Browsing by Author "Semedo, Ana Suzete"
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- 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 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, 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.
- Effects of authentic leadership, affective commitment and job resourcefulness on employees’ creativity and individual performance.Publication . Semedo, Ana Suzete; Coelho, Arnaldo; Ribeiro, NeuzaPurpose The purpose of this paper is to reports the findings of a study examining the relationship between authentic leadership, attitudes and employees' behaviours. More specifically, how authentic leadership influences affective commitment, job resourcefulness and creativity which, in turn, influence individual performance. Design/methodology/approach Empirical research has analyzed the data from a questionnaire administered to a sample of 543 employees belonging to various public and private organisations in Cape Verde. The model was tested using Structural Equation Modeling. Findings The results reveal that: (a) Authentic leadership influences employees' attitudes (affective commitment, job resourcefulness) and their creativity; (b) affective commitment and job resourcefulness predict the employees' creativity and (c) job resourcefulness and creativity predict individual performance. Practical implications The results from this study can help managers to understand how to increase employees' creativity and performance through, authentic leadership, affective commitment and job resourcefulness. Indirectly, the study also suggests that organisations should focus on selecting leaders with authentic features, and implement appropriate training activities, coaching and development that aim to increase AL since this may well result in a positive impact on employees’ attitudes and behaviour. Originality/value The originality of this study focuses on the integration of these five concepts in a single study, providing a model that depicts the chain of effects between AL, employees` attitudes, employee’s creativity and individual performance.
- Exploring the effects of Authentic Leardership on employees’ performancePublication . Ribeiro, Neuza; Ramalho, Eva; Duarte, Ana Patrícia; Semedo, Ana SuzeteThis study aims to show how perceptions of Authentic Leadership (AL) 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 AL perceptions and individual performance of employees. A sample of 114 employees belonging to several Portuguese public and private organizations was surveyed. The results indicate that AL explains 22.5% of affective commitment, 6.2% of creativity and 11.1% of individual performance. It is also possible to verify that affective commitment totally mediates the relationship between AL and individual performance, while creativity presents only a partial mediation of this relation. With these results, it can be verified that the AL has a relevant impact in the employees’ attitudes and behaviours.
- 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.
- O papel da felicidade na relação entre a liderança autêntica e a criatividadePublication . Ribeiro, Neuza; Semedo, Ana Suzete; Coelho, ArnaldoO estilo de liderança pode influenciar os comportamentos e atitudes dos colaboradores. Nesta perspetiva, este estudo empírico investiga como a liderança autêntica explica a criatividade, tanto direta como indiretamente, através do efeito mediador do bem-estar afectivo. Participaram no estudo 543 colaboradores pertencentes a várias organizações públicas e privadas de Cabo Verde. Foi utlizado um modelo de equações estruturais para testar as hipóteses propostas. Os resultados mostram que as perceções de liderança autêntica predizem a criatividade dos colaboradores, tanto diretamente como através do papel mediador do bem-estar afectivo. Assim, os líderes autênticos podem melhorar a felicidade dos seus colaboradores que, por sua vez, estimula a criatividade. Estes resultados podem ajudar os gestores a perceber como aumentar a criatividade e a felicidade da sua força de trabalho através da autenticidade da sua liderança.
- 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.
- 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 relationship between authentic leaders and employees’ creativity. What are the roles of affective commitment and job resourcefulness?Publication . Semedo, Ana Suzete; Coelho, Arnaldo; Ribeiro, NeuzaPurpose The purpose of this study is to investigate how authentic leadership (AL) predicts creativity both directly and through the mediating role of affective commitment (AC) and job resourcefulness (JR). Design/methodology/approach Data collected from a questionnaire administered to a sample of five hundred forty-three employees has been analysed. The model was tested using structural equation modelling. Findings The findings show that AL predicts AC, JR and creativity. The findings also show that AC and JR predict creativity. In other words, leaders’ authenticity increases employees’ creative spirit and thus, employees’ ability to overcome obstacles and meet challenges at work and their emotional bond play an important role (mediators) in this relationship. Practical implications The results of this study are conclusive and contribute to a better understanding of AL and its implication for employees’ emotional bond, their ability to overcome obstacles and their ability to introduce new and useful ideas. This study provides evidence that organizations should focus on training leaders with authentic characteristics. Originality/value This study considers both AC and JR as mediators of the relationship between AL and creativity. Therefore, the originality of this study lies in the integration of these four concepts in a single study to provide a model that depicts the chain of effects between AL, AC, JR and an employee’s creativity.