Leadership and Human Resources Management Practices: The mediating role of organizational virtues
DOI:
https://doi.org/10.1590/0102.3772e38519.enKeywords:
human resources management practices, organizational virtues, leadershipAbstract
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.
Downloads
References
Ahmed, I., Rehman, W. U., Ali, F., Ali, G., & Anwar, F. (2018). Predicting employee performance through organizational virtuousness: Mediation by affective well-being and work engagement. Journal of Management Development, 37(6), 493-502.
Aktar, A., & Pangil, F. (2018). Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: Does black box stage exist?. International Journal of Sociology and Social Policy, (just-accepted), 00-00.
Areskoug Josefsson, K., Avby, G., Andersson Bäck, M., & Kjellström, S. (2018). Workers’ experiences of healthy work environment indicators at well-functioning primary care units in Sweden: a qualitative study. Scandinavian Journal of Primary Health Care, 36(4), 406-414.
Armstrong, M. (2014). Armstrong’s handbook of human resource management practice (11ª ed.). London: Kogan Page.
Ayentimi, D. T., Burgess, J., & Brown, K. (2018). HRM development in post-colonial societies: The challenges of advancing HRM practices in Ghana. International Journal of Cross Cultural Management, 18(2), 125-147.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173.
Bass, B. M. (1990). Bass and stogdill’s handbook of leadership: theory, research, and managerial applications (3rd ed.). New York: Free Press.
Berkeley, G. (2010). Obras filosóficas. Editora UNESP.
Bianchi, E. M. P. G., Quishida, A., & Foroni, P. G. (2017). A leader's role in strategic people management: reflections, gaps and opportunities. Revista de Administração Contemporânea, 21(1), 41-61.
Bischak, D. P., & Woiceshyn, J. (2016). Leadership virtues exposed: Ethical leadership lessons from leading in rock climbing. Journal of Leadership & Organizational Studies, 23(3), 248-259.
Boon, C., Den Hartog, D. N., & Lepak, D. P. (2019). A systematic review of human resource management systems and their measurement. Journal of management, 45(6), 2498-2537.
Brakus, J. J., Schmitt, B. H., & Zarantonello, L. (2009). Brand experience: what is it? How is it measured? Does it affect loyalty?. Journal of marketing, 73(3), 52-68.
Bright, D. S., Cameron, K. S., & Caza, A. (2006). The amplifying and buffering effects of virtuousness in downsized organizations. Journal of Business Ethics, 64(3), 249-269.
Brown, M. E., Treviño, L. K., & Harrison, D. A. (2005). Ethical leadership: A social learning perspective for construct development and testing. Organizational Behavior and Human Decision Processes, 97(2), 117-134.
Buengeler, C., Leroy, H., & De Stobbeleir, K. (2018). How leaders shape the impact of HR's diversity practices on employee inclusion. Human Resource Management Review, 28(3), 289-303.
Byrne, B. M. (2016). Structural equation modeling with Mplus: Basic concepts, applications, and programming. Routledge.
Cameron, K. (2011). Responsible leadership as virtuous leadership. In Pless N. M. & Maak T. (Eds). Responsible Leadership (pp. 25-35). Springer.
Cameron, K. S., Bright, D., & Caza, A. (2004). Exploring the relationships between organizational virtuousness and performance. American Behavioral Scientist, 47(6), 766-790.
Caza, A., Barker, B. A., & Cameron, K. S. (2004). Ethics and ethos: The buffering and amplifying effects of ethical behavior and virtuousness. Journal of Business Ethics, 52(2), 169-178.
Chin, W. W. (1998). The partial least squares approach to structural equation modeling. Modern methods for business research, 295(2), 295-336.
Cohen, J. (1992). A Power Primer. Psychological Bulletin, 112(1), 155-159.
Comrey, A. L., & Lee, H. B. (1992). A first course in factor analysis. 2nd Edn. Lawrence Erlbaum Associates Publishers.
Comte-Sponville, A. (2009). Pequeno tratado das grandes virtudes (E. Brandão, Trad. 2a ed.). Martins Fontes.
Costa, A. C., Demo, G., & Paschoal, T. (2019). Do human resources policies and practices produce resilient public servants? Evidence of the validity of a structural model and measurement models. Revista Brasileira de Gestão de Negócios, 21(1), 70-85.
Cugueró-Escofet, N., & Rosanas, J. M. (2020). The Relative Role of the Intellectual and Moral Virtues in Sustainable Management Decisions: The Case of Practical Wisdom and Justice. Sustainability, 12(3), 1156.
Cunha, M. P., Rego, A., & Lopes, M. P. (2013). Comportamento organizacional positivo. Análise Psicológica, 4(31), 313-328.
Demo, G. (2010). Políticas de gestão de pessoas, valores pessoais e justiça organizacional. Revista de Administração Mackenzie, 11(5), 55-81.
Demo, G. (2016). Políticas e práticas de gestão de pessoas: possibilidades de diagnóstico para gestão organizacional. In H. Mendonça, M. C. Ferreira, & E. R. Neiva (Eds.), Análise e diagnóstico organizacional: Teoria e prática (pp. 117-147). Vetor.
