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- Promoting a path for organizational competitiveness : the role of internal communicationPublication . R. Gomes, Daniel; Fernandes, J.L.; Sobreira, RosaInternal Communication has a unique remit of conceptualization and action when discussing Organizational Communication. Knowing how to manage internal communication represents an important value for competitive organizations by allowing cohesion and internal inclusion. When analyzing the aims of Internal Communication, it is pertinent to question in what way promoting its articulation with Human Resource Management supports an improved organizational performance directed towards the organizations’ internal publics. This study sustains the pertinence of understanding the predictive abilities of Internal Communication regarding some important individual-organizational relations, which are usually studied by Human Resource Management and Organizational Behavior analysts. It assumes the empirical interest in clarifying whether Internal Communication predicts the workers’ commitment, as well as to clarify if organizational procedural justice intervenes in this relation. Participants of this study were 153 workers of an organization in the hotel business industry, which voluntarily responded to a questionnaire composed by measures of organizational commitment, internal communication and procedural justice. Main results have evidenced that internal communication predicts the workers’ affective commitment towards the organization. Results have also evidenced that organizational procedural justice mediates this relation. We conclude that internal communication influences the way how the equity of the organizations’ procedures is perceived by the workers, which leads to the building of an affective bound between the workers and the organization. These results and conclusions are discussed and interpreted in what relates to its theoretical, empirical and practical added-value. We also discuss the benefits of the articulation between internal communication and human resource management in order to improve professionals’ practices towards the organizations’ internal publics.
- People in organizational change : using “the good, the badand the villain” analogy (evaluating the role of workers’perceived hupport in the hotel business industry)Publication . R. Gomes, Daniel; Ribeiro, N.; Morais, JoãoManaging Organizational Change programs is a relevant and enduring effort for managers and modern organizations. One of the main reasons why organizational change programs fail or succeed is due to the way human resources are managed. With effect, the way how people are dealt with in these programs raises several challenges due to the different roles people can play in programs designed to transform and to develop an organization. With effect, people can have a profound effect on the way how an organizational change program reaches its effectiveness, as this raises tremendous challenges for Human Resource Management professionals. This study main aim is to clarify the predictive nature of organizational change programs orientation in workers’ commitment to the organization, and also, to examine in particular, the role of perceived support in this relation. One hundred and fifty three workers of a Hotel Business Industry constitute the participants of this correlational study, proposing that organizational change programs orientation have predictive abilities over organizational commitment, and that perceived support plays a mediator role in this relation. Main results provided empirical basis for our proposed model of analysis, based on which we have interpreted the theoretical, empirical and practical consequences of our findings.
- Satisfaction with human resource management practices and turnover intention in a five-star hotel : the mediating role of perceived organizational supportPublication . Duarte, Ana Patrícia; R. Gomes, Daniel; Neves, José Gonçalves dasEmployees’ satisfaction with human resources management (HRM) practices has been envisaged as a solid predictor of turnover; nonetheless, how these practices may influence employee’s behavior is still an unclear process. There are suggestions that HRM practices may be distal determinants of turnover, as their effects may be mediated by more proximal variables such as perceived organizational support. This study empirically tested a model of research arising from these theoretical suggestions in a five-star hotel. The data collected from the survey of 152 workers were subjected to structural equation analyses. The results showed that the theoretical model had a strong fit to the data, giving empirical support to the prediction that satisfaction with HRM practices reduces turnover intentions, by increasing perceived organizational support. The importance of these results is discussed and interpreted from the point of view of strategic gains associated to the quality of HRM practices for the management of voluntary turnover.
- Employer Branding Constrains Applicants’ Job Seeking Behaviour?Publication . R. Gomes, Daniel; José, Nevest. Researchers have been consistent in advising managers to invest on the organization’s employer brand, based on the argument that it will benefit recruitment practice. However, this premise has been majorly sustained following an organizational point of view. As such, the employer branding effects on applicants’ job search behavior of applying to a vacancy remains undetermined. Main purpose of this study is to understand if employer branding constrains applicants’ job seeking behavior. We propose that applicants develop the desire of submitting to a vacancy through a process having the organizational attributes as its predictor and attractiveness as its mediator. We then investigate if and how employer branding constrains this process, by evaluating its moderating effect. Using confirmatory analysis methodology, we found that employer branding moderates the proposed job seeking process. A positive employer branding has strengthened the process leading to the intention to apply to a vacancy, when compared with neutral or negative employer brandings. This explains applicants’ desire of submitting to a vacancy. Based on our results, we suggest directions for practitioners concerning recruitment efficacy.
