Programa del congreso

Workplace diversity has been increasingly recognized as a critical area of interest within both professional and academic communities, as it presents organizations with new challenges to address while simultaneously offering significant opportunities for competitive advantage. Building upon the research conducted by Bader et al. (2019a) and adopting the Input-Process-Output (I-P-O) model as a theoretical framework, this study aims to examine the impact of multi-locus inputs on both financial and non-financial firm performance.

The data collection process was conducted through an online survey administered via Microsoft Forms, targeting ten professionals with decision-making authority within the Human Resources (HR) department. The findings revealed that no necessary conditions were identified for the outcome of financial performance, whereas one necessary condition (diversity belief) was found to influence non-financial outcomes. Regarding sufficient conditions, four distinct causal paths were identified for

Objectives: A better understanding of the nature of knowledge management activities to an-ticipate change and prevent the loss of valuable knowledge is now a key tool. The objective of this research is to pinpoint essential skills for mitigating knowledge dispersion within the hospitality industry during crises, adopting a gender perspective.

Theoretical framework: The Integrated Knowledge Management Cycle (IKMC) model poses the theoretical bases of the study.

Methodology: A qualitative research methodology based on online, face-to-face and semi-structured interviews was applied to 27 middle and senior managers. The research design consisted of three main phases –sampling and instrumentation, interviewing, and thematic analysis.

Results: Findings show that gender-neutral skills are crucial at every knowledge cycle stage for reducing dispersion during crises. However, certain gender-related skills are more em-phasized in specific cycle subphases. This research also reveals gender-specific processes of masculinization and feminization with distinct orientations. The combination of feminine and masculine skills and the importance of human relationships in managing dispersed knowledge are shown to be facilitating tools in increasingly complex and rapid processes. This study primarily enhances our understanding of mitigating knowledge dispersion during crises from a gender perspective. Crises can also serve as opportunities for improving disper-sion reduction strategies.

• Objectives: The purpose of this article is to analyze the influence of political skills and motivation to lead (MTL) on the use of an inclusive leadership style, considering the effects of the leader's gender on these relationships.

• Theoretical framework: Leaders who are highly motivated to lead are expected to adopt behaviors that promote inclusion and team collaboration. In addition, political skills help leaders to foster trust, manage diverse teams, and promote a culture of inclusion. It is also proposed that the relationship political skills-inclusive leadership is mediated by MTL. Finally, it is explored gender differences, proposing that the positive relationship between MTL and inclusive leadership is stronger in women than in men.

• Methodology: A sample of 201 public and private sector leaders working in different companies in Lebanon was analyzed using structural equation modeling and PROCESS.

• Results/implications: The findings support the direct relationships of political skills and MTL in the adoption of an inclusive leadership style. Likewise, the mediated relationship is also supported. With respect to the moderating effect of gender, this is in the opposite direction to that initially expected. That is, the relationship between MLT and inclusive leadership is stronger in men.

This paper examines the self-selection decisions of foreign-born and native-born workers between two compensation methods: piece rates or productivity payments versus fixed wages. Using data from the European Working Conditions Survey, the study finds that foreign-born workers are more likely than native-born workers to choose piece rates or productivity payments rather than fixed wages. This finding supports the idea that compensation methods tied to objective performance measures are more appealing to workers who perceive discrimination, as they can better mitigate the effects of employer prejudices and negative stereotypes on wage differentials compared to methods reliant on subjective evaluations of effort.