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- How managerial coaching promotes employees' affective commitment and individual performancePublication . Ribeiro, N.; Nguyen, T.; Duarte, A. P.; Torres de Oliveira, R.; Faustino, CatarinaAbstract Purpose: This study sought to provide a more comprehensive understanding of how managers’ coaching skills can affect individual performance through the mediating role of affective commitment. Design/methodology/approach: The sample included 198 employees from diverse organizations. Based on an online survey, respondents assessed their managers’ coaching skills and reported their own individual performance and affective commitment to their organization. Findings: The findings show that managers’ coaching skills have a positive impact on individual performance and affective commitment, with the latter mediating the relationship between the first two variables. Research limitations/implications: Additional studies with larger samples are needed to understand more fully not only the impact of managers’ coaching skills on individual performance but also other psychosocial variables affecting that relationship. Practical implications: Organizations can increase employees’ affective commitment and individual performance by encouraging managers to integrate more coaching skills into their leadership styles. Originality/value: This study is the first to integrate managers’ coaching skills, affective commitment, and individual performance into a single research model, thereby extending previous research on this topic.
- The role of perceived organizational support and person-organization fit in the relationship between corporate social responsibility and work engagementPublication . Duarte, Ana Patricia; Neves, José; Ribeiro, NeuzaObjetivos: [Quais são os objetivos da investigação?] Previous research suggests that corporate social responsibility (CSR), that is, the attention given by organizations to the integration of social and environmental concerns in their business activities, has influence on diverse job-related attitudes and behaviors. Following this line of research, the present study aimed to analyze the relationship between employee perceptions of CSR and work engagement, within the scope of a research model that proposes perceived organizational support and person-organization fit as potential psychological mediators. Metodologia / Abordagem: [Como foram alcançados os objetivos? Quais as abordagens e o quadro teórico de referência? Referir as principais metodologias utilizadas na investigação] For testing the research model, a correlational study was developed. Data were collected through an electronic survey, being the participation in the study voluntary and anonymous. 168 employees of organizations operating in Portugal completed the survey which included measures of the main variables selected from the literature. Conclusões / Resultados: [A que conclusões chegou ou prevê chegar? De que forma se articulam as conclusões com os objetivos da comunicação? As conclusões apresentadas podem ser referentes à revisão da literatura, à metodologia e/ou à apresentação dos resultados parciais/finais] Data were analyzed using PROCESS macro for IBM SPSS 22.0. The results indicate that employees' perception of the level of involvement of their employer in CSR practices has a direct positive effect on their levels of work engagement. The more responsible the organization is considered, the more vigorous, dedicated and absorbed the employees becomes in their daily work. This effect is mediated by the proposed variables, which suggests that the involvement in socially responsible practices contributes to a greater perception of both organizational support and person-organization fit, which subsequently promote higher levels of engagement at work. Implicações da investigação: [Que contributos é que a investigação traz para a área de estudo e/ou para a sociedade? Indicar a relevância e as implicações empíricas e teóricas] Organizations can increase employees’ perceptions of organizational support, person-job fit, and engagement by adopting socially responsible practices. Originalidade: [Qual é a originalidade da investigação? Ex: tema e/ou abordagem metodológica] Adopting an employee-centered approach to CSR, this study integrates CSR perceptions, perceived organizational support, person-organization fit, and work engagement into a single research model, thereby extending previous research.
- How authentic leadership promotes individual creativity: The mediating role of affective commitmentPublication . Ribeiro, Neuza; Duarte, Ana Patricia; Filipe, Rita; Oliveira, Rui TorresThis study sought to provide a more comprehensive understanding of how authentic leadership can affect employees’ individual creativity through affective commitment’s mediating role. The sample included 177 leader-follower dyads from 26 private, small and medium-sized enterprises. Followers reported their levels of affective commitment and perceptions of authentic leadership, and leaders assessed each follower’s level of creativity. The results show that authentic leadership has a positive impact on affective commitment and creativity. Moreover, affective commitment fully mediates the relationship between perceived authentic leadership and individual creativity. Organizations can thus increase employees’ affective commitment and creativity by encouraging their managers to adopt more authentic leadership styles. Additional studies with larger samples are needed to determine more clearly not only authentic leadership’s influence on individual creativity but also other psychosocial and personal variables’ effects on that relationship.
- 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.