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The purpose of this paper is to define a new and broader concept of spirituality called holistic spiritual capital (HSpC), which encompasses and identifies the dimensions proposed by various authors and to propose a metric scale for HSpC and its validation.

The analysis is based on a survey of 201 residents of Spain administered in May, 2015. Exploratory factor analysis and a subsequent confirmatory analysis were conducted using structural equation modeling (SEM) techniques with EQS software.

Four dimensions reflect the latent construct of HSpC in different ways: health, creativity, morality and religiosity.

The measurement of HSpC should be considered relevant to organizations, but not merely because it may be a tool to increase productivity. Ethical climate influenced organizational commitment and hence it enhances performance indicators.

The proposed scale encompasses in a unique instrument some dimensions considered previously in the literature independently.

Mission statements (SMs) are a frequent strategic tool, yet little is known about their effects on economic performance. The purpose of this paper is twofold: first, to model and assess the relationships among the sense-making of the SM, employee mission engagement (EME), organizational mission fulfillment (OMF) and perceived organizational performance (PER) and, second, to determine the path that best explains these connections.

This paper reports the results of an empirical investigation drawn from a sample of 132 managers at different levels in two Spanish companies. The data analysis was performed in two steps: the first was to assess the reliability of the measurement scales and the second was to build a causal model using structural equation modeling analysis.

The findings suggest that the best path to explain the relationships between the SM and perceived organizational performance (PER) is SM, EME, OMF, PER, with a full mediation effect for EME and OMF. These findings are consistent with previous research.

The managerial implications of these results are that just having a good mission and effective communication of the mission is not enough. The mission has to be related to employee engagement and, at the same time, the organization needs to be mission driven.

This research provides a new paradigm for understanding the relationships between sense-making around the SM, EME, OMF and PER, and helps to adjudicate among possible outcome paths and better explain the inter-relationships among these constructs.

The purpose of this paper is to identifying, discussing and analyzing the existing education and training programs related to quality management system (QMS) in Spain.

Exhaustive search of the education system database was used to map the multifaceted of Spanish education system and professional training in addition to their relationships with the labor market. Thereafter, a thorough scan of the existing training related to management system standards was used to classify them into different subgroups as well as identifying possible education and the professional trainings related to QMS.

The overall results showed that general education in Spain and in particular related to QMS can be classified into four different groups including: official university, unofficial university, official non-university and unofficial non-university. Moreover, this study observed that the general concern about the employment and earnings in Spain has led the local, autonomous communities and national government to launch specific measures designed to both continue to increase the quality of the workforce with the QMS backgrounds and to ease the difficulties encountered when entering the labor market.

This study is the first to analyze and map the multifaceted character of Spanish education system and professional training related to QMS. The findings of this study may be useful for organizations trying to evaluate their QMS efforts, thus, engage their people in order to face the competitive challenges that lie ahead.

The purpose of this paper is to explore the impact of a specific category of organizational values on organizational effectiveness. Specifically, the aim of the paper is twofold: to propose a metric scale for assessing the organizational values, and to find the impact that different categories of values have on the overall effectiveness of the organization, as an overall measure of organizational success. Moreover, this second objective is expanded with the moderation between values and effectiveness when different balanced scorecard (BSC) perspectives are attended in a balanced way.

The methodological approach is empirical, based on surveying employees – in total 813 valid responses were obtained, alongside with other information sources within 24 companies in the Republic of Croatia. A set of analyses using structural equation modelling were conducted in order to: define a scale to assess organizational values, assess the impact of different categories of values on organizational effectiveness, and assess the moderator role of the balancing attention to stakeholders.

The findings show that construct of organizational values is multifactorial, composed by business, relational, development, and contribution values. These values categories (except relational values) are significant antecedents of effectiveness. Moreover, the balancing of the attention paid to different BSC perspectives moderates the impact of the contribution values on effectiveness.

The present study sought to expand the understanding of organizational values and their impact on performance and to ask if focussing on a specific category of values can increase the overall level of organizational effectiveness.

Most mature organizations face a major decline in performance at some time during their existence. For more than three decades, it has been suggested that the management practices that could cure a troubled company could have also kept it well. Inspired by this concept, this paper is proposing a preventive approach to early implementation of turnaround strategies as an alternative for otherwise traumatic rescue efforts, further along the downward spiral.

Corporate turnaround strategies and associated risks are integrated with a risk-based approach, along with a proactive decision-making process. The link between turnaround research, resource-based view, the sources of organizational decline, and the governance of organizational-decline-related risks – is explained.

The integrated model streamlines a preventive organizational process for considering the suitability of commonly used turnaround practices – for the non-crisis business routine of a mature company. By considering and adjusting the risks associated with such practices, it addresses risk aversion at the early stages of decline and determines the optimal sequence and timing of retrenchment and recovery activities. As such, it encourages mature companies to take actions for reducing their exposure to organizational decline. Accordingly, the model is named the “Anti-Aging” framework.

Empirical testing of the suitability of turnaround strategies for non-crisis situations is proposed as a direction for future research.

The Anti-Aging framework opens an opportunity for the senior management of a mature organization to respond earlier to organizational decline and avoid the trauma associated with otherwise more challenging conditions, for the benefit of all stakeholders.

The Anti-Aging framework proposes an innovative way of bridging the gap between the benefits of early implementation of turnaround strategies, and major obstacles faced by willing, traditional management teams of mature organizations.

The purpose of this paper is twofold. First is the validation of a scale to measure the servant leadership of the university leaders. Second is to analyze how servant leadership affects the career satisfaction and life satisfaction of the academics.

