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Article
Publication date: 6 September 2021

Rachel Gabel-Shemueli and Franco Alberto Riva Zaferson

The purpose of this two-wave longitudinal study was to examine the impact of leader–member exchange (LMX) on employee performance through trust in leader and appraisal…

Abstract

Purpose

The purpose of this two-wave longitudinal study was to examine the impact of leader–member exchange (LMX) on employee performance through trust in leader and appraisal satisfaction both cross-sectionally and after one year, and the reciprocal effect of employee performance on LMX one year later.

Design/methodology/approach

A full panel data design was applied and the sample consisted of 289 employees of a Peruvian insurance organization. Structural equation modeling (SEM) was used to test the research hypotheses.

Findings

The results show the relationship between LMX and performance was sequentially mediated by trust in leader and appraisal satisfaction on both occasions. Additionally, employee performance at Time 1 positively influenced LMX at Time 2.

Originality/value

This study highlights the dynamic and complex relationship between LMX and employee performance over time while identifying relevant variables that influence it.

Propósito

El propósito de este estudio longitudinal fue examinar el impacto del intercambio líder-miembro (LMX) en el desempeño de los trabajadores a través de la confianza en el líder y la satisfacción con la evaluación, tanto de forma transversal como después de un año, así como el efecto recíproco del desempeño en LMX un año después.

Diseño/metodología/enfoque

La muestra estuvo compuesta por 289 trabajadores de una aseguradora peruana. Se aplicó un diseño de panel y se utilizó el modelado de ecuaciones estructurales (SEM en inglés) para probar las hipótesis de investigación.

Hallazgos

Los resultados muestran que la relación entre LMX y el desempeño fue mediada secuencialmente por la confianza en el líder y la satisfacción con la evaluación en ambas ocasiones. Además, el desempeño de los empleados en el memento 1 influyó positivamente en LMX en el memento 2.

Originalidad

Este estudio destaca la relación dinámica y compleja entre LMX y desempeño de los trabajadores a lo largo del tiempo, mientras que identifica variables relevantes que lo influyen.

Details

Academia Revista Latinoamericana de Administración, vol. 34 no. 4
Type: Research Article
ISSN: 1012-8255

Keywords

Article
Publication date: 31 December 2020

Rachel Gabel Shemueli, Mary F. Sully de Luque and Danae Bahamonde

To examine the effects of leadership style on in-role performance through feedback seeking behavior (FSB) and engagement using the job demands resource theory (JD-R).

Abstract

Purpose

To examine the effects of leadership style on in-role performance through feedback seeking behavior (FSB) and engagement using the job demands resource theory (JD-R).

Design/methodology/approach

The sample consisted of 152 employees working in a Peruvian call center. Structural equation modeling (SEM) was used to test the research hypotheses.

Findings

Transformational leadership was significantly related to in-role performance, with FSB and engagement sequentially mediating the relationship.

Originality/value

This study highlights the motivational processes that can lead to employee engagement and performance within a call center and identifies the contribution of feedback seeking within this environment.

Details

Leadership & Organization Development Journal, vol. 42 no. 2
Type: Research Article
ISSN: 0143-7739

Keywords

Abstract

Details

Academia Revista Latinoamericana de Administración, vol. 33 no. 1
Type: Research Article
ISSN: 1012-8255

Article
Publication date: 8 August 2023

Rachel Gabel-Shemueli, Shay Tzafrir, Berlan Rodriguez Perez and Danae Bahamonde Canepa

The purpose of this two-wave longitudinal study was to examine the role of mindfulness as mediator between social support and engagement and as a moderator in the relationship…

Abstract

Purpose

The purpose of this two-wave longitudinal study was to examine the role of mindfulness as mediator between social support and engagement and as a moderator in the relationship between work overload and burnout, both cross-sectionally and after one year.

Design/methodology/approach

The sample consisted of 243 Peruvian teachers. Structural equation modeling and SPSS Process Macro were used to test the hypothesis.

Findings

The results show that mindfulness mediated the relationship between social support and engagement at both times but doesn't moderate the relationship between work overload and burnout at either time.

Originality/value

This study highlights the role of mindfulness as a valuable personal resource in the workplace, as it facilitates a higher functioning at work while identifying relevant organizational characteristics that have an influence in its use.

