Impact of CSR perceptions on workers’ innovative behaviour: exploring the social exchange process and the role of perceived external prestige

The study aims to show how organisational corporate social responsibility (CSR) can influence workers’ attitudes, especially in terms of innovative behaviour (IB). A second aim is to explore the social exchange process that may underlie this relationship, by examining the mediating role of organisational trust (OT), affective commitment (AC) and happiness (HAP), and the moderating role of perceived external prestige (PEP). The authors employ structural equation modelling based on survey data obtained from 315 Portuguese individuals. The findings show that perceptions of CSR predict IB through a social exchange process which involves the mediating role of OT, AC and HAP and the moderating process of PEP. They suggest that managers should implement CSR practices because these can contribute towards fostering IB, but that they should also invest in communication and in the process of upgrading corporate image. This study enriches the existing knowledge about social exchange relationships in organisational contexts, and responds to the need to understand underlying mechanisms linking CSR with workers’ organisational outcomes, by analysing CSR practices from a holistic stakeholder perspective.info:eu-repo/semantics/publishedVersio

Authentic leadership, happiness at work and affective commitment: An empirical study in Cape Verde

Purpose This study aims to investigate the relationship between perceptions of authentic leadership (AL) and affective commitment (AC) both directly and indirectly through the mediating effect of happiness at work. Design/methodology/approach Empirical research has analyzed the data from a questionnaire administered to a sample of five hundred forty-three employees belonging to various public and private organizations in Cape Verde. Structural Equation Modeling was used to test the model. Findings It was found that the perceptions of AL explain employees’ happiness at work. Perceptions of AL also predict AC both directly and through the mediating effect of happiness at work. Practical implications The findings suggest that AL predicts happiness at work, which in turn, explain employees` emotional bond to the organization. These results provide evidence that the quality of working environment created by leaders plays an important role in the extent to which employees develop better emotional bond at work. So, the organizations, particularly in Cape Verde should focus on training leaders with authentic characteristics. Originality/value In addition to verifying the direct relationship between AL and AC, this study introduced the mediating effect of the happiness at work, providing a model that depicts the chain effect between AL, AC and happiness, integrating these concepts in a single study.info:eu-repo/semantics/publishedVersio

Global Leadership: The Growing Necessity of Intercultural Skills

Globalization is a phenomenon of transformative change that affects corporate, leaders and individuals dramatically and swiftly. The position of the global corporate leader has, in turn, become highly complicated and Fortune 500 companies are struggling to meet today's corporate leadership demands. A special technique for producing global business leaders with the development of intercultural competences in response to this problem. Once global corporate leaders are strongly multicultural, they may transfer their expertise on to rising generations of leaders through a range of maneuvers and practices that have demonstrated their ability to navigate the global business field. In semi-structured interviews with global corporate leaders, this research employed a qualitative method to acquire a fuller sense of the problems in building its intercultural competences.info:eu-repo/semantics/publishedVersio

Managing Innovation to Increase Manufacturing Productivity

Technological progress is a key factor for economic growth. However, innovation requires attention from management and decision making at the various stages of the innovation process. Manufacturing, being a major producer of tradables, is a driver of technological change. In this paper we test the impact of innovation and other determinants on manufacturing productivity for 2015-2019, using panel data for 1,333 Portuguese firms. We estimate a model linking Total Factor Productivity growth to innovation, by technological groups and regions. Results suggest that innovation is a driver of productivity, although its magnitude is small. By contrast, Information and Communication Technology appears to exert a negative effect on productivity growth, especially in scaleintensive industries. A possible explanation is that the Portuguese workforce in such industries does not have enough skills to deal with up-to-date ICT. This appears to be corroborated by the positive impact of human capital accumulation on the TFP growth only in the Northern region.N/

O impacto do conflito trabalho-família no engagement, desempenho e intenção de turnover dos colaboradores

A incompatibilidade entre a esfera do trabalho e da família é uma realidade que assola muitos trabalhadores na atualidade. A difícil articulação destes dois domínios conduz à vivência do fenómeno designado por Conflito Trabalho-Família (CTF). O presente estudo tem como objetivo avaliar o impacto que o CTF poderá ter no engagement e no desempenho dos colaboradores, bem como, na sua intenção de turnover. Pretende-se também testar o efeito mediador do engagement na relação entre o CTF e o desempenho, e entre o CTF e a intenção de turnover. Foram inquiridos 105 colaboradores de várias organizações. Os resultados revelaram que os colaboradores que sentem maior CTF apresentam menores níveis de engagement e maior intenção de sair da organização. O CTF não revelou relação com o desempenho. O engagement assume o papel mediador (mediação parcial) na relação entre o CTF e a intenção de turnover. A relevância deste estudo prende-se com as implicações que poderá trazer para as empresas no âmbito da implementação de estratégias de conciliação trabalho-família de forma a reduzir o referido conflito.info:eu-repo/semantics/publishedVersio

How authentic leadership promotes individual creativity: The mediating role of affective commitment

This study sought to provide a more comprehensive understanding of how authentic leadership can affect employees’ individual creativity through affective commitment’s mediating role. The sample included 177 leader-follower dyads from 26 private, small and medium-sized enterprises. Followers reported their levels of affective commitment and perceptions of authentic leadership, and leaders assessed each follower’s level of creativity. The results show that authentic leadership has a positive impact on affective commitment and creativity. Moreover, affective commitment fully mediates the relationship between perceived authentic leadership and individual creativity. Organizations can thus increase employees’ affective commitment and creativity by encouraging their managers to adopt more authentic leadership styles. Additional studies with larger samples are needed to determine more clearly not only authentic leadership’s influence on individual creativity but also other psychosocial and personal variables’ effects on that relationship.info:eu-repo/semantics/publishedVersio

