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This paper aims to investigate the relationship of knowledge sharing with unethical pro-organizational behavior (UPB) and the potential augmenting effects of two factors: employees’ dispositional resistance to change and perceptions of organizational politics.

Quantitative data come from employees in a Mexican manufacturing organization. The hypotheses tests use hierarchical regression analysis.

Knowledge sharing increases the risk that employees engage in UPB. This effect is most salient when employees tend to resist organizational change or believe the organizational climate is highly political.

Organizations should discourage UPB with their ranks, and to do so, they must realize that employees’ likelihood to engage in it may be enhanced by their access to peer knowledge. Employees with such access may feel more confident that they can protect their organization against external scrutiny through such unethical means. This process can be activated by both personal and organizational factors that make UPB appear more desirable.

This study contributes to organizational research by providing a deeper understanding of the risk that employees will engage in UPB, according to the extent of their knowledge sharing. It also explicates when knowledge sharing might have the greatest impact, both for good and for ill.

Este artículo analiza la relación entre compartir conocimiento y el comportamiento pro-organizacional no ético (CPE), así como el potencial efecto amplificador de dos factores: la resistencia al cambio de los empleados y la percepción del clima político de la organización.

Se emplean datos cuantitativos procedentes de los empleados de una organización manufacturera mejicana. Las hipótesis se contrastan utilizando análisis de regresión jerárquico.

Compartir conocimiento aumenta el riesgo de que el empleado desarrolle CPE. Este efecto es mayor cuando los empleados muestran resistencia a los cambios organizativos o creen que el clima organizativo está altamente politizado.

Las organizaciones deben desincentivar el CPE, y para hacerlo deben comprender que la probabilidad de que ocurra aumenta con el acceso al conocimiento de otros compañeros. Los empleados con acceso a este conocimiento pueden percibir que pueden proteger a la organización frente al escrutinio externo por medio de este comportamiento no ético. Este proceso puede activarse tanto por factores personales como organizacionales que hagan la aparición de CPE más deseable.

Este estudio contribuye a la investigación proporcionando una comprensión más profunda del riesgo de que los empleados muestren CPE, en conexión con su grado de conocimiento compartido. También explica cuando compartir conocimiento puede tener un mayor impacto, para bien o para mal.

Este artigo analisa a relação entre compartilhar o conhecimento e comportamento pró-organizacional antiético (CPA), bem como o potencial efeito ampliador de dois fatores: a resistência a mudança de funcionários e a percepção do clima político da organização.

Dados quantitativos são utilizados por funcionários de uma organização de manufatura mexicana. As hipóteses são testadas usando análise de regressão hierárquica.

Resultados – Compartilhar os resultados aumenta o risco de que o funcionário desenvolva o CPA. Esse efeito é maior quando os funcionários mostram resistência às mudanças organizacionais ou acreditam que o clima organizacional é altamente politizado.

As organizações devem desencorajar o CPA, e para isso devem entender que a probabilidade de isso acontecer aumenta com o acesso ao conhecimento de outros colegas. Os funcionários com acesso a esse conhecimento podem perceber que podem proteger a organização do escrutínio externo por meio desse comportamento antiético. Este processo pode ser ativado por fatores pessoais e organizacionais que tornam o surgimento de CPA mais desejável.

Este estudo contribui para a investigação, fornecendo uma compreensão mais profunda do risco que os funcionários exibem CPA, em conexão com o seu grau de conhecimento compartilhado. Também explica quando o compartilhar conhecimento pode ter um impacto maior, para melhor ou para pior.

This paper analyzes how quality management in Ecuador’s national parks is explained through the quality practices contained in Deming’s quality principles from the point of view of employees.

Quantitative research was conducted with the participation of 254 employees from all national parks in Ecuador who rated the quality management practices (leadership, talent management, work climate and training) in their respective parks.

The results show that leadership, talent management, work climate and training significantly explain the service quality in the national parks. This study contributes to the adaptation of Deming’s quality principles to national parks via individual and joint analysis of the relationship between leadership, talent management, work climate and training with service quality in order to highlight which practices are the most important to service quality.

