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The purpose of this paper is to analyse the relationship between learning processes (LP) – group learning (GL) and training processes – and job satisfaction (JS), by taking into consideration the mediating role of organizational size (OZ) and employees’ educational level (EEL).

Data were collected from the Spanish wine sector. The survey was addressed to the workers, and 230 valid questionnaires were obtained. The authors have proven their model of research through a model of structural equations, that is, by means of the partial least squares technique.

This paper proposes that LP play a significant role in determining the effects on JS, and OZ and EEL mediate the relationship between GL and JS.

Owing to certain features of the sample and the use of measurement scales, the final results should be considered with caution. Further research in other contexts using qualitative methods is needed to validate these findings.

When seeking to improve employee JS, practitioners should take into account the link between LP and JS. It is especially necessary to consider the diversity in learning groups.

This paper provides an empirical analysis of the relationship between LP and JS and checks the mediation of OZ and worker education of workers between group learning and JS.

The literature has defined different indicators of training effectiveness. At the performance indicator level of analysis, training effectiveness measures the impact of training on knowledge, skills and job performance. This paper aims to analyse, from the perspective of managers and employees from the hotel sector in Colombia, the relationships between the improvement of knowledge and skills and the improvement of job performance.

The research technique used is a survey. Data are collected from a sample of managers and a sample of employees from the Colombian hospitality industry. The hypotheses are contrasted through regression analysis.

From the managers’ perspective, the data indicate a significant relationship between the improvement of knowledge and work performance. In contrast, there is no significant relationship between improving skills and improving job performance. From the employees’ perspective, significant relationships between the improvement of knowledge and the improvement of skills in job performance are revealed.

This work makes significant contributions to the training literature. It analyses the relationships among indicators of training effectiveness from the point of view of managers and employees from the Colombian hotel sector. It reveals differences between the perspectives of managers and employees.

The purpose of this paper is to analyse the impact of leadership on culture and on the structure of learning, and of these two constructs on the innovation capacity.

A quantitative study utilising a survey was carried out. By means of an ad hoc questionnaire, educational administrators were asked about some characteristics of their organisations. The authors have proven the model of research through a model of structural equations, that is, by means of the partial least squares technique.

The hypothesis is confirmed that leadership affects culture and learning structure, and both impact on the innovation capacity of schools.

This work addresses the role of three critical aspects in the management of educational organisations—leadership, culture and structure—in the development of innovation that is essential in improving organisational development.

The role of leadership in the development of favourable conditions for innovation is verified, as is the impact of these conditions on the innovation capacity of educational organisations.

This paper aims to analyse the impact of organizational learning culture and learning facilitators in group learning.

This study was conducted using a survey method applied to a statistically representative sample of employees from Rioja wine companies in Spain. A model was tested using a structural equation model.

Statistical evidences suggest that both the learning culture and facilitators of group learning impact positively on group learning. In addition, it was found that the facilitation of learning has a positive influence on the learning culture.

From the paper, two sets of implications are extracted. The first is related to learning in the workplace – the importance of facilitating learning in group learning is emphasized. The second set refers to human resources development: organizational commitment to the development of informal learning is highlighted.

The paper explores the concept of learning culture and how it relates to the development of group learning, and an important system in the workplace is implemented.

The purpose of this study is to analyse the relationship between servant leadership and job satisfaction and the moderating effect of employees’ proactive behaviour on this relationship.

Survey data were gathered from 256 employees (131 from Brazil and 125 from Spain). Structural equation modelling was used to test the research model.

The results of this study indicate that servant leadership is positively related to job satisfaction, with employees’ proactive behaviour negatively moderating the relationship between servant leadership and job satisfaction.

This study relates leadership and employee behaviour and advances our understanding of the conditions that affect the influence of servant leadership on followers. In addition, the country culture variable is found to be statistically significant. This result opens the way to deeper research into the effect of country culture on the behaviour of employees related to leadership.

The purpose of this paper is to analyse the impact of the processes of orientation and empowerment and the transfer of information in the learning culture.

The first hypothesis predicts that information mediates the relationship between orientation and empowerment processes and learning culture and the second hypothesis suggests that organisational size moderates the relationships between constructs. The empirical work is conducted in the wine industry in Spain through a structural equation analysis, partial least squares.

The hypothesis of mediation is confirmed; however, the hypothesis about size moderation is not confirmed.

The importance of the transfer of information in the foundation of a learning culture is highlighted and, therefore, its importance in the development of learning in organisations, especially in building learning organisations.

This research contributes to the literature on learning in organisations by sharing not only the characteristics that identify a learning culture, but also the mechanisms or processes through which a learning culture can be developed.

