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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…

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.

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Article
Publication date: 10 April 2017

Antonio Ariza-Montes, Juan M. Arjona-Fuentes, Rob Law and Heesup Han

The purpose of this study is to the address the key factors of workplace bullying among hospitality employees, as workplace bullying results in damaging consequences on…

Abstract

Purpose

The purpose of this study is to the address the key factors of workplace bullying among hospitality employees, as workplace bullying results in damaging consequences on both individuals and organizations.

Design/methodology/approach

This study first defines the phenomenon of workplace bullying and then reviews the related literature. Data are collected from a sample population of 238 hospitality employees obtained from the latest European Working Conditions Survey. Logistic regression analysis is used to achieve the study objectives.

Findings

Results from the binary logistic regression model show the main personal and organizational factors related to the probability of workplace bullying. The logistic regression model explains 76.4 per cent of the total variations in the sample. The model correctly classifies 78.1 per cent of hospitality employees who did not feel bullied in their profession and 74.1 per cent of employees who did feel bullied.

Practical implications

The authors’ findings imply that responsible managers in hospitality enterprises may reduce the organizational levels of workplace bullying by adjusting certain working conditions and establishing a supportive environment.

Originality/value

Studies on personalities inclined to bullying are inconclusive. To the best of the authors’ knowledge, this research is the first to develop a comprehensive and exploratory conceptual model of workplace bullying that links personal variables, working conditions and contextual factors to the prevalence of workplace bullying within the hospitality sector in the European context.

Details

International Journal of Contemporary Hospitality Management, vol. 29 no. 4
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 20 April 2015

Won-Moo Hur, Su-Jin Han, Jeong-Ju Yoo and Tae Won Moon

The purpose of this paper is to attempt to investigate how emotional labor strategies (i.e. surface acting and deep acting) affect job performance through job…

Abstract

Purpose

The purpose of this paper is to attempt to investigate how emotional labor strategies (i.e. surface acting and deep acting) affect job performance through job satisfaction. Another important objective of this study was to see whether perceived organizational support (POS) moderates the relationship between emotional labor strategies and job-related outcomes (i.e. job satisfaction and job performance).

Design/methodology/approach

Structural equation modeling analysis provided support for the hypotheses from a sample of 309 South Korean department store sales employees.

Findings

The results revealed that surface acting had a negative effect, whereas deep acting had a positive effect on job satisfaction. In addition, the relationship between emotional labor strategies (i.e. surface acting and deep acting) and job performance was significantly mediated by job satisfaction. Finally, POS significantly moderated the relationship between surface acting and job satisfaction, as well as the relationship between deep acting and job performance.

Originality/value

The findings of this study contributed to the literature by identifying the relationship between surface and deep acting on organizational outcomes (i.e. job satisfaction and job performance), especially in a collectivist society (i.e. South Korea). In addition, this study also confirmed the important role of POS based on the norm of reciprocity between an organization and its members.

Details

Management Decision, vol. 53 no. 3
Type: Research Article
ISSN: 0025-1747

Keywords

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Book part
Publication date: 27 November 2015

José Luis Santos, Kenneth R. Roth, Adrian H. Huerta and Zachary S. Ritter

As demand for access to colleges and universities prompts higher education systems for creative and efficient solutions, we examine technology-centric approaches to…

Abstract

As demand for access to colleges and universities prompts higher education systems for creative and efficient solutions, we examine technology-centric approaches to education delivery and their implications for policy, student outcomes, and resource allocation. Our work is framed by Kingdon’s adapted multiple streams theory of national policymaking. However, the real elephant in the room may be the skyrocketing costs of administration that may need wrangling before resources can be directed to the future potential savings obtained through developing infrastructure for, and delivery of, tech-centric teaching approaches. We provide examples and strategies, policy implications, and recommendations for research and practice.

Details

Mitigating Inequality: Higher Education Research, Policy, and Practice in an Era of Massification and Stratification
Type: Book
ISBN: 978-1-78560-291-7

Keywords

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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.

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.

