Identifying the determinants of individual scientific performance: A perspective focused on AMO theory

Purpose: The aim of this study is to empirically analyse how motivation and the opportunity toinvestigate enhance the direct relation between the researcher’s human capital and individual scientific performance. Design/methodology: Following recent investigations of strategic human capital and the abilities-motivation-opportunity (AMO) theory, we propose a double quantitative-qualitative methodology to identify the determinants of individual scientific performance. Findings: Applying regression analysis to a sample of 471 Spanish academic researchers, we confirm the moderating role of a researcher’s motivation and opportunities. Originality/value: Drawing on the empirical evidence obtained, this work discusses the relevant determinants of scientific productivity, providing practical recommendations for research management and policy makingPeer Reviewe

Self-criticisms toward a socially responsible science in the field of management

Management scholarship should be placed in a unique position to develop relevant scientific knowledge because business and management organizations are deeply involved in most global challenges. However, different critical voices have recently been raised in essays and editorials, and reports have questioned research in the management field, identifying multiple deficiencies that can limit the growth of a relatively young field. Based on an analysis of published criticisms of management research, we would like to shed light on the current state of management research and identify some limitations that should be considered and should guide the growth of this field of knowledge. This work offers guidance on the main problems of the discipline that should be addressed to encourage the transformation of management research to meet both scientific rigor and social relevance. The article ends with a discussion and a call to action for directing research toward the possibility and necessity of reinforcing “responsible research” in the management field.The author(s) disclosed receipt of the following financial support for the research, authorship, and/or publication of this article: This study has benefited from financing from the Research Project ECO2014-56580-R of the Spanish Ministry of Economy and Competitively, and the Research Projects P12-SEJ-1810 and P12-SEJ-1618 from the Andalusia Government (Spain) and PR2016-018 (Research Projects University of Cadiz)

A typology of principal investigators based on their human capital: an exploratory analysis

There is burgeoning literature on principal investigators (PIs) and their influential role in science, technology transfer and research commercialisation. However, there is yet no analysis of this actor from the perspective of their human capital (HC), i.e., the combination of knowledge, abilities and skills that they possess. Consequently, the purpose of this paper is to fill this gap by identifying whether a range of different PI profiles exists, based on their different HC. A cluster analysis was developed using a database comprised of 224 PIs of research teams, from a wide range of scientific fields. Three different PI profiles were identified, research-oriented PIs, accomplished PIs, management-focused PIs. The relationship between each of these profiles and their performance was analysed at both individual and research team level, and our findings reinforce the idea that there is not a size that fits all. Indeed, contrary to the ‘more is better’ statement, higher levels of HC are not necessarily connected to better results, our findings suggested an adequate combination of HC as the best option for PIs. Results of the relationship between PI gender, performance and the three different PI profiles have been examined, as well

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

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

Managing the “valley of death” between the management research and the management practice: An empirical academic evidence

La investigación generada por los académicos en el campo del Management, a menudo, tiene poca relevancia para los profesionales. Esta brecha que divide a académicos y profesionales ha sido ampliamente aceptada en la literatura, generándose un amplio debate al respecto. Sin embargo, la literatura en este tópico no representa un discurso fielmente estructurado, y en su mayor parte, no está sustentada en trabajos empíricos. En el presente trabajo hacemos una doble contribución a esta literatura: 1) En primer lugar, una extensa literatura ha sido desarrollada con el objetivo de analizar y aportar diferentes recetas que permitan acercar a ambas comunidades. Con el fin de ofrecer una visión más sistemática de la literatura en este tópico, clasificamos estos trabajos en tres corrientes distintas en función de las ideas en las que se sostienen. 2) Por otro lado, la revisión de la literatura muestra que existe una necesidad de desarrollar más evidencia empírica que contribuyan a identificar diferentes causas o determinantes de la brecha entra ambas comunidades en nuestro campo. Por ello, identificamos diferentes causas que pueden provocar una desconexión con los profesionales de nuestro campo, gracias a la evidencia empírica obtenida a través de entrevistas a 15 académicos pertenecientes a la disciplina del Management. Finalmente, este trabajo concluye con una discusión de los principales hallazgos derivados del análisis cualitativo y diferentes recomendaciones prácticas que podrían ayudar a cerrar la brecha.The knowledge generated by academics in the field of Management is often criticized because of its reduced relevance for professionals. In recent studies, researchers agree that there is an important gap between management research and practice. However, the literature in this topic does not represent a finely structured discourse, and for the most part, it is not based on empirical works. In this paper, we make a double contribution to this literature: 1) First, an extensive literature has been developed with the aim of analysing and providing different solutions that allow linking both communities. In order to offer a more systematic view of literature in this topic, we classify these works into three different currents according to the ideas in which they are held. 2) On the other hand, the review of the literature shows that there is a need to develop more empirical evidence to help identify different causes or determinants of the gap between both communities in our field. Therefore, we identify different causes that may cause a disconnection with professionals in our field, through empirical evidence obtained in interviews with 15 academics belonging to the discipline of Management. Finally, this work concludes with a discussion of the main findings derived from the qualitative analysis and different practical recommendations that could help close the gap

