El impacto de la COVID-19 en las pequeñas y medianas empresas de Armenia: evidencias a partir de una encuesta de población activa

[ENG] This paper assesses the impact of COVID-19 pandemic on small and medium-sized enterprises in Armenia. The analysis of representative nationwide survey data reveals that as compared with large-company employees, SME employees are more affected by the crisis, having been laid off or having reduced work hours and pay. Logistic regression results show that being employed by an SME doubles the likelihood of layoff and pay reduction. There is also support for the hypotheses that employees in sectors which allow for remote work, e.g., education and information and communication services, as well as those who have medium to high professional qualifications, have been less affected by the crisis. The findings call for more targeted government assistance to SMEs and low-skilled workers. [SPA] Este documento evalúa el impacto de la pandemia de la COVID-19 en las pequeñas y medianas empresas de Armenia. El análisis de datos representativos de una encuesta a nivel nacional revela que, en comparación con los empleados de las grandes empresas, los empleados de las PYMEs se ven más afectados por la crisis, ya que han sido despedidos o han visto reducidas sus remuneraciones. Los resultados de la regresión logística muestran que ser un empleado de una PYME duplica la probabilidad de despido y reducción salarial. También se respalda la hipótesis de que los empleados de sectores que facilitan el teletrabajo, por ejemplo, la educación y los servicios de información y comunicación, así como las empresas que tienen trabajadores con una media-alta cualificación, se han visto menos afectados por la crisis. Los resultados reclaman un mayor apoyo gubernamental dirigido a las pymes y los trabajadores menos cualificados

Linkages between high-performance work practices and family-centered goals: implications for financial performance in family firms.

Purpose: This study explores what impact high-performance work practices (from the ability-motivation-opportunity framework) might have on financial performance among family firms and examines the mediating role played by family-centered goals. Design: The empirical approach is based on data collected from a sample of 339 Spanish small and medium-sized family enterprises operating in the industry and service sectors. To test our hypotheses, we apply a path analysis modeling tool to estimate both indirect and direct effects in mediator models. Findings: Our results indicate that the ability-motivation-opportunity framework has a significant impact on financial performance through the lens of family-centered goals. In addition, family businesses keen concern to preserve family wealth influences the effectiveness of high-performance work practices, making firms more socioemotionally oriented at the expense of economic impact. Originality: By examining the mediating effect of family-centered goals, this paper advances and extends socioemotional wealth theory in the context of human resource management by considering the relationships between human resource practices and firm performance as a mixed gamble approach. Research implications: This paper underscores the importance of integrating family aspirations into strategic human resource management design, emphasizing the significance of socioemotional wealth preservation. Practical implications: The findings offer practical insights for family managers, family owners, and human resource practitioners, suggesting the need to align human resource practices with family goals and to strategically balance socioemotional and financial wealth considerations. Family owners in key management positions must skillfully manage human resource strategies to harmonize family and firm goals

HRM Policies and SMEs Performance: The Moderating Role of CSR Orientation

© 2021. The authors. This document is made available under the CC-BY-NC-ND 4.0 license http://creativecommons.org/licenses/by-nc-nd/4.0 This document is the published version of a published work that appeared in final form in 1805-4862 (Online). To access the final work, see DOI: https://doi.org/10.18267/j.cebr.279A growing interest in human resource management (HRM) in small and medium enterprises (SMEs) has not been accompanied by increased knowledge of how different HRM policy orientations can affect SMEs' effectiveness. In this way, the goal of this paper is twofold: to test whether the orientation of HRM towards high-performance work practices (HPWP) –represented by the Abilities-Motivation-Opportunities (AMO) framework– allows SMEs to achieve better performance and to test the moderating role of corporate social responsibility (CSR) orientation. Based on a telephone questionnaire together with data collected from a sample consisting of 1,136 Spanish SMEs that operate in the industrial or services sector, our results show that SMEs perform better when HRM policies are oriented towards the AMO model. In addition, our findings highlight that this performance impact of orienting HRM towards HPWP is positively moderated by a CSR orientation. This paper thus complements HRM-related literature by adding new evidence exploring the impact of the AMO model on firm performance as well as the role played by CSR orientation within the SME context. Implications for the central European audience: Managers should be aware of the importance of considering and implementing appropriate ability, motivation, and opportunity policies for their employees in order to enhance SME performance. In addition, the importance of a CSR orientation is highlighted, which intensifies the impact of HPWP on firm performance. This empirical paper brings evidence from the underexplored high-performance work policies in SMEs, given their importance in stimulating employee and organizational performance. It also takes into account the particularities of the Spanish context, where most businesses are considered to be SMEs