Relaciones entre recursos humanos y cultura organizacional : un estudio empírico.
Para algunos autores la gerencia de los recursos humanos se constituye en el marco estratégico de la cultura organizacional y establecen que puede existir una influencia recíproca entre recursos humanos y cultura (Yeung, Brockbank, y Ulrich, 1991): las prácticas de recursos humanos deben encajar en la cultura para que sean efectivas y puedan ser retenidas en el tiempo, pero las prácticas a su vez refuerzan la cultura y la influencian a través de la información suministrada y de los comportamientos inducidos. La presente investigación pretende identificar una relación entre los recursos humanos y la cultura organizacional. El contraste se realizó en 199 empresas de Colombia; para el procesamiento de la información se utilizaron modelos multi... Ver más
Guardado en:
0123-9155
1909-9711
12
2009-07-01
97
114
http://purl.org/coar/access_right/c_abf2
info:eu-repo/semantics/openAccess
Gregorio Calderón Hernández, Héctor Mauricio Serna Gómez - 2009
| id |
79570b04e588a4c65a1a8a1e0c5ed0aa |
|---|---|
| record_format |
ojs |
| spelling |
Relaciones entre recursos humanos y cultura organizacional : un estudio empírico. Martin, J. (1992). Cultures in organizations: Three perspectives, New York: Oxford University Press. Quinn, R. E. & Rohrbaugh, J. (1981). A competing values approach to organizational effectiveness. Public Productivity Review, 5, 122-140. Quinn, R. E. & McGrath, M. A. (1982). Moving beyond the single-solution perspective: The competing values approach as a diagnostic tool. Journal of Applied Behavorial Science, 18, 463-482. Pfeffer, J. (2000). Nuevos rumbos en la teoría de la organización: Problemas y posibilidades. Oxford University Press. México. Quinn, R. E. (1988). Beyond rational management: Managing the paradoxes and competing demands of high performance. San Francisco: Jossey – Bass. Pfeffer, J. (1998). La Ecuación Humana: La Dirección de RH Clave para la Excelencia Empresarial. Barcelona: Gestión 2000 y Aedipe. O´Rilly, C. & Chatman, J. (1996). Culture as social control: Corporations, culture, and commitment. In B. M. Staw & L. L. Cummings (eds.), Research in organizational behavior, 18, 157-200. Greenwich, CT: JAI Press. Osterman, P. (1994). How common is workplace transformation and who adopts it? Industrial and Labor Relations Review, 47, 173-188. Ogbonna, E & Whipp, R. (1999). Strategy, culture and HRM: Evidence from the UK food retailing sector. Human Resource Management Journal, 9(4), 75-91. Ogbonna, E. & Harris, L. C. (2002). Managing organizational culture: Insights from the hospitality industry. Human Resource Management Journal, 12(1), 33-54. Meek, V. L. (1988). Organizational culture: origins and weaknesses. Organization Studies, 9(4), 453-473. Leal, A., Martín, E. y Hernández, J.M. (2004). Cultura organizativa y orientación al mercado: un análisis multisectorial en Pymes. Memorias Congreso Nacional de ACEDE, 14. Murcia, ACEDE, 240-250. Robbins, S. P. (1998) Organizational Behaviour: Concepts, controversies, and applications. Englewood Cliffs, NJ: Prentice Hall. Lau, Chung-Ming & Ngo, Hang-Yue (2004) “The HR system, organizational culture, and product innovation” International business review, 13: 685 – 18. Lado, A. A. & Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency – based perspective. Academy of Management Review, 19 (4), 669-727. Kotter, J. R. & Heskett, J. L (1992). Corporate culture and performance. New York: Free Press. Kopelman, R. E., Biref, A. P., & Guzzo, R. A. (1990) “The role of climate and culture in productivity”. In Schneider (Ed.) Organizational climate and culture. San Francisco: Jossey-Bass. Kerr, J. & Slocum, J. W. Jr. (1987). Managing corporate culture though reward systems, Academy of Management Executive, vol. 1, 90-108. Jackson, Susan E. & Schuler Randall S. (1995) “Understanding human resource management in the context of organizations and their environments” Annual Review of Psychology, 46: 237 – 