Multianálisis de las organizaciones más valoradas para el desempeño laboral en España

  1. Francisco Jesús Ferreiro-Seoane 1
  1. 1 Universidade de Santiago de Compostela
    info

    Universidade de Santiago de Compostela

    Santiago de Compostela, España

    ROR https://ror.org/030eybx10

Revista:
Revista de métodos cuantitativos para la economía y la empresa

ISSN: 1886-516X

Ano de publicación: 2020

Volume: 29

Páxinas: 57-78

Tipo: Artigo

DOI: 10.46661/REVMETODOSCUANTECONEMPRESA.3470 DIALNET GOOGLE SCHOLAR lock_openAcceso aberto editor

Outras publicacións en: Revista de métodos cuantitativos para la economía y la empresa

Resumo

The present article intends to study the profile of the most valued companies regarding their labour performance in Spain. It also tries to determine the influence that this profile’s characteristics have on the overall rating. For that purpose, we analyse the 100 companies, taken from the ranking published by the Journal of Actualidad Económica (RAE in Spanish), with the highest value every year between 2013 and 2016. As first step, a descriptive analysis of the averaged valuations of the companies is made, grouping them by their nationality, the regions where the companies have their headquarters, their economic sector, their size and their market/share price. Secondly, using multiple regression models, the influence of these characteristics (as independent variables) on the total value (as a dependent variable) will be analyzed and quantified. Despite the studies carried out by some authors, none of them has analyzed objective variables of the companies to know their profiles and their possible influence onthe total value. The main findings show that the majority of the most attractive companies have an international character (17 countries); also, that the predominant sectors are the financial ones and those that develop professional and scientific activities, located in the capital of the country (76.8%) with a big size and listed on the market. It concludes that only the size and the market/share price could influence the total valuation of the companies. We highlight as main contributions the newness of this type of study using quantitative methods and a higher knowledge of the profile of the most attractive companies to work for in Spain

