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Article
Publication date: 19 August 2021

Duarte Pimentel, Pedro Almeida, Pedro Marques-Quinteiro and Marta Sousa

The purpose of this paper is to assess differences between employees of family and non-family firms regarding their perceptions of employer branding and psychological contract…

Abstract

Purpose

The purpose of this paper is to assess differences between employees of family and non-family firms regarding their perceptions of employer branding and psychological contract levels. Moreover, focusing on family firms, the authors assess the relation between the employees’ perceptions of employer branding and the psychological contract levels.

Design/methodology/approach

The empirical evidence is provided by a sample of 165 Portuguese employees, 76 employees of family firms and 89 non-family firms’ employees, who responded to a questionnaire that included employer branding and psychological contract measures. All respondents study in small and medium-sized private companies.

Findings

The results confirmed the research hypotheses, suggesting that employees of family companies show higher perceptions of employer branding and psychological contract levels than employees of non-family companies. Results also reveal that the perceptions of employer branding are positively related to the psychological contract levels of the family firm’s employees.

Originality/value

This paper aims to contribute to the literature by addressing two contemporary organizational aspects yet under-addressed in the comparison between family and non-family firms while pursuing to offer insights on the relationship between the perceptions of employer branding and levels of the psychological contract of employees working in family firms.

Objetivo

O objetivo deste artigo é avaliar diferenças entre colaboradores de empresas familiares e não familiares no que respeita às suas perceções das práticas de employer branding e níveis de contrato psicológico. Além disso, com foco nas empresas familiares, foi avaliada a relação entre as perceções de employer branding dos colaboradores e os níveis de contrato psicológico.

Design/metodologia/abordagem

A evidência empírica é baseada numa amostra de 165 trabalhadores portugueses, 76 colaboradores de empresas familiares e 89 de empresas não familiares. Os participantes responderam a um questionário que avaliou as perceções sobre as práticas de employer branding e os níveis de contrato psicológico. Todos os respondentes trabalham em empresas privadas de pequena e média dimensão.

Resultados

Os resultados confirmaram as hipóteses de investigação, sugerindo que os colaboradores de empresas familiares apresentam perceções de employer branding e níveis de contrato psicológico mais elevados do que os colaboradores de empresas não familiares. Os resultados revelaram ainda que as perceções de employer branding estão positivamente relacionadas com os níveis de contrato psicológico dos colaboradores de empresas familiares.

Originalidade/valor

Este artigo tem como objetivo contribuir para a literatura ao abordar dois aspetos organizacionais contemporâneos ainda pouco estudados na comparação entre empresas familiares e não familiares. Procurando, ainda, que oferecer insights sobre a relação entre as perceções de employer branding e os níveis de contrato psicológico dos colaboradores de empresas familiares.

Propósito

El propósito de este artículo científico es evaluar las diferencias entre los empleados de empresas familiares y no familiares, con respecto a sus percepciones de las prácticas de employer branding y los niveles de contrato psicológico. Además, centrándonos en las empresas familiares, evaluamos la relación entre las percepciones de los empleados sobre las prácticas de employer branding y los niveles de contrato psicológico.

Diseño/metodología/enfoque

La muestra de esta pesquisa incluye 165 empleados portugueses, de los cuales 76 son empleados de empresas familiares y 89 son empleados de empresas no familiares. Los participantes respondieron a un cuestionario que evaluaba sus percepciones de las prácticas de employer branding y los niveles de contrato psicológico. Todos los encuestados trabajan en pequeñas y medianas empresas privadas.

Hallazgos

Los resultados confirmaron las hipótesis de la investigación. Los empleados de empresas familiares muestran una mayor percepción de las prácticas de employer branding y los niveles de contrato psicológico que los empleados de empresas no familiares. Los resultados también revelan que las percepciones de las prácticas de employer branding están relacionadas positivamente con los niveles de contrato psicológico de los empleados de las empresas familiares.

Originalidad/valor

Este artículo tiene como objetivo contribuir a la literatura abordando dos aspectos organizativos contemporáneos, aún poco abordados en la comparación entre empresas familiares y no familiares. Al mismo tiempo, este artículo busca ofrecer ideas sobre la relación entre las prácticas de employer branding y los niveles de contrato psicológico de los empleados que trabajan en empresas familiares.

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 19 no. 3/4
Type: Research Article
ISSN: 1536-5433

Keywords

Book part
Publication date: 30 September 2014

Adelaide P. S. Duarte, Jacques Silber, João Sousa Andrade and Marta C. N. Simões

This paper extends a methodology proposed by Nissanov and Silber (2009) who decomposed the coefficient β used in convergence analysis into three components checking respectively…

Abstract

This paper extends a methodology proposed by Nissanov and Silber (2009) who decomposed the coefficient β used in convergence analysis into three components checking respectively whether there was σ-convergence, whether ‘pure mobility’ (upward or downward income mobility) was lower among the poor and what the extent of ‘residual mobility’ (the third component) was.

