Adm. Sci., Volume 13, Issue 10 (October 2023) – 17 articles

Firm-based approaches to international trade have revolutionized the study of trade politics. Corporate participation in political processes is costly, limiting access to large, productive, well-resourced, and often internationally engaged firms. This implies a pro-trade bias in corporate lobbying demands over trade policy. I examine this relationship in the case of three free trade agreements passed by the United States Congress in 2011. I combine public statements from firms on the FTAs with corporate lobbying activities and find that both lobbying firms and those that lobbied and publicly disclosed their policy positions were more productive than the typical publicly traded firm. Likewise, firms with income from foreign affiliates were more likely to be politically active than others. These results contribute to a vibrant body of research into the complex relationships firms hold with policies governing access to international markets. Full article

As inculcating green intention and behaviour among individuals, particularly potential entrepreneurs (students), has recently become a hot topic of discussion, it is essential to contribute to this debate by offering empirical evidence. Accordingly, the objective of this study is to examine how green mindfulness (GM) and spiritual intelligence (SPI) enhance environmental self-identity (ESI). This study also examined the role of GM and SPI in developing green entrepreneurial intention (GEI). The study investigated whether ESI could mediate the relationship between GM, SPI, and GEI. The study gathered information from 202 students at King Faisal University’s Business Administration and Applied Colleges in Saudi Arabia using a self-administered questionnaire for these objectives. The study employed partial least-squares structural equation modeling to analyse the data. The study revealed some interesting findings. It was discovered that GM has a direct and significant positive association with ESI and GEI. Furthermore, it was also reported that SPI has a positive and significant connection with ESI, but no positive relationship with GEI. ESI revealed the existence of a meaningful positive relationship with GEI. Finally, when examining the mediating role played by the ESI, the study reported the inability of the ESI to mediate the relationship between GM and GEI. At the same time, it was able to fully mediate between SPI and GEI. The study provides a set of recommendations for policymakers and other stakeholders. The study is considered one of few studies investigating the key factors influencing GEI among students. Full article

This study explores the significance of two determinants: Supply Chain Capabilities and Supply Chain Visibility, in the intricate interplay among Supply Chain Resilience, Supply Chain Performance, and Firm Performance. A dataset comprising 221 participants from Vietnamese garment manufacturing firms was gathered and subjected to analysis using the PLS-SEM approach, revealing insights into the modeled complex relationships. The research findings reveal that visibility significantly influences supply chain resilience; while the hypotheses of a positive impact of supply chain visibility and supply chain resilience on firm performance have been rejected. Interestingly, these findings underscore the significant influence of indirect relationships mediated by factors, such as supply chain resilience and supply chain performance. Hence, this study bridges a gap in the existing body of literature and offers practical implications for supply chain management, particularly concerning performance measurement challenges in this sector. The article suggests that the Vietnamese garment supply chain could enhance supply chain and firm performance by focusing on supply chain capabilities and visibility. Full article

One of the objectives of this paper is to examine the empirical effects of certain Human Resource Management (HRM) practices and reciprocity as antecedents of knowledge-sharing (KS) behavior. In an organization, human resource knowledge quality plays a key role in the effective performance of the organization by communicating their knowledge with management and co-workers to perform their tasks in a better way. This is possible only when useful and relevant quality knowledge is successfully shared. Despite various studies on this topic, there is little research on KS and HRM practices in developing countries like Pakistan. A survey-based approach is used for data collection from different employees in the banking sector of Pakistan. The hypotheses are formulated based on the four HRM practices and reciprocity. The dataset is critically investigated using structural equation modeling (SEM). The results of this study suggest that reciprocity, recruitment and selection, and performance appraisals have a significant relationship with KS behaviour. Furthermore, KS is independent of employees’ training and development along with incentive systems in organizations. The contribution of this paper is how certain HR practices and employees’ perceptions about reciprocity influence employees’ knowledge sharing in an organization. This paper assists employers, employees, policymakers, and scholars to understand the factors that can promote knowledge sharing. This study also highlights the significant role of Human Resource Practices (HRP). Full article

