2022. vol. 18, núm. 1
http://hdl.handle.net/2117/367833
2024-03-28T19:22:13ZEntrepreneurial intention and university: A necessary relationship in regions with high levels of unemployment
http://hdl.handle.net/2117/367918
Entrepreneurial intention and university: A necessary relationship in regions with high levels of unemployment
Borrero Sánchez, Juan Diego; Borrero Domínguez, Encarna
Purpose: Although university entrepreneurship education as a predictor of entrepreneurial intention (EI) has been verified in the academic literature, few studies have analysed its influence in regions with low entrepreneurial activity. This research provides a new point of view by contrasting students' perceptions with what entrepreneurs consider most relevant. We propose an integrative and multiperspective framework based on expectancy theory and the theory of planned behaviour, which includes the moderating effect of gender and family imprinting. Design/methodology: A valid sample of 108 business students from the University of Huelva (Spain) served as the basis of the study, whose data were analysed using consistent partial least squares (PLSc) to validate the scales and subsequently test the hypotheses. In addition, 54 valid questionnaires from local entrepreneurs were used for the comparative analysis between entrepreneurs and students. Findings: Our findings showed that the elements associated with university support have a significant, albeit negative, impact on students' intentions to become entrepreneurs. In terms of moderating variables, no significant differences were found by gender, but significant differences were found in the group with entrepreneurial parents. In relation to the determinants of entrepreneurial success, it was found that the students' conceptions of entrepreneurship were closer to those of the entrepreneurs in Huelva than to those of the successful entrepreneurs. Originality/value: This paper contributes to the academic debate on whether universities in general, and business schools in particular, should promote entrepreneurship as the core of education. We believe that these results, despite the specific and limited scope of the study, may be of great interest for university staff in regions with high levels of structural unemployment and low rates of total early-stage entrepreneurial activity (TEA) to incorporate into their academic programmes
2022-06-01T12:13:32ZBorrero Sánchez, Juan DiegoBorrero Domínguez, EncarnaPurpose: Although university entrepreneurship education as a predictor of entrepreneurial intention (EI) has been verified in the academic literature, few studies have analysed its influence in regions with low entrepreneurial activity. This research provides a new point of view by contrasting students' perceptions with what entrepreneurs consider most relevant. We propose an integrative and multiperspective framework based on expectancy theory and the theory of planned behaviour, which includes the moderating effect of gender and family imprinting. Design/methodology: A valid sample of 108 business students from the University of Huelva (Spain) served as the basis of the study, whose data were analysed using consistent partial least squares (PLSc) to validate the scales and subsequently test the hypotheses. In addition, 54 valid questionnaires from local entrepreneurs were used for the comparative analysis between entrepreneurs and students. Findings: Our findings showed that the elements associated with university support have a significant, albeit negative, impact on students' intentions to become entrepreneurs. In terms of moderating variables, no significant differences were found by gender, but significant differences were found in the group with entrepreneurial parents. In relation to the determinants of entrepreneurial success, it was found that the students' conceptions of entrepreneurship were closer to those of the entrepreneurs in Huelva than to those of the successful entrepreneurs. Originality/value: This paper contributes to the academic debate on whether universities in general, and business schools in particular, should promote entrepreneurship as the core of education. We believe that these results, despite the specific and limited scope of the study, may be of great interest for university staff in regions with high levels of structural unemployment and low rates of total early-stage entrepreneurial activity (TEA) to incorporate into their academic programmesThe impact of employee empowerment on organisational performance: The mediating role of employee engagement and organisational citizenship behaviour
http://hdl.handle.net/2117/367915
The impact of employee empowerment on organisational performance: The mediating role of employee engagement and organisational citizenship behaviour
Afram, Joseph; Manresa, Alba; Mas Machuca, Marta
Purpose: This study assesses the mediating role of employee engagement and organisational citizenship behaviour in the relationship between employee empowerment (structural, psychological) and organisational performance in non-commercial banks in Ghana.Design/methodology: A structural equation modelling (SEM) was used to test the proposed hypothesis based on 304 employees selected from eight non-commercial banks in the Bono Region, Ghana.Findings: Neither structural nor psychological empowerment are a direct contributor to organisational performance but they positively influence organisational citizenship behaviour and employee engagement. Employee engagement and organisational citizenship behaviour show no effect on organisational performance. Organisational citizenship behaviour was also found to be a significant mediator in the relationship between employee empowerment (structural and psychological) and organisational performance but employee engagement is not a significant mediator.Practical implications: The study offers managers information to help deal with absenteeism, increase employee psychological health, promote better home life, improve employee retention and increase job satisfaction. Practitioners are offered insights to help involve their employees in decision-making and offer them the freedom to act on their own. Finally, practically, the results reveal the need to retain employees who have organisational citizenship behaviour to improve performance.Originality/value: The study serves two purposes: as a confirmatory and as a hypothesised model. The confirmatory model entails goodness of fit and chi-square test. The hypothesised model relies on examining the interactions among structural and psychological empowerment, organisational citizenship behaviour, employee engagement and organisational performance in a developing economy
