Catalysts of university social responsability into strategic planning by thematic analysis and deductive coding

The relevance of higher education institutions (HEI) for social development is unquestionable because of their potential for contributing intellectual solutions for the social, economic, and environmental welfare of society. The current study aims to: 1) examine which are the main catalysts of university social responsibility (USR) from a strategic management perspective; 2) show the relations among those catalysts through semantic networks; and 3) analyse the role of university promotion of entrepreneurship. The method uses a content analysis in a sample of 23 universities and examines the subject and codes to clarify the catalysts. The semantic networks are shown to reveal these connections. It was found that a high percentage of universities orient their efforts towards enhancing the employability of students, mainly through entrepreneurial projects intended to achieve social responsibility.Postprint (author's final draft

Drivers and barriers of university social responsibility: integration into strategic plans

The implementation of University Social Responsibility (USR) in its strategic plans is a subject of great social interest. However, the lack of understanding produces deficient stakeholder’s engagement, obstructing USR applications and potential benefits. USR in a formal context and as part of strategy should be a path that leads to its fulfilment. A Delphi method was used and several experts have participated in it. Results show that USR is related to student’s issues, among main drivers are to work under a code of ethics and acquire civic competences as a part of their vocational training. Among barriers to be involved in social responsibility activities is the lack of engagement of university community. The insufficient communication into the university community is mentioned as one of the main obstacles to incorporate USR into strategic planning. Relevance of this work relies on the holistic points of views of the results.Postprint (author's final draft

Hacia la búsqueda de políticas de gestión de recursos humanos con una orientación socialmente responsable: Un análisis comparativo entre las empresas del Ibex-35 y las 50 compañías más admiradas de fortune

During the last decades, Corporate Social Responsibility (CSR) is being considered between academics and professionals as a strategic tool able to increase organizational competitiveness and financial performance. Those companies that are meeting the social, ethical and environmental concerns of their stakeholders (shareholders, employees, customers, Government, citizens, etc.) are obtaining great rewards because CSR actions are consistent with institutional values required by society and consequently can improve variables such as the legitimacy, reputation and market value. Concretely, in the organizational internal scope, employees represent one of the most relevant internal stakeholder for acquiring competitive advantages derived from CSR actions through enhancements in their commitment, sense of belonging, working environment and well-being. Taking this framework into account, this study raises a twofold aim. Firstly, to explore how the introduction of a socially responsible orientation in Human Resource Management (HRM) can cause a strength factor and a source of differentiation for firms. Secondly, to build a configuration of socially responsible human resource policies, following the social standards such as the Global Reporting Initiative (GRI) and ISO 26000. To support these objectives, we based our research on institutional perspective and stakeholder's theory. The method used has been a comparative analysis of socially responsible human resource policies in social disclosures and CSR reports from IBEX-35 firms and Fortune’s Top 50 Most Admired Companies.Durante las últimas décadas, la Responsabilidad Social Corporativa (RSC) está siendo considerada entre los académicos y profesionales, como una herramienta estratégica capaz de aumentar la competitividad y desempeño financiero de las organizaciones. Las empresas que están cumpliendo con las preocupaciones sociales, éticas y medioambientales de sus grupos de interés (accionistas,empleados, clientes, gobierno, ciudadanos, etc.) están obteniendo grandes beneficios, porque las acciones de RSC son consistentes con los valores institucionales que demanda la sociedad, y por lo tanto pueden mejorar variables como su legitimidad, reputación y valor de mercado. En concreto, en el ámbito interno de la organización, los empleados representan uno de los grupos de interés internos más relevantes para la adquisición de ventajas competitivas derivadas de las acciones de RSE, a través de mejoras en su compromiso, sentido de pertenencia, ambiente de trabajo y bienestar. Teniendo en cuenta este marco, este estudio plantea un doble objetivo. En primer lugar, explorar cómo la introducción de una orientación socialmente responsable en Gestión de Recursos Humanos (HRM) puede causar un factor de fuerza y una fuente de diferenciación para las empresas. En segundo lugar, construir una configuración de políticas de recursos humanos socialmente responsables con arreglo a normas sociales, como la Global Reporting Initiative (GRI) y la ISO 26000. Para apoyar estos objetivos, hemos basado nuestra investigación en la perspectiva institucional y la teoría de los stakeholders. El método utilizado ha sido la realización de un análisis comparativo de las políticas de recursos humanos socialmente responsables en los índices de información social e informes de RSC de las empresas del IBEX-35 y las 50 compañías Top Fortune más admiradas.Tourism and Management Studies International Conference Algarv