64. Huselid, M. (1995). The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal, 38, 635-672. Howard, L. W. (1998). Validating the competing values model as a representation of organizacional cultures. The International Journal of Organizational Analysis, 6(3), 231-250. Hofstede, G., Neuijen, B., Ohayv, D. D. & Sanders, G. (1990). Measuring organizational cultures: a qualitative and quantitative study across twenty cases. Administrative Science Quarterly, 35(2), 286-316. Hofstede, G. (1991). Cultures and organizations: Software of the mind. Maidenhead, McGraw Hill. Versión en castellano: Culturas y Organizaciones. El Software Mental, Madrid: Alianza Editorial, 1999. Quinn, R. E. & Rohrbaugh, J. (1983). A spatial model of effectiveness criteria: Towards a competing values approach to organizational analysis. Management Science, 29, 363-377. Sánchez, J. C. (1995). Cultura y recursos humanos: Consideraciones desde un estudio piloto. Revista de Psicología del Trabajo y de las Organizaciones. Colegio Oficial de Psicólogos de Madrid. V. 11(31) p. 20. Evans, P. & Lorange, P. (1990) “The two logics behind human resource management” In P. Evans, Y. Doz, and A. Laurent (eds) Human resource management in international firms. New York: St. Martin Press: 144 – 61. Zammuto, R. F. & Krakower, J. Y. (1991). Quantitative and qualitative studies of organizational culture. Research In Organizational Change and Development, 5, 83-114. Text http://purl.org/coar/access_right/c_abf2 info:eu-repo/semantics/openAccess http://purl.org/coar/version/c_970fb48d4fbd8a85 info:eu-repo/semantics/publishedVersion http://purl.org/redcol/resource_type/ART http://purl.org/coar/resource_type/c_2df8fbb1 http://purl.org/coar/resource_type/c_6501 info:eu-repo/semantics/article Youndt, M., Snell, S., Dean, J. & Lepak, D. (1996). Human resource management, manufacturing strategy, and firm performance. Academy of Management Journal, 39(4), 836-866. Schein, E. (1988). La cultura empresarial y el liderazgo: una visión dinámica. Barcelona: Plaza y Janés. Yeung, A. K. O., Brockbank, J. W. & Ulrich, D. O. (1991). Organizational culture and human resources practices: an empirical assessment. Research in Organizational Change and Development, 5, 59-82. Wright, P. & McMahan, G. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18, 295-320. Wright, P.M., Dunfort, B. B. & Snell, S.A. (2001). Human resources and the resource base view of the firm. Journal of Management, 27, 701-721. Wright, P. & Boswell, W. (2002). Desegregating HRM: A review and synthesis of micro and macro human resource management research. Journal of management, 28 (3), 247-276. Walton, R. E. (1985). From control to commitment in the workplace. Harvard Business Review, 8, 77-84. Verburg, Robert M., Drenth, Pieter J. D., Koopman, Paul L., Van Muisen, J. & Wang, Zhong-Ming (1999) “Managing human resource across cultures: a competitive analysis of practices in industrial enterprises in China and Netherlands” The international journal of human resource management, 10(3): 391 – 19. Venkatraman, N. & Grant, J. H. (1996). Construct Measurement in organizational strategy research: A critical and proposal. Academy of Management Review, 11, 71-87. Sorensen, J. B. (2002). The strength of corporate culture and the reliability of firm performance. Administrative Science Quarterly, 47(1), 70-94. Smircich, L. (1983). Concepts of culture and organizational analysis. Administrative Science Quarterly , 28, 339-358. Scott, T. Mannion, R. Davies, H. Marshall, M. (2003). The quantitative measurement of organizational culture in health care: a review of the available instruments. (Methods). Health Services Research, 38(3), 923-946. French, W. L. & Bell, C. H. (1990) Organization development: behavioural science interventions for organization improvement. Englewood Cliffs, NJ: Prentice Hall. Devanna, M. A., Fombrun, C. & Tichy, N. (1981). Human resources management: A strategic perspective. Organizational Dynamics, Winter, 51-67. Dessler, G. (1994) Human resource