Un análisis empírico de los determinantes de la implicación académica del estudiantado universitario

Student engagement refers to students’ attention, interest and effort during the learning process, and contributes to their academic performance and learning. An appropriate classroom climate may contribute to enhance student engagement. However, little is known about the specific mechanisms that explain the relationship between classroom climate and students’ academic engagement. The main purpose of this study is to examine this issue from the premises of selfdetermination theory. Specifically, data from a sample of 171 spanish university students show that satisfying the three psychological needs for competence, autonomy and relatedness contributes to academic engagement, and that intrinsic motivation and well-being explain this relationship.La implicación del estudiantado se refiere a la atención, al interés y al esfuerzo que ponen los estudiantes durante el proceso de enseñanza-aprendizaje y que contribuye a su rendimiento académico. Un adecuado clima en el aula puede contribuir a mejorar esta implicación. Sin embargo, se sabe todavía relativamente poco respecto a los mecanismos específicos que explican la relación entre las actividades que lleva a cabo el profesorado en el aula y la implicación académica del estudiantado. El propósito de la presente investigación es analizar esta cuestión desde las premisas de la teoría de la autodeterminación. En concreto, a partir de datos obtenidos de 239 estudiantes universitarios españoles, demostramos que la satisfacción de las tres necesidades psicológicas básicas de competencia, autonomía y relaciones contribuye a la implicación del estudiantado y que su motivación intrínseca y su bienestar explican esta relación

Un estudio empírico sobre la influencia de la estrategia de recursos humanos de la empresa en la retención de personal

Previous studies about the costs of employee rotation for key industries reveal the relevance of retaining core human resources in order to guarantee organizational success. For this reason, the analysis of employee voluntary rotation has been relevant not only for researchers, but also for managers and employees. In this study, drawing from the AMO model of human resource management, we examine the extent to which the three dimensions of a high performance work system (skill-enhancing human resource practices, motivation-enhancing human resource practices and opportunity-enhancing human resource practices) directly affect employee voluntary rotation. We also analyze whether the interaction among these three dimensions influence voluntary rotation and the mediation effect of human capital, motivation and autonomy on this relationship. Furthermore, from a contingent perspective, we analyze whether the previous relationships vary among job positions, in particular, between white and blue-collar employees.Este trabajo ha obtenido el Premio Estudios Financieros 2016 en la modalidad de Recursos Humanos. El estudio de los costes que implica la rotación de los trabajadores en industrias clave para la economía ha enfatizado la importancia de retener a los recursos humanos considerados clave para las empresas con el fin de garantizar el éxito organizativo. Es por ello que el estudio de la rotación voluntaria de los trabajadores es relevante tanto para los investigadores, como para los directivos y empleados. En este trabajo y partiendo del modelo AMO de los recursos humanos pretendemos examinar cómo las tres principales dimensiones de un sistema de recursos humanos de alto rendimiento (prácticas de recursos humanos de incremento de habilidades –A–, de incremento de motivación –M– y de incremento de oportunidades –O–) afectan a la rotación voluntaria de los empleados de forma directa, a través de efectos de interacción y a través de tres mecanismos intermedios, como son el capital humano, la motivación y la autonomía de los empleados. Además, desde una visión contingente planteamos si estas relaciones varían entre puestos, en particular entre empleados de oficina y empleados manuales