2022-06-01T10:38:26ZAfram, JosephManresa, AlbaMas Machuca, MartaPurpose: This study assesses the mediating role of employee engagement and organisational citizenship behaviour in the relationship between employee empowerment (structural, psychological) and organisational performance in non-commercial banks in Ghana.Design/methodology: A structural equation modelling (SEM) was used to test the proposed hypothesis based on 304 employees selected from eight non-commercial banks in the Bono Region, Ghana.Findings: Neither structural nor psychological empowerment are a direct contributor to organisational performance but they positively influence organisational citizenship behaviour and employee engagement. Employee engagement and organisational citizenship behaviour show no effect on organisational performance. Organisational citizenship behaviour was also found to be a significant mediator in the relationship between employee empowerment (structural and psychological) and organisational performance but employee engagement is not a significant mediator.Practical implications: The study offers managers information to help deal with absenteeism, increase employee psychological health, promote better home life, improve employee retention and increase job satisfaction. Practitioners are offered insights to help involve their employees in decision-making and offer them the freedom to act on their own. Finally, practically, the results reveal the need to retain employees who have organisational citizenship behaviour to improve performance.Originality/value: The study serves two purposes: as a confirmatory and as a hypothesised model. The confirmatory model entails goodness of fit and chi-square test. The hypothesised model relies on examining the interactions among structural and psychological empowerment, organisational citizenship behaviour, employee engagement and organisational performance in a developing economyCan organisational justice and organisational citizenship behaviour reduce workplace deviance?
http://hdl.handle.net/2117/367911
Can organisational justice and organisational citizenship behaviour reduce workplace deviance?
Abbasi, Ali; Ismail, Wan Khairuzzaman Wan; Baradari, Fatemeh; Zureigat, Qasim; Abdullah, Fakhrul Zaman
Purpose: This paper investigates the impact of organisational justice on organisational citizenship behaviour and workplace deviance and examines the mediator effect of organisational citizenship behaviour between organisational justice and workplace deviance in higher education in Malaysia. Design/methodology: This study employs a deductive approach and uses non probability, especially judgmental sampling. It analyses data of faculty members from five universities in Malaysia. SEM-PLS3 is used to examine the research model and test the mediating effect of organisational citizenship behaviour on the relationship between organisational justice and workplace deviance. Findings: The results reveal the positive impact of organisational justice on organisational citizenship behaviour and the negative effects of organisational justice on workplace deviance. Further, the study confirms the mediating effect of organisational citizenship behaviour between organisational justice and workplace deviance, especially in higher education. Practical implications: This study guides managers and administrators, especially in public higher education settings, in implementing appropriate organisational mechanisms towards improving organisational citizenship behaviour. In addition, the findings can also provide insights for other public and private organisations alike in approaching workplace deviance. Originality/value: These research findings expand knowledge on workplace deviance behaviour by providing evidence for the different impacts of organisational justice and organisational citizenship behaviour
2022-06-01T09:23:23ZAbbasi, AliIsmail, Wan Khairuzzaman WanBaradari, FatemehZureigat, QasimAbdullah, Fakhrul ZamanPurpose: This paper investigates the impact of organisational justice on organisational citizenship behaviour and workplace deviance and examines the mediator effect of organisational citizenship behaviour between organisational justice and workplace deviance in higher education in Malaysia. Design/methodology: This study employs a deductive approach and uses non probability, especially judgmental sampling. It analyses data of faculty members from five universities in Malaysia. SEM-PLS3 is used to examine the research model and test the mediating effect of organisational citizenship behaviour on the relationship between organisational justice and workplace deviance. Findings: The results reveal the positive impact of organisational justice on organisational citizenship behaviour and the negative effects of organisational justice on workplace deviance. Further, the study confirms the mediating effect of organisational citizenship behaviour between organisational justice and workplace deviance, especially in higher education. Practical implications: This study guides managers and administrators, especially in public higher education settings, in implementing appropriate organisational mechanisms towards improving organisational citizenship behaviour. In addition, the findings can also provide insights for other public and private organisations alike in approaching workplace deviance. Originality/value: These research findings expand knowledge on workplace deviance behaviour by providing evidence for the different impacts of organisational justice and organisational citizenship behaviourWorkplace relationships in Europe: an analysis by occupation and employment status
http://hdl.handle.net/2117/367907
Workplace relationships in Europe: an analysis by occupation and employment status
Barroso, Margarida
