María Pilar de Luis Carnicer, Angel Martínez Sánchez, Manuela Pérez Pérez and María José Vela Jiménez
Shows the results of a survey about the antecedents of work‐family conflict in a sample of Spanish employees. Analyses and discusses the influence of job‐related and non‐related…
Abstract
Shows the results of a survey about the antecedents of work‐family conflict in a sample of Spanish employees. Analyses and discusses the influence of job‐related and non‐related factors. The results indicate that both groups of factors are antecedents of work‐family conflict. Even though gender is not a significant variable to explain work‐family conflict, the empirical study found differences at the time to explain the antecedents of men and women's work‐family conflict. A few family‐domain and work‐domain perceptions had a strong influence on work‐family conflict such as the gender roles, importance of family, job flexibility and job mental and physical requirements. Some of these perceptions suggest the influence of a culture where traditional gender roles still prevail and family as an institution is very strong. Functional mobility and educational level are also antecedents of work‐family conflict. However, job category level, marital status, and social benefits do not have any influence on work‐family conflict in the multivariate analysis, but the bivariate analysis showed that they have indeed an influence on the work‐family conflict according to the hypotheses developed in the research framework.
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María Pilar de Luis Carnicer, Angel Martínez Sánchez, Manuela Pérez Pérez and María José Vela Jiménez
This paper analyzes the results of a survey about labor mobility of a sample of 1,182 Spanish employees. The results indicate that women have lower mobility than men, and that the…
Abstract
This paper analyzes the results of a survey about labor mobility of a sample of 1,182 Spanish employees. The results indicate that women have lower mobility than men, and that the mobility of men and women is explained by different factors. The employee’s perceptions about job satisfaction, pay fairness, and employment stability are also more explicative of job mobility than traditional job‐related factors, such as wages or training. These results have managerial implications for the segmentation of men and women in the labor market.
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Manuela Pérez Pérez, Angel Martínez Sánchez, Pilar de Luis Carnicer and María José Vela Jiménez
Aims to contribute to the teleworking literature by analysing the differences between teleworking adopters and non‐adopters regarding the use and impact of information and…
Abstract
Purpose
Aims to contribute to the teleworking literature by analysing the differences between teleworking adopters and non‐adopters regarding the use and impact of information and communication technologies.
Design/methodology/aproach
Analyses the differences on the use and impact of information and communication technologies in a sample of Spanish companies. The data for the study come from a survey of a representative sample of 479 small and medium sized companies located in Galicia, a Spanish region in the northwest of the country. The data were obtained through interviews with the company managers (CEO, systems information manager, or technology manager) between May and October of 2003
Findings
The results indicate that teleworking companies have adopted more equipment (per company and per employee), and the differences are statistically significant for all type of information equipment but personal computers. Although there is a positive correlation between the number of equipment and firm size (number of employees), there are not statistically significant differences of firm size between teleworking adopters and non adopters. Firm size is not an explanatory variable of equipment use in the adopter companies.
Originality/value
Contributes to the teleworking literature by analysing the differences between teleworking adopters and non adopters regarding the use and impact of information and communication technologies
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Angel Martínez‐Sánchez, María José Vela‐Jiménez, Manuela Pérez‐Pérez and Pilar de Luis‐Carnicer
This paper aims to analyze the relationship between labour flexibility and innovation performance.
Abstract
Purpose
This paper aims to analyze the relationship between labour flexibility and innovation performance.
Design/methodology/approach
This paper is a review of theoretical perspectives to analyze this relationship. A postal survey of a sample of Spanish manufacturing and service firms was conducted and this was subject to nonparametric analysis.
Findings
High‐innovative Spanish firms are more flexible than low‐innovative firms although the comparison across industries and type of innovation indicates that not all flexibility dimensions are statistically significant in their relationship to innovation performance.
Research limitations/implications
The study's single country setting could limit the generalizability of the findings. Longitudinal as opposed to cross‐sectional data are needed for studying the causal assumptions suggested by this research.
Practical implications
Given the differences of flexibility dimensions found across industries and type of innovation firms should use flexibility capabilities to complement innovation capabilities. On the other hand, some flexible managerial practices should be adopted as early as possible because they appear to be global in knowledge‐intensive firms and do not have differences across sectors and type of innovation.
Originality/value
This paper combines in the same analysis the relationship of internal and external flexibility with innovation performance, and their managerial implications.
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Angel Martínez‐Sánchez, María José Vela‐Jiménez, Manuela Pérez‐Pérez and Pilar de‐Luis‐Carnicer
The purpose of this paper is to analyse the moderator effect of inter‐organizational cooperation in the relationship between workplace flexibility and innovation performance.
Abstract
Purpose
The purpose of this paper is to analyse the moderator effect of inter‐organizational cooperation in the relationship between workplace flexibility and innovation performance.
Design/methodology/approach
Postal survey to a sample of manufacturing and service firms. Hierarchical regression.
Findings
It was found that innovation performance is positively associated to internal functional flexibility, and negatively to external numerical flexibility and outsourcing. Inter‐organizational cooperation moderates the relationships between functional flexibility, external numerical flexibility and outsourcing with innovation performance.