Una propuesta de aprendizaje cooperativo basada en el uso de Padlet

This paper has won a runner-up prize in the Financial Studies 2021 Award in the Education and New Techno-logies category. One of the most commonly highlighted problems of current education is the passivity and lack of motivation of many of the students (men and women) in the classroom. In this work we encourage the use of cooperative learning (CL) as a way to change the classroom climate, promoting involvement, dialogue and consensus among students to build a shared project in which the final product is the result of the contributions of each of the participants in the teaching and learning process. Our CL proposal is articulated around the use of new technologies and takes the form of online CL through Padlet. This tool provides the professors and the students with an interactive mural that allows the instant communication among them. In particular, we propose its application as a support for research groups, as a feedback system for students, as a way to publish class diaries and as a tool to dynamize online dialogue processes. We also present the main results of the educational innovation proposal, both in terms of the final product and the level of student satisfaction.  Este trabajo ha obtenido un accésit del Premio Estudios Financieros 2021 en la modalidad de Educación y Nuevas Tecnologías. Uno de los problemas más comúnmente destacados de la educación actual es la pasividad y falta de motivación de muchos de los estudiantes (hombres y mujeres) en el aula. En este trabajo apostamos por el aprendizaje cooperativo (AC) como un camino para modificar el clima en las aulas, promoviendo la involucración, el diálogo y el consenso entre los estudiantes para llegar a construir un proyecto compartido en el que el producto final sea el resultado de las aportaciones de cada uno de los participantes en el proceso de enseñanza y aprendizaje. Nuestra propuesta de AC se articula en torno al uso de las nuevas tecnologías y toma la forma de AC online a través de Padlet. Esta herramienta proporciona al profesorado y al estudiantado un mural interactivo que permite la colaboración instantánea entre ambos. En particular, proponemos su aplicación como soporte a los grupos de investigación, como sistema de respuesta del estudiantado, como un modo de publicar diarios de clase y como una herramienta que permite dinamizar los procesos de diálogo online. Asimismo, se presentan los principales resultados de la propuesta de innovación educativa, tanto en términos del producto final como de nivel de satisfacción del alumnado

Antecedentes y consecuencias del comportamiento proactivo en la empresa: un modelo multinivel

In current competitive environments, organizations can not specify in advance which employee behaviors are needed to achieve organizational objectives. Instead, firms need proactive employees to guarantee organizational success. The purpose of the present study is to understand what predicts employee proactive behavior and which consequences these behaviors have for the firm. In this research we analyze whether certain employees will show higher proactivity depending on a set of individual variables. In addition, we want to examine whether human resource practices influence proactive behavior and to what extent this relationship is mediated by employee self-efficacy and role orientation. Finally, we will study the impact of proactive behaviors on organizational effectiveness, in particular on strategic flexibility and financial results.Este trabajo ha obtenido el 1.er Premio Estudios Financieros 2013 en la modalidad de Recursos Humanos. En los entornos competitivos actuales, a las empresas no les resulta sencillo especificar con antelación qué tipo de comportamientos se necesitan en los empleados para la consecución de los objetivos organizativos, sino que cada vez más se hace necesario que los empleados se muestren proactivos para garantizar el éxito de la empresa. El propósito del presente estudio es comprender qué predice los comportamientos proactivos de los empleados y cuáles son las consecuencias de estos comportamientos para la empresa. En esta investigación nos planteamos si determinados empleados están más predispuestos que otros a mostrarse proactivos en el trabajo dependiendo de una serie de variables individuales. Asimismo, pretendemos averiguar si las prácticas de recursos humanos utilizadas en la empresa tienen repercusiones sobre los comportamientos proactivos de los empleados de la misma y en qué medida esta relación está mediada por la auto-eficacia y la orientación de rol de los empleados. Por último, estudiaremos cuáles son las repercusiones de la proactividad de los empleados sobre el desempeño organizativo, en concreto sobre la flexibilidad estratégica y sobre los resultados financieros de la empresa

How to re-enchant workplaces and organizations? An introduction to the special issue

Enchanting work is a polysemic term that can account for multiple interpretations. It can be defined as a feeling of being connected in an affirmative way to existence. In organizational terms, enchanted workplaces are places of wonder that allow people to be active agents, who can impact on their environment, find meaning in their work, and flourish. In this context, enchantment has been operationalized in organizational and managerial literature in a variety of ways, including being resourceful, happy, resilient, passionate, motivated, or healthy at work, among others. The main purpose of this special issue was to highlight those elements that may promote enchanting work environments, and the processes through which (re-)enchantment may be achieved. Also, we were interested in understanding re-enchantment as an internal process.The author(s) disclosed receipt of the following financial support for the research, authorship, and/or publication of this article: This work was supported by the Spanish Ministry of Science, Innovation and Universities (Grant number: GC2018-099040-B-100; MCIU/AEI/FEDER, UE)

