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Article
Publication date: 17 May 2024

Mirta Diaz-Fernandez, Alvaro Lopez-Cabrales and Ramón Valle-Cabrera

The present paper contributes to the development of sustainable strategies by focusing on the social perspective and the role played by HRM. Specifically, we identified and…

139

Abstract

Purpose

The present paper contributes to the development of sustainable strategies by focusing on the social perspective and the role played by HRM. Specifically, we identified and compared the employee competencies that supported the compliance strategy as well as the innovative/proactive sustainability strategies – and their impacts on social outcomes.

Design/methodology/approach

After formulating hypotheses, we tested them on a sample of 179 companies from the chemical and metallurgical industries using the bootstrap method.

Findings

The results revealed that both sustainability strategies were present in the sample. The compliance sustainable strategy showed to be negatively associated with employee competencies, whilst proactive sustainable strategy firms presented a positive relationship with employee competencies. We also found that compliance strategies failed to have any impact on social outcomes, but proactive strategies had a positive effect on social outcomes. Indeed, normative and foresighted thinking competencies acted as mediating variables in such a relationship.

Originality/value

The originality of this paper lies in three aspects hitherto unaddressed in the literature: first, the conceptualisation and assessment of sustainable strategies focused on a social dimension; second, the identification of individual competencies required developing sustainable strategies; and third, the demonstration that it is only the firms that adopt proactive sustainable strategies that obtain positive social outcomes.

Details

International Journal of Manpower, vol. 45 no. 7
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 3 April 2017

Mercedes Villanueva-Flores, Ramon Valle and Mar Bornay-Barrachina

This study examines whether disabled workers perceive negative workplace experiences in terms of discrimination. The purpose of this paper is to study the effects of perceived…

3254

Abstract

Purpose

This study examines whether disabled workers perceive negative workplace experiences in terms of discrimination. The purpose of this paper is to study the effects of perceived distributive injustice at work, regarding three dimensions – job assignment, compensation and career development opportunities – on perceived discrimination and explore the mediation role of perceived discrimination in the relationship between perceived distributive injustice and the job dissatisfaction.

Design/methodology/approach

Research hypotheses are tested with a questionnaire administered to 107 disabled employees working in public and private Spanish organisations.

Findings

The results indicate that physically disabled people perceive distributive injustice and discrimination at work regarding job assignment, compensation and career development opportunities in Andalusian organisations, and this perception of discrimination leads to feel dissatisfaction. This study confirms the triple dimensionality of two of the variables studied: perceived distributive injustice at work and perceived discrimination at work.

Originality/value

Few studies have focussed on disability-related issues from a human resource management viewpoint. This study focusses on job assignments, compensation and career development and shows that the perception of discrimination mediates the relation between the perception of distributive injustice at work, and job dissatisfaction. That is, perceived distributive injustice in the organisation leads physically disabled employees to compare their situation with that of their non-disabled peers and thus to perceive discrimination regarding job assignment, compensation and career development opportunities. As a result, they become dissatisfied with their jobs. The results obtained allow us to extend the organisational justice framework, achieving a more thorough understanding of the perception of both injustice and discrimination.

Details

Personnel Review, vol. 46 no. 3
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 1 February 2004

Ma Carmen Camelo‐Ordaz, Mariluz Fernández‐Alles, Fernando Martín‐Alcázar, Pedro M. Romero‐Fernández and Ramón Valle‐Cabrera

The knowledge‐based theory argues that the strategy of internal diversification reflects a process of branching‐out, combination and transformation of the organization’s…

3741

Abstract

The knowledge‐based theory argues that the strategy of internal diversification reflects a process of branching‐out, combination and transformation of the organization’s traditional knowledge bases. From this theory, this paper has the purpose to describe the cycles and phases in the process of knowledge creation that lead to the creation of new knowledge and consequently new product and business in a diversified Spanish firm. From the case study findings a theoretical proposition is derived in order to support the theoretical argument of the theory of knowledge creation.

Details

Journal of Knowledge Management, vol. 8 no. 1
Type: Research Article
ISSN: 1367-3270

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Article
Publication date: 14 August 2018

Yosdenis Urrutia-Badillo, Alvaro Lopez-Cabrales and Ramon Valle Cabrera

Using a multilevel approach, this theoretical paper aims to build a framework to explore the cognitive and non-cognitive dimensions of human capital, which may in turn explain how…

535

Abstract

Purpose

Using a multilevel approach, this theoretical paper aims to build a framework to explore the cognitive and non-cognitive dimensions of human capital, which may in turn explain how they become a source of competitive advantage.

Design/methodology/approach

This paper presents several propositions to be empirically tested in further research using multilevel analysis. Starting at the individual level, four configurations of human capital are determined by considering cognitive and non-cognitive human capital. Based on these settings, interactions of human capital at intermediate or departmental level are discussed, taking into account the complexity of the task environment and psychosocial processes. These interactions constitute microfoundations, which explain why human capital may influence different types of organizational capabilities.

