Sandra Montalvo-Arroyo, José Manuel de la Torre-Ruiz, María Dolores Vidal-Salazar and Eulogio Cordón-Pozo
This research aims to study the effects of information (on salary, salary reductions and the pandemic's impact on the organization) on the salary satisfaction of workers whose…
Abstract
Purpose
This research aims to study the effects of information (on salary, salary reductions and the pandemic's impact on the organization) on the salary satisfaction of workers whose salary had been cut during the coronavirus disease 2019 (COVID-19) pandemic, analyzing the mediating role of salary equity in this relationship.
Design/methodology/approach
Information was acquired with a structured questionnaire sent by email in May 2021 from 251 employees in Spain during the “third wave” of COVID-19. The model was estimated using the weighted least squares mean and variance adjusted (WLSMV).
Findings
Results collected reveal that workers' perceptions of equity fully mediated the relationship between salary information, information on salary cuts and salary satisfaction.
Practical implications
Learning more about the effects of information on salary satisfaction can contribute to communication policies that reduce the negative impact of sensitive salary decisions, practical implications for employees, organizations and policymakers.
Originality/value
This study examines the central role of organizational information as a mechanism for managing problems arising from the pandemic-induced unfavorable working conditions. This study analyzes how this information affects workers' attitudes, highlighting the role of equity as a mediator in this process.
Propósito
Esta investigación pretende estudiar los efectos de la información (sobre el salario, las reducciones salariales y el impacto de la pandemia en la organización) en la satisfacción salarial de los trabajadores que sufrieron reducciones salariales durante la pandemia de COVID-19, analizando el papel mediador de la equidad salarial en esta relación.
Diseño/metodología/enfoque
La información se obtuvo mediante un cuestionario estructurado enviado por correo electrónico en mayo de 2021 a 251 empleados en Espa durante la “tercera ola” de COVID-19. El modelo se estimó utilizando la media ponderada de mínimos cuadrados, y varianza ajustada (WLSMV).
Conclusiones
Los resultados recogidos revelan que la percepción de equidad de los trabajadores media totalmente la relación entre la información salarial y la información de recortes salariales sobre la satisfacción salarial.
Implicaciones prácticas
Aprender más sobre los efectos de la información en la satisfacción salarial puede contribuir a políticas de comunicación que reduzcan el impacto negativo de decisiones salariales delicadas, implicaciones prácticas para empleados, organizaciones y responsables políticos.
Originalidad
Este estudio examina el papel central de la información organizativa como mecanismo de gestión de los problemas derivados de las condiciones laborales desfavorables inducidas por la pandemia. Analiza cómo esta información afecta a las actitudes de los trabajadores, destacando el papel de la equidad como mediador en este proceso.
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José Manuel de la Torre-Ruiz, Maria Dolores Vidal-Salazar and Eulogio Cordón-Pozo
Although previous studies have analyzed the affective reaction of employees toward benefits, results remain inconclusive. The purpose of this paper is to pay specific attention to…
Abstract
Purpose
Although previous studies have analyzed the affective reaction of employees toward benefits, results remain inconclusive. The purpose of this paper is to pay specific attention to the flexibility of benefit systems and analyze whether the effect of this flexibility on employee’s benefit satisfaction is moderated by employees’ personality traits.
Design/methodology/approach
The data of this study have been collected from a sample of 874 employees working in Spanish firms, through survey. The data were analyzed using partial least squares modeling.
Findings
The results of this study show how self-efficacy has a negative moderating effect on the relation between benefit flexibility and benefit-level satisfaction. Similarly, the authors find a negative moderating effect of internal locus of control on the relationship between benefit flexibility and benefit determination satisfaction.
Research limitations/implications
Future studies should consider other personality traits that have an even stronger moderating effect.
Practical implications
This paper sheds some light on how the flexibility of benefit systems can be an effective source of satisfaction and what kind of employees can be more satisfied with them. For human resource managers, it is necessary to know how differently employees react to human resource practices in order to be able to effectively adjust these practices to the appropriate employees.
Originality/value
This work contributes to human resource literature by analyzing some personality traits that may condition the effectiveness of benefit systems. In this sense, it responds to recent calls asking for more studies aimed at analyzing the role of the employees on the effectiveness of human resource practices.
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José Manuel de la Torre-Ruiz, Eulogio Cordón-Pozo, María Dolores Vidal Salazar and Alejandro Ortiz-Perez
Pay communication policies continue to garner attention in human resource management. This article draws on social exchange theory to examine the consequences of different types…
Abstract
Purpose
Pay communication policies continue to garner attention in human resource management. This article draws on social exchange theory to examine the consequences of different types of pay information on employees' perceived organizational support (POS). Similarly, it draws on the relational model to examine whether pay level satisfaction and satisfaction with variable pay and pay raise procedures mediate the relationships between the different types of pay information and employee POS.
Design/methodology/approach
The hypothesized model was tested using structural equation modeling in a sample of 695 employees of Spanish firms.
Findings
The five types of pay information considered in this study did not have a direct effect on employee POS. Furthermore, distributive base pay information and distributive base pay information on other employees in the firm and in the industry had an indirect influence on POS through the multiple mediating effect of pay comparison and pay level satisfaction. Finally, procedural variable pay and procedural pay raise information were indirectly related to employee POS through satisfaction with pay procedures.
Originality/value
This study highlights the importance of considering the type of pay information provided to employees and the need to understand the mediating variables that explain how each type of pay information can influence employees’ POS.
