Search results

The purpose of this study is to examine how a group of special companies, i.e. highly acknowledged and awarded ones operating in Brazil handle the gender issue.

This investigation relies on historical analysis by addressing essentially a surface-level indicator (i.e. gender preferences). Rather, this study is grounded on data from the companies that were awarded as one of the best organizations to work for in Brazil by Época-Great Place to Work® Institute and Guia Você S/A lists (between 2012 and 2016). As a result, four organizations were selected, that is, the most representative examples of gender doing.

Overall, it found that the glass ceiling is apparently breaking down within at least some germane Brazilian organizations. However, data suggest that other sorts of institutional discrimination may be taking place, i.e. the one in which a feminist mindset may be permeating an organization or even a whole business sector. Under such a scenario, male workers will likely have only a few opportunities.

The sample size of this study does not permit that the results be generalized. In addition, data were elicited from only a specific cohort of companies.

It was found no substantial evidence that these organizations are making strides toward at least mitigating the effects of their gender unbalance, although gender equality and, broadly speaking, diversity does not constitute a new management topic anymore.

Unlike other investigations, it encompasses a larger sample of companies, draws exclusively upon gender-based organizations and is grounded on multiple sources of information. Additionally, data revealed that gendered organizations may encompass different levels of salience.

The study investigates whether the level of sustainability concerns of Higher Education Institutions (HEIs) in Malaysia and the Philippines is positively associated with accounting students' intentions to engage in sustainability accounting through its effect on students' attitude, subjective norm and perceived behavioural control regarding environmental sustainability practices.

This empirical study relies on a structural equation model computed using data collected through a questionnaire and data collected from the HEIs websites.

The findings show that the willingness to engage in sustainability accounting is determined by students' subjective norm and perceived behavioural control, but it is not determined by attitude regarding environmental sustainability practices. The authors also found that the greater the concern with sustainability of the HEI in which a student is enrolled, the greater his/her attitude, subjective norm and perceived behavioural control towards environmental sustainability, and, indirectly, the greater his/her intention to engage in sustainability accounting.

These findings add to the literature on higher education and sustainability accounting by high-lighting the importance of the HEIs sector in promoting sustainability policies and practices, in acting as role models regarding sustainability issues, and in preparing students for building a sustainable society.

This paper aims to contribute to the development of a new concept of support for higher education students in public universities in Brazil. The recent expansion of enrollment in federal universities in Brazil, due to the affirmative action policies and increase in the number of admissions, has increased the number of students in need of special support, including financial help and special programs for academic support (language courses, enrollment in special projects, and others). We explore different dimensions of student support in order to contribute to a more complex perspective about the demands and expectations of these students.

This paper aims to answer whether the notion of the gender and leadership stereotypes theory has already reached its boundaries.

To accomplish such a goal, it relies on the extant literature looking for more robust findings, problems, disruptions and pathways toward building a better understanding of this problematic.

The evidence gleaned throughout this paper suggests that the interplay between gender and leadership stereotypes theory has reached its boundaries. Moreover, the traditional sex stereotype or gender traits approach within companies seems to be highly limited taking into account that it tends to nurture rivalry and prejudice among people of different genders. Rather than focusing on leader sex approach or egalitarian quotas, in terms of leadership role and despite the fair argument of diversity, the author proposes that it is wiser to concentrate on a meritocratic view.

It suggests that an androgyny leadership style appears to be welcomed in organizations, yet some shift about this understanding may be occurring. At present, however, female aspirants of leadership roles should work increasingly toward adapting themselves to this profile. In doing so, it is likely that they may be benefited from organizational evaluations in which the merit issue constitutes an imperative.

Overall, it is expected to contribute to theory by arguing that the traditional understanding of gender and leadership stereotypes theory is not suitable anymore to deal with the uncertainties and complexities that shape today’s business arenas. On the contrary, it argues that such approach tends only to encourage gender bias and to nurture a somewhat sex war game in detriment of organizations efficiency and productivity.

This paper sets out to analyse the role of ethics and moral values in higher education, as well as the articulation with two important professions in the financial area, because ethics and professional deontology play an important role in organizations and society, which have a great concern with corporate social responsibility.

The literature review allows one to build a questionnaire used to evaluate the ethical behaviour and rules of ethics in a sample of higher education students of the third year of an Accounting and Finance course in the Business Administration College of the Setúbal Polytechnic Institute. The same questionnaire was applied to those students wishing to become chartered accounts and statutory auditors. Finally an exploratory analysis was carried out that summarises the questionnaire, categorising in several clusters as result of cluster analysis, according to the variables that had higher scores.

The concept of ethics is not a consensual one among the different investigators: for some it means a set of rules, principles and values that may be mistaken for morality from a broader point of view. Some authors consider ethics as a judging reflection upon morality. Concerning the cognitive dimension of attitude towards ethics, the subject of ethics and professional deontology strengthened the answers to the questions with lower scores. Concerning the affective/assessing attitude of ethics, the subject of ethics and professional deontology strengthened the students' convictions about the importance of the existence of a deontological code, of ethical principles and of accounting information, as well as the question with the lowest score (the entity's interest is more important).