Findings

The theoretical analysis carried out allows proposing four configurations of human capital, combining individual cognitive and non-cognitive dimensions. These configurations form a human capital portfolio classifying different types of employees. In addition, this paper shows how individual human capital aggregates into departmental level and generates human capital emergence processes by contextualizing through the complex task environments and psychosocial processes. The development of these emergence processes enables proposing the association of certain organizational capabilities with cognitive elements of human capital (absorptive capacity, innovativeness and technical capacities), whereas a second group of organizational capabilities is linked to non-cognitive human capital aspects (organizational commitment, leadership and customer intimacy).

Originality/value

This paper combines individual dimensions in the study of the content of human capital from a multilevel and microfoundational approach, explaining the effects of emerging human capital on different organizational capabilities when human capital is contextualized at departmental level. This theoretical paper is a new step towards understanding and measuring the concept of human capital, enriching the resource-based view framework.

Propósito

Utilizando un enfoque multidimensional, este paper teórico tiene como objetivo el diseño de un marco conceptual que explore las dimensiones cognitivas y no cognitivas del capital humano, de cara a explicar cómo puede convertirse en fuente de ventaja competitiva.

Diseño

En este artículo se presentan varias proposiciones teóricas que pueden ser testadas empíricamente en investigaciones futuras a través de análisis multinivel. Comenzando a un nivel individual, se determinan cuatro configuraciones de capital humano, al considerar las dimensiones cognitivas y no cognitivas. En base a esto, a nivel intermedio o departamental se discuten las interacciones de capital humano, teniendo en consideración la complejidad del entorno de tareas y los procesos psicosociales. Dichas interacciones se convierten en microfundamentos que explican cómo el capital humano puede influir en diferentes capacidades organizativas a nivel de empresa.

Hallazgos

El análisis teórico que se realiza nos permite proponer cuatro configuraciones de capital humano al combinar las dimensiones individuales cognitivas y no cognitivas. Estas configuraciones forman un portafolio de capital humano que permiten clasificar cuatro tipos de trabajadores. Además, este artículo muestra cómo se agrega el capital humano individual a nivel departamental, generando procesos de surgimiento del capital humano, los cuales se contextualizan por la complejidad del entorno de tareas y los procesos psicosociales. Dicho proceso de surgimiento nos permite proponer la asociación de capacidades organizativas como la de absorción, innovación y tecnológica, con los elementos cognitivos del capital humano, mientras que un segundo grupo de capacidades organizativas (compromiso, liderazgo, intimidad con el cliente) se asocia a aspectos no cognitivos del capital humano.

Originalidad/valor

Este paper combina las dimensiones individuales del capital humano en el estudio de su contenido, desde una perspectiva multinivel y basada en microfundamentos, explicando los efectos del surgimiento del capital humano en diferentes capacidades organizativas, una vez que dicho capital humano se contextualiza a nivel departamental. Este paper teórico sería un paso más en el conocimiento y medición del capital humano, enriqueciendo el marco de la Teoría Basada en los Recursos.

Propósito

Usando uma abordagem multidimensional, este paper teórico tem como objetivo a construção dum marco conceptual que explore as dimensões cognitivas e não cognitivas do capital humano, de modo a explicar como se pode tornar em fonte de vantagem competitiva.

Concepção

Neste artigo apresentam-se várias proposições teóricas que podem ser testadas empiricamente em futuras pesquisas através da análise multinível. Partindo dum nível individual, determinam-se quatro configurações de capital humano, considerando as dimensões cognitivas e não cognitivas. Baseado nisto, a nível intermédio ou departamental debatem-se as interações do capital humano, tendo em consideração a complexidade do ambiente de tarefas e os processos psicossociais. Ditas interações constituem-se em microfundamentos que explicam como o capital humano pode influir em diferentes capacidades organizacionais a nível de empresa.

Achados

A análise teórica realizada nos permite propor quatro configurações de capital humano ao combinar as dimensões individuais cognitivas e não cognitivas. Essas configurações formam um portfólio de capital humano que permitem classificar quatro tipos de trabalhadores. Aliás, este artigo mostra como se agrega o capital humano a nível departamental, gerando processos de surgimento do capital humano, os quais contextualizam-se pela complexidade dos ambientes de tarefas e dos processos psicossociais. O desenvolvimento destes processos de surgimento nos permite propor a associação de determinadas capacidades organizacionais como a de absorção, a de inovação e a tecnológica, com os elementos cognitivos do capital humano, enquanto que um segundo grupo de capacidades organizacionais (compromisso, liderança, proximidade com o cliente) está ligado a aspectos não cognitivos do capital humano.

