Browsing by Author "Gomes, Daniel"
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- Analysing applicant's attraction with social networks on both sides of the table: those who recruit and those who are recruited have a compatible performance?Publication . Gomes, Daniel; Figueiredo, Inês; Ribeiro, NeuzaApplicant’s attraction in recruitment is perhaps one of the best known areas that integrate knowledge from different fields of research, such as the Hrm, Communication and Work and Organizational Psychology. Under this thematic, the social networks (SN) began to be understood as useful for recruitment purposes. The main objective of this research is to describe and understand the compatibility between the practices of recruiters regarding applicant’s attraction using SN and the expectations of the latter ones when looking for jobs via SN. This work has allowed us to generate a set of considerations regarding the theoretical, empirical and practical levels.
- Authentic leadership and performance: the mediating role of employees’ affective commitmentPublication . Ribeiro, Neuza; Gomes, Daniel; Kurian, ShajiPurpose - This study aims to examine the relationship between authentic leadership (AL), affective commitment and individual performance. More specifically, this study aims to understand how (a) AL influences employees' affective commitment, (b) AL influences individual performance, (c) Affective commitment influences individual performance and (d) Affective commitment mediates the relationship between AL and Individual Performance. Design/methodology/approach - Two hundred and twelve Portuguese employees participated in this study. A quantitative methodology was used. Baron and Kenny’s linear regression method and Sobel test were used to test the mediation relationship. Findings - The results reveal that affective commitment mediates the relationship between AL and employees’ performance. In others words, leaders’ authenticity promotes employees’ affective commitment which, in turn, increases their individual performance. Practical implications - This research has practical implications for human resources management in organizations, particularly in selection processes and training of leaders and managers. Practitioners looking to increase employee commitment and performance can do so by augmenting the AL. Originality/value – This study enriches the knowledge about the relevance of emerging area such as AL theory and responds to the need to understand underlying mechanisms linking AL with workers’ commitment and performance (i.e., testing the construct’s nomological network).
- How Transformational Leadership predicts Employees’ Affective CommitmentPublication . Ribeiro, Neuza; İlhami, Yücel; Gomes, DanielPurpose - The purpose of this paper is to examine the impact of transformational leadership (TL) on employees’ individual performance (IP) through the mediating role of affective commitment (AC). More specifically, it aims to understand how (a) TL relates to employees’ AC, (b) TL relates to employees’ IP, (c) employees’ AC relates to IP and (d) employees’ AC mediates the relationship between TL and employees’ IP. Design/methodology/approach - Four hundred and seventy-six Turkish healthcare professionals participated in this study. The mediation effect of AC in the relationship between TL and employees’ IP was tested by Structural Equation Modelling (SEM). Findings - The results indicate that AC mediates the relationship between TL and employees’ IP. In others words, transformational leaders promote employees’ AC which, in turn, increases their IP. Practical implications – This study suggests that organizations should select, develop and invest in leaders who adopt a TL style because they build a climate of admiration, loyalty, respect, participation and involvement for employees which will in turn enhance their commitment and performance. Originality/value – This study responds to calls for researches to explore the mediating mechanism in the TL process (Judge et al., 2006), as the mediation effects explain the conditions in which TL is related to the favorable outcomes.
- Impact of psychological capital (PsyCap) on affective commitment: mediating role of affective well-beingPublication . Ribeiro, Neuza; Gupta, Manish; Gomes, Daniel; Alexandre, NeliaPurpose - The purpose of the study is to examine the mediating role of Affective Well-Being (AWB) in the relationship between Psychological Capital (PsyCap) and Affective Commitment. Methodology - The sample included 226 employees from diverse Portuguese organizations. Based on a survey, respondents reported their perceptions of own PsyCap, AWB and affective commitment to their organization. Findings - Results from Structural Equation Modeling (SEM) suggested presence of mediation by AWB in the relationship between PsyCap and Affective Commitment. Practical implications - Managers are encouraged to gain from this finding by emphasizing more on the emotional health of individuals to increase their attachment with the company. Originality/value - Though there are several studies indicating the positive consequences of PsyCap on employees, studies on how PsyCap affects Affective Commitment through AWB is scarce. These results advance the broaden-and-build theory by suggesting that the relationship between PsyCap and affective commitment is much more complex.
- Influência do conflito trabalho-família na atitude e emoções dos professoresPublication . Ribeiro, Neuza; Mamede, Patrícia; Gomes, Daniel
- Leader’s moral intelligence and employees’ affective commitment: the mediating role of transformational leadershipPublication . Mamede, Cláudia; Ribeiro, Neuza; Gomes, Daniel; Rego, ArménioThe study shows how leader‟s moral intelligence predicts employees‟ affective commitment and if transformational leadership mediates such relationship. One hundred and sixty nine employees from 117 organizations operating in Portugal from the secondary and services sectors participated. Leaders reported their moral intelligence, their subordinates having described their own affective commitment and their perceptions of transformational leadership. The results suggest that moral intelligence predicts employees‟ affective commitment, and that transformational leadership fully mediates such relationship. Considering that employees‟ affective commitment influences their performance, our study suggests that leaders‟ moral intelligence may indirectly promote employees‟ and organizational performance.
