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This paper addresses enchantment among teachers, differentiating similar concepts and exploring the organisational conditions and critical aspects of teacher enchantment in an attempt to help schools manage them. The results, derived from a Delphi method, show that training, school facilities, school organisation and the changes and challenges stemming from COVID-19 are important factors in re-enchanting teachers in Spanish secondary and vocational training schools. Management teams, educational authorities and teacher educators can improve teacher enchantment by leveraging these factors. Some recommendations are proposed to re-enchant teachers, such as promoting training (mainly in leadership), investment, professional collaboration and cultural values. • Employee enchantment implies active participation and meaningful experience that reinforce employees' work and leisure links. • Training, schools facilities, school organization and COVID-19 challenges are factors that influence teachers' enchantment. • Leadership, information and communication management and school culture of change are also important enchantment factors. • Items to measure each re-enchantment factor are provided following a Delphi method. • Teacher re-enchantment can be achieved through training, investment and fostering expert collaboration and cultural values. [ABSTRACT FROM AUTHOR]

Las cooperativas que desarrollan su actividad en el ámbito de la educación necesitan optimizar su gestión para sobrevivir y alcanzar ventajas competitivas. Por tratarse de organizaciones intensivas en mano de obra, la satisfacción laboral de su personal es una forma de lograr esas ventajas. Por ello, esta investigación analiza, desde una perspectiva de género, cómo lograr dicha satisfacción a través de ciertas prácticas de gestión de los recursos humanos (cultura y disponibilidad de prácticas de conciliación, contratación, formación, evaluación de rendimiento y retribución). Para ello se ha realizado un estudio empírico con la información obtenida mediante encuestas a 101 profesores/as de cooperativas de educación de la Región de Murcia. Los resultados del estudio revelan que la formación adecuada y la contratación rigurosa y formalizada son los factores más valorados para generar satisfacción laboral en el profesorado de las cooperativas de educación en la Región de Murcia. No obstante, existen claras diferencias de género, pues las profesoras valoran positivamente la disponibilidad de prácticas de conciliación, mientras que los profesores las valoran negativamente, posiblemente porque, en España, el rol de cuidado de la familia sigue recayendo mayoritariamente en las mujeres, manteniendo el hombre el rol de proveedor. Asimismo, las profesoras le dan más importancia a la contratación rigurosa y formalizada, mientras que la formación tiene mayor influencia en la satisfacción laboral de los profesores. [ABSTRACT FROM AUTHOR]

The aim of this paper is to show how managing human capital companies are able to enhance their corporate reputation and financial performance. In particular, this preliminary study analyses the impact of human capital on reputation perceived by employees and financial performance (by means of the return on capital employed -ROCE-). Using a database of Spanish audit sector and applying an exploratory and confirmatory factor analyses, three factors of human capital are obtained (Staff Quality, Staff Management and Staff Results) which have been related to the dimensions of employees' views of reputation and ROCE through a path analysis. The results reveal that staff quality (firms with creative employees, who perform their best and think actions through, and where there is no trouble if individuals left) has a significant and positive influence on all the dimensions of reputation. Staff management (firms with clear recruitment and succession training programs, upgrade employees' skills and employees who give their all) has a significant and positive impact on resource management, ethics and media reputation. Staff results (employees are satisfied and they do not have to bring down to others' level) have a positive and significant effect on business leadership, resource management, ethics and media reputation. No significant effects are found in when human capital factors and financial performance are linked as a consequence of the financial crisis. We also obtained unexpected results in the impact of reputation perceived by employees on financial performance. In any case, a practical implication for these results is that service companies which manage adequately their human capital can increase the employee views of corporate reputation, having the factor Staff Quality a double significant and positive influence on reputation than other two factors. [ABSTRACT FROM AUTHOR]

In the current economic context where the behaviour of firms is carefully examined by the markets, the corporate reputation which is generated by organisations among their stakeholders may facilitate their success. Since employees are actively involved in its shaping and influence the overall perception of the firm's corporate reputation, the aim of this research is to improve the management of the employee views of reputation in order to increase its global evaluation. To do this, we analyse whether the existence of a characteristic management style influences the employee views of reputation, studying the effect of control variables such as employee age, gender, level of education or job position. Using a sample of 148 employees of Spanish accounting audit firms, we develop a specific tool for measuring the reputation from the employee perspective of service SMEs, as well as confirming that a strong participative management style promotes a better perception of reputation by employees than a competitive style. Hence, this study reflects that men prefer a competitive management style. Also, a high level of education along with job position has a positive impact on the preference of a participative style with the job position being the main moderating variable of the proposed model. [ABSTRACT FROM AUTHOR]

Corporate reputation is an important intangible asset of organizations which is created from the different stakeholders' perceptions and opinions. Employees have a decisive role in its construction and configuration, due to their continuous interaction with customers and other stakeholders. The aim of this paper is to examine how the reputation perceived by the teaching staff of education cooperatives has a positive and significant influence on the job satisfaction and job stability of these valuable employees and, in turn, influences the customers' perceptions of the quality of service they receive. To measure this, a reliable, valid tool for measuring the reputation perceived by teachers was developed through exploratory and confirmatory factor analysis. The results obtained support the hypotheses, which were tested by structural equation modelling. [ABSTRACT FROM AUTHOR]

Corporate reputation is a key intangible asset for organizations, especially in intensive-staff services, because it allows creating and sustaining competitive advantages. As managers are essential in the creation and communication of reputation, the aim of this paper is to establish a model about reputation perceived by them. Thus, Human Resources, Ethics and Costumer Loyalty, Media Reputation, Good Functioning, Respect and Credibility, and Environmental Responsibility are identified as specific dimensions that affect to the reputation perceived by managers of service companies, such as accounting audit firms that operate in Spain. This will facilitate the strategic management of reputation. [ABSTRACT FROM AUTHOR]