The paper provides a comprehensive overview of the key factors that influence service quality in the National Parks of Ecuador. Its multidisciplinary approach and exhaustive research make this work an invaluable tool for understanding and improving the preservation of natural resources and the tourism experience in these protected areas.

Este trabajo analiza cómo la gestión de la calidad en los parques nacionales del Ecuador se explica a través de las prácticas de calidad recogidas en los principios de la calidad de Deming desde el punto de vista de los empleados.

Se realizó una investigación cuantitativa en la que participaron 254 empleados de todos los parques nacionales del Ecuador quienes valoraron las prácticas de gestión de la calidad (liderazgo, gestión de talento, clima laboral y formación) en sus respectivos parques.

Los resultados muestran que el liderazgo, la gestión del talento, el clima laboral y la formación explican significativamente la calidad de servicio en los parques nacionales. Este estudio contribuye en la adaptación de los principios de calidad de Deming a parques nacionales a través del análisis individual y conjunto de la relación entre liderazgo, gestión de talento, clima laboral y formación con la calidad del servicio para destacar qué prácticas son las más importantes para la calidad del servicio ofrecido.

The purpose of this article is to explore the mediating role of both ethical climate and frontline employees' ethical intent on the relationship between store managers' ethical leadership and frontline employees’ customer orientation (FECO).

Original data on small and medium-sized enterprises in the Mexican retail industry were used. A survey provided a sample of 332 frontline employees. To test the hypotheses, the authors conducted a partial least squares (PLS) analysis.

The results show the positive effect of ethical leadership is mainly direct. This can primarily be explained through the mechanisms of social exchange theory. Additionally, the results show that ethical climate and ethical intent act as essential partial mediators.

Although managers' ethical leadership typically exercises a direct and positive influence on employees' work performance, the path linking the ethical leadership of the upper echelons to this outcome has not been frequently studied, especially in terms of its impact on meeting customers' needs (i.e. frontline employees' customer orientation, or FECO). This study expands on existing knowledge by considering that a true FECO is necessarily linked to being “oriented to others”, which is fostered by the perception that moral values (i.e. honesty) are embedded in an organization's culture.

El propósito de este artículo es explorar el papel mediador del clima ético y la intención ética de los empleados de primera línea en la relación entre el liderazgo ético de los directores de tienda y la orientación al cliente de los empleados de primera línea (FECO).

Los autores utilizaron datos originales de pequeñas y medianas empresas ubicadas en la industria minorista mexicana. Una encuesta proporcionó una muestra de 332 empleados de primera línea. Para comprobar las hipótesis, los autores realizaron un análisis por mínimos cuadrados parciales (PLS).

Los resultados muestran cómo el efecto positivo del liderazgo ético es principalmente directo. Esto puede ser explicado fundamentalmente a través de los mecanismos de la teoría del intercambio social. Adicionalmente, los resultados mostraron que el clima ético y la intención ética actúan como mediadores parciales esenciales.

Aunque el liderazgo ético de los directivos suele ejercer una influencia directa y positiva en el rendimiento laboral de los empleados, no se ha estudiado con frecuencia la vía que relaciona el liderazgo ético de los mandos superiores con este resultado, especialmente en lo que se refiere a su impacto en la satisfacción de las necesidades de los clientes (es decir, la orientación al cliente de los empleados de primera línea, o FECO). Este estudio amplía los conocimientos actuales al considerar que un verdadero FECO está necesariamente vinculado a estar “orientado a los demás”, lo que se ve favorecido por la percepción de que los valores morales (es decir, la honestidad) están arraigados en la cultura de la organización.

This chapter provides an overview of how, from a multi-stakeholder approach, Brazil can recover, fight against climate change and build an inclusive and sustainable future for itself. The interdependencies of the climate change action and current COVID-19 pandemic are discussed through extensive secondary data research to provide an updated context on Brazilian initiatives or the lack thereof. Through a multi-stakeholder methodological approach, the response and recovery actions of Brazil's government are assessed and future scenarios are developed for the country.

