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Dado el entorno empresarial actual, altamente competitivo, las empresas necesitan empleados comprometidos, que tengan comportamientos innovadores y que contribuyan a la innovación de la organización. En este sentido, proponemos el constructo Liderazgo para la Innovación, un estilo específico de liderazgo que promueve comportamientos innovadores en los empleados. Asimismo, presentamos el proceso de construcción y validación de la Escala de Liderazgo para la Innovación (ILS-16, por su sigla en inglés), a través de tres estudios secuenciales, analizando sus propiedades psicométricas. Los estudios se realizaron con diferentes muestras, para un total de 367 empleados. Los resultados demostraron que la ILS-16 es una escala unidimensional válida y confiable para evaluar el constructo propuesto. Este estudio tiene implicaciones para los académicos que tendrán la posibilidad de construir nuevos modelos y para los gerentes, en tanto que la ILS-16 constituye una herramienta práctica para medir el liderazgo para la innovación en sus organizaciones. Due to the current highly competitive business environment, companies need committed employees with innovative behaviors who contribute to innovation in the company. In this regard, we propose the construct Innovational Leadership, a specific style of leadership that promotes such manners. Likewise, we present the process of construction and validation of the Innovational Leadership Scale (ILS-16) through three sequential studies analyzing psychometric properties. These studies were conducted with different samples for a total of 367 employees. The results demonstrated that the ILS-16 is a valid and reliable unidimensional scale for assessing the proposed construct. This study involves scholars who will have the possibility to build new models, and also managers because ILS-16 constitutes a practical tool to measure innovational leadership in their companies.

Esta investigación plantea que las empresas que promueven en sus directivos un estilo de liderazgo responsable integrador (LRI) que favorezca el despliegue de prácticas de responsabilidad social empresarial (RSE) pueden influir en el Compromiso Organizacional Afectivo (COA) de sus trabajadores. Dentro de este marco, el objetivo de este estudio es describir el COA de un grupo de trabajadores y determinar si éste se ve influido por el LRI de los directivos. Así mismo se evaluó el rol mediador de la RSE, como constructo integral. Para lograr este propósito se desarrolló un modelo hipotético de la relación causal entre las variables de estudio, y posteriormente se validó en un grupo de 309 trabajadores que pertenecen a empresas colombianas. This research suggests that companies that promote an integrative responsible leadership style (IRL) in their managers will favor the deployment of corporate social responsibility (CSR) practices and influence the Affective Organizational Commitment (AOC) of their employees. Within this framework, the objective of this study is to describe the AOC of a group of employees and determine if it is influenced by the IRL. Likewise, the mediating role of CSR was evaluated, as an integral construct. To achieve this purpose, a hypothetical model of the causal relationship between the study variables was developed and validated in a group of 309 workers belonging to Colombian companies. 2021-09-23 15:50:01: Script de automatizacion de embargos. Correo recibido: afael Alejandro Pineros Espinosa Mar 21/09/2021 5:46 PM Apreciados buenas tardes, Por medio de la presente me permito solicitar el bloque de acceso a la Tesis de Doctorado titulada: “Efectos del Liderazgo Responsable Integrador y la Responsabilidad Social Empresarial sobre el Compromiso Organizacional Afectivo de un Grupo de Trabajadores Colombianos” La razón es que los resultados de la investigación serán puestos a consideración para publicación en revista Scopus. Mil gracias por la atención y quedo atento a sus comentarios, - Respuesta: Repositorio Institucional EdocUR Jue 23/09/2021 3:44 PM Respetado Rafael Piñeros, reciba un cordial saludo, Hemos realizado la publicación de su documento: Efectos del liderazgo responsable integrador y la responsabilidad social empresarial sobre el compromiso organizacional afectivo de un grupo de trabajadores colombianos, el cual puede consultar en el siguiente enlace: https://repository.urosario.edu.co/handle/10336/32515 De acuerdo con su solicitud, el documento ha quedado embargado por 2 años hasta el (2023/09/23) en concordancia con las Políticas de Acceso Abierto de la Universidad. Si usted desea dejarlo con acceso abierto antes de finalizar dicho periodo o si por el contrario desea extender el embargo al finalizar este tiempo, puede enviar un correo a esta misma dirección realizando la solicitud. Tenga en cuenta que los documentos en acceso abierto propician una mayor visibilidad de su producción académica. De otra parte, dado que desea publicar su obra en una revista de prestigio, queremos invitarla a tomar una asesoría con nuestros asesores de información del CRAI, quienes podrán brindarle orientación en la identificación de una revista adecuada para su obra y acompañamiento en la edición para publicación. La solicitud de asesoría puede agendarla en el siguiente link: https://n9.cl/agendamiento_servicios_crai Quedamos atentos a cualquier inquietud o sugerencia.

The purpose of this study is to provide a bibliometric analysis of social sustainability literature in the business and management field, produced from 2001 to April 2021. The information was retrieved from the WoS database and the VOSviewer Software was used for data analyses. The analyses allowed us to identify the most influential authors, the most cited articles, the most highly cited journals, and the countries that have made the most relevant contribution to building this field of knowledge. Likewise, we conducted a references co-citation to identify the author and topics that constitute the foundations of this topic in the business area. Likewise, the co-occurrence network analysis for popular keywords was conducted, obtaining 4 clusters that indicate the main streams of the study of social sustainability research. Besides, a content analysis was conducted in the five resultant clusters of bibliographic coupling identifying the main themes studied in social sustainability in the business and management field. Finally, a co-citation analysis was conducted. This bibliometric mapping research concludes that social sustainability has acquired an increasing academic interest by scholars, according to the number of publications retrieved in WoS. Furthermore, result is corroborating by the co-word analysis, which shows that social sustainability in business and management has been mainly centred on corporate social responsibility and sustainable development. The detailed results of this bibliometric study and its practical implications are discussed.