Commitment to employees, labor intensity, and labor productivity in small firms

Purpose – The purpose of this study is to analyze the potential existence of a concave downward curve between organizational commitment to employees (OCE) and labor productivity in small firms. It also aims to examine the moderating effects of labor intensity on this curvilinear relationship. Design/methodology/approach – The paper uses a sample of 819 manufacturing small firms from the Spanish Ministry of Industry and Energy's Survey on Business Strategies, and applies hierarchical regression analysis to test its hypotheses. Findings – The results support a non-linear association between OCE investments and labor productivity: the higher the level of OCE, the lower its positive impact on organizational outcomes will be. The results also support the contingent view of strategic human resource management, so that an investment in OCE is more effective in some contexts than in others. Practical implications – The paper concludes that managers and investors should be aware of the fact that investments in OCE are not always correspondingly beneficial. In the small firm setting, not all firms with large profits apply OCE. A high level of OCE investment may be counterproductive. Originality/value – The strategic human resource management literature usually assumes a linear relationship between OCE and organizational outcomes; very few empirical studies have considered a nonlinear approach

Combined effect of human capital, temporary employment and organizational size on firm performance

Purpose – This study aims to examine how temporary employment and organizational size moderate the effect of human capital on firm performance. The authors also analyze the overall effect of human capital, temporary contracts and organizational size on firm performance. This enables them to identify which combination of these three variables leads to the highest levels of profitability. Design/methodology/approach – From a sample of 1,403 Spanish firms, the authors carry out a comparative analysis of the impact of human capital on labor productivity and return on sales among small and large companies with high and low use of temporary employment. Findings – The positive effect of human capital on return of sales is greater in large firms with low temporary employment than in small firms with high temporary employment. In addition, this positive effect is not universal because in some scenarios it is not significant. The most beneficial context is that of large companies with a high level of human capital and a low use of temporary employment. Research limitations/implications – The results should be interpreted within the Spanish manufacturing sector. Practical implications – Decisions about investment in human capital and the use of temporary workers should be taken jointly by personnel managers, in accordance with the size of the firm. If this holistic view is ignored, a full understanding of the impact of human capital on firm performance will be obscured. On the other hand, a common feature that large and small firms share is an incompatibility between human capital and temporary employment. Originality/value – Growing interest has been shown in the degree to which investment in human capital contributes to firm performance; yet limited research attention has been paid to the contextual conditions that moderate this relationship. Investment in human capital can be more beneficial in some scenarios than in others

HR flexibility and firm performance in professional service firms

Human resource (HR) flexibility emerges as the most critical source of flexibility for professional services firms (PSFs), given that the success of these companies depends on the knowledge, expertise and behaviors of their employees. Nonetheless, few empirical studies have analyzed the extent to which the characteristics of the workforce explain the results of this type of firm. This study attempts to advance in this line of research by analyzing the influence of HR resource flexibility dimensions (skill flexibility – SF and behavior flexibility – BF) on PSF performance. It also examines whether HR coordination flexibility (CF) strengthens the effect of SF and BF on performance. Matched data from 97 general managers and 291 professionals in a sample of Spanish PSFs is used to test the hypotheses through structural equation modeling methodology. The study demonstrates that employee BF has a significant effect on the development of new services in PSFs. The moderation model shows that HR CF increases the influence of BF on the development of new services. Contrary to what was expected, no significant relationship between SF and PSF performance was found

