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- Can employees capitalize upon their role breadth self-efficacy and innovative work behaviour to enhance their prospects of promotion?Publication . Rodrigues, Nuno; Rebelo, TeresaBy acknowledging the role of assessing employees’ promotability in talent development and retention, along with the need to improve the understanding about its antecedents, this paper examines the impact of employees’ role breadth self-efficacy on this criterion. Specifically, it builds upon the integration of previous theoretical developments regarding the motivational virtues of role breadth self-efficacy at work, with the core assumptions of Spence’s signalling theory to empirically test whether innovative work behaviour acts as an underlying mechanism of the link between role breadth self-efficacy and promotability. Relying upon a time-lagged design with multisource data (employees and respective supervisors), evidence obtained from a sample of N = 185 software engineers supported the indirect effect of role breadth self-efficacy on supervisors’ ratings of employees’ promotability, via employees’ innovative work behaviour. The main theoretical and applied contributions of these findings are pre sented and discussed in the context of human resource management.
- Portuguese version of Parker’s role breadth self-efficacy scale: examining Its factor structure, reliability and validity to predict work behaviourPublication . Rodrigues, Nuno; Rebelo, TeresaDrawing upon previous theorizing and empirical research efforts supporting the importance of role breadth self-efficacy (RBSE) as a key motivational antecedent of proactive forms of behaviour at work, including individual innovation, this paper reports the process of building and validating a Portuguese version of Parker’s RBSE scale. Data from two studies with independent samples of employees (N ¼ 103, N ¼ 148) pertaining to an information technology company, showed that this version (RBSE-P) has, as expected, a unidimensional structure with a high level of factor structure similarity in both samples, as well as appropriate levels of internal consis tency. Furthermore, evidence from the second sample (N ¼ 148) revealed that line with preliminary research, this construct shows validity to predict the distinctive proactive behaviour of individual innovation, evaluated by the employee’s corre sponding direct supervisors. These results support the use of this scale for assessing RBSE in Portuguese-speaking work settings and the meaningful role of this construct for predicting this criterion, which is acknowledged as an important driver of orga nizational success and competitiveness.
- Unfolding the impact of trait emotional intelligence facets and co-worker trust on task performancePublication . Rodrigues, Nuno; Rebelo, TeresaPurpose – Building upon the relevance of emotional intelligence (EI) in predicting individual performance at work, this research paper examines the links between trait EI facets, co-worker trust, and task performance in a software engineering job. Theoretical framework – Specifically, it draws upon the Joseph and Newman cascading model to hypothesize that trait EI facets impact on task performance in a sequential way. It also empirically tests the mediating effect of co-worker trust on the link between emotion regulation and task performance. Design/methodology/approach – This study follows a predictive design with two data collection phases. In the first phase EI facets and co-worker trust were self-rated by the participants. The second phase was implemented after six months to collect the employees’ task performance ratings from direct supervisors. A final sample was obtained of 102 employees, all of whom were project software engineers. Findings – The results from structural equation modelling provided support for the expected sequential effect between the EI facets under study (from appraisal of others’ and one’s own emotions to emotion regulation). They further showed that the effect of emotion regulation on task performance is fully indirect and occurs via co-worker trust. Research Practical & Social implications – Managers should build and develop a workforce of individuals with high trait EI, since they are more able to achieve stronger levels of task performance by developing feelings of trust towards their co-workers. Originality/value – To the best of our knowledge, this is the first study to focus on the interplay between trait EI facets and co-worker trust in determining task performance at work.
- Análise do impacto das facetas da inteligência emocional (traço) e da confiança nos colegas no desempenho de tarefaPublication . Rodrigues, Nuno; Rebelo, TeresaObjetivo – Com base na relevância da inteligência emocional (IE) para prever o desempenho individual no trabalho, este estudo examina as ligações entre as facetas da IE (traço), a confiança nos colegas e o desempenho de tarefa em um trabalho de engenharia de software. Referencial teórico – Especificamente, este trabalho se baseia no modelo de cascata de Joseph e Newman para levantar hipóteses sobre o impacto sequencial das facetas de IE (traço) no desempenho de tarefa. Ele também testa empiricamente o efeito mediador da confiança nos colegas no vínculo entre a regulação emocional e esta variável critério. Metodologia – Ele segue um desenho de investigação preditivo com duas fases de coleta de dados. Na primeira fase, as facetas da IE e a confiança nos colegas foram respondidas pelos participantes. A segunda fase foi implementada seis meses depois para coletar as avaliações do desempenho de tarefa dos funcionários facultadas pelos supervisores diretos. Foi obtida uma amostra final de 102 funcionários que pertencem a uma única função de engenharia de software. Resultados – Os resultados das análises de equações estruturais deram suporte ao efeito sequencial esperado entre as facetas da IE em estudo (i.e., das facetas da avaliação das emoções dos outros e da avaliação das próprias emoções na faceta de regulação emocional). Estes também demonstraram que o efeito da regulação emocional no desempenho de tarefa é inteiramente indireto por meio da variável de confiança nos colegas de trabalho. Implicações práticas e sociais da pesquisa - Os gestores devem constituir e desenvolver uma força de trabalho com indivíduos com alta IE (traço), porque estes serão mais capazes de atingir níveis melhores de desempenho de tarefa, por meio do desenvolvimento de confiança em relação a seus colegas. Contribuições – De acordo com o nosso conhecimento, este é o primeiro estudo que dá enfoque na interação entre as facetas da IE (traço) e a confiança nos colegas na determinação do desempenho de tarefa no trabalho.
- The bandwidth dilemma applied to trait emotional intelligence: comparing the contribution of emotional intelligence factor with its facets for predicting global job satisfactionPublication . Rodrigues, Nuno; Rebelo, TeresaBuilding upon the relevance of emotional intelligence (EI) in influencing key attitudes at work, the current study aimed to compare the contribution of the trait-EI factor with its specific facets for predicting overall job satisfaction. Relying on a concurrent design, results from a sample of 228 software engineers from a multi-national firm showed that trait-EI global factor remained a significant and non-redundant predictor of this attitudinal criterion, even when the big five are also taken into consideration. Results also revealed that corresponding facets of self-emotions appraisal, other-emotions appraisal, use of emotion, and regulation of emotion, when residualized (i.e., their factor variance is partialed out), do not outperform the contribution of the higher-order trait-EI factor and the big five in the prediction of overall job satisfaction. Theoretical and practical implications of these results are discussed.