CARME - Comunicações em conferências sem publicação
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- 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.
- Caracterização do Relato de Sustentabilidade dos Municípios Portugueses: três pilares do desenvolvimento sustentávelPublication . Calazans, Nara; Marques, Tânia; Eugénio, Teresa; Gomes, JorgeA sociedade atual demonstra uma crescente preocupação com o impacto económico, social e ambiental das atividades organizacionais, incluindo as organizações do setor público. Este interesse tem sido acompanhado pelo aumento de investigação científica nesta área, no entanto, no setor público, os estudos são limitados. Dado esta lacuna, este trabalho tem como objetivo caracterizar o relato de sustentabilidade dos Municípios Portugueses em termos do relatório de sustentabilidade, de modo a compreender os três pilares da sustentabilidade: ambiental, social e económico. Tendo em conta os 308 municípios portugueses e acedendo aos websites das Câmaras Municipais de Portugal, 28 municípios apresentaram relatório de sustentabilidade. Os resultados obtidos indicam que as maiores debilidades se encontram na divulgação das informações sociais e apresentam uma inclinação para o equilíbrio das informações ambientais e económicas. Cerca de 40% elaboram o relato de sustentabilidade de acordo com as normas GRI, no entanto 25% elaboraram este relato apenas uma vez (publicação única). Relativamente ao reporte da adesão às estratégias dos ODS, os resultados apontam que 7 dos relatórios publicados após 2015 manifestam alinhar as suas ações rumo aos ODS. Quanto à auditoria deste relato por uma entidade externa, os resultados apontam para a ausência de auditoria externa em todos os relatórios, inclusive os que aplicaram as normas GRI. Conclui-se que há ainda um caminho importante a ser feito pelos municípios na área da divulgação do relato de sustentabilidade.
- 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
- Context matters less than leadership in preventing unethical behaviorPublication . Alvez, Marlond; Marques, Tânia; Ramalho, NelsonEver since corporate scandals became a concern of public interest, leaders have been a common target for attributing responsibilities and ethical leadership has been suggested as a solution to prevent it. However, organizations, especially MNCs, are permeable to their social environment, and therefore, a contextual approach is called for. This study is set to empirically test a sequential mediation model bridging ethical leadership to employees’ unethical behavior via instrumental ethical climate and employee displacement of responsibility embedded in its society’s ethical standards represented by the country’s corruption index that acts as a moderator. A total of 184 participants comprised in 39 teams across 13 countries, answered a dyadic two-waved survey. Findings show that ethical leadership has an indirect influence on unethical behavior avoidance by diminishing the instrumental ethical climate and frustrating the displacement of responsibility of individuals. In addition, results suggest this process is not sensible to the corruption levels of countries. Such findings suggest organizations are less prone to adjust their ethical standards to the environment than usually expected. The unavoidable conclusion is that in MNCs, ethical leaders may suffice to counter any corruption-like pressure from the social environment but likewise, may be what it takes to foster a corrupted organization in a society that values ethical principles in business.
- O desemprego na região de leiriaPublication . Lopes, Ana Sofia; Sargento, Ana; Santos, EleonoraA Região de Leiria parte de uma situação mais favorável em termos de desemprego já que este é inferior (no total da população residente) à média de Portugal Continental numa fase pré pandemia.
- O efeito da liderança autêntica no empenhamento afetivo e nos comportamentos de cidadania organizacional dos colaboradoresPublication . Ribeiro, Neuza; Duarte, Ana Patrícia; Filipe, Rita
- 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.
