The Assessment of Information Technology Maturity in Emergency Response Organizations

In emergency response organizations, information technologies are not adequately explored. Sometimes, the mere adoption of new information technologies is not productive, as their efficient use depends on other interrelated technologies and the environment where they are installed. This work describes a model to help organizations understand their capability in respect to the adoption of these technologies. The model also helps the performing of the evaluation from different perspectives, making it suitable to collaborative evaluation. Using the proposed model, an organization can measure its maturity level in different aspects of the evaluation and guide the investment on its capabilities. Part of the model has been developed for emergency response organizations and the information technology dimension of the model has been applied to two fire department installations.     

Strategic alliance team diversity,coordination, and effectiveness

Drawing upon literatures on strategic alliances, teams, and diversity, we propose that strategic alliance team diversity warrants further examination. We suggest that strategic alliance team coordination moderates the relationship between strategic alliance team diversity and effectiveness. Specifically, we hypothesize that coordination strengthens the negative relationship between observable diversity characteristics of nationality and gender and team effectiveness. We also argue that coordination strengthens the positive relationship between nonobservable diversity characteristic of functional background and team effectiveness. Results from 109 team members, 44 team leaders, and 34 alliance executives involved with 44 strategic alliance teams in 15 firms partially support our hypotheses.     

Changes in the Distribution of Household Income in Brazil: The Role of Male and Female Earnings

Annual survey data spanning three decades and a non-parametric technique for constructing counterfactual distributions are employed to analyze the relationship between earnings and the distribution of household income in Brazil. Results show that significant changes in the structure of female earnings reflecting rising wages and participation rates had limited equalizing consequences but considerable poverty-reducing effects. These developments counterbalanced poverty-increasing changes in the structure of male earnings. A stable macroeconomic environment was associated with a consistent but a limited fall in inequality and a strong decline in poverty mainly related to rising earnings among women at the lower end of the household income distribution.     

Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions

This article reviews discrimination and diversity research published in Human Resource Management (HRM) over the past 60 years. While discrimination and diversity are very different constructs, it is often informative to study them together, because when people recognize each other's diversity, this can result in bias, stereotyping, and discrimination. We conducted bibliographic searches for terms related to discrimination and diversity as well as a manual search through every title and abstract published in HRM over the last 60 years to assess article relevance. The search resulted in 135 research articles with 136 unique studies (i.e., samples) which are reviewed in this article. Sex and race are the demographics that have been examined the most in HRM, while religion has been examined the least. Moreover, the number of studies examining lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees in the workplace in HRM has grown quickly within the past 10 years, culminating in a recent meta‐analysis. Our review looks at some of the earliest research published, the most recent research published, and the overall trends we identified in the research over the years for both discrimination and diversity articles. We then make future research suggestions and recommendations to advance the study of discrimination and diversity in the coming years.     

Mentoring in supervisor-subordinate dyads: Antecedents, consequences, and test of a mediation model of mentorship

We develop a framework to look at mentoring as a consequence of employees' values and beliefs, as well as to explore its role in determining the employees' attitudes towards their organizations. Based on social exchange theory, we hypothesize that employees' levels of individualism, collectivism, and trust in supervisor influence the level of supervisory mentoring received. Moreover, mentoring influences employees' affective commitment and intention to quit, as well as mediates the relationships between the proposed antecedents and outcomes. Using structural equation modeling to examine these relationships, we find that within supervisor-subordinate dyads, subordinates report more mentoring when they have collectivist personal values and trust their supervisor. Additionally, more mentoring is positively related to subordinates' affective commitment towards the organizations and negatively related to their intention to quit. We also find that mentoring mediate the relationship between both collectivism values and trust in supervisors and both organizational commitment and intention to quit.     

Person‐environment fit and transfer of training

Results support the hypothesis that individuals transfer their training to the job when their ‘real’ environment matches or fits the preferred ‘ideal’ environment. Five aspects of environment were assessed: supervisory encouragement, sufficient resources, worker’s perceived freedom, workload pressures, and perceived worker creativity. In addition to the traditional criteria of hiring people whose skills match the job, organizations might consider creating environments to match employees’ needs.     

Growth in the age of automation: Foundations of a theoretical framework

The replacement of humans by machines in the development of a wide array of productive tasks is changing the economic landscape. Mutations on the structure of employment, widening income gaps, and uncertain effects over growth are some of the worries currently in the mind of economists. This article develops the foundations of a neoclassical growth model that puts into perspective the impact of automation over the aggregate economy. In particular, efficiency gains propelled by the current wave of innovation are confronted with the associated loss of jobs and with the potential social unrest and anxiety that the substitution of labor by robots brings. The strength of each effect determines transition paths and steady‐state results.     

Temporality and the role of shocks in explaining changes in socioemotional wealth and entrepreneurial orientation of small and medium family enterprises

International Entrepreneurship and Management Journal - This paper explores the relationship between the nature of shocks (family vs. business related), the relative importance of socioemotional...     

Proposal of a coefficient to evaluate the management of the internal control

The objective of this article is to propose a management index for the Internal Control of care entities. This was conceived following the multicriteria modeling guidelines in conjunction with the detection of weaknesses through the Petri networks. For this purpose, the order of importance and compliance of the internal control components were determined, and the lack of reliability of the critical processes in the entity subject to the practical implementation was identified. Derived from its humanitarian mission – lending quality health care to the population – it is necessary to decrease the emergence of events that could infringe upon the physical and psychological integrity of the patients in hospitals. One of the strategies to consider to overcome this challenge is the adequate implementation of the Internal Control System, which guarantees the sustainability of the insurers through the increase in the efficiency of the care of the people, feasible only within a care model that quantifies the control over the population already identified and cared for.     

Location of cargo terminals in metropolitan areas of developing countries: the Brazilian case

This article presents a procedure for establishing and ranking the areas that are candidates for building truck cargo terminals, based on the analytic hierarchy process (AHP) and considering location factors, with focus on accessibility considerations, expressed by indicators derived from graph theory. Accessibility is thus defined objectively for each area, contemplating its needs regarding production or consumption of cargo or promotion of intermodal transport of products. The proposed approach determines the most suitable area for locating the terminal according to the perception of each actor participating in the process as well as the set of actors, seeking to conjugate conflicting interests and facilitate convergence and the establishment of negotiated solutions. With this, it provides a more transparent and participative decision-making process and supplies basic elements for government bodies to formulate their socioeconomic development policies. The application of this procedure in the greater Rio de Janeiro metropolitan region demonstrated its feasibility in developing countries and in contexts with restricted data, funding and planning.