Demo, G., Costa, A. C. R., Coura, K. V., Miyasaki, A. C., & Fogaça, N. (2020). What do scientific research say about the effectiveness of human resource management practices? Current itineraries and new possibilities. Revista de Administração Unimep, 18(3), 138-158.
Demo, G., Fogaça, N., & Costa, A. C. (2018). Políticas e práticas de gestão de pessoas nas organizações: Cenário da produção nacional de primeira linha e agenda de pesquisa. Cadernos EBAPE. BR, 16(2), 250-263.
Demo, G., Fogaça, N., Fernandes, T., & Sá, P. (2015). Políticas e práticas de gestão de pessoas: revisão bibliométrica da produção nacional em periódicos de primeira linha e institucionalização da pesquisa no Brasil entre 2010 e 2014. Proceedings of Encontro de Gestão de Pessoas e Relações de Trabalho–EnGPR, Salvador, BA, Brasil, 5.
Demo, G., Neiva, E. R., Nunes, I., & Rozzett, K. (2014). Políticas e práticas de recursos humanos. In Siqueira, M. M. M. (Org.), Novas Medidas do Comportamento Organizacional: Ferramentas de Diagnóstico e de Gestão (pp. 240-245). Porto Alegre: Artmed.
Dessler, G. (2010). Administração de recursos humanos. (2ed.). Prentice Hall.
Endo, A. C. B.; & Roque, M. A. B. (2017). Atenção, memória e percepção: uma análise conceitual da neuropsicologia aplicada à publicidade e sua influência no comportamento do consumidor. Intercom, Rev.Bras. Ciência. Comum, 40(1), 77-96.
Engelsberger, A., Cavanagh, J., Bartram, T., & Halvorsen, B. (2021). Multicultural skills in open innovation: relational leadership enabling knowledge sourcing and sharing. Personnel Review, 1-23.
Field, A. (2018). Descobrindo a estatística usando o SPSS. Artmed.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50.
Gomide Jr, S., & Tanabe, T. R. (2012). Políticas de gestão de pessoas e efetividade organizacional. In G. Demo (Org.). Políticas de gestão de pessoas nas organizações: estado da arte, produção nacional, agenda de pesquisa, medidas e estudos relacionais (pp. 175-195). Atlas.
Gomide Jr., S., Vieira, L. E., & Oliveira, Á. D. F. (2016). Percepção de virtudes morais organizacionais: evidências de validade de um instrumento de medida para o contexto brasileiro. Revista Psicologia Organizações e Trabalho, 16(3), 298-307.
Gotsis, G., & Grimani, K. (2015). Virtue theory and organizational behavior: an integrative framework. Journal of Management Development, 34(10), 1288-1309.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham R. L. (2016). Multivariate data analysis. Essex: Pearson Education, 1, 2.
Hair, Jr.; Hult, G. T. M.; Ringle, C.; & Sarstedt, M. A (2014). Primer on Partial Least Squares Structural Equation Modeling. Sage Publications.
Hamrahi, M., Najafbagy, R., Musakhani, M., Daneshfard, K., & Delavar, A. (2015). Factor effecting on promoting organizational virtuousness in Iran state agencies. Indian Journal of Fundamental and Applied Sciences, 5(1), 4772-4779.
Horta, P., Demo, G., & Roure, P. (2012). Políticas de gestão de pessoas, confiança e bem-estar no trabalho: Estudo em uma multinacional. Revista de Administração Contemporânea, 16(4), 566-585.
Insan, A. N., & Yasin, N. A. (2021). Transglobal Leadership as a Driver for Increasing the Employee Performance. International Journal of Organizational Leadership, 10(1), 54-71.
Javed, M., Rashid, M. A., Hussain, G., & Ali, H. Y. (2019). The effects of corporate social responsibility on corporate reputation and firm financial performance: Moderating role of responsible leadership. Corporate Social Responsibility and Environmental Management, 1-15.
Karakas, F., Sarigollu, E., & Uygur, S. (2017). Exploring the diversity of virtues through the lens of moral imagination: A qualitative inquiry into organizational virtues in the Turkish context. Journal of Business Ethics, 141(4), 731-744.
Khan, A. G., Banik, S., Uddin, M. A., & Moudud-Ul-Huq, S. (2021). Desvendando a relação entre as práticas de gestão de talentos e a sustentabilidade do desempenho na indústria do esporte. International Journal of Asian Business and Information Management (IJABIM), 12(3), 366-380.
Kim, A., & Lee, C. (2012). How does HRM enhance strategic capabilities? Evidence from the Korean management consulting industry. The International Journal of Human Resource Management, 23(1), 126-146.
Kimura, T., & Nishikawa, M. (2016). Ethical leadership and its cultural and institutional context: An empirical study in Japan. Journal of Business Ethics, 1-18.
Kline, R. B. (2015). Principles and practice of structural equation modeling. Guilford publications.
Legge, G. E. (2006). Psychophysics of reading in normal and low vision. CRC Press.
Legge, K. (1995). Human resource management: Rethorics and realities. London: Macmillan.
