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1 – 10 of 23Andres Salas-Vallina and Joaquin Alegre
The purpose of this paper is to examine to what extent altruistic leadership (AL) contribute to happiness at work (HAW). In addition, the authors analyze the mediating role of…
Abstract
Purpose
The purpose of this paper is to examine to what extent altruistic leadership (AL) contribute to happiness at work (HAW). In addition, the authors analyze the mediating role of those conditions that facilitate learning in the relationship between AL and HAW.
Design/methodology/approach
Confirmatory factor analysis by means of structural equation models was performed to check the proposed theoretical model, using a sample of 122 frontline bank employees.
Findings
Results show that, although specific leadership styles might contribute to employee well-being, it seems the shared characteristic of altruism what significantly impact employees HAW, by means of organizational learning capability.
Originality/value
Scarce research examines altruism as a leadership behavior. The authors provide to the leadership literature a theoretical model, and empirical evidence that altruism is an essential leadership behavior to promote learning and HAW.
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Andres Salas-Vallina, Manoli Pozo and Rafael Fernandez-Guerrero
The purpose of this paper is to measure and conceptualize the concept of well-being-oriented management (WOM), and to investigate the relationship between well-being oriented…
Abstract
Purpose
The purpose of this paper is to measure and conceptualize the concept of well-being-oriented management (WOM), and to investigate the relationship between well-being oriented management (WOM), harmonious work passion, and innovative work behavior (IWB).
Design/methodology/approach
In a sample of 362 senior managers, the authors used a two-wave structural equation model to verify whether the relationship between WOM and IWB was mediated by harmonious work passion.
Findings
This study reveals that human resource practices (HRM) oriented toward well-being, namely WOM, can be measured and conceptualized. In addition, WOM implemented over a period of one year, subsequently fostered IWB. Further, the role of harmonious passion as a catalyst in the relationship between these HRM practices and IWB was also examined.
Originality/value
Drawing upon the social exchange theory and the Job Demands-Resources model, our contributions are threefold: to conceptualize and empirically measure WOM; to discover the effect of WOM on IWB, and to assess the mediating role of harmonious work passion in the relationship between WOM and IWB.
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Andres Salas-Vallina, Joaquín Alegre and Rafael Fernandez
The purpose of this paper is to examine the relationship between happiness at work (HAW), organisational learning capability (OLC) and organisational citizenship behaviour.
Abstract
Purpose
The purpose of this paper is to examine the relationship between happiness at work (HAW), organisational learning capability (OLC) and organisational citizenship behaviour.
Design/methodology/approach
Through structural equation models, a sample of 167 allergists of public health services was analysed.
Findings
Results suggest that the relationship between HAW and organisational citizenship behaviour is fully mediated by OLC. Hence, OLC has a critical role to describe how HAW improves organisational citizenship behaviour. Basically, HAW promotes motivation for learning, and a better quality of the interactions between employees, which results in pro-social behaviours.
Research limitations/implications
The sample is focussed in a knowledge-intensive context. Future research might consider other service sectors, such as a private business sector. In addition it would be interesting to examine a longitudinal perspective of the model.
Practical implications
The results confirm the direct and positive effect of HAW on organisational citizenship behaviour. Nevertheless, showing positive attitudes as HAW does not assure to achieve perceived service quality. It is needed to take into account certain conditions that promote learning.
Originality/value
Current attitudinal theories do not contemplate environments that promote learning to explain pro-social attitudes. The research offers a theoretical model and provides evidence that the attitudes-behaviours relationship needs to be explained bearing in mind OLC.
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Andrés Salas-Vallina, Manoli Pozo-Hidalgo and Pedro-Gil Monte
The purpose of this research is to examine the impact of high-involvement work systems (HIWS) on absorptive capacity. In addition, the mediating effect of happiness at work in the…
Abstract
Purpose
The purpose of this research is to examine the impact of high-involvement work systems (HIWS) on absorptive capacity. In addition, the mediating effect of happiness at work in the relationship between high-involvement work practices and absorptive capacity is analyzed.
Design/methodology/approach
A 2-1-2 bathtub multilevel mediation model was used to analyze a sample of 783 employees from 111 bank branches, gathering data at three different times.
Findings
The results reveal that HIWS positively affect absorptive capacity. In addition, they show that happiness at work partially mediates the relationship between HIWS and absorptive capacity.
Originality/value
Happiness at work is a fundamental element for knowledge absorption. The findings support the basic assumptions of the job demands-resources model, and demonstrate how HIWS, acting as a job resource, lead to positive attitudes (happiness at work) and, in turn, to positive outcomes (absorptive capacity). The proposed HIWS, based on the assumptions of the mutual gains model, reveal a positive employment relationship with effects on both HAW and organizational outcomes. If organizations expose their employees to management practices that have specific benefits for their HAW, employees are more likely to perform their jobs in ways that will promote their absorptive capacity.
