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Article
Publication date: 6 March 2017

José Aurelio Medina-Garrido, José María Biedma-Ferrer and Antonio Rafael Ramos-Rodríguez

The purpose of this paper is to assess the impact of the existence of and access to different work-family policies on employee well-being (EWB) and job performance.

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Abstract

Purpose

The purpose of this paper is to assess the impact of the existence of and access to different work-family policies on employee well-being (EWB) and job performance.

Design/methodology/approach

Hypothesis testing was performed using a structural equation model based on a PLS-SEM approach applied to a sample of 1,511 employees of the Spanish banking sector.

Findings

The results obtained demonstrate that the existence and true access to different types of work-family policies such as flexible working hours (flexi-time), long leaves, and flexible work location (flexi-place) are not directly related to job performance, but indirectly so, when mediated by the well-being of employees generated by work-family policies. In a similar vein, true access to employee and family support services also has an indirect positive impact on job performance mediated by the well-being produced. In contrast, the mere existence of employee and family support services does not have any direct or indirect effect on job performance.

Originality/value

This study makes a theoretical and empirical contribution to better understand the impact that of the existence of and access to work-family policies on job performance mediated by EWB. In this sense, the authors posited and tested an unpublished theoretical model where the concept of EWB gains special relevance at academic and organizational level due to its implications for human resource management.

Propósito

Este trabajo analiza los efectos de la existencia y accesibilidad de diferentes tipos de políticas trabajo-familia (WFP) sobre el bienestar y el desempeño laboral.

Diseño/Metodología/Enfoque

Para contrastar las hipótesis propuestas se aplicó un modelo de ecuaciones estructurales, utilizando el enfoque PLS-SEM, a una muestra de 1.511 trabajadores del sector financiero español.

Resultados

Los resultados del análisis muestran que la existencia y accesibilidad de las WFP relativas a flexibilidad temporal, permisos largos y el lugar de trabajo no producen directamente mejoras en el desempeño, pero sí indirectamente a través del bienestar laboral que dichas políticas generan. Del mismo modo, la accesibilidad de las WFP relativas a servicios de apoyo al empleado y a su familia tiene también un efecto positivo indirecto sobre el desempeño, mediado por el bienestar generado. Sin embargo, la mera existencia de servicios de apoyo no incide ni directa ni indirectamente sobre el desempeño.

Originalidad/Valor

Este trabajo constituye una novedosa aportación teórica y empírica sobre el impacto de la existencia y accesibilidad de las WFP en el desempeño, considerando el papel mediador del bienestar laboral en esta relación. En este sentido, se propone y comprueba empíricamente un modelo teórico inédito en la literatura, en el que el concepto de bienestar laboral cobra especial relevancia tanto a nivel académico como por sus implicaciones prácticas para la dirección.

Article
Publication date: 23 August 2013

Ana María Lucia‐Casademunt, J. Antonio Ariza‐Montes and Alfonso Carlos Morales‐Gutiérrez†

Employee well‐being (WB) is a strategic reference of prime importance due to its impact on human capital, employee health and quality in working life, factors that are key to…

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Abstract

Purpose

Employee well‐being (WB) is a strategic reference of prime importance due to its impact on human capital, employee health and quality in working life, factors that are key to achieving successful organisations. The purpose of the current study is to assess the WB of female managers in the European workplace. The research analyses three dimensions (job satisfaction, comfort and enthusiasm) and the effect of job‐related factors on each one of these.

Design/methodology/approach

The Mental Health and Vitamin models (Warr, 1987) were taken as the starting‐point of the research. An alternative econometric method – an artificial neural network known as extreme learning machine was applied to a sample of 99 female managers collected from the 5th European Working Conditions Survey‐2010

Findings

The results obtained confirm that this methodology is valid to efficiently classify European female managers into those who feel satisfied with their jobs, calm and relaxed, and cheerful and in good spirits, and those who do not. Furthermore, the resulting model identifies the strongest factors important in determining the varied dimensions of occupational WB achieved.

Originality/value

Even today, despite the important contribution women managers make to the management of organisations, they have to face many challenges and overcome serious barriers in achieving and staying in positions of leaderships when compared to their male counterparts.

