¿Cuáles son los efectos de la digitalización de los RRHH (e-HRM) en el desarrollo y retención del talento en las empresas?

Working Paper del Departament d’Organització D’empreses de la Universitat Politècnica de Catalunya.Este Proyecto de Investigación pretende responder a la pregunta de cuáles son los efectos de la digitalización de la gestión de los RRHH (e-HRM) en el Desarrollo y Retención del Talento en las empresas. La investigación planteada tratará de encontrar relaciones influyentes a partir de las características personales, profesionales y del puesto de trabajo sobre el nivel de uso de las herramientas digitales en e-HRM. Posteriormente se analizará la relación entre ese nivel de uso digital y la Retención y Desarrollo del Talento en la empresa. Adicionalmente se pretende orientar a los profesionales del departamento de RRHH para que, en base a los resultados obtenidos, faciliten el uso de las nuevas tecnología e-HRM con el objetivo final de retener y desarrollar al talento de la empresa.Preprin

Employee work-life balance, satisfaction and burnout in Iran and Spain

Purpose of the study: This research explores the effects of Work-Life Balance (WLB) on job and life satisfaction, and burnout in Iran and Spain. Besides, this research investigates the impact of WLB on organizational commitment and the mediating role of this factor on the studied outcomes. Methodology: This study uses confirmatory factor analysis and structural equation modeling in AMOS to analyze a sample of 263 full-time employees. The sample includes employees from various sectors and firms. The same measurement scales, factors, and structural models were used in both studied countries. Main Findings: The results of this study confirm that there are positive relationships between WLB and job and life satisfaction and negative relationships between WLB and burnout in both countries. Furthermore, results confirm the partial mediating role of organizational commitment on WLB and the studied outcomes in a way that WLB has a positive impact on the organizational commitment which is, in turn, positively associated with job satisfaction and negatively related to cynicism in both country samples. Applications of this study: These findings involve that WLB has a positive impact on employees' outcomes. Therefore, organizations should implement and promote WLB policies as a means to increase their employees' satisfaction while reducing job burnout. Employers' attention to WLB should be prominent. Novelty/Originality of this study: This research is one of the first studies to investigate WLB outcomes in Middle-Eastern societies like Iran and compare them with western societies. The results show more similarities than differences between the two studied country samples, although few differences are foundPeer ReviewedPostprint (published version

Aprendizaje basado en juegos: el ajedrez como método de aprendizaje de la estrategia empresarial

Working Paper del Departament d’Organització d’Empreses de la Universitat Politècnica de Catalunya.En este estudio se propone el uso del ajedrez como herramienta para la adquisición de competencias en la definición de la estrategia empresarial. La unión de las teorías de dirección de empresas con aquellos factores estratégicos y tácticos del juego de ajedrez ha permitido encontrar una analogía entre ambos contextos para ser usado de forma pedagógica. El uso de la metodología basada en juegos permite adquirir las competencias para la formulación e implantación de la estrategia en un entorno seguro, a través de un sistema motivador para el estudiante, basado en la experiencia, la intuición y el fomento del talento y la creatividadPreprin

Estado del arte sobre la investigación en identidad organizacional

Working Paper del Departamento de Organización de Empreses de la Universitat Politècnica de Catalunya sobre la investigación en identidad organizacional.El estado del arte es una forma de aludir a lo que se sabe sobre una materia, lo que se ha dicho hasta el momento que ha sido más relevante. En este sentido la pretensión de este documento es situar al lector interesado en cuál es la situación de conocimiento actual sobre la identidad organizacional. Esta materia ha ido tomando relevancia en la investigación científica sobre dirección de empresas en los últimos años. De hecho, la identidad organizacional se ha revelado como un activo intangible de gran influencia en las organizaciones, hasta tal punto que su errónea evaluación o tratamiento puede conllevar graves repercusiones para la organización, incluso su desaparición. La identidad organizacional ha adquirido el interés científico, si bien los investigadores más relevantes en esta materia coinciden en que los trabajos de investigación no han alcanzado su culminación, más bien se encuentran en fases iniciales y animan a continuar investigando en este área de conocimiento.Preprin

Organizational forgetting in higher education

This paper compiles and unifies the literature about turnover, organizational unlearning and especially, organizational forgetting. From this departure, the researchers propose a pilot study: An inductive research in order to identify the factors that affect organizational forgetting. To achieve this goal, the researchers have carried out a literature review of the topic in depth and an empirical study based on the analysis of a set of interviews in the field of university education, more specifically, in a whole university department. This paper presents the methodology, the results and the conclusions of this pilot study. The final objective of this research is to present a framework about the factors that influence organizational forgetting when turnover takes place.Peer ReviewedPostprint (published version

Network learning: episodes of interorganizational learning towards a collective performance goal