Research limitations/implications
The study's single country setting could limit the generalizability of the findings. Longitudinal as opposed to cross‐sectional data are needed for studying the causal assumptions reported here.
Practical implications
The results of this study suggest that high‐cooperation firms may compensate the negative impact of external flexibility and perform better than low‐cooperation firms. External knowledge and cooperation can be complementary. Managers should take into account that the benefits from external workplace (e.g. access to new knowledge) may be enhanced in the context of inter‐organizational cooperation.
Originality/value
To the best of our knowledge, this is the first study that tests whether inter‐organizational cooperation moderates the relationship between external numerical flexibility and innovation performance. The paper also investigates and applies internal and external flexibility in a single study which allows to compare how each of them impacts innovation performance.
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Angel Martínez‐Sánchez, Manuela Pérez‐Pérez, María José Vela‐Jiménez and Pilar de‐Luis‐Carnicer
The purpose of this paper is to analyse the contribution of human resource (HR) commitment practices to firm performance through the adoption of workplace practices that require…
Abstract
Purpose
The purpose of this paper is to analyse the contribution of human resource (HR) commitment practices to firm performance through the adoption of workplace practices that require the organisational climate created by HR commitment practices.
Design/methodology/approach
The approach is a survey of 156 Spanish firms and statistical test of research hypotheses through structural equation modelling.
Findings
The results indicate that the extent that employees have access to HR commitment practices and HR social benefits is positively related to the intensity of telework adoption. Firm performance is positively associated to the intensity of telework adoption, functional flexibility and internal numerical flexibility, and negatively related to external numerical flexibility. HR commitment practices impact directly and indirectly on different measures of firm performance.
Research limitations/implications
Cross‐sectional, survey‐based data that cannot infer causality. Longitudinal and qualitative designs are needed to get a better understanding of the relationships. A follow‐up study of employees perception of several variables analysed in this study (e.g. access to HR commitment practices and employee benefits) could reveal possible contradictions between what policies managers claim there exist, and what policies employees perceive to exist.
Practical implications
The adoption of HR commitment practices can facilitate the organisational change required by the adoption of telework.
Originality/value
The findings provide evidence that HR commitment practices are indirectly related to firm performance through their effects on the use of flexibility practices like telework that require organisational climates containing high levels of trust.
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Manuela Pérez Pérez, Angel Martínez Sánchez, Pilar de Luis Carnicer and María José Vela Jiménez
This paper develops a model of teleworking adoption based on the principles of the technology acceptance model. The framework integrates three categories of factors influencing on…
Abstract
This paper develops a model of teleworking adoption based on the principles of the technology acceptance model. The framework integrates three categories of factors influencing on teleworking adoption: technological, human resources, and organisational factors. The model fills a gap in the teleworking literature by developing research propositions that take into account different theoretical perspectives to study teleworking adoption.
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Pilar de Luis‐Carnicer, Ángel Martínez‐Sánchez, Manuela Pérez‐Pérez and María José Vela‐Jiménez
The purpose of this paper is to study the effect of gender diversity (in executive boards and top management) on firm performance. To reconcile the inconsistent and non‐conclusive…
Abstract
Purpose
The purpose of this paper is to study the effect of gender diversity (in executive boards and top management) on firm performance. To reconcile the inconsistent and non‐conclusive findings from previous studies, competing curvilinear relationships are theorized between gender diversity on boards and firm performance based on different theoretical backgrounds.
Design/methodology/approach
The paper comprises a literature review and development of theoretical propositions.
Findings
Curvilinear relationships were developed that may integrate different theoretical perspectives.
Research limitations/implications
This paper provides theoretical support to reconcile the inconsistent and non‐conclusive findings from previous theoretical perspectives and empirical studies by proposing that competing recommendations from theoretical perspectives could be tested through curvilinear relationships.
Practical implications
The propositions provide a strong argument for having more women in top management positions who will be promoted later through the “glass ceiling” to more gender‐balanced boards.
Originality/value
The paper reconciles inconsistent and non‐conclusive findings from studies about gender diversity on boards and firm performance.
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Manuela Pérez Pérez, Angel Martínez Sánchez, María Pilar de Luis Carnicer and María José Vela Jiménez
This paper analyses the environmental impacts of teleworking. Some empirical studies indicate a positive relationship between the use of teleworking and the reduction of commuting…
Abstract
This paper analyses the environmental impacts of teleworking. Some empirical studies indicate a positive relationship between the use of teleworking and the reduction of commuting and pollution. The article discusses the variables that impact on the use of teleworking in urban environments, and shows a case estimation for a Spanish city.
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María Pilar de Luis Carnicer, Angel Martínez Sánchez, Manuela Pérez Pérez and María José Vela Jiménez
This paper shows the results of a survey to Spanish employees about labour mobility and its determinants. Job non‐related factors are more significant than job related factors to…
Abstract
This paper shows the results of a survey to Spanish employees about labour mobility and its determinants. Job non‐related factors are more significant than job related factors to explain the employees’ labour mobility. The employee's perceptions about job satisfaction, pay fairness, and work‐family conflict are more explanatory of labour mobility than traditional job‐related factors like pay or social benefits.