management. Englewood Cliffs, NJ: Prentice Hall. Empresas industriais https://actacolombianapsicologia.ucatolica.edu.co/article/view/282 Acta Colombiana de Psicología Universidad Católica de Colombia application/pdf Artículo de revista 2 12 Cultura organizacional https://creativecommons.org/licenses/by-nc-sa/4.0/ Recursos humanos Empresas industriales Cultura organizacional Recursos humanos Serna Gómez, Héctor Mauricio Calderón Hernández, Gregorio Para algunos autores la gerencia de los recursos humanos se constituye en el marco estratégico de la cultura organizacional y establecen que puede existir una influencia recíproca entre recursos humanos y cultura (Yeung, Brockbank, y Ulrich, 1991): las prácticas de recursos humanos deben encajar en la cultura para que sean efectivas y puedan ser retenidas en el tiempo, pero las prácticas a su vez refuerzan la cultura y la influencian a través de la información suministrada y de los comportamientos inducidos. La presente investigación pretende identificar una relación entre los recursos humanos y la cultura organizacional. El contraste se realizó en 199 empresas de Colombia; para el procesamiento de la información se utilizaron modelos multivariados con énfasis en análisis de conglomerados y análisis de varianza. Español Publication Gregorio Calderón Hernández, Héctor Mauricio Serna Gómez - 2009 Begley, T. M. & Boyd, D. P. (2000). Articulating corporate values through human resource policies. Business Horizons, 43(4), 8. Dessler, G. (1993) Winning commitment: How to build and keep a competitive workforce. New York: Mac Graw-Hill. Deshpandé, R., Farley, J. U. & Webster, F. E. (1993). Corporate culture, customer orientation, and innovativeness in Japanese firms: A quadrad analysis. Journal of Marketing, 57 (1), 23-37. Denison, D.R. & Mishra, A. K. (1995) “Toward a theory of organizational culture effectiveness”. Organizational Science, 6(2): 204 – 23. Denison, D. R. (1990). Corporate culture and organizational effectiveness, New York: Wiley & Sons. Versión en castellano: Denison, D. R. (1991). Cultura corporativa y productividad organizacional. Bogotá. Legis. Delery, J. E. & Doty, D. H. (1996). Modes of theorizing in strategic human resources management: Test of universalistic, contingency and configurational performance predictions. Academy of Management Journal, 39(4), 802-835. Campbell, A. C & Tawadey, K. (1990) Mission and business philosophy: Winning employee commitment. London: Heinemann. Cameron, K. S. & Freeman S.J (1991), “Cultural congruence, strength and type: relationships to effectiveness”, Research in Organizational Change and Development: 5, 23-58. Camelo C., Martín F., Romero P. M. y Valle R. (2004). Human resources management in Spain: is it possible to speak of a typical model? International Journal of Human Resource Management, Vol. 15 (6), 935-958. Brewster, C. (1995). Towards an European model of human resource management. Journal of International Business Studies, 26(1), 1-22. Berg, P. O. (1986). Symbolic management of human resources. Human Resource Management, 25, 557-579. Berg, P. O. (1999). The effects of high performance work practices on job satisfaction in the United Status steel industry. Industrial Relations (Canadian), 54, 111-133. Allaire, Y. & Firsirotu, M.E. (1984). Theories of organizational culture. Organization studies, 5(3), 193-226. Becker, B. E., Huselid, M. A., Pickus, P. S. & Spratt, M. (1997). Human resources as a source of shareholder value: Research and recommendations. Human Resource Management, 36, 39-47. Barney, J. B. (1986). Organizational culture: Can it be a source of sustained competitive advantage? Academy of Management Review, 11 (3), 656-665. Barley, S. R. & Kunda, G. (1992). Design and devotion: surges of rational and normative ideologies of control in managerial discourse. Administrative Science Quarterly, 37, 1-30. Journal article Industrial organizations For some authors,human resources management constitutes the strategic framework for organizational