Propósito

El bienestar laboral constituye un referente estratégico de primer orden por su impacto sobre el capital humano – salud y calidad de vida laboral de los empleados –, en aras de alcanzar organizaciones exitosas. El objetivo del presente artículo es analizar el bienestar laboral a partir de sus tres dimensiones (satisfacción, confort y entusiasmo) de las mujeres que ocupan puestos de dirección en Europa y el efecto de ciertos factores laborales.

Diseño/metodología/enfoque

Se adopta como punto de partida los modelos teóricos de salud mental y vitamínico (Warr, 1987), aplicando un método econométrico novedoso – redes neuronales artificiales –, a una muestra de 99 mujeres directivas extraída de la V Encuesta Europea de Condiciones de Trabajo (2010).

Resultados

Los resultados obtenidos confirman la validez de esta novedosa metodología para clasificar eficazmente a las mujeres directivas que presentan un elevado grado de bienestar laboral. Por otra parte, con el modelo resultante se identifican los factores más determinantes para el logro de cada una de las dimensiones que constituyen el bienestar laboral.

Originalidad

Las mujeres directivas, quienes a pesar de lo mucho que tienen que aportar en la gestión de las organizaciones, aún hoy encuentran que su acceso y permanencia en los puestos de dirección está colmado de desafíos y barreras difíciles de superar en comparación con sus homólogos masculinos.

Article
Publication date: 19 October 2020

Jiangchi Zhang, Chaowu Xie, Alastair M. Morrison and Qinqin Yang

This research divided expectations into three timeframes based on expectancy theory – short-, medium- and long-term. The incentive-motivation structures of government tourism…

Abstract

Purpose

This research divided expectations into three timeframes based on expectancy theory – short-, medium- and long-term. The incentive-motivation structures of government tourism officers were identified by these timeframes and the effects of incentives on job engagement, performance and satisfaction were investigated.

Design/methodology/approach

A survey was conducted in 31 provinces of China, and a total of 650 responses were used for data analysis after removing invalid surveys. The statistical analysis techniques adopted were confirmatory factor analysis, correlation analysis and structural equation modeling.

Findings

The results showed that: realistic motivations, career prospects and “macro-vision” were the motivational factors of tourism officers in the short-, medium- and long-term, respectively; incentives positively predicted tourism officer job engagement, performance and satisfaction; and job engagement and performance mediated the influence of incentives on job satisfaction.

Research limitations/implications

The main limitation was that the respondents were from 31 provinces in China, and there may be regional and local differences due to the unique and complex geographic and social conditions, as well as dissimilar economic development levels and administrative systems.

Practical implications

Public sector tourism departments must recognize tourism officer needs and motivations in the short-, medium- and long-term and develop tailored incentive programs.

Originality/value

Based on expectancy theory across different timeframes, this research identified the incentive-motivation structure and its effect on Chinese destination management organization officers and potentially provides a theoretical basis for the optimization of this administrative incentive system.

目的

基于期望理论, 本研究将期望区分成短期、中期和长期三个时间尺度。据此, 本研究识别了政府旅游官员的激励需求和和动力结构, 并验证其对旅游官员工作投入、工作绩效和工作满意度的影响。

设计/方法学/方法

本研究面向中国31个省市自治区展开问卷调查。在剔除无效问卷后, 总共搜集650份有效问卷进行数据分析。本研究采用了验证性因子分析、相关分析和结构方程模型等数据分析技术。

发现

研究结果发现:(1)现实激励、职业前景和宏观愿景是目的地政府官员在短期、中期和长期等不同期望结构层次的动力因素; (2)这些动力因素正向影响旅游官员工作投入、工作绩效和工作满意度; (3)工作投入和工作绩效中介了上述激励因素对工作满意度的影响。

研究局限/启示

本研究的主要研究局限在于问卷数据覆盖中国31个省市自治区, 但中国具有复杂的国情, 地区经济发展水平、行政管理体制也不尽相同, 因此基于特定地区的具体分析可能得出具有差异性的研究结论。

