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Team-based work (TBW) plays a crucial role in the success and quality of public services. In the context of the Spanish public sector, our study evaluates if a low level of hierarchical distance (HD) in public organizations condition the public employees’ commitment (EC) as well as TBW, assessed in terms of participation and consensus among team members. Simultaneously, we evaluated to what extent EC help to enhance TBW. Employing a sample of 213 government organizations from the south of Spain through a model of structural equations, we were able to answer the above questions. Our results revealed that team-based work functions more successfully within public organizations where there exists little verticality in their structures, norms, values and rules – in simplest terms, where there is minimal organizational HD. Such results also suggest that although regulations exist in the Spanish public sector, should public organizations attempt to be less vertical and more horizontal, they would perhaps have public servants that were more committed to their organizations. As a result, servants view the organization as their own and remain loyal. Finally, from an academic perspective, this study could be one of few to research and evaluate the hierarchical role and employees’ commitment to the functioning of public employees based on participation and consensus in their work teams.

We merge firm-level data on ownership linkages with administrative data on German workers to analyze how the position in a business group hierarchy affects workers' wages. To acknowledge that ownership linkages are not onedirectional, we propose an index of hierarchical distance to the ultimate owner that accounts for the complex network structure of business groups. After controlling for unobserved heterogeneity, we find a positive effect of larger hierarchical distance to the ultimate owner of a business group on workers' wages. To explain this finding, we develop a monitoring-based theory of business groups. Our model predicts higher wages to prevent shirking by workers if a larger hierarchical distance to the ultimate owner is associated with lower monitoring efficiency.

We merge firm-level data on ownership linkages with administrative data on German workers to analyze how the position in a business group hierarchy affects workers' wages. To acknowledge that ownership linkages are not onedirectional, we propose an index to measure hierarchical distance to the ultimate owner. After controlling for unobserved heterogeneity and selection into the business group hierarchy, we find a positive effect of larger hierarchical distance to the ultimate owner of a business group on workers' wages. This result is in line with a monitoring-based theory of business group hierarchies, in which larger hierarchical distance to the ultimate owner is associated with lower monitoring efficiency and thus higher wage payments to incentivize workers

