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The purpose of this paper is to deepen and contribute to knowledge of the use of social network sites (SNSs) in organisations, and more precisely, identify the advantages.

To reach this objective, a cross-section study was adopted based on application of a questionnaire, the final sample consisting of 78 dental medicine organisations in Portugal.

The results obtained lead to the conclusion that a great number of the organisations studied are connected to SNSs, particularly Facebook. The advantages associated with marketing tools and breaking down barriers between the organisation and the world are those highlighted most in this study.

According to the empirical evidence obtained, organisations are found to use these sites for other purposes, such as communicating with clients/patients and receiving feedback on the service provided to increase satisfaction and improve the quality of services.

The study contributes to advancing theory in the field of internet research strategic. More precisely, this study is associated with the creation of a theoretical framework that shows the advantages of using SNSs in an innovative context: dental medicine organisations. A categorisation of these advantages and some implications for theory and practice are also some contributions of this study.

The growing attention to business ethics, integrity and respect for human rights at work has become increasingly relevant. Decent work is an important concept representing the promotion of human rights at work and business, the fulfilling and productive work maintained with social dialogue. This study aims to present the adaptation and validation of the Spanish version of the Decent Work Questionnaire (DWQ), allowing the decent work assessment in Spanish. Initially developed and validated for Portuguese-speaking countries, the DWQ’s Italian version was also recently adapted and validated.

The 31-item scale was applied to a sample of 1,528 Spanish high-skilled workers. Confirmatory factor analysis (CFA) was performed. Convergent and discriminant validity was tested, examining the links of the DWQ to Work Engagement and Burnout measures.

CFA confirmed the original higher-order model with seven factors, a very good model fit and good internal consistency reliability (α = 0.94). Statistical analyzes also supported its convergent and discriminant validity.

The results confirmed the DWQ’s Spanish version as a reliable and valid multidimensional measurement tool and strengthened it as a good cross-cultural measure of decent work.

La creciente atención a la ética empresarial, la integridad y el respeto de los derechos humanos en el trabajo ha sido un tema cada vez más relevante. El trabajo decente es un concepto importante que representa la promoción de los derechos humanos en el trabajo y en las empresas, como un trabajo gratificante y productivo mantenido a través del diálogo social. El presente estudio presenta la adaptación y validación de la versión en español del Cuestionario de Trabajo Decente (CTD), que permite evaluar el trabajo decente en español. Inicialmente desarrollado y validado para los países de habla portuguesa, la versión italiana del CTD también se adaptó y validó recientemente.

La escala de 31 ítems se aplicó a una muestra de 1528 trabajadores españoles altamente cualificados. Se realizó un Análisis Factorial Confirmatorio. La validez convergente y discriminante se probó examinando los vínculos del CTD con las medidas de Work Engagement y Burnout.

El Análisis Factorial Confirmatorio confirmó el modelo original de orden superior con 7 factores, con un muy buen ajuste del modelo y buena consistencia de confiabilidad interna (α = 0.94). También se apoyó su validez convergente y discriminante.

Nuestros resultados confirmaron la versión en español del CTD como una herramienta de medición multidimensional confiable y válida. También reforzaron la idea de que este instrumento es una buena medida intercultural del trabajo decente.

A crescente atenção à ética empresarial, integridade e respeito aos direitos humanos no trabalho tem sido um tema cada vez mais relevante. O trabalho digno é um conceito importante que representa a promoção dos direitos humanos no trabalho e nas empresas, assim como o trabalho realizante e produtivo mantido com o diálogo social. O presente estudo apresenta a adaptação e validação da versão em espanhol do Questionário de Trabalho Digno (QTD), permitindo a avaliação do trabalho digno em espanhol. Inicialmente desenvolvido e validado para países de língua portuguesa, a versão italiana do QTD também foi recentemente adaptada e validada.

A escala de 31 itens foi aplicada a uma amostra de 1528 trabalhadores espanhóis altamente qualificados. A análise factorial confirmatória (AFC) foi realizada. A validade convergente e discriminante foi testada, examinando as ligações do QTD às medidas de Engajamento no Trabalho e Burnout.

AFC confirmou o modelo original de ordem superior com 7 fatores, com um ajuste de modelo muito bom e boa consistência interna de confiabilidade (α = 0,94). Também testamos sua validade convergente e discriminante. Ambas foram suportadas.

Nossos resultados confirmaram a versão em espanhol do QTD como uma ferramenta de medição multidimensional confiável e válida. Também reforçaram a ideia deste instrumento ser uma boa medida transcultural do trabalho digno.

The purpose of this study is to present validation evidence of a Portuguese version of the Multidimensional Work Motivation Scale, an instrument within the framework of the Self-Determination Theory, suitable for both Brazil and Portugal.

The current study demonstrates the suitability of this version in both Portugal (N = 999) and Brazil (N = 720). The authors applied confirmatory factor analyses (CFA) and tested the invariance between samples.

Results from CFA found the same structural dimensions as in the original study, invariant across both samples. Convergent and discriminant validity were shown through correlations between motivation subscales with affective commitment and emotional exhaustion.

