Browsing by Author "Gomes, Daniel Roque"
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- Authentic Leadership and Improved Individual Performance: Affective Commitment and Individual Creativity’s Sequential MediationPublication . Duarte, Ana Patrícia; Ribeiro, Neuza; Semedo, Ana Suzete; Gomes, Daniel RoqueAuthentic leadership has become increasingly important in the literature, attracting the attention of many scholars in the last decade. This study adopted an employee-centered perspective to guide its examination of the relationship between authentic leadership and individual performance and investigation of the sequential mediation of employees' affective commitment and individual creativity. An analysis was conducted of data collected from 214 employees working in different business sectors. The results reveal a statistically significant positive relationship between authentic leadership and employees' workplace performance, which are both directly connected and indirectly linked through the two proposed psychosocial mechanisms. The findings thus indicate that authentic leadership reinforces workers' emotional connection with their organizations, thereby increasing their individual creativity and, subsequently, promoting better on-the-job performance. This study presents new and significant results since, on the one hand, it relied on a sequential mediation analysis of variables and, on the other hand, integrated the four main constructs into a single model. The proposed model displays the chain of effects between authentic leadership, affective commitment, individual creativity, and employee workplace performance. Implications for organizational management are discussed.
- Does Spirituality Influence Happiness and Academic Performance?Publication . David, Rajasekhar; Singh, Sharda; Ribeiro, Neuza; Gomes, Daniel RoqueOne of the key issues of the learning experience is students’ performance during the course, as this is pointed to as one of the main indicators for boosting competences’ development and skills’ improvement. This study explores the roles of spirituality, forgiveness, and gratitude on students’ academic performance, proposing a model of analysis revealing a first-order moderation effect of spirituality in the mediation effect of happiness, on the relation between gratitude and forgiveness with students’ academic performance. Two hundred twenty management students from various Indian universities voluntarily participated in the study. To avoid common method-bias issues, data concerning the study variables were obtained in two distinct moments. To test for the moderated-mediation model of analysis, we have followed the PROCESS analytical procedure. Results showed that forgiveness and gratitude were positively and significantly related to happiness and academic performance. It was also possible to see that spirituality moderates the relationship between forgiveness for self and student happiness. Finally, the moderated-mediating impact of spirituality and happiness on the relationship between gratitude and academic performance was also supported. The present study has taken the lead from positive psychology to assess the students’ character strengths related to their well-being and success. It proposes an innovative model of analysis, supported by theoretical reasoning, pointing to the existence of a moderated-mediation relation predicting students’ academic performance.
- Las competencias exigidas a los trabajadores de la Industria 4.0.: Cambios en la gestión de personasPublication . Bonilla, Johnatan Corrales; Ribeiro, Neuza; Gomes, Daniel RoqueLa tecnología avanza de manera exponencial, trayendo consigo una serie de desafíos y cambios para el sector industrial y empresarial. La cuarta revolución Industrial genera problemas políticos, sociales, económicos y en todos los campos a nivel organizacional; dificultades que debemos estar en capacidad de solventarlas, haciendo énfasis en la gestión de personas como un factor importante al considerar el recurso humano como la clave de la competitividad de las empresas. Es así como el principal objetivo de este estudio es identificar las competencias que serán exigidas a los trabajadores para la adopción de la Industria 4.0, enfocado en la selección, formación y evaluación de personas. Se trata de un estudio cualitativo, en donde participan 21 personas involucradas con la industria, de 18 empresas ecuatorianas, con el fin de encontrar competencias adicionales a las obtenidas de una revisión de literatura; obteniendo con esto 26 competencias críticas divididas en cuatro grupos.