The awareness of the environment, climate, and nature that emerged worldwide in the 1970s has paralleled the actions taken in the European Union (EU) under the United Nations. In the EU, the environmental title was given a legal basis for the first time with the entry into force of the Single European Act, and action on the environment and climate change became the main priorities of the EU in all areas with the amendments in the founding treaties. This study examines environmental and climate policy in the EU and the process known as the green transition in the EU. The study consists of three sections. The first section discusses the environment and the development of climate change awareness in the world and the EU, while the second section underlines the EU's environmental and climate change approaches and policies. The third and final section highlights the development and green transition strategy adopted by the EU in 2019 and the “Green Deal” strategy paper. The study concludes that the “Green Deal” is at the heart of the so-called green transition process in the EU, that the goals sought by the Deal are very ambitious, that it is almost impossible to achieve the corresponding goals without an effective/coercive political mechanism, and that the EU is planning a green transition rather than a green transformation.

Logistics as a sector has a key role to play in reducing greenhouse gas emissions and in reducing the dependency of our economy on non-renewable energy sources. The challenges are enormous: by 2050 the sector needs to have achieved about 50% lower fossil fuel use and CO₂ emissions. If freight volumes grow according to expectations, this requires over 70% less CO₂ emissions per unit of transport. This chapter explores the options for reducing CO₂ emissions from freight transport and their reduction potential, and analyses whether the logistic sector would be likely to achieve the required reduction based on its intrinsic drive for cost reduction alone.

In this conceptual chapter we identify options for sustainable logistics and discuss the necessary economic conditions for their deployment using a simple cost/benefit analysis framework. We distinguish between three regimes of measures for improving sustainability: efficiency measures with net negative costs (‘low hanging fruit’), cost-neutral measures and measures that allow to reach societal targets at net positive costs. Policy measures are discussed that may help the sector to implement cost-effective greenhouse gas abatement measures that, in the absence of incentives, go beyond the point of lowest cost from an end user perspective.

Sufficient energy saving options are available to be implemented in the short to medium term, which can lead to operational cost savings with a short return on investments period. The potential contribution of the logistics sector to sustainability is larger, however, as logistics can make large steps ahead in sustainability with cost neutrality or with small cost increases. The full potential has been underrated by many stakeholders and should be explored further.

Efficiency measures are a necessary but insufficient condition for sustainable logistics. The industry will need to go beyond cost saving measures, or even cost-neutral measures to reach the long-term energy saving and emission reduction targets for freight transport. We provide a systematic presentation of these options and discuss the additional necessary measures.

A quantitative study sought to better understand responsible leadership (RL) style in the private security sector. The authors analyzed RL’s mediating role in the relationship between rules climate (RC) and employees' perceived organizational support (POS).

The data were collected through an online questionnaire administered to full-time private guards in Ankara (Turkey). A mediation model was proposed, and research hypotheses were tested with structural equation modeling (SEM).

The results indicate a significant positive relationship between the company’s RC and managers' RL, and a positive significant relationship between managers' RL and employees' POS. RL mediates the relationship between company’s RC and employees' POS.

The theoretical framework draws on conservation of resources (COR) theory to consider RL an effective resource. The organization’s RC was a key factor the affecting leader’s responsible behaviors.

This study explores a thriving leadership style, gaining research attention across fields. To the authors' knowledge, no prior research has studied this leadership style in the security sector. The authors use COR to increase understanding of an important antecedent (company’s RC) and consequence (employees' POS) of RL, highlighting this emerging style’s mediating role.

Este artículo de enfoque cuantitativo favorece una mayor comprensión del liderazgo responsable (RL) en el sector de la seguridad privada. Analiza el papel mediador de este estilo de liderazgo en la relación entre un clima de regulación (RC) y la percepción de los trabajadores del apoyo organizacional (POS).