Universities as Corporate Entities: The Role of Social Responsibility in Their Strategic Management

Universities, as educational institutions, play a vital role in the development and improvement of the society, contributing to the welfare of citizens. Considering the social responsibility of universities with a large number of stakeholders (students, institutions, government, employees, companies, local community, etc.), this chapter aims to examine how these institutions establish the mission, objectives and strategic actions oriented at meeting these expectations. In this line, university in its daily management is also considered a corporate entity, which set up strategic plans and practices, an essential process to achieve its success in the long term. The chapter explores the necessary steps for adjusting these strategic plans to the new challeng e of introducing a socially responsible orientation in their management

Research proposal on the relationship between Corporate Social Responsibility and Strategic Human Resource Management

Jesús Barrena-Martínez*, Macarena López-Fernández and Pedro M. Romero-Fernández Department of Business Management, University of Cadiz, Glorieta Carlos Cano S/N, Cádiz 11002, Spain E-mail: [email protected] E-mail: [email protected] E-mail: [email protected] *Corresponding authorThe purpose of this study is to develop a conceptual framework in order to analyse the relationship between corporate social responsibility and strategic human resource (HR) management. Thus far, both disciplines have advanced in isolation. Therefore, this paper aims to examine if a combination of these research lines can provide competitive advantages for enterprises. Specifically, we will analyse how a socially responsible orientation in the HRs practices can contribute to the achievement of these advantages through performance variables, such as work environment and intellectual capital.INDERSCIENCE PUBLISHER

El valor interno de la RSC: Implicaciones en la gestión de RRHH y el clima laboral de la empresa

Artículo científico en revista Dirigir PersonasDe un tiempo a esta parte, se viene demostrando que desarrollar políticas de responsabilidad social permite a las empresas incrementar sus beneficios económicos, gracias a la influencia que estas acciones presentan sobre variables externas como la imagen de marca, la reputación o la lealtad de sus clientes. El presente artículo va más allá y analiza, desde el ámbito interno de la dirección de Recursos Humanos, cómo la implantación de políticas socialmente responsables puede contribuir a mejorar el clima laboral en el cual los empleados están inmersos y, por ende, su desempeño individual y el de la empresa.AEDIP

Pilot multi-omic analysis of human bile from benign and malignant biliary strictures: a machine-learning approach

