Condiciones de causalidad entre la gestión de los recursos humanos y la cultura organizacional : un estudio empírico en el contexto industrial colombiano.

Condiciones de causalidad entre la gestión de los recursos humanos y la cultura organizacional : un estudio empírico en el contexto industrial colombiano.

La gestión de los recursos humanos es el marco estratégico de la cultura organizacional. Por tanto, el presente estudio pretende identificar el impacto recíproco entre la cultura organizacional y la gestión de recursos humanos. Para esto se construyen dos modelos: uno para el análisis de la gestión de recursos humanos y otro para el análisis de la cultura organizacional. El estudio se contrasta en 199 empresas industriales de Colombia. Para el procesamiento de la información se utilizaron modelos multivariados con énfasis en análisis factorial confirmatorio –CFA- y modelos de ecuaciones estructurales –SEM-. Como principal hallazgo se identifica que la tipología cultural del mercado incide significativamente en las prácticas de recursos huma... Ver más

Guardado en:

Acta Colombiana de Psicología

0123-9155

1909-9711

Calderón Hernández, Gregorio

Álvarez Giraldo, Claudia Milena

Serna Gómez, Héctor Mauricio

UNIVERSIDAD CATÓLICA DE COLOMBIA

15

2012-07-01

119

134

Colombia

Cultura organizacional

Práticas de recursos humanos

Gestão humana

Cultura organizacional

Prácticas de recursos humanos

Gestión humana

http://purl.org/coar/access_right/c_abf2

info:eu-repo/semantics/openAccess

Héctor Mauricio Serna Gómez, Claudia Milena Álvarez Giraldo - 2012

id bb1ffb9bd7e3d02bb64c59ec295a723f
record_format ojs
spelling Condiciones de causalidad entre la gestión de los recursos humanos y la cultura organizacional : un estudio empírico en el contexto industrial colombiano.
Martin, J. (1992). Cultures in organizations: Three perspectives, New York: Oxford University Press.
Pfeffer, J. (1998). La Ecuación Humana: La Dirección de RH Clave para la Excelencia Empresarial. Barcelona, Gestión 2000 y Aedipe.
Pettigrew, A.M. (1979). On studying organizational cultures. Administrative Science Quarterly, 24, 570-581.
Osterman, P. (1994). How common is workplace transformation and who adopts it?. Industrial and Labor Relations Review, 47, 173-188.
Olsson, U. H., Foss, T., Troye, S. V. & Howell, R. D. (2000). The performance of ML, GLS, and WLS estimation in structural equation modeling under conditions of mis-specification and non-normality. Structural equation modeling. 7: 557 - 595.
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.
Nunally, J. C. (1978). Psychometric theory. New York, McGraw Hill.
Montaño, L. (2000). La dimensión cultural de la organización. Elementos para un debate en América Latina. En: De la Garza, E. (coordinador) Tratado latinoamericano de sociología del trabajo. El Colegio de México, Facultad Latinoamericana de Ciencias Sociales, Universidad Autónoma Metropolitana, Fondo de Cultura Económica. México.
Mitroff, I. I. & Kilmann, R. H. (1978). Methodological approaches to social science: integrating divergent concepts and theories. San Francisco: Jossey - Bass.
Miles, R. E. & Snow, C. C. (1984). Designing strategic human resource systems. Organizational Dynamics, 13(1), 36-52.
Meek, V. L. (1988). Organizational culture: origins and weaknesses. Organization Studies, 9(4), 453-473.
McDonald, R. P. & Ho, M. R. (2002) Principles and practice in reporting structural equation analyses. Psychological methods. 7: 64 -82.
Marsh, H. W., Hau, K. & Grayson, D. (2005). Goodness of fit in structural equation models. En: Maydeu-Olivares, A. & McArdle, J. J. (comp.) Contemporary psychometrics (pp. 275 - 340).
Quinn, J. B. (1980). Strategies for change. Homewood, IL: Richard D. Irwin. Quinn, R. E. (1988). Beyond rational management: Managing the paradoxes and competing demands of high performance. San Francisco: Jossey - Bass.
Mason, R. O. & Mitroff, I. I. (1973). A program of research in management. Management Science. 19: 475 - 487.
Leal, A., Martín, E. & 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.
Lau, C. & Ngo, H. (2004). The HR system, organizational culture, and product innovation. International Business Review, 13: 685 - 18.