The results of this research confirm the initial hypothesis that higher education students of the third year of an Accounting and Finance course in the Business Administration College of the Setúbal Polytechnic Institute do not know the limitations of ethical behaviour.

This paper provides valuable empirical evidence in the role of ethics and moral values in higher education, because teaching ethics and professional deontology is an essential need of society and is inherent to teaching activity that must be promoted by policy makers.

The purpose of this case study is to illustrate the global risks facing an award‐winning company known for best practices in sustainability and HRM that, nevertheless, is challenged by a contentious land dispute with indigenous communities and numerous stakeholders.

This is a case study based primarily on secondary sources, such as reports and web sites of the company and its stakeholders.

Aracruz Celulose SA, a Brazilian pulp company founded by a Norwegian, owns legal title to land claimed by indigenous communities. As a result, they face a complex array of additional stakeholders with contradictory perspectives: local and international non‐governmental organizations, various Brazilian and Norwegian Government entities, the World Bank, and investors. The company runs the risk of losing land and assets, reputation, and investors. There are few simple solutions to the dilemma of unresolved property rights and agrarian reform problematic in much of Latin America. Even Aracruz's hoped – for court ruling may not guarantee an end to conflict without a creative solution.

The controversy is ongoing and the outcomes are not yet determined. Based on one case, limited generalizations can be made.

Numerous best practices in the operational areas under a company's control cannot completely protect firms from risks related to larger societal dilemmas and the need to negotiate win‐win solutions with stakeholders.

Much of the research on intimate partner violence focuses on adults, and little of it emanates from the Global-South. The study reported upon in this chapter is aimed at addressing these gaps. Adopting a Southern Feminist Framework, it discusses findings from interviews with Brasilian and Australian advocates working on prevention of youth IPV. Participants from both countries noted disturbing instances of digital coercive control among the youth with whom they work, as well as underlying factors such as gender-based discrimination that simultaneously contribute to the prevalence of such behaviors, as well as their normalization among young people. However, they also emphasized the positive role that technology can play in distributing educational programming that reaches young people where they are and circumvents conservative agendas that in some cases keep education about gender discrimination and healthy relationships out of schools.

The purpose of this study is to analyze the effect of the relationship between leadership and engagement on the individual performance of Millennial generation professionals.

A survey was carried out with higher education business school students in Brazil. The sampling procedure involved a convenience selection of Millennial generation professionals who are employed and have recently undergone a performance evaluation process. The professionals answered a questionnaire about their perception of an empowering and directive leader, engagement, human resource practices and performance.

The authors demonstrated the potential of leaders to generate engagement and influence performance, showing the need for companies to become involved in the leadership process by defining appropriate leader profiles and establishing clear practices and criteria for their actions with regard to Millennial generation.

The potential of empowering leadership to generate engagement, and that of directive leadership to influence performance, show the need for companies to become involved in the leadership process by defining appropriate leader profiles and establishing clear criteria for their actions toward Millennial generation.

In Brazil, empowering leaders do not directly influence their subordinates’ performance, unlike what was found in previous studies. Thus, it may be that they also do not perceive, or are not working in, more flexible or participative workplaces, which interferes with the perception of the direct relationship between the leadership’s actions and their personal performance.

El propósito de este estudio es analizar el efecto de la relación entre el liderazgo y compromiso en el desempeño individual de los profesionales de la generación Milenial.

Se realizó una encuesta con estudiantes de educación superior específicamente de escuelas de negocios de Brasil. El procedimiento de involucró una muestra de conveniencia de empleados profesionales de la generación Milenial y recientemente se han sometido a un proceso de evaluación de desempeño. Los profesionales respondieron un cuestionario sobre su percepción sobre un líder empoderado y directivo, el compromiso, prácticas de recursos humanos y desempeño.

Los autores demostraron el potencial de los líderes para generar compromiso e influencia en el desempeño, mostrando la necesidad de que las empresas se involucren en el proceso de liderazgo definiendo perfiles de líderes apropiados y estableciendo prácticas y criterios claros para sus acciones con respecto a la generación Milenial.

el potencial de empoderar al liderazgo para generar compromiso, y el del liderazgo directivo para influir en el desempeño, muestra la necesidad de que las empresas se involucren en el proceso de liderazgo definiendo perfiles de líder apropiados y estableciendo criterios claros para sus acciones hacia la generación Milenial.

en Brasil, el empoderamiento de los líderes no influye directamente en el desempeño de sus subordinados, a diferencia de lo que se encontró en estudios anteriores. Así, puede ser que tampoco perciban o no estén trabajando en lugares de trabajo más flexibles o participativos, lo que interfiere en la percepción de la relación directa entre las acciones del liderazgo y su desempeño personal.

O objetivo deste estudo é analisar o efeito da relação entre liderança e comprometimento no desempenho individual dos profissionais da geração Milênio.

