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Article
Publication date: 5 October 2020

Elza Veloso, Rodrigo Cunha da Silva, Leonardo Trevisan and Joel Dutra

The purpose of this paper is to identify the relationship of career anchors with three aspects: the millennials’ professional skills, the millennials’ awareness of the replacement…

1763

Abstract

Purpose

The purpose of this paper is to identify the relationship of career anchors with three aspects: the millennials’ professional skills, the millennials’ awareness of the replacement of jobs with new technologies and the technological stress in the millennials’ working environment.

Design/methodology/approach

The responses of 200 questionnaires were analyzed using descriptive and variance analysis techniques.

Findings

Among the three hypotheses raised, two were confirmed, showing that these young people recognize the development of professional skills through new technologies, but are not highly sensitive to the stress associated with technological innovations.

Originality/value

The paper contributes to a recent debate, which emphasizes the impact of the application of new technologies on the nature of study and employment levels.

Details

Innovation & Management Review, vol. 17 no. 4
Type: Research Article
ISSN: 2515-8961

Keywords

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Article
Publication date: 24 April 2020

Rodrigo Silva, Joel Dutra, Elza Fátima Rosa Veloso and Leonardo Trevisan

The purpose of this study is to analyze the effect of the relationship between leadership and engagement on the individual performance of Millennial generation professionals.

744

Abstract

Purpose

The purpose of this study is to analyze the effect of the relationship between leadership and engagement on the individual performance of Millennial generation professionals.

Design/methodology/approach

A survey was carried out with higher education business school students in Brazil. The sampling procedure involved a convenience selection of Millennial generation professionals who are employed and have recently undergone a performance evaluation process. The professionals answered a questionnaire about their perception of an empowering and directive leader, engagement, human resource practices and performance.

Findings

The authors demonstrated the potential of leaders to generate engagement and influence performance, showing the need for companies to become involved in the leadership process by defining appropriate leader profiles and establishing clear practices and criteria for their actions with regard to Millennial generation.

Practical implications

The potential of empowering leadership to generate engagement, and that of directive leadership to influence performance, show the need for companies to become involved in the leadership process by defining appropriate leader profiles and establishing clear criteria for their actions toward Millennial generation.

Originality/value

In Brazil, empowering leaders do not directly influence their subordinates’ performance, unlike what was found in previous studies. Thus, it may be that they also do not perceive, or are not working in, more flexible or participative workplaces, which interferes with the perception of the direct relationship between the leadership’s actions and their personal performance.

Propósito

El propósito de este estudio es analizar el efecto de la relación entre el liderazgo y compromiso en el desempeño individual de los profesionales de la generación Milenial.

Diseño/metodología/enfoque

Se realizó una encuesta con estudiantes de educación superior específicamente de escuelas de negocios de Brasil. El procedimiento de involucró una muestra de conveniencia de empleados profesionales de la generación Milenial y recientemente se han sometido a un proceso de evaluación de desempeño. Los profesionales respondieron un cuestionario sobre su percepción sobre un líder empoderado y directivo, el compromiso, prácticas de recursos humanos y desempeño.

Hallazgos

Los autores demostraron el potencial de los líderes para generar compromiso e influencia en el desempeño, mostrando la necesidad de que las empresas se involucren en el proceso de liderazgo definiendo perfiles de líderes apropiados y estableciendo prácticas y criterios claros para sus acciones con respecto a la generación Milenial.

Implicaciones prácticas

el potencial de empoderar al liderazgo para generar compromiso, y el del liderazgo directivo para influir en el desempeño, muestra la necesidad de que las empresas se involucren en el proceso de liderazgo definiendo perfiles de líder apropiados y estableciendo criterios claros para sus acciones hacia la generación Milenial.

Originalidad/valor

en Brasil, el empoderamiento de los líderes no influye directamente en el desempeño de sus subordinados, a diferencia de lo que se encontró en estudios anteriores. Así, puede ser que tampoco perciban o no estén trabajando en lugares de trabajo más flexibles o participativos, lo que interfiere en la percepción de la relación directa entre las acciones del liderazgo y su desempeño personal.

Objetivo

O objetivo deste estudo é analisar o efeito da relação entre liderança e comprometimento no desempenho individual dos profissionais da geração Milênio.

Desenho/metodologia/abordagem

Foi realizada uma pesquisa com alunos do ensino superior especificamente em escolas de negócios no Brasil. O procedimento envolveu uma amostra de conveniência de funcionários profissionais da geração Milênio que passaram recentemente por um processo de avaliação de desempenho. Os profissionais responderam a um questionário sobre a percepção de um líder empoderador e diretivo, engajamento, práticas de recursos humanos e desempenho.

Resultados

Os autores demonstraram o potencial dos líderes para gerar engajamento e influência no desempenho, mostrando a necessidade das empresas se envolverem no processo de liderança, definindo perfis de liderança adequados e estabelecendo práticas e critérios claros para suas ações em relação a geração Milênio.

Implicações práticas

o potencial da liderança empoderadora para gerar engajamento e a liderança diretiva para influenciar o desempenho mostra a necessidade das empresas se envolverem no processo de liderança, definindo perfis de líderança adequados e estabelecendo critérios claros para suas ações para a geração Milênio.