culture. They state that an interaction between human resources and culture might exist (Yeung, Brockbank y Ulrich, 1991). Considering that in order to be effective and retained in time human resources practices must fit into the organizational culture, these practices in turn reinforce and influence culture through the information they provide and the behavior they induce. This research aims at identifying a relationship between human resources and organizational culture. The study was conducted in 199 Colombian firms. For information processing multivariate models with emphasis on cluster analysis and variance analysis were used. Key words: Human resource, organizational culture, industrial organizations. Human resource Organizational culture The relationship between human resources and organizational culture : an empirical study. 1909-9711 2009-07-01T00:00:00Z https://actacolombianapsicologia.ucatolica.edu.co/article/download/282/289 2009-07-01 97 https://actacolombianapsicologia.ucatolica.edu.co/article/view/282 2009-07-01T00:00:00Z 114 0123-9155 |
| institution |
UNIVERSIDAD CATÓLICA DE COLOMBIA |
| thumbnail |
https://nuevo.metarevistas.org/UNIVERSIDADCATOLICADECOLOMBIA/logo.png |
| country_str |
Colombia |
| collection |
Acta Colombiana de Psicología |
| title |
Relaciones entre recursos humanos y cultura organizacional : un estudio empírico. |
| spellingShingle |
Relaciones entre recursos humanos y cultura organizacional : un estudio empírico. Serna Gómez, Héctor Mauricio Calderón Hernández, Gregorio Empresas industriais Cultura organizacional Recursos humanos Empresas industriales Cultura organizacional Recursos humanos Industrial organizations Human resource Organizational culture |
| title_short |
Relaciones entre recursos humanos y cultura organizacional : un estudio empírico. |
| title_full |
Relaciones entre recursos humanos y cultura organizacional : un estudio empírico. |
| title_fullStr |
Relaciones entre recursos humanos y cultura organizacional : un estudio empírico. |
| title_full_unstemmed |
Relaciones entre recursos humanos y cultura organizacional : un estudio empírico. |
| title_sort |
relaciones entre recursos humanos y cultura organizacional : un estudio empírico. |
| title_eng |
The relationship between human resources and organizational culture : an empirical study. |
| description |
Para algunos autores la gerencia de los recursos humanos se constituye en el marco estratégico de la cultura organizacional y establecen que puede existir una influencia recíproca entre recursos humanos y cultura (Yeung, Brockbank, y Ulrich, 1991): las prácticas de recursos humanos deben encajar en la cultura para que sean efectivas y puedan ser retenidas en el tiempo, pero las prácticas a su vez refuerzan la cultura y la influencian a través de la información suministrada y de los comportamientos inducidos. La presente investigación pretende identificar una relación entre los recursos humanos y la cultura organizacional. El contraste se realizó en 199 empresas de Colombia; para el procesamiento de la información se utilizaron modelos multivariados con énfasis en análisis de conglomerados y análisis de varianza.
|
| description_eng |
For some authors,human resources management constitutes the strategic framework for organizational culture. They state that an interaction between human resources and culture might exist (Yeung, Brockbank y Ulrich, 1991). Considering that in order to be effective and retained in time human resources practices must fit into the organizational culture, these practices in turn reinforce and influence culture through the information they provide and the behavior they induce. This research aims at identifying a relationship between human resources and organizational culture. The study was conducted in 199 Colombian firms. For information processing multivariate models with emphasis on cluster analysis and variance analysis were used. Key words: Human resource, organizational culture, industrial organizations.
