Social technologies have rapidly become part of the workplace culture with companies using social platforms to communicate, for customer service, to gain exposure and create awareness, to gain new customers, to increase revenue and profits, for marketing purposes, to network and build relationships, and for recruiting purposes. This paper reports the results of a study of the usage of social technologies by working women in Spain to determine the purposes for using these platforms in a business environment. Furthermore, statistical analyses of the data reveal whether the age of the respondents make a difference in social media preferences. Based on these results, organizations will have a better grasp of how to optimize the use of social technologies in business and which age groups are better suited for managing specific platforms based on the purposes studied, thus adding to the literature in the field.

The goal of open government data (OGD) initiatives is to promote transparency, efficiency and public participation in public management policies. To do so, public organizations must consider which elements might help the development of their open government data portals (OGDP). This paper studies the evolution of OGDP in the 28 countries of the European Union (EU) in a multidisciplinary setting. Whereas the comparative frameworks in the literature are mostly based only on technological parameters, this exploratory research aims to uncover which factors might uphold the successful development of OGDP through the analysis of the relationships between a number of technical and socioeconomical indicators over a period of three years (2015-2017), using a clustering methodology. The results show that EU countries are slowly homogenizing their OGD approaches into two currents/speeds, based mainly on economic factors and open government development status. The originality of this research lies in the sense that it provides not only a technical benchmark, but also a longitudinal and multidisciplinary perspective that will add to the current formulation of OGD policies and practices in any international setting.

Purpose-The purpose of this paper is to explore the effects of job satisfaction practices for public sector employees through a cross-national approach. Design/methodology/approach-A multi-group analysis was carried out using SmartPLS3 among non-teaching employees of public universities in Poland and Spain. Findings-The results show a positive relationship between motivational factors and job satisfaction; however, there is no evidence that the variable "country" introduced significant differences. Originality/value-The research findings contribute to a better understanding of job satisfaction for public employees and provide empirical evidence on the relationship between job satisfaction and public culture.

BACKGROUND: Today’s uncertain economic and social dynamics are leading companies to seek the sort of human talent that will help them to survive and thrive. Training demands are thus arising for specific skills and competencies that would make current students and employment seekers more employable. OBJECTIVE: The aim of this study was to identify the twenty-first century’s major employability skills and competencies as well as the main demand trends for skills and competencies. METHODS: An international panel of experts (from Spain, Thailand and Poland), from both, academic and professional business backgrounds, were asked to quantitatively project the importance of different generic and specific skills and competencies over the next five years. They were asked to do so twice, once before and once after a four-year interval (in 2016 and in 2019). Each time, they were interviewed to discuss the results. RESULTS: The most valued employability skills were of a generic nature, in all three countries. Regarding specific skills, those of a social and managerial nature were the most highly valued. Work experience and formal education became less relevant for employability. CONCLUSIONS: The study’s results can lead to recommendations on how to design a more employability-oriented curriculum in educational institutions.

The aim of this study is to reveal the perception of current and future organizational happiness in the context of higher education institutions (HEIs) in a cross-national study, to reveal exploratory scenarios supporting the UN’s sustainable development goals (SDGs). Six dimensions of organizational happiness were considered for this study: Meaning, reliable relationships, positive emotions, engagement, achievement and recognition, and personal and professional development. To do so, Delphi methodology was used. An online survey was addressed to academics and support staff from three HEIs in different countries (Chile, Colombia and Spain), whose answers were analyzed using the Approximation of Qualitative Profiles mathematical technique. The results of this analysis show that there is a favorable prospective for happy workplaces, in all the dimensions for all countries. The implications of this research will serve HEIs’ human management practitioners to formulate effective policies for sustainable workplaces based on organizational happiness.

Purpose -The aim of this chapter is to shed some light on the antecedents of organizational commitment, the mediating role of job engagement and job satisfaction as determinants of organizational commitment within the public sector environment, and the effects that national cultural values may have on these relationships. Approach -This paper presents a review of the works that, from both theoretical and empirical points of view, explore the affecting factors of public employees' organizational commitment in an international setting. Findings -A comprehensive model has been developed, detailing the expectations on the influence that these factors might have on public employees' level of commitment, either as mediators or moderators. Research limitations/implications -The main limitation is the paper's theoretical nature; the subsequent implication is a future empirical research that may prove or disprove these theoretical findings. In addition, there are some other possible mediating factors and antecedents which may be of interest for future researchers. Originality/value -This comprehensive review of the extant literature may provide academics and public managers with a deeper comprehension of how organizational commitment might be achieved, and why some practices may or may not be transferrable from one country to another.

If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -The purpose of this paper is to study the European Foundation for Quality Management (EFQM) model self-assessment using a questionnaire approach in eight university administrative services. Design/methodology/approach -Case study methodology on eight services provided by a public university in Spain. Findings -The findings show the steps that an administrative service may follow in order to apply the questionnaire approach to self-assessment in a successful manner. Originality/value -Provides lessons for managers from other universities, or other public sector organisations, who wish to develop an exercise in self-assessment using a questionnaire approach.

Companies all around Europe are experiencing an increase in the average age of their staff who remain professionally active even after reaching the retirement age. As a result, organizations are increasingly expected to support workers into their senior years. In turn, HR specialists and managers ought to understand the motivations and needs of employees aged 50 and above, especially in terms of encouraging innovative attitudes and facilitating the sense of well-being and satisfaction. This study aimed to determine whether organizational support in the areas of employee development and innovation, as perceived by employees aged above 50, may have an impact upon their levels of work satisfaction and overall well-being. The Partial Least Squares (PLS) approach was applied to reveal the relationships between two specific facets of perceived organizational support, job satisfaction, and well-being. The presented results herein are expected to contribute to HR managers' improved understanding of the value and importance of senior employees, and to encourage them to adopt more effective HR measures and practices aimed at keeping such workers satisfied and healthy at work, as well as rendering them more involved in their jobs and open to innovation 1 .