The present paper extends this analysis by applying it to the analysis of regional per capita income levels but also to that of within regions inequality and regional welfare levels. The empirical illustration uses Portuguese data on average earnings at the level of NUTS3.

Details

Economic Well-Being and Inequality: Papers from the Fifth ECINEQ Meeting
Type: Book
ISBN: 978-1-78350-556-2

Keywords

Book part
Publication date: 30 September 2014

Abstract

Details

Economic Well-Being and Inequality: Papers from the Fifth ECINEQ Meeting
Type: Book
ISBN: 978-1-78350-556-2

Article
Publication date: 30 April 2024

Daniela Silva, Marta Patrão and Liliana Sousa

Material inheritance transmission is a normative task in later life that has been scarcely studied, particularly when involving older childless adults. This study aims to deepen…

Abstract

Purpose

Material inheritance transmission is a normative task in later life that has been scarcely studied, particularly when involving older childless adults. This study aims to deepen the knowledge about the transmission of material inheritances by older (65+ years) childless Portuguese adults.

Design/methodology/approach

This qualitative exploratory study comprises 43 participants. A semi-structured interview was administered and submitted to content analysis.

Findings

Material inheritance transmission involves precipitant events (realizing they will not have children), deciding on content and moment (what and when), planning (getting legal advice, making a will and preventing family conflicts), distributing (usually based on values of reciprocity and strategic exchange) and resolution (marked by conflict).

Originality/value

Material inheritances have been mostly studied from economic and legal perspectives. This research examines material inheritances transmissions within family dynamics, showing that older childless individuals seem to use material inheritances in a strategic exchange way, to ensure they will be well cared for in old age.

Details

Working with Older People, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1366-3666

Keywords

Article
Publication date: 5 September 2016

Gabriela Gonçalves, Marta Reis, Cátia Sousa, Joana Santos, Alejandro Orgambídez-Ramos and Peter Scott

Negotiating effectively in multicultural contexts or others is not only a very important skill for all organizational elements but also crucial to inter-organizational relations…

5485

Abstract

Purpose

Negotiating effectively in multicultural contexts or others is not only a very important skill for all organizational elements but also crucial to inter-organizational relations (Adler, 2008). If defined as a process that occurs when one party feels adversely affected by another (De Dreu, 1997). Conflict management styles can be analyzed as a function of personality variables. In this respect, cultural intelligence and self-monitoring appear to be relevant variables, as they are characterized by the demonstration of flexibility and interest in elements that are present in conflict management styles. This study aimed to evaluate the extent to which variables such as cultural intelligence and self-monitoring can positively influence the ability to solve interpersonal conflicts more effectively.

Design/methodology/approach

This study, with a sample of 399 individuals, aimed to test a model that explores how cultural intelligence and self-monitoring are related as predictor variables in the styles of conflict resolution.

Findings

It was observed that cultural intelligence presents itself as a reasonable predictor of conflict management styles, whereas self-monitoring appeared as a dispositional and controversial measure in relation to those styles. Self-monitoring exhibited itself as an important predictor of conflict management, but on the other hand, it had an influence on the choice of the dominating style in conflict situations.

Practical implications

Understanding the predictors of conflict management style and, in particular, realizing the extent to which cultural intelligence promotes a more effective conflict management style can help in the development of selection processes and skill training programs. The development of these multicultural skills will contribute to individual, social and organizational well-being.

Originality/value

This study contributes to the literature of individual differences and conflict management, demonstrating that some individual differences that predict the styles of conflict management can lead to a certain ambiguity in understanding the behaviour that an individual may adopt in situations of conflict.

Details

International Journal of Organizational Analysis, vol. 24 no. 4
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 5 January 2021

Alessa Leila Andrade, Zenewton André da Silva Gama, Marise Reis de Freitas, Wilton Rodrigues Medeiros, Kelienny de Meneses Sousa, Edna Marta Mendes da Silva and Tatyana Souza Rosendo

Obstetric adverse outcomes (AOs) are an important topic and the use of composite measures may favor the understanding of their impact on patient safety. The aim of the present…

Abstract

Purpose

Obstetric adverse outcomes (AOs) are an important topic and the use of composite measures may favor the understanding of their impact on patient safety. The aim of the present study was to estimate AO frequency and obstetric care quality in low and high-risk maternity hospitals.