U disertaciji se eksperimentalnom metodom ispituje uticaj gramatičkih karakteristika koordiniranih konjunkata, kao što su vrednost gramatičkog roda, vrednost gramatičkog broja, linearna i hijerarhijska bliskost, kao i semantičkih osobina poput osobina referencije, deljenje modifikatora, na slaganje glagola sa celim koordiniranim subjektom (tzv. razrešeno slaganje), sa prvim konjunktom ili sa poslednjim konjunktom. Cilj je da se dâ model procesiranja slaganja u srpskom jeziku, ali i da se odgovori na značajna teorijska pitanja kao što su da li se slaganje dešava i na interfejsu sa fonologijom, te kakva je međusobna uloga roda i broja u procesu slaganja u srpskom jeziku. Cilj je i da se utvrdi koji faktori utiču na slaganje glagola u rodu sa prvim članom koordiniranog subjekta, kao i da li srpski jezik podržava hipotezu prema kojoj su rod i broj odvojeni i odvojeno učestvuju u procesu slaganja. Kako rezultati sprovedenih produkcijskih eksperimenata i eksperimenata sa sudovima gramatičnosti kojima se testira slaganje glagola sa koordiniranim modifikovanim subjektom pokazuju, slaganje glagola u rodu sa poslednjim članom konjunkcije najčešće je upotrebljen obrazac slaganja. Ovaj obrazac je značajno manje produkovan za uslov u kome je prvi član koordiniranog subjekta modifikovan nego kada je poslednji član modifikovan ili su oba člana modifikovana. Za prvi uslov slaganje glagola u rodu sa prvim članom konjunkcije je značajno više produkovano nego za preostala dva uslova. Kada je linearna distanca između prvog člana konjunkcije i glagola minimizovana, umanjena je šansa da se glagol složi u rodu sa poslednjim članom konjunkcije koji mu je linearno najbliži. Naši rezultati potvrđuju da je linearna distanca faktor koji utiče ne samo na slaganje glagola sa poslednjim članom konjunkcije, nego i na slaganje glagola u rodu sa prvim članom konjunkcije, kao i da hijerarhijska i linearna distanca zajedno određuju izbor kontrolora slaganja u okviru jedne gramatike.10 Rezultati produkcijskih eksperimenata i eksperimenata sa sudovima gramatičnosti kojima se testira efekat sinkretizma na slaganje glagola u rodu potvrđuju da je razrešeno slaganje značajnije umanjeno kada se glagol slaže sa koordiniranim sinkretičnim subjektom mešovitog roda i broja nego kada se slaže sa koordiniranim nesinkretičnim subjektom. Naši rezultati potvrđuju da sinkretizam teži množinskoj interpretaciji, kao i da postoji manja šansa da se glagol složi u rodu sa prvim članom koordiniranog subjekta koji je u množini, nego sa poslednjim članom. Kada je množinski konjunkt na mestu poslednjeg člana konjunkcije, vrednost za broj biva udružena sa efektima koji dolaze iz fonologije (efekat sinkretizma i efekat linearne bliskosti), što jača linearno slaganje, pa je razrešeno slaganje značajnije umanjeno. Rezultati idu u prilog hipotezi da se slaganje dešava i na interfejsu sa fonologijom. U sprovedenom eksperimentalnom istraživanju potvrđena je pojava kombinovanog slaganja na materijalu srpskog jezika, što je suprotno ranijim tvrdnjama Maretića (1899), Korbeta (1983a), Boškovića (2009) za srpski jezik, te Marušiča i dr. (2015) za slovenački jezik, a u skladu sa novijim istraživanjima Arsenijevića i Mitić (2016a) za srpski jezik i Fuhsa i dr. (2015) za španski jezik. Obrazac kombinovanog slaganja, kao obrazac u kome je je kontrolor za slaganje u rodu član ženskog roda u jednini, dok je kontrolor za slaganje u broju u množini, potvrđuje da u srpskom jeziku postoje situacije u kojima vrednost za rod može da prevagne u konkurenciji sa vrednošću za broj. Rezultati idu u prilog hipotezi da su rod i broj u srpskom jeziku odvojeni, i da mogu odvojeno učestvovati u procesu slaganja. This dissertation will use the experimental method to examine the influence of grammatical characteristics of coordinated conjuncts, such as the value of grammatical gender, the value of grammatical number, linear and hierarchical distance, as well as semantic properties such as referential properties, division of modifiers, on the verb agreement with the whole coordinated subject (i.e. resolved agreement), on the first conjunct agreement, or last conjunct agreement. The aim is to give a model for processing agreement in the Serbian language, but also to respond to significant theoretical questions such as whether agreement also occurs in the interface with phonology, and what is the role of gender and number in the process of agreement in the Serbian language. The aim is to also determine which factors influence the verb gender agreement with the first member of the coordinated subject, as well as to determine if the Serbian language supports the hypothesis according to which gender and number are separate and they separately participate in the agreement process. The results of the production experiments and acceptability judgments experiments which test the verb agreement with the coordinated modified subject show that verb agreement with the last conjunct is the most frequently used pattern of agreement. This pattern is significantly less productive for the condition where the first member of the coordinated subject is modified than when the last member is modified, or when both members are modified. For that same condition, the first conjunct agreement is significantly more productive than for the other two conditions. When the linear distance between the first conjunct and the verb is minimized, that also reduces the chances of gender agreement of the verb with the last conjunct which is linearly closest to it. Our results confirm that linear distance is a factor that affects not only last conjunct agreement, but also the verb gender agreement with the first conjunct. The results also confirm that the patterns of agreement compete in determining the agreement controller in the same grammar.12 The results of elicited production experiments and acceptability judgments experiments which test the effect of syncretism on the verb gender agreement show that resolved agreement is more significantly reduced when the last member of the coordinated subject is plural, than when the first member of the coordinated subject is plural. These results confirm that linear distance more significantly reduces the chances of unsuccessful agreement than hierarchical distance. In the conducted experimental research the occurrence of mixed agreement in the Serbian language has been confirmed, contrary to the claims of Maretić (1899), Korbet (1983a), Bošković (2009) for Serbian, Marušić et al. (2015) for Slovenian, and in agreement with recent research conducted by Arsenijević and Mitić (2016a) for Serbian, and Fuchs et al. (2015) for the Spanish language. The pattern of mixed agreement, as a pattern where the controller of the gender agreement is female singular, while the controller for number agreement is plural, confirms that there are situations in the Serbian language where gender value can prevail in competition with the number value. The results support the hypothesis that gender and number are separate in the Serbian language, and that they can separately participate in the agreement process.