Cholangiocarcinoma (CCA) and pancreatic adenocarcinoma (PDAC) may lead to the development of extrahepatic obstructive cholestasis. However, biliary stenoses can also be caused by benign conditions, and the identification of their etiology still remains a clinical challenge. We performed metabolomic and proteomic analyses of bile from patients with benign (n = 36) and malignant conditions, CCA (n = 36) or PDAC (n = 57), undergoing endoscopic retrograde cholangiopancreatography with the aim of characterizing bile composition in biliopancreatic disease and identifying biomarkers for the differential diagnosis of biliary strictures. Comprehensive analyses of lipids, bile acids and small molecules were carried out using mass spectrometry (MS) and nuclear magnetic resonance spectroscopy (1H-NMR) in all patients. MS analysis of bile proteome was performed in five patients per group. We implemented artificial intelligence tools for the selection of biomarkers and algorithms with predictive capacity. Our machine-learning pipeline included the generation of synthetic data with properties of real data, the selection of potential biomarkers (metabolites or proteins) and their analysis with neural networks (NN). Selected biomarkers were then validated with real data. We identified panels of lipids (n = 10) and proteins (n = 5) that when analyzed with NN algorithms discriminated between patients with and without cancer with an unprecedented accuracy.This research was funded by: Instituto de Salud Carlos III (ISCIII) co-financed by Fondo Europeo de Desarrollo Regional (FEDER) Una manera de hacer Europa, grant numbers: PI16/01126 (M.A.A.), PI19/00819 (M.J.M. and J.J.G.M.), PI15/01132, PI18/01075 and Miguel Servet Program CON14/00129 (J.M.B.); Fundación Científica de la Asociación Española Contra el Cáncer (AECC Scientific Foundation), grant name: Rare Cancers 2017 (J.M.U., M.L.M., J.M.B., M.J.M., R.I.R.M., M.G.F.-B., C.B., M.A.A.); Gobierno de Navarra Salud, grant number 58/17 (J.M.U., M.A.A.); La Caixa Foundation, grant name: HEPACARE (C.B., M.A.A.); AMMF The Cholangiocarcinoma Charity, UK, grant number: 2018/117 (F.J.C. and M.A.A.); PSC Partners US, PSC Supports UK, grant number 06119JB (J.M.B.); Horizon 2020 (H2020) ESCALON project, grant number H2020-SC1-BHC-2018–2020 (J.M.B.); BIOEF (Basque Foundation for Innovation and Health Research: EiTB Maratoia, grant numbers BIO15/CA/016/BD (J.M.B.) and BIO15/CA/011 (M.A.A.). Department of Health of the Basque Country, grant number 2017111010 (J.M.B.). La Caixa Foundation, grant number: LCF/PR/HP17/52190004 (M.L.M.), Mineco-Feder, grant number SAF2017-87301-R (M.L.M.), Fundación BBVA grant name: Ayudas a Equipos de Investigación Científica Umbrella 2018 (M.L.M.). MCIU, grant number: Severo Ochoa Excellence Accreditation SEV-2016-0644 (M.L.M.). Part of the equipment used in this work was co-funded by the Generalitat Valenciana and European Regional Development Fund (FEDER) funds (PO FEDER of Comunitat Valenciana 2014–2020). Gobierno de Navarra fellowship to L.C. (Leticia Colyn); AECC post-doctoral fellowship to M.A.; Ramón y Cajal Program contracts RYC-2014-15242 and RYC2018-024475-1 to F.J.C. and M.G.F.-B., respectively. The generous support from: Fundación Eugenio Rodríguez Pascual, Fundación Echébano, Fundación Mario Losantos, Fundación M Torres and Mr. Eduardo Avila are acknowledged. The CNB-CSIC Proteomics Unit belongs to ProteoRed, PRB3-ISCIII, supported by grant PT17/0019/0001 (F.J.C.). Comunidad de Madrid Grant B2017/BMD-3817 (F.J.C.).Peer reviewe

Chemotherapy or allogeneic transplantation in high-risk Philadelphia chromosome–negative adult lymphoblastic leukemia

The need for allogeneic hematopoietic stem cell transplantation (allo-HSCT) in adults with Philadelphia chromosome–negative (Ph−) acute lymphoblastic leukemia (ALL) with high-risk (HR) features and adequate measurable residual disease (MRD) clearance remains unclear. The aim of the ALL-HR-11 trial was to evaluate the outcomes of HR Ph− adult ALL patients following chemotherapy or allo-HSCT administered based on end-induction and consolidation MRD levels. Patients aged 15 to 60 years with HR-ALL in complete response (CR) and MRD levels (centrally assessed by 8-color flow cytometry) <0.1% after induction and <0.01% after early consolidation were assigned to receive delayed consolidation and maintenance therapy up to 2 years in CR. The remaining patients were allocated to allo-HSCT. CR was attained in 315/348 patients (91%), with MRD <0.1% after induction in 220/289 patients (76%). By intention-to-treat, 218 patients were assigned to chemotherapy and 106 to allo-HSCT. The 5-year (±95% confidence interval) cumulative incidence of relapse (CIR), overall survival (OS), and event-free survival probabilities for the whole series were 43% ± 7%, 49% ± 7%, and 40% ± 6%, respectively, with CIR and OS rates of 45% ± 8% and 59% ± 9% for patients assigned to chemotherapy and of 40% ± 12% and 38% ± 11% for those assigned to allo-HSCT, respectively. Our results show that avoiding allo-HSCT does not hamper the outcomes of HR Ph− adult ALL patients up to 60 years with adequate MRD response after induction and consolidation. Better postremission alternative therapies are especially needed for patients with poor MRD clearance