Foi realizada uma pesquisa com alunos do ensino superior especificamente em escolas de negócios no Brasil. O procedimento envolveu uma amostra de conveniência de funcionários profissionais da geração Milênio que passaram recentemente por um processo de avaliação de desempenho. Os profissionais responderam a um questionário sobre a percepção de um líder empoderador e diretivo, engajamento, práticas de recursos humanos e desempenho.

Os autores demonstraram o potencial dos líderes para gerar engajamento e influência no desempenho, mostrando a necessidade das empresas se envolverem no processo de liderança, definindo perfis de liderança adequados e estabelecendo práticas e critérios claros para suas ações em relação a geração Milênio.

o potencial da liderança empoderadora para gerar engajamento e a liderança diretiva para influenciar o desempenho mostra a necessidade das empresas se envolverem no processo de liderança, definindo perfis de líderança adequados e estabelecendo critérios claros para suas ações para a geração Milênio.

no Brasil, uma liderança empoderadora não influencia diretamente no desempenho de seus liderados, ao contrário do que foi encontrado em estudos anteriores. Assim, pode ser que os respondentes percebam ou não estejam trabalhando em ambientes de trabalho mais flexíveis ou participativos, o que interfere na percepção da relação direta entre as ações de liderança e seu desempenho.

This study aims to analyze the relationship between telework and teleworkers’ characteristics and the work-nonwork conflict (WNWC) in the Brazilian context, investigating time spent in eight nonwork dimensions and the more affected dimensions.

The study was quantitative and descriptive. A survey was conducted with 299 professionals’ teleworking in Brazil. Data analysis was conducted through descriptive statistics, Pearson’s correlation and analysis of variance.

Results show diversified interests other than work and family among teleworkers, variation within the affected nonwork dimensions in the WNWC, and that teleworkers’ WNWC is negatively associated with time flexibility and manager support and positively associated with individual preference for segmentation as a boundary management strategy.

The study highlights the need to include more nonwork aspects in telework studies to influence organizational practices. The main limitation is the nonprobabilistic sample.

Knowing more about teleworkers’ WNWC will help organizations improve lives by implementing practices and building a cultural environment that preserves nonwork time.

The study reinforces demands from new family arrangements and an aging society: organizations have to prepare to have teleworkers who want or need to dedicate time to interests besides family or children.

It progresses towards a broad understanding of nonwork besides family to understand teleworkers’ WNWC.

This paper aims to share the essence of an interview with Rodrigo Varela Villegas, conducted by Santiago Ibarreche. It highlights his passion for academia, his commitment to developing responsible entrepreneurs and commitment to forging and disseminating the entrepreneurial spirit in Colombia, Iberoamerica and the world.

This paper is an interview.

The interview explores Rodrigo’s career, his achievements and continued search for excellence in terms of teaching, research and service in academia. Of relevance are his contributions to the discipline of entrepreneurship through the development and divulging of the concept of entrepreneurial spirit.

The interview in this special section, A Life in Research, brings out an individual scholar’s experience and history, not only as recognition of scholarly impact but also as recognition of the person.

Este artículo comparte la esencia de una entrevista con Rodrigo Varela Villegas, dirigida por Santiago Ibarreche. Destaca su pasión por el mundo académico, su compromiso con el desarrollo de empresarios responsables y su compromiso con la creación y difusión del espíritu empresarial en Colombia, Iberoamérica y el mundo.

Este documento es una entrevista.

La entrevista explora la carrera de Rodrigo; Sus logros y la búsqueda continua de la excelencia en términos de enseñanza, investigación y servicio en el mundo académico. De relevancia son sus contribuciones a la disciplina del espíritu empresarial a través del desarrollo y divulgación del concepto de espíritu emprendedor.

la entrevista en esta sección especial, Una vida en investigación, revela la experiencia y la historia de un académico individual, no solo como reconocimiento del impacto académico, sino también como reconocimiento de la persona.

Educación, Emprendimiento, Colombia, América Latina, Valores familiares

Ponto de vista

Este artigo compartilha a essência de uma entrevista com Rodrigo Varela Villegas, conduzida por Santiago Ibarreche. Ele destaca sua paixão pela academia, seu compromisso com o desenvolvimento de empreendedores responsáveis e o compromisso de forjar e disseminar o espírito empreendedor na Colômbia, na Iberoamérica e no mundo.

Este artigo é uma entrevista.

A entrevista explora a carreira de Rodrigo; suas realizações e busca contínua de excelência em termos de ensino, pesquisa e serviço na academia. De relevância são as suas contribuições para a disciplina de empreendedorismo através do desenvolvimento e divulgação do conceito de espírito empreendedor.

A entrevista nesta seção especial, Uma Vida em Pesquisa, traz à tona a experiência e a história de um acadêmico individual, não apenas como reconhecimento do impacto acadêmico, mas também como reconhecimento da pessoa.

Educação, Empreendedorismo, Colômbia, América Latina, Valores pamiliares

Punto de vista