Revistas
Autores:
Lleo, A.; Ruiz-Palomino, P. (Autor de correspondencia); Guillén Parra, M.; et al.
Revista:
ETHICS AND BEHAVIOR
ISSN:
1050-8422
Año:
2023
Vol.:
33
N°:
2
Págs.:
151 - 173
The purpose of this study is to investigate the role of school principal trustworthiness components (i.e., ability, integrity, benevolence) in helping shape teacher trust and affective commitment within schools. Using data from 1,026 teachers in Spain and structural equation modeling (via EQS 6.3), this study establishes how a principal's integrity and benevolence are key in determining, both directly and indirectly (via trust in the principal), teachers' affective commitment to their school. It also reveals that the perceived ability of a principal is not effective in generating trust or affective commitment to the school in teachers. As a contribution to the literature, these findings reveal that the ethical trustworthiness (benevolence, integrity) of principals is key in engendering trust and affective commitment to schools. Thus, to shape work environments that are high in trust and commitment, principals should focus on behaving in ways that make their integrity and benevolence manifest to their teachers.
Revista:
MIT SLOAN MANAGEMENT REVIEW
ISSN:
1532-9194
Año:
2022
Vol.:
63
N°:
4
Págs.:
20 - 23
Revista:
INTERNATIONAL JOURNAL OF PRODUCTION ECONOMICS
ISSN:
0925-5273
Año:
2021
Vol.:
242
Págs.:
108280
Sustaining continuous improvement activities is one of the biggest challenges that companies face. In order to foster operator participation in continuous improvement activities, this paper aims to present and validate a scale for measuring middle manager trustworthiness. Firstly, we combine the available literature with two concept mappings, one with operators and another with supervisors, and an expert panel (consisting of experienced academics, practitioners and consultants) to identify the specific middle manager behaviors that are essential to convey trustworthiness. Secondly, an empirical analysis with 211 operators from three different companies located in three different countries (i.e., Peru, Honduras and Spain) served to define, debug and test the reliability and the convergent, discriminant, and nomological validity of the scale. The validated scale presents middle manager trustworthiness as a reflective-reflective second-order construct formed by four critical dimensions: human qualities; training and development; technical and managerial competencies; team building. To the best of our knowledge, this paper is the first to present a valid and reliable scale for measuring middle manager trustworthiness in continuous improvement activities. The proposed scale can be used as a guideline for companies which aim to foster operators' trust and participation in continuous improvement activities and for those activities to be sustainable over time.
Revista:
JOURNAL OF CLEANER PRODUCTION
ISSN:
0959-6526
Año:
2021
Vol.:
329
Págs.:
129742
Corporate Sustainability is today a key issue for companies considering value generation, climate change and social requirements. This sustainability must be achieved in the economic, social, and environmental aspects; many authors have studied the variables that make up these aspects. Despite the importance of employees in Corporate Sustainability, to our knowledge, no studies have connected the variables with the impact that employees have on them. Therefore, in this study, combining a literature review with a Panel Delphi with 11 experts, we seek consensus on: 1) the relevance of the different variables that define Corporate Sustainability; 2) on which variables can employees have an impact; and 3) what employee behaviors are more susceptible of having this impact. The results show consensus on employees and propose behaviors that could enhance some of the most important variables of economic, social and environmental sustainability. This result opens up the possibility of developing a scale to measure employee sustainable behaviors and to understand how companies can facilitate these behaviors.
Revista:
THE TQM JOURNAL
ISSN:
1754-2731
Año:
2021
Vol.:
33
N°:
4
Págs.:
823 - 840
Purpose This paper unifies previous research literature on employee participation in continuous improvement (CI) activities through the development and validation of a conceptual model. The purpose of this model is to illustrate how organizational drivers foster organizational and individual enablers which, in turn, strengthen employee participation in CI. The article also discusses the results and managerial implications. Design/methodology/approach Firstly, the article introduces the main variables affecting employee participation in CI, looking at the different possible relationships proposed in existing literature. In accordance with the Kaye and Anderson (1999) framework, these variables are categorized into organizational drivers, organizational and individual enablers and individual outcomes. Based on these categories, a model was put forward and empirically validated using data collected from three Spanish companies (n = 483) and using partial least squares structural equations modelling (PLS-SEM). Findings A model was put forward, proposing PIRK systems (power, information, rewards, knowledge) as the main organizational driver of employee participation in CI activities. PIRK impacts positively on social influence (organizational enabler), self-efficacy and job satisfaction (individual enablers). These enablers, together with employee intention of participating, help determine employee participation in CI activities. Practical implications Organizations...
