Gender Bias in promotion : is it real?

The present study uses a nationwide longitudinal database to analyze the Portuguese workforce searching for gender differences in promotion. The database presents longitudinal data from employees in eight different professions across the country. The research examines individual dimensions such as age, tenure and education looking for their impact over promotion and possible cumulative gender effects. Results seem to indicate considerable gender dissimilarities regarding promotion rates, consistent with previous literature, but also reports differences, namely by questioning the glass escalator effect, the impact of tenure and the influence of education over promotion. The paper contributes to the body of knowledge on gender issues and career related impacts.info:eu-repo/semantics/publishedVersio

Coaching effectiveness : lessons from reality

This work, based on a questionnaire to 319 coachers of the firms in Portugal, aims to help increase knowledge about the factors underlying the success of coachers. Four factors were identified: “Relationship”, “Preparation”, “Scope of Knowledge” and “Common Behavior” (independent variables) and as dependent the “direct performance” and “perception of performance”. Results revealed a surprise: the low importance attached to Scope of Knowledge in coaching for the success of coachers. They also demonstrate the greater relative importance of “preparation” in explaining the dependent variable, and a high goodness of fit for models presented. Another discovery within this data was that the coach performance is better with male coachers, with more years of experience and with more years in school (master or PhD.). Finally this data seems to indicate that the number of coachees have significant impact on the performance of the coachinfo:eu-repo/semantics/publishedVersio

Different views of trust and relational leadership : supervisor and subordinate perspectives

Purpose – The purpose of the study is to investigate how the conditions of trust differ between supervisors and subordinates. By understanding these differences, it may be possible to improve the quality of a leader-member exchange (LMX). Design/methodology/approach – This is a quantitative study using supervisor and subordinate dyads from Portugal. Findings – Supervisors reported that receptivity, availability, and discreteness were perceived to be more important in building a quality vertical dyad linkage as represented by LMX. Subordinates reported that availability, competence, discreteness, integrity, and openness were more important for building a quality vertical dyad linkage as represented by LMX. Research limitations/implications – Status differences between supervisors and subordinates appear to influence conditions of trust. Supervisors are more concerned about conditions of trust that deal with supervisory delegation. Subordinates are more concerned about the conditions of trust based on interactional justice. Originality/value – This research implies that trust is different between supervisors and subordinates. The research is important in building supervisor and subordinate relationships as both need to act in manners that engenders trust from the other side. The difference in conditions of trust may create conflicting expectations about how to effectively build trust.info:eu-repo/semantics/publishedVersio

Voluntary or mandatory enrolment in training and the motivation to transfer training

The purpose of this study is to examine the motivation to transfer training in a multidimensional way. It investigates autonomous and controlled motivation and explores the difference in motivation to transfer according to whether the employee is enrolled in training on a voluntary or mandatory basis. This is a cross-sectional hypotheses-testing study. Data were collected at a large insurance company involving employees who had participated in training programs in the previous 6 months. Findings show that when considering autonomous motivation to transfer, results support the argument that being voluntarily enrolled in the training program shows a higher impact on motivation to transfer than being mandatorily enrolled. When considering controlled motivation to transfer, results do not support such an argument, probably because of the nature of controlled motivation to transfer that in practice reduces the difference in results between the two types of enrollment.info:eu-repo/semantics/publishedVersio

Leader's human capital as alternative for relational leadership

The current research attempts to revitalize contingency leadership theory. Instead of focusing on subordinate attributes as a substitute for leadership theory, this study examines leader’s human capital attributes as a leadership contingency variable. This paper offers a fresh perspective to contingency leadership literature by exploring a new set of variables. Addressing leader-member exchange (LMX) rather than the conventional focus on leader’s behaviors, this study examines previously untested contingency variables. Using a matched sample of leaders and employees from Portuguese firms, this study examines leader’s education and leader’s organizational tenure as alternatives for LMX with assessed job performance and organizational citizenship as dependent variables. Testing new independent variables sheds additional light on contingency approaches to leadership; as a result, this paper improves the current state of research on contingency leadership. Results seem to indicate that leader’s education is an alternative for LMX as well as suggesting that the leader’s organizational tenure improves LMX. This paper proposes that research focusing on the substitute for leadership may need to examine a different set of variables to determine the viability of contingency approaches to leadership.info:eu-repo/semantics/publishedVersio

Intellectual capital disclosure payback

Purpose – The purpose of this paper is to propose an integrated framework for intellectual capital disclosure. Design/methodology/approach – The measure, manage and report intellectual capital (MMRIC) methodology is a six-step process that will enable firms to more accurately describe their intangible assets. Findings – The proposed step-by-step process also complements the exploration-exploitation tension that is highlighted in the knowledge management literature. Research limitations/implications – This paper provides academic researchers with a comprehensive framework that can be utilized for future empirical studies related to intellectual capital disclosure. Practical implications – The MMRIC process is a very useful tool for practitioners in that it provides a sequential system that can be followed for intellectual capital disclosure. Social implications – Society at large benefits when corporate entities help to reduce risk and volatile market fluctuations by reducing information asymmetry with more comprehensive reporting. Originality/value – This paper provides an initial theoretical framework that has been developed by integrating the extant literature on intellectual capital disclosure..info:eu-repo/semantics/publishedVersio

Knowledge sharing among scientists : A causal configuration analysis

Scientists are professionals who create knowledge, and academia is a place for creating and sharing knowledge. In this study, we examine the causal configurations that identify particular patterns that lead to knowledge sharing among scientists. Our examination uses a fuzzy-set qualitative comparative analysis. The data come from an online survey of 620 scientists in top Portuguese research centers in engineering, technology, health sciences, social sciences, and the arts and humanities. The results show that being a research team leader is an important condition for knowledge sharing. Productive scientists tend to share their knowledge, whereas unproductive ones tend not to share. The fear of losing power due to knowledge sharing restrains its use, while the scientists who are not afraid share their knowledge. The results do not identify the contribution of senior scientists. This finding indicates older or more experienced scientists are not related to the phenomena.info:eu-repo/semantics/publishedVersio

The warmness seed : long-term fruits of coaching

This study addresses three coach behaviours’ effects (warmness behaviour (WB); stimulating action (SA) and planning and structuring activities (PSA)) in two dimensions of coaching outcomes (coachee’s performance (CP) and the quality of the coach–coachee relationship (QCCR)). The paper argues that coaching is a helpful tool to achieve greater performances in the long run when considering coaches who present higher levels of maturity. Results reveal the positive impact of SA and PSA over CP and QCCR. The adoption of WB has a negative impact on CP and a positive impact on the QCCR. Evidence also supports the relevancy of coaching experience over coaching training. Such results pose a paradox worth exploring in subsequent studies, for it challenges the usefulness of coaches’ training. Contributions are related to introducing the concept of WB within the organisational context and addressing two different time horizons regarding the coach behaviour.info:eu-repo/semantics/publishedVersio

Knowledge sharing and individuals’ work performance : A virtuous spiral

The research on knowledge management, specifically on knowledge sharing, finds that the efficient use of knowledge in organizations has an influence on a variety of organizational indicators. This paper explores the relation between knowledge sharing and individuals’ work performance. We conduct a survey of 309 employees from different firms. The responses show that knowledge sharing has a positive relation with individuals’ work performance and with HR practices. On the other hand, the responses indicate that the performance appraisal and the work design could have a significant effect on the virtuous spiral of the adoption of knowledge sharing. Further, these findings indicate that knowledge is highly valued by employees.info:eu-repo/semantics/publishedVersio