Pub Date : 2021-12-23DOI: 10.1108/mrjiam-05-2021-1175
Helena Mateus Jerónimo, P. Henriques, Sara Carvalho
Purpose This study aims to analyse the relationship between diversity practices and employee engagement in the specific context of a telecommunications company. Design/methodology/approach Using simple and multiple linear regressions, the authors test the mediating effect of the perception of inclusion and the moderating role of inclusive leadership, as well as whether this style of leadership promotes the perception of inclusion among employees. Findings The results are based on a sample of 238 responses and show that a positive correlation exists between the perception of diversity practices and engagement which is mediated by the perception of inclusion. However, inclusive leadership fails to moderate this relationship, although it does positively influence employees’ perception of inclusion. Practical implications The study emphasises: the importance of employees’ perceptions of diversity and inclusion as a strategic priority of their organisations and the importance of its embeddedness in the organisational culture and daily practices and the role of inclusive leaders in shaping employees’ perceptions, as this leadership may have significant implications for their engagement and performance. Originality/value This research offers a better understanding of what contributes to an inclusive workplace and the role of inclusive leaders in building up employees’ perception of inclusion that, thus, enhances their engagement.
{"title":"Being inclusive boosts impact of diversity practices on employee engagement","authors":"Helena Mateus Jerónimo, P. Henriques, Sara Carvalho","doi":"10.1108/mrjiam-05-2021-1175","DOIUrl":"https://doi.org/10.1108/mrjiam-05-2021-1175","url":null,"abstract":"\u0000Purpose\u0000This study aims to analyse the relationship between diversity practices and employee engagement in the specific context of a telecommunications company.\u0000\u0000\u0000Design/methodology/approach\u0000Using simple and multiple linear regressions, the authors test the mediating effect of the perception of inclusion and the moderating role of inclusive leadership, as well as whether this style of leadership promotes the perception of inclusion among employees.\u0000\u0000\u0000Findings\u0000The results are based on a sample of 238 responses and show that a positive correlation exists between the perception of diversity practices and engagement which is mediated by the perception of inclusion. However, inclusive leadership fails to moderate this relationship, although it does positively influence employees’ perception of inclusion.\u0000\u0000\u0000Practical implications\u0000The study emphasises: the importance of employees’ perceptions of diversity and inclusion as a strategic priority of their organisations and the importance of its embeddedness in the organisational culture and daily practices and the role of inclusive leaders in shaping employees’ perceptions, as this leadership may have significant implications for their engagement and performance.\u0000\u0000\u0000Originality/value\u0000This research offers a better understanding of what contributes to an inclusive workplace and the role of inclusive leaders in building up employees’ perception of inclusion that, thus, enhances their engagement.\u0000","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"5 1","pages":""},"PeriodicalIF":2.8,"publicationDate":"2021-12-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87881515","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-12-03DOI: 10.1108/mrjiam-09-2021-1232
M. Ibáñez
Purpose Social entrepreneurship (SE) has been a field of research that has interested researchers for over 30 years. However, there is no consensus on the concept of SE, and research in this field moves in several directions. The purpose of this study is to summarize the definitions of SE, propose a unified definition of SE and describe the state-of-the-art of SE in the Latin American context. Design/methodology/approach This study carries out a literature review on SE from 2010 to 2020 to explore the main topics in the SE field, searching, reviewing and selecting the most representative articles published. Findings The findings of this study suggest agreements and disagreements in the main topics of SE and reveal a significant gap in the SE research in the Latin American scenario. Originality/value This study contributes to the future growth of SE literature under a common umbrella that allows for more and better knowledge in this field and proposes a novel research agenda for the SE field in Latin America.