The literature pays little attention to non-linear models, especially regarding dimensions such as organizational culture. Therefore, the purpose of this paper is to test the role of hierarchical distance in the relationship between HRM practices and social processes. With a sample of 102 Spanish firms and using partial least squares structural equation modeling assessed this relationship. Results suggested mediation of hierarchical distance between HRM practices and social processes. Such results recommend that HR managers should consider hierarchical distance more carefully especially when creating HRM practices to improve relationships among employees. Thus, the politics of commitment function better when organizations are more horizontal and when tasks are commonly delegated, managers question employees frequently prior to making decisions, discussions are encouraged, and social relationships – both in and out of work – are valued, appear to provide the most benefit regarding competitive advantages generated through HRM practices

Purpose – Our study examines the influence that employee diversity has on human resource management (HRM) practices and organisational performance, considering the moderating role of organisational culture, in particular, cultural dimensions such as individualism–collectivism and hierarchical distance.Design/methodology/approach – Through an empirical investigation of 102 Spanish firms using partial least squares-structural equation modelling (PLS-SEM), we evaluated our hypotheses. Findings – Our results show a positive correlation between employee diversity and HRM practices where such practices encourage employee commitment rather than control. Thus, we identified a non-linear relationship between HRM practices and organisational performance.Originality/value – The study considers the role played by environmental and contextual factors, such as organisational culture. The configuring of HR practices may help to reduce the possible costs derived from a diverse staff and improve their skills in favour of better organisational performance Objetivo – Este estudo examina a influência que a diversidade de colaboradores tem nas práticas de gestão de recursos humanos (GRH) e no desempenho organizacional, considerando o papel moderador da cultura organizacional, sobretudo, dimensões culturais como individualismo-coletivismo e distância hierárquica.Metodologia – Por meio de uma pesquisa empírica de 102 empresas espanholas usando modelos de equações estruturais de mínimos quadrados parciais (SEM-PLS), avaliamos nossas hipóteses.Resultados – Os resultados mostram uma correlação positiva entre a diversidade de colaboradores e as práticas de gestão de recursos humanos, nas quais tais práticas estimulam o comprometimento dos colaboradores em vez do controle. Assim, identificamos uma relação não linear entre as práticas de GRH e o desempenho organizacional. Contribuições – O estudo considera o papel desempenhado por fatores ambientais e contextuais, como a cultura organizacional. A configuração das práticas de RH pode ajudar a reduzir os possíveis custos derivados de uma equipe diversificada e melhorar suas habilidades em favor de um melhor desempenho organizacional. Objetivo – Este estudo examina a influência que a diversidade de colaboradores tem nas práticas de gestão de recursos humanos (GRH) e no desempenho organizacional, considerando o papel moderador da cultura organizacional, sobretudo, dimensões culturais como individualismo-coletivismo e distância hierárquica.Metodologia – Por meio de uma pesquisa empírica de 102 empresas espanholas usando modelos de equações estruturais de mínimos quadrados parciais (SEM-PLS), avaliamos nossas hipóteses.Resultados – Os resultados mostram uma correlação positiva entre a diversidade de colaboradores e as práticas de gestão de recursos humanos, nas quais tais práticas estimulam o comprometimento dos colaboradores em vez do controle. Assim, identificamos uma relação não linear entre as práticas de GRH e o desempenho organizacional.Contribuições – O estudo considera o papel desempenhado por fatores ambientais e contextuais, como a cultura organizacional. A configuração das práticas de RH pode ajudar a reduzir os possíveis custos derivados de uma equipe diversificada e melhorar suas habilidades em favor de um melhor desempenho organizacional.