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Book part
Publication date: 15 February 2021

Fotis Kitsios, Ioannis Sitaridis and Maria Kamariotou

The purpose of this chapter is to conduct a structured literature review to examine the relationship between entrepreneurship and emotional intelligence in academic

Abstract

The purpose of this chapter is to conduct a structured literature review to examine the relationship between entrepreneurship and emotional intelligence in academic settings as well as the current entrepreneurship pedagogy for flexible, innovative and creative graduates. One hundred and twenty-eight peer-reviewed papers were analysed based on Webster’s and Watson’s (2002) methodology. Papers classified into three topics and a content analysis was implemented to discuss about the publication year, journals, authors, frequency of keywords and research method adopted. The contribution of this chapter is twofold. It is a bibliometric study which provides a macropicture of a research field, its evolution and connections among studies, in order to be a starting point for future researchers who are already studying entrepreneurial education or entrepreneurship-related scientific areas. Also, this chapter helps academics to improve educational programmes and curriculum to increase students’ entrepreneurial intention taking into account the factors that affect it.

Details

Universities and Entrepreneurship: Meeting the Educational and Social Challenges
Type: Book
ISBN: 978-1-83982-074-8

Keywords

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Article
Publication date: 17 December 2020

Aamir Hayat and Leila Afshari

Drawing from conservation of resources theory, this study explores how perceived organizational support mitigates the adverse consequences of workplace bullying on…

Abstract

Purpose

Drawing from conservation of resources theory, this study explores how perceived organizational support mitigates the adverse consequences of workplace bullying on employee well-being mediated through burnout.

Design/methodology/approach

The data (N = 360) were collected from the hotel sector in Pakistan. Structural equation modeling (SEM) was employed to analyze the data.

Findings

The findings demonstrated that workplace bullying not only has a direct negative impact on employee well-being but it also indirectly leads to diminished employee well-being by increasing employee burnout. In addition, the findings confirmed the moderating role of perceived organizational support, revealing that perceived organizational support plays a mitigating role in linking workplace bullying to employee well-being and burnout. Employees who experience workplace bullying may compensate for the depletion of their cognitive resources if they feel supported by their organization.

Practical implications

This study highlights the utility of managing workplace bullying to improve employee well-being and encourages human resource practitioners to develop policies that prevent workplace bullying.

Originality/value

The current research contributes to the validation of theory by examining the impact of workplace bullying on employee well-being in a cultural context with high power distance and subsequently, higher tolerance for workplace bullying. To the best of the authors' knowledge, this research is the first to investigate the moderating role of perceived organizational support on the meditated relationship between workplace bullying and employee well-being in Pakistan. Furthermore, the current study employs the conservation of resources theory to explore how employees obtain external resources such as organizational support to enhance their resource repository in handling workplace bullying.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

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Article
Publication date: 9 May 2016

Antonio Leal-Millán, Jose Luis Roldán, Antonio L. Leal-Rodríguez and Jaime Ortega-Gutiérrez

Despite the positive effects of customer capital (CC), questions remain over how managers enable CC growth by applying their skills and capabilities through managerial…

Abstract

Purpose

Despite the positive effects of customer capital (CC), questions remain over how managers enable CC growth by applying their skills and capabilities through managerial actions and strategies, such as developing information technology (IT) capability, fostering relationship learning (RL) activities and developing green innovation performance (GIP) with clients. These questions are especially pertinent in small and medium-sized enterprises and automotive industry companies that operate through supply chains, where knowledge about customers is likely to result from personal contact between customers and organisational members. The purpose of this paper is to analyse the extent to which these managerial actions were more likely to lead to the successful creation of CC.

Design/methodology/approach

Using the partial least squares technique, this paper studies how these three managerial actions impact on CC. To do so, data from 140 companies in the Spanish automotive components manufacturing sector have been used.

Findings

The findings support the influence of RL on both GIP and CC. RL is a key managerial action in exploiting customer information and knowledge advantages, enabling firms to structure and reconfigure resources to produce new ways to compete and to satisfy stakeholders. In addition, results show that GIP is a determinant of CC because of its contribution to achieving sustainable competitive advantage, with GIP performing a mediating role in the relationship between RL and CC. A second contribution shows that IT is not in itself able to yield a competitive advantage, thereby validating the existence of complementary or co-focused strategic assets such as RL and GIP, which enhance IT’s influence on CC.

