Socially Responsible Human Resource Management and Employee Perception: The Influence of Manager and Line Managers

The aim of this article is to contribute to understanding the importance of considering the effect of employees’ perceptions of Socially Responsible Human Resource Management (SR-HRM) on employee commitment. Results, applied to different levels of the organization (HR managers, line managers and employees) show, on one hand, that there is a relationship between a SR-HRM and employee commitment, and on the other hand, that employees’ perceptions have an influence on the extent to which these relationships are developed. HR managers and line managers perceived SR-HRM in a similar way and line managers and non-managerial employees generally did too. The frequency with which line managers disagree with employees’ perceptions about socially responsible practices was low. Suggestions for HRM practice and future research are provided

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

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

Synthesis of IAN-type N,N-Ligands via Dynamic Kinetic Asymmetric Buchwald-Hartwig Amination

The Pd-catalyzed coupling of racemic heterobiaryl bromides, triflates, or nonaflates with aryl/alkyl primary amines using QUINAP as the ligand provides the corresponding axially chiral heterobiaryl amines with excellent yields and enantioselectivities. Reactivity and structural studies of neutral and cationic oxidative addition intermediates support a dynamic kinetic asymmetric amination mechanism based on the labilization of the stereogenic axis in the latter and suggest that coordination of the amine to the Pd center is the stereodetermining step.Ministerio de Ciencia e Innovación CTQ2013-48164-C2-1-P, CTQ2013-48164-C2-2-P, RYC-2013-12585 for A.R.European FEDER FundsJunta de Andalucía 2012/FQM 1078

Gestión del capital social a través del desarrollo de ciertas políticas de recursos humanos

La dinámica relacional que se produce dentro y entre organizaciones, se concibe en los últimos años, como un recurso que puede contribuir a la orientación y al posicionamiento estratégico de las organizaciones, y, por consiguiente, al sostenimiento de ventajas competitivas. Un equipo donde priman características tales como la cohesión, la confianza, la reciprocidad o la comunicación frecuente, fomenta que todos los actores de la red se encuentren implicados en la consecución de unos objetivos comunes y, en consecuencia, se alcancen beneficios superiores a los de la competencia. Sin embargo, son muy pocos los estudios que han ofrecido evidencias acerca de cómo la gestión efectiva de ciertas características y propiedades de la red, como la dinámica de trabajo que se desarrolla o la interacción en el grupo, puede ser útil para el funcionamiento del grupo de trabajo y, en última instancia, para el desempeño organizativo. Así, este trabajo se plantea con el objetivo de explicar los mecanismos de los que disponen las organizaciones para gestionar este flujo de comunicación.During the last years, the relational dynamics that takes place inside and between organizations has been conceived as a resource able to contribute to the orientation and the strategic positioning of the organizations, and, as a last resort, to the support of the competitive advantages. A certain group whose most prominent characteristics are cohesion, trust, reciprocity or the frequent communication, encourages all the actors of the networks to get involved in the attainment of some common objectives, resulting in the achievement of benefits superior to those of the competition. Nevertheless, there are very few studies including evidences about how the effective management of certain characteristics and properties of the network, such as the work dynamics developed or de interaction in the group, may be useful for the operation of the work group itself and, therefore, generate performance. Thus, the objective of this work is to explain the mechanisms available for the organizations in order to manage this communication flow

Red-Emitting Tetracoordinate Organoboron Chelates: Synthesis, Photophysical Properties, and Fluorescence Microscopy

Seven tetracoordinate organoboron fluorophores with heterobiaryl N,O- or N,N-chelate ligands were prepared and photophysically characterized (in toluene). The electronic variation of the heteroaromatic moiety provided a means for the fine-tuning of the UV/vis absorption and emission spectra. In the most interesting cases, the spectra were red-shifted to maximum absorbance at wavelengths longer than 500 nm and emission maxima between 620 and 660 nm. The pronounced intramolecular charge-transfer character of the dyes yielded large Stokes shifts (3500-5100 cm), while maintaining appreciable fluorescence quantum yields of up to 0.2 for emission maxima longer than 600 nm. The lipophilic character of the dyes enabled their application as stains of vesicle substructures in confocal fluorescence microscopy imaging.Ministerio de Economía y Competitividad CTQ2014-54729 - C2 - 1 - P for U.P., CTQ2013 - 48164 - C2 - 1 - P , CTQ2013 - 48164 - C2 - 2 - P for A.R., CTQ2013 - 41339 - P, CTQ2015 - 71896 - REDT for E.P.I., Ramón y Cajal contract RYC - 2013 - 12585 for A.R.FEDER FundJunta de Andalucía 2012/FQM - 2140 for U.P., 2009/FQM - 4537 and 2012/FQM - 1078 for A.R

Susceptibility and resistance of lactic acid bacteria and yeasts against preservatives with potential application in table olives

