Browsing by Author "Gomes, Gabriela"
Now showing 1 - 4 of 4
Results Per Page
Sort Options
- Green HRM’s Effect on Employees’ Eco-Friendly Behavior and Green Performance: A Study in the Portuguese Tourism SectorPublication . Gomes, Daniel; Ribeiro, Neuza; Gomes, Gabriela; Ortega, Eduardo; Semedo, AnaThis study examines how Green Human Resource Management practices improve employees’ eco-friendly behavior and green performance, and the mediator effect of affective commitment in these relationships. Our sample included 449 employees, from different Portuguese tourism organizations. The results demonstrate that the implementation of Green Human Resource Management practices produces a positive effect on eco-friendly behavior, green performance, and affective commitment, with commitment mediating the mentioned relationship. Therefore, when organizations apply greener Human Resources Management, they might influence positively the attitudes and behaviors of their employees, improving their affective commitment and, consequently, their eco-friendly behaviors and green performance. This research is innovative as it integrates Green Human Resource Management, eco-friendly behavior, green performance, and affective commitment in a single research model, expanding the knowledge over these topics, and suggesting that organizations should establish Green Human Resource Management policies, especially those that strengthen employees’ affective attachment and improve their eco-friendly behavior as well as the organization’s green performance.
- A spatially stochastic epidemic model with partial immunization shows in mean field approximation the reinfection thresholdPublication . Stollenwerk, Nico; van Noort, Sander; Martins, José; Aguiar, Maíra; Hilker, Frank; Pinto, Alberto; Gomes, GabrielaRecently, the notion of a reinfection threshold in epidemiological models of only partial immunity has been debated in the literature. We present a rigorous analysis of a model of reinfection which shows a clear threshold behaviour at the parameter point where the reinfection threshold was originally described. Furthermore, we demonstrate that this threshold is the mean field version of a transition in corresponding spatial models of immunization. The reinfection threshold corresponds to the transition between annular growth of an epidemics spreading into a susceptible area leaving recovered behind and compact growth of a susceptible-infected-susceptible region growing into a susceptible area. This transition between annular growth and compact growth was described in the physics literature long before the reinfection threshold debate broke out in the theoretical biology literature.
- Sustainable HRM Impact on Employees' Behaviors Through Workplace SpiritualityPublication . Gomes, Gabriela; Coelho, Arnaldo; Ribeiro, NeuzaThis study explores the link between sustainable HRM, workplace spirituality (WS), and employee behaviors, namely, organizational citizenship behavior for the environment (OCBE) and proactive behavior (PB). Utilizing a double source data collection method, this research incorporates the perspectives of both managers and employees. A sample of 314 dyads was analyzed. Structural equation modeling was employed to test the proposed hypotheses. It was found that sustainable HRM positively influences WS and OCBE. However, no significant direct impact was identified on PB. WS acts as a full mediator in this relationship. These results also show a strong association between WS and OCBE. This study underscores the crucial role of sustainable HRM in fostering WS and promoting OCBE while raising important questions about PB in a sustainability context. These insights contribute to understanding how organizations can use sustainable HRM to enhance employee responsible behaviors and create a workplace that supports employees' spiritual well‐being.
- A systematic literature review on sustainable HRM and its relations with employees' attitudes: state of art and future research agendaPublication . Gomes, Gabriela; Coelho, Arnaldo; Ribeiro, NeuzaPurpose – The interest in sustainable human resource management has grown in the last decades. However, comprehensive, and systematic research concentrating on the evolution of this field, is still needed. The purpose of this study is to provide an overview and synthesis of the existing body of knowledge on human resource management (HRM) related to sustainability through a bibliometric study of articles published until 2022, identifying the most relevant research in this field. In the literature review, special attention is given to articles that link sustainable HRM to employees’ attitudes, identifying gaps and future research opportunities. Design/methodology/approach – A bibliometric analysis and literature review was conducted over 105 documents obtained from the WoS database, using VOSviewer software program, from which 27 were selected for full-text reading. The applied database filters were: document type (article and early access); index (SSCI and SCI-expanded) and year (2019–2022). Findings – The results show that: sustainable HRM literature is growing, especially after 2019; “Sustainability” is the journal with more publications; and England is the leading country. The network of co-occurrence of keywords analysis unveiled that performance, job satisfaction and behaviors are the most frequently studied topics in HRM. Practical implications – For successful adoption of sustainable HRM practices, organizations should engage all staff comprehensively, focusing not only on consistent implementation but also on fostering a supportive organizational climate. This is vital for establishing a sustainable workplace where employees who strongly identify with the organization are less willing to leave it. Originality/value – Through the Systematic Literature Review carried out on the articles published from 2019 to 2022, it was possible to identify opportunities for future research. These topics include employees’ perceptions of the implementation of sustainable HRM practices in companies, as well as the impact of these practices on their attitudes and behaviors, taking into account the various HRM practices.