Propósito

El propósito de este estudio longitudinal de dos olas fue examinar el papel de mindfulness como mediador entre el apoyo social y el engagement en el trabajo; así como moderador en la relación entre la sobrecarga de trabajo y el burnout, tanto transversalmente como después de un año.

Diseño

La muestra estuvo conformada por 243 profesores peruanos. Se utilizó el modelo de ecuaciones estructurales (SEM en inglés) y Process Macro para SPSS para probar la hipótesis.

Resultados

Los resultados muestran que mindfulness media la relación entre el apoyo social y engagement en ambos momentos, pero no modera la relación entre la sobrecarga de trabajo y el burnout en ninguno de los dos.

Originalidad

Este estudio destaca el papel del mindfulness como un recurso personal valioso en el trabajo, ya que facilita un mejor funcionamiento al tiempo que identifica características organizacionales relevantes que influyen en su uso.

Details

Academia Revista Latinoamericana de Administración, vol. 36 no. 3
Type: Research Article
ISSN: 1012-8255

Keywords

Article
Publication date: 7 February 2019

Rachel Gabel-Shemueli, Mina Westman, Shoshi Chen and Danae Bahamonde

The purpose of this paper is to examine the effects of cultural intelligence (CQ), idiocentrism-allocentrism and organizational culture on work engagement in a multinational…

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Abstract

Purpose

The purpose of this paper is to examine the effects of cultural intelligence (CQ), idiocentrism-allocentrism and organizational culture on work engagement in a multinational organization from the perspective of conservation of resources theory.

Design/methodology/approach

The sample consisted of 219 employees of a multinational company (MNC). Partial least squares–structural equation modeling was used to test the research model.

Findings

The results suggest that CQ is positively related to work engagement and that this relationship is moderated by employees’ idiocentrism-allocentrism, as well as by the adaptability dimension of organizational culture.

Research limitations/implications

Greater generalizability of the findings could be achieved with a more geographically dispersed sample. Other cultural dimensions, as well as personal and organizational characteristics, should be considered in order to more clearly ascertain the relationships between these variables.

Practical implications

The findings suggest that CQ is a powerful tool for developing employee engagement within MNCs. Furthermore, a highly adaptive organizational culture and consideration of employees’ cultural values are important in order to enhance the effect of CQ on engagement.

Originality/value

This study identifies relevant resources that can aid in managing a diverse workforce and increasing employee engagement in companies that operate across national borders.

Details

Cross Cultural & Strategic Management, vol. 26 no. 1
Type: Research Article
ISSN: 2059-5794

Keywords

Article
Publication date: 6 March 2017

Rachel Gabel-Shemueli, Simon Dolan and Adriana Suárez Ceretti

The purpose of this paper is to assess the impact of the interaction effect of work conditions including work overload, emotional demands, social support and self-development…

Abstract

Purpose

The purpose of this paper is to assess the impact of the interaction effect of work conditions including work overload, emotional demands, social support and self-development opportunities on work engagement within the framework of the job demands-resource model.

Design/methodology/approach

A total of 481 registered nurses in Uruguay participated in this study. A series of multiple structural equations modelling analyses were used to examine the interaction hypotheses and their effect on work engagement.

Findings

Three out of four two-way interactions presented significant effects, showing that social support mitigated the negative effects that emotional demands and work overload have on work engagement. However, self-development opportunities only moderated the effect of emotional demands on work engagement, but did not relieve the effects of work overload.

Research limitations/implications

The study only considered two demands and two resources to test for interactions. Inclusion of other work characteristics as well as personal resources could provide a better understanding of the relationships within an organisation.

Practical implications

The importance of developing a pool of resources in order to increase nurses’ work engagement and buffer the increasing demands of healthcare professionals is discussed.

Originality/value

The findings provide evidence of the impact of the interaction of job demands and job resources in the development of work engagement in Uruguay. Additionally, the results emphasise the importance of identifying relevant work conditions that contribute to sustaining work engagement in the nursing profession in Latin-American countries.

Propósito

Este estudio tuvo como objetivo evaluar el impacto del efecto de interacción de condiciones laborales, incluyendo sobrecarga de trabajo, demandas emocionales, soporte social y oportunidades de desarrollo personal sobre el engagement laboral usando el modelo de las demandas y recursos laborales (DLR).

Diseño/Metodología/Enfoque

Un total de 481 enfermeras registradas en Uruguay participaron en este estudio. Se utilizaron análisis de modelos de ecuaciones estructurales para examinar las hipótesis de interacción y su efecto sobre el compromiso.