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 through reward systems. Academy of Management Executive, vol. 1, 90-108.
Jackson, S. E. & Schuler, R. S. (1995). Understanding human resource management in the context of organizations and their environment. Annual Review of Psychology. 46: 237 - 264.
Hu, L. Bentler, P. M. & Kano, Y. (1992). Cut-off criteria for fit indexes in covariance structure analysis: conventional criteria versus new alternatives. Structural equation modeling. 6: 1 - 55.
Hu, L. & Bentler, P. M. (1999). Cut-off criteria for fit indices in covariance structure analysis: conventional criteria versus new alternatives. Structural equation modeling. 6: 1 - 55.
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. (1991). Cultures and organizations: Software of the mind. Maidenhead, McGraw Hill. Versión en castellano: Culturas y Organizaciones. El Software Mental, Madrid, Alianza Editorial, 1999.
Haire, M., Ghiselli, E & Porter, L. (1966). Managerial thinking. An international study. New York: Wiley.
Hair, J. F., Black, B., Babin, B., Anderson, R. E. & Tatham, R. L. (1999). Multivariate data analysis. New York: Pearson Prentice Hall.
Fernández, E., Junquera, B. & Ordiz, M. (2003). Organizational culture and human resources in the environmental issue: a review of the literature. International Journal of Human Resource Management. 14 (4): 634 - 656.
Pfeffer, J. (2000). Nuevos rumbos en la teoría de la organización: Problemas y posibilidades. Oxford University Press. México.
Quinn, R. E. & Cameron, K. S. (1983). Organizational life cycles and shifting criteria effectiveness. Management Science. 29: 33 - 51.
Evans, P. & Lorange, P. (1990). The two logics behinds 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.
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.
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
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.
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. & Boswell, W. (2002). Desegregating HRM: A review and synthesis of micro and macro human resource management research. Journal of Management 28 (3), 247- 276.
Quinn, R. E. & McGrath, M. A. (1982). Moving beyond the single-solution perspective: The competing values approach as a diagnostic tool. Journal of Applied Behavioral Science, 18, 463-482.
Walton, R. E. (1985). From control to commitment in the workplace. Harvard Business Review, 8, 77-84.
Verburg, R. M., Drenth, Pieter, J. D., Koopman, P. L., Van Muisen, J. & Wang, Z. (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 - 419.
U.S. Department of Labor (1993). High performance work practices and firm performance. August. Washington, DC.
Ulrich, D. O. & Brockbank, W. (2005). The HR value proposition. Boston: Harvard Business School Press.
Trice, H. & Beyer, J. (1993) . The cultures of work organizations. New Jersey: Prentice Hall.
Tichy, N. M. (1982). Managing change strategically: the technical, political, and cultural keys. Organizational dynamics. 59 - 80.
Smircich, L. (1983). Concepts of culture and organizational analysis. Administrative Science Quarterly, 28, 339-358.
Schumacker, R. E. & lomax, R. G. (1996). A beginner’s guide to structural equation modeling. Mahwah, New Jersey: Lawrence Erlbaum Associates.
Schermelleh-Engel, K., Moosbrugger, H. & Müller, H. (2003). Evaluating the fit of structural equations models: Test of significance and descriptive goodness-of-fit measures. Methods of psychological research online. 8 (2): 23 - 74.
Schein, E. (1988). La cultura empresarial y el liderazgo: una visión dinámica. Barcelona: Plaza y Janés.
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. Schawrtz, H. & Stanley, D. (1981). Matching corporate culture and business strategy. Organizational dynamics. 30 - 48.
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.
Quinn, R. E. & Rohrbaugh, J. (1981). A competing values approach to organizational effectiveness. Public Productivity Review, 5, 122-140.
Ferguson, L. W. (1971). El desarrollo de la Psicología industrial. En: Gilmer, B.H. Psicología Industrial. Barcelona, Editorial Martínez Roca.
Devanna, M. A., Fombrun, C. & Tichy, N. (1981). Human resources management: A strategic perspective. Organizational Dynamics, Winter, 51-67.