Authentic leadership and performance: the mediating role of employees’ affective commitment

Purpose - This study aims to examine the relationship between authentic leadership (AL), affective commitment and individual performance. More specifically, this study aims to understand how (a) AL influences employees' affective commitment, (b) AL influences individual performance, (c) Affective commitment influences individual performance and (d) Affective commitment mediates the relationship between AL and Individual Performance. Design/methodology/approach - Two hundred and twelve Portuguese employees participated in this study. A quantitative methodology was used. Baron and Kenny’s linear regression method and Sobel test were used to test the mediation relationship. Findings - The results reveal that affective commitment mediates the relationship between AL and employees’ performance. In others words, leaders’ authenticity promotes employees’ affective commitment which, in turn, increases their individual performance. Practical implications - This research has practical implications for human resources management in organizations, particularly in selection processes and training of leaders and managers. Practitioners looking to increase employee commitment and performance can do so by augmenting the AL. Originality/value – This study enriches the knowledge about the relevance of emerging area such as AL theory and responds to the need to understand underlying mechanisms linking AL with workers’ commitment and performance (i.e., testing the construct’s nomological network).info:eu-repo/semantics/publishedVersio

Triggering employee motivation in adverse organizational contexts: “going the extra mile” while holding hands with uncertainty?

Current Economic and Market Crisis have launched the debate concerning the role of the Human Resources (HR) in organizations. The up to this point strategic discourse concerning this management area seems to be in discussion, mainly due to the need of consistency between cost-cutting organizational strategies and a high pressure for Sustainable HR Management (HRM) practices. The ability of organizations to manage their HR indicators to deliver strategic differentiation is a critical concern of Sustainability in HR. Employee motivation is a core performance indicator in HRM, due to the strong association with productivity, absenteeism or turnover. An issue deserving consideration is to understand how practitioners may motivate employees in current adverse economic contexts, as the existing knowledge surrounding employee motivation was fundamentally based on growing-based economic scenarios. The main objective of the present study is thus, to explore an answer to the question: how to predict employee motivation in organizations embedded in adverse contexts? One hundred and ten employees from fifteen stores of an organization from a sector of a clothing brand consists the sample of our study. Participants voluntarily answered to a survey questionnaire that contained measures of the study variables. The hypotheses were tested using linear regression methodology. Empirical evidences showed that the quality of the organization-employee relation seems to be more important than the quality of the job-employee relation to explain employee’s motivation. In addition, results suggest that when the workers recognize fairness in the organization’s procedures, they feel stronger support from the organization and this has the ability to motivate them. The importance and significance of these results are discussed at theoretical and empirical levels, and we advance a set of recommendations to HR practitioners, in order to apply good employee’s motivation practices.info:eu-repo/semantics/publishedVersio

People in Organizational Change: Using “the Good, the Bad and the Villain” Analogy (Evaluating the Role of Workers’ Perceived Support in the Hotel Business Industry)

Managing Organizational Change programs is a relevant and enduring effort for managers and modern organizations. One of the main reasons why organizational change programs fail or succeed is due to the way human resources are managed. With effect, the way how people are dealt with in these programs raises several challenges due to the different roles people can play in programs designed to transform and to develop an organization. With effect, people can have a profound effect on the way how an organizational change program reaches its effectiveness, as this raises tremendous challenges for Human Resource Management professionals. This study main aim is to clarify the predictive nature of organizational change programs orientation in workers’ commitment to the organization, and also, to examine in particular, the role of perceived support in this relation. One hundred and fifty three workers of a Hotel Business Industry constitute the participants of this correlational study, proposing that organizational change programs orientation have predictive abilities over organizational commitment, and that perceived support plays a mediator role in this relation. Main results provided empirical basis for our proposed model of analysis, based on which we have interpreted the theoretical, empirical and practical consequences of our findings.info:eu-repo/semantics/publishedVersio

The Impact of Perceived Organizational Justice, Psychological Contract, and the Burnout on Employee Performance: The Moderating Role of Organizational Support, in the Portuguese Context

Purpose: To identify the impact of perceived organizational justice (POJ), the psychological contract (PC), and burnout (BUR) on the employee’s individual performance (IP). The moderating role of perceived organizational support (POS) is analysed. Methodology: The study uses a structured questionnaire to gather data from a cross–sectional sample of 407 employees. Structural Equation Modelling (SEM) is used to test the proposed hypotheses, and a multi-group analysis is conducted to find how the perception of the PCV can impact on the suggested relationships. Findings: POJ has a positive impact on the PC and on IP. However, the impact of the PC and the first two dimensions of BUR on IP are not significant. POS moderates some of the suggested relationships. Implications: contributes to the knowledge about the combined impact of POJ, the PC and BUR, introducing the role of POS as a moderating variable in the relationships between organizations and employees. The global results may inform strategies to secure positive human resource management (HRM) outcomes. Originality: This research is original in order these concepts and relationships of mediation and moderation are presented in a single study providing a model that depicts a chain of important effects.info:eu-repo/semantics/publishedVersio