Centre of Applied Research in Management and Economics

Funder

Organizational Unit

Publications

The impact of green HRM on employees’ eco-friendly behavior: the mediator role of organizational identification

Publication . Ribeiro, Neuza; Gomes, Daniel Roque; Ortega, Eduardo; Gomes, Gabriela Pedro; Semedo, Ana Suzete

This study sought to explore the impact of green human resource management on organizational identification and employees’ eco-friendly behavior, as well as the mediating role of organizational identification in the relationship between green human resource management and employees’ eco-friendly behavior. To achieve the study objectives, a cross-sectional quantitative study was developed, for which the data were obtained through a structured questionnaire containing the measures of the study variables. Data were collected from 235 employees from several Portuguese tourism organizations participating in the study. The Harman test and bootstrapping were applied previously to the assessment of the results. The mediation study’s hypothesis was evaluated using Baron and Kenny’s linear regression method, and subsequently complemented using the Sobel test. The findings showed that the implementation of green HRM practices in tourism organizations has a positive impact on employees’ eco-friendly behavior and on organizational identification, with the latter mediating the relationship between green human resource management and employees’ eco-friendly behavior. The study is breaking new ground because it incorporates the impact of green human resource management on organizational identification and employees’ eco-friendly behavior in a single research model, thus expanding knowledge on the subject, namely in the tourism sector in Portugal.

2022-03-02Journal article

Open access

The impacts of geopolitical risks on the energy sector: micro-level operative analysis in the European Union

Publication . Figueiredo, Ronnie; Soliman, Mohammad; Al-Alawi, Alamir N.; Sousa, Maria

Energy prices play a crucial role in combating geopolitical risks, especially for the major suppliers of energy resources. However, energy prices display a bilateral relationship with geopolitical risks in any economy. Any hike in the price of energy stimulates geopolitical risk factors and visa-versa. The consequences adversely impact economies and bring forth international tensions. This paper bridges a gap between the influence of geopolitical risks relating to energy and international tensions by analyzing micro-level operational measures. We deploy an empirical model to predict the energy sector and possible risk factors incorporating Eurostat data on twenty-seven states, from 2011 to 2020. This study collected a different energy variable to support the multiple regression model constructed by the "blocks" (hierarchical linear regression) method. The results suggest that geopolitical risks cause adverse effects on both the energy and other corporate sectors. The future direction of this research is to estimate how statistical model relationships may assist the corporate sector, and investors, in adopting mitigating measures to control upcoming geopolitical risks due to energy risks caused by geopolitical unrest.

2022-12Journal article

Open access

Workplace bullying, burnout and turnover intentions among Portuguese employees

Publication . Ribeiro, Neuza; Gomes, Daniel; Gomes, Gabriela Pedro; Ullah, Atiat; Semedo, Ana Suzete; Singh, Sharda

PurposeThis study aims to broaden the understanding of the mechanisms through which workplace bullying might affect employees' intention to leave the organisation, as well as the mediating role of burnout in the relationship between workplace bullying and turnover intention.Design/methodology/approachThe sample included 884 employees from different Portuguese organisations operating in the tertiary sector and industry. This study uses structural equation modelling to evaluate the hypothesised model.FindingsThe results suggest that workplace bullying causes high levels of burnout in victims and increases their turnover intentions. The results further suggest that burnout fully mediates the effect of workplace bullying on turnover intentions.Practical implicationsOrganisations should work to reduce these problems in workplace environments, focusing on HRM models that prevent the precursors of workplace bullying, particularly those associated with low determination of HR practices and the emphasis on employee participation. Implementing workplace ethical guidelines as part of an annual action plan can contribute to cultivating organisational cultures that reject any form of devaluation of human worth within the organisation.Originality/valueThere is little knowledge on the mediating role of burnout in the relationship between workplace bullying and turnover intention. This study answers the call for further empirical research from those who have argued that more information is needed and contributes to the growing debate on this topic and its effects on Portuguese employees. This study seeks to fill these gaps by developing a model of workplace bullying and its consequences and exploring burnout's potential mediating role.

2024-02Journal article

Restricted access

The effect of workplace bullying on burnout: the mediating role of affective well-being

Publication . Ribeiro, Neuza; Semedo, Ana Suzete; Gomes, Daniel; Bernardino, Rita; Singh, Sharda

Purpose This study aims to examine the impact of workplace bullying on employees' burnout by investigating the mediating effect of affective well-being (AWB). Design/methodology/approach Data of 532 employees from diverse organizations in Portugal were collected. These data were collected using anonymously completed structured questionnaires available online. Findings The results support the research hypotheses proposed, confirming that workplace bullying is related to both AWB and burnout. Moreover, affective workplace bullying partially mediates the relationship between workplace bullying and burnout, indicating that the victims have their AWB reduced, and, consequently, increase their burnout levels. Practical implications The findings suggest that organizations can foster employees' AWB and reduce the level of burnout by encouraging organizations to develop preventive policies and practices to safeguard against bullying at work. Originality/value To this date, only a few studies have examined mediating and moderating variables (Nielsen and Einersen, 2018) and none include AWB as a mediator of the relationship between workplace bullying and burnout. This study answers the call for further empirical research from those who have argued that more information is needed to understand the workplace bullying phenomenon and contributes to the growing debate on this topic and its effects on employees.

2021Journal article

Restricted access