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The purpose of this study was to analyze through a sequential model the underlying mechanisms connecting transformational leadership with employee task performance. Specifically, it examined the causal chain transformational leadership-job characteristics (task variety and task significance)-job engagement-task performance. The hypotheses were tested on a sample of 320 employees and their supervisors from Spanish young technology and knowledge-intensive small and medium-sized enterprises (SMEs), using structural equations. The results show that the effect of transformational leadership on task performance (assessed by supervisors) occurs sequentially via task significance and job engagement. Additionally, job engagement mediates the relationship between task variety and task performance. Findings highlight the relevance for supervisors to employ a transformational leadership style that leads employees directly and indirectly, through task significance, to be more engaged and achieve higher task performance. They also emphasize the importance of proper job design that allows employees to be fully invested in the job performance. Despite the importance of leadership and employee performance for the survival and growth of these firms, the study of these relationships is largely unexplored. This study proposes and tests a serial model in which supervisor transformational leadership is linked to employee task performance through two sequential mediators: job characteristics (task variety and task significance) and job engagement.

Research on salesperson creativity remains as one of the most under-researched topics in the sales literature despite the evidence that encouraging creativity in the sales domain is a source of competitive advantage. This paper aims to fill this research gap by exploring the influence of perceived ethical climate on salesperson creative performance, paying special attention to the role that emotions play in this process. Data provided by 176 supervisor–salesperson dyads confirm that the trust/responsibility dimension of an ethical climate is positively related to salesperson creative selling by increasing salespeople's organizational pride. Similarly, the perception of unethical selling practices negatively affects salesperson organizational pride, reducing the expression of creative behaviors. Moreover, the negative effect of unethical selling practices on creative performance is stronger (more negative) when salespeople's identification with an organization increases. Managerial implications and future research directions are also addressed.

Research on salesperson creativity remains as one of the most under-researched topics in the sales literature despite the evidence that encouraging creativity in the sales domain is a source of competitive advantage. This paper aims to fill this research gap by exploring the influence of perceived ethical climate on salesperson creative performance, paying special attention to the role that emotions play in this process. Data provided by 176 supervisor–salesperson dyads confirm that the trust/responsibility dimension of an ethical climate is positively related to salesperson creative selling by increasing salespeople's organizational pride. Similarly, the perception of unethical selling practices negatively affects salesperson organizational pride, reducing the expression of creative behaviors. Moreover, the negative effect of unethical selling practices on creative performance is stronger (more negative) when salespeople's identification with an organization increases. Managerial implications and future research directions are also addressed

En los últimos tiempos se ha percibido un aumento de las preocupaciones sociales, medioambientales y económicas dentro de la sociedad. Por ello, la Responsabilidad Social Corporativa se ha consolidado como una política clave para la consecución del éxito empresarial. Entre sus ventajas radica su potencial para atraer, motivar y retener talento. Este trabajo pretende analizar la influencia de la Responsabilidad Social Corporativa en el proceso de reclutamiento con especial enfoque en el sector turístico. Los objetivos han sido ofrecer una aproximación conceptual de distinta terminología de interés, así como contextualizar la explicación de los diferentes conceptos dentro del sector turístico. En adición, a través de un estudio empírico hemos querido comprobar cómo influye la comunicación de prácticas socialmente responsables en el proceso de reclutamiento. Para ello, hemos centrado el estudio en futuros trabajadores del sector turístico. Los resultados obtenidos no han permitido constatar la influencia de la comunicación de prácticas socialmente responsables a la hora de atraer y reclutar a futuros trabajadores. Palabras clave: proceso de reclutamiento, Responsabilidad Social Corporativa, talentos, recursos humanos, turismo.

