Studies show that Human Resource Management (HRM) practices, the role of leadership, organizational citizenship behavior, and organizational virtues influence the greater involvement of professionals at work and, consequently, the organizational performance. However, there is a lack of investigations encompassing these four variables in the same research model. Thus, the main objective of this study was to identify the relationship between leadership, organizational virtues, HRM practices, and organizational citizenship behaviors in a sample of employees of Brazilian companies. A printed questionnaire was administered to a valid sample of 659 subjects, who participated voluntarily, from public and private organizations in a Brazilian State. A total of seven hypotheses were tested using confirmatory factor analysis to assess the fit of the measurement models of the four studied variables, in addition to path analysis, using structural equation modeling to specify and estimate the mediation models. All hypotheses were confirmed, attesting to the positive predictive associations between the variables. We also confirm the partial mediation of HRM practices in the relationship between leadership and citizenship and the total mediation in the relationship between virtues and citizenship. This research advances the efforts to test more complex and unexplored structural models in which HRM practices are mediating variables, fulfilling a gap in the literature, as well as providing investigations of antecedents and consequents of the variables adopted in the research. As practical implications, the findings constitute a diagnosis for managers to understand how these relationships happen, supporting decision-making towards an increasingly effective, strategic, and humanized HRM.

Purpose: Considering the significant increase in researchers’ interest in human resource management (HRM) in the public sector domain, this study aims to focus on producing a scale of HRM practices customized for the context of public organizations. Design/methodology/approach: Experts and semantic analysis were performed for the scale development (qualitative stage), and exploratory and confirmatory factor analysis through structural equation modeling was conducted for the scale validation (quantitative stage). Findings: The public HRM practices scale (public HRMPS) is composed of 19 items, distributed along four factors/dimensions, named training, development and education; relationship; work conditions; and competency and performance appraisal. The scale showed evidence of internal and construct validity (convergent, divergent, criterion-related and discriminant), as well as reliability and content validity. Research limitations/implications: The public HRMPS can be applied in relational studies to test structural models of prediction, mediation and moderation to evaluate relationships with organizational behavior variables, such as leader-members exchange, engagement at work, life quality at work and well-being at work, among others. Practical implications: The public HRMPS may also serve as a useful diagnostic tool for the decision-making process made by public managers so they can promote a strategic, evidence-based HRM. Furthermore, the transforming role of strategic HRM can be operationalized by adopting practices gathered in the public HRMPS, advancing toward new HRM strategies to promote healthier and more productive work environments. Social implications: Healthier and more productive environments translate into real impacts for society, the first beneficiary of public services with more quality, efficiency and accountability. Originality/value: The public HRMPS is the first attempt to produce an operationally valid and reliable measure to evaluate strategic HRM practices, responding to calls in the literature concerning the need for an integrated, comprehensive and customized HRM practices scale for the public service context.

A forma como o governo proporciona a entrega de serviços aos cidadãos tem sido influenciada pela modernização das Tecnologias de Informação e Comunicação (TIC’s) e pelo uso da internet, o que vem gerando acesso facilitado por meio do governo eletrônico (e-gov). Desse modo, este trabalho tem como objetivo analisar o perfil da produção científica internacional sobre a entrega de serviços públicos pelo governo eletrônico. Para tanto, buscou-se identificar nos artigos os elementos demográficos, explorando os objetivos, resumos e palavras-chave e verificando estatísticas textuais, especificidades de grupos, classificação hierárquica descendente e nuvens de palavras no corpus textual, composto por 21 artigos extraídos da base de dados do Science Direct Proquest. Como métodos de análise, foram utilizadas a bibliometria, a sociometria, por meio da aplicação do software Iramuteq, a classificação hierárquica descendente (CHD) e a análise fatorial de correspondência (AFC). Em linhas gerais, os resultados retrataram que a temática mais publicada refere-se à adoção de tecnologia seguida pela implementação do e-gov. A análise realizada desvelou os itinerários da produção científica internacional no tema e subsidiou a proposição de uma agenda de pesquisa para estudos ulteriores.

Context: over the last decades, positive psychology has brought up the need for research on positive emotions and attitudes, such as organizational virtues and well-being at work. Moreover, there is evidence that virtues may influence the perception about human resource management practices, constituting a driver of well-being in work context. However, literature signalizes the gap regarding research models covering the relation between these three variables. Objective: this study aimed to evaluate the relation between organizational virtues and well-being at work, mediated by the perception of HRM practices. Methodology: the research is classified as quantitative, carried out through a survey, with 286 participants, using structural equation modeling through the JASP software. Results: results confirmed the partial mediation played by HRM practices in the proposed model, bringing a theoretical contribution by joining the three variables into a single model, with psychometric evidence of the strong prediction of organizational virtues on HRM practices and well-being at work. Conclusion: as a managerial implication, our findings compose a diagnosis that shed light on the relevance for managers in organizations to prioritize organizational virtues and HRM practices in order to enhance healthier work environments.

Considering the unexplored relationship between leadership, organizational virtues, and human resource management practices, the purpose of this paper is to test a structural model of mediation between leadership and human resource management, being organizational virtues the mediating variable. We performed a survey with 673 employees in Brazil, resorting to Structural Equation Modeling to analyze the data. Findings show that organizational virtues mediate the relationship between leadership and HRM practices. We confirm the positive effect of leadership on organizational virtues, the influence of organizational virtues on HRM practices, and the impact of leadership on HRM practices. This paper contributes to the literature on human resource management and organizational behavior, particularly concerning investigations that deal with antecedents of HRM practices.