Research limitations/implications

The authors were unable to explore the subtleties of the processes over time. Future research should include a longitudinal study.

Practical implications

This study considers RL an essential factor in achieving both GIP and CC. Consequently, managers should seek to build strong RL cultures. In addition, this study shows that IT is not in itself able to yield a competitive advantage, thereby validating the existence of complementary or co-focused strategic assets such as RL and GIP.

Originality/value

No study has ever examined these three antecedent variables (IT, RL and GIP) together, with the aim to examine their effects on CC.

Details

Journal of Knowledge Management, vol. 20 no. 3
Type: Research Article
ISSN: 1367-3270

Keywords

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Article
Publication date: 21 February 2018

Gema Albort-Morant, Antonio L. Leal-Rodríguez and Valentina De Marchi

This paper aims to explore in depth how internal and external knowledge-based drivers actually affect the firms’ green innovation performance. Subsequently, this study…

Abstract

Purpose

This paper aims to explore in depth how internal and external knowledge-based drivers actually affect the firms’ green innovation performance. Subsequently, this study analyzes the relationships between absorptive capacity (internal knowledge-based driver), relationship learning (external knowledge-based driver) and green innovation performance.

Design/methodology/approach

This study relies on a sample of 112 firms belonging to the Spanish automotive components manufacturing sector (ACMS) and uses partial least squares path modeling to test the hypotheses proposed.

Findings

The empirical results show that both absorptive capacity and relationship learning exert a significant positive effect on the dependent variable and that relationship learning moderates the link between absorptive capacity and green innovation performance.

Research limitations/implications

This paper presents some limitations with respect to the particular sector (i.e. the ACMS) and geographical context (Spain). For this reason, researchers must be thoughtful while generalizing these results to distinct scenarios.

Practical implications

Managers should devote more time and resources to reinforce their absorptive capacity as an important strategic tool to generate new knowledge and hence foster green innovation performance in manufacturing industries.

Social implications

The paper shows the importance of encouraging decision-makers to cultivate and rely on relationship learning mechanisms with their main stakeholders and to acquire the necessary information and knowledge that might be valuable in the maturity of green innovations.

Originality/value

This study proposes that relationship learning plays a moderating role in the relationship between absorptive capacity and green innovation performance.

Details

Journal of Knowledge Management, vol. 22 no. 2
Type: Research Article
ISSN: 1367-3270

Keywords

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Article
Publication date: 7 June 2021

Jesús Mauricio Flórez-Parra, Maria Victoria Lopez-Perez, Antonio M. López Hernández and Raquel Garde Sánchez

The purpose of this paper is to analyse the internal and external factors related to the disclosure of environmental information in universities which reflect the actions…

Abstract

Purpose

The purpose of this paper is to analyse the internal and external factors related to the disclosure of environmental information in universities which reflect the actions carried out in these universities.

Design/methodology/approach

Taking as reference the first 200 universities in the Shanghai ranking, several factors associated with the degree of environmental information disclosure in universities – governance dimension, the relationship and participation of stakeholders, position and prestige as signs of the quality of the institution and cultural concern in the university’s country for the environment – are analysed.

Findings

The results obtained show that the size of the leadership team, stakeholder participation, the position of the university in rankings and cultural concern in the university’s country for the environment are determining factors in the university’s environmental actions and, consequently, in their disclosure. Other factors – such as the size of the university, the level of self-financing and financial autonomy – do not affect the disclosure of environmental information.

Originality/value

Scant research exists on the environmental commitments of universities; this paper aims to fill that gap. Their role as the main channel of research and as instructors of future professionals makes them points of reference in society. Research on university ranking has traditionally focussed on teaching and research results, but environmental issues are becoming increasingly important. This paper enumerates the factors that influence the dissemination of environmental information in the most prestigious universities. This research also provides an original approach by considering not only top-down but also bottom-up strategies through communication channels and the incidence of cultural factors.

Details

International Journal of Sustainability in Higher Education, vol. 22 no. 4
Type: Research Article
ISSN: 1467-6370

Keywords

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