Purpose: This article analyses the extent to which two objective attributes of work – employment status, and occupation – influence workplace relationships in Europe. Employing a quantitative approach, we explore how far the segmentation of the labour market is reflected in the non-material dimensions of working life, seeing the nature of work and the stabilisation of employment as resources that help explain broader dynamics of job quality. Design/methodology: Based on three indicators of the 6th edition of the European Working Conditions Survey – 2015 (support from colleagues; support from managers; and the quality of relationships), we performed two-way ANOVA to test both the primary effects of the variables ‘employment status’ and ‘occupation’ on support and quality of workplace relationships, and their interaction effect. Additionally, we carried out a descriptive analysis of the mean scores of each of the dependent variables in the various groups of the independent variables. The survey’s sample consists of 43,850 workers from 35 European countries, randomly selected by strata of the active population in each country. Findings: The results show that workers with more stable jobs, and those who occupy positions at the top of the ISCO-08 classification, enjoy more support and better interpersonal relationships, thus suggesting the need to extend labour market segmentation discussions to the relational spheres of work. Research limitations/implications: The statistical indicators used need a more robust operationalisation, able to provide greater empirical validity. Other independent variables, such as the perceptions of job security or the country of work should be considered in future analysis to control for institutional and policy specificities. Originality/value: Research on workplace relationships tends to emphasise the effects that such relationships have on both organisations and individuals, usually based on case studies and individual narratives of relationships formed in stable work contexts. In this article, we shift the focus from the effects of workplace relationships, to the ways in which they vary in accordance with the nature of work and the objective employment conditions
2022-06-01T08:17:38ZBarroso, MargaridaPurpose: This article analyses the extent to which two objective attributes of work – employment status, and occupation – influence workplace relationships in Europe. Employing a quantitative approach, we explore how far the segmentation of the labour market is reflected in the non-material dimensions of working life, seeing the nature of work and the stabilisation of employment as resources that help explain broader dynamics of job quality. Design/methodology: Based on three indicators of the 6th edition of the European Working Conditions Survey – 2015 (support from colleagues; support from managers; and the quality of relationships), we performed two-way ANOVA to test both the primary effects of the variables ‘employment status’ and ‘occupation’ on support and quality of workplace relationships, and their interaction effect. Additionally, we carried out a descriptive analysis of the mean scores of each of the dependent variables in the various groups of the independent variables. The survey’s sample consists of 43,850 workers from 35 European countries, randomly selected by strata of the active population in each country. Findings: The results show that workers with more stable jobs, and those who occupy positions at the top of the ISCO-08 classification, enjoy more support and better interpersonal relationships, thus suggesting the need to extend labour market segmentation discussions to the relational spheres of work. Research limitations/implications: The statistical indicators used need a more robust operationalisation, able to provide greater empirical validity. Other independent variables, such as the perceptions of job security or the country of work should be considered in future analysis to control for institutional and policy specificities. Originality/value: Research on workplace relationships tends to emphasise the effects that such relationships have on both organisations and individuals, usually based on case studies and individual narratives of relationships formed in stable work contexts. In this article, we shift the focus from the effects of workplace relationships, to the ways in which they vary in accordance with the nature of work and the objective employment conditionsVocational continuing training in Spain: contribution to the challenge of industry 4.0 and structural unemployment
http://hdl.handle.net/2117/367847
Vocational continuing training in Spain: contribution to the challenge of industry 4.0 and structural unemployment
Aranda Jiménez, José Ramón; Campos García, Irene; De Pablos Heredero, Carmen
Purpose: To diagnose the situation of vocational continuing training in Spain and propose improvements to its management to reduce the structural unemployment rate, taking into account the effects of Industry 4.0 and COVID-19. Design/methodology: Study of the background and current context of vocational continuing training and Industry 4.0 in Spain based on a review of previous academic literature, legislative developments in education and training, and various reports from public and private institutions on productivity and employment. Findings: Definition of eight challenges and lines of action related to completing the implementation of Industry 4.0 and adopting coordinated policies to develop VCT, improving the governance of the FCP by the public administration, promoting training in work and vocational training and guidance for the unemployed, meeting business recruitment needs, promoting business–university relationships, and reducing unemployment. Practical implications: Adapting vocational continuing training to economic sectors where there is more demand for employment and to regions where there is more structural unemployment can contribute to the overall reduction of structural unemployment in Spain. These decreases could have immediate consequences for those who become employed and allow a quicker recovery in future economic crises. Originality/value: This study, despite the scarce empirical evidence that exists about Spanish vocational continuing training, provides a vision of the four areas in which it is developed professional training, postgraduate training, on-the-job training, and training for the unemployed to provide thirty proposals that, through education and training, promote the competitiveness of the Spanish economy and permanent employment