Purpose – Our study examines the influence that employee diversity has on human resource management (HRM) practices and organisational performance, considering the moderating role of organisational culture, in particular, cultural dimensions such as individualism–collectivism and hierarchical distance. Design/methodology/approach – Through an empirical investigation of 102 Spanish firms using partial least squares-structural equation modelling (PLS-SEM), we evaluated our hypotheses. Findings – Our results show a positive correlation between employee diversity and HRM practices where such practices encourage employee commitment rather than control. Thus, we identified a non-linear relationship between HRM practices and organisational performance. Originality/value – The study considers the role played by environmental and contextual factors, such as organisational culture. The configuring of HR practices may help to reduce the possible costs derived from a diverse staff and improve their skills in favour of better organisational performance. Este estudo examina a influência que a diversidade de colaboradores tem nas práticas de gestão de recursos humanos (GRH) e no desempenho organizacional, considerando o papel moderador da cultura organizacional, sobretudo, dimensões culturais como individualismo-coletivismo e distância hierárquica. Metodologia – Por meio de uma pesquisa empírica de 102 empresas espanholas usando modelos de equações estruturais de mínimos quadrados parciais (SEM-PLS), avaliamos nossas hipóteses. Resultados – Os resultados mostram uma correlação positiva entre a diversidade de colaboradores e as práticas de gestão de recursos humanos, nas quais tais práticas estimulam o comprometimento dos colaboradores em vez do controle. Assim, identificamos uma relação não linear entre as práticas de GRH e o desempenho organizacional. Contribuições – O estudo considera o papel desempenhado por fatores ambientais e contextuais, como a cultura organizacional. A configuração das práticas de RH pode ajudar a reduzir os possíveis custos derivados de uma equipe diversificada e melhorar suas habilidades em favor de um melhor desempenho organizacional.

International audience; The understanding of culture and cultural differences is a key determinant of success of professional relations in a foreign country. Using an example of a Generation X entrepreneur, in this research we assess two cultural dimensions: the hierarchical distance and particularism, which are widely observed in professional environment in Russia.This research allows us to state that these two dimensions have a strong power representation in common, specifically the power of hierarchical relationships and the power of networks, determined by the historical context of Russia. For that reason, they are more pronounced in the management style of Generation X, raised on Soviet era societal values. Entrepreneurial development of A. Zinoviev proves it unlikely for a generation X entrepreneur to be entirely free from the Soviet societal experience. Our research contributes to define the best way to apply entrepreneurial education. It helps as well to understand how one should make business in countries where networks and clusters substitute to weak or inexistent formal institutions.; La compréhension de la culture et des différences culturelles définissent le succès des relations professionnelles dans un pays étranger. En démontrant l’exemple d’un entrepreneur de la génération X nous étudions dans le présent travail de recherche deux dimensions culturelles - la distance hiérarchique et le particularisme extrêmement importants dans le contexte professionnel en Russie. Notre recherche nous amène à constater que ces deux dimensions sont liées entre elles par une forte représentation du pouvoir, notamment le pouvoir dans les relations hiérarchiques et le pouvoir des réseaux, déterminés par le contexte historique de la Russie. De ce fait, elles sont encore plus prononcées dans le style de management de la génération X. En étudiant le parcours de l’entrepreneur A. Zinoviev, nous constatons qu’il est difficile d’imaginer qu’un entrepreneur de la génération X puisse se libérer entièrement de l’expérience sociale acquise à l’époque soviétique. C’est une manière intelligible de fournir de nouveaux leviers pour l’éducation à l’entrepreneuriat et pour la conduite des affaires dans les pays où des réseaux, des clusters ou des structures informelles se substituent aux institutions inexistantes ou faibles.

Many research studies have evidenced the lack of consensus existing on the impacts of diversity in the workforce of companies. Thus, new studies are demanded to consider new intermediate (moderator or mediator) variables in the relation between diversity and results. This research study proposes a management model that considers the role of organizational culture and the human resources system itself as mediator constructs, assessing their impact on work groups. These relations have been evaluated by means of a sample of 102 companies located in the region of Andalusia (Spain) using Structural Equation Modeling (SME) according to the PLS (Partial Least Squares) technique for the analysis of data. Our results have shown the key role played by human resources policies in the effectiveness of social processes, contributing to the study of intermediate variables in diversity model. Finally, its limitations and practical implications are discussed.