Revista:
SUSTAINABILITY
ISSN:
2071-1050
Año:
2021
Vol.:
13
N°:
4
Págs.:
1921
Understanding what drives effective purpose implementation is the key to making more sustainable organizations. Most studies on the subject of purpose focus on two of its dimensions: formulation (knowledge) and practical application (contribution). However, for it to be effectively implemented in the organization, purpose also involves motivating and exciting people. In this article, we propose a three-dimensional formative second-order construct of purpose implementation based on the knowledge, internalization and contribution of purpose. In this conceptualization of purpose, for effective purpose implementation to occur, its three dimensions must be implemented intensively and consistently in a balanced way. Two separate studies were combined to develop a validated scale for measuring the intensity of purpose implementation and for demonstrating that the more intensely and consistently purpose is implemented within a company, the greater its impact on organizational citizenship behaviors.
Revista:
INTERNATIONAL JOURNAL OF QUALITY AND SERVICE SCIENCES
ISSN:
1756-669X
Año:
2020
Vol.:
12
N°:
3
Págs.:
229 - 245
Purpose This paper aims to identify key middle manager trustworthy behaviours that encourage employees' participation in continuous improvement activities in industrial contexts. Design/methodology/approach The list of behaviours has been developed in two different phases. First, the authors conducted two concept mappings with operators and middle managers and, subsequently, the authors combined and integrated both points of view. Second, the authors developed an expert panel with researchers, consultants and experienced practitioners of industrial management for debugging and reducing the results, presenting the final list of behaviours. Findings This work presents 55 different middle manager trustworthy behaviours divided into four different categories: human qualities; training and development; technical and managerial competencies; and team building. Research limitations/implications This paper contributes to existing literature about sustainable continuous improvement systems highlighting the role of middle managers and proposes a set of specific middle manager trustworthy behaviours for increasing supervisors' influence on operator participation. Originality/value After extracting the knowledge of different stakeholders, the list of behaviours identified can serve as a useful tool for recruiting, training, evaluating and developing a supervisors' managerial style that enhances operator participation in continuous improvement activities.
Revista:
INTERNATIONAL JOURNAL OF PRODUCTIVITY AND PERFORMANCE MANAGEMENT
ISSN:
1741-0401
Año:
2019
Vol.:
3
Págs.:
608 - 625
Revista:
THE TQM JOURNAL
ISSN:
1754-2731
Año:
2019
Vol.:
31
N°:
3
Págs.:
359 - 376
Purpose
Companies use continuous improvement (CI) as a strategy to achieve business excellence and innovation. Yet CI initiatives fail mostly due to a lack of employee engagement. The paper aims to discuss this issue.
Design/methodology/approach
Based on the CI literature and the technology acceptance model (TAM), a comprehensive model called continuous improvement acceptance mode (CIAM) was developed to understand the main organisational antecedents that predict employee intention to participate in CI. The CIAM is based on structural equation modelling using partial least squares and it was validated in a large manufacturing plant in Europe.
Findings
Emulating the findings of the TAM, this study shows that employee intention to participate can be predicted by two variables called ease of participating and usefulness of participating. The CIAM then relates these constructs with relevant CI enablers found in the CI literature.
Practical implications
The CIAM could help academics and practitioners to better understand employee participation in CI activities, allowing CI systems to be better designed and achieve long-term sustainability.
Originality/value
The CIAM presents new variables and interactions that help to understand employee participation in CI activities. Some of these variables and interactions have received scant attention in the CI literature and thus they are worth investigating in greater depth in the future.
Revista:
EUROPEAN JOURNAL OF ENGINEERING EDUCATION
ISSN:
0304-3797
This article describes an action research (AR) project for designing and implementing a structured mentoring programme in a Spanish university. A student affairs unit, a team of researchers, faculty-mentors and student-protégés worked together on three cycles of AR. The result is a programmatic mentoring programme for the development of non-technical personal and professional competencies for undergraduate students. This paper describes the original situation that sparked the project, the iterative process followed, the tools and guides developed and the final programme designed. In addition to the increase in the level of satisfaction perceived by the entire university, the paper outlines the five critical factors that emerged from the AR project: the competency development process, programme value added, trust between mentors and protégés, the prominence of the student-protégé in the improvement plans and the continuous improvement culture generated.
Revista:
MEMORIA INVESTIGACIONES EN INGENIERIA
ISSN:
2301-1092
Año:
2018
Vol.:
16
Págs.:
99-107
La Economía Circular se ha convertido en un tema de gran interés para los legisladores, académicos y empresarios, ya que se muestra como un nuevo paradigma para lograr la sostenibilidad de nuestra sociedad. Sin embargo, los principales esfuerzos en la Economía Circular no pueden reducirse a actos de profesionales o de expertos. Consideramos que, si pretendemos satisfacer las necesidades actuales sin comprometer la capacidad de las generaciones futuras para satisfacer sus propias necesidades, tenemos que enseñar a las generaciones actuales los principios para lograr la sostenibilidad económica, social y ambiental a corto, medio y largo plazo. Este artículo destaca el uso de actividades participativas en lugar de cursos tradicionales para enseñar e involucrar a estudiantes de ingeniería con las prácticas de economía circular.