- Impact of Perceived Organizational Virtuousness and Psychological Capital on Work Performance: The mediating effect of employee well-beingPublication . David, R.; Mikkilineni, S.; Singh, S.; Ribeiro, Neuza
- O impacto da Liderança Transformacional no Stress, Empenhamento Afetivo e Desempenho dos colaboradoresPublication . Ribeiro, Neuza; Duarte, Ana Patrícia; Medina, InêsO principal objetivo deste estudo é analisar a relação entre liderança transformacional, stress, empenhamento afetivo e desempenho dos colaboradores. Mais concretamente, pretende-se apurar em que medida (1) a perceção da liderança transformacional aumenta o empenhamento afetivo e o desempenho dos colaboradores, (2) a perceção da liderança transformacional diminui o stress dos colaboradores, (3) o stress diminui o empenhamento afetivo e o desempenho dos colaboradores, (4) o empenhamento afetivo aumenta o desempenho dos colaboradores e (5) a relação entre a liderança transformacional e o desempenho é mediada pelo empenhamento afetivo. A amostra é constituída por 150 colaboradores de empresas do centro de Portugal, que responderam voluntariamente e em privado. Os resultados sugerem que a liderança transformacional se relaciona positivamente com o empenhamento afetivo e com o desempenho dos colaboradores, ou seja, quanto mais um líder adotar um estilo de liderança transformacional mais empenhado afetivamente se sentirá o colaborador e melhor desempenho terá. Por outro lado, a liderança transformacional relaciona-se negativamente com o stress dos colaboradores, ou seja, quanto mais transformacional for o líder, menos stress o colaborador irá sentir. Também é possível verificar que o stress se relaciona negativamente com o empenhamento afetivo, ou seja, quando mais stress o colaborador sentir, menos empenhado afetivamente se revela. Também o empenhamento afetivo se relaciona positivamente com o desempenho. Contrariamente ao previsto, quanto mais stress o colaborador sente, maior o desempenho. É, também, verificado o papel mediador do empenhamento afetivo na relação entre a liderança transformacional e o desempenho.
- Improving stakeholder engagement in local strategic planning - experience sharing based on Portuguese examplesPublication . Lopes, Ana Sofia; Fernandes, Maria Eduarda; Sargento, AnaParticipatory local governance refers to any mechanism that promotes the involvement of stakeholders in the public policy decision-making process. It goes from weaker initiatives related to conveying information on policy decisions in more effective means to stronger engaging processes in which stakeholders have an actual influence in the public policy (ranging from planning to implementation, monitoring and evaluating). Current context has triggered a fast dissemination of participatory initiatives, prompted by the expected benefits as increasing local government responsiveness and accountability; getting a better match between policy decisions and beneficiaries’ preferences; acknowledging stakeholders’ expertise; improving confidence on politicians; promoting informal knowledge transfer; reinforcing citizens’ capability to intervene and to commit upon the decisions and contributing to a higher implementation success. Yet, there are also some recognized risks as the prolonged decision-making process, overstated stakeholders’ expectations, privileging some specific groups of civil society, lack of technical skills of stakeholders or the possible biased motivation of local authorities. In this context, the main aim of this paper consists in sharing practice based experience on collaborative local strategic planning, highlighting specific methods that have been put in place by the authors to enhance stakeholders’ engagement, trying to surpass some of the identified risks. This experience was gained through the authors’ participation, as an external and independent expertise team, in three Portuguese participatory processes. By combining several group dynamics and problem solving tools, the methods shared in this paper allowed for the development of local strategic plans, built by stakeholders, ensuring a high commitment with the planned objectives and actions. In two of the tree cases analysed, such plans were used to apply to regional policy instruments of ESF for 2014-2020, having been highly recognized by the Structural Funds managing authorities, thus resulting in the allocation of important funds to local entities, vital for territorial development. An evaluation of the applied methods is provided, envisioned to support future similar initiatives. The collaborative methods have received an encouraging feedback expressed both by the citizen representatives and local authorities, being the quality and diversity of stakeholders and the methodology applied by the expertise team referred as its main strengths. Therefore, these can be considered good practice examples for achieving more effective means of local participatory mechanisms as they support independent debate groups, promote equal participation, knowledge sharing, new ideas and consensus reaching, building on local stakeholders technical skills. In sum, the applied methodologies contribute for a strong involvement of stakeholders and actual influence on public policy decisions.
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