- Liderança autêntica e performance: o papel mediador do empenhamento afetivo e da criatividadePublication . Ribeiro, Neuza; Duarte, Patrícia; Gomes, Daniel Roque; Semedo, Ana Suzete; Ramalho, EvaNos últimos tempos, são vários os escândalos financeiros que têm vindo a assolar as organizações, promovendo uma crise de confiança crescente para com os líderes organizacionais. Na literatura têm surgido solicitações para uma liderança mais transparente, ética, genuína que permita reconquistar a confiança e fortalecer as relações e desempenhos (Avolio et al., 2004; Gardner et al., 2005). A autenticidade dos líderes pode aumentar a sua capacidade de melhorar as condições de trabalho e clima social, assim como estabelecer relações próximas com os seus subordinados. A liderança autêntica baseia-se no caráter moral do líder, na sua preocupação com os outros, e na congruência entre os seus valores éticos e as suas ações (Walumbwa et al., 2008; Shahid, 2010). Vários estudos têm procurado aprofundar o conceito de liderança autêntica assim como o seu impacto nas organizações e na vida dos colaboradores (e.g., Walumbwa et al., 2010; Wong et al., 2010; Gardner et al., 2011; Rego et al., 2013; Alok, 2014). Esta pesquisa segue a mesma linha de investigação, mostrando como as perceções de liderança autêntica têm impacto nos colaboradores. Assim, este estudo pretende examinar como as perceções de liderança autêntica explicam o empenhamento afetivo, a criatividade e o desempenho dos funcionários. Um segundo objetivo é examinar o papel mediador do empenhamento afetivo e da criatividade na relação entre as perceções de liderança autêntica e o desempenho individual dos colaboradores. Foi inquirida uma amostra de cento e catorze indivíduos pertencentes a várias organizações portuguesas públicas e privadas. Na realização deste estudo foi utilizada uma metodologia quantitativa. Os resultados indicam que a liderança autêntica explica o empenhamento afetivo, a criatividade e o desempenho individual. Também é possível verificar que o empenhamento afetivo medeia totalmente a relação entre liderança autêntica e desempenho individual, enquanto a criatividade apresenta apenas uma mediação parcial dessa relação. Com esses resultados, é possível verificar que o referido estilo de liderança tem um impacto relevante nas atitudes e comportamentos dos colaboradores. Estudos adicionais com amostras maiores são necessários para determinar mais claramente não apenas a influência da liderança autêntica no desempenho individual, mas também como outras variáveis psicossociais afetam esse relacionamento. Esta pesquisa tem implicações práticas para a gestão de recursos humanos nas organizações, particularmente em processos de seleção, formação e desenvolvimento de líderes e gestores. Assim, líderes e gestores que procuram aumentar o empenhamento, a criatividade e o desempenho dos funcionários podem fazê-lo com recurso a uma forma de liderança mais autêntica.
- Perceived organisational support and employees' performance: the mediating role of affective commitmentPublication . Yücel, lhami; Ribeiro, Neuza; Gomes, Daniel RoqueThis paper aims to understand if workers’ affective commitment (AC) mediates the relationship between perceived organisational support (POS) and individual performance (IP). Using a sample of 476 professionals of a Turkish hospital, structural equation modelling was used to test for the model of analysis. Results revealed that: 1) POS is positively related with employees’ AC; 2) POS is positively related with IP; 3) AC is positively related with IP; 4) AC fully mediates the relationship between POS and IP. This study suggests that supporting employees is a valid path for the development of an affective bond with the organisation, which in turn fosters employees’ effectiveness.
- “Searching for Gold” with Sustainable Human Resources Management and Internal Communication: Evaluating the Mediating Role of Employer Attractiveness for Explaining Turnover Intention and PerformancePublication . Gomes, Daniel Roque; Ribeiro, Neuza; Santos, Maria JoãoObjective: The main objective of this study is to evaluate the impact of sustainable human resources management (SHRM) and internal communication (IC) on turnover intention (TI) and employee performance (PER) while assessing the mediating role of organizational attractiveness (AT) over these relationships. In this sense, this study intends to evaluate the effect of SHRM and IC on employee PER and TI, with AT acting as the mediator in a joint model of analysis. Methodology: To achieve the aforementioned purposes, a cross-sectional quantitative study was prepared using the Structural Equation Model (SEM). In total, 177 individuals participated in the study. Regarding gender, 62.4% were female. Participants came from all districts of Portugal and were aged from 21 years old to over 55 years old. Results: The main results show that both SHRM and IC are significantly correlated with AT, PER, and TI. Additionally, AT has a total mediation effect in the relationship between SHRM, PER, and TI and also between IC, PER, and TI. Practical implications: These results seem to support the need for organizations to invest in combined strategies and practices that aim to intertwine SHRM and IC towards the benefit of the worker. Both areas have been shown to have solid effects over PER and TI, as well as on the development of favorable worker perceptions that identify the organization as a good place to work. Practitioners should look at both SHRM and IC as valid ways of stimulating the quality of the worker–organization relationship. Incorporating these areas into common strategic planning and consecutive practices seems advisable regarding workers’ performance and employee retention.
