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The paper aims at a commentary on Graham and Cascio, “The employer-branding journal: its relationship with cross-cultural branding, brand reputation and brand repair”.

Based on the authors’ statement that “people make the brand”, this paper discusses elements of brand making and brand breaking.

Specifically, the paper discusses the creation of the employer brand, the positives and negatives of employees as brand ambassadors and the manner in which word-of-mouth information influences brands.

This commentary reflects on Graham and Cascio’s work and concludes with suggestions for future research.

El objetivo de este artículo es comentar el artículo de Graham y Cascio que lleva por título “The Employer-Branding Journal: Its relationship with cross-cultural branding, brand reputation, and brand repair.” En concreto el artículo analiza su afirmación de que “la gente hace la marca” y discute elementos relativos a la creación y rotura de la marca.

Este es un comentario individual que explora varios aspectos de la marca del empleador.

Este artículo explora los aspectos positivos y negativos de los empleados como embajadores de la marca, y la forma en la que la información transmitida de boca en boca influye en las marcas.

Contribuye mediante la descripción de los aspectos positivos y negativos de los empleados como embajadores de la marca, y sugiere oportunidades adicionales para la investigación sobre la marca del empleador.

Marca del empleador, Reputación corporativa, Identidad organizativa, Cultura organizativa, Marketing boca a boca

Comentario

O objetivo deste artigo é comentar o artigo de Graham e Cascio que é titulado “The Employer-Branding Journal: Its relationship with cross-cultural branding, brand reputation, and brand repair.” Em concreto o artigo analisa sua afirmação de que “as pessoas fazem a marca” e discute elementos relativos a criação e quebra da marca.

Este é um comentário individual que explora vários aspectos da marca do empregador.

Este artigo explora os aspectos positivos e negativos dos empregados como embaixadores da marca, e a forma em que a informação transmitida de boca em boca influi nas marcas.

Contribui mediante a descrição dos aspectos positivos e negativos dos empregados como embaixadores da marca, e sugere oportunidades adicionais para a investigação sobre a marca do empregador.

Marca do empregador, Reputação corporativa, Identidade organizacional, Cultura organizacional, Marketing boca-a-boca

Comentário

Esta investigación utiliza la Teoría Basada en Recursos como base para un modelo que permite integrar las acciones organizacionales con las variables que pueden moderar, directa o indirectamente, su impacto en el alto desempeño de los clubes de fútbol.

Se desarrolla una contrastación empírica en tres fases. La primera fue la técnica de regresión lineal. En segundo lugar, un análisis multivariado de covarianza (MANCOVA) y el tercer procedimiento, una regresión por mínimos cuadrados en dos fases. El objetivo de usar estos dos últimos procedimientos fue evaluar el efecto conjunto de las variables independientes sobre las variables dependientes, así como los efectos de interacción entre las mismas.

Se validan las relaciones, directas e indirectas, entre las variables organizacionales y decisionales previstas en el modelo. También se valida la importancia de las acciones promocionales del club, para lograr competitividad basada en su desempeño o resultados.

Investigaciones futuras se podrían replicar en otros países, usando muestras más grandes con técnicas estadísticas más complejas. También, se podría contrastar si las relaciones encontradas pueden variar según las culturas, o pueden usarse otras variables no contempladas en este estudio.

El cuestionario usado es una fuente de información fiable para los directivos de marketing de los clubes de fútbol, puesto que las escalas pueden ser usadas como guías para evaluar y diagnosticar su potencial de competitividad basada en el desempeño.

Los clubes de fútbol tienen un desarrollo e impacto directo en la sociedad. Por ello, las implicancias en el club recaerán en el entorno cercano (aficionados y sociedad) a este.

Esta investigación aporta varias contribuciones fundamentales a la literatura sobre la competitividad organizacional en el sector deportivo, con aplicación específica a los clubes de fútbol. Este es uno de los escasos estudios que muestran que la competitividad es el resultado de una dinámica motivacional y organizativa, y que el éxito de los clubes se basa en un fenómeno más complejo que solo la asistencia a los eventos. También, es una investigación en un país emergente, lo cual extiende la aplicabilidad teórica y práctica del fenómeno estudiado.

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.

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

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.

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.

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.

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).

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.

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.

The purpose of this paper is to propose a competitiveness measurement system for start-ups considering multiple critical success factors.