实践启示

目的地政府部门应当客观认知到旅游官员在短期、中长期和长期三个期望层次的激励需求, 并针对性地设计和提供激励方案。

原创性/价值

本研究首次基于期望理论识别了不同时间尺度下目的地政府部门旅游官员的动力结构及其效应, 为优化中国目的地政府旅游官员激励体系提供了理论基础和实证证据。

Purpose

En base de la teoría de las expectativas, esta estudio divide las expectativas en tres escalas de tiempo: plazo corto, plazo mediano y plazo largo. Con base en esto, este estudio identifica las necesidades de incentivos y la estructura motivacional de los funcionarios de turismo del gobierno, y verifica su impacto en la contribución, el desempeño y la satisfacción laboral de los funcionarios de turismo.

Design/methodology/approach

Este estudio realiz una encuesta por cuestionario para 31 provincias de China. Después de excluir los cuestionarios no válidos, se recopilan un total de 650 cuestionarios válidos para el análisis de datos. Este estudio utiliza técnicas de análisis de datos como el análisis factorial confirmatorio, el análisis de correlación y el modelado de ecuaciones estructurales.

Findings

Los resultados mostraron que: (1) Los incentivos realistas, las perspectivas de carrera y las visiones macro son los factores impulsores de los funcionarios del gobierno de destino en diferentes niveles de expectativa a plazo corto, mediano y largo; (2) Estos los factores impulsores están afectando positivamente el aporte de trabajo, el desempeño laboral y la satisfacción laboral de los funcionarios de turismo; y (3) Los aportes laborales y el rendimiento laboral median la influencia de los factores impulsores anteriores en la satisfacción laboral.

Research limitations/implications

La muestra de este estudio cubre 31 provincias, municipios y regiones autónomas en China, pero China tiene condiciones nacionales complejas, los niveles de desarrollo económico regional y los sistemas administrativos son diferentes. Por lo tanto, los análisis basados en regiones específicas pueden lograr diferentes conclusiones de estudio.

Practical implications

El departamento gubernamental del destino debe reconocer objetivamente las necesidades de incentivos de los funcionarios de turismo en los tres niveles esperados a plazo corto, plazo mediano y largo y plazo largo, y diseñar y proporcionar programas de incentivos de manera específica.

Originality/value

este estudio identifica la estructura dinámica y los efectos de los funcionarios de turismo en los departamentos gubernamentales de destino en diferentes escalas de tiempo basando en la teoría de las expectativas por primera vez, y proporciona una base teórica y evidencia empírica para optimizar el sistema de incentivos de los funcionarios de turismo del gobierno de destino en China.

Article
Publication date: 10 January 2024

Bassam Samir Al-Romeedy and Hazem Ahmed Khairy

This study aims to explore how job performance (EJP) is affected by employees’ perception of organizational politics (POP). It also investigates the mediating roles of workplace…

Abstract

Purpose

This study aims to explore how job performance (EJP) is affected by employees’ perception of organizational politics (POP). It also investigates the mediating roles of workplace stress (WS) and counterproductive work behavior (CWB).

Design/methodology/approach

Data was gathered from employees working in category (A) travel agencies and five-star hotels in Egypt. A partial least squares structural equation modeling analysis was conducted using 468 valid responses.

Findings

The findings indicate that there is a negative correlation between POP and EJP. Additionally, there is a positive correlation between POP and CWB as well as WS. The results also demonstrate a negative correlation between WS and CWB with EJP. Moreover, the findings suggest that CWB and WS act as partial mediators in the relationship between POP and EJP.

Originality/value

The research included some ground-breaking investigations. Currently, research on the effects of POP on CWB, WS and EJP is insufficient. As well, the current study attempts to measure the mediating role of CWB and WS in the link between POP and EJP. The current study has filled a gap in the tourism and hospitality literature, human resources management literature and organizational behavior literature by empirically analyzing these links in the context of Egyptian hotels and travel agencies.

