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Article
Publication date: 22 March 2021

Carla Curado and Inês Sousa

The purpose of this study is to describe the evaluation of a training programme in a Portuguese family’s small and medium enterprise (SME) in the cosmetics industry. This…

Abstract

Purpose

The purpose of this study is to describe the evaluation of a training programme in a Portuguese family’s small and medium enterprise (SME) in the cosmetics industry. This study addresses the four levels of the Kirkpatrick Model and estimates the return on investment (ROI) of a training programme in sales.

Design/methodology/approach

The study follows a case design to address the analysis of the training outcomes. This study uses data from 53 employees and explore the programme’s results.

Findings

This study provides evidence on the reactions of the trainees to the programme; the learning which results from it; and on the changes in trainees’ behaviours and the consequent results. This study also estimates the ROI of the programme; it is 5.55.

Research limitations/implications

The limitations to this study may be the use of data from a single training programme.

Practical implications

The research results offer managers some critical information in terms of future options in resource allocation. Training managers become more informed in making future choices on where to invest in training programmes.

Originality/value

The originality of the study regards the ROI estimation for an SME’s sales training programme. SMEs are not often addressed in the training evaluation literature. Because SMEs have limited organisational resources, and they do not invest much in training. Further, this estimation requires data gathering and reporting that is not commonly done, even for large firms.

Details

Industrial and Commercial Training, vol. 53 no. 3
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 28 April 2020

Mírian Oliveira, Carla Curado, Andrea Raymundo Balle and Aino Kianto

The purpose of this paper is to explore the relations among knowledge sharing (KS), intellectual capital (IC), absorptive capacity (AC), innovation (IN) and organizational…

Abstract

Purpose

The purpose of this paper is to explore the relations among knowledge sharing (KS), intellectual capital (IC), absorptive capacity (AC), innovation (IN) and organizational performance (OP).

Design/methodology/approach

This paper empirically tests a model that uses structural equation modeling (SEM) based on a partial least squares (PLS). The sample is composed of 351 Brazilian and 135 Portuguese enterprises. They are micro, small and medium enterprises.

Findings

The results show that: the relation between KS and AC is partially mediated by IC; the relation between IC and IN is partially mediated by AC and the relation between KS and IN is mediated by AC and IC or both. There are relations among KS, IC, AC, IN and OP.

Research limitations/implications

The study does not control for industry effects and technological differences among the firms.

Practical implications

The use of KS mitigates the loss of knowledge associated to employees' retirement or job changes. The knowledge appropriation by the organization (turning human capital (HC) into structural capital (SC)), the knowledge achieved from connections (relational capital, RC) and the trust embedded in an organization's relation with employees are important for AC and IN. Moreover, KS can positively influence all elements of IC. OP depends directly on IN and indirectly on the others constructs.

Originality/value

This study is relevant because it explores the relations among KS, IC, AC, IN and OP in one model. Moreover, it focuses on small and mid-size enterprises (SMEs) with data from two countries.

Details

Journal of Intellectual Capital, vol. 21 no. 6
Type: Research Article
ISSN: 1469-1930

Keywords

Article
Publication date: 5 September 2018

Andrea Raymundo Balle, Mírian Oliveira, Carla Curado and Felipe Nodari

The purpose of this paper is to illustrate how knowledge takes effect in different software development methodologies by relating them to different knowledge cycles.

Abstract

Purpose

The purpose of this paper is to illustrate how knowledge takes effect in different software development methodologies by relating them to different knowledge cycles.

Design/methodology/approach

The results were find by conducing a general review about the topics of knowledge cycles and software development methodologies.

Findings

All software development methodologies have knowledge cycles. In Waterfall methodology, the cycle followed is I-Space. For “code and fix,” there is a parallel with March’s cycle. Scrum shows a parallel with SECI cycle. Among the methodological options, results show there an increase in hierarchy, documentation, processes and explicit knowledge.

