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What has been called the war for talent in companies has become a key element in organizations that want to be competitive. Talent management has already been studied and verified in terms of its impact on performance and productivity, and this has led to more and more research generating a professional and scientific interest with other variables, such as ethical behavior. In the present study it is verified, through a model of structural equations, that the organizations that apply strategies of talent management have more ethical behaviors and intention to stay. Talent management and ethical behavior would reinforce work environments, by restoring confidence in the organization. Likewise, talent management implies greater loyalty of talent, that is an antecedent of the intention to stay in the organization. [ABSTRACT FROM AUTHOR]

Purpose: The key aspect of this study is the mediating role of innovation in the relationship between talent management (TM) and organizational performance (OP). Design/methodology/approach: A structural equation model with AMOS software is used to gauge the impact of TM on innovation and OP. In this regard, innovation is the mediating variable of the model. The author uses Hayes PROCESS macro for SPSS (Hayes, 2018) and the mediating procedure of Baron and Kenny's model (1986). Findings: Results show that innovation is a full mediating variable that captures the whole variance of the model in the relationship between TM and OP. Practical implications: The results of this study are important for organizations since they emphasize the need to adapt TM strategies to innovation and improvement in the organization. This involves not only managers and their training and development plans but also employees in their attraction, development and retention strategies. Originality/value: The originality of this study is that it explores the causal relationship between the three variables considered in the model, that is, TM, innovation and OP. These relationships evidence gaps in human resource management and TM literature, improving current understanding of the role of innovation in the organizational context. [ABSTRACT FROM AUTHOR]

Corruption involves greed, money, and risky decision‐making. We explore the love of money, pay satisfaction, probability of risk, and dishonesty across cultures. Avaricious monetary aspiration breeds unethicality. Prospect theory frames decisions in the gains‐losses domain and high‐low probability. Pay dissatisfaction (in the losses domain) incites dishonesty in the name of justice at the individual level. The Corruption Perceptions Index, CPI, signals a high‐low probability of getting caught for dishonesty at the country level. We theorize that decision‐makers adopt avaricious love‐of‐money aspiration as a lens and frame dishonesty in the gains‐losses domain (pay satisfaction‐dissatisfaction, Level 1) and high‐low probability (CPI, Level 2) to maximize expected utility and ultimate serenity. We challenge the myth: Pay satisfaction mitigates dishonesty across nations consistently. Based on 6500 managers in 32 countries, our cross‐level three‐dimensional visualization offers the following discoveries. Under high aspiration conditions, pay dissatisfaction excites the highest‐ (third‐highest) avaricious justice‐seeking dishonesty in high (medium) CPI nations, supporting the certainty effect. However, pay satisfaction provokes the second‐highest avariciousopportunity‐seizing dishonesty in low CPI entities, sustaining the possibility effect—maximizing expected utility. Under low aspiration conditions, high pay satisfaction consistently leads to low dishonesty, demonstrating risk aversion—achieving ultimate serenity. We expand prospect theory from a micro and individual‐level theory to a cross‐level theory of monetary wisdom across 32 nations. We enhance the S‐shaped Curve to three 3‐D corruption surfaces across three levels of the global economic pyramid, providing novel insights into behavioral economics, business ethics, the environment, and responsibility. [ABSTRACT FROM AUTHOR]