Little is known about learning processes in horizontal networks. This study focuses on networks as learning entities, i.e. learning by multiple organizations as a group, and the mechanisms involved in developing and addressing a network-level performance goal. By using a narrative approach, we gather in-depth primary data from network members to examine: how do firms engage in network learning? and, how is network learning coordinated towards a performance goal in a horizontal inter-firm network? Our findings comprise two learning episodes: ‘learning how to compete’ and ‘learning how to perform’. These episodes help us to understand network learning processes; the relationship between network learning and organizational learning; and the regulatory role a hub firm provides towards a collective performance goal.Peer ReviewedPostprint (author's final draft

Relevance of corporate boards in driving performance in the period that covers financial crisis

Purpose: This paper aims to examine the relevance of boards in driving firm level performance. For this purpose, it considers firms listed on Ireland and Spain stock exchanges for the period 2005 to 2014, over a period that includes the global financial crisis. Design/methodology/approach: This study uses panel data regression analysis to analyse the effects of board characteristics on performance and also uses alternate model specifications to test the significance of robustness of relationships. Findings: The impact of board size on performance is negative and significant for Irish and Spanish firms for the study period. In general, the board independence has a positive effect on the performance of Spanish firms for the complete study period and suggests consistency with the resource dependency theory. Research limitations/implications: The analysis suggests that in general, the non-executive and the board size do not affect the corporate performance of Irish and Spanish firms during the financial crisis. The fixed effects model suggests positive effects of gender diversity on performance for Spanish firms, while the random effects indicates negative relationship between gender diversity and performance for Irish companies. Practical implications: The evidence on the Spanish firms suggests that female representation on the boards may be critical during the financial crisis Social implications: The quota legislation on female board representation in Spain is yielding superior results over the soft law approach by Irish firms during the times of financial crisis period. Originality/value: This study contributes to the literature on the corporate governance practices and performance of two countries that were strongly affected by the crisis in the European Union. As governments increasingly contemplate board gender diversity policies, this study offers useful empirical insights on Spanish and Irish firms.Peer ReviewedPostprint (author's final draft

Pandemic impact on supply chains: strategies to minimize supply chain disruption

Working Paper del Departament d’Organització d’Empreses de la Universitat Politècnica de Catalunya.Covid-19 pandemic has challenged all the areas of living of people in the last year, supply chains were not excluded by it. Restriction measures, global health concerns and drastic-unreasonable demand changes were the main issues supply chains had and still have to face in the most globalized world ever seen. The aim of this work is to understand how the pandemic impacted in the supply chains, the first reactions of companies to minimize the disruption of the production, logistic and supply shock and finally the measures to be taken in order to prevent future problems. The question of this study is, in fact: how did supply chains react to pandemic and what can they do to be more resilient? To answer this question, in the first section we show the chronological development of the pandemic, starting from China’s outbreak and its expansion to the rest of the world, keeping in mind the economical context in which the event takes place. In the second section we first review literature on natural disasters, since it are the most similar events to a pandemic in terms of their effects. Moreover, in the third section we depict the suggestions to move to a more resilient management of the supply chain and the possible measures to be taken by supply chain managers. The focus will be on the improvements and weaknesses of current supply chain management techniques, such as Just-In-Time methodology, in-shoring possibilities and demand management. At this study publishing, supply chains are still struggling with uncertainty associated with the pandemic situation and need to change some of their features and strengthen others to prevent future disruptions. Future researches could take advantage of more specific and updated information on this topic.Preprin

Investigación sobre las relaciones entre los componentes de la Compensación Total y la Satisfacción Laboral de empleados y mandos intermedios en España

Working Paper del Departament d’Organització d’Empreses de la Universitat Politècnica de Catalunya. DITS 11/2017La investigación sobre los sistemas de compensación ha evolucionado desde la retribución basada en el desempeño, la retribución variable y los beneficios sociales a la compensación por competencias y a la compensación total. Con la incorporación al mundo laboral de la generación millennials toman protagonismo algunos elementos de la compensación total que presuponemos generadores de satisfacción en el puesto de trabajo. Esta investigación analizará una muestra amplia de empleados y mandos intermedios en empresas españolas y tratará de determinar la medida en que ocho factores concretos de la compensación total: soporte del supervisor, perspectivas profesionales, flexibilidad laboral, comunicación, evaluación del desempeño, organización, trasparencia y valores, influyen en el nivel de satisfacción laboral. El estudio analizará la influencia de cada factor en la satisfacción laboral y pretende ser de ayuda a directivos y empresarios para mejorar la satisfacción de sus empleados, incrementando la “compensación” al margen de los salariosPreprin

Ciclos de aprendizaje y olvido organizativo causado por la rotación de personal: resultados de un diseño cuasi-experimental en dos empresas industriales

En esta investigación exploramos el olvido organizativo, la idea de que el conocimiento de una organización puede depreciarse por la pérdida de capital humano. Para ello se ha desarrollado un múltiple estudio de casos en profundidad por medio del uso de series temporales interrumpidas. La evidencia empírica parece sugerir que el olvido organizativo tiene lugar cuando se da rotación de personal. Los resultados confirman la posibilidad de descensos de productividad a pesar del crecimiento continuo de producción acumulada, si ocurren cambios en las características de los recursos donde reside la experiencia.Peer ReviewedPostprint (published version