Percorrer por autor "Leandro, Alexandra"
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- The Impact of Culture on Career ManagementPublication . Garbin, Leonardo; Leandro, Alexandra; Gomes, Daniel; Ribeiro, NeuzaThe main purpose of this chapter is to analyze how culture impacts the individual career management, especially considering the effects of culture on the individual in terms of career adaptability variables. Thus, it is intended to understand how culture dimensions impact career management. To achieve such goals and uncover the relationships described above, a survey was conducted for Portuguese and Brazilian people. The survey had the participation of a total of 311 respondents. The results confirm the positive relationship between the variables as expected: individualism, masculinity, power distance, and long-term orientation are positively correlated to career management, while uncertainty avoidance and indulgence are negatively correlated to career management. This research also contributes to shed light on the relation between culture and career, being important for the understanding of how organizations can promote workplaces tailored to everyone by understanding each worker's cultural background, as well as better strategize their career development.
- Should Human Resources Management “Go Green”?: The Impact of Green Human Resources Management on Employees’ Green Behavior, Affective Commitment and Company Green PerformancePublication . Dias, Guida; Ribeiro, Neuza; Gomes, Daniel; Leandro, Alexandra; Santos, Maria JoãoEnvironmental concerns reflect a crucial theme in the twenty-first century due to the resource scarcity, the prevalence of pollution, among many other aspects. Organisation have played fundamental roles in contributing towards reducing the impact of their actions on the surrounding environment. In this context, green human resource management (GHRM) constitutes a set of sustainable practices carried out within the framework of human resource management. The objective of this study is to verify the impact of GHRM practices on the behaviours and commitment of members of staff as well as on the environmental performance not only of the members of staff but also the organisation. The sample is made up of 212 participants belonging to the human resource departments of different organisations. The results demonstrate that GHRM practices positively affect green behaviours, the environmental performance and the affective commitment. Hence, companies deploying GHRM practices manage to influence the behaviours of their staff, making them more environmentally aware and, consequently, helping them to improve the environmental performance of the organisation. Furthermore, organisations applying GHRM practices more easily establish affective bonds with their employees.