M. Ángeles López-Cabarcos

The Influence of Organizational Justice and Job Satisfaction on Organizational Commitment in Portugal’s Hotel Industry

A survey of employees at four- and five-star hotels in the north of Portugal found that employees who feel they are treated fairly may develop higher levels of job satisfaction, and, in turn, higher levels of organizational commitment. A key variable in this context is the influence of employees’ perceptions of workplace fairness. The study tested three forms of organizational justice—distributive justice, interactional justice, and procedural justice—as they influence three types of organizational commitment: affective commitment, continuance commitment, and normative commitment. Of the three types of justice, procedural justice is related to all organizational commitment components, distributive justice is not related to any of them, and interactional justice is not related to affective commitment, and is actually negatively related to normative and continuance commitment. The study also tested the relationship of job satisfaction with the other variables. The results indicate tha job satisfaction significantly influences affective and normative commitment, while distributive justice and interactional justice do in fact influence job satisfaction.

Organizational justice and personal initiative, mediating role of affective commitment

Purpose – The purpose of this paper is to analyze the mediating role of affective commitment (AC) in the relationship between organizational justice (OJ) and personal initiative (PI). Design/methodology/approach – Data were collected from 321 employees from hotels in northern Portugal. The study required that all hotels be at least four-star establishments operating for over a year. The data and hypotheses were analyzed by using structural equation modeling. Findings – Employee perceptions of justice in relation to rewards, procedures, or interpersonal relationships can only lead to displays of initiative behaviors if employees have developed AC toward their organization. Accordingly, employee perception of justice does not directly bring about initiative behavior; a feeling of AC toward the organization must be created beforehand. Practical implications – Knowing how to increase employee PI could be one of the keys to obtaining successful results within the hotel industry. This study provides evidence of...

Organizational Capabilities and Profitability

The resource-based view (RBV) posits that the sustainability of a firm’s success depends upon the creation, development, and implementation of a given organization’s unique resources and capabilities. Based on this theoretical framework, this article analyzes the relationship between organizational capabilities, business strategy, and profitability in the Portuguese textile industry. The strong relationship between these variables suggests that the organizational capabilities and the choice of business strategy may be the key to increase the profitability in this study context. So, the ability of the Portuguese textile organizations to change their business strategy based on their organizational capabilities affects profitability in a number of ways. Concretely, the results of this study highlight the importance of the choice of the business strategy as a partial mediator between the organizational capabilities and the profitability, a point that is crucial to understanding the success of a given organization and how resources and capabilities contribute to the process. The article concludes with a number of managerial implications and directions for future research.

Estudio del acoso psicológico en la universidad pública de Galicia

Resumen es: El objetivo de este trabajo es la caracterizacion de los procesos de acoso psicologico entre el personal de administracion y servicios de la universidad ...The aim of this study is the characterization of the processes of mobbing among administration and services staff in the University of Galicia. A sample of 321 subjects was surveyed. Results that a significant percentage of workers perceive themselves as victims of mobbing regardless the gender. The most frequent types of behaviors have to do with both the personal and the professional spheres. The victim’s causal attributions refer to aspects related to the organization and deterioration of the work climate. As main consequences of mobbing, victims point out aspects related to the psychological and emotional health –being the passive strategy (no reaction) the most used to protect themselves from these attacks.

Validación de la Escala CISNEROS de Medida de Mobbing al Gallego

Resumen es: El objetivo del trabajo es la validacion de la escala CISNEROS de medida de mobbing en gallego, formada por 43 items que miden la frecuencia de mobbing a...