{"title":"Social entrepreneurship review: a gap in the Latin American context","authors":"M. Ibáñez","doi":"10.1108/mrjiam-09-2021-1232","DOIUrl":"https://doi.org/10.1108/mrjiam-09-2021-1232","url":null,"abstract":"\u0000Purpose\u0000Social entrepreneurship (SE) has been a field of research that has interested researchers for over 30 years. However, there is no consensus on the concept of SE, and research in this field moves in several directions. The purpose of this study is to summarize the definitions of SE, propose a unified definition of SE and describe the state-of-the-art of SE in the Latin American context.\u0000\u0000\u0000Design/methodology/approach\u0000This study carries out a literature review on SE from 2010 to 2020 to explore the main topics in the SE field, searching, reviewing and selecting the most representative articles published.\u0000\u0000\u0000Findings\u0000The findings of this study suggest agreements and disagreements in the main topics of SE and reveal a significant gap in the SE research in the Latin American scenario.\u0000\u0000\u0000Originality/value\u0000This study contributes to the future growth of SE literature under a common umbrella that allows for more and better knowledge in this field and proposes a novel research agenda for the SE field in Latin America.\u0000","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"14 1","pages":""},"PeriodicalIF":2.8,"publicationDate":"2021-12-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75245836","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-11-30DOI: 10.1108/mrjiam-09-2021-1230
Claudia Yáñez-Valdés
Purpose Technological entrepreneurship is distinguished from other types of initiatives by its innovative characteristics and rapid growth, as well as by the high uncertainty it faces, both in terms of investment cost and capacity for continuous adaptation. The purpose of this study is to investigate the definitions, measures and methods that have been used to investigate the phenomenon and to define the process of the “entrepreneurial journey” and the associated typologies according to the technological level. Design/methodology/approach This paper provides a systematic review of the literature on technological entrepreneurship focusing on emerging economies in Latin America. Based on the review of 62 papers, it analyses the current state and future research perspectives on the topic. Findings The authors can conclude that technological entrepreneurship in Latin America has great opportunities, especially linked to growth, but faces the threats of an uncertain and dynamic environment. Taking advantage of technologies allows the formulation of unique value propositions linked to the environment through innovation that improves the quality of life of the population. Research limitations/implications This study is a starting point for the development of research on resilient technology ventures. Latin America represents a limited location but offers insight into the developing phenomenon to measure the impacts that this phenomenon generates in society. Originality/value Considering the possibilities offered by technology and its continuous evolution, the impact that this type of entrepreneurship generates on the environment can be on a global scale. However, high growth and success are as likely as a failure and this is part of the improvement process.
{"title":"Technological entrepreneurship: present conditions and future perspectives for Latin America","authors":"Claudia Yáñez-Valdés","doi":"10.1108/mrjiam-09-2021-1230","DOIUrl":"https://doi.org/10.1108/mrjiam-09-2021-1230","url":null,"abstract":"\u0000Purpose\u0000Technological entrepreneurship is distinguished from other types of initiatives by its innovative characteristics and rapid growth, as well as by the high uncertainty it faces, both in terms of investment cost and capacity for continuous adaptation. The purpose of this study is to investigate the definitions, measures and methods that have been used to investigate the phenomenon and to define the process of the “entrepreneurial journey” and the associated typologies according to the technological level.\u0000\u0000\u0000Design/methodology/approach\u0000This paper provides a systematic review of the literature on technological entrepreneurship focusing on emerging economies in Latin America. Based on the review of 62 papers, it analyses the current state and future research perspectives on the topic.\u0000\u0000\u0000Findings\u0000The authors can conclude that technological entrepreneurship in Latin America has great opportunities, especially linked to growth, but faces the threats of an uncertain and dynamic environment. Taking advantage of technologies allows the formulation of unique value propositions linked to the environment through innovation that improves the quality of life of the population.\u0000\u0000\u0000Research limitations/implications\u0000This study is a starting point for the development of research on resilient technology ventures. Latin America represents a limited location but offers insight into the developing phenomenon to measure the impacts that this phenomenon generates in society.\u0000\u0000\u0000Originality/value\u0000Considering the possibilities offered by technology and its continuous evolution, the impact that this type of entrepreneurship generates on the environment can be on a global scale. However, high growth and success are as likely as a failure and this is part of the improvement process.\u0000","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"134 1","pages":""},"PeriodicalIF":2.8,"publicationDate":"2021-11-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77982828","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-10-22DOI: 10.1108/mrjiam-07-2021-1204
F. Teixeira, João J. Ferreira, Pedro Mota Veiga
Purpose Resources and their analysis are essential to understand better companies’ internal and external dynamics and the weight each has in obtaining competitive advantages over the competition. This study aims to address the law and legal knowledge as a fundamental resource for companies to succeed in the markets to obtain a sustainable competitive advantage. Design/methodology/approach Based upon a sample of 200 managers, a structural equation model was used to validate the hypotheses under study. Findings Results show awareness and managers’ perception of the importance of law as a resource and its advantages for companies and the dichotomy between recognising this importance and not using it consistently. Originality/value Knowing the scope of business law and its growing importance for companies and being academically aware of the inexistence of studies that analyse the law as an individualised resource for companies, this study has a crucial contribution to the interconnection of these two fields – business and law.
