Leonor Pais

Human resource management impact on knowledge management

Purpose – The purpose of this paper is to explain and empirically test the dependence of organizational processes related to knowledge on the nature of assumptions operating in processes of human resource management (HRM) in organizations. It concentrates on practices related to training, career development and retention. Design/methodology/approach – This empirical study as a quantitative nature and the sample is made up of 5,306 collaborators in 634 organizations belonging to an economic group in the banking sub-sector. Data were collected through two questionnaires: human resource management practices questionnaire and knowledge management questionnaire – short form. The model was tested by applying univariate and multivariate multiple regression analyses. Findings – Findings provide support for the proposed model and show the predictive capacity of the HRM practices regarding knowledge management (KM) processes, revealing a strong direct relationship between the two constructs. It stands out that the ...

Decent work: An aim for all made by all

The aim of this article is to analyse the 11 substantive elements of the Decent Work concept developed by the International Labour Organization. We identify 4 main aspects regarding the pursuit of decent work, which are challenges for the different agents who operate in society: (1) the responsibility shared among the various social agents; (2) cultural differentiation in expressing Decent Work; (3) its evolving character arising from the advancement of scientific knowledge; and finally, (4) the global interdependence in the scenario in which social agents operate. Four propositions aligned with those aspects are formulated, and consequences for research and intervention are proposed.

Team Development: Definition, Measurement and Relationships with Team Effectiveness

ABSTRACT This article describes the development and validation of a theory-based measure of team development. Drawing on 3 independent samples, including multisource and 2-wave data, we found support for the scale’s theoretical multidimensionality. Convergent and discriminant validity was established, and criterion-related validity was determined through the scale’s relation with 3 facets of team effectiveness: viability, extrarole performance, and reputation. We conclude that the 29-item measure is valid and reliable for the assessment of team development. Theoretically, we shed light on the dimensionality of team development and extend the available knowledge on its nomological network. Practical implications for enhancing team effectiveness via team development are discussed.

Organizational cooperation and knowledge management in research and development organizations

Organizational Cooperation (OC) is a current concept that responds to the growing interdependence among individuals and teams. Likewise, Knowledge Management (KM) accompanies specialization in all sectors of human activity. Most KM processes are cooperation-intensive, and the way both constructs relate to each other is relevant in understanding organizations and promoting performance. The present paper focuses on that relationship. The Organizational Cooperation Questionnaire (ORCOQ) and the Short form of the Knowledge Management Questionnaire (KMQ-SF) were applied to 639 members of research and development (R&D) organizations (Universities and Research Institutes). Descriptive, correlational, linear multiple regression and multivariate multiple regression analyses were performed. Results showed significant positive relationships between the ORCOQ and all the KMQ-SF dimensions. The prediction of KMQ-SF showed a large effect size (R2 = 62%). These findings will impact on how KM and OC are seen, and will be a step forward in the development of this field.