Loading...
17 results
Search Results
Now showing 1 - 10 of 17
- Strategic agility through improvisational capabilities: implications for a paradox-sensitive HRMPublication . Cunha, Miguel Pina e; Gomes, Emanuel; Mellahi, Kamel; Miner, Anne S.; Rego, ArménioOrganizations, especially, multinationals, inevitably confront contradictory challenges. One crucial challenge is the value of strategic consistency versus the value of rapid change related to unexpected problems, opportunities and fast moving trends. Accentuating the previously planned strategy can reduce temporal responsiveness; accentuating the immediate problems/opportunities can harm overall consistency. Strategic agility offers a potential path to resolve this paradoxical situation. In this article we advance a vision in which firms nourish improvisational capabilities in order to enhance strategic agility. We develop six HRM domains of action that can enhance effective improvisation and can inform the practice of a paradox-informed HRM. We discuss their implications for HRM-based strategic agility, paradoxical HR, and improvisation.
- Attitudes and HRM decisions toward older workers in Africa: exploring contradictions through an empirical studyPublication . Rego, Arménio; Vitória, Andreia; Ribeiro, Tânia; Ribeiro, Leonor; Lourenço-Gil, Rui; Leal, Susana; Cunha, Miguel Pina eWe explored the attitudes toward older workers of African versus Portuguese managers, and how these managers make HRM decisions in scenarios involving younger versus older workers. To make cultural, social, and institutional explanations more robust, we also included two samples of students attending Portuguese universities: one sample comprising African students, the other comprising Portuguese ones. The main findings were: (a) a three-factor model (conscientiousness and performance; social capital and generosity; adaptability) of attitudes toward older workers emerged as satisfactory across the four samples; (b) in comparison with the Portuguese participants, African individuals expressed more positive attitudes toward older workers while, at the same time, discriminated against older workers more; (c) the findings were almost identical for both managers and students. Although African individuals showed more positive attitudes toward older workers than did the Portuguese, they made more discriminatory decisions in the HRM scenarios. We suggest that this contradiction may emerge from dualities characterizing Africa.
- Quantas entrevistas são necessárias para um estudo qualitativo? Linhas práticas de orientaçãoPublication . Rego, Arménio; Cunha, Miguel Pina e; Meyer Jr, VictorUma das dificuldades associadas à realização de investigação qualitativa remete para a dimensão das amostras.Com alguma frequência, osinvestigadores não justificam a sua escolha de N e são por isso criticados. Este artigo apresenta linhas de orientação para a determinação e justificação do número de casos a usar numa investigação qualitativa. Defende que (a) o aumento da dimensão da amostra não é, em si, uma vantagem, e (b) a quantidade desejável de casos da amostra depende da pergunta de investigação e da declinação da mesma numa série de linhas orientadoras.
- "Heaven or Las Vegas": competing institutional logics and individual experiencePublication . Cunha, Miguel Pina e; Giustiniano, Luca; Rego, Arménio; Clegg, StewartSignificant research has been dedicated to the study of the dual constitutive core at the field and organizational levels but less attention has been paid to the micro-dimensions of the collision of competing logics, namely in terms of how individuals experience and navigate through them and how that influences organizational ethos and strategy. We study how one individual, founder of the organization behind the independent music label 4AD, made sense and lived through the fundamental clash of two logics: 'music as art' and 'music as business'. We analyse how the personal struggles of the founder allowed the construction and maintenance of a strong, solid and continued organizational identity for 4AD. We uncover four factors accounting for the protection of 4AD's sustained artistic integrity in face of a transforming industry.
- Ambidextrous leadership, paradox and contingency: evidence from AngolaPublication . Cunha, Miguel Pina e; Fortes, Armanda; Gomes, Emanuel; Rego, Arménio; Rodrigues, FilipaThe study departs from two assumptions. First, it considers that organizations, their leaders and the HRM function are inherently paradoxical and that, in that sense, dealing with paradox is a necessary component of the leadership process which requires ambidexterity capabilities. Second, it explores whether the paradoxes of leadership may manifest differently in different contexts. We explore the emergence of paradox in the leadership of Angolan organizations. Angola is an economy transitioning from a centrally planned to a market mode, and this makes it a rich site for understanding the specificities of ambidextrous paradoxical processes in an under-researched, ‘rest of the world’, context. The findings of our inductive study led to the emergence of four interrelated paradoxes and highlight the importance of ambidextrous paradoxical work as a HRM contingency.
- Mission impossible? The paradoxes of stretch goal settingPublication . Cunha, Miguel Pina e; Giustiniano, Luca; Rego, Arménio; Clegg, StewartStretch goal setting is a process involving multiple and nested paradoxes. The paradoxical side of stretch is attractive because it holds great promise yet dangerous because it triggers processes that are hard to control. Paradoxes are not readily managed by assuming a linear relation between the here and now and the intended future perfect. Before adopting stretch goal setting, managers should thus be prepared for the tensions and contradictions created by nested or interwoven paradoxes. Achieving stretch goals can be as difficult for the managers seeking to direct the process as for designated delegates. While the increasing popularity of stretch goal setting is understandable, its unexpected consequences must be taken into account. The inadequate use of stretch goals can jeopardize the social sustainability of organizations as well as their societal support systems.