{"title":"Does law as resource bring a competitive advantage to companies?","authors":"F. Teixeira, João J. Ferreira, Pedro Mota Veiga","doi":"10.1108/mrjiam-07-2021-1204","DOIUrl":"https://doi.org/10.1108/mrjiam-07-2021-1204","url":null,"abstract":"\u0000Purpose\u0000Resources and their analysis are essential to understand better companies’ internal and external dynamics and the weight each has in obtaining competitive advantages over the competition. This study aims to address the law and legal knowledge as a fundamental resource for companies to succeed in the markets to obtain a sustainable competitive advantage.\u0000\u0000\u0000Design/methodology/approach\u0000Based upon a sample of 200 managers, a structural equation model was used to validate the hypotheses under study.\u0000\u0000\u0000Findings\u0000Results show awareness and managers’ perception of the importance of law as a resource and its advantages for companies and the dichotomy between recognising this importance and not using it consistently.\u0000\u0000\u0000Originality/value\u0000Knowing the scope of business law and its growing importance for companies and being academically aware of the inexistence of studies that analyse the law as an individualised resource for companies, this study has a crucial contribution to the interconnection of these two fields – business and law.\u0000","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"2013 1","pages":""},"PeriodicalIF":2.8,"publicationDate":"2021-10-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86444977","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-08-19DOI: 10.1108/mrjiam-10-2020-1106
Duarte Pimentel, Pedro Almeida, Pedro Marques-Quinteiro, Marta Sousa
Purpose The purpose of this paper is to assess differences between employees of family and non-family firms regarding their perceptions of employer branding and psychological contract levels. Moreover, focusing on family firms, the authors assess the relation between the employees’ perceptions of employer branding and the psychological contract levels. Design/methodology/approach The empirical evidence is provided by a sample of 165 Portuguese employees, 76 employees of family firms and 89 non-family firms’ employees, who responded to a questionnaire that included employer branding and psychological contract measures. All respondents study in small and medium-sized private companies. Findings The results confirmed the research hypotheses, suggesting that employees of family companies show higher perceptions of employer branding and psychological contract levels than employees of non-family companies. Results also reveal that the perceptions of employer branding are positively related to the psychological contract levels of the family firm’s employees. Originality/value This paper aims to contribute to the literature by addressing two contemporary organizational aspects yet under-addressed in the comparison between family and non-family firms while pursuing to offer insights on the relationship between the perceptions of employer branding and levels of the psychological contract of employees working in family firms.
{"title":"Employer branding and psychological contract in family and non-family firmsEmployer branding e contrato psicológico em empresas familiares e não familiaresEmployer branding y contrato psicológico en empresas familiares y no familiares","authors":"Duarte Pimentel, Pedro Almeida, Pedro Marques-Quinteiro, Marta Sousa","doi":"10.1108/mrjiam-10-2020-1106","DOIUrl":"https://doi.org/10.1108/mrjiam-10-2020-1106","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to assess differences between employees of family and non-family firms regarding their perceptions of employer branding and psychological contract levels. Moreover, focusing on family firms, the authors assess the relation between the employees’ perceptions of employer branding and the psychological contract levels.\u0000\u0000\u0000Design/methodology/approach\u0000The empirical evidence is provided by a sample of 165 Portuguese employees, 76 employees of family firms and 89 non-family firms’ employees, who responded to a questionnaire that included employer branding and psychological contract measures. All respondents study in small and medium-sized private companies.\u0000\u0000\u0000Findings\u0000The results confirmed the research hypotheses, suggesting that employees of family companies show higher perceptions of employer branding and psychological contract levels than employees of non-family companies. Results also reveal that the perceptions of employer branding are positively related to the psychological contract levels of the family firm’s employees.\u0000\u0000\u0000Originality/value\u0000This paper aims to contribute to the literature by addressing two contemporary organizational aspects yet under-addressed in the comparison between family and non-family firms while pursuing to offer insights on the relationship between the perceptions of employer branding and levels of the psychological contract of employees working in family firms.\u0000","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"12 1","pages":""},"PeriodicalIF":2.8,"publicationDate":"2021-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76439604","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-08-16DOI: 10.1108/MRJIAM-05-2021-1178
E. Ramírez-Solis, Maria Fonseca, Fernando Sandoval‐Arzaga, Ernesto Amorós