Resultados

Tres de las cuatro interacciones presentaron efectos significativos, mostrando que el soporte social mitiga el efecto negativo de las demandas emocionales y la sobrecarga laboral sobre el engagement. Sin embargo, oportunidades de desarrollo personal solo moderó el efecto de las demandas emocionales sobre el engagement, pero no disminuyó los efectos de la sobrecarga laboral.

Limitaciones/Implicaciones del estudio

Solo se consideraron dos demandas y dos recursos para evaluar las interacciones. La inclusión de otras características laborales, así como recursos personales, podría proveer una mejor comprensión de las relaciones entre las diferentes variables en una organización.

Implicaciones Prácticas

La importancia de desarrollar un conjunto de recursos para aumentar el compromiso laboral y mitigar el efecto de las demandas laborales en los profesionales de salud es discutida.

Originalidad/Valor

Los hallazgos proveen evidencia del impacto de las interacciones de demandas y recursos laborales y el desarrollo de engagement en Uruguay. Adicionalmente, los resultados enfatizan la importancia de identificar condiciones laborales relevantes, que contribuyen al desarrollo y mantenimiento del compromiso en la profesión de enfermería en países latinoamericanos.

Details

Academia Revista Latinoamericana de Administración, vol. 30 no. 1
Type: Research Article
ISSN: 1012-8255

Keywords

Article
Publication date: 15 June 2022

Rachel Gabel Shemueli, Shay Tzafrir, Berlan Rodriguez Perez, Danae Bahamonde and Guy Enosh

The purpose of the study is to examine how shared perceptions of collective behaviors, such as transformational leadership climate (TLC), collective trust and collective…

Abstract

Purpose

The purpose of the study is to examine how shared perceptions of collective behaviors, such as transformational leadership climate (TLC), collective trust and collective engagement, affect unit performance.

Design/methodology/approach

The sample consisted of 450 employees in 74 agencies of a financial organization, using measurements at the collective team level. Multiple structural equation modeling analyses were used to test the hypotheses.

Findings

The relationship between TLC and unit performance was sequentially mediated by collective trust and collective engagement.

Originality/value

This study highlights how employees' shared perceptions of different team characteristics can affect the overall functioning and performance of an organization.

Details

Leadership & Organization Development Journal, vol. 43 no. 5
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 15 November 2011

Rachel Gabel‐Shemueli and Simon Dolan

The purpose of this paper is to propose emotional intelligence (hereinafter EI) competences as a key predictor for overall cross‐cultural adjustment of managers and professionals…

2335

Abstract

Purpose

The purpose of this paper is to propose emotional intelligence (hereinafter EI) competences as a key predictor for overall cross‐cultural adjustment of managers and professionals in its three respective dimensions: work, interaction and non‐work adjustment. This explorative study contributes to the assessment and selection of potential professionals for international assignments by identifying the combination of soft competences and selected pre‐existing personal factors that can predict cross cultural adjustment beyond traditional technical or functional skills.

Design/methodology/approach

Data were gathered via a pre‐validated multi‐item questionnaire. The latter was administered in two languages: English and Spanish and two steps of multiple hierarchical regression analyses were conducted, in addition to the main variables (i.e. main effect). A total of 16 individual, organisational and context‐related control variables were used in this study.

Findings

The main findings indicate that EI is related to overall cross‐cultural adjustment measured in its three dimensions. However, EI was most strongly related to interaction adjustment following overall cross‐cultural adjustment. Furthermore, by isolating some important variables, the predictive role of EI on cross‐cultural adjustment above and beyond these control variables was shown.

Research limitations/implications

EI is still a new and debatable construct. Researchers are continuing to explore this construct from different angles. Moreover, there is keen interest in ascertaining whether the findings reported herein are sustainable. With the exception of one external source (culture distance), all data for the current study were collected via a self‐reported questionnaire and although additional effort was made to reduce some potential method‐variance problems, they cannot be entirely ruled out. The authors encourage future studies to improve the design by gathering data from multiple sources and from diverse settings.

Practical implications

The paper reviews the possible advantages of including EI assessment in international postings selection process.

