Browsing by Author "Marques-Quinteiro, Pedro"
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- Employee adaptive performance and job satisfaction during organizational crisis: The role of self-leadershipPublication . Marques-Quinteiro, Pedro; Vargas, Ricardo; Eifler, Nicole; Curral, LuisThis study tests the hypothesis that self-leadership is positively related with employee adaptive performance and job satisfaction in rapid change and unpredictable work environments. This assumption was tested through a quasi-experimental study regarding the implementation of a self-leadership training programme in the Private Banking department of an international bank. Change in private bankers’ self-leadership, adaptive performance and job satisfaction was measured three times, over a period of 8 months. During the fourth month of the training programme implementation, the bank underwent an unexpected bailout. Fifty-two private bankers were randomly assigned to an experimental group (n = 28) and to a control group (n = 24). The results showed an increase in self-leadership, adaptive performance and job satisfaction for the experimental group, while job satisfaction decreased for participants in the control group. Our findings suggest that change in the level of self-leadership is positively related with change in the level of adaptive performance and job satisfaction over time. This study presents new evidence that individual adaptive performance and job satisfaction can be enhanced through self-leadership training. Self-leadership training can be used as a valuable tool to help organizations improve employees’ adaptive performance and job satisfaction, especially during organizational crisis.
- Employer branding and psychological contract in family and non-family firmsPublication . Pimentel, Duarte Nuno Gonçalves; Almeida, Pedro Henrique Garcia Lopes de; Marques-Quinteiro, Pedro; Sousa, MartaABSTRACT: Purpose – The purpose of this paper is to assess differences between employees of family and non-family firms regarding their perceptions of employer branding and psychological contract levels. Moreover, focusing on family firms, the authors assess the relation between the employees’ perceptions of employer branding and the psychological contract levels. Design/methodology/approach – The empirical evidence is provided by a sample of 165 Portuguese employees, 76 employees of family firms and 89 non-family firms’ employees, who responded to a questionnaire that included employer branding and psychological contract measures. All respondents study in small and medium-sized private companies. Findings – The results confirmed the research hypotheses, suggesting that employees of family companies show higher perceptions of employer branding and psychological contract levels than employees of nonfamily companies. Results also reveal that the perceptions of employer branding are positively related to the psychological contract levels of the family firm’s employees. Originality/value – This paper aims to contribute to the literature by addressing two contemporary organizational aspects yet under-addressed in the comparison between family and non-family firms while pursuing to offer insights on the relationship between the perceptions s of employer branding and levels of the psychological contract of employees working in family firms.
- Equipas de alto desempenhoPublication . Almeida, Pedro Henrique Garcia Lopes de; Pimentel, Duarte; Marques-Quinteiro, Pedroinexistente
- Job insecurity fluctuations and support towards Italian precarious schoolteachersPublication . Giunchi, Marianna; Marques-Quinteiro, Pedro; Ghislieri, Chiara; Vonthron, Anne-MariePurpose – The negative consequences of job insecurity on the well-being of individuals are well known. However, the perceptions of job insecurity over time and how some factors such as social support may affect them have received limited attention. This study follows precarious schoolteachers for three weeks before the end of their contract to explore how their perceptions of job insecurity evolve over time. Design/methodology/approach – The participants were 47 precarious schoolteachers who first completed a general questionnaire, then a diary survey on nine occasions over the course of the three weeks. Data was analysed with MPLUS 7.3. Findings – The results suggest intra-individual differences regarding the way job insecurity was perceived overtime.Anadditionaldiscoverywasthatsupportprovidedbytheschoolprincipalwasnegativelyrelatedto changes in job insecurity over time. Research limitations/implications – The relatively small sample size, which includes only precarious schoolteachers, and the methodology complexity of the diary are limitations of this study. Practical implications – This study highlights the subjective nature of the perceptions of job insecurity. It alsoshowstheimportanceoftheschoolprincipal’ssocialsupporttowardsprecariousschoolteachers;therefore, practitioners should propose interventions to enhance the quality of principal–teachers relationships. Originality/value – This study contributes to the literature by investigating how perceptions of job insecurity evolve over time and the role of social support.
- On the relationship between authentic leadership, flourishing, and performance in healthcare teams: A job demands-resources perspectivePublication . Marques-Quinteiro, Pedro; Graça, Ana Margarida; Coelho, Francisco Antonio; Martins, DanielaThis study integrates the job demands-resources model and authentic leadership theory to test the general hypothesis that authentic leadership is a job resource that enables flourishing and performance in healthcare teams. Furthermore, this article tests the hypothesis that the daily bed occupancy is a job demand that weakens this relationship. Participants were 106 nurses that were distributed across 33 teams from two hospitals. The results suggest that the authentic leadership of team leaders is positively related with subjective and objective team performance, but only when daily bed occupancy is low. Authentic leadership had no relationship with team flourishing, regardless of the daily bed occupancy. Our findings suggest that the extent to which authentic leadership is adequate to promote the performance of teams working in a hospital setting is sensitive to contextual boundary conditions. Leading authentically might only be effective under specific circumstances.
- O papel do locus de controlo na relação entre a liderança situacional e a satisfaçãoPublication . Almeida, Pedro Henrique Garcia Lopes de; Marques-Quinteiro, Pedro; Moreira, Ana; Cancelino, Ana FradeO presente artigo tem como objetivo estudar a relação entre a liderança situacional e a satisfação com a chefia direta, assim como o efeito mediador do locus de controlo nesta relação. A amostra do presente estudo é composta por 149 trabalhadores recrutados através do método snowball. Todos os participantes reportaram ter supervisão direta. Os resultados sugerem que existe uma relação positiva entre a liderança situacional e a satisfação com o supervisor que não é mediada pelo locus de controlo externo, de tal forma que B = 0,04, SE = 0,04, IC 95% [-0,05; 0,13]. No entanto esta relação é mediada pelo locus de controlo interno, de tal forma que B = 0,12, SE = 0,05, IC 95% [0,04; 0,23]. Os resultados deste estudo vêm ajudar a perceber o processo através do qual os comportamentos de liderança das chefias diretas se relacionam com o desenvolvimento de atitudes positivas por parte dos colaboradores no local de trabalho.
- There is light and there Is darkness: On the temporal dynamics of cohesion, coordination, and performance in business teamsPublication . Marques-Quinteiro, Pedro; Rico, Ramón; Passos, Ana M.; Curral, LuísThis study examines teams as complex adaptive systems (tCAS) and uses latent growth curve modeling to test team cohesion as an initial condition conducive to team performance over time and the mediational effect of team coordination on this relationship. After analyzing 158 teams enrolled in a business game simulation over five consecutive weeks, we found that change in team coordination was best described by a continuous linear change model, while change in team performance was best described by a continuous nonlinear change model; and the mediation latent growth curve model revealed a negative indirect effect of team cohesion on the level of change in team performance over time, through the level of change in team coordination. This study contributes to the science of teams by combining the notions of initial conditions with co-evolving team dynamics, hence creating a more refined temporal approach to understanding team functioning.