cometadata/datacite-titles-descriptions-related-identifiers huggingface dataset:
DOI: 10.6084/m9.figshare.20026405.v1
title: MICROBUSINESS DEVELOPMENT AND QUALITY OF LIFE OF MICROENTREPRENEURS'S FAMILIES

description: ABSTRACT Purpose: This paper aimed at verifying the influence of microcredit in the development of microbusinesses and in the quality of life of the microentrepreneurs' families, using the elaboration of a structural equation model based on the borrowers' perception. Originality/gap/relevance/implications: In the last 15 years, only 9.3% of the studies analyzed (national and international) covered the topic "quality of life after the access to microcredit". The general goals of the Brazilian National Oriented Productive Microcredit Program (PNMPO) do not mention quality of life, and gaps are yet to be investigated. Key methodological aspects: It was developed a quantitative research, with a probabilistic sample consisting of 250 microentrepreneurs, borrowers of microcredit. Descriptive statistical techniques and analysis of structural equation models were applied with the aid of the softwares SPSS and AMOS. Summary of key results: It was observed that the factor business management exerts positive influence on the access to the media, on leisure and on quality of life. The access to the media and to leisure activities exerts positive influence on the quality of life. The variables used herein, when associated in a predecessor form, explain 54.0% of the transformation in the quality of life of the families benefited. Key considerations/conclusions: The results show the Program preference in benefitting women and encouraging their economic activity. It has been found the absence of joint and several guarantee, but the need for a guarantor for the granting of the loans. The entrepreneurs mostly work in the informal sector, despite government incentives. Through the increase in purchases of consumer goods, education, health and leisure, it was confirmed the improvement in the businesses' and in the quality of life of the families, after the microcredits were granted.
DOI: 10.6084/m9.figshare.9276296
title: WHAT TOMORROW BRINGS? EXAMINING A MODEL OF ANTECEDENTS OF CAREER EXPECTATIONS

description: ABSTRACT Purpose: Analyze if the perceptions about policies and practices on human resources management (HRM), well-being at work and expectations of organizational future act as antecedents of career expectations in the organization. Originality/gap/relevance/implications: The question "What will my future be in this organization?" is a relevant part of working life. Thus, it is important to assess which variables influence future career expectations. Based on theoretical contributions and previous surveys about career, well-being and HRM, the model tested coordinates variables that are analyzed in isolate by literature. Key methodological aspects: In this quantitative survey, 305 professionals from a government agency completed an e-questionnaire with scales validated in Brazil. Data were analyzed through structural equations models. Summary of key results: The effects of well-being at work and expected future in the organization on the career expectations were positive and moderate, in the first case, and strong in the second case. The effect of perceptions of HR policies and practices on career expectations was completely mediated by well-being at work and expectations of organizational future. Key considerations/conclusions: Results support the relations theoretically conceived or found in previous qualitative surveys. In practical terms, data suggest that improving HR policies and practices can increase well-being at work and expectations of organizational future and, finally, foster positive career expectations in the organization. Considering that the research was limited to one organization, future investigations should analyze the model in other organizations.
DOI: 10.6084/m9.figshare.9276296.v1
title: WHAT TOMORROW BRINGS? EXAMINING A MODEL OF ANTECEDENTS OF CAREER EXPECTATIONS

description: ABSTRACT Purpose: Analyze if the perceptions about policies and practices on human resources management (HRM), well-being at work and expectations of organizational future act as antecedents of career expectations in the organization. Originality/gap/relevance/implications: The question "What will my future be in this organization?" is a relevant part of working life. Thus, it is important to assess which variables influence future career expectations. Based on theoretical contributions and previous surveys about career, well-being and HRM, the model tested coordinates variables that are analyzed in isolate by literature. Key methodological aspects: In this quantitative survey, 305 professionals from a government agency completed an e-questionnaire with scales validated in Brazil. Data were analyzed through structural equations models. Summary of key results: The effects of well-being at work and expected future in the organization on the career expectations were positive and moderate, in the first case, and strong in the second case. The effect of perceptions of HR policies and practices on career expectations was completely mediated by well-being at work and expectations of organizational future. Key considerations/conclusions: Results support the relations theoretically conceived or found in previous qualitative surveys. In practical terms, data suggest that improving HR policies and practices can increase well-being at work and expectations of organizational future and, finally, foster positive career expectations in the organization. Considering that the research was limited to one organization, future investigations should analyze the model in other organizations.
DOI: 10.6084/m9.figshare.9276524
title: MODELING THE NEW FRANCHISE CREATION DECISION: THE RELEVANCE OF BEHAVIORAL REASONS