Influencia de factores del entorno en la adopción de políticas de recursos humanos en las PYMEs

En los últimos años se ha producido un interés creciente por parte de los académicos y profesionales del campo de los recursos humanos, por señalar a éstos como un recurso estratégico, fuente de ventaja competitiva para las organizaciones. Numerosos trabajos han señalado la exigencia de un ajuste entre las estrategias de negocio y las de recursos humanos, así como la necesidad de contar con una mano de obra altamente motivada y cualificada para poder llevar a cabo la implantación de dichas estrategias (Wright y McMahan, 1992; Deshpande y Golear, 1994). Aunque la mayor parte de la literatura en este campo se ha desarrollado en el marco implícito de grandes organizaciones, las pequeñas y medianas empresas no son una excepción a estas propuestas. En efecto, la pequeña y mediana empresa ha sido en los últimos años el centro de atención de numerosos trabajos, principalmente por su gran capacidad de generación de empleo y por el papel primordial que juegan como generadoras de riqueza (Lafuente y Yagüe, 1989; Huck y McEwen, 1991; Tirado, et al., 1995; Alvarez y García, 1996; Camisón, 2000, 2001; Gómez 1997; Gadenne, 1998); pero son pocas las investigaciones que se han centrado en procesos y estrategias de recursos humanos en estas organizaciones (Gulbro et al., 2004; Bacon y Hoque, 2005), eludiéndose por tanto la característica del tamaño empresarial en el análisis de las políticas sociales de la empresa. Algunos autores han señalado que la escasa literatura en recursos humanos en el ámbito de las PYMEs (Bacon y Hoque, 2005; Katz et al., 2000; Wilkinson, 1999; Katz, Aldrich, Melbourne y Williams, 2000), no da pautas suficientes sobre cómo enfocar los sistemas de gestión de recursos humanos para poder lograr el ajuste con la estrategia de la empresa, al objeto de obtener ventajas competitivas sostenibles; ni han desarrollado los procesos de formulación de estrategias de recursos humanos. Por ello, el objetivo de este trabajo es el del análisis de la literatura en recursos humanos desde la óptica de las pequeñas y medianas empresas. Específicamente nos vamos a centrar en las perspectivas de configuración de sistemas de recursos humanos y su vinculación a la estrategia empresarial. Posteriormente analizamos los factores determinantes del grado de desarrollo de sistemas de recursos humanos en estas organizaciones, extrayendo de los mismos una serie de hipótesis que trataremos de contrastar en una población de pequeñas y medianas empresas, a partir de una muestra de 816 PYMEs de la Comunidad Autónoma de Andalucía, para una vez analizados los datos y los resultados, extraer conclusiones que puedan aportar alguna luz tanto en el ámbito de la investigación como en el profesional.In the last years, several HR models have been proposed to explain how HR systems are defined. The majority of them have proposed internal factors that determine the degree to which certain HR practices are adopted. Nevertheless, reviewing this literature, we can observe that the majority of the models have been designed for big organizations, which normally have formal structures and explicit HR management patterns (Gulbro et al., 2004; Bacon and Hoque, 2005). In our opinion, the particular characteristics of SMEs make it interesting to study the HR function in these organizations. Size must be therefore considered as a factor that directly determines the strategic orientation of firms’ social policy. To be successful in current global markets, SMEs need highly motivated and qualified workforces, able to improve quality and reduce costs (Holt, 1993). Nevertheless, to develop this human resource pool, firms need to implement human resource strategies (Wright y McMahan, 1992; Deshpande y Golear, 1994). SMEs have attracted the attention of several empirical studies in the last 20 years. In fact, this group of organizations is the main generator of employment and wealth in the whole worlds (Lafuente and Yagüe, 1989; Huck and McEwen, 1991; Tirado, et al., 1995; Alvarez and García, 1996; Camisón, 2000, 2001; Gómez 1997; Gadenne, 1998). As a consequence of this explosion of the literature about SMEs, nowadays, we know much more about their particular conditions and their relationships with the economic environment. Literature has highlighted the importance of human resources for SMEs (Bacon y Hoque, 2005; Katz et al., 2000; Wilkinson, 1999; Katz, Aldrich, Melbourne y Williams, 2000), but does not offer orientations about how to design human resource management systems that could help the firm to obtain sustainable competitive advantages. Moreover, literature has not proposed processes to formulate those human resource strategies. Therefore, in this paper, we concentrate our effots in analysing the different human resource strategic perspectives, focusing on the specific conditions of SMEs. In the second part of the paper, we will study the factors that influence the development of human resource systems within these organizations, trying to verify certain hypothesis extracted from precedent literature by using data from a sample of 816 SMEs located in the frame of the Autonomous Region of Andalusia.Junta de Andalucía P07-SEJ-02776Ministerio de Educación y Ciencia ECO2008-05171/EC