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Andres Salas-Vallina, Susana Pasamar and Mario J. Donate
The purpose of this research is to examine the effect of ability, motivation and opportunity (AMO) practices on organizational citizenship behaviour (OCB), in medical staff…
Abstract
Purpose
The purpose of this research is to examine the effect of ability, motivation and opportunity (AMO) practices on organizational citizenship behaviour (OCB), in medical staff working in specialized units. In addition, we check the mediating role of work-related well-being, understood as engagement, trust and exhaustion, in the relationship between AMO practices and OCB. Furthermore, the moderating role of service leadership is analysed in the relationship between AMO practices and work-related well-being.
Design/methodology/approach
Using the AMO framework under the job demands-resources (JD-R) model, and based on a sample of 214 employees from public healthcare, a time-lagged moderation-mediation model was performed.
Findings
Results provide evidence that AMO practices have a positive effect on OCB. Further, work-related well-being mediated the effect of AMO practices on OCB. In addition, service leadership exerted a moderating role between AMO practices and work-related well-being.
Originality/value
Building on recent research which has emphasized the knowledge gap regarding how human resource practices might positively affect both employees and organizations, this is the first study that indicates that said practices positively affect both employee well-being and OCBs in the public healthcare context.
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Andres Salas-Vallina and Rafael Fernandez
The purpose of this paper is to investigate the relationship between inspirational leadership, participative decision making (PDM) and happiness at work (HAW).
Abstract
Purpose
The purpose of this paper is to investigate the relationship between inspirational leadership, participative decision making (PDM) and happiness at work (HAW).
Design/methodology/approach
The sampling frame consists of medical specialists in allergy of Spanish public hospitals (n=167). The authors used structural equation modelling to verify if the relationship between inspirational leadership and HAW is mediated by PDM.
Findings
Results suggest that PDM fully mediates the relationship between inspirational leadership and HAW. Thus, PDM plays an essential role in explaining how inspirational leader behaviours.
Research limitations/implications
The authors put forward a cross-sectional research, which does not guarantee similar results in the future. Future longitudinal studies may reveal further effects of inspirational motivation and PDM beyond HAW. Also the authors focussed on a specific population of medical specialists working in public allergy units. Future research might consider longitudinal analysis and other populations.
Practical implications
This research provides evidence of the direct and positive effect of inspirational leadership on HAW. However, fostering inspirational leadership is not sufficient on its own to foment HAW, and should be complemented by applying other organisational factors such as PDM.
Originality/value
In recent years, some studies have put forward different conceptual models to explain the gap in the relationship between human resource management and performance, considering the effect of mediating variables. This study proposes a theoretical model that attempts to develop this human resource “black box” by empirically validating a conceptual proposal that links inspirational leadership, PDM and HAW.
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Andrés Salas-Vallina, Justo Herrera and Yasin Rofcanin
Based on the job-demands resources model, this study examines the potential of human resource management practices to simultaneously improve physicians' burnout and quality of…
Abstract
Purpose
Based on the job-demands resources model, this study examines the potential of human resource management practices to simultaneously improve physicians' burnout and quality of patient care during the COVID-19 pandemic.
Design/methodology/approach
Drawing on a sample of 499 physicians working in specialised medical units, structural equation models through PLS-SEM was used to check the proposed hypotheses.
Findings
The results show that human resource management can reduce physicians' burnout and increase quality of patient care by considering job demands and job resources as mediators. In addition, this study suggests that burnout and quality of patient care can be improved simultaneously.
Research limitations/implications
This research is focused on healthcare, which opens important opportunities to extend the proposed model in other public and private industries.
Practical implications
Managers need to understand that fostering well-being among employees is crucial for human resource management and impacts positively on employee performance.
Originality/value
This study offers a double mediation process whereby job demands and job resources are key underlying mechanisms through which human resource management practices reduce burnout and improve performance in a compatible way.
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Andrés Salas Vallina, Maria D. Moreno-Luzon and Anna Ferrer-Franco
The purpose of this paper is twofold: first, to examine whether inspirational leadership of heads of specialized medical units is related to individual ambidexterity of their…
Abstract
Purpose
The purpose of this paper is twofold: first, to examine whether inspirational leadership of heads of specialized medical units is related to individual ambidexterity of their dependent physicians; and second, to study the possible mediating role of organizational learning capability (OLC) in the relationship between inspirational leadership and individual ambidexterity.
Design/methodology/approach
Structural equation modeling was used on a sample of 194 medical specialists from Spanish public hospitals.
Findings
Results show that inspirational leadership is positively related to individual ambidexterity among healthcare physicians. In addition, the results of the study revealed that the relationship between inspirational leadership and individual ambidexterity is mediated by conditions that facilitate learning, namely, OLC.
Research limitations/implications
This study uses cross-sectional data, which do not guarantee causality relationships among the examined variables.
Practical implications
The results of this paper suggest first that heads of healthcare units should inspire followers to achieve both exploration and exploitation. Second, it is also necessary to consider that inspirational leaders promote those conditions that facilitate learning, which should be particularly taken into account to enhance both physician’s exploration and exploitation.
