The Knowledge-based view of the firm is a recent extension of the Resource- based view of the fir... more The Knowledge-based view of the firm is a recent extension of the Resource- based view of the firm very adequate to the present economic context. Knowledge is considered to be a very special strategic resource that does not depreciate in the way traditional economic productive factors do, and can generate increasing returns. The nature of most knowledge-based resources is mainly
ABSTRACT This study addresses the relationship between knowledge sharing behavior (KSB), innovati... more ABSTRACT This study addresses the relationship between knowledge sharing behavior (KSB), innovation (IN) and the mediating effect of absorptive capacity (AC), using alternative scales to measure KSB. The study is original because it uses two different scales to measure KSB. One KSB scale relates to the epistemological aspect of knowledge sharing: tacit and explicit. The other scale regards the involvement of the individual in KSB: conducting and participating. Data were collected from information technology organizations, involving 248 employees, working in teams. Structural Equation Modeling was used to test the hypotheses. The results suggest that KSB influences IN and that that influence is partially mediated by AC. The use of different KSB scales had no effect on the results, which indicates the presence of the relationship regardless of the way in which the construct is operationalised. Employees seem to engage more in knowledge sharing participation than in knowledge sharing conduction. The findings also indicate that tacit knowledge is more widely shared than explicit knowledge.
The current research attempts to revitalize contingency leadership theory. Instead of focusing on... more The current research attempts to revitalize contingency leadership theory. Instead of focusing on subordinate attributes as a substitute for leadership theory, this study examines leader's human capital attributes as a leadership contingency variable. This paper offers a fresh perspective to contingency leadership literature by exploring a new set of variables. Addressing leader-member exchange (LMX) rather than the conventional focus on leader's behaviors, this study examines previously untested contingency variables. Using a matched sample of leaders and employees from Portuguese firms, this study examines leader's education and leader's organizational tenure as alternatives for LMX with assessed job performance and organizational citizenship as dependent variables. Testing new independent variables sheds additional light on contingency approaches to leadership; as a result, this paper improves the current state of research on contingency leadership. Results seem t...
The present study uses a nationwide longitudinal database to analyze the Portuguese workforce sea... more The present study uses a nationwide longitudinal database to analyze the Portuguese workforce searching for gender differences in promotion. The database presents longitudinal data from employees in eight different professions across the country. The research examines individual dimensions such as age, tenure and education looking for their impact over promotion and possible cumulative gender effects. Results seem to indicate considerable gender dissimilarities regarding promotion rates, consistent with previous literature, but also reports differences, namely by questioning the glass escalator effect, the impact of tenure and the influence of education over promotion. The paper contributes to the body of knowledge on gender issues and career related impacts.
International Journal of Training and Development, 2015
ABSTRACT The purpose of this study is to examine the motivation to transfer training in a multidi... more ABSTRACT The purpose of this study is to examine the motivation to transfer training in a multidimensional way. It investigates autonomous and controlled motivation and explores the difference in motivation to transfer according to whether the employee is enrolled in training on a voluntary or mandatory basis. This is a cross-sectional hypotheses-testing study. Data were collected at a large insurance company involving employees who had participated in training programs in the previous 6 months. Findings show that when considering autonomous motivation to transfer, results support the argument that being voluntarily enrolled in the training program shows a higher impact on motivation to transfer than being mandatorily enrolled. When considering controlled motivation to transfer, results do not support such an argument, probably because of the nature of controlled motivation to transfer that in practice reduces the difference in results between the two types of enrollment.
ABSTRACT This study addresses the relationship between knowledge sharing behavior (KSB), innovati... more ABSTRACT This study addresses the relationship between knowledge sharing behavior (KSB), innovation (IN) and the mediating effect of absorptive capacity (AC), using alternative scales to measure KSB. The study is original because it uses two different scales to measure KSB. One KSB scale relates to the epistemological aspect of knowledge sharing: tacit and explicit. The other scale regards the involvement of the individual in KSB: conducting and participating. Data were collected from information technology organizations, involving 248 employees, working in teams. Structural Equation Modeling was used to test the hypotheses. The results suggest that KSB influences IN and that that influence is partially mediated by AC. The use of different KSB scales had no effect on the results, which indicates the presence of the relationship regardless of the way in which the construct is operationalised. Employees seem to engage more in knowledge sharing participation than in knowledge sharing conduction. The findings also indicate that tacit knowledge is more widely shared than explicit knowledge.