Design/methodology/approach

A one-year longitudinal follow-up study in two public Brazilian maternity hospitals. The frequency of AOs was measured in 2,880 randomly selected subjects, 1,440 in each institution, consisting of women and their newborn babies. The frequency of 14 AOs was estimated every two weeks for one year, as well as three obstetric care quality indices based on their frequency and severity as follows: the Adverse Outcome Index (AOI), the Weighted Adverse Outcome Score and the Severity Index.

Findings

A significant number of mothers and newborns exhibited AOs. The most prevalent maternal AOs were admission to the ICU and postpartum hysterectomy. Regarding newborns, hospitalization for > seven days and neonatal infection were the most common complications. Adverse outcomes were more frequent at the high-risk maternity, however, they were more severe at the low-risk facility. The AOI was stable at the high-risk center but declined after interventions during the follow-up year.

Originality/value

High AO frequency was identified in both mothers and newborns. The results demonstrate the need for public patient safety policies for low-risk maternity hospitals, where AOs were less frequent but more severe.

Details

International Journal of Health Care Quality Assurance, vol. 34 no. 1
Type: Research Article
ISSN: 0952-6862

Keywords

Article
Publication date: 30 May 2018

Francisca Rosendo Silva, Marta Simões and João Sousa Andrade

This study aims to analyse the relationship between health human capital and economic growth for a maximum sample of 92 countries over the period 1980-2010 taking into account…

1270

Abstract

Purpose

This study aims to analyse the relationship between health human capital and economic growth for a maximum sample of 92 countries over the period 1980-2010 taking into account countries’ heterogeneity by assessing how health variables affect different countries according to their position on the conditional growth distribution.

Design/methodology/approach

The paper estimates a growth regression applying the methodology proposed by Canay (2011) for regression by quantiles (Koenker, 1978, 2004, 2012a, 2012b) in a panel framework. Quantile regression analysis allows us to identify the growth determinants that present a non-linear relationship with growth and determine the policy implications specifically for underperforming versus over achieving countries in terms of output growth.

Findings

The authors’ findings indicate that better health is positively and robustly related to growth at all quantiles, but the quantitative importance of the respective coefficients differs across quantiles, in some cases, with the sign of the relationship greater for countries that recorded lower growth rates. These results apply to both positive (life expectancy) and negative (infant mortality rate, undernourishment) health status indicators.

Practical implications

Given the predominantly public nature of health funding, cuts in health expenditure should be carefully balanced even in times of public finances sustainability problems, particularly when growth slowdowns, as a decrease in the stock of health human capital could be particularly harmful for growth in under achievers. Additionally, the most effective interventions seem to be those affecting early childhood development that should receive from policymakers the necessary attention and resources.

Originality/value

This study contributes to the existing literature by answering the question of whether the growth effects of health human capital can differ in sign and/or magnitude depending on a country’s growth performance. The findings may help policymakers to design the most adequate growth promoting policies according to the behaviour of output growth.

Details

International Journal of Development Issues, vol. 17 no. 2
Type: Research Article
ISSN: 1446-8956

Keywords

Article
Publication date: 4 April 2016

Antonio Navarro-García, Marta Peris-Oritz and Ramón Barrera-Barrera

This paper has two objectives in the area of industrialised small- and medium-sized industrial company (SME) export activity. First, it responds to the gap in the literature on…

1707

Abstract

Purpose

This paper has two objectives in the area of industrialised small- and medium-sized industrial company (SME) export activity. First, it responds to the gap in the literature on the role of market intelligence in the interrelations between perceived psychic distance, marketing mix decisions and export performance. The second objective concerns the influence of resource heterogeneity (size and export department) in the proposed model.

Design/methodology/approach

The current paper tests a posited research model and its hypotheses using the data from a multi-sector sample of exporters (196 Spanish industrial SMEs). The data are analyzed using a partial least squares approach.

Findings

The results of the empirical study show that: strategic decisions to adapt marketing mix elements to suit foreign markets have a positive effect on export performance; strategic adaptations are more numerous when export managers perceive a greater psychic distance; an export department helps develop market intelligence ability, which positively moderates the impact of strategic adaptations on export performance; and size does not have a significant effect on the interrelations studied.

Practical implications

Export managers in industrial SMEs can use the results and conclusions of this present paper to systematise their decision-making in export activity.

Originality/value

This paper makes a significant contribution towards covering an important gap in research into industrial SME exporters, by demonstrating the importance of market intelligence in export activity.