description: ABSTRACT Purpose: Franchising is one of the fastest-growing operating modes in Brazil. In 2014, the Brazilian Franchising Association reported 2,492 active brands in the country. Some theories with an economic point of view, such as the agency theory, plural forms theory, or scarcity principle, explain why companies choose franchising. However, did the decision makers and founders of these franchises decide on this strategy taking only economic reasons into consideration? The purpose of this study is to understand the a priori criteria (prior to the decision) that executives took into account when adopting this strategy and the key motivations for this decision. Originality/gap/relevance/implications: The literature emphasizes the economic reasons for the success of the franchise model, but it does not focus on the founders' motivations when they choose this strategy. This is the gap that this study seeks to address. Dissonance could arise between economic reasons and entry motivations that could result in consequences for the management of new franchises. Key methodological aspects: Ten companies of different industries and different life cycle stages involved with the franchise model were scrutinized using a semi-structured questionnaire based on the literature on decision theory and franchising. Summary of key results: Behavioral factors significantly influence decision makers when choosing the franchise model. Key considerations/conclusions: This study distinguishes the economic reasons from the executives' motivations when choosing the franchise model and highlights the importance of non-economic factors in this decision.
DOI: 10.6084/m9.figshare.9276524.v1
title: MODELING THE NEW FRANCHISE CREATION DECISION: THE RELEVANCE OF BEHAVIORAL REASONS

description: ABSTRACT Purpose: Franchising is one of the fastest-growing operating modes in Brazil. In 2014, the Brazilian Franchising Association reported 2,492 active brands in the country. Some theories with an economic point of view, such as the agency theory, plural forms theory, or scarcity principle, explain why companies choose franchising. However, did the decision makers and founders of these franchises decide on this strategy taking only economic reasons into consideration? The purpose of this study is to understand the a priori criteria (prior to the decision) that executives took into account when adopting this strategy and the key motivations for this decision. Originality/gap/relevance/implications: The literature emphasizes the economic reasons for the success of the franchise model, but it does not focus on the founders' motivations when they choose this strategy. This is the gap that this study seeks to address. Dissonance could arise between economic reasons and entry motivations that could result in consequences for the management of new franchises. Key methodological aspects: Ten companies of different industries and different life cycle stages involved with the franchise model were scrutinized using a semi-structured questionnaire based on the literature on decision theory and franchising. Summary of key results: Behavioral factors significantly influence decision makers when choosing the franchise model. Key considerations/conclusions: This study distinguishes the economic reasons from the executives' motivations when choosing the franchise model and highlights the importance of non-economic factors in this decision.
DOI: 10.6084/m9.figshare.9276074
title: FRANCHISEE ASSOCIATION AND ITS MEDIATION OF RELATIONSHIP

description: ABSTRACT Purpose: The objective of this research is to understand the actions undertaken by Franchisee Associations (FAs). We aimed to: 1. identify the role played by FAs regarding their relationship with franchisors; 2. understand conflict procedures alongside with franchisors (by means of FAs); and 3. identify FA's abilities to play a relevant governance role in franchisee-franchisor relationships. Originality/gap/relevance/implications: This research complements the researches of Dandridge and Falbe (1994), Cochet and Ehrmann (2007), Lawrence and Kaufmann (2010, 2012), bringing up other perspectives regarding practices in managing relationships, and governance methods proposed by the FA, which are aspects not deeply analyzed in other FA studies. Key methodological aspects: Qualitative research with multiple case studies involving data triangulation. The sample of this study comprised the franchise chain Skill Idiomas, and the interviews involved four Directors, six Franchisees and the Skill franchisor Executive. Summary of key results: There is a strong sense of trust only among some of the network members, as well as a partial cooperation among them. With reference to the governance, one may point out that the rules and the penalties that compose their policies are well known and applied. The influence of the leaders that form the association's board of directors and the voting process in FAs is a determining factor for the resolution of conflicts. Key considerations/conclusions: The lack of trust represented by the other part of the association board and the franchisees indicate that most part of the involved actors does not trust the network of the association. The influence of leaders that compose the membership of the Board was a determining factor in conflict resolution. The way of governance exercised by the FA is applied for all members when rules are infringed.
DOI: 10.6084/m9.figshare.9276074.v1
title: FRANCHISEE ASSOCIATION AND ITS MEDIATION OF RELATIONSHIP