Purpose The main objective of this manuscript is to describe the current situation of a sample of family business and their response to COVID-19 pandemic. This exploratory study analyzes a series of challenges faced by this type of firm in Latin America. This study puts special focus on how the pandemic is impacting transgenerational and family entrepreneurship and the sense of legacy in family businesses. Design/methodology/approach The authors performed an online survey during June–July 2020. The survey includes 20 questions to owners or executives of family businesses about how they had been facing the onslaught of the COVID-19 pandemic in their companies. The authors received 194 valid respondents from firms that have their headquarters in Mexico, Colombia, Venezuela, Peru, Chile and other Latin American countries. Findings The empirical analysis shows that family firms in Latin America have managed to survive and stay current through family entrepreneurship, protecting their heritage and relying on legacy. Out of four main competencies, “family entrepreneurship” was the most important on which business families relied to face this crisis. Research limitations/implications The authors were able to gather information from just under 300 participants. However, the authors decided to take into account only those complete responses in the survey, so the present analysis was carried out on the valid sample of 194 respondents. Practical implications The results of this study show that business families have managed to survive and stay current through family entrepreneurship, protecting their heritage and relying on legacy. Strategic leadership and intergenerational dynamics alone are not enough to face this crisis. Social implications Family firms, like other companies, have shifted their mindset over the last months from “how can we grow” to “how can we survive”. Consequently, what competencies are necessary to develop so that family businesses can cope with this and the following crises? How are Mexico and Latin America’s family-owned businesses navigating the economic disruptions resulting from COVID-19? This paper explores the role of family firms in the wake of the COVID-19 outbreak. Originality/value This study provides an overview of the coping mechanisms that some family businesses are implementing to overcome the challenges during the pandemic, putting focus on the specific context of Latin America. Family businesses represent approximately 60% of the region’s GDP, so their survival is completely relevant in terms of not only economic impact but also social development. Future research and implications are discussed.
{"title":"Survival mode: how Latin American family firms are coping with the pandemic","authors":"E. Ramírez-Solis, Maria Fonseca, Fernando Sandoval‐Arzaga, Ernesto Amorós","doi":"10.1108/MRJIAM-05-2021-1178","DOIUrl":"https://doi.org/10.1108/MRJIAM-05-2021-1178","url":null,"abstract":"\u0000Purpose\u0000The main objective of this manuscript is to describe the current situation of a sample of family business and their response to COVID-19 pandemic. This exploratory study analyzes a series of challenges faced by this type of firm in Latin America. This study puts special focus on how the pandemic is impacting transgenerational and family entrepreneurship and the sense of legacy in family businesses.\u0000\u0000\u0000Design/methodology/approach\u0000The authors performed an online survey during June–July 2020. The survey includes 20 questions to owners or executives of family businesses about how they had been facing the onslaught of the COVID-19 pandemic in their companies. The authors received 194 valid respondents from firms that have their headquarters in Mexico, Colombia, Venezuela, Peru, Chile and other Latin American countries.\u0000\u0000\u0000Findings\u0000The empirical analysis shows that family firms in Latin America have managed to survive and stay current through family entrepreneurship, protecting their heritage and relying on legacy. Out of four main competencies, “family entrepreneurship” was the most important on which business families relied to face this crisis.\u0000\u0000\u0000Research limitations/implications\u0000The authors were able to gather information from just under 300 participants. However, the authors decided to take into account only those complete responses in the survey, so the present analysis was carried out on the valid sample of 194 respondents.\u0000\u0000\u0000Practical implications\u0000The results of this study show that business families have managed to survive and stay current through family entrepreneurship, protecting their heritage and relying on legacy. Strategic leadership and intergenerational dynamics alone are not enough to face this crisis.\u0000\u0000\u0000Social implications\u0000Family firms, like other companies, have shifted their mindset over the last months from “how can we grow” to “how can we survive”. Consequently, what competencies are necessary to develop so that family businesses can cope with this and the following crises? How are Mexico and Latin America’s family-owned businesses navigating the economic disruptions resulting from COVID-19? This paper explores the role of family firms in the wake of the COVID-19 outbreak.\u0000\u0000\u0000Originality/value\u0000This study provides an overview of the coping mechanisms that some family businesses are implementing to overcome the challenges during the pandemic, putting focus on the specific context of Latin America. Family businesses represent approximately 60% of the region’s GDP, so their survival is completely relevant in terms of not only economic impact but also social development. Future research and implications are discussed.\u0000","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"68 1","pages":""},"PeriodicalIF":2.8,"publicationDate":"2021-08-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75916413","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-08-09DOI: 10.1108/mrjiam-09-2020-1094
Lourdes Gastearena-Balda, Andrea Ollo-López, Martín Larraza-Kintana
