Linking transformational leadership and organizational trust: has organizational commitment a mediating effect on it?

[EN] The main goal of this study is to analyze how organizational commitment has a mediating effect on the relation between transformational leadership and organizational trust. Therefore we developed an organization analysis based on a survey that was used to collect primary data from a sample of 58 employees. We obtained a 71% response rate and these data were analyzed using quantitative methodological techniques and linear regression. The research was conducted at the Serralves Foundation (Porto, Portugal) to empirically test the proposed research model and its hypotheses. The empirical results confirm that transformational leadership positively enhances organizational trust. However, transformational leadership and organizational trust are not significantly influenced by organizational commitment, thus not having a mediating effect on this relationship. Such results assume particular relevance because they become a basis for comparative studies in similar organizations. This study brings some theoretical contributions to the literature by analyzing the mediating effect of organizational commitment on the relation between transformational leadership and organizational trust in cultural organizations and has also some practical management implications, as it draws attention to the importance of a set of practices, job satisfaction oriented, which can effectively lead to organizational commitment intervention in the relationship between transformational leadership and organizational trust.

Estudio de la relación entre el compromiso organizativo y la intención de abandonar la organización: Modelo de dos componentes de compromiso de continuidad

[ES] El objetivo de este artículo es presentar evidencias empíricas sobre dos cuestiones aún abiertas en la investigación sobre el compromiso organizativo: la existencia de varios tipos de compromiso de continuidad, y la existencia de relaciones no lineales entre el compromiso, ciertos comportamientos organizativos y algunos indicadores clásicos de éstos como la intención de abandonar la organización. Para ello, se ha llevado a cabo un estudio empírico en el que participaron 241 informantes, que permitió testear las hipótesis mediante el uso de regresión lineal jerárquica.

The Environmental, Social, Governance, and Financial Performance Effects on Companies that Adopt the United Nations Global Compact

This paper aims to investigate companies' environmental, social, governance (ESG), and financial implications of their commitment to the United Nations Global Compact (UNGC). The focus is placed on companies operating in the three countries with the highest number of UNGC participants: Spain, France, and Japan. The results clearly reveal that adoption of the UNGC often requires an organizational change that fosters stakeholder engagement, ultimately resulting in improvements in companies' ESG performance. Additionally, the results reveal that ESG performance has a significant impact on financial performance for companies that adopted the principles of the UNGC. These findings provide both non-financial and financial incentives to companies to commit to this voluntary corporate social responsibility (CSR) initiative, which will have important implications on companies' strategic management policies that aim to foster sustainable businesses and community development. Finally, the linkages between the UNGC-committed companies' ESG and financial performance may be influenced by geographical spread, mainly due to the appearance of differences in the institutional, societal, and cultural settings.