目的

本研究旨在探讨员工对组织政治(POP)的看法如何影响工作绩效(EJP)。它还调查了工作场所压力(WS)和适得其反的工作行为(CWB)的中介作用。

设计/方法论/途径

调查收集了埃及 (A) 类旅行社和五星级酒店员工的反馈。对 468 个有效回复进行了 PLS-SEM 分析。

发现

结果显示, POP与员工工作绩效呈负相关, 此外, POP与反生产力工作行为和工作场所压力呈正相关。研究结果还表明, 工作场所压力和适得其反的工作行为与员工的工作绩效之间存在负相关关系。此外, 研究结果表明 CWB 和 WS 调节 POP 和 EJP 之间的关系。

原创性/价值

该研究包括一些开创性的调查。目前, POP对CWB、WS、EJP影响的研究还不够。从上下文相关性的角度来看, 无法对酒店和旅行社中这些变量之间的联系进行实证分析。当前的研究通过在埃及酒店和旅行社的背景下对这些联系进行实证分析, 填补了旅游和酒店文献、人力资源管理文献和组织行为文献的空白。

Objetivo

Este estudio pretende explorar cómo el desempeño laboral (EJP) se ve afectado por la percepción que tienen los empleados de la política organizativa (POP). También investiga los papeles mediadores del estrés laboral (WS) y el comportamiento laboral contraproducente (CWB).

Diseño/metodología/enfoque

Se recopilaron datos de empleados que trabajaban en agencias de viajes de categoría (A) y hoteles de cinco estrellas en Egipto. Se realizó un análisis de Modelización de Ecuaciones Estructurales por Mínimos Cuadrados Parciales (PLS-SEM) utilizando 468 respuestas válidas.

Resultados

Los resultados indican que existe una correlación negativa entre POP y EJP. Además, existe una correlación positiva entre POP y CWB, así como WS. Los resultados también demuestran una correlación negativa entre WS y CWB con EJP. Además, los resultados sugieren que CWB y WS actúan como mediadores parciales en la relación entre POP y EJP.

Originalidad/valor

La investigación incluye algunas investigaciones pioneras. En la actualidad, la investigación sobre los efectos de la POP en la CWB, la WS y la EJP es insuficiente. Además, el presente estudio intenta medir el papel mediador de la CWB y la WS en el vínculo entre la POP y la EJP. El presente estudio ha llenado un vacío en la literatura sobre turismo y hotelería, en la literatura sobre gestión de recursos humanos y en la literatura sobre comportamiento organizativo al analizar empíricamente estos vínculos en el contexto de los hoteles y agencias de viajes egipcios.

Article
Publication date: 24 April 2020

Rodrigo Silva, Joel Dutra, Elza Fátima Rosa Veloso and Leonardo Trevisan

The purpose of this study is to analyze the effect of the relationship between leadership and engagement on the individual performance of Millennial generation professionals.

Abstract

Purpose

The purpose of this study is to analyze the effect of the relationship between leadership and engagement on the individual performance of Millennial generation professionals.

Design/methodology/approach

A survey was carried out with higher education business school students in Brazil. The sampling procedure involved a convenience selection of Millennial generation professionals who are employed and have recently undergone a performance evaluation process. The professionals answered a questionnaire about their perception of an empowering and directive leader, engagement, human resource practices and performance.

Findings

The authors demonstrated the potential of leaders to generate engagement and influence performance, showing the need for companies to become involved in the leadership process by defining appropriate leader profiles and establishing clear practices and criteria for their actions with regard to Millennial generation.

Practical implications

The potential of empowering leadership to generate engagement, and that of directive leadership to influence performance, show the need for companies to become involved in the leadership process by defining appropriate leader profiles and establishing clear criteria for their actions toward Millennial generation.

Originality/value

In Brazil, empowering leaders do not directly influence their subordinates’ performance, unlike what was found in previous studies. Thus, it may be that they also do not perceive, or are not working in, more flexible or participative workplaces, which interferes with the perception of the direct relationship between the leadership’s actions and their personal performance.

Propósito

El propósito de este estudio es analizar el efecto de la relación entre el liderazgo y compromiso en el desempeño individual de los profesionales de la generación Milenial.