description: ABSTRACT Purpose: The objective of this research is to understand the actions undertaken by Franchisee Associations (FAs). We aimed to: 1. identify the role played by FAs regarding their relationship with franchisors; 2. understand conflict procedures alongside with franchisors (by means of FAs); and 3. identify FA's abilities to play a relevant governance role in franchisee-franchisor relationships. Originality/gap/relevance/implications: This research complements the researches of Dandridge and Falbe (1994), Cochet and Ehrmann (2007), Lawrence and Kaufmann (2010, 2012), bringing up other perspectives regarding practices in managing relationships, and governance methods proposed by the FA, which are aspects not deeply analyzed in other FA studies. Key methodological aspects: Qualitative research with multiple case studies involving data triangulation. The sample of this study comprised the franchise chain Skill Idiomas, and the interviews involved four Directors, six Franchisees and the Skill franchisor Executive. Summary of key results: There is a strong sense of trust only among some of the network members, as well as a partial cooperation among them. With reference to the governance, one may point out that the rules and the penalties that compose their policies are well known and applied. The influence of the leaders that form the association's board of directors and the voting process in FAs is a determining factor for the resolution of conflicts. Key considerations/conclusions: The lack of trust represented by the other part of the association board and the franchisees indicate that most part of the involved actors does not trust the network of the association. The influence of leaders that compose the membership of the Board was a determining factor in conflict resolution. The way of governance exercised by the FA is applied for all members when rules are infringed.
DOI: 10.6084/m9.figshare.5792646
title: Social innovation as a process to overcome institutional voids: a multidimensional overview

description: ABSTRACT Purpose: The objective of this paper is to propose a theoretical framework to explore social innovation as a response to institutional voids in a multidimensional analysis. Originality/gap/relevance/implications: Approaching the social innovation of the theoretical lens of institutional theory, in the institutional voids perspective. One of the gaps is to propose a multidimensional perspective that will occur through the examination of multiple actors in different institutional settings. Key methodological aspects: To support the framework, six theoretical proposals were developed from theoretical gaps identified in a systematic literature review, started in Web of Knowledge database. Summary of key results: Results indicate dimensions that can be investigated in social innovation initiatives that fill institutional voids. The following dimensions were found: dimensions of institutional contexts (considering different contexts and the interference of political, financial, education/work and cultural systems); dimension of multiple actors (giving voice to different actors who have complementary objectives); dimension of the institutional pillars (cognitive, normative and regulative) and dimensions of social innovation (modify/transform a social need; innovative solution, implementation of social innovation, involve actors and stakeholders and effective results). Key considerations/conclusions: This framework can be further tested in comparative studies among countries with distinguished levels of development. We identified the importance to analyze different social contexts and the diverse actors who are involved in social innovation initiatives. We identify new areas that are influencing social innovation and we propose new possibilities to investigate this field.
DOI: 10.6084/m9.figshare.5792646.v1
title: Social innovation as a process to overcome institutional voids: a multidimensional overview

description: ABSTRACT Purpose: The objective of this paper is to propose a theoretical framework to explore social innovation as a response to institutional voids in a multidimensional analysis. Originality/gap/relevance/implications: Approaching the social innovation of the theoretical lens of institutional theory, in the institutional voids perspective. One of the gaps is to propose a multidimensional perspective that will occur through the examination of multiple actors in different institutional settings. Key methodological aspects: To support the framework, six theoretical proposals were developed from theoretical gaps identified in a systematic literature review, started in Web of Knowledge database. Summary of key results: Results indicate dimensions that can be investigated in social innovation initiatives that fill institutional voids. The following dimensions were found: dimensions of institutional contexts (considering different contexts and the interference of political, financial, education/work and cultural systems); dimension of multiple actors (giving voice to different actors who have complementary objectives); dimension of the institutional pillars (cognitive, normative and regulative) and dimensions of social innovation (modify/transform a social need; innovative solution, implementation of social innovation, involve actors and stakeholders and effective results). Key considerations/conclusions: This framework can be further tested in comparative studies among countries with distinguished levels of development. We identified the importance to analyze different social contexts and the diverse actors who are involved in social innovation initiatives. We identify new areas that are influencing social innovation and we propose new possibilities to investigate this field.
DOI: 10.6084/m9.figshare.5792640
title: Dimensions of social innovation and the roles of organizational actor: the proposition of a framework