Dessler, G. (1993). Winning commitment: How to build and keep a competitive workforce. New York: Mac Graw-Hill.
2
Allaire, Y. & Firsirotu, M.E. (1984). Theories of organizational culture. Organization studies, 5(3), 193-226.
Ajiferuke, M & Boddewyn, J. (1970). Culture and other explanatory variables in comparative management studies. Academy of management journal. 13: 153 - 163.
https://creativecommons.org/licenses/by-nc-sa/4.0/
Español
https://actacolombianapsicologia.ucatolica.edu.co/article/view/272
Acta Colombiana de Psicología
Universidad Católica de Colombia
application/pdf
Artículo de revista
15
Barney, J. B. (1986). Organizational culture: can it be a source of sustained competitive advantage? The academy of management review. 11 (3): 656 - 665.
Cultura organizacional
Práticas de recursos humanos
Gestão humana
Cultura organizacional
Prácticas de recursos humanos
Gestión humana
Calderón Hernández, Gregorio
Álvarez Giraldo, Claudia Milena
Serna Gómez, Héctor Mauricio
La gestión de los recursos humanos es el marco estratégico de la cultura organizacional. Por tanto, el presente estudio pretende identificar el impacto recíproco entre la cultura organizacional y la gestión de recursos humanos. Para esto se construyen dos modelos: uno para el análisis de la gestión de recursos humanos y otro para el análisis de la cultura organizacional. El estudio se contrasta en 199 empresas industriales de Colombia. Para el procesamiento de la información se utilizaron modelos multivariados con énfasis en análisis factorial confirmatorio –CFA- y modelos de ecuaciones estructurales –SEM-. Como principal hallazgo se identifica que la tipología cultural del mercado incide significativamente en las prácticas de recursos humanos tales como el aprovisionamiento, la capacitación y la carrera.
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.
Héctor Mauricio Serna Gómez, Claudia Milena Álvarez Giraldo - 2012
Beer, M. & Eisentat, R. A. (1996). The silent killers: overcoming the hidden barriers to organizational fitness. Work document 97 - 004. Boston: Harvard Business School.
Berg, P. O. (1999). The effects of high performance work practices on job satisfaction in the United States steel industry. Industrial Relations (Canadian), 54, 111-133.
Deshpandé, R. & Webster, F. (1989). Organizational culture and marketing: Defining the research agenda. Journal of Marketing. 53(1): 3 - 15.
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. (1995). Toward a theory of organizational culture and effectiveness. Organizational science. 6 (2): 204 - 223.
Denison, D. R., Hooijberg, R. & Quinn, R. E. (1995). Paradox performance: toward a theory of behavioral complexity in managerial leadership. Organizational science. 6: 524 - 540.
Denison, D. R., Haaland, S. & Goelzer, P. (2003) Corporate culture and organizational effectiveness: is there a similar pattern around the world? Advances in global leadership, No. 3: 2005 - 2227.
Denison, D. R. (2000). Organizational culture can it be a key lever for driving organizational change? Lausanne: International Institute for Management Development.
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.
Dechant, K. & Altman, B. (1994). Environmental leadership: from compliance to competitive advantage. Academy of management executive. 8 (3): 7 - 27.
Deal, T. E. & Kennedy, A. A. (1982). Corporate cultures: The rites and rituals of corporate life. Reading, MA: Addison-Wesley. Versión castellano: Deal, T. A., y Kennedy, A. (1985). Cultura Corporativa. México. Fondo Educativo Interamericano.
Cuadras, C. M. (2010). Nuevos métodos de análisis multivariante. Barcelona: CMC editions.
Catena, A., Ramos, M. M. & Trujillo, H. M. (2003). Análisis multivariado. Un manual para investigadores. Madrid: Editorial Biblioteca Nueva.
Campbell, A. C & Tawadey, K. (1990). Mision and business philosophy: Winning employee commitment. London: Heinemann.
Publication
Cameron, K. & Quinn, R. (2006): Diagnosing and changing organizational culture: Based on the competing values framework. San Francisco: John Wiley & Sons, Inc.
Bollen, K. A. & Curran, P. J. (2006). Latent curve models. A structural equation perspective. Hoboken, New Jersey: John Wiley & Sons.