Details

Journal of Business & Industrial Marketing, vol. 31 no. 3
Type: Research Article
ISSN: 0885-8624

Keywords

Article
Publication date: 19 December 2022

Francesco Saverio Massari, Pasquale Del Vecchio and Eva Degl'innocenti

This paper aims to explore how digital technologies can transform the museum into an “interaction platform” able to play a key role in the value co-creation processes of the…

Abstract

Purpose

This paper aims to explore how digital technologies can transform the museum into an “interaction platform” able to play a key role in the value co-creation processes of the tourism destination.

Design/methodology/approach

The paper applies the “co-creation through interactions” perspective by Ramaswamy and Ozcan. Empirically, the paper is based on the methodology of single case study identified in MArTA, the well-known National Archeological Museum of Taranto (South Italy). Data collection has been implemented through interviews with key informants and secondary data related to online interviews, press release and reports.

Findings

Findings provide empirical evidence about the contribution that a digitalization strategy can create a “museum as a platform” in which the interactions between the museum, its stakeholders and other co-creation elements (interfaces, artifacts and processes) bring benefits in terms of tourism experiences and sustainable development of the destination.

Practical implications

This research highlights the cultural changes and the actions that museum management has to implement to properly benefit from digitalization and to transform the museum into a reference point for reflection and innovation.

Originality/value

Elements of originality can be found in (1) the exploration of the wide spectrum of benefits and innovations that digital technologies can offer to the museum-mediated interactions and (2) the contribution to the understanding of the museum as a digitalized “interaction platform” capable of supporting the processes of co-creation of value in the complex network of actors and objects of a tourism destination.

Details

European Journal of Innovation Management, vol. 27 no. 5
Type: Research Article
ISSN: 1460-1060

Keywords

Article
Publication date: 31 May 2024

Marta M. Vidal-Suárez, Cristina López-Duarte and Pilar L. González-Torre

The purpose is to explore the existence of different export manager profiles in terms of managerial attributes and personal traits according to gender. The study aims to answer…

Abstract

Purpose

The purpose is to explore the existence of different export manager profiles in terms of managerial attributes and personal traits according to gender. The study aims to answer two research questions: (1) Do export manager profiles differ depending on gender? If so, (2) which are the traits or managerial attributes that differ by gender and which is the relationship among them?

Design/methodology/approach

The article relies on a quantitative empirical analysis of a sample of export managers of Spanish small and medium-sized enterprises (SMEs).

Findings

Our results point to the existence of gendered export manager profiles that differ in terms of objective managerial attributes, personal traits, managerial styles and subjective perceptions relative to discriminatory practices and detrimental stereotypes. Two gender-specific substitution effects exist: one between managers’ experiential skills and their formal education and the other between managers' entrepreneurial orientation and the use of relational networks.

Research limitations/implications

Our data are limited in terms of geographical scope and firms size; therefore, our results are no generalizable without new studies on this issue.

Practical implications

Our findings can help firms to understand the relevance of export teams that encompass different gender managers and benefit from the combination of diverse managerial attributes, personal traits and relational processes in their international growth.

Originality/value

Gender is an scarcely studied issue in international business and management literature despite its relevance in the international institutional context. This article addresses the gender aspect of export management.

Objetivo

Explorar la existencia de perfiles de gestor de exportaciones diferenciados en función del género. El estudio pretende responder a dos preguntas de investigación: (1) ¿difiere el perfil de los gestores de exportación en función del género? En caso afirmativo, (2) ¿en qué atributos directivos/rasgos se observa la diferencia y cuál es la relación entre ellos?

Diseño/metodología

Análisis empírico cuantitativo sobre una muestra de gestores de exportación de pequeñas y medianas empresas (PYMEs) españolas.

Resultados

Nuestros resultados apuntan a la existencia de perfiles de gestor de exportación diferenciados por género en términos de atributos objetivos, rasgos personales, estilos de gestión y percepciones relativas a prácticas discriminatorias y estereotipos perjudiciales. Existen dos efectos sustitución en función del género: (1) experiencia profesional versus educación formal y (2) orientación empresarial versus uso de redes relacionales.

Originalidad

El género es una cuestión escasamente estudiada en la literatura sobre gestión internacional a pesar de su relevancia en el contexto institucional internacional. Este artículo aborda el aspecto del género en la gestión de exportaciones.

Limitaciones

Nuestros datos son limitados en términos de ámbito geográfico y tamaño de las empresas; por tanto, no son generalizables sin la realización de nuevos estudios.

Implicaciones prácticas

Nuestras conclusiones pueden ayudar a comprender la relevancia de los equipos de exportación que integran a directivos de diferente género y se benefician de la combinación de diversos atributos directivos, rasgos personales y procesos relacionales en su crecimiento internacional.

Details

Academia Revista Latinoamericana de Administración, vol. 37 no. 2
Type: Research Article
ISSN: 1012-8255

Keywords

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