Incorporating poverty in society into strategic human resource management

In developed societies, the cultural value of social trust and cooperative behavior decreases when levels of poverty increase. Based on the contextual social exchange perspective, we argue that these societal traits can be transmitted to companies located within such societies, resulting in a reduction of human resource (HR) investment and a decrease in the effect of these HR investments on workforce performance. Therefore, poverty in society has a dual role in its connection with HR investment, acting both as an antecedent and as a moderator. The employment relationship is dependent on the deprivation and poor quality of life of people in the region. We arrive at this conclusion from a study conducted on a sample of 2192 companies during a period of six years and applying longitudinal structural equation modeling. Findings indicate the importance of placing HR practices within their socioeconomic environment, specifically living conditions, to understand their implementation and return over time

Clima psicológico y comportamientos de ciudadanía organizativa: el papel de la satisfacción laboral

Organizational viability in complex, fast-changing, and turbulent economic times requires employee supra-role behavior, which cannot be prescribed or required in advance for a given job and that exceeds the roles and responsibilities defined by formal job descriptions. These behaviors are known as organizational citizenship behaviors (OCB) and include any of the gestures that lubricate the social machinery of the organization but which do not directly inhere in the usual notion of task performance. Existing research considers that employee OCB at work is influenced by both cognitions, i.e., employees’ thoughts about work, and affect, that is employees’ feelings about work. In our study, we aim to integrate both antecedents of employee OCB into a framework which analyzes the extent to which the influence of the psychological climate (cognition) on OCB is mediated by job satisfaction (affect). Thus, our study complements previous research by introducing affect as a new component in the study of OCB, as we consider that job satisfaction plays an important role for employees who are assuming further responsabilities than those of formal job.We used a sample of 2,133 employees obtained from the Quality of Life at Work Survey conducted by the Spanish Ministry of Employment. We found evidence that the psychological climate has a positive influence on OCB (for instance, doing further efforts than those the organization requires). Furthermore, we demonstrated that the effect of psychological climate on OCB is due to higher employee job satisfaction levels.Este trabajo ha obtenido el Accésit Premio Estudios Financieros 2009 en la modalidad de Recursos Humanos. La viabilidad organizativa en una era económica compleja, confusa y en constante cambio requiere un comportamiento supra-rol por parte del empleado que no se puede prescribir o demandar de antemano para un puesto de trabajo determinado y que va más allá de las funciones y responsabilidades definidas en las descripciones formales de los puestos de trabajo. Estos comportamientos se conocen con el nombre de comportamientos de ciudadanía organizativa (OCB, por sus siglas en inglés) e incluyen cualquiera de los gestos que lubrican la maquinaria social de la organización, pero que no son inherentes a la noción habitual de lo que es la realización de tareas. Las investigaciones existentes acerca de los OCB en la empresa consideran que estos comportamientos están influidos por las cogniciones, a saber, los pensamientos que tienen los empleados acerca del trabajo, y por el afecto, es decir, los sentimientos que muestran los empleados sobre el trabajo. En nuestro estudio, integramos los dos antecedentes de los OCB de los empleados en un único modelo de investigación. En concreto, examinamos la influencia que tiene el clima psicológico (es decir, las percepciones de los empleados acerca de diferentes facetas de su trabajo: sus cogniciones) sobre los OCB. Asimismo, nuestra investigación defiende que la satisfacción laboral (afecto) es una variable que puede explicar esta relación. Por tanto, nuestra investigación complementa estudios previos al introducir un componente afectivo en el estudio de los OCB, ya que consideramos que es importante el papel de la satisfacción para contar con trabajadores que actúan más allá de las exigencias propias de su puesto de trabajo. A partir de los datos de 2.133 empleados tomados de la Encuesta de Calidad de Vida en el Trabajo, del Ministerio de Trabajo y Asuntos Sociales, se confirma por una parte que un clima laboral percibido como beneficioso por los trabajadores explica el hecho dee que éstos se comporten de manera ciudadana a favor de la organización (por ejemplo, realizando esfuerzos más allá de los exigidos para contribuir al éxito de la empresa). Además, los resultados obtenidos confirman el efecto mediador de la satisfacción laboral en esta relación. En definitiva, si los trabajadores muestran OCB se debe en parte a que un mejor clima laboral modificará sus actitudes, en concreto, aumentará su nivel de satisfacción