The purpose of this paper is to analyse the relationship between a supportive organisational climate and training process outcomes; to analyse the mediating effect of job satisfaction between a supportive organisational climate and training process outcomes; and to analyse the moderating effect of a proactive attitude on a supportive organisational climate and training process outcomes.

The participants consisted of 359 employees recruited from 18 companies in Spain. The hypotheses were tested with structural equations via partial least squares regression.

The data indicated a positive and statistically significant relationship between a supportive organisational climate and training process outcomes. The proposed moderating and mediating effects are also verified.

This work contributes to the literature on human resource management and the relationship between organisational behaviour and training outcomes. In addition, it shows the role of attitudes between organisational climate and training outcomes.

Few studies have analysed the determinants of exports in emerging economies, which are critical in the exporting reality of firms. Two variables decisively affect the export performance of firms – their size and their export experience. This paper analyses the relationship between size and export experience in the export intensity of Brazilian firms. In addition, it considers two variables (location and sector) that identify firms in Brazil and could affect their export intensity. This research answers the question of which characteristics of Brazilian companies determine their export intensity.

A statistically significant sample of 318 firms is collected from Brazilian exporting companies. Regression analysis is performed, and data describing the relationship between the export determinants and the export intensity of Brazilian firms are presented. Three evaluation models are proposed. In the first, the location and sector variables are considered. In the second, the firm size, firm location and sector are presented. In the third, the firm size, export experience, location and sector are proposed.

The results of the third model confirm that only export experience is statistically significant. Therefore, there is no relationship between firms' size, location and sector and export intensity for companies in Brazil.

This work shows the organisational characteristics that affect export performance in Brazil from the firm’s perspective; these are aspects that have been analysed less in emerging economies.

Banks in emerging markets such as Brazil provide a wide range of services to companies to facilitate the export process. The objective of the present study was to analyze, from the perspective of Brazilian export companies, the relationships between banking intellectual capital (human and organizational), banking agility, banking technologies and company size in banking service provision.

A sample of 318 Brazilian export companies was surveyed with questionnaires. The research model was tested using structural equation modeling, namely the partial least squares (PLS-SEM) technique and SmartPLS.

Banking intellectual capital affects banking service provision, banking agility mediates the relationship between intellectual capitals and banking service provision and technology does not moderate the relationship between agility and banking service provision. The size of the company does not moderate the relationship between intellectual capital and banking service provision.

This work indicates that intellectual capital and the banking agility strategy are critical in the provision of banking service provision for exports.

This work illustrates the effect of banks' intangible resources on the provision of banking services from the perspective of Brazilian export companies.

The objective of this work is to examine the factors that influence the decision of Brazilian companies to export.

A questionnaire was used to collect data from a statistically significant sample of 318 Brazilian exporting firms. Three types of study were carried out; an exploratory study that simplified the information through a principal component analysis, a descriptive study of the factors that influence the decision to export by Brazilian companies and a study of variance that allowed comparison of groups of firms.

After an analysis of the literature, 11 factors were proposed that influence the decision to export. Two unique factors resulted from the principal components analysis: “resource optimisation” and “performance and development”. The “performance and development” factor was more valued than the “resource optimisation” factor. From the analysis of variance, significant differences were only found in the variable “firm size”.

This paper contributes to the literature by presenting further knowledge of export factors in developing countries, the management of companies and instruments for decision making in the area of internationalisation.

Esta investigación tiene como objetivo examinar los factores que influyen en la decisión de exportar de las empresas brasileñas.

Se utilizó un cuestionario para recopilar datos de una muestra estadísticamente significativa de 318 empresas exportadoras brasileñas. Se realizan tres tipos de estudio, un estudio exploratorio que permite simplificar la información a través de un análisis de componentes principales, un estudio descriptivo de los factores que influyen en la exportación de las empresas de Brasil, y un estudio de varianza que permite comparar grupos de empresas.

Después de un análisis de la literatura, se propusieron 11 factores que influyen en la decisión de exportar. Del análisis de componentes principales, resultan dos únicos factores: “optimización de recursos” y “rendimiento y desarrollo”. El factor “rendimiento y desarrollo” es más valorado que el factor “optimización de recursos”. Del análisis de varianza, solo se encontraron diferencias significativas en la variable “tamaño de la empresa”.

Este trabajo contribuye a la literatura al presentar un mayor conocimiento de los factores de exportación en los países en desarrollo, además, los resultados permiten mejorar la gestión de empresas, esencialmente en la toma de decisiones en el área de la internacionalización.