Originality/value

This paper fills the need to study the predictive role of key soft skills in understanding cross‐cultural adjustment of international assignees. This study analysed the role of emotions in cross‐cultural settings by specifically examining a set of competences stemming from the EI construct. Although EI has been extensively used in the organisational behaviour literature, to the best of the authors' knowledge, there is still a need to empirically explore the relationships of this construct within the context of overseas postings and cross cultural encounters.

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 9 no. 3
Type: Research Article
ISSN: 1536-5433

Keywords

Article
Publication date: 14 October 2013

Rachel Gabel-Shemueli and Ben Capell

– The purpose of this research is to identify and analyze the core values of the Peruvian public sector in the particular context of recent public management reforms.

1442

Abstract

Purpose

The purpose of this research is to identify and analyze the core values of the Peruvian public sector in the particular context of recent public management reforms.

Design/methodology/approach

After distinguishing between traditional private and public sector values, the paper compared the presence of each of these types of values in two very different sources of data: input from employees' values survey and formal values statements of Peruvian public sector organizations. The analysis includes both a comparison of the presence of traditional public and private sector values in the two sources of data and the identification of the cultural profile of the public sector of Peru using the tri-axial model.

Findings

The findings indicate a large gap between values at the theoretical level and values at the practical level. While values statements of public organizations in Peru clearly reflect traditional public sector values, in practice, public sector employees appear to follow a mixture of public and private sector values. Strengthening this conclusion is the finding that the cultural tri-axial profile of the sector is purely economic-pragmatic, which suggests that ethical and emotional values are positioned lower on the values hierarchy.

Originality/value

This paper provides the first evidence of two important cultural phenomena in the Peruvian public sector: a broad adoption of private sector values and a gap between the values that are proposed as ethical guidelines (ideal) and the values that are followed in practice (real). The combination of these two phenomena suggests a potential risk to the ethical functioning of the public administration. This risk is especially significant in a developing country like Peru, where many of its poor citizens depend on government support. The paper discusses both the research and practical implications of this study.

Details

Cross Cultural Management, vol. 20 no. 4
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 14 December 2015

S. Kubra Canhilal, Rachel Gabel Shemueli and Simon Dolan

The purpose of this paper is to explore the relative most important antecedent factors related to success in international assignment (IA) in specific context such as Peru. It…

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Abstract

Purpose

The purpose of this paper is to explore the relative most important antecedent factors related to success in international assignment (IA) in specific context such as Peru. It reviews the full range of individual, organizational and contextual factors associated with success in IA as well as discusses the importance of context in expatriate research. Combined with limited interviews, synthesis is offered and the most relevant determinant factors are identified.

Design/methodology/approach

This is a qualitative approach based on semi-structured interviews with 45 participants who currently hold IA positions or have broad experience in overseas positions. The interviews were conducted in the English and Spanish languages. A priori coding system classification technique based on a content analysis methodology was administrated for the purpose of analyzing and codifying the interviews.

Findings

The findings reveal that a combination of individual, organizational and contextual antecedent factors are relevant for explaining success in IA. However, only nine of the 32 factors were found to be the most determinant to success. In particular, cross-cultural competencies, spouse adjustment, motivational issues, time on assignment, emotional competencies, previous international experience, language fluency and social relational skills, as well as contextual cultural differences and organizational recruitment and selection practices, were found to be the most associated to success in IA. The relative importance of the antecedents are discussed related to the context.

Research limitations/implications

Because of the nature of qualitative design, a single factor may affect the interpretation and generalization of the findings. In addition, the ample and broad conceptualizations and definitions of the antecedent factors examined from different viewpoints may cause theoretical overlapping and cross-over definition biases, which may result in misleading findings. Therefore, the authors encourage future research to continue examining the full range of antecedent factors employing different methodological approaches by integrating context in a more systematic manner.

Practical implications

The paper reviews the implications for IA selection design and process implementation, cross-cultural training and development.

Originality/value

To begin with, this paper fills a need to study the antecedents of IA success and determine their relevance. In particular, and to the best of the knowledge, this is one of the few studies that include multi-level perspective: individual, organizational and contextual factors. This comprehensive approach aids in better understanding of the role and relevance of the respective antecedent factors that leads to success in IA with an aim to integrate context in the equation. Second, the sample consists of expatriates in particularly in Peru which gives information about adjustment of expatriates in Peru.

Details

Journal of Global Mobility, vol. 3 no. 4
Type: Research Article
ISSN: 2049-8799

Keywords

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