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Carmen Castro-Casal
Faculty of Economics and Business Studies, Universidade de Santiago de Compostela, Santiago de Compostela, Spain

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Article
Published: 15 April 2021 in Current Psychology
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Helping behaviors are vital for organizational effectiveness in highly changing and interdependent contexts, such as young, knowledge-intensive SMEs (small and medium enterprises). Therefore, the research on the conditions under which such behavior is promoted is of great importance. In this sense, this paper examined how and when the person–organization fit (PO fit) (i.e., perceived value congruence) influenced the employees’ helping behavior in a sample of 320 employees and their supervisors from 21 knowledge-intensive SMEs in Spain. Results indicated that job engagement was a key mechanism that transmitted the effect of PO fit on employees’ helping behavior. In addition, the level of perceived organizational support (POS) moderated the relationship between person–organization fit and job engagement. Thus, when employees did not feel supported by their organization, their agreement with the values of the organization did not lead them to greater job engagement. Finally, results showed that the indirect relationship between PO fit and helping behavior, through job engagement, was not significant when employees discerned a low level of POS. Important implications are derived from these findings from both a theoretical and practical point of view.

ACS Style

Guadalupe Vila-Vázquez; Carmen Castro-Casal; Dolores Álvarez-Pérez. Person–organization fit and helping behavior: How and when this relationship occurs. Current Psychology 2021, 1 -12.

AMA Style

Guadalupe Vila-Vázquez, Carmen Castro-Casal, Dolores Álvarez-Pérez. Person–organization fit and helping behavior: How and when this relationship occurs. Current Psychology. 2021; ():1-12.

Chicago/Turabian Style

Guadalupe Vila-Vázquez; Carmen Castro-Casal; Dolores Álvarez-Pérez. 2021. "Person–organization fit and helping behavior: How and when this relationship occurs." Current Psychology , no. : 1-12.

Journal article
Published: 11 April 2020 in International Journal of Environmental Research and Public Health
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This study explores how the quality of leader–member exchange (LMX) is associated with employees’ creativity via engagement, and the moderating role of a job characteristic related to knowledge (job complexity) in this relationship. A moderated mediation model was tested on a sample of 320 employees from emergent high-tech and knowledge-based small and medium enterprises (SMEs) in Spain. The results supported an indirect influence of LMX on individual creativity through engagement. Additionally, this study found that job complexity accentuated the impact of engagement on creativity. More importantly, the findings confirmed that the intensity of the LMX–engagement–creativity relationship was moderated by job complexity. That is, the relationship was stronger when job complexity was high. Taken together, this study improves the understanding of the factors that contribute to increased employee creativity, an important outcome for high-tech and knowledge-based SMEs.

ACS Style

Guadalupe Vila-Vázquez; Carmen Castro-Casal; Dolores Álvarez-Pérez. From LMX to Individual Creativity: Interactive Effect of Engagement and Job Complexity. International Journal of Environmental Research and Public Health 2020, 17, 2626 .

AMA Style

Guadalupe Vila-Vázquez, Carmen Castro-Casal, Dolores Álvarez-Pérez. From LMX to Individual Creativity: Interactive Effect of Engagement and Job Complexity. International Journal of Environmental Research and Public Health. 2020; 17 (8):2626.

Chicago/Turabian Style

Guadalupe Vila-Vázquez; Carmen Castro-Casal; Dolores Álvarez-Pérez. 2020. "From LMX to Individual Creativity: Interactive Effect of Engagement and Job Complexity." International Journal of Environmental Research and Public Health 17, no. 8: 2626.

Journal article
Published: 29 July 2019 in Sustainability
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The success of hospitality sector firms depends largely on the degree to which frontline employees offer a high-quality service to customers. In this context it is of vital importance to determine how to promote positive employees’ attitudes and behaviors through the human resource practices. This study analyzes the indirect effect of empowerment via affective commitment on the extra-role service. In addition, the moderating effect of service training on the empowerment–affective commitment–extra-role service relationship is explored. The data was collected from a sample of frontline employees working in three-to-five-star urban hotels in Santiago de Compostela (Spain). The results of the study suggest that for empowerment to lead to greater emotional attachment to the organization and extra-role customer service, it is necessary for frontline employees to perceive that they have received a moderated-high level of training in customer service. This finding is particularly interesting for frontline employees’ management in hotels sector.

ACS Style

Carmen Castro-Casal; Guadalupe Vila-Vázquez; Álvaro Pardo-Gayoso. Sustaining Affective Commitment and Extra-Role Service among Hospitality Employees: Interactive Effect of Empowerment and Service Training. Sustainability 2019, 11, 4092 .

AMA Style

Carmen Castro-Casal, Guadalupe Vila-Vázquez, Álvaro Pardo-Gayoso. Sustaining Affective Commitment and Extra-Role Service among Hospitality Employees: Interactive Effect of Empowerment and Service Training. Sustainability. 2019; 11 (15):4092.

Chicago/Turabian Style

Carmen Castro-Casal; Guadalupe Vila-Vázquez; Álvaro Pardo-Gayoso. 2019. "Sustaining Affective Commitment and Extra-Role Service among Hospitality Employees: Interactive Effect of Empowerment and Service Training." Sustainability 11, no. 15: 4092.

