Leadership Patterns in Ecuadorian Managers: The Impact of Gender and Education

The study of leadership styles is advanced in developed countries; however, in developing countries such as Ecuador studies on this topic are scarce. This study aims to describe the leadership styles of managers of SMEs in Ecuador and the relation between the different styles. The demographic characteristics of the leaders are taken into consideration in order to establish if they have an impact on the pattern used

Negociar en un contexto de crisis económica

La investigación realizada sobre negociación en los últimos 50 años solo ha considerado como esquema de investigación la negociación en un contexto económico estable. En este trabajo se analiza la negociación en contextos cambiantes, con dos vertientes, en la primera se estudian los procesos psicológicos que afectan a la negociación en un contexto cambiante, bien de bonanza o bien de crisis económica, en la segunda se estudia la negociación colectiva, profundizando en el papel de los representantes sindicales en un contexto de crisis económica. La primera línea de investigación es eminentemente experimental, la segunda es aplicada y basada en estudios de campo mediante entrevistas y grupos de discusión.The research on negotiation in the last 50 years has only considered that negotiation occurs in a stable economic environment. This paper analyses negotiation in changing contexts with a focus on two aspects: first, examining the psychological processes affecting negotiation in a changing environment, whether one of prosperity or economic crisis; second, collective bargaining is studied, focusing on the role of union representatives in a context of economic crisis. The first line of research is highly experimental; the second is applied and based on field studies using interviews and focus groups.Comisión Europea VS/2010/0376Comisión Europea VS/2012/0416Ministerio de Ciencia PSI 2008/00503Ministerio de Ciencia PSI 2011/2925

Increasing integrative negotiation in European organizations through trustworthiness and trust

Integrative negotiation in which employers and employees create value is a major necessity in the current challenging context. Collective labor negotiations in organizations are traditionally focused on mostly distributive issues, such as pay, working hours, and holidays. However, the current situation demands the inclusion of other issues of a potentially more integrative nature, such as telework, sustainability, and risk prevention, the enhancement of which is a major challenge for organizations. In this study, we explore the negotiation process between management and employee representatives (ERs), analyzing the roles of trust and trustworthiness. We collected data from 614 human resources managers from different organizations in 11 European countries. The results confirm that ERs who management perceive to be trustworthy have a greater influence on negotiation, particularly with regard to integrative as opposed to distributive issues, and that trust partially mediates this relationship

Why are Industrial Relations in Spain Competitive? Trust in Management, Union Support and Conflict Behaviour in Worker Representatives

In the current context of limited resources and economic, social and labour changes, organizational conflicts are becoming more and more competitive. Two possible explanations for this approach to conflict in Spain are the low trust between unions and management and the long tradition of confrontation in industrial relations. In this study we analyse the conflict pattern from worker representatives and the relation to trust in management and union support. The hypotheses are tested in a quantitative study of 719 representatives. Results show that a) representatives use a competitive conflict style; b) trust is negatively related to this style; and c) union support is positively related to the style. We explore how societal culture and historical industrial relations tradition explain these relations

Healthcare workers' survival in times of COVID-19: The need for social dialogue

Healthcare workers were more than essential during the COVID-19 pandemic, a fact that is recognized by societies the world over. However, in many countries, healthcare workers are not satisfied with their working conditions, which has resulted in frequent protests and strikes. One such country is Spain. How can the theory of social dialogue contribute to explaining and improving healthcare workers' conditions during a healthcare crisis such as this one? In this paper, we aim to explore what it is really like for healthcare professionals working under these challenging circumstances, and link their experience to the theory of social dialogue in order to engage in a double process of contribution: from practice to theory and vice versa. In order to do so, we first explore the real-world problems encountered by professionals, focusing particularly on cases in Spain, before reviewing theoretical approaches to the study of social dialogue in organizations, an area that has received very little attention in the revised academic literature. Finally, we show how constructive social dialogue can be an effective tool for improving working conditions for healthcare workers. Keywords: Healthcare workers; COVID-19; Collective Labor Conflict; Social Dialogue

Increasing integrative negotiation in European organizations through trustworthiness and trust