Originalidade/valor

Este paper combina as dimensões individuais no estudo do conteúdo do capital humano desde uma perspectiva multinível e micro-fundacional, explicando os efeitos do surgimento do capital humano em diferentes capacidades organizacionais quando o capital humano se contextualiza a nível departamental. Este paper teórico seria mais um passo no conhecimento e medição do conceito do capital humano, enriquecendo o marco da Teoria Baseada nos Recursos.

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Article
Publication date: 11 November 2013

Susana Pasamar and Ramón Valle Cabrera

The purpose of this paper is to analyse perceptions of institutional pressures on employers to improve the work-life balance in challenging environments with difficult financial…

6148

Abstract

Purpose

The purpose of this paper is to analyse perceptions of institutional pressures on employers to improve the work-life balance in challenging environments with difficult financial and economic conditions and to classify organisations according to these perceptions.

Design/methodology/approach

Using survey data from 146 Spanish private firms in different industries, the cluster analysis was conducted.

Findings

The analysis clearly shows the existence of three different groups of companies according to their perception of coercive, mimetic and normative pressures, and the different characteristics of the groups. The perceptions of institutional pressures determine the stance of the company with regard to work-life balance.

Research limitations/implications

Despite the changing economic context, it seems important to analyse the existence of environmental pressures to encourage work-life balance.

Social implications

Spain still has a long way to go in the diffusion of work-life practices.

Originality/value

This paper explores the institutional pressures on employers to improve work-life balance in a crisis context, and in a non-Anglo-Saxon country, showing that companies pay attention to the dynamics of the environment in which the company operates, and do not only consider economic reasons.

Details

International Journal of Manpower, vol. 34 no. 8
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 1 January 2000

CONCHA ÁLVAREZ‐DARDET, GLORIA CUEVAS‐RODRÍGUEZ and RAMÓN VALLE‐CABRERA

This his paper focuses on a specific aspect of Value‐Based Management (VBM), the design of performance measurement systems. This remains an important challenge not only in…

3845

Abstract

This his paper focuses on a specific aspect of Value‐Based Management (VBM), the design of performance measurement systems. This remains an important challenge not only in Management Accounting but also in Human Resources Management. Performance measurement on various levels of organisation should be aligned to value creation, and management compensation should be tied to the achievement of targets set to these measures according to VBM proponents. In the present article definitions of concepts and issues associated with the design of performance measurement systems are discussed. Furthermore, the paper presents a review of four tools available to measure and manage intangible resources: human resource accounting, economic value‐added (EVA), balanced scorecard (BSC) and intellectual capital (IC). The role of non‐financial measures is also analysed from a VBM framework. Finally, some concluding remarks are highlighted in the last section.

Details

Journal of Human Resource Costing & Accounting, vol. 5 no. 1
Type: Research Article
ISSN: 1401-338X

Available. Content available
Book part
Publication date: 5 November 2021

Abstract

Details

New Directions in the Future of Work
Type: Book
ISBN: 978-1-80071-298-0

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Book part
Publication date: 5 November 2021

Mónica Santana and Ramón Valle-Cabrera

Abstract

Details

New Directions in the Future of Work
Type: Book
ISBN: 978-1-80071-298-0

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Article
Publication date: 1 July 2007

Ana Pérez‐Luño, Ramón Valle Cabrera and Johan Wiklund

The present study fills some of the void in the literature on the concept and phenomenon of innovation and imitation. Basing our arguments on features that the literature…

1808

Abstract

The present study fills some of the void in the literature on the concept and phenomenon of innovation and imitation. Basing our arguments on features that the literature indicates are characteristics of innovation, we delimit the concepts of innovation and imitation. Using these features and considering a company’s degree of entrepreneurial and market orientation, we devise a typology of companies ranging from radical innovators to strict imitators. We also argue that some key factors and the choice of appropriate strategy determine whether innovative and imitative companies can obtain and maintain their sustainable competitive advantages.

Details

Management Research: Journal of the Iberoamerican Academy of Management, vol. 5 no. 2
Type: Research Article
ISSN: 1536-5433

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Article
Publication date: 1 May 2001

Ramón Valle, Fernando Martín and Pedro M. Romero

Spanish firms have undertaken significant internal changes, including those related to human resources management, in order to adapt to new circumstances of market…

1754

Abstract

Spanish firms have undertaken significant internal changes, including those related to human resources management, in order to adapt to new circumstances of market competitiveness. Length of the contractual relationship is one of the most important of these changes (contracts for an unlimited versus limited period). Available data show that the human resources management departments of Spanish firms have retained some traditional perspectives, while adopting some newer ones.

Details

International Journal of Manpower, vol. 22 no. 3
Type: Research Article
ISSN: 0143-7720

Keywords

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