Research limitations/implications

Identified parallels of each methodology with knowledge cycles; established which Scrum artifacts are performed at each stage of SECI, which Waterfall steps correspond to I-Space phases and which activities in “code and fix” deal with exploration and exploitation of knowledge; and features shown increase or decrease according to the adoption of each methodology.

Practical implications

Results help knowledge sharing implementations and foster inter-team knowledge sharing, with the identification of the correct methodology-cycle match and the personalization of the strategy for each team based on the adopted methodology. Training for knowledge initiatives can be improved by determining how knowledge-sharing activities are incorporated on the determined series of actions established by the methodologies adopted on the firm.

Originality/value

The identification of how knowledge is generated and shared among teams in each methodology, the optimum pairing of the methodology and the parallels with the other, and the differences that emerge from the adopted knowledge cycle show that software projects are embedded in a knowledge cycle.

Details

Industrial and Commercial Training, vol. 50 no. 7/8
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 16 November 2021

Carla Curado and Rúben Santos

The purpose of this study is to investigate the relation among transformational leadership, job satisfaction and adaptive performance of health-care professionals and…

1614

Abstract

Purpose

The purpose of this study is to investigate the relation among transformational leadership, job satisfaction and adaptive performance of health-care professionals and administrative personnel of Portuguese non-profit health-care organizations.

Design/methodology/approach

This study collects data using an online survey sent to a nationwide database. This study uses a structural equation modeling approach to specify and estimate models of linear relations among the variables. This study tests the direct and mediated effects proposed by the hypotheses using a sample of non-profit 192 health-care organizations.

Findings

The results show (regardless of being direct health-care professionals or employees performing support functions) that job satisfaction fully mediates the relation between transformational leadership and adaptive performance. Transformational leadership alone and directly seems to have no effect on adaptive performance.

Research limitations/implications

The theoretical implications of this study concern the influence that transformational leadership has on job satisfaction and the consequent indirect influence on performance regardless of being direct health-care professionals or employees performing support functions.

Practical implications

The main managerial contribution of the study regards how health-care organizations’ leaders may contribute to increase employees’ performance by ensuring job satisfaction.

Originality/value

Despite the numerous studies that relate transformational leadership to job satisfaction and performance, there is a gap on research run in health care settings involving both health care and administrative personnel. Transformational leadership can increase the satisfaction of health-care professional and consequently job satisfaction has a positive influence on employees’ adaptive performance.

Details

Leadership in Health Services, vol. 35 no. 2
Type: Research Article
ISSN: 1751-1879

Keywords

Article
Publication date: 19 May 2021

Carla Curado, Paulo Henriques, Isabel Proença and Diogo Maia

In this work, the authors address a gap in the literature on the contribution of dynamic capabilities and internal contingencies to performance in a highly competitive environment.

Abstract

Purpose

In this work, the authors address a gap in the literature on the contribution of dynamic capabilities and internal contingencies to performance in a highly competitive environment.

Design/methodology/approach

The authors use data from the Premier Football (soccer) League in Portugal over ten years. This league works as a laboratorial setting and enables the authors to identify the influences of the variables in the study.

Findings

The authors find evidence that human capital is decisive to a team's performance. This study’s findings question the role of the alignment between the different levels of the organization: strategic, tactical and operational.

Research limitations/implications

With this work, the authors stress the importance (1) of using alternative scenarios in management research and (2) of the way that human and social capitals and managerial cognition and internal contingencies influence the development of knowledge-based dynamic capabilities, especially in highly regulated industries such has sports clubs.

Practical implications

This work provides evidence on the importance of strategic coherence at different structural levels of the organization. Furthermore, it highlights the need to secure the right resources at the right time.

Originality/value

The authors propose a setting to run the study: a crystal market and an original measure of performance that reflect the relative achievement of market potential.

Details

Sport, Business and Management: An International Journal, vol. 11 no. 4
Type: Research Article
ISSN: 2042-678X

Keywords

Article
Publication date: 19 May 2020

Gonçalo Bernardino and Carla Curado

This study aims to investigate the formative evaluations of the training programmes of a Portuguese national railway public company for an entire calendar year. The aim is…

Abstract

Purpose

This study aims to investigate the formative evaluations of the training programmes of a Portuguese national railway public company for an entire calendar year. The aim is to uncover alternative configurations for the design of training programmes to create better levels of evaluation. This study is based on the following research question: What are the configurations that lead to the success and or failure of trainers and trainees? Among those, are there any common designs that generate the success and or failure of both trainers and trainees?