Purpose This paper aims to compare job satisfaction in public and private sectors and the mediating role of several job demands and resources on the relationship between the employment sector and job satisfaction. Design/methodology/approach Drawing on the job demands-resources model, this study argued that differences in job satisfaction were explained largely by the job characteristics provided in each sector. Data comes from the quality of working life survey, a representative sample of 6,024 Spanish public and private employees. Findings This study revealed that public employees were more satisfied than private ones. This relationship was partially mediated by job demands and job resources, meaning that the public and private employment sectors provided different working conditions. Public employees, in general, had fewer demands and more job resources than private ones, which resulted in different levels of job satisfaction. Additionally, partial mediation indicated that public employees are more satisfied than private ones, despite accounting for several job demands and job resources. Research limitations/implications While the findings of this study highlighted the relative importance of job demands and job resources in affecting job satisfaction of public and private employees, the generalizability of the results to other countries should be limited as the study only used data from a single country. Practical implications A significant portion of the positive effect on job satisfaction of public employees is channeled through the lower levels of routine work and lower number of required working hours and through better job resources such as higher salary, more telework, greater prospects at work and more training utility. To improve job satisfaction, it is apparent that managers should pay special attention to things such as routine work, working hours, training and telework. Originality/value This paper contributes to the comprehension of how several job demands and resources simultaneously play a mediating role in explaining the relationship between the employment sector and job satisfaction.
{"title":"Are public employees more satisfied than private ones? The mediating role of job demands and job resources","authors":"Lourdes Gastearena-Balda, Andrea Ollo-López, Martín Larraza-Kintana","doi":"10.1108/mrjiam-09-2020-1094","DOIUrl":"https://doi.org/10.1108/mrjiam-09-2020-1094","url":null,"abstract":"\u0000Purpose\u0000This paper aims to compare job satisfaction in public and private sectors and the mediating role of several job demands and resources on the relationship between the employment sector and job satisfaction.\u0000\u0000\u0000Design/methodology/approach\u0000Drawing on the job demands-resources model, this study argued that differences in job satisfaction were explained largely by the job characteristics provided in each sector. Data comes from the quality of working life survey, a representative sample of 6,024 Spanish public and private employees.\u0000\u0000\u0000Findings\u0000This study revealed that public employees were more satisfied than private ones. This relationship was partially mediated by job demands and job resources, meaning that the public and private employment sectors provided different working conditions. Public employees, in general, had fewer demands and more job resources than private ones, which resulted in different levels of job satisfaction. Additionally, partial mediation indicated that public employees are more satisfied than private ones, despite accounting for several job demands and job resources.\u0000\u0000\u0000Research limitations/implications\u0000While the findings of this study highlighted the relative importance of job demands and job resources in affecting job satisfaction of public and private employees, the generalizability of the results to other countries should be limited as the study only used data from a single country.\u0000\u0000\u0000Practical implications\u0000A significant portion of the positive effect on job satisfaction of public employees is channeled through the lower levels of routine work and lower number of required working hours and through better job resources such as higher salary, more telework, greater prospects at work and more training utility. To improve job satisfaction, it is apparent that managers should pay special attention to things such as routine work, working hours, training and telework.\u0000\u0000\u0000Originality/value\u0000This paper contributes to the comprehension of how several job demands and resources simultaneously play a mediating role in explaining the relationship between the employment sector and job satisfaction.\u0000","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"64 1","pages":""},"PeriodicalIF":2.8,"publicationDate":"2021-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84836424","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-07-15DOI: 10.1108/MRJIAM-09-2020-1092
Moncef Guizani, A. Ajmi
Purpose This study aims to explore the role of board gender diversity in mitigating chief executive officer (CEO) luck. CEOs are “lucky” when they receive stock option grants on days when the stock price is the lowest in the month of the grant, implying opportunistic timing. Design/methodology/approach This study uses a logistic regression analysis and an instrumental-variable analysis. The sample consists of 3,249 firm-year observations from 2010 through 2015. Findings The results show that female directors significantly deter the opportunistic timing of option grants. This study finds that gender diversity – as measured by the percentage of women on the board, the percentage of female independent directors and the percentage of female directors on the compensation committee are likely to reduce the odds that CEOs receive opportunistically timed lucky grants. The results are consistent with those in prior research that documents the benefits of board gender diversity. Practical implications The research findings are beneficial to policymakers and regulators, as it allows them to assess the importance of diversity on boards in the monitoring of the managers, particularly as it pertains to the design of CEO compensation packages. Furthermore, these findings have implications for Ibero-American countries as they shed light on the importance to undertake measures and reforms to promote board effectiveness by the introduction of gender diversity. Originality/value While prior research has examined the effect of board gender diversity on firm performance, the study is the first to investigate the effect of female directors on the opportunistic timing of option grants, using a rigorous empirical framework that explicitly accounts for endogeneity.