The present study examines the relationship between wellbeing and work performance in a twotime model. The model was based on the happy-productive worker hypothesis. Labour wellbeing (Time 1, T1) was measured with three constructs: job satisfaction, personal satisfaction, and organizational commitment, and showed good one dimensional adjustment in the second-order confirmatory factor analysis performed. We use a stratified sampling strategy, controlling for sex, age and whether workers were employed in the public or private sector. Of the 235 employees analysed in T1, 205 responded in Time 2 (T2). Results obtained through SEM analysis establish a positive and significant relationship between positive wellbeing and job performance. Likewise, job satisfaction and organizational commitment were the variable that most influenced the unidimensional welfare construct (0.902, p < 0.001 and 0.750, p < 0.001, respectively). Personal satisfaction showed a lower value (0.234, p < 0.01), and was the only one of the three variables that was context-free level. The article looks at the theoretical and professional implications of the results. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to better understand the role of pay satisfaction and employee perception of talent management in business loyalty strategies, which implies considering both economic and non-economic variables in order to achieve organizational success. Design/methodology/approach: Results from a survey of 198 workers were analysed using structural equation modelling (SEM) based on three constructs (confirmatory factor analysis, CFA). The scales used were: employee perception of talent management, pay satisfaction, and organizational commitment. Pay satisfaction acts as a mediating variable in the significant relationship between the perception of talent management and organizational commitment. Findings: The partial mediating model hypothesised was supported by the SEM model, indicating that loyalty strategies require both good talent management and a good compensation system. Research limitations/implications: The article promotes the use of mediating variables as an explanation to better understand the strategies of loyalty in the management of talent, framed within the model of the resource-based view (RBV) theory. Practical implications: The implications are important for practitioners, who normally put every effort into strategies related to economic reinforcement, since the model suggests that they should also strive to correctly apply talent management. Social implications: The study suggests the need to understand better retributive systems with an application of talent management based on improvement and professional development. Originality/value: The originality lies in the article stating that the application of good talent management must be complemented with adequate compensation systems in order to achieve efficient retention strategies for talented employees. [ABSTRACT FROM AUTHOR]

Monetary Intelligence theory asserts that individuals apply their money attitude to frame critical concerns in the context and strategically select certain options to achieve financial goals and ultimate happiness. This study explores the bright side of Monetary Intelligence and behavioral economics, frames money attitude in the context of pay and life satisfaction, and controls money at the macro-level (GDP per capita) and micro-level (Z income). We theorize: Managers with low love of money motive but high stewardship behavior will have high subjective well-being: pay satisfaction and quality of life. Data collected from 6586 managers in 32 cultures across six continents support our theory. Interestingly, GDP per capita is related to life satisfaction, but not to pay satisfaction. Individual income is related to both life and pay satisfaction. Neither GDP nor income is related to Happiness (money makes people happy). Our theoretical model across three GDP groups offers new discoveries: In high GDP (rich) entities, “high income” not only reduces aspirations—“Rich, Motivator, and Power,” but also promotes stewardship behavior—“Budget, Give/Donate, and Contribute” and appreciation of “Achievement.” After controlling income, we demonstrate the bright side of Monetary Intelligence: Low love of money motive but high stewardship behavior define Monetary Intelligence. “Good apples enjoy good quality of life in good barrels.” This notion adds another explanation to managers’ low magnitude of dishonesty in entities with high Corruption Perceptions Index (CPI) (risk aversion for gains of high probability) (Tang et al. 2015. doi:10.1007/s10551-015-2942-4). In low GDP (poor) entities, high income is related to poor Budgeting skills and escalated Happiness. These managers experience equal satisfaction with pay and life. We add a new vocabulary to the conversation of monetary intelligence, income, GDP, happiness, subjective well-being, good and bad apples and barrels, corruption, and behavioral ethics. [ABSTRACT FROM AUTHOR]

Monetary intelligence theory asserts that individuals apply their money attitude to frame critical concerns in the context and strategically select certain options to achieve financial goals and ultimate happiness. This study explores the dark side of monetary Intelligence and behavioral economics—dishonesty (corruption). Dishonesty, a risky prospect, involves cost-benefit analysis of self-interest. We frame good or bad barrels in the environmental context as a proxy of high or low probability of getting caught for dishonesty, respectively. We theorize: The magnitude and intensity of the relationship between love of money and dishonest prospect (dishonesty) may reveal how individuals frame dishonesty in the context of two levels of subjective norm—perceived corporate ethical values at the micro-level (CEV, Level 1) and Corruption Perceptions Index at the macro-level (CPI, Level 2), collected from multiple sources. Based on 6382 managers in 31 geopolitical entities across six continents, our cross-level three-way interaction effect illustrates: As expected, managers in good barrels (high CEV/high CPI), mixed barrels (low CEV/high CPI or high CEV/low CPI), and bad barrels (low CEV/low CPI) display low, medium, and high magnitude of dishonesty, respectively. With high CEV, the intensity is the same across cultures. With low CEV, the intensity of dishonesty is the highest in high CPI entities (risk seeking of high probability)—the Enron Effect, but thelowest in low CPI entities (risk aversion of low probability). CPI has a strong impact on the magnitude of dishonesty, whereas CEV has a strong impact on the intensity of dishonesty. We demonstrate dishonesty in light of monetary values and two frames of social norm, revealing critical implications to the field of behavioral economics and business ethics. [ABSTRACT FROM AUTHOR]

