Percorrer por autor "Caetano, Antonio"
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- Daily work engagement is a process through which daily micro-events at work influence life satisfactionPublication . Junça-Silva, Ana; Caetano, Antonio; Rueff, RitaPurpose – Drawing upon the conservation of resources theory, the authors expected that daily micro-events, daily hassles and uplifts at work influenced well-being via work engagement at the daily level. Design/methodology/approach – The authors conducted two diary studies. In study 1, 181 workers answered a daily questionnaire for four working days (N 5 181 3 4 5 724). In study 2, 51 workers filled in a questionnaire for ten consecutive working days (N 5 51 3 10 5 510). Findings – In study 1, the results demonstrated that work engagement fully mediated the effects of daily uplifts on well-being and partially mediated the effects of daily hassles on well-being. The results of study 2 revealed a full mediation for both kinds of daily micro-events. Hence, daily uplifts stimulated work engagement, which, in turn, enhanced well-being, and daily hassles minimized work engagement and, consequently, well-being. Originality/value – The relationships explored provide new theoretical elements for models that explain well-being.
- Entrepreneurship ecosystems and women entrepreneurs: A social capital and network approachPublication . Neumeyer, Xaver; Santos, Susana Correia; Caetano, Antonio; Kalbfleisch, PamelaThis study investigates the effects of venture typology, race, ethnicity, and past venture experience on the social capital distribution of women entrepreneurs in entrepreneurial ecosystems. Social network data from two municipal ecosystems in Florida, USA (Gainesville and Jacksonville), suggest that network connectivity and the distribution of social capital are significantly different for men and women entrepreneurs. This difference is contingent on the venture type.Male entrepreneurs show higher comparative scores of bridging social capital in aggressive- and managed-growth venture networks, while women entrepreneurs surpass their male counterparts’ bridging capital scores in lifestyle and survival venture networks. Lastly, experienced women entrepreneurs that self-identified as white showed a higher degree of network connectivity and bridging social capital in the entrepreneurial ecosystem than less experienced non-white female entrepreneurs. Implications for entrepreneurship practice and new research paths are discussed.
- High‐commitment HRM practices during the financial crisis in Portugal: Employees' and HR perspectivesPublication . Dello Russo, Silvia; Mayrhofer, Wolfgang; Caetano, Antonio; Passos, AnaOver the recent decades, organizations have had to face a number of major external shocks and crises. Acquiring a better understanding of how human resources are managed under such critical conditions constitutes the main purpose of this study. We conducted a study triangulating different sources (employees, HR managers, and secondary data) and types of data (quantitative and qualitative) to explore how employees in Portuguese organizations perceived the HR practices’ implementation during the years of the financial crisis (2011–2014) and how HR managers explained it. Longitudinal evidence from 53 organizations attests to perceived decreasing trends, particularly in training and development and performance management. HR managers legitimize these trends, embracing conventions and revealing the impact of coercive and normative pressures. Our findings highlight the need for renewed attention to be paid to the contextual pressures on HR managers’ decision-making and actions that could severely endanger their role as strategic partners and their embrace of sustainable HRM.
- How do mid-senior multinational officers perceive shared leadership for military teams? A qualitative studyPublication . Cakiroglu, Serkan; Caetano, Antonio; Costa, PatríciaPurpose – The purpose of this study is to explore the military team members’ (mid-senior multinational officers’) perceptions of shared leadership and analyze the facilitation of shared leadership in military teams. Design/methodology/approach – The sample size was 20 interviewees that participants must hold leadership positions at the mid-senior management level and from NATO member countries. To analyze the data, the authors used Gioia’s thematic analysis methodology (Gioia et al., 2013) and manual coding rather than computer usage for the analysis, due to the small data pool and their proficiency in literature. Findings – Complexity and the new information era force military organizations toward the change and that with shared leadership they can even change the organization’s culture. The final framework highlights five main dimensions that emerged from mid-multinational military officers’ experience: driving forces of change, triggers to shared leadership, specific cases shared leadership, operational team environment and operational team characteristics. Results of the study supported that driving forces of change comprised the primary factor affecting shared leadership in military project teams. Practical implications – The Headquarter environment (strategic and operational planning) and planning were critical factors for the successful implementation and development of shared leadership in military project teams. Thus, military organizations could easily implement the shared leadership approach in the military research teams and planning teams. Originality/value – The authors present a framework of leadership change context for military teams, which depicts how shared leadership could be implemented differently in military teams.
- How followers' neuroticism buffers the role of the leader in their daily mental health via daily positive affect: A multilevel approachPublication . Junça-Silva, Ana; Caetano, AntonioThis study expands on the existing research on employees’ work-related mental health by analyzing (1) the relationship between within-person fluctuations in perceived leadership effectiveness and positive affect and mental health and (2) between-person variations in neuroticism as a relevant boundary condition of this relationship. Multilevel data was collected from 224 working adults (2240 measurement occasions). The results demonstrated that fluctuations in the perception of the leader’s effectiveness were positively related to daily positive affect, and this relationship was moderated by the followers’ levels of neuroticism, in such a way that higher levels of neuroticism buffered the positive effect of leadership effectiveness on positive affect. The findings also evidenced a positive relationship between daily positive affect and daily mental health, as well as a significant indirect effect from perceived leadership effectiveness to daily fluctuations in mental health via daily fluctuations in positive affect. An effective leader makes employees feel more positive affect during the day, which is beneficial to their daily mental health; however, this relationship is may be impaired by the employees’ levels of neuroticism. Practical implications for theory and practice are discussed.