Originalidade/valor

no Brasil, uma liderança empoderadora não influencia diretamente no desempenho de seus liderados, ao contrário do que foi encontrado em estudos anteriores. Assim, pode ser que os respondentes percebam ou não estejam trabalhando em ambientes de trabalho mais flexíveis ou participativos, o que interfere na percepção da relação direta entre as ações de liderança e seu desempenho.

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Article
Publication date: 13 September 2022

Edilson Santos, Maurício Queiroz, Felipe Mendes Borini, Daniel Carvalho and Joel Souza Dutra

The purpose of the study is to identify which factors facilitate and hinder change management in the business strategy execution journey and contribute to its transformation.

3625

Abstract

Purpose

The purpose of the study is to identify which factors facilitate and hinder change management in the business strategy execution journey and contribute to its transformation.

Design/methodology/approach

Companies that have implemented organizational transformation projects, as an adaptive response to their survival, were studied. The authors chose to work with three companies that went through strong changes in the period between 2014 and 2019. A total of 12 professionals were interviewed, encompassing top management and team members.

Findings

Cases were described, and the learning from them culminated in the recommendation of six managerial propositions, which should guide change agents in the planning and execution of their business transformation journeys.

Research limitations/implications

The findings were observed in the three case studies that implemented change management strategies. Failure case studies were not considered, which could present other managerial propositions.

Originality/value

The results of the article highlight the importance of coalition issue before the urgency in the organizational change model and also the importance of institutionalization along the change journey. As a managerial contribution is the model called “framework of the journey of execution and transformation of corporate strategy”, which serves as guidance for executives and agents of change in organizations.

Details

Journal of Organizational Change Management, vol. 36 no. 1
Type: Research Article
ISSN: 0953-4814

Keywords

Available. Open Access. Open Access
Article
Publication date: 5 September 2018

Elza Fátima Rosa Veloso, Leonardo Nelmi Trevisan, Rodrigo Cunha da Silva and Joel Souza Dutra

The purpose of this paper is to, which involved 123 students in their last year of an administration course at a private university in the city of São Paulo, Brazil, evaluate the…

8069

Abstract

Purpose

The purpose of this paper is to, which involved 123 students in their last year of an administration course at a private university in the city of São Paulo, Brazil, evaluate the importance of analyzing the pressure from new technologies on the careers of young university students from a career theory perspective.

Design/methodology/approach

From the perspective of traditional theories, the authors used “career anchors,” and from the perspective of non-traditional theories, “intelligent careers,” in which people develop three competency groups that are transferable between organizations: knowing why; knowing how; and knowing whom. The hypotheses the authors raised were analyzed using statistical techniques and the following results were obtained: young people do not see new technologies as a threat to their current job; people who see the “Knowing How” competence as being more developed feel less pressure from new technologies; non-traditional theories show a greater potential to analyze technological pressure than traditional theories; and, finally, the nature of people’s jobs produces different impacts on the pressure of new technologies on their careers, since people who occupy positions involving more human interaction with internal or external clients feel less threatened.

Findings

It was found that the lowest mean among the constructs analyzed was the pressure from technology on career. The correlations between the competencies of intelligent careers and the perception of the pressure from technology on career were weak, but significant, whereas the “Knowing How” competency was negatively correlated with the pressure caused by technology. There was no significant influence of the anchors on the pressure from technology on career. However, incorporating the competencies of intelligent careers improved the statistical model’s fit. In associating job positions with the pressure from technology on career, administrative and operational positions showed higher averages than sales associate and management positions.

Originality/value

Broadly speaking, it can be noted that traditional career theories, especially the vocational counseling approach, are not sufficient to explain the impact of new technologies on careers. At the same time, one way of coping with the pressure brought about by technological advances may be in using technology itself to develop “useful professional skills,” in a manner consistent with “intelligent careers.”

Details

Revista de Gestão, vol. 25 no. 4
Type: Research Article
ISSN: 2177-8736

Keywords

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Article
Publication date: 15 June 2015

Rodrigo Cunha da Silva, Joel Souza Dutra, Elza Fátima Rosa Veloso, André Luiz Fischer and Leonardo Nelmi Trevisan

This study aims to investigate the existence of delimitations more suited to the emergence of generations in Brazil, and to assess generational perceptions on constructs of the…

1813

Abstract

Purpose

This study aims to investigate the existence of delimitations more suited to the emergence of generations in Brazil, and to assess generational perceptions on constructs of the work environment and their influences on organizational commitment.

Design/methodology/approach

The perceptions of 102,540 respondents employed by 394 organizations were classified into nine constructs. The methodology used entailed an initial confirmatory factorial analysis, which was undertaken to investigate the validity of the proposed measurement model. Regression analyses were applied to test the relationship between work environment and commitment.

Findings

The results highlight that the Baby Boomer generation attributed more value to the meaning of work and corporate social responsibility. Meaning of work, learning and development were given a high level of importance in the results for Generation X. Generation Y values learning and development, relationships with co-workers and Work-life balance more than the other two generations.

