Percorrer por autor "Ribeiro, Neuza"
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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 creativity: The mediating role of happinessPublication . Semedo, Ana Suzete; Coelho, Arnaldo; Ribeiro, NeuzaPurpose – Authentic leadership as a style can influence, directly or indirectly, employees’ attitudes and behaviours. In this perspective, the purpose of this study is investigates how authentic leadership predicts affective well-being and employees' creativity. The mediating role of affective well-being and the moderating role of satisfaction with management will be analysed. Design/methodology/approach – The researchers have analyzed the data from a questionnaire administered to a sample of 543 employees belonging to various public and private organizations in Cape Verde. Structural equation modelling was used to test the proposed hypotheses and a multi-group analysis was performed to identify how the level of satisfaction with the management may impact on the proposed relationships. Findings – The results reveal that perceptions of authentic leadership predict employees' creativity both directly and through the mediating role of affective well-being. Satisfaction with the management seems to moderate the relationship between authentic leadership, affective well-being and creativity. Implications – The research outcomes suggest that organizations should focus on training leaders who value self-awareness and transparency in their relationships with others, who display an internal moral perspective and demonstrate balanced processing of information, in order to guarantee good results at the individual level and, consequently, at the organizational level. This study provides practitioners with possible routes to act in favour of a much happier and more creative workforce. Originality/value – The originality of this study is due to the integration of these four concepts in a single study, providing evidence of the relationship between authentic leadership and creativity through the mediating role of affective well-being and moderating role of satisfaction with the management.
- Authentic leadership and employees’ performance: the mediating role of affective commitment and creativityPublication . Ribeiro, Neuza; Duarte, Patrícia; Ramalho, EvaThis study aims to examine how perceptions of authentic leadership explain affective commitment, creativity and employees’ performance. A second aim is to examine the mediating role of affective commitment and creativity in the relationship between perceptions of authentic leadership and employees’ individual performance. A sample of one hundred and fourteen employees belonging to several Portuguese public and private organizations was surveyed. A quantitative methodology was used. The results indicate that authentic leadership explains affective commitment, creativity and individual performance. It is also possible to verify that affective commitment totally mediates the relationship between authentic leadership and individual performance, while creativity presents only a partial mediation of this relation. With these results, it can be verified that this style of leadership has a relevant impact on employees’ attitudes and behaviours. Additional studies with larger samples are needed to determine more clearly not only authentic leadership’s influence on individual performance but also other psychosocial variables affecting that relationship. This research has practical implications for human resources management in organizations, particularly in selection processes and training and development of leaders and managers. Practitioners looking to increase employee commitment, creativity and performance can do so by augmenting the authentic leadership.
- 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.
- 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).
- Authentic leadership’s effect on customer orientation and turnover intention among Portuguese hospitality employeesPublication . Ribeiro, Neuza; Duarte, Patrícia; Fidalgo, JessicaAbstract Purpose Hospitality employees’ attitudes and behaviors play a crucial role in enhancing customer satisfaction and service quality and ultimately firms’ success; therefore, organizations must have skilled, customer-oriented staff. More research is required to help hospitality managers gain insights into the best strategies to promote and retain customer-oriented employees. This study specifically sought to provide a more comprehensive understanding of the ways that authentic leadership (AL) can affect employees’ customer orientation and turnover intention, including exploring affective commitment’s (AC) potential mediating role.
- Authentic leadership, happiness at work and affective commitment: An empirical study in Cape VerdePublication . Semedo, Ana Suzete; Coelho, Arnaldo; Ribeiro, NeuzaPurpose This study aims to investigate the relationship between perceptions of authentic leadership (AL) and affective commitment (AC) both directly and indirectly through the mediating effect of happiness at work. Design/methodology/approach Empirical research has analyzed the data from a questionnaire administered to a sample of five hundred forty-three employees belonging to various public and private organizations in Cape Verde. Structural Equation Modeling was used to test the model. Findings It was found that the perceptions of AL explain employees’ happiness at work. Perceptions of AL also predict AC both directly and through the mediating effect of happiness at work. Practical implications The findings suggest that AL predicts happiness at work, which in turn, explain employees` emotional bond to the organization. These results provide evidence that the quality of working environment created by leaders plays an important role in the extent to which employees develop better emotional bond at work. So, the organizations, particularly in Cape Verde should focus on training leaders with authentic characteristics. Originality/value In addition to verifying the direct relationship between AL and AC, this study introduced the mediating effect of the happiness at work, providing a model that depicts the chain effect between AL, AC and happiness, integrating these concepts in a single study.
- Como as percepções de climas autentizóticos explicam os comportamentos inovadores e o desempenho individualPublication . Matos, Joana; Ribeiro, NeuzaO presente estudo procura investigar como as perceções de climas autentizóticos (espírito de camaradagem; confiança e credibilidade do líder; comunicação aberta e franca com o líder; oportunidades de aprendizagem e desenvolvimento pessoal; equidade/justiça; conciliação trabalho-família) explicam os comportamentos inovadores e o desempenho individual. Foram analisados os dados referentes a um questionário aplicado a 128 colaboradores de uma multinacional. Os resultados sugerem que (1) a perceção de espírito de camaradagem por parte dos colaboradores explica os seus comportamentos inovadores; (2) a perceção de equidade/justiça e de comunicação aberta e franca com o líder explica o desempenho individual; (3) o comportamento inovador influencia o desempenho individual. Pesem embora as limitações do estudo, a evidência empírica sugere que as organizações devem promover o clima autentizótico, nomeadamente o espírito de camaradagem, a equidade/justiça e a comunicação aberta e franca com os líderes se pretendem que os colaboradores adotem mais comportamentos inovadores e melhorem os seus desempenhos individuais.
- Como o desempenho socialmente responsável promove a retenção de trabalhadores na indústria hoteleira: o papel do suporte organizacional e da identificação com a organizaçãoPublication . Duarte, Patrícia; Neves, José; Mouro, Carla; Ribeiro, Neuza
- O Conflito Trabalho-Família, a Felicidade e o Stress dos ProfessoresPublication . Mamede, Patrícia; Ribeiro, Neuza