Salespeople turnover is a key issue that can threaten a company’s survival, either by reducing its income or increasing its expenses. The purpose of this study is to analyze the impact of corporate social responsibility (CSR) practices on the salespeople turnover. Drawing from social network theory, this research suggests that the perception of CSR practices influences salespeople turnover through their impact on the perception of the company’s reputation and the organizational pride that sellers experience. Additionally, the moderating role of interpersonal justice in the CSR-organizational pride relationship is analyzed. The data was collected from a sample of 176 salespeople and their supervisors from 96 companies. Structural equation modeling was used to analyze the psychometric properties of the measurement scales and to test the proposed direct hypotheses, and conditional process analysis was used to test the proposed mediation hypothesis. The results indicate that CSR is negatively related to salesperson turnover via the perceived salespeople’s organizational pride and organizational reputation. Furthermore, this study’s findings confirm the importance of a salesperson’s interpersonal justice for these relationships. This study contributes to the existing sales and management literature by enhancing our understanding of how to reduce salespeople turnover intention. Specifically, it underlines the role of CSR practices in reducing those intentions

This study explores how the quality of leader–member exchange (LMX) is associated with employees’ creativity via engagement, and the moderating role of a job characteristic related to knowledge (job complexity) in this relationship. A moderated mediation model was tested on a sample of 320 employees from emergent high-tech and knowledge-based small and medium enterprises (SMEs) in Spain. The results supported an indirect influence of LMX on individual creativity through engagement. Additionally, this study found that job complexity accentuated the impact of engagement on creativity. More importantly, the findings confirmed that the intensity of the LMX–engagement–creativity relationship was moderated by job complexity. That is, the relationship was stronger when job complexity was high. Taken together, this study improves the understanding of the factors that contribute to increased employee creativity, an important outcome for high-tech and knowledge-based SMEs

Los empleados frontline son aquellos que están en contacto directo con los clientes de manera casi continua y como consecuencia, representan a la empresa, y la imagen de esta depende mayoritariamente de ellos. En concreto, estos empleados en el sector hotelero deben atender a las constantes demandas y peticiones de los clientes, así como dar un servicio de calidad para ayudar a lograr el éxito de la empresa. Muchas veces estos empleados se enfrentan a grandes demandas trabajando en condiciones bastante estresantes, a la vez que suelen tener salarios más bajos, lo cual los puede llevar a resultados negativos como la rotación laboral o el abandono de la empresa. Esto puede tener consecuencias negativas en el bienestar de los empleados, así como consecuencias negativas para la empresa y el éxito de esta. Por esta razón, el presente estudio trata de, en primer lugar, proporcionar una visión panorámica del concepto engagement y sus principales enfoques para conocer qué es el engagement, en qué se basan sus principales teorías y qué problema presenta como constructo. En segundo lugar, este estudio trata de analizar las variables antecedentes y las variables resultado del engagement en los empleados frontline del sector hotelero para conocer qué lleva al empleado a estar engaged y cuáles son los resultados. De este modo, puede proporcionar información valiosa para la dirección de las empresas hoteleras, al informarla no solo de las consecuencias sino también, de cómo potenciar el engagement de sus empleados frontline, O engagement é un concepto relativamente novo que recibiu unha especial antención na última década, sobre todo no ámbito das consultorías e empresas. O termo engagement foi definido de moitas maneiras, o cal pode dar lugar a confusións con outros constructos xa establecidos e discrepancias á hora de conceptualizalo e medilo. Con todo, o engagement como estado psicolóxico positivo caracterizado polo vigor, a absorción e a dedicación (Schaufeli, Salanova, González-Romá y Bakker, 2002) e de vital importancia para os empregados frontline do sector hotelerio e para o éxito das empresas, pois eles son os que transmiten a imaxe de esta. Polo tanto, convén que estes empregados atópense engaged e como consecuencia, mostren resultados laborais positivos. O obxectivo deste traballo e coñecer os antencedentes e resultados do engagement nos empregados frontline do sector hotelerio. Para levar a cabo este proxecto, primerio comentáronse as discrepancias co concepto engagement. Seguidamente, explicáronse os principáis enfoques teóricos sobre o concepto e para finalizar, usando a base de datos Google Academic analizáronse 24 artigos empíricos que estudan o engagement nos empregados frontline do sector hotelerio para, de este xeito, coñecer as variables antecedentes e as variables resultado do concepto nestes empregados, e á súa vez, ter en conta as implicacións dos resultados para os empregados e o éxito da empresa para, así, poder mellorar as prácticas que se leven a cabo nos empregados deste sector