Overall, the data provided strong evidence for the reliability and validity of the Portuguese version of the scale and reinforces the instrument as a cross-culturally valid measure of work motivation.

O objetivo deste estudo é apresentar evidências de validação de uma versão portuguesa da Escala Multidimensional de Motivação para o Trabalho, um instrumento enquadrado na Teoria da Autodeterminação, apropriado para utilização no Brasil e em Portugal.

O presente estudo demonstra a adequação desta versão da escala tanto em Portugal (N = 999), quanto no Brasil (N = 720). Realizámos Análise Fatorial Confirmatória e testámos a invariância da medida entre as amostras.

Os resultados da Análise Fatorial Confirmatória mostram a mesma estrutura fatorial encontrada no estudo original, assim como invariância entre as presentes amostras. As validades convergente e discriminante foram evidenciadas pelas correlações com as escalas de comprometimento organizacional afetivo e exaustão emocional.

Em geral, os dados mostraram forte evidência de confiabilidade e validade da versão da escala para português e reforça a validade intercultural desta medida de motivação para o trabalho

motivação para o trabalho, Escala multidimensional de motivação para o trabalho, Teoria da autodeterminação.

Artigo de pesquisa

El objetivo de este estudio es presentar evidencia de validación de una versión portuguesa de la Escala Multidimensional de Motivación Laboral, un instrumento en el marco de la Teoría de la Autodeterminación, adecuado tanto para Portugal como para Brasil.

El presente estudio demuestra la adecuación de esta versión de la escala tanto en Portugal (N = 999) como en Brasil (N = 720). Realizamos un análisis factorial confirmatoria y probamos la invariancia de medición entre muestras.

Los resultados del análisis factorial confirmatorio muestran la misma estructura factorial encontrada previamente en el estudio original, así como la invariancia entre las medidas. La validez convergente y discriminante se mostró mediante correlaciones con las escalas de compromiso organizacional afectivo y de agotamiento emocional.

En general, los datos mostraron una fuerte evidencia de confiabilidad y validez de la versión en portugues de la escala y refuerza la validez intercultural de la medida de motivación laboral.

motivación laboral, Escala multidimensional de motivación labora, Teoría de la autodeterminación

Artículo de investigación

This paper aims to describe and characterise the actions carried out by Italian organisations participating in the Economy for the Common Good (ECG) movement and to analyse these actions through the lens of decent work (DW), identifying patterns leading to a typology and conceptual propositions on the subject.

A documentary analysis was conducted on 14 reports describing the actions taken by Italian organisations that belong to the ECG movement. Qualitative content analysis was performed using QSR-NVivo12. The descriptive analysis of the codes was made, as well as a cluster analysis based on coding similarity.

A total of 1,497 actions were coded, and four clusters, grouping sets of the common good reports, were identified. Results suggest that Customers, Business Partners and Staff and Owners are the most addressed stakeholders, human dignity and environmental sustainability are the most addressed values and Fulfilling and Productive Work and Fundamental Principles and Values at Work are the most addressed DW dimensions. Additionally, all clusters are intensive in environmental concerns but have differentiated priorities. Cluster analysis suggests three drivers: recognition, core business closeness and social common good impact. A total of five conceptual propositions are being made useable by organisational leaders who intend to adhere to the ECG movement.

The main limitation is the low number of organisations participating in the ECG movement in Italy, which restricts the scope of the conclusions.

The results are helpful as inputs for designing interventions in organisations that intend to start or strengthen their involvement in the ECG movement.

Identifying DW aspects related to common good indicators and the four approaches to the ECG adhesion corresponding to the four clusters.

The purpose of this paper is to ascertain the extent to which knowledge management (KM), customer satisfaction (CS) and organizational image (OI) discriminate quality-certified municipalities from non-certified ones (ISO 9001).

An empirical study was carried out involving 81 Portuguese municipalities (40 certified, 41 non-certified), paired in a random sampling procedure. The Knowledge Management Questionnaire (n=1,372 municipality employees), the Customer Satisfaction Questionnaire and the Organizational Image Questionnaire (n=3,096 residents) were applied. Multiple discriminant analysis was performed.

The results indicate that certified and non-certified municipalities are distinct based on a function that considers KM (competitive orientation and formal KM practices), CS (intangible and tangible factors) and OI (favorable image).

The findings need further validation in other countries. However, the results highlight the importance of quality certification for both employees and residents.

The results encourage local public administration organizations to introduce and maintain quality certification.

This research is the only one, to the authors’ knowledge, that simultaneously explores organizational processes of KM, CS and OI in local public administration. The sampling procedure and the information from diverse data sources are unique contributions. The conclusions may aid practitioners and scholars in understanding these organizational phenomena in the context of quality-certified and quality non-certified municipalities.

This paper aims to relate conceptually decent work and the economy for the common good describing the main contributions of the former to the latter.

This conceptual paper analyses the relationships between the values of the economy for the common good that have been explicitly stated and the psychological dimensions of the decent work concept.

Four conceptual propositions concerning the contributions of decent work to the economy for the common good are presented.

Because the four conceptual propositions were not submitted to empirical research, future studies are suggested.