- Leader humility and team performance: exploring the mechanisms of team psychological capital and task allocation effectivenessPublication . Rego, Armênio; Owens, Bradley; Yam, Kai Chi; Bluhm, Dustin; Cunha, Miguel Pina e; Silard, Anthony; Gonçalves, Lurdes; Martins, Mafalda; Simpson, Ace Volkmann; Liu, WenxingAlthough there is a growing interest toward the topic of leader humility, extant research has largely failed to consider the underlying mechanisms through which leader humility influences team outcomes. In this research, we integrate the emerging literature of leader humility and social information processing theory to theorize how leader humility facilitates the development of collective team psychological capital, leading to higher team task allocation effectiveness and team performance. While Owens and Hekman (2016) suggest that leader humility has homogeneous effects on followers, we propose a potential heterogeneous effect based on the complementarity literature (e.g., Tiedens, Unzueta, & Young, 2007) and the principle of equifinality (leaders may influence team outcomes through multiple pathways; Morgeson, DeRue, & Karam, 2010). In three studies conducted in China, Singapore, and Portugal, including an experiment, a multisource field study, and a three-wave multisource field study, we find support for our hypotheses that leader humility enhances team performance serially through increased team psychological capital and team task allocation effectiveness. We discuss the theoretical implications of our work to the leader humility, psychological capital, and team effectiveness literatures; and offer suggestions for future research.
- Brazilian managers’ ageism: a multiplex perspectivePublication . Rego, Arménio; Vitória, Andreia; Tupinamba, Antonio C. R.; Reis Júnior, Dálcio; Reis, Dalcio; Cunha, Miguel Pina e; Lourenço-Gil, RuiPurpose: The purpose of this paper is to explore the Brazilian managers’ attitudes toward older workers, and how those attitudes explain HRM decisions in hypothetical scenarios. Design/methodology/approach: Brazilian managers (n=201) reported their attitudes toward older workers and their decisions in scenarios involving an older vs a younger applicant/worker. Findings: In spite of expressing positive attitudes toward older workers, a significant number of managers chose a younger one even when the older worker is described as more productive. To build a better understanding of how attitudes predict decisions, it is necessary to identify attitudinal profiles and the interplay between attitudinal dimensions, rather than simply studying each dimension separately. Attitudinal profiling also shows that some managers discriminate against younger workers, a finding, that is, ignored when (only) regressions are taken into account. The managers’ attitudes and behavioral intentions relate with their age. Evidence does not support the double jeopardy effect against older women workers. Research limitations/implications: The sample is small. The scenarios cover a reduced number of HRM decisions. The data about attitudes and decisions were collected simultaneously from a single source. The findings may be influenced by idiosyncrasies of the context. Future studies should also consider real situations, not hypothetical ones. Practical implications: Efforts must be made (e.g. via training and development) to raise managers’ awareness about the consequences of ageism in organizations. Originality/value: Empirical studies about managers’ perceptions/attitudes toward older workers are scarce. Studies in the Brazilian context are even scarcer.
- Atitudes perante os trabalhadores mais velhos: A perspetiva dos estudantes universitáriosPublication . Vitória, Andreia; Rego, Arménio; Vilas Boas, MadalenaProcuramos compreender (a) se a estrutura pentadimensional (dimensões: adaptabilidade; valia dos mais velhos para a organização; conscienciosidade e lealdade; capital social e generosidade; desempenho) do instrumento de medida das atitudes dos gestores perante os trabalhadores mais velhos anteriormente desenvolvido é replicada em uma amostra de estudantes universitários e (b) se essas atitudes ajudam a explicar as decisões dos estudantes. A amostra envolveu 278 estudantes universitários portugueses. Os principais resultados são os seguintes: (a) a estrutura pentadimensional obtida com gestores portugueses e brasileiros replica-se na amostra de estudantes; (b) apesar de os estudantes reconhecerem qualidades nos trabalhadores mais velhos, revelam inclinação para práticas discriminatórias relativamente a esses trabalhadores, e essa inclinação parece ser mais acentuada do que a identificada em gestores.
- Explaining suicide in organizations: Durkheim revisitedPublication . Clegg, Stewart; Cunha, Miguel Pina e; Rego, ArménioDrawing on Durkheim’s concept of anomie, we address the under-explored phenomenon of anomic suicide in contemporary organizations and discuss the consequences of solidarity for organizations and society. The relations of social solidarity to issues of identity and insecurity are explored through the cases of France Telecom Orange and Foxconn. Remedial implications for organizing, considered as community building, are discussed. Durkheim wrote not only about anomic but also altruistic suicide. We will also analyze examples of this type of suicide. Some tentative suggestions are made for how to organize to minimize the incidence of suicidal violence in organizations.