We develop a theoretical model of income and pay comparison satisfaction with two mediators (love of money and pay comparison standards), examine the direct and the indirect paths of our model, and treat culture (the US vs. Spain) as a moderator. Based on 311 professors in the US and Spain, we demonstrate a positive direct path and a negative indirect path. Our subsequent multi-group analysis illustrates: For American professors, their direct path shows that income is directly related to high pay comparison satisfaction. Their indirect path reveals the following new insights: Professors with high income have a strong love of money orientation, set their pay equity comparison standards (deserved pay and other's salary) significantly higher than their own salary, and as a consequence, have low pay comparison satisfaction. For Spanish professors, love of money is not related to their pay comparison standards which are slightly (non-significantly) higher than their own self-reported income. Neither the direct nor the indirect path is significant. The standardized total effect of income to pay satisfaction is positive for American professors, but negligible for Spanish professors. Are you satisfied with your pay when you compare? Our results demonstrate that pay comparison satisfaction depends on not only one's income but also one's love of money and pay equity comparison standards which may vary across cultures. [ABSTRACT FROM AUTHOR]

Research suggests that materialism leads to the dark side of the financial dream. In this study, we treat love of money as a mediator and test a theoretical model's direct path (Materialism to Financial Satisfaction) and indirect path (Materialism to Love of Money to Financial Satisfaction) simultaneously using the whole sample and across several demographic variables based on 1,011 citizens in Spain. Results for the whole sample showed that the positive indirect effect suppressed the negative direct effect creating an overall small positive effect. Furthermore, we found a significant negative direct path for rural dwellers, the 30-44-year-old age group, and married people, but a positive indirect path for rural residents, the 45-59-year-old age group, married, males, and urban dwellers. Overall, those in the 30-44 age group, rural residents, and married people experienced the dark side of the financial dream, whereas old (over-60 age group), unmarried, urban, and young people (18-29 age group) enjoyed the bright side of their financial optimism. People's money attitudes and demographic variables play a positive role in our understanding of materialism and financial satisfaction, i.e. the Matthew Effect. Our novel, counterintuitive, and original theoretical, empirical, and practical contributions foster theory development and testing and improved practice. [ABSTRACT FROM AUTHOR]

Recently, a number of studies have tried to examine the processes that explain the influence of high performance work systems (HPWS) on company performance, in an attempt to understand which variables mediate this relationship and to what extent they do so. The importance of the organizational learning capability (OLC) construct has traditionally been outlined as being essential for a company's survival and effective performance. Thus, it seems important to establish whether HPWS can be considered an antecedent of OLC, and consequently to confirm whether OLC acts as a mediating variable in the HPWS-company performance linkage. Bearing in mind that HPWS represent a 'bundle' of mutually reinforcing, overlapping and synergistic individual human resource practices, this positive connection between HPWS and OLC seems reasonable. We tested our hypotheses by applying a structural equation methodology to a sample of 163 Spanish companies. Our findings show that the effects of HPWS on organizational performance are mediated by OLC. [ABSTRACT FROM AUTHOR]