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María Dolores Vidal‐Salazar, Vera Ferrón‐Vílchez and Eulogio Cordón‐Pozo
The purpose of this paper is to analyze the effectiveness of one of the more widespread techniques for personnel development and training: coaching. This technique in the business…
Abstract
Purpose
The purpose of this paper is to analyze the effectiveness of one of the more widespread techniques for personnel development and training: coaching. This technique in the business context entails boosting of a manager's capabilities so as to improve business results through a combination of experience, knowledge, support and the motivation provided by advisers who specialize in business management.
Design/methodology/approach
To analyze the effectiveness of this innovative technique, the authors examined a sample of 40 small companies located in Ceuta (an autonomous Spanish city in North Africa) using a Wilcoxon‐Mann‐Whitney test. Participants were divided into two groups; in one group, an individualized audit process was conducted to obtain an actual picture of managerial practices (focusing on needs and corrective measures). In the other group, an advising process also complemented a coaching phase that was implemented to facilitate employee adoption of the proposed measures. Ultimately, differences between these two groups were found.
Findings
Results indicate that coaching substantially increases the level to which processes of improvement are established within organizations, consequently increasing the competitive capability.
Practical implications
The findings highlight the potential benefits of the use of coaching in the business context. Coaching facilitates the implementation of a set of improvement measures designed to increase business competitiveness, suggesting that this type of advising stands to be very beneficial for companies.
Originality/value
Practices that lead to the development of human capital in organizations are basic tools for managers that are becoming increasingly essential for achieving business efficiency and strategic change. The paper analyzes the implementation of coaching in the business arena, specifically in the case of managers, which is a novelty given the dearth of empirical research on coaching. Thus, the results of the paper provide the wider academic community with empirical evidence on how coaching is a profitable practice for improving human resource management.
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M. Dolores Vidal-Salazar, Eulogio Cordón-Pozo and José M. de la Torre-Ruiz
The purpose of this paper is to analyze three different forms of benefit systems and the effects of their application on Spanish firms’ attraction and retention capacity…
Abstract
Purpose
The purpose of this paper is to analyze three different forms of benefit systems and the effects of their application on Spanish firms’ attraction and retention capacity, differentiating these systems depending on the flexibility offered to the workers.
Design/methodology/approach
The data of this study have been collected from a sample of 308 human resources managers in Spanish firms, through an online questionnaire. The hypotheses were tested by ordinary least squares regression analyses.
Findings
The results show that firms having more flexible compensation systems, that is, those providing greater freedom to workers in the election of their benefits and the design of the benefit system, reported to have a higher attraction and retention capacity than firms offering to their employees a unique and similar benefit package for all the employees.
Research limitations/implications
Future studies could extent this study by analyzing different contexts in order to determine whether some institutional factors can influence these results. Similarly, it would be interesting to analyze the effects of these systems on other organizational outcomes, such as their financial performance.
Practical implications
Human resources policies and, especially, compensation policies have a significant influence on the ability of firms to recruit and retain core employees, necessary for corporate success. This study sheds light on the effectiveness of different benefits systems in enhancing the firms’ capacities to attract and retain core employees. Taking into account the hard financial and labor environment that the Spanish firms have to face, the results of this study can have important implications for managers.
Originality/value
This paper responds to recent calls asking for the necessity of analyzing the effect of different benefit systems in contexts different to the broadly considered American context. Similarly, these results could be applied to other countries with conditions similar to Spain, that is, countries where the benefit systems have been traditionally less flexible and with an offer of benefits quite different than firms located in countries where the State offers a less-social assistance to citizens.
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María Dolores Vidal-Salazar, Vera Ferrón-Vilchez and Eulogio Cordón-Pozo
Purpose – Is the current economic crisis affecting the quality of working conditions within organisations? More specifically, due to constrained economic times, are organisations…
Abstract
Purpose – Is the current economic crisis affecting the quality of working conditions within organisations? More specifically, due to constrained economic times, are organisations reducing the social benefits they offer to employees? This study analyses whether the current economic downturn influences companies’ maintenance of social benefits. Social benefits are those remunerations in kind voluntarily offered by an employer beyond what is established in labour laws and collective agreements
Design/methodology/approach – In doing so, this chapter presents an analysis of the evolution of social benefits in a sample of 171 employees, comparing the situation before and during the economic crisis.
Findings – Results showed that, in general, social benefits offered by companies to their workers have been reduced due to economic recession.
Originality/value of the chapter – Understanding the topic addressed in this work is interesting for scholars, regulators, and practitioners because the diminishing of social benefits due to the economic constraints could yield negative consequences for the employees’ involvement with the firm and have a subsequent negative impact on business performance.
Practical/social implications – This work demonstrates the need to pay greater attention to indirect remuneration. This issue is intimately related to the Internal Corporate Social Responsibility of the company.
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Samuel Gómez‐Haro, Juan Alberto Aragón‐Correa and Eulogio Cordón‐Pozo
The main purpose of this paper is to contribute to a better understanding of how different dimensions of the institutional environment of a region may influence the level of…
Abstract
Purpose
The main purpose of this paper is to contribute to a better understanding of how different dimensions of the institutional environment of a region may influence the level of corporate entrepreneurship of firms.
Design/methodology/approach
The paper develops the relationship between the institutional environment, differentiated in regulatory, cognitive and normative dimensions, and entrepreneurship in existing firms, corporate entrepreneurship, via a questionnaire study covering 150 firms in Spain.
Findings
The relation between institutional environment and corporate entrepreneurship can be distinct. The results show that both the normative and cognitive dimension of the institutional environment influence an organisation's entrepreneurial orientation. They also show that regulatory dimension influences what type of corporate entrepreneurial activity is carried out.
Originality/value
Literature about institutional theory and entrepreneurship has been both descriptive and fragmented. This paper complements the increasing interest in the analysis of the influence of institutional frameworks on corporate entrepreneurship and answers recent calls in the literature to complete previous analyses in an empirical way that supports previous works.