- Liderança transformacional e desempenho dos colaboradores: o papel mediador do empenhamento afetivoPublication . Ribeiro, Neuza; Yucel, Ilhami; Gomes, Daniel
- People in Organizational Change: Using “the Good, the Bad and the Villain” Analogy (Evaluating the Role of Workers’ Perceived Support in the Hotel Business Industry)Publication . Gomes, Daniel; Ribeiro, Neuza; Morais, João; Morais, JoãoManaging Organizational Change programs is a relevant and enduring effort for managers and modern organizations. One of the main reasons why organizational change programs fail or succeed is due to the way human resources are managed. With effect, the way how people are dealt with in these programs raises several challenges due to the different roles people can play in programs designed to transform and to develop an organization. With effect, people can have a profound effect on the way how an organizational change program reaches its effectiveness, as this raises tremendous challenges for Human Resource Management professionals. This study main aim is to clarify the predictive nature of organizational change programs orientation in workers’ commitment to the organization, and also, to examine in particular, the role of perceived support in this relation. One hundred and fifty three workers of a Hotel Business Industry constitute the participants of this correlational study, proposing that organizational change programs orientation have predictive abilities over organizational commitment, and that perceived support plays a mediator role in this relation. Main results provided empirical basis for our proposed model of analysis, based on which we have interpreted the theoretical, empirical and practical consequences of our findings.
- Socially responsible internal communication? Analysing the combined effect of CSR and internal communication on employees' affective bond to organizationPublication . Gomes, Daniel; Asseiro, Vanda; Ribeiro, NeuzaPositive organizational differentiation between competitors is a critical matter for every organization in current economic scenarios. This “La Palisse” truth is obviously related to the fact that organizations deal with extreme difficulties in what regards valid ways of developing themselves with efficiency and with efficacy, as a natural consequence of integrating widespread competitiveness-based economies. In addition, current economic crisis scenario (notably in the European Union) has brought severe challenges to organizations, which have sped up the necessity of quality, innovation, organizational change or business ethics (e.g. Gomes, Asseiro & Ribeiro, 2013). Internal Communication (IC) is a strategic management area that directly deals with the internal publics of organizations (their workers). IC strategy follows the approach that information within an organization is a relevant resource, in such way, that its proper use when accompanied by inclusion actions regarding the internal publics brings them a relevant sense of awareness (D’Almeida & Libart, 2000). Curiously, this idea of vigilance and of the building of a supportive organization towards its human resources is also present in Corporate Social Responsibility’s (CSR) guidelines (e.g. Neves & Bento, 2005). When discussing CSR and its contributions for management, we become immediately alerted to the prospects of understanding its impact on effective IC management practices, notably on the employee-organization relationship improvement issues. In this matter, the existing literature is consistent in associating to both areas, directly or indirectly, several interesting contributions regarding critical indicators of individual performance at work, such as commitment, awareness or satisfaction (e.g. Brault, 1992; Brammer, Millington, & Rayton, 2007). However, despite of the amount of theoretical reasoning accumulated over the years regarding the importance of IC and CSR, these two areas still linger to be associated with the prediction of relevant individual indicators in joint models of analysis, such as employee commitment. Following these considerations, and using a quantitative methodology, this study’s main purpose is to investigate how employees’ affective commitment can be predicted by IC (considering its different axis), and evaluating if Internal CSR’s orientations play a significant contextual role in this relationship. As such, we propose that Internal CSR’s orientations will have a moderating influence on the positive association between the IC’s axis and employee affective commitment, as we are expecting CSR to strengthen the IC-Commitment relation. With this model of analysis, we will be able to evaluate if Socially Responsible IC brings an added-value to employee commitment purposes. In this sense, the present study aims to explore an answer to the following question: do Internal CSR’s guidelines moderate the relationship between IC and employees’ affective commitment?
- The effect of workplace bullying on burnout: the mediating role of affective well-beingPublication . Ribeiro, Neuza; Semedo, Ana Suzete; Gomes, Daniel; Bernardino, Rita; Singh, ShardaPurpose: This study sought to examine the impact of workplace bullying on employees’ burnout by investigating the mediating effect of affective well-being. Design/methodology/approach: Data of 532 employees from diverse organizations in Portugal was collected. This data was collected using anonymously completed structured questionnaires available online. Findings: The results support the research hypotheses proposed, confirming that workplace bullying is related to both affective well-being and burnout. Moreover, affective workplace bullying partially mediates the relationship between workplace bullying and burnout, indicating that the victims have their affective well-being reduced, and, consequently, increase their burnout levels. Practical implications: The findings suggest that organizations can foster employees’ affective well-being and reduce the level of burnout by encouraging organizations to develop preventive policies and practices to safeguard against bullying at work. Originality: To this date, only a few studies have examined mediating and moderating variables (Nielsen and Einersen, 2018) and none include affective well-being as a mediator of the relationship between workplace bullying and burnout. This study answers the call for further empirical research from those who have argued that more information is needed to understand the workplace bullying phenomenon and contributes to the growing debate on this topic and its effects on employees.