Referencias bibliográficas

  • Alles, M. (2006). Desarrollo del talento humano basado en competencias. Buenos Aires: Ediciones Granica, S.A.
  • Amossé, T., Bryson, A., Forth, J., & Petit, H. (2016). Managing and working in Britain and France: An introduction. En: T. Amossé, A. Bryson, J. Forth &p; H. Petit (Eds.), Comparative workplace employment relations. An analysis of practice in Britain and France (pp. 1-26). Londres: Palgrave MacMillan. DOI: 10.1057/978-1-137-57419-0_1.
  • Arikan, E., Kantur, C., Maden, C., & Telci, E.E. (2016). Investigating the mediating role of corporate reputation on the relationship between corporate social responsibility and multiple stakeholder outcomes. Quality & Quantity, 50, 129-149.
  • Armstrong, M. (2006). A handbook of human resource management practice. London: Kogan Page.
  • Ashton, C., & Morton, L. (2005). Managing talent for competitive advantage. Strategic HR Review, 4(5), 28-31. DOI: 10.1108/14754390580000819 .
  • Ballou, B., Godwin, N.H., & Shortridge, R.T. (2003). Firm value and employee attitudes on workplace quality. Accounting Horizons, 17(4), 329-341. DOI: 10.2308/acch.2003.17.4.329.
  • Betcherman, G., Leckie, N., & McMullen, K. (1997). Developing Skills in the Canadian Workplace: The Results of the EKOS Workplace Training Survey. Canadian Policy Research Networks, Otawa. Recuperado de https://www.voced.edu.au/content/ngv%3A31933
  • Bešlić, I., & Bešlić, D. (2008). Zadovoljstvo poslom. Škola biznisa, 3, 154-162.
  • Bethke-Langenegger, P., Mahler, P., & Staffelbach, B. (2011). Effectiveness of talent management strategies. European Journal of International Management, 5(5), 524-539. DOI: 10.1504/EJIM.2011.042177.
  • Bonache, J. (1996). El papel de la política de recursos humanos en la internacionalización de la empresa. Economía Industrial, 307, 37-48.
  • Brown, M. (2001). Unequal pay, unequal responses? Pay referents and their implications for pay level satisfaction. Journal of Management Studies, 38(6), 879-896. DOI: 10.1111/1467−6486.00263.
  • Capraro, A. J., & Srivastava, R.K. (1997). Has the influence of financial performance on reputation measures been overstated? Corporate Reputation Review, 1, 86-92. DOI: 10.1057/palgrave.crr.1540023.
  • Clark, A., Kristensen, N., & Westergard-Nielsen, N. (2007). Job satisfaction and co-worker wages: Status or signal? The Economic Journal, 119(536), 430-447. DOI: 10.1111/j.1468-0297.2008.02236.x.
  • Conway, N., Deakin, S., Komzelmann, S., Petit, H., Rebérioux, A., & Wilkinson, F. (2008). The influence of stock market listing on human resource management: Evidence for France and Britain. British Journal of Industrial Relations, 46(4), 632-673. DOI: 10.1111/j.1467-8543.2008.00698.x.
  • Davies, G., Chun, R., Vinhas da Silva, R., & Roper, S. (2003). Corporate reputation and competitiveness. London and New York: Routledge.
  • DiRomualdo, T., Joyce, S., & Bression, N. (2009). Key Findings from Hackett’s Performance Study on Talent Management Maturity. Palo Alto, CA: Hackett Group.
  • Elsbach, K.D., & Glynn, M.A. (1996). Believing your own ‘PR’: Embedding Identification in Strategic Reputation. Advances in Strategic Management, 13, 65-90.
  • Fernández-Gámez, M.A., Gil-Corral, A.M., & Galán-Valdivieso, F. (2016). Corporate reputation and market value: Evidence with generalized regression neural networks. Expert Systems with Applications, 46, 69-76. DOI: 10.1016/j.eswa.2015.10.028.
  • Ferner, A. (1997). Country of origin effects and HRM in multinational companies. Human Resource Management Journal, 7(1), 19-37. DOI: 10.1111/j.1748-8583.1997.tb00271.x.
  • Fields, D., Chan, A., & Akhtar, S. (2002). Organizational context and human resource management strategy: A structural equation analysis of Hong Kong firms. International Journal of Human Resource Management, 11(2), 264-277. DOI: 10.1080/095851900339864.
  • Finegold, D., & Sosckice, D. (1988). The Failure of British Training: Analysis and Prescription. Oxford Review of Economic Policy, 4, 21-53. Recuperado de https://www.jstor.org/stable/23606208?seq=1
  • Fombrun, C. J., & Shanley, M. (1990). What’s in a name? Reputation building and corporate strategy. Academy of Management Journal, 33(2), 233-258. DOI: 10.2307/256324.
  • Friedman, R. (2014). The best place to work. The art and science of creating an extraordinary workplace. Nueva York: Penguin.
  • Fulmer, I.S., Gerhart, B., & Scott, K.S. (2003). Are the 100 Best better? An empirical investigation of the relationship between being a “Great Place to Work” and firm performance. Personnel Psychology, 56(4), 965-993. DOI: 10.1111/j.1744-6570.2003.tb00246.x.
  • Gandossy, R., & Kao, T. (2004). Talent wars: out of mind, out of practice. Human Resource Planning, 27(4), 15-19.
  • Grimshaw, D., & Rubery, J. (2007). Economics and HRM. En P. Boxall, J. Purcell & P. Wright (Eds.), The Oxford Handbook of Human Resource Management (pp. 68-87). Nueva York: Oxford UniverSity Press.
  • Guest, D.E. (2007). HRM and the worker: Towards a new psychological contract? En P. Boxall, J. Purcell y P. Wright (Eds.), The Oxford Handbook of Human Resource Management (pp. 128-146). Oxford: Oxford Univerity Press.