Cameron, K. S. & Ettington, D. R. (1988). The conceptual foundations of organizational culture. En: J. C. Smart (eds.) Higher education: handbook of theory and research, vol. 4. Norwell, Mass: Kluwer.
Cameron, K. S. (1997). Techniques for making organizations effective: some popular approach. En: D. Druckman, J. E. Singer & H. Van Cott (eds.) Enhancing organizational performance. Washington, D. C.: National Academies Press.
Boomsma, A. & Hoogland, J. J. (2001). The robustness of LISREL modeling revisited. En: S. Du Toit & D. Sörbom (Eds.) structural equations models: present and future. A festschrift in honor of KarlJöreskog (pp. 139 - 168). Chicago: Scientific Software International.
Brewster, C. (1999). Strategic human resource management: The value of different paradigms. Management International Review, Special Issue, 39 (3), 45-64.
Camelo C., Martín F., Romero P. M. & 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.
Calderón, G., Álvarez, C. M., & Naranjo, J. C. (2009). Orientación estratégica y recursos competitivos: Un estudio empírico en grandes empresas industriales de Colombia. Cuadernos de administración, 22 (38): 49 - 72.
Calderón, G. & Serna, H. M. (2009). Relaciones entre recursos humanos y cultura organizacional. Un estudio empírico. Acta colombiana de psicología, 12(2): 97 - 114.
Organizational culture
The human resource management is the strategic framework of the organizational culture. Therefore, this study aims to identify the mutual impact between organizational culture and human resource management practices. To this end two models were constructed: one for the analysis of human resource management and another for the analysis of the organizational culture. The study was conducted in 199 manufacturing firms in Colombia. For information processing, multivariate models with emphasis on confirmatory factor analysis –CFA- and structural equation modeling- SEM- were used. The main finding was that market culture has a positive and significant impact on human resource management practices such as supply, training and career prospect.
Human resource management
Human resource management practices
Causal conditions between human resource management and organizational culture : an empirical study in the colombian industrial context.
Journal article
119
https://actacolombianapsicologia.ucatolica.edu.co/article/download/272/pdf%20art%C3%ADculo11
2012-07-01
https://actacolombianapsicologia.ucatolica.edu.co/article/view/272
134
1909-9711
0123-9155
2012-07-01T00:00:00Z
2012-07-01T00:00:00Z
institution UNIVERSIDAD CATÓLICA DE COLOMBIA
thumbnail https://nuevo.metarevistas.org/UNIVERSIDADCATOLICADECOLOMBIA/logo.png
country_str Colombia
collection Acta Colombiana de Psicología
title Condiciones de causalidad entre la gestión de los recursos humanos y la cultura organizacional : un estudio empírico en el contexto industrial colombiano.
spellingShingle Condiciones de causalidad entre la gestión de los recursos humanos y la cultura organizacional : un estudio empírico en el contexto industrial colombiano.
Calderón Hernández, Gregorio
Álvarez Giraldo, Claudia Milena
Serna Gómez, Héctor Mauricio
Cultura organizacional
Práticas de recursos humanos
Gestão humana
Cultura organizacional
Prácticas de recursos humanos
Gestión humana
Organizational culture
Human resource management
Human resource management practices
title_short Condiciones de causalidad entre la gestión de los recursos humanos y la cultura organizacional : un estudio empírico en el contexto industrial colombiano.
title_full Condiciones de causalidad entre la gestión de los recursos humanos y la cultura organizacional : un estudio empírico en el contexto industrial colombiano.
title_fullStr Condiciones de causalidad entre la gestión de los recursos humanos y la cultura organizacional : un estudio empírico en el contexto industrial colombiano.
title_full_unstemmed Condiciones de causalidad entre la gestión de los recursos humanos y la cultura organizacional : un estudio empírico en el contexto industrial colombiano.
title_sort condiciones de causalidad entre la gestión de los recursos humanos y la cultura organizacional : un estudio empírico en el contexto industrial colombiano.