Design/methodology/approach

This study used matched data from an entire calendar year to examine the trainers and trainees’ evaluations of 429 training events. This study also used a fuzzy-set qualitative comparative analysis (fsQCA) to provide configurations that generate the success or failure of trainers and trainees. This methodology offers alternative pathways to the same outcomes and thus gives managers different options to reach similar results.

Findings

The results show that there are more configurations that lead to trainers’ success (five) than to its absence (four). However, the configurations that lead to trainees’ success (three) are less than those that lead to its absence (six). The findings indicate that a single common configuration exists that leads to high evaluations.

Research limitations/implications

This study does not address summative evaluations. Regarding data, the study acknowledges the use of self-evaluations for trainees, although they serve as a proxy for a learning evaluation. The generalisation of the results outside the Portuguese railway company’s context is not possible.

Practical implications

The proposed analysis is applicable to other settings without restrictions. Managers may replicate this study’s approach in their organisations to uncover the alternative configurations that lead to the success or failure of trainers and trainees. They may adopt the ones that lead to successful outcomes and avoid the ones that lead to undesired ones.

Originality/value

This study is innovative because it addresses concurrently the success or failure of trainers and trainees that is only possible by using the fsQCA method. This study opted to use this method to provide alternative pathways to extreme outcomes: the most successful or the most unsuccessful. These multiple pathways are better results compared to traditional quantitative statistical methods that only provide a single estimated solution to the presence of the dependent variable; for example, a regression analysis or structural equation modelling.

Details

European Journal of Training and Development, vol. 44 no. 4/5
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 13 June 2019

Carla Curado and Sílvia Vieira

The purpose of this paper is to extend the knowledge on the underlying relation between trust, knowledge sharing (KS) and organizational commitment (OC) in small- and…

1750

Abstract

Purpose

The purpose of this paper is to extend the knowledge on the underlying relation between trust, knowledge sharing (KS) and organizational commitment (OC) in small- and medium-sized enterprises (SMEs), by testing the mediator role of KS between trust and OC dimensions.

Design/methodology/approach

The paper addresses a sample of 582 top exporting Portuguese SMEs and it tests an original model using structural equation modeling following a partial least square approach.

Findings

Results show that trust positively and significantly influences KS and affective and normative OCs. KS partially mediates the relation between trust and affective OC.

Research limitations/implications

This study contributes to both the knowledge management and human resource development literatures, showing the relationship between variables from both bodies of literature. Some limitations apply, the study uses cross-sectional data that limit the conclusions about causality and some restrictions on the generalization of the results also apply due to the used sample.

Practical implications

Results show the importance of encouraging a trustful environment in SMEs on behalf of KS and OC dimensions. Human resource managers could profit from stimulating KS among employees that results in affective OC.

Originality/value

Findings show the relevancy of trust in SMEs and the role of KS that contributes to OC.

Details

Personnel Review, vol. 48 no. 6
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 5 May 2021

Carla Curado, Silvio H.T. Tai, Mírian Oliveira and Joaquim Miranda Sarmento

The purpose of this study is to propose and test a model on the impact of diversity over performance using a Portuguese national wide comprehensively matched…

Abstract

Purpose

The purpose of this study is to propose and test a model on the impact of diversity over performance using a Portuguese national wide comprehensively matched employee–employer dataset of small businesses.

Design/methodology/approach

The study uses structural equation modeling to analyze the relationships between variables. The study addresses the impact of top managers and employees' diversity on firm performance considering two dimensions of diversity: knowledge diversity and social diversity.

Findings

The study provides a clear understanding of how workforce diversity affects performance differently at the two hierarchical levels. Both employees' diversities have stronger relations to performance than the diversity of top managers. Results point out to idiosyncratic aspects of services firms' dynamics that should be further explored.