During the past two decades the chain of three links organizational strategy - human resources practices - organizational performance has been deeply analysed. However, the mediator role of organizational structure in the first link of this chain remains relatively uninvestigated. In this article we analyse a model of relationships among organizational strategy, organizational structure, human resources practices, and organizational performance. Through a structural equation methodology applied to a sample of 183 Spanish companies, we will try to confirm that organizations with differentiation strategies are more likely to implement high involvement work practices. As a novelty we will introduce organizational structure as a mediator of this relationship. For that we will use the construct control mechanisms (centralization, formalization and socialization). Further, we will analyse the effect on firm performance of these proposed relationships among differentiation strategy, control mechanisms and high involvement work practices. [ABSTRACT FROM AUTHOR]

Purpose -- This paper aims to clarify the relationship between human resource practices and staff retention by selecting three high performance work practices (precursors) and one outcome variable (turnover intentions), and trying to demonstrate the mediator role of employee commitment and job satisfaction in this relationship. Design/methodology/approach -- The proposed model has been analyzed with a sample of 198 employees and a structural equation modeling methodology. Findings -- Salary strategies and job enrichment strategies were positively related to job satisfaction. Job enrichment strategies and job stability strategies were positively related to employee commitment. Employee commitment was negatively related to turnover intentions. The relationship between job satisfaction and turnover intentions was mediated by employee commitment Research limitations/implications -- One limitation of the findings is the use of self-report questionnaires to collect data on all measures. Another potential limitation concerns the measurement of some latent factors with only two observable variables. Practical implications -- Turnover continues to be a serious problem for businesses. The proposed model suggests the use of specific practices that develop satisfaction and commitment as an intermediate step to low turnover intentions. Originality/value -- A sample of 198 workers was used as the source of information. This information offers clear advantages over the more widely used samples from managerial directors or statistical data gathered in human resource practices, as in this case. The perceptions of those people on whom these measures are directly carried out are readily accessible. [ABSTRACT FROM AUTHOR]

This research examines the motivation profiles of 218 consumers at a sport center in Valencia, Spain. We employed the Motivation in Sport Scale (MISS–Sport Center) with the following eight motives (factors): Positive Affect, Social Contact, Physical Exercise, Coping Strategy, Challenge, Body Image, Competition, and Entertainment. There were significant differences in consumers’ motives across gender, age, and marital status. We identified five motivation profiles using the eight motives of MISS–Sport Center: Non-Competitive Leisure-Oriented Exercisers, Practical Social Entertainers, Affective Users, Enthusiastic Sportspersons, and Passive Participants. There were differences in demographic variables and satisfaction among five motivation profiles. Results were discussed in light of marketing strategies for sport centers and the satisfaction of sport consumers. [ABSTRACT FROM AUTHOR]

Purpose - To develop money profiles based on money attitudes and investigate differences in work-related attitudes across money profiles. Design/methodology/approach - Data from 564 university students in the USA were collected and four money profiles based on the Love of Money Scale (LOMS) were identified using cluster analysis. Findings - Achieving money worshipers (23.22 percent) have the highest scores on factors good, respect, achievement, and power. Careless money admirers (30.16 percent) have the lowest scores on factors budget and evil. Apathetic money managers (31.08 percent) have the lowest scores on factors respect and achievement and the highest on budget Money repellent Individuals (15.54 percent) have the lowest scores on factors good and power and the highest on factor evil. Achieving money worshipers have the highest level of organization-based self-esteem (OBSE), the protestant work ethic (PWE), intrinsic and extrinsic job satisfaction, and satisfaction with social and self-actualization needs, whereas money repellent individuals have the lowest Apathetic money managers have the highest level of satisfaction with physiological and safety needs. Research limitations/implications - This convenience sample does not represent the national population in general or student population in particular. Self-reported data from the same source at one time can inflate relationships between variables and do not provide the cause-and-effect relationship. Practical implications - Researchers and managers understand that people in different money profiles have different work-related attitudes and importance and satisfaction of human needs and that they may identify human resource strategies to predict and control behavior in organizations. Originality/value - The four money profiles, replicated in this study, are valid across several cultures. [ABSTRACT FROM AUTHOR]

