Suchergebnisse

PurposeThe purpose of this two-wave longitudinal study was to examine the impact of leader–member exchange (LMX) on employee performance through trust in leader and appraisal satisfaction both cross-sectionally and after one year, and the reciprocal effect of employee performance on LMX one year later.Design/methodology/approachA full panel data design was applied and the sample consisted of 289 employees of a Peruvian insurance organization. Structural equation modeling (SEM) was used to test the research hypotheses.FindingsThe results show the relationship between LMX and performance was sequentially mediated by trust in leader and appraisal satisfaction on both occasions. Additionally, employee performance at Time 1 positively influenced LMX at Time 2.Originality/valueThis study highlights the dynamic and complex relationship between LMX and employee performance over time while identifying relevant variables that influence it.

PurposeThe purpose of this paper is to assess the impact of the interaction effect of work conditions including work overload, emotional demands, social support and self-development opportunities on work engagement within the framework of the job demands-resource model.Design/methodology/approachA total of 481 registered nurses in Uruguay participated in this study. A series of multiple structural equations modelling analyses were used to examine the interaction hypotheses and their effect on work engagement.FindingsThree out of four two-way interactions presented significant effects, showing that social support mitigated the negative effects that emotional demands and work overload have on work engagement. However, self-development opportunities only moderated the effect of emotional demands on work engagement, but did not relieve the effects of work overload.Research limitations/implicationsThe study only considered two demands and two resources to test for interactions. Inclusion of other work characteristics as well as personal resources could provide a better understanding of the relationships within an organisation.Practical implicationsThe importance of developing a pool of resources in order to increase nurses' work engagement and buffer the increasing demands of healthcare professionals is discussed.Originality/valueThe findings provide evidence of the impact of the interaction of job demands and job resources in the development of work engagement in Uruguay. Additionally, the results emphasise the importance of identifying relevant work conditions that contribute to sustaining work engagement in the nursing profession in Latin-American countries.

Purpose– The purpose of this research is to identify and analyze the core values of the Peruvian public sector in the particular context of recent public management reforms.Design/methodology/approach– After distinguishing between traditional private and public sector values, the paper compared the presence of each of these types of values in two very different sources of data: input from employees' values survey and formal values statements of Peruvian public sector organizations. The analysis includes both a comparison of the presence of traditional public and private sector values in the two sources of data and the identification of the cultural profile of the public sector of Peru using the tri-axial model.Findings– The findings indicate a large gap between values at the theoretical level and values at the practical level. While values statements of public organizations in Peru clearly reflect traditional public sector values, in practice, public sector employees appear to follow a mixture of public and private sector values. Strengthening this conclusion is the finding that the cultural tri-axial profile of the sector is purely economic-pragmatic, which suggests that ethical and emotional values are positioned lower on the values hierarchy.Originality/value– This paper provides the first evidence of two important cultural phenomena in the Peruvian public sector: a broad adoption of private sector values and a gap between the values that are proposed as ethical guidelines (ideal) and the values that are followed in practice (real). The combination of these two phenomena suggests a potential risk to the ethical functioning of the public administration. This risk is especially significant in a developing country like Peru, where many of its poor citizens depend on government support. The paper discusses both the research and practical implications of this study.

PurposeThe purpose of this paper is to examine the effects of cultural intelligence (CQ), idiocentrism-allocentrism and organizational culture on work engagement in a multinational organization from the perspective of conservation of resources theory.Design/methodology/approachThe sample consisted of 219 employees of a multinational company (MNC). Partial least squares–structural equation modeling was used to test the research model.FindingsThe results suggest that CQ is positively related to work engagement and that this relationship is moderated by employees' idiocentrism-allocentrism, as well as by the adaptability dimension of organizational culture.Research limitations/implicationsGreater generalizability of the findings could be achieved with a more geographically dispersed sample. Other cultural dimensions, as well as personal and organizational characteristics, should be considered in order to more clearly ascertain the relationships between these variables.Practical implicationsThe findings suggest that CQ is a powerful tool for developing employee engagement within MNCs. Furthermore, a highly adaptive organizational culture and consideration of employees' cultural values are important in order to enhance the effect of CQ on engagement.Originality/valueThis study identifies relevant resources that can aid in managing a diverse workforce and increasing employee engagement in companies that operate across national borders.

PurposeThe purpose of this two-wave longitudinal study was to examine the role of mindfulness as mediator between social support and engagement and as a moderator in the relationship between work overload and burnout, both cross-sectionally and after one year.Design/methodology/approachThe sample consisted of 243 Peruvian teachers. Structural equation modeling and SPSS Process Macro were used to test the hypothesis.FindingsThe results show that mindfulness mediated the relationship between social support and engagement at both times but doesn't moderate the relationship between work overload and burnout at either time.Originality/valueThis study highlights the role of mindfulness as a valuable personal resource in the workplace, as it facilitates a higher functioning at work while identifying relevant organizational characteristics that have an influence in its use.