Research limitations/implications

This research is classified as a cross-sectional study that does not allow us to substantiate whether differences between the groups were caused by influence of generations or the age of respondents. Therefore, nationwide surveys capable of offsetting the age effect on generational differences are still necessary. Another constraint is related to the fact that only data from the survey that annually elects the “Best Companies to Work for in Brazil” were used for undertaking this study. Moreover, because all variables were collected simultaneously from the same source, the authors recognize that the results could have problems related to common method biases.

Practical implications

The authors believe that the identification of critical dimensions of workers’ perception regarding the work environment equips human resources professionals with the ability to implement policies and practices that align people management with the differing desires of each generation, effectively ensuring commitment from these professionals.

Social implications

This study may contribute to researchers by highlighting the need for temporal outlines suited to the Brazilian reality, which might also inspire further research on the country’s generations, even associating them with other themes, such as values, personality and professional motivation.

Originality/value

As the main contributions, the authors have sought to highlight that generational differences may be related to specific periods in each country’s historical context. The authors also show the determining factors influencing each generation’s affective commitment and justify each of their choices.

Details

Management Research: The Journal of the Iberoamerican Academy of Management, vol. 13 no. 1
Type: Research Article
ISSN: 1536-5433

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Article
Publication date: 18 November 2021

Flore Deboscker, Mathieu Nacher, Antoine Adenis, Florence Huber, Aude Lucarelli, Laura Asensio, Marie Daniel, Vanessa Schiemsky and Timothee Bonifay

Incarcerated women are a vulnerable population in terms of sexual and reproductive health. In French Guiana, most incarcerated women come from unsafe environments and are…

209

Abstract

Purpose

Incarcerated women are a vulnerable population in terms of sexual and reproductive health. In French Guiana, most incarcerated women come from unsafe environments and are incarcerated because of drug trafficking. Medical follow-up processes used in prison (medical assessment on arrival, and then two half-days per week upon request but without an obstetrician-gynecologist) does not allow for a thorough assessment of the impact of incarceration on women prisoners’ health to take place. In the absence of data, the purpose of this study was to describe incarcerated women’s experiences in relation to sexual and reproductive health.

Design/methodology/approach

Semi-structured interviews were conducted among French-speaking adult women who had been incarcerated for at least four months in a French Guianan prison. Menstruation, contraception, pregnancy, abortion, sexually transmitted infections and sexuality were described by means of interpretative phenomenological analysis.

Findings

A total of 14 women were interviewed. They suffered from menstrual cycle disorders, poor hygiene and menstrual insecurity. They appeared to have emotionally disinvested sexuality. However, intra-prison sexual activity existed for some (masturbation, conjugal prison visits, homosexual intercourse between fellow prisoners). Homosexual relations were a source of discrimination. Being pregnant while incarcerated was viewed negatively. A lack of knowledge about sexual and reproductive health and high-risk behaviors such as piercing and tattooing practices were widespread.

Originality/value

Incarceration is a vulnerable time for women’s sexual and reproductive health. Sexual activity exposes women to risks and discrimination that should be taken into account in a multidisciplinary approach adapted to the prison environment.

Details

International Journal of Prisoner Health, vol. 18 no. 4
Type: Research Article
ISSN: 1744-9200

Keywords

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Article
Publication date: 9 August 2024

Moh’d Anwer AL-Shboul

This study tries to examine the effect of artificial intelligence (AI) drivers on the willingness to adopt the human capital supply chain (HCSC) in manufacturing firms (MFs) in…

324

Abstract

Purpose

This study tries to examine the effect of artificial intelligence (AI) drivers on the willingness to adopt the human capital supply chain (HCSC) in manufacturing firms (MFs) in developing countries (DCs) including Jordan, Saudi Arabia, Bahrain, Qatar and the United Arab Emirates, which are listed in the Chambers of Industry of these countries.

Design/methodology/approach

The quantitative methodology with a simple random sampling method was adopted using a questionnaire survey-based approach to collect data from 233 out of 1,055 participants (human resource (HR) managers and information technology (IT) senior managers) from various MFs (private and commercial), representing a 22% response rate. Covariance-based structural equation modeling (CB-SEM) was used to analyze the raw data using Amos V.25.

Findings

The results of this study showed that there are positive and statistically significant direct association effects between the reliability of use (RoU), competitive pressures (CPs) and user confidence (UC) factors on the willingness to adopt AI in HCSC in the MFs in DCs. At the same time, there is no significant effect on a firm’s infrastructure readiness (FIRs), in addition to the indirect effect of UC in the relationship between CPs and FIRs on the willingness to adopt AI in HCSC.

Originality/value

Such findings of this study can provide insightful implications for stakeholders and policymakers regarding the importance of using predictive AI drivers' effect on willingness to adopt the HCSC in the MFs in DCs as emerging economies. Additionally, the managers might focus on the existence of a significant positive indirect effect of UC as a mediating factor in the relationship between FIRs and willingness to adopt AI and its applications in HCSC systems and departments.

Details

Industrial Management & Data Systems, vol. 124 no. 10
Type: Research Article
ISSN: 0263-5577

Keywords

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