The methodological approach uses concepts from key performance indicators (KPIs) and multi-criteria decision analysis (MCDA) based on the fuzzy AHP (FAHP) methodology to weight the criteria related to fundamental points of view (FPVs) and critical success factors (CSFs).

Data collection was performed with 21 specialists and 28 start-ups, which returned the weights and performance of CSFs and FPVs related to the start-ups’ competitiveness. The results show only one start-up had a highly competitive global performance. In addition, all start-ups showed low competitiveness related to industry 4.0 technologies.

The article collaborates with existing research as a starting point for discussions on the subject, considering that previous research did not address the measurement of the start-ups’ competitiveness level through multiple factors, as developed in this article. In addition, we provide decision-makers and other stakeholders in the start-up ecosystem with a robust measurement system to assess business competitiveness and diagnose the company’s situation.

The purpose of this paper is to explore the relationship between sex, gender-role orientation (GRO) and the decision to become an entrepreneur. Because of the fact that gender stereotypes have influences on the preferences and choices of individuals in their career, this research proposes the following objectives: to determine the existence of gender stereotypes that have an influence on human behaviour and specially in this research context; to measure the GRO of each individual; and, finally, to analyze the relationship between the entrepreneurial intention, the sex and the GRO of participants.

Based on a questionnaire, this study follows the Bem Sex-Role Inventory methodology to perform an analysis by means of the multiple regression model. This study uses two different samples of 760 students who attend business administration and management undergraduate programs.

The outcomes show that GRO is a better predictor of the decision to become an entrepreneur than biological sex. Moreover, the results for the whole sample confirm the relationship between masculine and androgynous GRO with entrepreneurial intention, whereas there is also evidence of feminine GRO when we consider only women.

In line with previous studies that link GRO and entrepreneurship, in this paper, the authors have analyzed business administration students’ view to draw conclusions. The next step is to apply the gender perspective to advance in the analysis of the features that characterize business managers. Likewise, it is interesting to continue the study of gender social construction in entrepreneurship focusing on the discourse used by entrepreneurs or in the media.

The conclusions of this study are relevant for educators and trainers of future entrepreneurs. The entrepreneurial archetype evolves from masculinity to androgyny. This may help women entrepreneurial intentions. Emphasizing androgynous traits is a way to disable male stereotype domination and threat. This possibility is open, not only for educators who have the ability to improve this perception but also for media, advertising companies and women to push and value female entrepreneurship.

The implicit dynamism in GROs leads to the possibility of changes in workplace views and especially in entrepreneurship as a career option. In this way, it is possible that the general belief that the company owners are men may change. Improving women entrepreneurs’ social visibility, which acts as “role models” may increase female entrepreneur intention. Moreover, emphasis on the androgynous entrepreneur traits in forums at different levels of education, in entrepreneur training activities, will certainly increase the women entrepreneur intention if they perceive they have positively valued traits for entrepreneurship.

Selecting 31 items related with the entrepreneur person, this work tests empirically their gender categorization. This procedure allows to measure participants’ GRO following the four gender categories and classify them by sex. Finally, the authors analyze the influence the GRO and sex exert over entrepreneurial intention and provide empirical evidence in favour that GRO is a more robust variable to predict entrepreneurial intention than sex, and androgynous GRO is the most influential category on entrepreneurial intention.

Literature on “gender and organisation” in developing countries is scarce. The purpose of this paper is to unveil the way in which gender construction is understood and operates within public organisational settings in the Dominican Republic.

Semi‐structured interviews were conducted with 27 women and 13 men from three organisations in the public sector in the Dominican Republic. The research was developed using a feminist poststructuralist methodological framework and used discourse analysis.

Gender construction and dynamics in the Dominican public sector reproduce paternalistic assumptions and beliefs. Organisational culture operates as a gendered system where sexualised structures and processes perpetuate ideas about male superiority and female inferiority, which translate in expectations of men being dominant and women being submissive.

The experience of a group of employees from three public institutions cannot generalise the whole of the public sector all around the country. More importantly, it cannot be assumed to represent all feminist voices from developing countries.

The implications of this research are significant both for gender sensitive employment public policy reform and human resource management practices in the public sector.

The research focused on how gender is articulated in organisational culture, situating this problematisation in the public sector in the Dominican Republic. The paper contributes to the limited knowledge of gender and organisation in the Hispanic Caribbean, particularly the Dominican Republic.