Sin confianza, sin una comunicación efectiva y sin un acompañamiento, los adelantos en teletrabajo de las empresas pueden fracasar, y estas a su vez pueden ver afectada su competitividad. Un nuevo estudio muestra cuáles deben ser las características que dichos adelantos deben tener. Without trust, without effective communication and without support, the advances in teleworking of companies can fail, and these in turn can see their competitiveness affected. A new study shows what should be the characteristics that such advances should have.

Purpose – Both the researchers and practitioners believe that engaged, energetic and fo-cused employees provide sustainable competitive advantage to the organization. Therefore, the aim of this study was to explore whether the calling of the employees is related to work engagement and to observe if flourishing at work exerts a mediating role in this proposed relationship.Research Methodology – The time-lag method was followed to collect data from a sample of 101 employees working in different organizations from service industry.Findings – Results showed that calling is a critical psychological driver of work engagement explain-ing about 30% variance and it is valuable in shaping the employees orientation.Limitations – The data collection for the study was restricted to one major city so care must be taken in generalizing the results. Moreover, the use of cross sectional data may not completely capture the true nature of the psychological constructs like calling, flourishing and engagement.Implications – This study helps human resources managers to hire individuals who feel “called” to the job and devise training programs that shape their work orientation in order to engage and retain them.Originality – The current study considered work engagement as a psychological state and empirically tested psychological drivers- calling as the work orientation and flourishing. The proposed relation-ships, to the best of our knowledge, were not empirically tested previously.

Suddenly, COVID-19 has changed the world and the way people work. Companies had to accelerate something they knew was imminent in the future, but not immediate and extremely humongous. This situation poses a huge challenge for companies to survive and thrive in this complex business environment and for employees, who must adapt to this new way of working. An effective e-leadership, which promotes companies' adaptability, is needed. This study investigates the existing knowledge on teleworking and e-leadership; and analyzes the supposed challenges. The literature review shows that companies with effective e-leadership can view teleworking as an opportunity. It is advantageous for not only companies' productivity but also the environment and people who work remotely. However, a traditional or no leadership can result in some risks. Thriving in remote work environments implies that managers must adjust the companies' structure, making them less hierarchical, and developing new abilities to establish a strong and trustworthy relationship with their employees to maintain their competitiveness, while retaining a genuine concern for their employees' well-being. Similarly, successful e-leadership must be able to consolidate and lead effective virtual teams to accomplish organizational goals. This study contributes to the literature and leaders during the pandemic. Universidad del Rosario, Bogota, Colombia

The purpose of this study was to describe the leadership practices perceived by a group of 145 employees with regard to their immediate boss and to estimate whether these practices are related to their innovative behavior at work. The study was conducted in a higher education institution with employees from the administrative area who belonged to the same department. To this end, the Innovational Leadership Scale (ils-15]) of Contreras, Espinosa, and Dornberger (2019) and the Janssen Innovative Work Behaviour Scale (2000) were used. Both questionnaires showed high levels of reliability (Cronbach’s alpha coefficients greater than .90). According to the results, an average level of development may observed in the two variables that were studied. Likewise, it was observed that the employees with greater innovative behavior perceive greater leadership for innovation in their bosses. These findings contribute to the training of leaders that foster innovation in organizations and demonstrate the need to continue studying this style of leadership in Colombian companies with regard to innovative behavior among their staff, so as to contribute to the development of organizations more adaptable to the changing circumstances of the environment. El propósito de este estudio fue describir las prácticas de liderazgo que percibe un grupo de 145 empleados respecto a su jefe inmediato y estimar si éstas guardan relación con su comportamiento innovador en el trabajo. El estudio se realizó en una institución de educación superior con funcionarios del área administrativa que pertenecían al mismo departamento. Para esto, se utilizó la Escala de Liderazgo para la Innovación (Innovational Leadership Scale [ils-15]) de Contreras, Espinosa y Dornberger (2019) y la Escala de Comportamiento Innovador en el Trabajo de Janssen (2000). Ambos cuestionarios mostraron altos niveles de confiabilidad (coeficientes alfa de Cronbach superiores a .90). De acuerdo con los resultados, se observa un nivel medio de desarrollo en las dos variables estudiadas. Así mismo, se observó que los empleados con mayor comportamiento innovador perciben un mayor liderazgo para la innovación en sus jefes. Estos hallazgos contribuyen a la formación de líderes que fomenten la innovación en las organizaciones y muestran la necesidad de continuar estudiando este estilo de liderazgo en las empresas colombianas en relación con el comportamiento innovador de sus trabajadores a fin de contribuir al desarrollo de organizaciones más adaptables a las circunstancias cambiantes del entorno.

En las últimas décadas, la mayor parte de la literatura relacionada con el liderazgo se ha orientado a describir el liderazgo desde un enfoque positivo, mostrando sus efectos favorables. Sin embargo, el lado oscuro ha sido poco estudiado. El objetivo de este estudio es analizar el lado oscuro del liderazgo en relación con su supuesto lado brillante. Concluimos que hay un estrecho borde entre ambos lados, discutiendo la necesidad de desarrollar más investigación empírica que permita identificar sus límites, convergencias y características compartidas. In the last decades, most of the literature related to leadership has been oriented to describe leadership from a positive approach, showing its favourable effects. However, the dark side has been understudied. The aim of this study is to analyze the dark side of leadership in relation to its supposed counterpart bright side. We conclude that there is a thin edge between both sides, discussing the need for more empirical research to identify their limits, convergences and shared features.