supone un avance en la literatura al descubrir algunos beneficios de promover la compasión y el altruismo en las organizaciones