description: ABSTRACT Purpose: To propose a framework that involves the analysis of the dimensions of social innovation and the roles played by the organizational actor. Originality/gap/relevance/implications: The challenge here was to outline a framework within the Brazilian context, contributing as an instrument to the decision making of the organizational actor, serving as guidance to better comprehend social innovation initiatives that they promote, as well as characterizing the roles that they should play in order to better promote and advertise the implemented social initiatives. Key methodological aspects: The study was of qualitative nature, and the case was a network created by organizations of the civil society that manage social innovation (Articulação do Semiárido Brasileiro - ASA). The NGOs linked to ASA, which works within the Brazilian states of Paraíba, Pernambuco, and Rio Grande do Norte, were the analysis units of the case surveyed. The Analysis of Contents was adopted for data handling, supported by the software Altas.Ti. Summary of key results: The organizational actor has a leading role among social innovation initiatives, as a legitimate representative of society's interests in articulating bottom-up initiatives (actors); in identifying non-satisfied social needs (social needs); as a manager of social relationships, especially when it comes to governance and participation (process); pointer of innovative capacity of the ideas implemented (innovativeness and promoter of the social benefits provided in the community (social improvements and answers). Key considerations/conclusions: Based on the roles identified, it is possible to map out the actions of the organizational actors, helping them in their tasks of planning, implementing and disseminating social initiatives, which results in a model that is both operational and analytical.
DOI: 10.6084/m9.figshare.5792640.v1
title: Dimensions of social innovation and the roles of organizational actor: the proposition of a framework

description: ABSTRACT Purpose: To propose a framework that involves the analysis of the dimensions of social innovation and the roles played by the organizational actor. Originality/gap/relevance/implications: The challenge here was to outline a framework within the Brazilian context, contributing as an instrument to the decision making of the organizational actor, serving as guidance to better comprehend social innovation initiatives that they promote, as well as characterizing the roles that they should play in order to better promote and advertise the implemented social initiatives. Key methodological aspects: The study was of qualitative nature, and the case was a network created by organizations of the civil society that manage social innovation (Articulação do Semiárido Brasileiro - ASA). The NGOs linked to ASA, which works within the Brazilian states of Paraíba, Pernambuco, and Rio Grande do Norte, were the analysis units of the case surveyed. The Analysis of Contents was adopted for data handling, supported by the software Altas.Ti. Summary of key results: The organizational actor has a leading role among social innovation initiatives, as a legitimate representative of society's interests in articulating bottom-up initiatives (actors); in identifying non-satisfied social needs (social needs); as a manager of social relationships, especially when it comes to governance and participation (process); pointer of innovative capacity of the ideas implemented (innovativeness and promoter of the social benefits provided in the community (social improvements and answers). Key considerations/conclusions: Based on the roles identified, it is possible to map out the actions of the organizational actors, helping them in their tasks of planning, implementing and disseminating social initiatives, which results in a model that is both operational and analytical.
DOI: 10.6084/m9.figshare.20026411.v1
title: IS LEADERSHIP AN IDEOLOGY? A RESEARCH PROJECT INSPIRED BY T. W. ADORNO

description: ABSTRACT Purpose: On the assumption that leadership is a social construction driven by interests, this article presents the results of an empirical research designed with the purpose of investigating the concept of leadership. Originality/gap/relevance/implications: The originality is the use of empirical procedures inspired by the work of an author often quoted in studies of theoretical and essayistic nature, but whose work in empirical research is little known among us. Key methodological aspects: The methodological procedures were chosen inspired by those used by T. W. Adorno in F scale production, which was oriented to identify contradictions, opposing views and unusual aspects not usually found in general literature on this subject. Summary of key results: It was identified that the exercise of leadership is motivated by interests - not those of one class against another, but those within the same social class - which are presented from different points of view, depending on whether the individual is or is not playing this role; there is a tendency to hide the relationship between the leadership and the exercise of power, and also that leaders that were in activity tend to hide the interests related to the exercise of this social role (such as the financial ones), as well as trying to characterize leadership as something extraordinary - characterization not recognized by many of the individuals who were no longer playing that role; and finally, that interests may be also related to the opportunity to offer training programs for the development of "leadership skills". Key considerations/conclusions: The results allow a deconstruction of some of the speeches involving aspects usually presented as characterizing this construct and suggests new research ways to seek the understanding of this object.