Using a survey of 148 academics at universities located in Spain collected in May 2018, a couple of models were conducted using structural equation model techniques: a confirmatory factor analysis of second order in order to assess the leadership scale and a mediation model to assess how servant leadership impacts on the life satisfaction through career satisfaction.

Results reveal that leadership is a multi-dimensional construct having dimensions namely: behaving ethically, development, emotional healing, empowerment, pioneering, relationship building and wisdom. The total effect of servant leadership on life satisfaction is null due to a competitive mediation of career satisfaction.

Research on servant leadership has primarily focused on business organizations through extensive search in peer-reviewed databases the authors could not find a scale to measure servant leadership behavior in higher education. Additionally, the study assesses the role of career satisfaction as mediator between servant leadership and life satisfaction. Existing research has called for further research into both career and life satisfaction. Life satisfaction research has been criticized on the grounds that it has mainly overlooked the work/organizational settings. Moreover, the authors could only find little research into life satisfaction in higher education, that too in context of students.

The purpose of this paper is to focus on the use of quality management tools and techniques and their integration into the ISO 9001:2008 standard in a wind power (WP) sector supply chain (SC).

The research project was carried out in 119 WP sector SC companies (i.e. component suppliers, wind turbine assemblers and wind farm operation and maintenance services) using the questionnaire method. The companies selected employ quality management systems (QMSs) which conform to the ISO 9001:2008 standard.

The survey findings reveal that the degree to which quality tools and techniques are used in the WP companies can be characterised as “high”. The results show that internal audits, flowchart diagrams and cost of poor quality are the most-commonly applied tools and techniques, although they also indicate some areas for further improvement, for instance, when using advanced and complex quality techniques such as design of experiments, quality function deployment or business process management. In addition to this, the findings reveal that ISO 9001:2008 establishes a favourable environment for the use of quality tools and techniques.

The study was based on the perceptions of quality managers, quality engineers and company managers (subjective data) and did not examine the reasons for either not implementing and/or the difficulties encountered while implementing quality tools and techniques.

The specific findings indicate that employing quality tools and techniques is useful for managers, not only when implementing a QMS, but also when suggesting recommendations for improvement.

A change of developing a framework integrating the main QT&T procedures into the main ISO 9001 processes.

The purpose of this paper is to analyze from an adopters’ perspective the European Quality in Social Services (EQUASS) Assurance standard, a certification program to implement a quality management (QM) system specifically tailored to European social service organizations (SSO). Specifically, it analyzes the motives, internalization, impacts, satisfaction, and renew intentions of this standard.

The research uses a cross-sectional, questionnaire-based survey methodology with both closed and open-ended questions. Of the 381 organizations contacted, 196 responses from eight different European countries were considered valid (51.4 percent). Descriptive statistical techniques and content analysis were employed to analyze closed- and open-ended questions, respectively.

The results show that SSO typically implement the certification for internal reasons, internalize EQUASS Assurance principles and practices in daily usage, obtain mainly operational and customer benefits, and consider main pitfalls such as increased workload and bureaucracy. Around 85 percent of the respondents are very satisfied or satisfied with the standard, which suggests that it meets their needs. The intention to renew the certification is also encouraging, but the final decision may be contingent on several aspects. Overall, the results reveal a rather optimistic picture, though there are some reasons for concern.

Recent years have seen many social services implementing QM systems, but there have been few studies investigating this phenomenon. Social service managers, consultants, auditors, and the EQUASS certification body can find in this work valuable information to make their practice more effective. This is the first study to report the results of an EQUASS survey in a scholarly journal.

The paper aims to define a dashboard of indicators to assess the quality performance of higher education institutions (HEI). The instrument is termed SMART-QUAL.

Two sources were used in order to explore potential indicators. In the first step, information disclosed in official websites or institutional documentation of 36 selected HEIs was analyzed. This first step also included in depth structured high managers’ interviews. A total of 223 indicators emerged. In a second step, recent specialized literature was revised searching for indicators, capturing additional 302 indicators.

Each one of the 525 total indicators was classified according to some attributes and distributed into 94 intermediate groups. These groups feed a debugging, prioritization and selection process, which ended up in the SMART-QUAL instrument: a set of 56 key performance indicators, which are grouped in 15 standards, and, in turn, classified into the 3 HEI missions. A basic model and an extended model are also proposed.

The paper provides a useful measure of quality performance of HEIs, showing a holistic view to monitor HEI quality from three fundamental missions. This instrument might assist HEI managers for both assessing and benchmarking purposes. The paper ends with recommendations for university managers and public administration authorities.

The purpose of this paper is to empirically investigate the effects of knowledge management (KM) enablers on KM processes in research universities and testing the direct relation between KM processes and OP. This study also proposes to examine the mediating role of intellectual capital (IC) and innovation in the relationship between KM processes and performance of universities.

Using a sample of 217 academic and administrative personnel from research universities of Pakistan, the hypothesized relationships were tested through partial least squares structural equation modeling technique.

The results reveal that KM enablers have a significant impact on KM processes. The results also indicate that KM processes influence organizational performance (OP) directly and indirectly through innovation and IC.

Findings of this study reinforce the corporate experience of KM and suggest how administrators of research universities and higher educational institutions can promote innovation and IC, which in turn enhance OP.

Despite the augmented importance of KM in higher education institutions or research universities, there is a dearth of studies that investigate the interplay of KM, innovation, IC and OP. This is one of the earliest studies that not only empirically investigate the interaction of KM enablers, KM processes and performance of research universities but also shed insights into the existing literature by simultaneously investigating mediating role of IC and innovation in the underlying relationship.