Research limitations/implications

The study presents some limitations, since it uses data from a single country and the dataset provides limited variables.

Practical implications

The study offers evidence on the effects of diversity in small businesses alerting managers to acknowledge such influence when recruiting, selecting and training. With regard to services firms, managers should pay close attention to negative impacts of diversity over performance.

Originality/value

Never before to the authors' knowledge the managers' level diversity and employees' level diversity (considering two dimensions each) effect on performance have been addressed in a single national wide study.

Details

International Journal of Productivity and Performance Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1741-0401

Keywords

Article
Publication date: 20 July 2020

Andrea Raymundo Balle, Mírian Oliveira and Carla Maria Marques Curado

This study aims to resolve contradictions in the literature regarding the relationship between knowledge sharing (KS) and absorptive capacity (AC). The authors analyze the…

Abstract

Purpose

This study aims to resolve contradictions in the literature regarding the relationship between knowledge sharing (KS) and absorptive capacity (AC). The authors analyze the reasons for which KS has been interpreted as an antecedent and those for which it has been seen as a consequent of AC.

Design/methodology/approach

The study uses a systematic review of the literature to identify the arguments supporting the relationships between the constructs and propose a model. Additionally, the hypotheses were tested using SEM to assess the proposed model.

Findings

The findings reveal the nature of the relationship between KS and AC. Suggesting AC is bi-dimensional, consisting of potential AC and realized AC, while the relationship between these two dimensions depends on KS.

Research limitations/implications

This study provides consistent theoretical grounds for future empirical research. The study findings demonstrate KS provides a real contribution towards AC, validating the previous literature on the impact of KS antecedents on realized AC. Additionally, the authors provide evidence to suggest knowledge donation is an output of the AC process, thus generating a debate on the nature of knowledge donation (requested vs unrequested), which raises interesting research questions to be addressed in the future. As a limitation, empirical data was only collected in the context of software development in two countries.

Practical implications

The results elucidate the central role of knowledge collection within AC. For managers, the importance of the role of knowledge collection to fully benefit from AC and exploit knowledge is highlighted.

Originality/value

The research design is original in that it combines a systematic and integrative literature review to the ground and propose hypotheses with empirically testing of the emerging model. The study clarifies the relationship between KS and AC, providing evidence to show knowledge donation is an output of the AC process. The benefits of this study can be seen at the team and firm-level.

Details

Journal of Knowledge Management, vol. 24 no. 8
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 5 July 2021

Carla Curado, Helena Mateus Jerónimo, Paulo Lopes Henriques and Marta Tavares

Grounded on the social exchange theory (SET), this paper aims to analyze the different networks of conditions that lead to the presence and absence of total commitment, in…

Abstract

Purpose

Grounded on the social exchange theory (SET), this paper aims to analyze the different networks of conditions that lead to the presence and absence of total commitment, in its affective, continuance and normative dimensions. Six conditions – competencies development, empowerment, work-family conflict, trust, transformational leadership and seniority – are studied to explore and explain the exchanges and reciprocity relationships between organizations and employees.

Design/methodology/approach

Using a sample of 546 employees from Portuguese large companies, the study uses the fuzzy-set qualitative comparative analysis (fsQCA) to explore how causal conditions jointly link to the outcome of organizational commitment.

Findings

The results show more causal configurations leading to the most favorable dimensions of commitment (affective, normative and the absence of continuance commitment), which is a positive sign for organizations. Employees' seniority stands out in all types of commitment, reflecting the affective and emotional themes in Portuguese culture.

Originality/value

This study makes an original contribution to the literature on organizational commitment by showing the alternative complementarity of the conditions in the context of the SET, only possible through fsQCA. It also provides inputs for practitioners who can adopt strategies and measures to develop the paths that lead to successful outcomes (presence of commitment) and avoid those that lead to undesired ones (absence of commitment).

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 10 no. 1
Type: Research Article
ISSN: 2049-3983

Keywords

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