{"title":"Board gender diversity and the timing of CEO stock option awards","authors":"Moncef Guizani, A. Ajmi","doi":"10.1108/MRJIAM-09-2020-1092","DOIUrl":"https://doi.org/10.1108/MRJIAM-09-2020-1092","url":null,"abstract":"\u0000Purpose\u0000This study aims to explore the role of board gender diversity in mitigating chief executive officer (CEO) luck. CEOs are “lucky” when they receive stock option grants on days when the stock price is the lowest in the month of the grant, implying opportunistic timing.\u0000\u0000\u0000Design/methodology/approach\u0000This study uses a logistic regression analysis and an instrumental-variable analysis. The sample consists of 3,249 firm-year observations from 2010 through 2015.\u0000\u0000\u0000Findings\u0000The results show that female directors significantly deter the opportunistic timing of option grants. This study finds that gender diversity – as measured by the percentage of women on the board, the percentage of female independent directors and the percentage of female directors on the compensation committee are likely to reduce the odds that CEOs receive opportunistically timed lucky grants. The results are consistent with those in prior research that documents the benefits of board gender diversity.\u0000\u0000\u0000Practical implications\u0000The research findings are beneficial to policymakers and regulators, as it allows them to assess the importance of diversity on boards in the monitoring of the managers, particularly as it pertains to the design of CEO compensation packages. Furthermore, these findings have implications for Ibero-American countries as they shed light on the importance to undertake measures and reforms to promote board effectiveness by the introduction of gender diversity.\u0000\u0000\u0000Originality/value\u0000While prior research has examined the effect of board gender diversity on firm performance, the study is the first to investigate the effect of female directors on the opportunistic timing of option grants, using a rigorous empirical framework that explicitly accounts for endogeneity.\u0000","PeriodicalId":45321,"journal":{"name":"Management Research-The Journal of the Iberoamerican Academy of Management","volume":"146 1","pages":""},"PeriodicalIF":2.8,"publicationDate":"2021-07-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77749060","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2021-06-08DOI: 10.1108/MRJIAM-01-2021-1129
Teresa Proença, H. Rodrigues
Purpose Call center is a large and growing sector worldwide and is facing important human resource management (HRM) and service challenges. The purpose of this study is to analyze the impact of structural empowerment (SE) and psychological empowerment (PE) on customer satisfaction (CS) through employee job satisfaction (JS) at a call center in Portugal. Design/methodology/approach Data were collected by means of a survey handed over personally to 267 employees at the call center of a telecommunication company. This was then linked to their respective net promoter score (CS) provided by the call center. Confirmatory factor analysis and structural equation modeling were used as analytical tools. Findings SE affects PE, and both have a positive impact on JS. Empowerment impacts CS: SE positively affects CS mediated by PE; and PE affects CS mediated by JS. Practical implications This study emphasizes the importance of the use of organizational practices of SE in call centers to achieve two important organizational outcomes: employee JS and CS. Originality/value This study tests a process model involving two domains, HRM (employee side) and service delivery (customer side), which are traditionally dealt with separately in the context of call centers. This helps to understand how HRM polices are connected to CS. Although some of these relationships have been studied separately in different contexts, the research offers a strong methodological design by linking employee perceptions of empowerment with data provided by the firm on CS.
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