Journal article
Published: 09 November 2018 in Sustainability
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The psychology of sustainability highlights the importance of building organizational environments promoting the employees’ well-being, and leaders play an important role in it. Drawing from Kahn’s theory, the purpose of this study is to simultaneously examine the mediating role of task significance, perceived organizational support (POS) and employees’ core self-evaluations (CSE) in the relationship between supervisors’ transformational leadership and job engagement. In order to test the proposed model, a structural equation modelling was performed using the bootstrapping technique in IBM SPSS Amos 23 for Windows. The sample consisted of 320 employees from emergent high-tech and knowledge-based SMEs in Spain. The results supported all the hypotheses posited. By helping employees to find the meaning and significance of their work, making them feel supported by the organization and strengthening their sense of worth and competence, transformational leaders boost job engagement, a key aspect of the human dimension of organizational sustainability. This paper contributes to the psychology of sustainability by advancing knowledge of the mechanisms through which supervisors’ transformational leadership influences employees’ well-being in terms of job engagement.

ACS Style

Guadalupe Vila-Vázquez; Carmen Castro-Casal; Dolores Álvarez-Pérez; Luisa Del Río-Araújo. Promoting the Sustainability of Organizations: Contribution of Transformational Leadership to Job Engagement. Sustainability 2018, 10, 4109 .

AMA Style

Guadalupe Vila-Vázquez, Carmen Castro-Casal, Dolores Álvarez-Pérez, Luisa Del Río-Araújo. Promoting the Sustainability of Organizations: Contribution of Transformational Leadership to Job Engagement. Sustainability. 2018; 10 (11):4109.

Chicago/Turabian Style

Guadalupe Vila-Vázquez; Carmen Castro-Casal; Dolores Álvarez-Pérez; Luisa Del Río-Araújo. 2018. "Promoting the Sustainability of Organizations: Contribution of Transformational Leadership to Job Engagement." Sustainability 10, no. 11: 4109.

Journal article
Published: 13 June 2014 in Revista Venezolana de Gerencia
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 El reconocimiento de que el comportamiento altruista genera beneficios tanto para los empleados como para la organización hace necesario comprender los factores que pueden alentarlo. Por ello, este trabajo persigue dos objetivos: a) analizar las relaciones entre la satisfacción general con el puesto y el compromiso afectivo con el comportamiento altruista y b) explorar si el engagement en el trabajo aumenta la varianza explicada en el altruismo por encima de tales actitudes. Para cumplir estos objetivos se llevó a cabo una investigación de diseño transversal en una muestra constituida por 472 empleados de 25 centros públicos españoles de educación superior. Las hipótesis planteadas fueron contrastadas mediante análisis de regresión jerárquica. Los resultados indican que un mayor nivel de compromiso afectivo, y particularmente de engagement en el trabajo, se asocia con un mayor comportamiento altruista. Especialmente relevante es la contribución del engagement en el trabajo, al explicar varianza incremental en el comportamiento altruista, más allá del compromiso. Para potenciar este tipo de comportamiento discrecional, la dirección debería implantar intervenciones que alienten tanto una mayor conexión de los empleados con sus roles de trabajo como un mayor compromiso con la organización.

ACS Style

Dolores ́Lvarez Pérez; Carmen Castro Casal; Guadalupe Vila Vázquez. Actitudes y engagement en el trabajo como antecedentes del comportamiento altruista. Revista Venezolana de Gerencia 2014, 19, 1 .

AMA Style

Dolores ́Lvarez Pérez, Carmen Castro Casal, Guadalupe Vila Vázquez. Actitudes y engagement en el trabajo como antecedentes del comportamiento altruista. Revista Venezolana de Gerencia. 2014; 19 (65):1.

Chicago/Turabian Style

Dolores ́Lvarez Pérez; Carmen Castro Casal; Guadalupe Vila Vázquez. 2014. "Actitudes y engagement en el trabajo como antecedentes del comportamiento altruista." Revista Venezolana de Gerencia 19, no. 65: 1.

Journal article
Published: 01 January 2008 in Corporate Ownership and Control
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This study analyses the influence of various characteristics of the Board of Directors on the control and risk of the compensation of the Chief Executive Officer (CEO). It also examines the effect on these variables of some of the CEO personal characteristics and of various contingencies of the firm. The results reveal that control of the CEO compensation is determined fundamentally by the CEO participation in the capital of the firm, while the level of risk of the CEO compensation package is higher when the firm is diversified and implements a proactive competitive strategy.

ACS Style

María Dolores Álvarez-Pérez; Edelmira Neira Fontela; Carmen Castro Casal. Control and risk of CEO compensation. Corporate Ownership and Control 2008, 6, 372 -381.

AMA Style

María Dolores Álvarez-Pérez, Edelmira Neira Fontela, Carmen Castro Casal. Control and risk of CEO compensation. Corporate Ownership and Control. 2008; 6 (2):372-381.

Chicago/Turabian Style

María Dolores Álvarez-Pérez; Edelmira Neira Fontela; Carmen Castro Casal. 2008. "Control and risk of CEO compensation." Corporate Ownership and Control 6, no. 2: 372-381.