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4. Sustainable Human Resource Management and Organisational Performance: An Integrating Theoretical Framework for Future Research

Author

Muñoz-Pascual, Lucía and Galende, Jesús

Subjects
Research Articles
Abstract

This paper identifies and analyses six relevant approaches for the analysis of Sustainable Human Resource Management and Organizational Performance: Resource-Based View, Dynamic Capabilities View, Knowledge-Based View, Behavioral Theory, Human Relations Theory, and Cooperative Systems and Ambidextrous Organizations. They are complementarity approaches. They can all be applied to the analysis of a specific resource or capability for sustainable human resource management (HRM) and, consequently, organisational performance. However, the contributions made by the Resource-Based View and the new approach of Ambidextrous Organizations seem to be the most comprehensive approaches for studying sustainable HRM from an internal perspective of firms that allows the long-term development of their organizational and society performance., Este documento identifica y analiza seis enfoques relevantes para el análisis de la gestión sostenible de los recursos humanos y el desempeño organizacional: visión basada en recursos y capacidades, visión de capacidades dinámicas, visión basada en el conocimiento, teoría del comportamiento, teoría de las relaciones humanas y sistemas cooperativos y organizaciones ambidiestras. Son enfoques complementarios. Todos pueden aplicarse al análisis de un recurso o capacidad específicos para la gestión sostenible de los recursos humanos y, en consecuencia, el desempeño organizacional. Sin embargo, los aportes de la visión basada en recursos y capacidades y el nuevo enfoque de Organizaciones Ambidiestras parecen ser los enfoques más integrales para estudiar la gestión sostenible desde una perspectiva interna de las empresas que permite el desarrollo a largo plazo de su desempeño organizacional y social.

Published
2020

11. The appropriation of the results of innovative activity.

Author

Galende, Jesús

Subjects
*TECHNOLOGICAL innovations, *INFORMATION services, *INTELLECTUAL property, *BUSINESS enterprises, *KNOWLEDGE management, *INFORMATION science, *PATENT law, *INVENTIONS, *HYPOTHESIS
Abstract

The aim of this paper is to analyse the five fundamental alternatives within reach of the innovator for achieving a better appropriation of the results of technological activity. These are patents, industrial secret, cost and time for imitation, continuous innovation and complementary resources. We seek to contrast which factors determine the firm's choice of one method or another. By applying a model and different working hypotheses to a sample of 152 Spanish innovative firms, we establish how and to what degree the Spanish firms protect their technology and which resources and innovative characteristics determine the firm's choice of method of appropriation of innovative results. [ABSTRACT FROM AUTHOR]

Published
2006
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12. Human Resource Management Contributions to Knowledge Sharing for a Sustainability-Oriented Performance: A Mixed Methods Approach.

Author

Muñoz-Pascual, Lucía, Galende, Jesús, and Curado, Carla

Abstract

This research examines how internal and external Human Resource Management (HRM) contributes to Knowledge Sharing (KS) in order to reach Sustainability-Oriented Performance. This paper uses a mixed methods approach to report on the main antecedents of KS for Sustainability-Oriented Performance. There are many antecedents of KS both inside and outside organizations that are as yet unidentified. This research applies two complex statistical techniques, namely, structural equation modeling (SEM) (Study 1) and fuzzy-set Qualitative Comparative Analysis (fsQCA) (Study 2). First, SEM is used to determine the antecedents of KS for Sustainability-Oriented Performance: Affective Commitment (AC) (an internal dimension of HRM) and a collaboration-oriented Human Resource Management system (CHRMS) (an external dimension of HRM). Second, three multi-group SEMs are used to determine whether a manager's characteristics (age and gender) and firm size moderate the relationship between KS and its antecedents. Finally, an fsQCA is conducted to identify alternative configurations that lead either to KS or to its absence. The sample comprises data from an online survey of 367 certified innovative Portuguese small and medium enterprises (SMEs). The SEM results show that a collaboration-oriented HRM system always has a positive effect on KS for Sustainability-Oriented Performance. In addition, if the manager is a young man working in a small firm, their AC positively affects KS. There are alternative configurations that lead to the presence or absence of KS. There is, therefore, empirical evidence for the moderating effects of the manager's age and gender, and firm size. Our study offers improved new HRM configurations and results when compared to the sole use of traditional quantitative statistical methods. The results are consistent and conclusive. [ABSTRACT FROM AUTHOR]

Published
2020
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