- Da relevância do factor humano ao papel das redes sociais para a atracção de colaboradores de elevado potencialPublication . R. Gomes, Daniel; Figueiredo, Inês; Marques, Joana; Ribau, Mónica; David, Elisa; Ravarini, Aurelio; Rosenblatt, MerylO acréscimo dos cenários competitivos e concorrenciais, em conjugação com as actuais características das Economias Europeias, acentuaram uma realidade junto do mercado de trabalho que se caracteriza por um tipo de recrutamento mais especializado e localizado. Consequentemente, as organizações vêem-se pressionadas a encontrar elevada qualidade e potencial num mercado de trabalho muito disponível, dando sentido à expressão comummente utilizada pelos profissionais de Recursos Humanos de que “atracção de candidatos é negócio”. No quadro dos principais factores que permitem atrair potenciais candidatos às organizações em processos de recrutamento encontram-se as determinações da percepção de que a organização é atractiva enquanto empregadora e dos comportamentos de candidatura. A mais recente “jóia da coroa” ao serviço de potenciais candidatos e de organizações recrutadoras parecem ser as Redes Sociais e as suas capacidades na oferta, procura e identificação de oportunidades de emprego no mercado de trabalho (ex.: LinkedIn; LinkedIn Recruiter; MeJobU; Facebook). De forma a que o potencial associado às Redes Sociais para ao acesso ao mercado de trabalho seja materializado, torna-se central compreender como é que potenciais candidatos se posicionam face às mesmas, para efeitos de job hunting. Recorrendo a uma metodologia qualitativa, o presente estudo pretende perceber as potencialidades inerentes à utilização das Redes Sociais para efeitos de acesso ao mercado de trabalho. Utilizando uma amostra de participantes que incluíam estudantes na área da Comunicação Organizacional e de profissionais no activo, aplicou-se um guião estruturado para a condução de duas sessões de Focus Group que permitiram perceber as características associadas à utilização das Redes Sociais para a atracção de potenciais candidatos. Os resultados do estudo são apresentados e discutidos no que representam em termos de contributos teóricos, empíricos e práticos.
- Authentic leadership and performance: the mediating role of employees’ affective commitmentPublication . Ribeiro, Neuza; R. 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).
- 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 . R. Gomes, DanielApplicant’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.
- Millenials e a tecnologia : desafios e oportunidades para as marcasPublication . R. Gomes, Daniel; Antunes, Ana CrisinaO presente estudo visa examinar a forma como a geração Millenial se relaciona com marcas, tecnologia e redes sociais, diferenciando-a de outras gerações. De forma a concretizar este objetivo, o presente trabalho foi desenvolvido através de uma metodologia quantitativa, utilizando uma amostra de conveniência composta por 188 participantes de ambos os sexos, oriundos de diferentes zonas do país e com idades compreendidas entre 18 e mais de 61 anos. Ao nível dos resultados, quando comparado com outras gerações, foi possível encontrar diferenças de perfis na forma como a geração Millenial se posiciona face à tecnologia, interação com marcas, ou face à utilização das redes sociais. Os resultados do presente trabalho são discutidos sob o ponto de vista das suas implicações teóricas, empíricas e práticas.
- Organizational change and job satisfaction : the mediating role of organizational commitmentPublication . R. Gomes, DanielA mudança organizacional é uma área de acção de crescente preponderância para o desenvolvimento estratégico das organizações. Gerir eficazmente processos de mudança organizacional representa um imperativo de sucesso para organizações competitivas, bem como uma solução de resposta aos constrangimentos internos e externos que lhes são impostas. O presente estudo pretende averiguar em que medida a eficácia percebida na gestão dos processos de mudança organizacional se encontra associada à satisfação com o trabalho, e de que forma a implicação organizacional actua nesta relação. Participaram neste estudo 152 colaboradores de uma organização do sector hoteleiro, que responderam voluntariamente a um questionário composto por medidas de implicação organizacional, percepção de eficácia na gestão de processos de mudança e satisfação com o trabalho. Os resultados evidenciam que a implicação afectiva exerce um efeito mediador na relação entre a percepção de eficácia na gestão de processos de mudança e a satisfação com o trabalho. Conclui-se que a eficácia na forma como os processos de mudança organizacional são geridos influenciam positivamente o vínculo afectivo com a organização, o que, por seu turno, conduz a uma maior satisfação com o trabalho. A importância destes resultados e destas conclusões é discutida e interpretada sob o ponto de vista das mais-valias associadas à gestão da mudança para o desenvolvimento das organizações e ao papel dos recursos humanos neste contexto.
- Tell me your socially responsible practices, I will tell you how attractive you are! The impact of perceived CSR on organizational attractivenessPublication . Neves, José Gonçalves das; R. Gomes, Daniel; Duarte, Ana PatríciaThis experimental study seeks to contribute to extending the current knowledge about the impact of corporate social responsibility (CSR) on organizational attractiveness (OA) by analyzing the mediating role of corporate image (CI). Previous literature suggests that CSR is positively related to CI and that CI is positively related to OA, but no study has empirically tested this. Participants (n=195) randomly received an individual survey containing a description of a company as fulfilling (high engagement condition) or not fulfilling (low engagement condition) a set of socially responsible practices and questions about the study variables. Structural equation modeling analyses reveal that the proposed model has a strong fit to the data, evidencing that the perceived level of engagement in CSR practices contributes to triggering the process that leads individuals to evaluate an organization as a good place to work. Accordingly, to attract candidates, information related to CSR should be considered by recruiters.