|
| author |
Serna Gómez, Héctor Mauricio Calderón Hernández, Gregorio |
| author_facet |
Serna Gómez, Héctor Mauricio Calderón Hernández, Gregorio |
| topicspa_str_mv |
Empresas industriais Cultura organizacional Recursos humanos Empresas industriales Cultura organizacional Recursos humanos |
| topic |
Empresas industriais Cultura organizacional Recursos humanos Empresas industriales Cultura organizacional Recursos humanos Industrial organizations Human resource Organizational culture |
| topic_facet |
Empresas industriais Cultura organizacional Recursos humanos Empresas industriales Cultura organizacional Recursos humanos Industrial organizations Human resource Organizational culture |
| citationvolume |
12 |
| citationissue |
2 |
| publisher |
Universidad Católica de Colombia |
| ispartofjournal |
Acta Colombiana de Psicología |
| source |
https://actacolombianapsicologia.ucatolica.edu.co/article/view/282 |
| language |
Español |
| format |
Article |
| rights |
http://purl.org/coar/access_right/c_abf2 info:eu-repo/semantics/openAccess https://creativecommons.org/licenses/by-nc-sa/4.0/ Gregorio Calderón Hernández, Héctor Mauricio Serna Gómez - 2009 |
| references |
Martin, J. (1992). Cultures in organizations: Three perspectives, New York: Oxford University Press. Quinn, R. E. & Rohrbaugh, J. (1981). A competing values approach to organizational effectiveness. Public Productivity Review, 5, 122-140. Quinn, R. E. & McGrath, M. A. (1982). Moving beyond the single-solution perspective: The competing values approach as a diagnostic tool. Journal of Applied Behavorial Science, 18, 463-482. Pfeffer, J. (2000). Nuevos rumbos en la teoría de la organización: Problemas y posibilidades. Oxford University Press. México. Quinn, R. E. (1988). Beyond rational management: Managing the paradoxes and competing demands of high performance. San Francisco: Jossey – Bass. Pfeffer, J. (1998). La Ecuación Humana: La Dirección de RH Clave para la Excelencia Empresarial. Barcelona: Gestión 2000 y Aedipe. O´Rilly, C. & Chatman, J. (1996). Culture as social control: Corporations, culture, and commitment. In B. M. Staw & L. L. Cummings (eds.), Research in organizational behavior, 18, 157-200. Greenwich, CT: JAI Press. Osterman, P. (1994). How common is workplace transformation and who adopts it? Industrial and Labor Relations Review, 47, 173-188. Ogbonna, E & Whipp, R. (1999). Strategy, culture and HRM: Evidence from the UK food retailing sector. Human Resource Management Journal, 9(4), 75-91. Ogbonna, E. & Harris, L. C. (2002). Managing organizational culture: Insights from the hospitality industry. Human Resource Management Journal, 12(1), 33-54. Meek, V. L. (1988). Organizational culture: origins and weaknesses. Organization Studies, 9(4), 453-473. Leal, A., Martín, E. y Hernández, J.M. (2004). Cultura organizativa y orientación al mercado: un análisis multisectorial en Pymes. Memorias Congreso Nacional de ACEDE, 14. Murcia, ACEDE, 240-250. Robbins, S. P. (1998) Organizational Behaviour: Concepts, controversies, and applications. Englewood Cliffs, NJ: Prentice Hall. Lau, Chung-Ming & Ngo, Hang-Yue (2004) “The HR system, organizational culture, and product innovation” International business review, 13: 685 – 18. Lado, A. A. & Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency – based perspective. Academy of Management Review, 19 (4), 669-727. Kotter, J. R. & Heskett, J. L (1992). Corporate culture and performance. New York: Free Press. Kopelman, R. E., Biref, A. P., & Guzzo, R. A. (1990) “The role of climate and culture in productivity”. In Schneider (Ed.) Organizational climate and culture. San Francisco: Jossey-Bass. Kerr, J. & Slocum, J. W. Jr. (1987). Managing corporate culture though reward systems, Academy of Management Executive, vol. 1, 90-108. Jackson, Susan E. & Schuler Randall S. (1995) “Understanding human resource management in the context of organizations and their environments” Annual Review of Psychology, 46: 237 – 64. Huselid, M. (1995). The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal, 38, 635-672. Howard, L. W. (1998). Validating the competing values model as a representation of organizacional cultures. The International Journal of Organizational Analysis, 6(3), 231-250. Hofstede, G., Neuijen, B., Ohayv, D. D. & Sanders, G. (1990). Measuring organizational cultures: a qualitative and quantitative study across twenty cases. Administrative Science Quarterly, 35(2), 286-316. Hofstede, G. (1991). Cultures and organizations: Software of the mind. Maidenhead, McGraw Hill. Versión en castellano: Culturas y Organizaciones. El Software Mental, Madrid: Alianza Editorial, 1999. Quinn, R. E. & Rohrbaugh, J. (1983). A spatial model of effectiveness criteria: Towards a competing values approach to organizational analysis. Management Science, 29, 363-377. Sánchez, J. C. (1995). Cultura y recursos humanos: Consideraciones desde un estudio piloto. Revista de Psicología del Trabajo y de las Organizaciones. Colegio Oficial de Psicólogos de Madrid. V. 11(31) p. 20. Evans, P. & Lorange, P. (1990) “The two logics behind human resource management” In P. Evans, Y. Doz, and A. Laurent (eds) Human resource management in international firms. New York: St. Martin Press: 144 – 61. Zammuto, R. F. & Krakower, J. Y. (1991). Quantitative and qualitative studies of organizational culture. Research In Organizational Change and Development, 5, 83-114. Youndt, M., Snell, S., Dean, J. & Lepak, D. (1996). Human resource management, manufacturing strategy, and firm performance. Academy of Management Journal, 39(4), 836-866. Schein, E. (1988). La cultura empresarial y el liderazgo: una visión dinámica. Barcelona: Plaza y Janés. Yeung, A. K. O., Brockbank, J. W. & Ulrich, D. O. (1991). Organizational culture and human resources practices: an empirical assessment. Research in Organizational Change and Development, 5, 59-82. Wright, P. & McMahan, G. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18, 295-320. Wright, P.M., Dunfort, B. B. & Snell, S.A. (2001). Human resources and the resource base view of the firm. Journal of Management, 27, 701-721. Wright, P. & Boswell, W. (2002). Desegregating HRM: A review and synthesis of micro and macro human resource management research. Journal of management, 28 (3), 247-276. Walton, R. E. (1985). From control to commitment in the workplace. Harvard Business Review, 8, 77-84. Verburg, Robert M., Drenth, Pieter J. D., Koopman, Paul L., Van Muisen, J. & Wang, Zhong-Ming (1999) “Managing human resource across cultures: a competitive analysis of practices in industrial enterprises in China and Netherlands” The international journal of human resource management, 10(3): 391 – 19. Venkatraman, N. & Grant, J. H. (1996). Construct Measurement in organizational strategy research: A critical and proposal. Academy of Management Review, 11, 71-87. Sorensen, J. B. (2002). The strength of corporate culture and the reliability of firm performance. Administrative Science Quarterly, 47(1), 70-94. Smircich, L. (1983). Concepts of culture and organizational analysis. Administrative Science Quarterly , 28, 339-358. Scott, T. Mannion, R. Davies, H. Marshall, M. (2003). The quantitative measurement of organizational culture in health care: a review of the available instruments. (Methods). Health Services Research, 38(3), 