Originality/value
In stressing an evident gap in the relationship between leadership and ambidexterity at the individual level, this paper attempts to advance in the leadership literature by revealing how the action or power of moving the intellect or emotions, and enhancing enthusiasm and confidence, empowers physicians to both explore and exploit knowledge. The results also indicate that the inspiration transmitted by the heads of medical services, facilitate physician’s perceived learning conditions which, in turn, fosters their individual ambidexterity.
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Jorge Iván Pérez Rave, Rafael Fernández Guerrero and Andres Salas Vallina
A methodological approach is required that complements studies based on surveys, providing a perspective with greater truthfulness and coverage. The study aims to develop a…
Abstract
Purpose
A methodological approach is required that complements studies based on surveys, providing a perspective with greater truthfulness and coverage. The study aims to develop a methodology to validate psychological/managerial constructs using data from Google Trends, taking as a case study a critical thinking (CT) scale in organizational domains previously supported by survey data.
Design/methodology/approach
The developed methodology consists of eight stages, in which the following is integrated: (1) Internet search interest data (19 Spanish-speaking countries); (2) deductive research processes (e.g. theoretical model, linguistic manifestations, fieldwork, data matrix, analysis statistical, reporting); (3) psychometric properties (e.g. construct validity, criterion validity, reliability) and (4) objective data to examine criterion validity (e.g. unemployment rate).
Findings
The application of the methodology produces evidence that supports the reliability (Cronbach’s alpha, Guttman’s λ4), construct validity (intra-correlations and correlations with reference variables: “entrepreneurship,” “critical thinking,” “soccer,” “beer,” “pornography”) and criterion validity (prediction of unemployment rate) of the CT scale.
Research limitations/implications
The methodology makes it possible to support or invalidate the quality of construct measurement scales by planning, capturing and processing data available on the internet.
Practical implications
This manuscript is useful for research in business management (and related areas), which is intensive in the use of psychological/managerial constructs.
Originality/value
The methodology uses a new type of evidence; it is noninvasive, usually more truthful than responses to surveys, and has greater coverage of people participating indirectly in the study.
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Maria Moreno-Luzon, Maria Gil-Marques, M. Begoña Lloria and Andres Salas-Vallina
The purpose of this paper is to examine the effect of quality-oriented human resource practices (QHRP) on organizational ambidexterity. Furthermore, the mediating role of…
Abstract
Purpose
The purpose of this paper is to examine the effect of quality-oriented human resource practices (QHRP) on organizational ambidexterity. Furthermore, the mediating role of ambidextrous culture in the relationship between QHRP and organizational ambidexterity was assessed.
Design/methodology/approach
Drawing on data from 350 green agro-food companies with two respondents in each company, structural equation models were used.
Findings
This paper has been drawn up to provide some responses to the needs of the companies to be ambidextrous while applying QHRP. The findings show that there is a positive effect of QHRP on organizational ambidexterity. In addition, ambidextrous culture mediated the relationship between QHRP and organizational ambidexterity.
Practical implications
This research reveals key managerial aspects for QHRP implementation that facilitate firms to be more ambidextrous, and thus more efficient and innovative.
Originality/value
The authors illustrate the connection between quality-oriented human resource practices (QHRPs) and organizational ambidexterity under the dynamic capabilities theory. The findings contribute to the empirical evidence on the antecedents of organizational ambidexterity, and suggest that these specific QHRPs influence an organization's baseline beliefs and values and support the development of ambidextrous capabilities by means of an ambidextrous culture.
研究目的
本文擬探討以質量為本的人力資源實務對組織雙元性的影響; 本文亦擬評定雙元性文化在以質量為本的人力資源實務與組織雙元性之間的關係上所扮演的中介角色。
研究設計/方法/理念
數據取自350間綠色農產食品公司,而每間公司則有兩名應答者; 研究人員以結構方程模型進行分析。
研究結果
草擬本文的目的,是要為那些於採用以質量為本的人力資源實務時需要成為雙元性的公司提供回應。我們的研究結果顯示,以質量為本的人力資源實務,對組織的雙元性是有積極和正面的效應。研究結果亦顯示,雙元性文化在以質量為本的人力資源實務與組織雙元性之間的關係上,起著中介調和的作用。
實務方面的啟示
本研究展現了、若企業欲推行以質量為本的人力資源實務,以促進其雙元性,繼而成為更有效率和更具創新能力的企業,它們需致力於哪些關鍵性的管理事務呢?
研究的原創性/價值
我們闡明了在動態能力理論下,以質量為本的人力資源實務與組織雙元性之間的關聯。我們的研究結果,就組織雙元性的先例,提供了經驗性證據,就此,研究作出了貢獻。研究結果亦暗示,有關的特定以質量為本的人力資源實務,不僅會影響組織的基線信念和價值觀,還會通過雙元性文化,為雙元能力的發展提供支援。
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