The increasingly intense competition in organisations means that they have to develop strategies to differentiate themselves. One of these strategies consists of using internal communication to improve the company’s attractiveness to outside talent and increase its attractiveness to its existing employees. However, this relationship still needs to be studied in the existing literature. This review aims to find and understand the main recommendations to be used in internal communication to improve employer branding. Nine open access scientific articles published between 2013 and 2023 on Scopus and Web of Science, written in English, met the inclusion criteria. Internal communication has been proven to play a crucial role in employer branding. The review presents a series of guidelines that can be incorporated into internal communication to strengthen the employer brand. These relate to communication qualities, knowing how to listen to and respect employees, maintaining responsiveness, providing feedback and the flow of company-related information, and choosing the appropriate communication channels. This study contributes to the ongoing scientific community by summarising and exploring the literature from the past decade. Its findings enhance our understanding of this field of study and strongly advocate for future research. Full article

The quantity of teleworkers had already been rising in various work fields even prior to the COVID-19 pandemic. However, it was not until the pandemic that it spread to other sectors such as the industrial sector. There are still few studies looking at telework’s impact on this important sector. This article is intended to discuss: (1) the extent of teleworking in manufacturing, (2) its adjustment to the industrial sector (challenges and benefits), and (3) its prospects for the future. To this end, 31 in-depth interviews have been conducted with four Plant Managers and seven Human Resource Directors of 11 industrial companies in Burgos (Spain) and surroundings, as well as 20 of their workers. Pre-pandemic teleworking was only active in one of the enterprises and now there are workers that work remotely in 9 out of 11. All interviewees agreed that teleworking will gradually expand. The study shows concerns and challenges when it comes to communication, trust, control, and productivity. It highlights the importance of establishing clear policies on teleworking and how to deal with remuneration, expense reimbursements, and equity between teleworkers and on-site workers. Overall, industrial-sector teleworking has brought positive results in terms of productivity and job satisfaction levels, but it has also resulted in new demands on aspects such as ergonomics, negative habits (food and physical inactivity), communication, and work–life balance. Full article

Job satisfaction is the positive emotional state derived from job appraisal and work experiences and is influenced by factors such as leadership, work engagement, the work done, relationships with co-workers, and salary. On a university level, employee satisfaction and engagement can affect both the performance and success of the institution as well as students’ learning. That is why understanding these factors is essential. In this context, this paper sets out to identify the factors of job satisfaction that influence the work engagement of university employees. The study focuses on the Dominican Republic, a developing country with different socio-economic environments. A sample of 468 questionnaires was obtained from university employees. The data collected were analysed using SPSS and Smart-PLS. The results showed that employee job satisfaction was the most significant factor influencing employee engagement. This suggests that when employees are satisfied with their jobs, they are more likely to be engaged with their organisation and show a higher level of dedication and effort in their jobs. However, it was not possible to corroborate the influence of satisfaction with leadership, satisfaction with salary, satisfaction with promotions, and satisfaction with co-workers on the university employee’s engagement. The results present implications and future research prospects. Among the main limitations of the study, it is worth noting that the sample was limited to employees of a single university, and other factors were not considered in the proposed model that could influence job satisfaction and commitment in university employees. Full article

Under normal circumstances, the working population exhibits high levels of psychological distress and presenteeism, a scenario which was exacerbated by the COVID-19 pandemic. Moreover, few studies have analyzed presenteeism during the COVID-19 pandemic, prompting the current research. We aimed to explore the levels of presenteeism and associated factors, job satisfaction, and psychological distress in a sample of Portuguese workers in a Private Social Solidarity Institution (the acronym in Portugal is IPSS). In 2022, an observational, cross-sectional survey of workers from an IPSS in the central region of Portugal was conducted. The study included a total of 71 employees who granted written permission. The survey collected general and professional information, as well as the Stanford Presenteeism Scale (SPS-6), the Job Satisfaction Questionnaire (S20/23), and the Kessler Psychological Distress Scale (K10). Presenteeism was reported by 32 (45.1%) workers and sickness absence by 38 (54.3%). Most of the individual S20/23 evaluations indicated a greater level of satisfaction (mean  ≥  4.5 pts.), except for the question related to salary, which received a higher level of dissatisfaction (mean = 3.36  ±  1.9 pts.). Around 50.7% of participants had a high or very high risk of suffering or of suffering a mental disorder. The correlation matrix indicated a significant moderate positive correlation between presenteeism and job satisfaction and a significant moderate negative correlation between presenteeism and psychological distress (p < 0.01). We found five predictors for presenteeism: marital status, quality of sleep, sickness absenteeism, health perception, and psychological distress (R² = 0.358). We anticipate that our results will spark more studies about the practical consequences of presenteeism for fostering better health and well-being at work. Full article