2022-05-31T12:32:37ZAranda Jiménez, José RamónCampos García, IreneDe Pablos Heredero, CarmenPurpose: To diagnose the situation of vocational continuing training in Spain and propose improvements to its management to reduce the structural unemployment rate, taking into account the effects of Industry 4.0 and COVID-19. Design/methodology: Study of the background and current context of vocational continuing training and Industry 4.0 in Spain based on a review of previous academic literature, legislative developments in education and training, and various reports from public and private institutions on productivity and employment. Findings: Definition of eight challenges and lines of action related to completing the implementation of Industry 4.0 and adopting coordinated policies to develop VCT, improving the governance of the FCP by the public administration, promoting training in work and vocational training and guidance for the unemployed, meeting business recruitment needs, promoting business–university relationships, and reducing unemployment. Practical implications: Adapting vocational continuing training to economic sectors where there is more demand for employment and to regions where there is more structural unemployment can contribute to the overall reduction of structural unemployment in Spain. These decreases could have immediate consequences for those who become employed and allow a quicker recovery in future economic crises. Originality/value: This study, despite the scarce empirical evidence that exists about Spanish vocational continuing training, provides a vision of the four areas in which it is developed professional training, postgraduate training, on-the-job training, and training for the unemployed to provide thirty proposals that, through education and training, promote the competitiveness of the Spanish economy and permanent employmentEvaluation of entrepreneurial behavior of technology based companies in stages of the business life cycle
http://hdl.handle.net/2117/367844
Evaluation of entrepreneurial behavior of technology based companies in stages of the business life cycle
Michelin, Cláudia; Minello, Italo Fernando; Siluk, Julio Cezar; Gerhardt, Vinícius; dos Santos, Jordana; Neuenfeldt, Alvaro
Purpose: The purpose of this paper is to evaluate the entrepreneurial behavior of managers of technology-based companies in specific stages of the business life cycle. Design/methodology: Structured questionnaire based on the entrepreneurial behavior characteristics was applied to the thirty-one managers of the technology-based companies mapped for the paper. The collected data were processed by the Hierarchical Process Analysis (AHP) technique in a multicriterial approach to measure the entrepreneurial behavior according stages of the business life cycle. Findings: The results of the paper show that the level of entrepreneurial behavior of managers follows the development of the company. Managers working in technology-based companies at later stages of the business life cycle showed more entrepreneurial characteristics. The results showed that the experience that the manager acquires as the company evolves influences his or her behavior and consequently the company's performance. Moreover, certain characteristics could be related to the particularities of each stage of the business life cycle. Originality/value: The results of this paper can provide managers with understanding of how entrepreneurial behaviors diversify according to the stage of the technology-based company. Since both entrepreneurial behavior and the stages of the business life cycle influence the performance of technology-based companies, the results provide important knowledge for managers to improve their businesses. These managers can use the contributions of the paper as a management practice throughout the stages of their existence, which may provide the adoption of more appropriate strategies, being a connection between the theory studied and the business practices
2022-05-31T12:01:18ZMichelin, CláudiaMinello, Italo FernandoSiluk, Julio CezarGerhardt, Viníciusdos Santos, JordanaNeuenfeldt, AlvaroPurpose: The purpose of this paper is to evaluate the entrepreneurial behavior of managers of technology-based companies in specific stages of the business life cycle. Design/methodology: Structured questionnaire based on the entrepreneurial behavior characteristics was applied to the thirty-one managers of the technology-based companies mapped for the paper. The collected data were processed by the Hierarchical Process Analysis (AHP) technique in a multicriterial approach to measure the entrepreneurial behavior according stages of the business life cycle. Findings: The results of the paper show that the level of entrepreneurial behavior of managers follows the development of the company. Managers working in technology-based companies at later stages of the business life cycle showed more entrepreneurial characteristics. The results showed that the experience that the manager acquires as the company evolves influences his or her behavior and consequently the company's performance. Moreover, certain characteristics could be related to the particularities of each stage of the business life cycle. Originality/value: The results of this paper can provide managers with understanding of how entrepreneurial behaviors diversify according to the stage of the technology-based company. Since both entrepreneurial behavior and the stages of the business life cycle influence the performance of technology-based companies, the results provide important knowledge for managers to improve their businesses. These managers can use the contributions of the paper as a management practice throughout the stages of their existence, which may provide the adoption of more appropriate strategies, being a connection between the theory studied and the business practices