PurposeThis paper aims to clarify the process that leads prospective applicants to apply for a job vacancy when one is being evaluated. It proposes that prospective applicants evaluate a job vacancy based on the characteristics of the job and the organizational attributes. This will determine organizational attractiveness perception, and will result in the intention to apply for a job vacancy.Design/methodology/approachAn adapted employment ad that described a job and an organization were presented to 51 marketing professionals and to 73 undergraduate marketing students, who were asked to respond to a questionnaire that contained the measures of the study variables. The hypotheses were tested using linear regression methodology.FindingsOrganizational attractiveness fully mediates the relations between the job characteristics and the organizational attributes with intention to apply for a job vacancy. Analysis over the compared importance of each factor has outlined the major importance of the organizational attributes and feedback of the job for determining this process.Research limitations/implicationsFuture research should clarify the role of organizational image as an employer and organizational familiarity in this process.Practical implicationsRecruitment messages in employment ads should place preferential focus on the elements of organization attributes and feedback of the job. These elements will more strongly determine attractiveness perception, and consequentially, predict intention to apply to a job vacancy.Originality/valueThe study clarifies the role of organizational attractiveness in the process that leads to intention to apply for a job vacancy. A significant part of the proposed model was based on clues retrieved from existing research.

Purpose-The purpose of this paper is to examine the impact of transformational leadership (TL) on employees' individual performance (IP) through the mediating role of affective commitment (AC). More specifically, it aims to understand how (a) TL relates to employees' AC, (b) TL relates to employees' IP, (c) employees' AC relates to IP and (d) employees' AC mediates the relationship between TL and employees' IP. Design/methodology/approach-Four hundred and seventy-six Turkish healthcare professionals participated in this study. The mediation effect of AC in the relationship between TL and employees' IP was tested by Structural Equation Modelling (SEM). Findings-The results indicate that AC mediates the relationship between TL and employees' IP. In others words, transformational leaders promote employees' AC which, in turn, increases their IP. Practical implications-This study suggests that organizations should select, develop and invest in leaders who adopt a TL style because they build a climate of admiration, loyalty, respect, participation and involvement for employees which will in turn enhance their commitment and performance. Originality/value-This study responds to calls for researches to explore the mediating mechanism in the TL process (Judge et al., 2006), as the mediation effects explain the conditions in which TL is related to the favorable outcomes.

water utilities, municipal authorities, and environment agencies. by Foster, Stephen (et al). [ Books ] Published by Managed groundwater development for water-supply security in Sub. 22 Jul 2008. Groundwater Quality Protection (A guide for water utilities, municipal authorities, and environmental agencies) Buy Groundwater Quality Protection: A Guide for Water Utilities. addition to its natural environmental role of sustaining river flows. groundwater quality and quantity benefits at relatively for groundwater protection and appraises institutional and.. Figure 1 Typical government agency functions in relation to groundwater resources.. guide for water utilities, municipal authorities and.

Purpose-This study aims to examine the relationship between authentic leadership (AL), affective commitment and individual performance. More specifically, this study aims to understand how (a) AL influences employees' affective commitment, (b) AL influences individual performance, (c) Affective commitment influences individual performance and (d) Affective commitment mediates the relationship between AL and Individual Performance. Design/methodology/approach-Two hundred and twelve Portuguese employees participated in this study. A quantitative methodology was used. Baron and Kenny's linear regression method and Sobel test were used to test the mediation relationship. Findings-The results reveal that affective commitment mediates the relationship between AL and employees' performance. In others words, leaders' authenticity promotes employees' affective commitment which, in turn, increases their individual performance. Practical implications-This research has practical implications for human resources management in organizations, particularly in selection processes and training of leaders and managers. Practitioners looking to increase employee commitment and performance can do so by augmenting the AL. Originality/value-This study enriches the knowledge about the relevance of emerging area such as AL theory and responds to the need to understand underlying mechanisms linking AL with workers' commitment and performance (i.e., testing the construct's nomological network).

Authentic leadership has become increasingly important in the literature, attracting the attention of many scholars in the last decade. This study adopted an employee-centered perspective to guide its examination of the relationship between authentic leadership and individual performance and investigation of the sequential mediation of employees’ affective commitment and individual creativity. An analysis was conducted of data collected from 214 employees working in different business sectors. The results reveal a statistically significant positive relationship between authentic leadership and employees’ workplace performance, which are both directly connected and indirectly linked through the two proposed psychosocial mechanisms. The findings thus indicate that authentic leadership reinforces workers’ emotional connection with their organizations, thereby increasing their individual creativity and, subsequently, promoting better on-the-job performance. This study presents new and significant results since, on the one hand, it relied on a sequential mediation analysis of variables and, on the other hand, integrated the four main constructs into a single model. The proposed model displays the chain of effects between authentic leadership, affective commitment, individual creativity, and employee workplace performance. Implications for organizational management are discussed.

No abstract

Purpose The purpose of this study is to examine the mediating role of affective well-being (AWB) in the relationship between psychological capital (PsyCap) and affective commitment. Design/methodology/approach The sample included 226 employees from diverse Portuguese organizations. Based on a survey, respondents reported their perceptions of own PsyCap, AWB and affective commitment to their organization. Findings Results from structural equation modeling suggested presence of mediation by AWB in the relationship between PsyCap and affective commitment. Practical implications Managers are encouraged to gain from this finding by emphasizing more on the emotional health of individuals to increase their attachment with the company. Originality/value Though there are several studies indicating the positive consequences of PsyCap on employees, studies on how PsyCap affects affective commitment through AWB is scarce. These results advance the broaden-and-build theory by suggesting that the relationship between PsyCap and affective commitment is much more complex.

This study sought to explore the impact of green human resource management on organizational identification and employees’ eco-friendly behavior, as well as the mediating role of organizational identification in the relationship between green human resource management and employees’ eco-friendly behavior. To achieve the study objectives, a cross-sectional quantitative study was developed, for which the data were obtained through a structured questionnaire containing the measures of the study variables. Data were collected from 235 employees from several Portuguese tourism organizations participating in the study. The Harman test and bootstrapping were applied previously to the assessment of the results. The mediation study’s hypothesis was evaluated using Baron and Kenny’s linear regression method, and subsequently complemented using the Sobel test. The findings showed that the implementation of green HRM practices in tourism organizations has a positive impact on employees’ eco-friendly behavior and on organizational identification, with the latter mediating the relationship between green human resource management and employees’ eco-friendly behavior. The study is breaking new ground because it incorporates the impact of green human resource management on organizational identification and employees’ eco-friendly behavior in a single research model, thus expanding knowledge on the subject, namely in the tourism sector in Portugal.