This study examined a mediating model of income and pay satisfaction with a direct path (income →; pay satisfaction) and an indirect path with two mediators (income →; the love of money →; pay equity comparison →; pay satisfaction). Results of the whole sample showed that the indirect path was significant and the direct path was insignificant. When the indirect path was eliminated, income contributed positively to pay satisfaction. We then tested the model across two moderators: culture (the United States versus Spain) and gender. This study provides the following theoretical and empirical contributions: the direct relationship between income and pay satisfaction depends on the indirect path and the extent to which (1) income enhances the love of money and (2) the love of money is applied to evaluate pay equity comparison satisfaction. If both conditions exist, income leads to pay dissatisfaction. If the second condition does not exist, income does not lead to pay dissatisfaction. Pay satisfaction depends on (1) one's love of money and (2) how one compares. The role of the love of money in pay satisfaction is "not"universal across cultures and gender. [ABSTRACT FROM AUTHOR]

This study examines the love of money and work-related attitudes and identifies four money profiles based on a sample of citizens in the Republic of Macedonia. Achieving Money Worshipers (the highest scores on Factors Success, Motivator, and Budget and the lowest on Evil) had the highest active involvement in work activities. Careless Money Admirers (the lowest score on Factor Budget) had the highest external locus of control, the highest involvement, and lowest success avoidance. Apathetic Money Managers (the lowest scores on Factors Success and Motivator) had the highest internal locus of control and the lowest involvement Money Repellent Individuals (the highest score on Factor Evil) had the lowest competitiveness and the highest success avoidance. Results provide the validity of the Love of Money Scale and the four money profiles. [ABSTRACT FROM AUTHOR]

This study tests the hypothesis that university professors (lecturers) (in the U.S. and Spain) with different money profiles (based on Factors Success, Budget, Motivator, Equity, and Evil of the Love of Money Scale) will differ in work-related attitudes and satisfaction. Results suggested that Achieving Money Worshipers (with high scores on Factors Success, Motivator, Equity, and Budget) had high income, Work Ethic, and high satisfaction with pay level, pay administration, and internal equity comparison but low satisfaction with external equity comparison. Careless Money Admirers (high Success but low Budget) had low intrinsic job satisfaction and low satisfaction with pay level and life. Apathetic Money Managers (low Evil and low Motivator) had the highest intrinsic job satisfaction and life satisfaction. Money Repellent Individuals (high Evil and low Success) had low income, work experience, Work Ethic, and low satisfaction with pay administration. Money does not provide the same motivation for people in all four money profiles. Results are discussed in light of the effectiveness of using money to reward people with different money profiles, intrinsic motivation, and unethical behavior. [ABSTRACT FROM AUTHOR]

This research examines the love of money as a moderator and as a mediator of the self-reported income-pay satisfaction relationship among university professors (lecturers). Hierarchical multiple regression results showed that the interaction effect between self-reported income and the love of money on pay satisfaction was Significant For high-love-of-money professors (lecturers), the relationship between income and pay satisfaction was positive and significant, however, for low-love-of-money professors (lecturers), the relationship was not significant High-love-of-money participants had lower pay satisfaction than low-love-of-money participants when the self-reported income was below $89) 39.53. Wizen income was higher than $89,139.53, the pattern of pay satisfaction was reverses Further, the love of money was a mediator of the self-reported income-pay satisfaction relationship. Income increases the love of money that, in turn, is used as a "frame of reference" to evaluate pay satisfaction. [ABSTRACT FROM AUTHOR]

In this article, authors present a research examining the money ethic scale, self-reported income, demographic variables, and life satisfaction among 207 professors in the United States and 102 professors in Spain. Results suggested that the female/male income ratio was 70.95 percent for American professors and 63.82 percent for Spanish professors. American faculty reported higher scores on factors budget, equity, and success, and lower scores on factor evil than their Spanish counterparts. Sex, factors budget, education, and work experience were predictors of American professors' income, while work experience, sex, education, and factor motivator were predictors of Spanish professors' income. For the American sample, marital status, factors budget, sex, a low level of education, and a low level of factor success were predictors of life satisfaction, whereas for the Spanish sample, marital status, young age, and factor budget were predictors of life satisfaction. The authors found that income was not related to life satisfaction in both samples.