The success of hospitality sector firms depends largely on the degree to which frontline employees o er a high-quality service to customers. In this context it is of vital importance to determine how to promote positive employees’ attitudes and behaviors through the human resource practices. This study analyzes the indirect e ect of empowerment via a ective commitment on the extra-role service. In addition, the moderating e ect of service training on the empowerment–a ective commitment–extra-role service relationship is explored. The data was collected from a sample of frontline employees working in three-to-five-star urban hotels in Santiago de Compostela (Spain). The results of the study suggest that for empowerment to lead to greater emotional attachment to the organization and extra-role customer service, it is necessary for frontline employees to perceive that they have received a moderated-high level of training in customer service. This finding is particularly interesting for frontline employees’ management in hotels sector

Individual creativity is a fundamental input for the innovation and competitiveness of high-tech and knowledge based SMEs. This article argues that the supervisor’s transformational leadership behavior can stimulate employees’ creativity through engagement. This is confirmed by results of the study, tested using a structural equation modelling on a sample of employees from high-tech and knowledge based SMEs. This finding has important implications for the management of high-tech and knowledge based SMEs facing the challenge of enhancing the creativity of their employees., A creatividade individual constitúe un input fundamental para a innovación e acompetitividade das pemes intensivas en tecnoloxía e coñecemento. Este artigo consideraque os supervisores cun estilo de liderado transformador poden estimular a creatividadedos empregados mediante o engagement. Os resultados do estudo, contrastado medianteecuacións estruturais nunha mostra de empregados de pemes intensivas en tecnoloxía ecoñecemento, así o confirman. Este achado supón importantes implicacións para adirección das pemes intensivas en tecnoloxía e coñecemento que se enfronta ao desafío depotenciar a creatividade dos empregados.

The psychology of sustainability highlights the importance of building organizational environments promoting the employees’ well-being, and leaders play an important role in it. Drawing from Kahn’s theory, the purpose of this study is to simultaneously examine the mediating role of task significance, perceived organizational support (POS) and employees’ core self-evaluations (CSE) in the relationship between supervisors’ transformational leadership and job engagement. In order to test the proposed model, a structural equation modelling was performed using the bootstrapping technique in IBM SPSS Amos 23 for Windows. The sample consisted of 320 employees from emergent high-tech and knowledge-based SMEs in Spain. The results supported all the hypotheses posited. By helping employees to find the meaning and significance of their work, making them feel supported by the organization and strengthening their sense of worth and competence, transformational leaders boost job engagement, a key aspect of the human dimension of organizational sustainability. This paper contributes to the psychology of sustainability by advancing knowledge of the mechanisms through which supervisors’ transformational leadership influences employees’ well-being in terms of job engagement

En los últimos años, el aprendizaje-servicio (ApS) ha irrumpido con fuerza en las universidades españolas como herramienta docente que promueve la adquisición de competencias para la ciudadanía en el alumnado. Competencias que son fundamentales para su exitosa incorporación al mercado laboral. Por esta razón, el profesorado responsable de dos asignaturas del último curso del grado en Administración y Dirección de Empresas de la USC (Campus de Lugo) decidimos aplicar esta metodología de forma conjunta en ambas materias. Este artículo describe la experiencia de su implantación. Asimismo, mediante un análisis descriptivo valora el grado de satisfacción del alumnado participante. Los resultados indican un alto grado de satisfacción con el proyecto y nos llevan a concluir la importancia de la difusión de esta experiencia con la finalidad de la extensión de su uso en otras materias y/o titulaciones.

Este estudio analiza el vínculo entre las autoevaluaciones básicas (AEB), la importancia de la tarea y el compromiso afectivo (CA). El modelo fue contrastado en una muestra de empleados de pymes intensivas en conocimiento en España. Los resultados apoyan un modelo de mediación parcial en el que las AEB influyen en el CA de los empleados, tanto de manera directa como indirecta, al propiciar la percepción de importancia de la tarea., This study analyzes relationships between core self-evaluations (CSE), task significance and affective commitment (AC). The model was tested on a sample of employees from knowledge-intensive SMEs in Spain. Results provide support for a partially mediated model whereby CSE influence employees’ AC, both directly as indirectly, by fostering perceptions of task significance.