Revista:
REVISTA PRODUCAO
ISSN:
0103-6513
Revista:
TOTAL QUALITY MANAGEMENT AND BUSINESS EXCELLENCE
ISSN:
1478-3363
Año:
2017
Vol.:
28
N°:
9-10
Págs.:
974 - 988
Implementing continuous improvement (CI) systems is one of the most effective ways to increase operational excellence. One pillar that determines the success of a CI strategy is a climate of commitment and participation among workers. Recent work has focused on identifying organisational factors that directly influence worker participation. However, when analysing these elements, the importance that middle managers have when creating a work environment that enhances employee involvement stands out. The aim of this paper is to identify specific middle manager trustworthy behaviours that impact the level of commitment and participation in a group of line workers in a specific CI environment. To accomplish this, we present a list of specific behaviours based on a concept mapping conducted among a representative group of industrial supervisors and operators in the north of Spain. These identified behaviours define managerial practices that could directly enhance the level of worker commitment and participation.
Revista:
DYNA
ISSN:
0012-7361
Año:
2016
Vol.:
91
N°:
3
Págs.:
250
Revista:
JOURNAL OF INDUSTRIAL ENGINEERING AND MANAGEMENT
ISSN:
2013-8423
Año:
2016
Vol.:
9
N°:
5
Págs.:
1059 - 1077
Purpose: Achieving employee participation in continuous improvement (CI) systems is considered as one of the success factors for the sustainability of those systems. Yet, it is also very difficult to obtain because of the interaction of many critical factors that affect employee participation. Therefore, finding ways of measuring all these critical factors can help practitioners manage the employee participation process accordingly. Design/methodology/approach: Based upon the existing literature, this paper presents a 4-Phase (9 steps) diagnostic tool to measure the main determinants associated with the implementation of CI systems affecting employee participation in improvement activities. Findings: The tool showed its usefulness to detect the main weaknesses and improvement opportunities for improving employee participation in CI through the application in two different cases. Practical implications: This diagnostic tool could be particularly interesting for companies adopting CI and other excellence frameworks, which usually include a pillar related to people development inside the organization, but do not include tools to diagnose the state of this pillar. Originality/value: This diagnostic tool presents a user's perspective approach, ensuring that the weaknesses and improvement opportunities detected during the diagnose come directly from the users of the CI system, which in this case are the employees themselves. Given that the final objective is to identify reasons and problems hindering employee participation, adopting this user's perspective approach seem more relevant than adopting other more traditional approaches, based on gathering information from the CI system itself or from the CI managers.
Autores:
Lleo, A.; Guillen, M.; Pechuan, I.G.
Revista:
BUSINESS ETHICS
ISSN:
0962-8770
Año:
2016
Vol.:
25
N°:
4
Págs.:
556 - 576
Numerous researchers have examined the antecedents of trust between managers and subordinates. Recent studies conclude that their influence varies depending on whether what is being examined is a manager's trust in a subordinate or a subordinate's trust in a manager. However, the reasons given to justify this phenomenon present limitations. This article offers a new theoretical approach that relates the influence of each antecedent to Aristotelian forms of reasoning, ethical, and instrumental. The proposed approach shows that the influence of each antecedent depends on which rationality prevails in the person who trusts. The contribution of this article is to better explain the phenomenon of interpersonal trust formation and its logic, while offering at the same time several practical implications for managers interested in developing an organizational culture based on trust. The article begins with a literature review of more relevant empirical studies analyzing superior-subordinate trust formation and presents some theoretical limitations of the arguments described in these works. Then, it offers a new theorerical approach based on Aristotelian thought to explain the influence of the antecedents of trust in management-subordinate relationships. The theoretical contribution is then confirmed in an empirical study of 163 mid-level managers in Spain.
Revista:
DYNA
ISSN:
0012-7361
Año:
2016
Vol.:
91
N°:
3
Págs.:
250
Revista:
DYNA
ISSN:
0012-7361
Año:
2015
Vol.:
3
Págs.:
1 - 16
Autores:
Guillén, M.; Lleo, A.; Marco, G.
Revista:
CUADERNOS DE GESTION
ISSN:
1131-6837
Año:
2011
Vol.:
11
Págs.:
33-47
Autores:
Guillén, M.; Lleo, A.; Marco, G.