The Knowledge-based view of the firm is a recent extension of the Resource- based view of the fir... more The Knowledge-based view of the firm is a recent extension of the Resource- based view of the firm very adequate to the present economic context. Knowledge is considered to be a very special strategic resource that does not depreciate in the way traditional economic productive factors do, and can generate increasing returns. The nature of most knowledge-based resources is mainly
ABSTRACT This study addresses the relationship between knowledge sharing behavior (KSB), innovati... more ABSTRACT This study addresses the relationship between knowledge sharing behavior (KSB), innovation (IN) and the mediating effect of absorptive capacity (AC), using alternative scales to measure KSB. The study is original because it uses two different scales to measure KSB. One KSB scale relates to the epistemological aspect of knowledge sharing: tacit and explicit. The other scale regards the involvement of the individual in KSB: conducting and participating. Data were collected from information technology organizations, involving 248 employees, working in teams. Structural Equation Modeling was used to test the hypotheses. The results suggest that KSB influences IN and that that influence is partially mediated by AC. The use of different KSB scales had no effect on the results, which indicates the presence of the relationship regardless of the way in which the construct is operationalised. Employees seem to engage more in knowledge sharing participation than in knowledge sharing conduction. The findings also indicate that tacit knowledge is more widely shared than explicit knowledge.
The current research attempts to revitalize contingency leadership theory. Instead of focusing on... more The current research attempts to revitalize contingency leadership theory. Instead of focusing on subordinate attributes as a substitute for leadership theory, this study examines leader's human capital attributes as a leadership contingency variable. This paper offers a fresh perspective to contingency leadership literature by exploring a new set of variables. Addressing leader-member exchange (LMX) rather than the conventional focus on leader's behaviors, this study examines previously untested contingency variables. Using a matched sample of leaders and employees from Portuguese firms, this study examines leader's education and leader's organizational tenure as alternatives for LMX with assessed job performance and organizational citizenship as dependent variables. Testing new independent variables sheds additional light on contingency approaches to leadership; as a result, this paper improves the current state of research on contingency leadership. Results seem t...
The present study uses a nationwide longitudinal database to analyze the Portuguese workforce sea... more The present study uses a nationwide longitudinal database to analyze the Portuguese workforce searching for gender differences in promotion. The database presents longitudinal data from employees in eight different professions across the country. The research examines individual dimensions such as age, tenure and education looking for their impact over promotion and possible cumulative gender effects. Results seem to indicate considerable gender dissimilarities regarding promotion rates, consistent with previous literature, but also reports differences, namely by questioning the glass escalator effect, the impact of tenure and the influence of education over promotion. The paper contributes to the body of knowledge on gender issues and career related impacts.
International Journal of Training and Development, 2015
ABSTRACT The purpose of this study is to examine the motivation to transfer training in a multidi... more ABSTRACT The purpose of this study is to examine the motivation to transfer training in a multidimensional way. It investigates autonomous and controlled motivation and explores the difference in motivation to transfer according to whether the employee is enrolled in training on a voluntary or mandatory basis. This is a cross-sectional hypotheses-testing study. Data were collected at a large insurance company involving employees who had participated in training programs in the previous 6 months. Findings show that when considering autonomous motivation to transfer, results support the argument that being voluntarily enrolled in the training program shows a higher impact on motivation to transfer than being mandatorily enrolled. When considering controlled motivation to transfer, results do not support such an argument, probably because of the nature of controlled motivation to transfer that in practice reduces the difference in results between the two types of enrollment.
ABSTRACT This study addresses the relationship between knowledge sharing behavior (KSB), innovati... more ABSTRACT This study addresses the relationship between knowledge sharing behavior (KSB), innovation (IN) and the mediating effect of absorptive capacity (AC), using alternative scales to measure KSB. The study is original because it uses two different scales to measure KSB. One KSB scale relates to the epistemological aspect of knowledge sharing: tacit and explicit. The other scale regards the involvement of the individual in KSB: conducting and participating. Data were collected from information technology organizations, involving 248 employees, working in teams. Structural Equation Modeling was used to test the hypotheses. The results suggest that KSB influences IN and that that influence is partially mediated by AC. The use of different KSB scales had no effect on the results, which indicates the presence of the relationship regardless of the way in which the construct is operationalised. Employees seem to engage more in knowledge sharing participation than in knowledge sharing conduction. The findings also indicate that tacit knowledge is more widely shared than explicit knowledge.
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Papers by Carla Curado