Lirio, A. B., Gallon, S., Costa, C., & Pauli, J. (2020). Percepções da qualidade de vida no trabalho nas diferentes gerações. Gestão & Regionalidade, 36(107).
Luo, X., & Chen, W. (2010). The concept and realization of organizational virtuousness. Proceedings of International Conference on Management Science and Engineering, Melbourne, Australia.
Magnier-Watanabe, R., Uchida, T., Orsini, P., & Benton, C. F. (2020). Organizational virtuousness, subjective well-being, and job performance: comparing employees in France and Japan. Asia-Pacific Journal of Business Administration, 12(2), 115-138.
Malik, S. Z., & Naeem, R. (2016). Organizational virtuousness, perceived organizational support and organizational citizenship behavior: A mediation framework. Journal of Behavioural Sciences, 26(1), 113-129.
Manz, C., Anand, V., Joshi, M., & Manz, K. (2008). Emerging paradoxes in executive leadership: A theoretical interpretation of the tensions between corruption and virtuous values. Leadership Quarterly, 19, 385-392.
Marôco, J. (2010). Análise de equações estruturais: Fundamentos teóricos, software & aplicações. ReportNumber, Lda.
Martín-Alcázar, F., Romero-Fernández, P. M., & Sánchez-Gardey, G. (2005). Strategic human resource management: integrating the universalistic, contingent, configurational and contextual perspectives. International Journal of Human Resource Management, 16(5), 633-659.
McCullough, M. E., & Snyder, C. R. (2000). Classical sources of human strength: Revisiting an old home and building a new one. Journal of Social and Clinical Psychology, 19(1), 1-10.
Melo, E. A. D. A. (2004). Escala de avaliação do estilo gerencial (EAEG): desenvolvimento e validação. Revista Psicologia Organizações e Trabalho, 4(2), 31-62.
Myers, R. H. (1990). Classical and modern regression with applications. Belmont, CA: Duxbury press.
Nazarian, A., Atkinson, P., Foroudi, P., & Soares, A. (2021). Working together: Factors affecting the relationship between leadership and job satisfaction in Iranian HR departments. Journal of General Management, 46(3), 229-245.
Neves, P., Almeida, P., & Velez, M. J. (2018). Reducing intentions to resist future change: Combined effects of commitment-based HR practices and ethical leadership. Human Resource Management, 57(1), 249-261.
Pires, M. L., & Nunes, F. (2018). The mediating role of virtuousness in human resource management and job outcomes. Revista de Administração de Empresas, 58(4), 380-392.
Qazi, S., & Jeet, V. (2017). Impact of prevailing HRM practices on job satisfaction: A comparative study of public and private higher educational institutions in India. International Journal of Business and Management, 12(1), 178-187.
Rego, A., Ribeiro, N., & Cunha, M. P. (2010). Perceptions of organizational virtuousness and happiness as predictors of organizational citizenship behaviors. Journal of Business Ethics, 93(2), 215-235.
Seligman, M. E. (2002). Positive psychology, positive prevention, and positive therapy. Handbook of positive psychology, 2(2002), 3-12.
Shahid, S., & Muchiri, M. (2018). Positivity at the workplace: Conceptualising the relationships between authentic leadership, psychological capital, organisational virtuousness, thriving and job performance. International Journal of Organizational Analysis, 1-30.
Singh, S., David, R., & Mikkilineni, S. (2018). Organizational virtuousness and work engagement: Mediating role of happiness in India. Advances in Developing Human Resources, 20(1), 88-102.
Sousa, I. F. D., & Mendonça, H. (2009). Burnout em professores universitários: impacto de percepções de justiça e comprometimento afetivo. Psicologia: teoria e pesquisa, 25(4), 499-508.
Thompson, G., Buch, R., & Glasø, L. (2020). Abusive retaliation of low performance in low-quality LMX relationships. Journal of General Management, 45(2), 57-70.
Tiecher, B., & Diehl, L. (2017). Qualidade de vida no trabalho na percepção de bancários. Pensamento & Realidade, 32(1), 41.
Wang, H., Lu, G., & Liu, Y. (2017). Ethical leadership and loyalty to supervisor in china: The roles of interactional justice and collectivistic orientation. Journal of Business Ethics, 146(3), 529-543.
Wickramasinghe, V., & Dolamulla, S. (2017). The Effects of HRM Practices on Teamwork and Career Growth in Offshore Outsourcing Firms. Global Business and Organizational Excellence, 36(2), 46-60.
Yukl, G. (2012). Effective leadership behavior: What we know and what questions need more attention. Academy of Management Perspectives, 26(4), 66-85.
Zhang, Q., & Liu, Y. (2019). Employees’ Environmental Protection and Charitable Donation and Ethical Leadership: An Empirical Study. International journal of environmental research and public health, 16(13), 2282.
Zheng, Y., Graham, L., Epitropaki, O., & Snape, E. (2020). Service leadership, work engagement, and service performance: The moderating role of leader skills. Group & Organization Management, 45(1), 43-74.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2022 Karla Veloso Coura, Gisela Demo, Fernanda Scussel
This work is licensed under a Creative Commons Attribution 4.0 International License.