Diseño/metodología/enfoque

Se realizó una encuesta con estudiantes de educación superior específicamente de escuelas de negocios de Brasil. El procedimiento de involucró una muestra de conveniencia de empleados profesionales de la generación Milenial y recientemente se han sometido a un proceso de evaluación de desempeño. Los profesionales respondieron un cuestionario sobre su percepción sobre un líder empoderado y directivo, el compromiso, prácticas de recursos humanos y desempeño.

Hallazgos

Los autores demostraron el potencial de los líderes para generar compromiso e influencia en el desempeño, mostrando la necesidad de que las empresas se involucren en el proceso de liderazgo definiendo perfiles de líderes apropiados y estableciendo prácticas y criterios claros para sus acciones con respecto a la generación Milenial.

Implicaciones prácticas

el potencial de empoderar al liderazgo para generar compromiso, y el del liderazgo directivo para influir en el desempeño, muestra la necesidad de que las empresas se involucren en el proceso de liderazgo definiendo perfiles de líder apropiados y estableciendo criterios claros para sus acciones hacia la generación Milenial.

Originalidad/valor

en Brasil, el empoderamiento de los líderes no influye directamente en el desempeño de sus subordinados, a diferencia de lo que se encontró en estudios anteriores. Así, puede ser que tampoco perciban o no estén trabajando en lugares de trabajo más flexibles o participativos, lo que interfiere en la percepción de la relación directa entre las acciones del liderazgo y su desempeño personal.

Objetivo

O objetivo deste estudo é analisar o efeito da relação entre liderança e comprometimento no desempenho individual dos profissionais da geração Milênio.

Desenho/metodologia/abordagem

Foi realizada uma pesquisa com alunos do ensino superior especificamente em escolas de negócios no Brasil. O procedimento envolveu uma amostra de conveniência de funcionários profissionais da geração Milênio que passaram recentemente por um processo de avaliação de desempenho. Os profissionais responderam a um questionário sobre a percepção de um líder empoderador e diretivo, engajamento, práticas de recursos humanos e desempenho.

Resultados

Os autores demonstraram o potencial dos líderes para gerar engajamento e influência no desempenho, mostrando a necessidade das empresas se envolverem no processo de liderança, definindo perfis de liderança adequados e estabelecendo práticas e critérios claros para suas ações em relação a geração Milênio.

Implicações práticas

o potencial da liderança empoderadora para gerar engajamento e a liderança diretiva para influenciar o desempenho mostra a necessidade das empresas se envolverem no processo de liderança, definindo perfis de líderança adequados e estabelecendo critérios claros para suas ações para a geração Milênio.

Originalidade/valor

no Brasil, uma liderança empoderadora não influencia diretamente no desempenho de seus liderados, ao contrário do que foi encontrado em estudos anteriores. Assim, pode ser que os respondentes percebam ou não estejam trabalhando em ambientes de trabalho mais flexíveis ou participativos, o que interfere na percepção da relação direta entre as ações de liderança e seu desempenho.

Article
Publication date: 6 September 2021

Rachel Gabel-Shemueli and Franco Alberto Riva Zaferson

The purpose of this two-wave longitudinal study was to examine the impact of leader–member exchange (LMX) on employee performance through trust in leader and appraisal…

Abstract

Purpose

The purpose of this two-wave longitudinal study was to examine the impact of leader–member exchange (LMX) on employee performance through trust in leader and appraisal satisfaction both cross-sectionally and after one year, and the reciprocal effect of employee performance on LMX one year later.

Design/methodology/approach

A full panel data design was applied and the sample consisted of 289 employees of a Peruvian insurance organization. Structural equation modeling (SEM) was used to test the research hypotheses.

Findings

The results show the relationship between LMX and performance was sequentially mediated by trust in leader and appraisal satisfaction on both occasions. Additionally, employee performance at Time 1 positively influenced LMX at Time 2.

Originality/value

This study highlights the dynamic and complex relationship between LMX and employee performance over time while identifying relevant variables that influence it.