Revista:
JOURNAL OF MANAGEMENT DEVELOPMENT
ISSN:
0262-1711
Año:
2011
Vol.:
30
N°:
6
Págs.:
605 - 614
Purpose: the aim of this paper is to propose a wider and more humanistic understanding of thephenomenon of trust and "trust building" through a dialogue between ethics and social sciences. Design/methodology/approach: This paper offers a constructive critical review of theexplanation of trust proposed by Mayeret al.in their 1995 seminal article, and expands this byconsidering the ethical dimension and the role of virtues. Findings: The integrative model of organizational trust by Mayeret al.lacks a specific reference tothe role played by human will and the ability to make free choices. When assessing the trust built in arelationship, an explicit consideration of human will should be included in the related model, andspecifically, reference to moral virtues and practical wisdom as elements involved in thistrust-building process. Practical implications: It improves the understanding of the dynamics of trust in humanrelationships, which is key, as numerous studies in management carried out over the past decadesshow. Having an increasingly clear and complete understanding of trust is fundamental to understand,analyze, develop and manage interpersonal relationships within organizations. Originality/value: This article proposes a holistic conception of organizational trust, which allowsfor a more complete vision of the renowned model of Mayeret al.It does this by specificallyconsidering the
Otros (PIUNA, fundaciones, contratos…)
Título:
Evaluación empresa IDEA con modelo Purpose strengh
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
29/05/2023
Fecha fin:
29/12/2023
Importe:
0,00€
Otros fondos:
-
Título:
PURPOSE VYGON
Fecha de inicio:
23/10/2023
Fecha fin:
27/11/2023
Importe:
1.000,00€
Otros fondos:
-
Título:
Acuerdo marco desarrollo organizaciones sostenibles
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
23/02/2023
Fecha fin:
23/02/2025
Importe:
0,00€
Otros fondos:
-
Título:
Acuerdo para implementación del "purpose strength"
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
14/11/2023
Fecha fin:
14/11/2024
Importe:
2.500,00€
Otros fondos:
-
Título:
PILOTO TU&CO
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
14/02/2023
Fecha fin:
31/12/2023
Importe:
6.130,00€
Otros fondos:
-
Título:
PURPOSE CHILE
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
08/08/2023
Fecha fin:
31/12/2025
Importe:
87.500,00€
Otros fondos:
-
Título:
Realización Purpose strength en North Riley y James St.
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
06/09/2021
Fecha fin:
15/02/2022
Importe:
600,00€
Otros fondos:
-
Título:
SERVICIOS PURPOSE STRENGTH
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
06/09/2021
Fecha fin:
06/09/2026
Importe:
7.450,00€
Otros fondos:
-
Título:
PILOTO PURPOSE
Fecha de inicio:
06/06/2022
Fecha fin:
31/10/2022
Importe:
1.500,00€
Otros fondos:
-
Título:
Evaluación del purpose strength en MiBanco
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
03/07/2023
Fecha fin:
11/08/2023
Importe:
6.180,47€
Otros fondos:
-
Título:
PURPOSE-OPE
Fecha de inicio:
03/04/2023
Fecha fin:
03/04/2024
Importe:
25.000,00€
Otros fondos:
-
Título:
Propósito Chile
Fecha de inicio:
02/07/2021
Fecha fin:
31/10/2022
Importe:
25.000,00€
Otros fondos:
-
Título:
Realización del Informe Purpose Strength a la UIC
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
01/12/2021
Fecha fin:
31/12/2021
Importe:
3.000,00€
Otros fondos:
-
Título:
Propósito Teckniks
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
01/12/2021
Fecha fin:
31/12/2021
Importe:
2.100,00€
Otros fondos:
-
Título:
PERSONAS Y PROPOSITO CORPORATIVO; MEJORA DE LA COMPETITIVIDA
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
01/09/2023
Fecha fin:
31/08/2025
Importe:
8.331,00€
Otros fondos:
-
Título:
Propósito TIGLOO
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
01/09/2021
Fecha fin:
31/12/2021
Importe:
5.000,00€
Otros fondos:
-
Título:
contrato para el fomento de una nueva cultura empresarial ba
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
01/03/2023
Fecha fin:
31/03/2024
Importe:
0,00€
Otros fondos:
-
Título:
"Comunidad de empresas: personas, propósito y competitividad
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
01/03/2023
Fecha fin:
31/01/2024
Importe:
2.520,00€
Otros fondos:
-
Título:
OPE-PURPOSE
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
01/03/2022
Fecha fin:
01/03/2024
Importe:
50.000,00€
Otros fondos:
-
Título:
OT1- BARÓMETRO IBEROAMERICANO
Investigador principal:
Álvaro Lleo De Nalda
Fecha de inicio:
01/02/2023
Fecha fin:
31/12/2023
Importe:
0,00€
Otros fondos:
-