Leadership is crucial in organizational life. Positive leadership is marked by transparent, trust-based leader–follower relationships that significantly boost employees’ dedication and engagement. Work engagement stems from a positive bond between workers, their job, and their organization. Authentic leadership, in particular, has been found to enhance work engagement, but this relationship is quite complex. Prior studies have explored the psychological processes linking organizational context and work-related attitudes and provided intriguing insights, such as that employees consider work to be part of their identity and that positive work experiences enrich family life. This research more closely examined authentic leadership’s impact on work engagement, including the mediating effect of meaningful work and work–family enrichment. A cross-sectional study was conducted with data from various organizations’ employees (number = 292). Multiple regression analyses’ results support the theoretical model, confirming a significant positive link between perceived authentic leadership and work engagement. These variables are directly and indirectly related through the proposed mediators. Implications for human resource management are discussed, especially strategies that increase work environments’ positive impacts on work engagement. Full article

Our long-term research project is concerned with fun and humour at work and the impacts on employee happiness and well-being. In this study, we explore the relationship between workplace fun and psychological safety and their implications for a positive work context. Our research problem investigates two key questions: How do the experiences of psychological safety and fun at work intersect in hybrid work conditions? What are the implications for positive workplace relations? We present qualitative empirical data from our in-depth, ethnographic engagement in two corporate companies. Both companies recently transitioned to hybrid work modes, providing a relevant and contemporary context for our study. Our findings are generated from our structured, thematic analysis, eliciting themes of risk during transitions, unsafe fun, safety to be yourself, and leadership implications. These themes are discussed in relation to the extant literature, and we extend both fun and psychological safety theory by identifying a circular relationship between both constructs specifically related to the modern form of hybrid work. Implications are identified along with the potential for future research. Full article

Central bank communication has changed over the years, following the trend of digitalization. It has been used as a tool for the implementation of monetary policies since the 1990s, when central banks started publishing their inflation reports, outlooks, and meeting minutes on the road towards greater transparency, and to help meet their price stability mandate. This mandate cannot be achieved through traditional financial instruments alone, so digital communication and marketing has become an economic policy tool. The effectiveness of the European Central Bank’s online communication tools will be tested via a GAP model, by applying an adapted version of the servuction scale to the Bank and disseminating it to 500 citizens, with the purpose of measuring citizen satisfaction with its website and communications. The servuction model focuses on high quality services that are perceived as such by private sector customers, having a strong marketing component. The originality of the research consists in adapting it to the public sector, more specifically to central banks, and by treating citizens as customers throughout the study. The model was successfully applied to the European Central Bank, demonstrating that citizens’ expectations are highest regarding both the reliability and assurance dimensions, meaning that they want to feel confident in ECB actions, and to the understandability dimension of its online content. The largest gaps between citizens’ expectations and perceptions were identified within the efficiency, understandability, and empathy dimensions. In future, the study can be replicated and adapted to both national central banks and private banks within the European Union, assessing how citizens perceive their websites, communication, and marketing strategies, with the purpose of improving the latter two, and increasing civic engagement. The model can also be adapted to narrower topics relating to sustainable digital development, such as the expectations and perceptions of citizens with regards to central bank digital currencies. Full article

Managing employee turnover is a key function in human resource management (HRM) that has become especially relevant given current staff shortages. The travel and tourism industry has been strongly affected, with many organizations having difficulty attracting and retaining workers. Portugal, as a prominent player in tourism, is no exception, and the workforce shortage crisis has been discussed in various forums and has attracted media attention. The present study examined hotel employees’ turnover intention and its relationship with their job satisfaction and positive perceptions of internal communication and organizational support. The proposed theoretical model included that internal communication contributes to the quality of employee–organization relationships by increasing perceived organizational support and job satisfaction, which in turn serve as sequential mediators of hotel workers’ diminished intent to leave their employer. Multiple regression analyses were performed using data collected from 12 hotels (number = 370 workers). The results support the model as they confirm that a statistically significant negative relationship exists between employees’ satisfaction with internal communication and their turnover intention. These variables are both directly and indirectly connected through perceived organizational support and job satisfaction. Implications for HRM are discussed including the importance of refining internal organizational communication to strengthen employee–organization ties. Full article

This study aimed at identifying the factors influencing tourists’ decisions in choosing their vacation destinations as well as factors influencing their behavior. An online survey was applied to 861 Romanian tourists. The principal component analysis was run to reduce the dimensionality of the 23 items and used to determine the factors that influence tourists’ decision in choosing their destination, leading to a four-component solution. The results indicated that aspects related to destination image, destination unique characteristics and the accommodation facilities are more important for women than for the men. Regarding the travel organization factor, there was no statistically significant difference between the two groups. Families and older tourists with high incomes are positively linked to the length of stay. These insights on the factors influencing tourists’ decision-making process are of the utmost importance for managers and overall tourism service providers in the design of marketing and management strategies in accordance to tourists’ expectations and needs. Full article