923-946. French, W. L. & Bell, C. H. (1990) Organization development: behavioural science interventions for organization improvement. Englewood Cliffs, NJ: Prentice Hall. Devanna, M. A., Fombrun, C. & Tichy, N. (1981). Human resources management: A strategic perspective. Organizational Dynamics, Winter, 51-67. Dessler, G. (1994) Human resource management. Englewood Cliffs, NJ: Prentice Hall. Begley, T. M. & Boyd, D. P. (2000). Articulating corporate values through human resource policies. Business Horizons, 43(4), 8. Dessler, G. (1993) Winning commitment: How to build and keep a competitive workforce. New York: Mac Graw-Hill. Deshpandé, R., Farley, J. U. & Webster, F. E. (1993). Corporate culture, customer orientation, and innovativeness in Japanese firms: A quadrad analysis. Journal of Marketing, 57 (1), 23-37. Denison, D.R. & Mishra, A. K. (1995) “Toward a theory of organizational culture effectiveness”. Organizational Science, 6(2): 204 – 23. Denison, D. R. (1990). Corporate culture and organizational effectiveness, New York: Wiley & Sons. Versión en castellano: Denison, D. R. (1991). Cultura corporativa y productividad organizacional. Bogotá. Legis. Delery, J. E. & Doty, D. H. (1996). Modes of theorizing in strategic human resources management: Test of universalistic, contingency and configurational performance predictions. Academy of Management Journal, 39(4), 802-835. Campbell, A. C & Tawadey, K. (1990) Mission and business philosophy: Winning employee commitment. London: Heinemann. Cameron, K. S. & Freeman S.J (1991), “Cultural congruence, strength and type: relationships to effectiveness”, Research in Organizational Change and Development: 5, 23-58. Camelo C., Martín F., Romero P. M. y Valle R. (2004). Human resources management in Spain: is it possible to speak of a typical model? International Journal of Human Resource Management, Vol. 15 (6), 935-958. Brewster, C. (1995). Towards an European model of human resource management. Journal of International Business Studies, 26(1), 1-22. Berg, P. O. (1986). Symbolic management of human resources. Human Resource Management, 25, 557-579. Berg, P. O. (1999). The effects of high performance work practices on job satisfaction in the United Status steel industry. Industrial Relations (Canadian), 54, 111-133. Allaire, Y. & Firsirotu, M.E. (1984). Theories of organizational culture. Organization studies, 5(3), 193-226. Becker, B. E., Huselid, M. A., Pickus, P. S. & Spratt, M. (1997). Human resources as a source of shareholder value: Research and recommendations. Human Resource Management, 36, 39-47. Barney, J. B. (1986). Organizational culture: Can it be a source of sustained competitive advantage? Academy of Management Review, 11 (3), 656-665. Barley, S. R. & Kunda, G. (1992). Design and devotion: surges of rational and normative ideologies of control in managerial discourse. Administrative Science Quarterly, 37, 1-30. |
| type_driver |
info:eu-repo/semantics/article |
| type_coar |
http://purl.org/coar/resource_type/c_2df8fbb1 |
| type_version |
info:eu-repo/semantics/publishedVersion |
| type_coarversion |
http://purl.org/coar/version/c_970fb48d4fbd8a85 |
| type_content |
Text |
| publishDate |
2009-07-01 |
| date_accessioned |
2009-07-01T00:00:00Z |
| date_available |
2009-07-01T00:00:00Z |
| url |
https://actacolombianapsicologia.ucatolica.edu.co/article/view/282 |
| url_doi |
https://actacolombianapsicologia.ucatolica.edu.co/article/view/282 |
| issn |
0123-9155 |
| eissn |
1909-9711 |
| citationstartpage |
97 |
| citationendpage |
114 |
| url2_str_mv |
https://actacolombianapsicologia.ucatolica.edu.co/article/download/282/289 |
| _version_ |
1797158815890669568 |