  • Guinot, J., Chiva, R., & Mallén, F. (2015). Altruismo y capacidad de aprendizaje organizativo: Un estudio en las empresas mejor valoradas por los trabajadores en España. Universia Business Review, 45, 92-109.
  • Guthrie, J.P., Liu, W., Flood, P.C., & MacCurtain, S. (2008). High performance work systems, workforce productivity, and innovation: A comparison of MNCs and indigenous firms (WP 04-08). Recuperado de doras.dcu.ie/2421/1/wp0408.pdf
  • Hall, R. (1992). The strategic analysis of intangible resources. Strategic Management Journal, 13, 145-158. DOI: 10.1002/smj.4250130205.
  • Helm, S. (2007). One Reputation or Many? Comparing Stakeholders' Perceptions of Corporate Reputation. Corporate Communications: An International Journal, 12(3), 238-254.
  • Hinkin, T.R., & Tracey, J.B. (2010). What makes it so great? An analysis of human resources practices among Fortune’s Best Companies to Work for. Cornell Hospitality Quarterly, 51(2), 158-170. DOI: 10.1177/1938965510362487.
  • Hosie, P., Jayashree, P., Tchantchane, A., & Ban, L. (2013). The effect of autonomy, training opportunities, age and salaries on job satisfaction in the South East Asian retail petroleum industry. The International Journal of Human Resource Management, 24(21), 3980-4007. DOI: 10.1080/09585192.2013.829517.
  • Ibrahim, H.I., & Shah, K.A.M. (2013). Effects of organizational characteristics factors on the implementation of strategic human resource practices: Evidence from Malaysian manufacturing firms. ECONOMIA. Seria MANAGEMENT, 16(1), 5-24.
  • Jackson, S., & Schuler, R.S. (1995). Understanding human resource management in the context of organizations and their environments. Annual Review of Psychology, 46, 237-264. DOI: 10.1146/annurev.ps.46.020195.001321.
  • Joo, B. K., & McLean, G.N. (2006). Best employer studies: A conceptual model from a literature review and a case study. Human Resource Development Review, 5(2), 228-257. DOI: 10.1177/1534484306287515.
  • Joyce, K.E. (2003). Lessons for employers from Fortune’s “100 best”. Business Horizons, 46(2), 77-84. DOI: 10.1016/S0007-6813(03)00013-2
  • Kabak, K.E., Şen, A., Gocer, K., Küçüksöylemez, S., & Tuncer, G. (2014). Strategies for employee job satisfaction: A case of service sector. Procedia - Social and Behavioral Sciences, 150, 1167-1176. DOI: 10.1016/j.sbspro.2014.09.132.
  • Khota, S., Rajgopal, S., & Rindova, V.P. (2001). Reputation building and performance: an empirical analysis of the top-50 pure internet firms. European Management Journal, 19(6), 571-586. DOI: 10.1016/S0263-2373(01)00083-4.
  • Kok, J., & Uhlaner, L.M. (2001). Organization context and human resource management in the small firm. Small Business Economics, 17(4), 273-291. DOI: 10.1023/A:1012238224409.
  • Kortekaas, F. (2007). HRM, organizational performance and the role of firm size (Master’s thesis). Erasmus School of Economics, Rotterdam.
  • Kreps, D., & Spence, M. (1985). Modelling the role of history in industrial organization and competition. In G. Feiwel (Eds.), Issues in contemporary microeconomics and welfare. London: Macmillan. DOI: 10.1007/978-1-349-06876-0_10.
  • Lenaghan, J.A., & Eisner, A.B. (2006). Employers of choice and competitive advantage: The proof of the pudding is in the eating. Journal of Organizational Culture, Communications and Conflict, 10(1), 99-109.
  • Liu, W. (2004). The cross national transfer of HRM practices in MNCs: An integrative research model. International Journal of Manpower, 25(6), 500-517. DOI: 10.1108/01437720410560415.
  • Mincer, J. (1962). On the Job Training: Costs, Returns, and Some Implications. Journal of Political Economy, 70(5), 50-79. Recuperado de https://www.journals.uchicago.edu/doi/abs/10.1086/258725?journalCode=jpe
  • Morgan, J. (2014). The future of work. Attract new talent, build better leaders, and create a competitive organization. Hoboken, NJ: Wiley.
  • Nijhof, W., De-Jong, M., & Beukhof, G. (1998). Employee commitment in changing organizations: an exploration. Journal of European Industrial Training, 22(6), 243-248. DOI: 10.1108/03090599810224701.
  • OCDE (1991). Employment Outlook. Julio. Paris: OCDE. Recuperado de http://www.oecd.org/els/employmentoutlook-previouseditions.htm
  • Osterman, P. (1994). How Common Is Workplace Transformation and Who Adopts It? Industrial and Labor Relations Review, 47(2), 173-188. DOI: 10.1177%2F001979399404700202
  • Paawee, J., & Boselie, P. (2007). HRM and societal embeddedness. En P. Boxall, J. Purcell y P. Wright (Eds.), The Oxford Handbook of Human Resource Management (pp. 166-184). Oxford: Oxford University Press.
  • Romero, E.J. (2004). Are the great places to work also great performers? Academy of Management Perspectives, 18(2), 150-152. DOI: 10.5465/AME.2004.13835923.
  • Smith, A. (1993). Training and Enterprise Performance: Is There any Link? Training Agenda, 1(3), 24-27.
  • Snyder, C.R., & Lopez, S.J. (2002). Handbook of positive psychology. New York: Oxford University Press.
  • Wright, P.M., McMahan, G.C., & McWilliams, A. (1994). Human resources and sustained competitive advantage: a resource-based perspective. International Journal of Human Resource Management, 5, 301-326. DOI: 10.1080/09585199400000020.
Fonte de datos: Dialnet