- The Impact of Burnout on Police Officers’ Performance and Turnover Intention: The Moderating Role of Compassion SatisfactionPublication . Gomes, Gabriela Pedro; Ribeiro, Neuza; Gomes, Daniel RoqueBurnout should be seen as an important phenomenon influencing the services provided by police forces, due to its high exposure to stressful events. The study sought to examine the impact of burnout on performance and turnover intention of Portuguese police forces, as well as to analyze the moderating effect of compassion satisfaction (CS) on this relationship. Data were collected in 2021 from 1.682 Portuguese police officers, using individual surveys. The results showed that (1) burnout is negatively related to performance; (2) burnout is positively related to turnover intention; (3) CS, although it has a positive effect on performance, does not assume a moderating role, as expected, in the relationship between burnout and performance; (4) CS assumes a moderating role in the relationship between burnout and turnover intention. That is, when a person who still suffers from burnout feels CS, it decreases the intention to leave the organization. The implications and the bearings of this study are discussed and presented regarding the theoretical, empirical and practical perspectives in order to better support both the comprehension of burnout in police officers and offer the best practical recommendations.
- The Impact of Green HRM on Employees’ Eco-Friendly Behavior: The Mediator Role of Organizational IdentificationPublication . Ribeiro, Neuza; Gomes, Daniel Roque; Ortega, Eduardo; Gomes, G.; Semedo, Ana SuzeteThis study sought to explore the impact of green human resource management on organizational identification and employees’ eco-friendly behavior, as well as the mediating role of organizational identification in the relationship between green human resource management and employees’ eco-friendly behavior. To achieve the study objectives, a cross-sectional quantitative study was developed, for which the data were obtained through a structured questionnaire containing the measures of the study variables. Data were collected from 235 employees from several Portuguese tourism organizations participating in the study. The Harman test and bootstrapping were applied previously to the assessment of the results. The mediation study’s hypothesis was evaluated using Baron and Kenny’s linear regression method, and subsequently complemented using the Sobel test. The findings showed that the implementation of green HRM practices in tourism organizations has a positive impact on employees’ eco-friendly behavior and on organizational identification, with the latter mediating the relationship between green human resource management and employees’ eco-friendly behavior. The study is breaking new ground because it incorporates the impact of green human resource management on organizational identification and employees’ eco-friendly behavior in a single research model, thus expanding knowledge on the subject, namely in the tourism sector in Portugal
- The Impact of Leaders’ Coaching Skills on Employees’ Happiness and Turnover IntentionPublication . Romão, Soraia; Ribeiro, Neuza; Gomes, Daniel Roque; Singh, ShardaThis study seeks to provide a more comprehensive understanding of how leaders with coaching skills can affect an individual’s turnover intention through the mediating role of happiness. The sample includes 271 individuals from diverse organizations. Based on a survey, employees assessed their leaders’ coaching skills and reported their own happiness and turnover intention. The findings demonstrate that leaders’ coaching skills have a negative impact on employees’ turnover intention and a positive impact on their happiness, with the latter mediating the relationship between the first two variables. Organizations should note that a leader’s coaching skills are useful not only for the employee’s happiness, but also for avoiding turnover intention; therefore, organizations should encourage leaders to integrate more coaching skills into their leadership styles. The identification of an employee’s happiness as a mediator of the relationship between a leader’s coaching skills and employees’ turnover intention is an original contribution, thereby extending previous research over these topics.
- The impact of transformational leadership on employees’ affective commitment, stress and performancePublication . Ribeiro, Neuza; Gomes, Daniel Roque; Duarte, Ana Patrícia; Semedo, Suzete; Medina, Inês