Criterios de ordenación temporal de las intervenciones quirúrgicas en patología cardiovascular y endovascular adquirida. Versión 2022

Waiting list management of cardiac surgical procedures is a main concern for all the Spanish autonomic health systems and for our scientific Society. The first statement for optimal timing of patients waiting for cardiac surgery was published in 2000. Since then, after significant changes in the management of some pathologies, new normative frameworks and the current healthcare situation, a review of the timing criteria to offer an adequate and updated standard of care is needed. In this document we aim to review the available literature in the field and stablish a consensus within a working group of the Spanish Society of Cardiovascular and Endovascular Surgery to optimize the priority recommendations in cardiac surgical waiting lists in our country. (c) 2022 Sociedad Espanola de Cirugia Cardiovascular y Endovascular. Published by Elsevier Espana, S.L.U. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/ riccuses/by-nc-nri/4.0/)

Virtualizing university teaching through Open Educational Resources by means of ArcGIS Online (REARGOL)

La pandemia provocada por el virus SARS-CoV-2 (COVID19) ha demostrado la necesidad de acelerar la digitalización de la docencia universitaria. Las herramientas digitales para la transferencia ciencia-educación, que ya eran esenciales para asegurar la calidad de la docencia presencial, se han transformado en imprescindibles cuando las circunstancias han impuesto la docencia virtual. El proyecto REARGOL ha desarrollado y ensayado en ArcGIS online instrumentos para la virtualización de contenidos en asignaturas de grado y máster, sobre geomorfología, gestión de desastres, patrimonio natural y patrimonio cultural. Ha sido un ensayo piloto, replicable en todas las titulaciones y temáticas susceptibles de generar información geoespacial (prácticamente todos los títulos y áreas de conocimiento). El único límite es la imaginación. El proyecto ha priorizado la participación de estudiantes de grado, máster y doctorado, que han desarrollado 4 tipos de aplicaciones: Mapas Web y Web AppBuilder (visores cartográficos interactivos), encuestas Survey 123 (formularios recogida de datos), Cuadros de Mandos (plataformas online que permiten combinar varias aplicaciones) y Story Maps (presentaciones para mostrar conjuntamente información y aplicaciones ArcGIS online). Las aplicaciones que se ensayaron con éxito durante el curso 2020-2021, en asignaturas de grado y máster, así como en TFMs y TFGs, continúan utilizándose en el curso 2021-2022.The SARS-CoV-2 (COVID19) pandemic has shown the urgent need to improve university teaching. Digital resources for Science-Education transfer, which already were crucial for ensuring the quality of face-to-face teaching, turned to be indispensable when the health crisis forced virtual teaching. The REARGOL project has developed and tested ArcGIS Online tools for the virtualization of Bachelor’s and Master’s courses focused on geomorphology, natural disaster management, and natural and cultural heritage. This has been a preliminary test that could be applied to all undergraduate and postgraduate degrees, that can produce geospatial information in all knowledge areas. Imagination is the only constraint. The project has prioritized the participation of undergraduate and postgraduate students (Master and PhD). The project has priorized the participation of undergraduate and postgraduate (Master’s and PhD) students. They have developed four types of applications: Web Maps and Web AppBuilder (interactive cartographical viewers), Survey 123 (data collection forms), Dashboards (online platforms allowing to combine several applications) and Story Maps (presentations for displaying information and ArcGIS online applications). The tools successfully tested during the 2020-2021 academic year are still being used in the current one, in Bachelor’s and Master’s degrees, as well as in Bachelor’s and Master’s final dissertations.Depto. de GeografíaFac. de Geografía e HistoriaFALSEsubmitte