Propósito

El propósito de este estudio longitudinal fue examinar el impacto del intercambio líder-miembro (LMX) en el desempeño de los trabajadores a través de la confianza en el líder y la satisfacción con la evaluación, tanto de forma transversal como después de un año, así como el efecto recíproco del desempeño en LMX un año después.

Diseño/metodología/enfoque

La muestra estuvo compuesta por 289 trabajadores de una aseguradora peruana. Se aplicó un diseño de panel y se utilizó el modelado de ecuaciones estructurales (SEM en inglés) para probar las hipótesis de investigación.

Hallazgos

Los resultados muestran que la relación entre LMX y el desempeño fue mediada secuencialmente por la confianza en el líder y la satisfacción con la evaluación en ambas ocasiones. Además, el desempeño de los empleados en el memento 1 influyó positivamente en LMX en el memento 2.

Originalidad

Este estudio destaca la relación dinámica y compleja entre LMX y desempeño de los trabajadores a lo largo del tiempo, mientras que identifica variables relevantes que lo influyen.

Details

Academia Revista Latinoamericana de Administración, vol. 34 no. 4
Type: Research Article
ISSN: 1012-8255

Keywords

Article
Publication date: 7 February 2020

Catherine Prentice

This paper aims to discuss how emotional intelligence (EI) can be incorporated into the tourism sector to enhance the tourist experience through managing the service encounter…

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Abstract

Purpose

This paper aims to discuss how emotional intelligence (EI) can be incorporated into the tourism sector to enhance the tourist experience through managing the service encounter between tourism service representatives and tourists.

Design/methodology/approach

A review of the relevant literature on EI and tourism is undertaken to understand the link between EI and tourist experience. The paper begins by explaining the evolution and conceptualisations of EI and discusses its empirical evidence in various contexts.

Findings

EI is proposed to be incepted into the tourism context through its influence on the service encounter between tourism service representatives and tourists. The service encounter is diagnosed as being emotionally charged through discussing tourism offerings, emotional labour performance and tourist attributions.

Originality/value

This paper provides a fresh look into the link between EI and tourism service encounters and suggests the application of EI into the tourism context to enhance the tourist experience.

以情商提升旅游体验本文探讨了如何通过管理旅游服务代表与旅游者之间的服务接触, 将情商融入旅游领域, 来提升旅游体验。

本文通过对情商与旅游相关文献的回顾, 了解情商与旅游体验的关系。本文首先解释了情商的演变和概念化过程, 然后对情商在不同语境下的实证证据进行了讨论。

情商通过影响旅游服务代表与旅游者之间的服务接触而被引入旅游情境。通过讨论旅游产品、情感劳动表现和游客归因, 服务接触可以为情绪充电。

本文重新审视了情商与旅游服务接触的关系, 提出了情商能应用在旅游情境中, 以提升旅游体验。

关键词

旅游, 情商, 服务接触, 体验

纸张类型

概念纸

Mejorando la experiencia turística con inteligencia emocional

Objetivo

Este documento trata de cómo la inteligencia emocional puede incorporarse al sector turístico para mejorar la experiencia turística gestionando la relación del personal y los turistas en la prestación del servicio.

Diseño/metodología/enfoque

Se realiza una revisión de la literatura relevante sobre inteligencia emocional y turismo para comprender el vínculo entre la inteligencia emocional y la experiencia turística. El artículo comienza explicando la evolución y conceptualizaciones de la inteligencia emocional y discute su evidencia empírica en varios contextos.

Resultados

Se propone que la inteligencia emocional se inserte en el contexto del turismo a través de su influencia en la prestación del servicio entre los empleados de turismo y los turistas. La prestación de servicio se diagnostica como una carga emocional a través de discusiones sobre ofertas de turismo, desempeño laboral emocional y atribuciones turísticas.

Originalidad/valor

El documento proporciona una nueva perspectiva entre la inteligencia emocional y la prestación de los servicios turísticos y sugiere la aplicación de la inteligencia emocional en el contexto turístico para mejorar la experiencia turística.