This study analyzes the determinant factors contributing to the competitiveness of public institutions. To reach the aim of the study, we have identified seven determinant factors: employee development, employee performance, organizational communication, work organization, digitalization of activities, reduction in bureaucracy, and strategic management. For each of the factors, we formulated 35 items that influence, to a higher or lower degree, the competitiveness of public institutions. To validate the results, we designed and applied a questionnaire to employees of public institutions. The study included 1042 individuals who provided valid responses. To process the data, the confirmatory factor analysis was performed using the STATA and SmartPLS software. The novelty of this study lies in the multidimensional analysis of the competitiveness of public institutions, carried out using multiple determinant factors. Our research findings could be used by decision-makers for enhancing institutional strategies designed to grow competitiveness. Full article

Social shopping has been increasing its impact on e-commerce, motivating companies to rethink their product or service marketing strategies. Also, academics from various countries, aware of this growth, seek, through their scientific publications in various journals, to present studies that allow them to identify elements that contribute to the consolidation of the social shopping concept. Bearing this reality in mind, this study, supported by a bibliometric analysis on social shopping and based on articles published in the last 20 years, seeks to analyze the evolution of scientific research, to identify the most influential scientific publications (for topics related to social shopping) and to detect research opportunities in social shopping, with 39% of scientific publication occurring in the years 2020 to 2022. The study also presents themes that are associated with social shopping, highlighting COVID-19, consumer behavior and online shopping, aspects that companies should consider in their e-commerce strategy. The study also identifies the most influential scientific publications for topics related to social shopping and for detecting research opportunities in social shopping, supported in six clusters. Full article

The entrepreneurial behavior of individuals is a result of a complex assembly of factors, and education is one of them. The article is aiming to address the scientific gap in the relation between education and the intention and attitudes in entrepreneurship by focusing on the analysis of the economic and entrepreneurial background as a determinant factor. Besides that, the study looked for the factors that influence entrepreneurial intention and intended to find out if there are significant differences between economic and non-economic backgrounds and entrepreneurial intentions of individuals. A survey with 582 validated respondents was employed in the north-west and the west part of Romania to determine the entrepreneurial intention of the residents. For investigating the results, descriptive statistics were used to analyze the socio-demographic characteristics of the respondents, and principal component analysis with varimax rotation was conducted to reduce the number of items used to analyze the entrepreneurial intention of the respondents. The study demonstrated the significance of entrepreneurial education for entrepreneurs and the entrepreneurial process: the higher variance is given by entrepreneurial intention (58.75%) for those with economic studies and by entrepreneurial capacity (58.39%) for those without economic studies. It concludes that entrepreneurial education policies should concentrate on the increase of opportunities for entrepreneurs and on creating a culture of entrepreneurship. Regression analysis revealed that entrepreneurial capacity, personal attraction, social valuation, and entrepreneurial education/economic background significantly predict entrepreneurial intention. Full article

Having a fruitful relationship with all levels of management can increase the likelihood of better opportunities within and outside the organization. In some environments, it is known that participation in strategic planning creates better overall conditions for all partners, better conditions for retention, and above all, loyalty to talent. The very acceptance of contributions to this desideratum entails knowledge sharing and knowledge management. Our study examines how the relationship between management levels can disrupt strategic planning, particularly in contexts of resistance to change, situations that can affect talent retention and loyalty. Gathering the essential data to enhance the recommendations and contributions, the organization’s overall robustness takes shape through a combination of participant and nonparticipant observation, alongside interviews and questionnaires administered within the company. Initially, a qualitative approach was employed, involving interviews with a cohort of n = 14 top management executives. Subsequently, a qualitative method was employed, involving questionnaires distributed to a group of n = 204 individuals encompassing middle and lower management levels. Our conclusions, therefore, reflect the continuation of a research study. This paper contributes to the literature of work pursued by exploring how social actors and different stakeholders can make a difference in participating in strategic planning and how they can overcome, in counterpoint, the limitations of possibly not being able to participate in such strategic planning. Our contribution will also result in a critical understanding of the need for talent retention and loyalty, highlighting how retention efforts, especially the small nudges that are absolutely significant in terms of employee participation and even emotional pay purposes, are differentiators and can overcome, very concretely, resistance to change. Full article