Integrative negotiation in which employers and employees create value is a major necessity in the current challenging context. Collective labor negotiations in organizations are traditionally focused on mostly distributive issues, such as pay, working hours, and holidays. However, the current situation demands the inclusion of other issues of a potentially more integrative nature, such as telework, sustainability, and risk prevention, the enhancement of which is a major challenge for organizations. In this study, we explore the negotiation process between management and employee representatives (ERs), analyzing the roles of trust and trustworthiness. We collected data from 614 human resources managers from different organizations in 11 European countries. The results confirm that ERs who management perceive to be trustworthy have a greater influence on negotiation, particularly with regard to integrative as opposed to distributive issues, and that trust partially mediates this relationship.Ministerio de Ciencia e Innovación PID2019-110093GB-I0

Are employment relations in Europe based on trust? The employee representative perspective

Numerous researchers from various disciplines agreed that trust has important benefits for organizations (Dirks & Ferrin, 2001) and their members (Kramer, 1999). However we sometimes find not that easy to achieve the appreciated and desired trust in employment relationships. In this paper, firstly we define the concept of trust and its importance in the European industrial relations. Secondly, we explore how employee representatives (ER) around Europe perceive the relationship with management as well as with co-workers, focusing on trust. Finally, we will conclude with a discussion and some practical recommendations that can help ERs to increase trusty relationships, improving the capacity to participate in the decision making process and leading to a more constructive conflict management.Ministerio de Ciencia de España PSI 2008/00503Ministerio de Ciencia de España PSI2008-00502European Commission VS/2010/037

Competent or Competitive? How Employee Representatives Gain Influence in Organizational Decision-Making

Conflicts of interest between management and employees are part of organizational life. To manage these conflicts, employee representatives (ERs) often participate in organizational decision-making. The objectives of this article were to investigate the relation between perceived competences of ERs and their influence on organizational decision-making in different types of issues, and the mediating effect of ERs' conflict behaviors on these relations. To test the hypotheses, which are based on theories of power and conglomerate conflict behavior, survey data from 614 human resources directors from 11 European countries were analyzed using structural equation modeling. Results show that perceived competences are positively related to the influence of ERs on decision-making, both for traditional and for innovative issues. Perceived competence is positively related to cooperative and negatively related to competitive conflict behavior. Conglomerate conflict behavior partly mediates the relation between perceived competences and influence. Implications for representative influence are discussed

A rainbow of colors: The value of embeddedness for understanding actor entrepreneurship in organizational LGBTQ+ communities

Integrating the expanding organizational LGBTQ + communities' literature on actor entrepreneurship, we advance a conceptual framework theoretically grounded in the concept of embeddedness. Specifically, we highlight the contextual antecedents that clarify how homophily and prominence in organizational LGBTQ + communities drive actor entrepreneurship. Our framework also illustrates the moderating role of actor attributes (i.e., personality traits), organizational environment, and the mediating role of resource acquisition in the actor embeddedness-entrepreneurship linkage

Worker representatives' conflict behavior in Europe, with a focus on Spain

Table of Contents Chapter 1 Worker Representatives’ Conflict Behavior in Europe 1 1.1. Introduction to this study 1.2. The role of the worker representative in Europe 1.3. Objectives, general model, and overview of the studies 1.4. Industrial relations in Europe 1.5. Industrial relations in Spain: A bumpy ride 1.6. The conflict behavior of worker representatives 1.7. Conclusions Chapter 2 Cooperative and Competitive Patterns Among Worker Representatives. A Cross Cultural Study in Europe 2.1. Abstract 2.2. Theoretical framework 2.3. Method 2.4. Results 2.5. Discussion Chapter 3 The Impact of Employees Trust in Management and Perceived Union Support on Conflict Behavior of Spanish Worker Representatives 3.1. Abstract 3.2. Theoretical framework 3.3. Method 3.4. Results 3.5. Discussion Chapter 4 Dual Commitment and Cooperative Relationships between Management and Worker Representatives in Spain and Germany 4.1. Abstract 4.2. Theoretical framework 4.3. Method 4.4. Results 4.5. Discussion Chapter 5 Do Women Accommodate More Than Men? Gender Differences in Perceived Social Support and Conflict Behavior by Spanish and Dutch Worker Representatives 5.1. Abstract 5.2. Theoretical framework 5.3. Method 5.4. Results 5.5. Discussion Chapter 6 Overall Discussion 6.1. Findings with respect to the formulated research questions 6.2. Overall strengths and weaknesses 6.3. Theoretical implications 6.4. Practical implications 6.5. Overall conclusion Research Projects and Publications Appendixes Referencesnrpages: 181status: publishe