In the present study, a dose-response model was used to investigate the susceptibility (NIC) and resistance (MIC) of the lactic acid bacteria and yeast populations with respect to five chemical preservatives (fumaric and pyruvic acids, cinnamaldehyde, sodium metabisulphite and natamycin) with potential application in table olives. Results were compared with respect to potassium sorbate, a well-known preservative habitually used in olive packaging. Sodium metabisulphite was the most efficient preservative to control lactic acid bacteria growth (MIC, 50 ppm), followed by cinnamaldehyde (1060 ppm) while pyruvic acid required higher concentrations (3211 ppm). Natamycin (25 ppm) was highly efficient against yeasts, followed by cinnamaldehyde (125 ppm), potassium sorbate (553 ppm), sodium metabisulphite (772 ppm) and pyruvic acid (3038 ppm). Fumaric acid, in the range assayed (0–2000 ppm), did not show any inhibitory effect against these two microbial groups. This survey presents for the first time a comparative study of the efficiency of potential preservatives to control the growth of table olive related microorganisms. Further studies should be performed to validate their effects and interactions in the food matrix.The research leading to these results has received funding from INTERACEITUNA (Organización Interprofesional de la Aceituna de Mesa, Spain) and the Junta de Andalucía. FNAL thanks to the Spanish Government and CSIC for his Ramón y Cajal postdoctoral research contract, while VRG thanks the AgriFood Campus of International Excellence (ceiA3), Bank of Santander, Spanish Government and ‘Aloreña de Málaga’ Olive Manufacturing Association for her pre-doctoral fellowship (training and formation program of Ph.D. in companies).Peer Reviewe

Capital riesgo e innovación: un análisis en la comunidad europea

The figure of risk capital has turned into a current issue in economic life and literature, mostly when we analyse the financial sources of small and médium innovative compahies. This article is directed lo study the development of risk capital in different countries in the European Economic Community, using as a conducting thread of the analysis the supposed relation hetween Risk Capital and Innovation.La figure du Capital Risque est devenue un theme d'actualité dans la vie et la littérature économiques, surtout au moment d'analyser les sources de financement des petites et moyennes entreprises innovatrices. Le présent article s'oriente á étudier le développement du Capital Risque dans les différents pays de la Communauté Européenne, en utilisant comme fil conducteur de Tanalyse la supposée relation entre Capital Risque et Innovation

Emotional Capital in Family Businesses: Decisions from Human Resource Management Perspective

Nowadays, family businesses (FBs) have become a distinctive organizational model, not only for preserving the values of their founders in times of technological, political and economical changes but also for fostering a different kind of organization surrounded by emotional ties. This is particularly interesting to the human resource management (HRM) area, because managers must take decisions aimed at achieving economic and financial goals, which often affect the emotional stability of family members. Regarding this issue, the term emotional capital (EC) appears as a set of assets based on the emotions that the organization has developed over time with their employees. This chapter examines, from the HRM perspective, how human resource choices can be affected in order to preserve a positive EC for organizations. Due to the social implications emotions have in HRM, the chapter also links corporate social responsibility (CSR) as an important management strategy, focused on meeting employees and social concerns, as a way to strengthen the emotional bonds in companies. The literature review and institutional reports pointed the characteristics of FB in Spain, describing how companies could design human resource policies and practices aimed at keeping EC. Finally, the configurational approach of HRM is used to explain the design of the best possible human resource practices adapted to a particular context like FB

Impact of socially responsible human resources policies on intellectual capital

Objeto: La presente investigación se centra en los beneficios que la responsabilidad social puede reportar al área de recursos humanos, examinado el impacto que una configuración de políticas y prácticas de recursos humanos socialmente responsable tiene en la generación de valor de la empresa, y más concretamente en su capital intelectual. Diseño/metodología: El estudio realiza un análisis de regresión, testando los efectos individuales de las políticas de recursos humanos socialmente responsables en el capital intelectual, desglosado en tres variables principales como son capital humano, social y organizacional. Aportaciones y resultados: Los resultados del estudio arrojan luz sobre cómo la introducción de aspectos socialmente responsables en la gestión de los recursos humanos puede facilitar el intercambio de conocimientos, habilidades y actitudes -capital humano-; inducir a mejoras en la comunicación, confianza, cooperación entre los empleados -capital social- y, a su vez, generar un conocimiento institucionalizado codificado en la propia cultura organizativa -capital organizacional–. Limitaciones: El estudio solo proporciona información de grandes empresas de más de 250 empleados. Implicaciones prácticas: Existen importantes repercusiones en lo que a la medida de la responsabilidad social corporativa se refiere en el área de recursos humanos. Implicaciones sociales: Asimismo, se confirman importantes efectos sobre variables intangibles de carácter no económico, como es el caso del capital intelectual. Valor añadido: El valor del estudio reside en su novedad, testando configuraciones de recursos humanos socialmente responsables, así como los efectos directos de las diferentes políticas en el capital intelectual.Purpose: This research focuses on the benefits that social responsibility can report on the area of human resources, examined the impact of a socially responsible configuration of human resource policies and practices in the generation value process for the company, and more specifically in its intellectual capital. Design/methodology/approach: The study performed a regression analysis, testing the individual effects of socially responsible human resource policies on intellectual capital, broken down into three main variables such as human, social and organizational capital. Findings: The results shed light on how the introduction of socially responsible aspects in the management of human resources can facilitate the exchange of knowledge, skills and attitudes human--capital; lead to improvements in communication, trust, cooperation among employees social-capital and, in turn, generates an institutionalized knowledge encoded in the own organizational culture –organizational capital–. Research limitations/implications: The study only provides information from large companies with over 250 employees. Practical implications: There are important implications in the measure of corporate social responsibility concerns in the area of human resources. Social implications: Also important intangible effects on non-economic variables are confirmed, such as intellectual capital. Originality/value: The value of the study lies in its novelty, testing socially responsible configurations of human resources as well as the direct effects of different policies on intellectual capital.Peer Reviewe