Palabras clave

Turismo, inteligencia emocional, prestación de servicio, experiencia

Tipo de papel Papel conceptual

Details

Tourism Review, vol. 75 no. 5
Type: Research Article
ISSN: 1660-5373

Keywords

Open Access
Article
Publication date: 6 November 2017

Federico R. León, Oswaldo Morales, Juan D. Ramos, Álvaro Goyenechea, Paul A. Rojas, José Meza and Andrés Burga-León

Call centers generate stress and absenteeism in staff and the literature suggests that people-oriented leadership is the right way of supervision for such a situation. This study…

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Abstract

Purpose

Call centers generate stress and absenteeism in staff and the literature suggests that people-oriented leadership is the right way of supervision for such a situation. This study compared its effects versus those of other types of leadership.

Methodology

Absentee data of 379 representatives of customer services of a Peruvian call center were analyzed and the representatives answered a questionnaire about the Framework of Values in Competition and its four types of leadership. Day and night work shifts were compared.

Results

It was observed that absenteeism declines with people-oriented leadership, although only during the day shift, and the addition of leadership oriented to change, results and control devalues models.

Limitations/implications

Future studies should cover the performance of the worker. The findings suggest a need to re-focus the theoretical focus on environmental contingencies that affect leadership effectiveness.

Originality/value

Leadership theorists will ask themselves in what circumstances the multiple leadership is effective. Call center managers will appreciate the organizational value of people-oriented leadership at the first level of supervision.

Details

Journal of Economics, Finance and Administrative Science, vol. 22 no. 43
Type: Research Article
ISSN: 2077-1886

Keywords

Article
Publication date: 4 June 2021

Jorge Alejandro Silva Rodríguez de San Miguel, Esteban Martínez Díaz and Dulce María Monroy Becerril

The purpose of this paper is to explore the relationship between climate change and internal migration in the Americas.

Abstract

Purpose

The purpose of this paper is to explore the relationship between climate change and internal migration in the Americas.

Design/methodology/approach

A systematic literature review type of research synthesize the state of knowledge; it was searched through the Web of Science, Scopus, Google Scholar, among other databases, for articles that focused on climate migration, gender, water stress and models for predicting movement.

Findings

Decreased water availability and increased prevalence to water-related disasters causes internal migration. Also, male out migration is quite prevalent in South American nations with women being left to take care of the families.

Research limitations/implications

There is a need for further primary research to analyse what actions the Americas are taking to carve out a large policy-making space for themselves in climate change and internal migration.

Originality/value

The 32 papers explored in the discussion section present a novel insight into climate change, water usage, gender and internal migration. The papers also elucidate that cultural and ideological conflicts are bound to occur as the communities move with the receiving society finding it hard to accommodate the needs of the climate migrants.

Details

Management of Environmental Quality: An International Journal, vol. 32 no. 4
Type: Research Article
ISSN: 1477-7835

Keywords

Book part
Publication date: 29 January 2024

Nilda Barrutia-Montoya, Elia Ramirez-Asis, K. P. Jaheer Mukthar, Mercedes Huerta-Soto, Robert Concepción-Lázaro and Juan Villanueva-Calderón

Many scholars and practitioners in the fields of business and management have recently published theoretical and empirical studies on the subject of business culture and its…

Abstract

Many scholars and practitioners in the fields of business and management have recently published theoretical and empirical studies on the subject of business culture and its impact on its growth and effectiveness; yet, there has been a dearth of research on the topic of how organizational culture affects productivity. Moreover, there are hardly any theoretical or empirical research that examines these two concepts within the context of a micro-enterprise. This chapter uses a sample of 279 Ancash Region microenterprises to investigate the effect of local entrepreneurial culture on businesses’ overall performance. Among the four types of entrepreneurial cultures studied, only the Hierarchical culture was shown to have no effect on the degree of performance of the microenterprises. There is evidence of a significant causal relationship between the variables studied, the coefficient of determination was; business performance (r2 = 0.796), with an SRMR of 0.037, the confirmatory model is relevant within its range of accuracy, while market culture has the greatest impact on business performance.

Details

Digital Technology and Changing Roles in Managerial and Financial Accounting: Theoretical Knowledge and Practical Application
Type: Book
ISBN: 978-1-80455-973-4

Keywords

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