Los datos fueron recolectados a través de un cuestionario online que se administró a guardas de seguridad privados empleados a tiempo completo en la región de Ankara (Turquía). Se propone un modelo de mediación y se comprueban las hipótesis propuestas a través de ecuaciones estructurales con el software (SEM).

Los resultados obtenidos indican una relación positiva y significativa entre el RC y el liderazgo responsable de los superiores, así como una relación también positiva y significativa entre el RL y la POS de los empleados. Se encuentra que el RL media la relación entre el RC y el POS.

Bajo el marco teórico de la Teoría de Conservación de Recursos (COR) se considera que el RL es un recurso altamente efectivo para las organizaciones. El RC de la organización se perfila como un factor clave que afecta los comportamientos del líder responsable.

El diseño transversal del estudio (datos recogidos en un memento del tiempo) y el uso de una muestra de conveniencia son las principales limitaciones del trabajo.

Este estudio explora un estilo de liderazgo aún desconocido, pero con gran potencial, que está ganando fuerza en el ámbito de la investigación científica en los últimos años. Según nuestro conocimiento, se trata del primer estudio que explora este novedoso estilo de liderazgo en el sector de la seguridad privada. El empleo de la Teoría COR favorece la comprensión del RC como un antecedente de este estilo de liderazgo (RL), y también contribuye a comprender la POS de los empleados como clara consecuencia, destacando el papel mediador de este estilo de liderazgo emergente.

Purpose – This chapter shows the politics, plans, strategies, initiatives Municipality of Milan is putting in place, in the European Union context, in order to reduce its green gas emissions and to mitigate the negative effects of climate change.

Design/methodology/approach – The study was conducted on the basis of primary and secondary sources, in particular the analysis of municipal official documents.

Findings – The city of Milan structured its strategy against climate change in two branches: on one hand Milan takes part of national and international networks, on the other hand it acts at local level through the adoption of an ad hoc plan (called ‘Piano Clima’).

Originality/value – Among other things, this study shows the relevance of cooperation with different and similar urban areas. In fact, in order – both – to plan and to implement the most part of its initiatives against climate change, the contacts, exchanges, relations with other cities have been and will be of vital relevance for the city of Milan. From the experiences of peers, you can learn, for example, what measures are most effective, what measures are the easiest to implement and most accepted by citizens, how to implement measures.

The purpose of this paper is to analyze the simultaneous implementation of an integrated management system (IMS) in a small and medium-sized enterprise (SME) and its impact on costs.

Based on a case study, the paper presents and analyzes the implementation of the ISO 9001 and ISO 14001 management system (MS) standards. The organization analyzed is an SME of the heating and air conditioning sector that had no MSs implemented (common in the sector) and decided to implement an IMS based on both function-specific MS standards (MSSs) and also achieving the separated certification. The analysis of expected and real costs is also presented.

The results show that a simultaneous integration is possible and the cost analysis evidences the improvement of the organization’s efficiency. The certificates for both MSSs were also achieved. These findings help in confirming theoretical statement posed in the literature of the integration of MSs: integration strategy, methodology and level. The organization values this integrated implementation as very positive internally and externally, as this is one of the first organizations of the sector implementing and integrating the ISO 9001 and ISO 14001.

Although studies analyzing empirically the integration of MSs have been widely published in recent years, to the best of the authors’ knowledge, this is one of the first papers analyzing the implementation of an IMS directly and analyzing its costs. In addition, this paper provides evidence that those organizations implementing integration later than others, can learn from the beginners’ experience.

La Regione Trentino‐Alto Adige è da tempo riconosciuta regione turistica oltre che per la posizione geografica, per il clima, la popolazione, i costumi, le tradizioni, la sua storia, l'accessibilità,l'attrezzature, ecc., anche per il fatto ancor più significativo dell'abbondanza di zone e centri turistici numerosi e vari che la caratterizzano; e per il rapporto che si è venuto determinando, in virtù del turismo, sul piano popolazione‐movimento forestieri e popolazione‐attrezzatura ricettiva.