- Micro-firms way to succeed: How owners manage peoplePublication . Rodrigues, Ana Sofia; Carvalho, Helena; Caetano, Antonio; Santos, Susana C.This study explores the configurations of people management practices in micro-firms and their relation with entrepreneurial orientation and firm performance in a four-year window. Based on the ability-, motivation- and opportunity-focused practices framework, we identify configurations of HRM practices used in micro-firms and, in conjugation with entrepreneurial orientation, how they affect employee growth and net income. We analyzed data collected from 114 micro-firm owners combined with firm objective performance measures using Multiple Correspondence Analysis and Cluster Analysis. Results show a taxonomy of three configurations of HRM practices associated with different entrepreneurial orientation strategic postures in micro-firms: “Financial centric HRM practices”, “Operations centric HRM practices”, and “People centric HRM practices”. We assume that configurational methods can help uncover the complexity of the interplay between HRM practices and strategic postures on micro-firm performance. This study contributes to the literature in micro-firms by revealing effective people-related managerial practices on performance.
- Mindfulness fills in the blank spaces left by affective uncertainty uplifting adaptive behaviorsPublication . Junça-Silva, Ana; Caetano, AntonioDrawing on the integrative model of uncertainty tolerance, we aimed to investigate whether uncertainty relates to adaptive performance, at the within-person level. We argue that daily uncertainty at work will trigger negative affective reactions that, in turn, will minimize adaptive performance. Moreover, we focus on socio-cognitive mindfulness as a cross-level moderator of the indirect relationship of uncertainty on adaptive performance via negative affect. To capture changes in daily life and test our model, we conducted two diary studies across 5-working days: One with a sample of telecommuters (n = 101*5 = 505), and the other with a sample of non-telecommuters (n = 253*5 = 1,265). Study 1 took place between February and March of 2021 (during the mandatory confinement), and Study 2 occurred between April and May 2021 (out of the mandatory confinement). Both studies were conducted in Portugal. The multilevel results showed that at the day-level of analysis, uncertainty decreased adaptive performance through the enhanced negative affect. Moreover, at the person-level of analysis mindfulness moderated (a) the direct relationship of uncertainty to adaptive performance, and (b) the indirect relationship of uncertainty to adaptive performance via negative affect, in such a way that it became weaker when mindfulness was higher (multilevel-mediated moderation effect). This relation was different between Studies 1 and 2; that is, in Study 1, teleworkers who were high on mindfulness engaged in more adaptive performance when negative affect was high. In Study 2, adaptive performance significantly decreased, when negative affect was higher, even though this effect was weaker for mindful of individuals. The findings show that mindfulness helps to fill in the spaces of the affective uncertainty attenuating its detrimental effects.
- Predictors of entrepreneurial activity before and during the European economic crisisPublication . Santos, Susana Correia; Caetano, Antonio; SPAGNOLI, Paola; Costa, Sílvia Fernandes; Neumeyer, XaverThe aim of this study is to analyze the role of individual characteristics and social norms as variables that explain early-stage entrepreneurial activity before and during the European crisis. We used the Global Entrepreneurship Monitor Adult Population Survey data from Southern European countries (Greece, Spain, Italy and Portugal) and Northern European countries (Sweden, Norway and Finland) in 2007, 2010, 2012 and 2013. We performed logistic regression analysis to identify the role of individual characteristics (self-efficacy, perceptions of opportunities, role model and risk perceptions) and social norms (desirable career choice, status and respect and public media) on the early-stage entrepreneurial activity (TEA). Results show that individual characteristics are the most important predictor of entrepreneurial activity, and this effect stays stable throughout the time of the crisis; and social norms have an absent or low effect on entrepreneurial activity, with slight fluctuations during the crisis. These results highlight the role of individual predictors on the entrepreneurial activity despite the macroeconomic environment, which empathizes the importance of education and training to promote the entrepreneurial mindset and attitude.
- Recognizing opportunities across campus: The effects of cognitive training and entrepreneurial passion on the business opportunity prototypePublication . Costa, Silvia; Santos, Susana Correia; Wach, Dominika; Caetano, Antonio
- Shared leadership, self-management and perceived team effectiveness in the military contextPublication . Cakiroglu, Serkan; Caetano, Antonio; Costa, PatriciaAlthough there are many studies of leadership in military teams, few have focused on military team factors that could be linked to shared leadership in an international military staff. The focus of shared leadership is on team members’ interacting in order to lead collectively by sharing leadership tasks, rather than on an individual being a sole leader. The aim of this study is to identify predictors of a positive attitude toward shared leadership in the context of military teams, and how they are related to perceived team effectiveness. Results show that task complexity is the critical predictor of a positive attitude toward shared leadership, and that attitude toward shared leadership is positively related to perceived team effectiveness through self-management in a military context. What is more, when self-management is low in military teams, trust compensates to increase the perceived effectiveness. The findings contribute to the literature on attitude toward shared leadership in the specific context of international military teams.