The pursuit of decent work is aligned with the economy for the common good, which contributes to reinforcing both proposals.

Both decent work and the economy for the common good are synergistic and values-based approaches that consider the social system as a whole instead of proposing strategies to improve the competitive advantage of one over the other. This synergistic idea through cooperation contributes to overcoming the limitations of “business as usual”.

This is the first paper discussing the relationships between decent work and the economy for the common good.

The purpose of this paper is to explain and empirically test the dependence of organizational processes related to knowledge on the nature of assumptions operating in processes of human resource management (HRM) in organizations. It concentrates on practices related to training, career development and retention.

This empirical study as a quantitative nature and the sample is made up of 5,306 collaborators in 634 organizations belonging to an economic group in the banking sub-sector. Data were collected through two questionnaires: human resource management practices questionnaire and knowledge management questionnaire – short form. The model was tested by applying univariate and multivariate multiple regression analyses.

Findings provide support for the proposed model and show the predictive capacity of the HRM practices regarding knowledge management (KM) processes, revealing a strong direct relationship between the two constructs. It stands out that the people management practices adopted from an organic and valued perspective possess a particular and distinctive capacity to predict and impact positively on KM processes.

The findings may be used by human resources and KM practitioners interested in the development of organizational knowledge through human resource practices.

The main contribution of this study is to confirm the close relationship of dependency between organizational management processes regarding people and knowledge, showing the positive effect of best practices of HRM on KM processes, as opposed to traditional or transactional practices.

Focusing on small- and medium-sized enterprises (SMEs), which are characterized by resource restrictions, this paper aims to explore consumer segment profiles by considering demographic, personality and creativity traits to determine whether consumers with different profiles exhibit distinct affective reactions to different logo design types (organic, cultural and abstract).

This exploratory study incorporates recent methodological developments, such as the novel response style correction method, to account for response style effects in evaluations of affect toward logo design. In separate analyses, respondents are segmented according to response style–corrected logo affect and personality and creativity items. The segmentation analysis relies on reduced k-means, a joint dimension and cluster analysis method, which accounts for dependencies between items while maximizing between-cluster variability. A total of 866 respondents from the Iberian Peninsula (Portugal: n = 543; Spain: n = 323) participated.

Based on a study using unknown logos (proxy for lower levels of budget communication, characteristics of SMEs), results reveal that there are three segments of consumers based on their affective response toward logo design: logo design insensitives, cultural logo dislikers and organic logo lovers. These segments are associated with different personality traits, creativity and biological sex (although biological sex is not a discriminant variable).

The decision not to control logos by color, to increase external validity, could limit the study’s internal validity if this aspect interacts with relevant study variables. Nevertheless, the empirical evidence can be used to further test associations between consumer profiles and responses to logo design.

Findings highlight the relevance of considering complex profile segments, combining demographics, psychographics and creativity to predict affective consumer responses to brand logo design. This research provides guidelines for SMEs when choosing or modifying their logo design to appeal to different consumer segments.

This study provides managers of SMEs (less present nowadays in empirical studies) with evidence suggesting that complex customer profiles help to understand differences in affective responses to natural logo designs. Furthermore, it relies on the use of a novel methodological development that improves the accuracy of the exploratory study developed.

With the significant rise of population longevity – expressed both in the growing number of older people and in the extension of their ages – as an almost universal contemporary tendency, the issue on the family focuses, inescapably, on the dimension of aging, and, within it, on the role of the elders. In Brazil, the state fails insofar as supporting and preserving social rights, delegating to the families themselves the major responsibilities, not only for the well-being but also for the survival of their members, in a society with a growing scarcity of employment opportunities. In this context, a significant part of the support and resources available to families – and not only among the popular classes – comes from their elders. These resources, which generally result from retirement or other pension funds, added to the abilities preserved by older women in carrying out domestic tasks, and to the elder’s ownership of a home, restitute to them the condition of providers, helping or fully supporting many of those among the younger generations, with children of various ages and work conditions returning to the paternal/maternal homes. As such, the condition of “dependent,” previously identified with the elderly, now defines the younger adults. Given these circumstances and in the face of a longer lasting coexistence of a larger number of generations within these families, it is our aim to analyze data obtained in field research on the relations between elderly parents and their children and grandchildren.

The research aims to investigate the nexus between retailer corporate brand and sustainability practices. The literature linking these areas is relatively sparse. The point of departure is an existing conceptual model, to which another antecedent, customer perception of retailer environmental management practices, is added.

The quantitative research design strategy incorporates the development of a survey instrument, administered in telephone interviews, by trained interviewers. The context was Canadian discount department store retailing and a sample of 473 consumers.

The findings demonstrate that sustainability is a link, a brand association, between customers' perceptions of retailer sustainability practices, and their brand attitudes towards the retailer corporate brand.

The theoretical contribution is the development and testing of the extended model, affirming its validity.

The managerial implications can guide retailers in enhancing their brand reputation through better environmental management practices.

The study is pioneering in terms of conceptualising and empirically testing sustainability as a component of a corporate brand. This approach is able to control for other influences on the corporate brand.