title_eng Causal conditions between human resource management and organizational culture : an empirical study in the colombian industrial context.
description La gestión de los recursos humanos es el marco estratégico de la cultura organizacional. Por tanto, el presente estudio pretende identificar el impacto recíproco entre la cultura organizacional y la gestión de recursos humanos. Para esto se construyen dos modelos: uno para el análisis de la gestión de recursos humanos y otro para el análisis de la cultura organizacional. El estudio se contrasta en 199 empresas industriales de Colombia. Para el procesamiento de la información se utilizaron modelos multivariados con énfasis en análisis factorial confirmatorio –CFA- y modelos de ecuaciones estructurales –SEM-. Como principal hallazgo se identifica que la tipología cultural del mercado incide significativamente en las prácticas de recursos humanos tales como el aprovisionamiento, la capacitación y la carrera.
description_eng The human resource management is the strategic framework of the organizational culture. Therefore, this study aims to identify the mutual impact between organizational culture and human resource management practices. To this end two models were constructed: one for the analysis of human resource management and another for the analysis of the organizational culture. The study was conducted in 199 manufacturing firms in Colombia. For information processing, multivariate models with emphasis on confirmatory factor analysis –CFA- and structural equation modeling- SEM- were used. The main finding was that market culture has a positive and significant impact on human resource management practices such as supply, training and career prospect.
author Calderón Hernández, Gregorio
Álvarez Giraldo, Claudia Milena
Serna Gómez, Héctor Mauricio
author_facet Calderón Hernández, Gregorio
Álvarez Giraldo, Claudia Milena
Serna Gómez, Héctor Mauricio
topicspa_str_mv Cultura organizacional
Práticas de recursos humanos
Gestão humana
Cultura organizacional
Prácticas de recursos humanos
Gestión humana
topic Cultura organizacional
Práticas de recursos humanos
Gestão humana
Cultura organizacional
Prácticas de recursos humanos
Gestión humana
Organizational culture
Human resource management
Human resource management practices
topic_facet Cultura organizacional
Práticas de recursos humanos
Gestão humana
Cultura organizacional
Prácticas de recursos humanos
Gestión humana
Organizational culture
Human resource management
Human resource management practices
citationvolume 15
citationissue 2
publisher Universidad Católica de Colombia
ispartofjournal Acta Colombiana de Psicología
source https://actacolombianapsicologia.ucatolica.edu.co/article/view/272
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/
Héctor Mauricio Serna Gómez, Claudia Milena Álvarez Giraldo - 2012
references Martin, J. (1992). Cultures in organizations: Three perspectives, New York: Oxford University Press.
Pfeffer, J. (1998). La Ecuación Humana: La Dirección de RH Clave para la Excelencia Empresarial. Barcelona, Gestión 2000 y Aedipe.
Pettigrew, A.M. (1979). On studying organizational cultures. Administrative Science Quarterly, 24, 570-581.
Osterman, P. (1994). How common is workplace transformation and who adopts it?. Industrial and Labor Relations Review, 47, 173-188.
Olsson, U. H., Foss, T., Troye, S. V. & Howell, R. D. (2000). The performance of ML, GLS, and WLS estimation in structural equation modeling under conditions of mis-specification and non-normality. Structural equation modeling. 7: 557 - 595.
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.
Nunally, J. C. (1978). Psychometric theory. New York, McGraw Hill.
Montaño, L. (2000). La dimensión cultural de la organización. Elementos para un debate en América Latina. En: De la Garza, E. (coordinador) Tratado latinoamericano de sociología del trabajo. El Colegio de México, Facultad Latinoamericana de Ciencias Sociales, Universidad Autónoma Metropolitana, Fondo de Cultura Económica. México.
Mitroff, I. I. & Kilmann, R. H. (1978). Methodological approaches to social science: integrating divergent concepts and theories. San Francisco: Jossey - Bass.
Miles, R. E. & Snow, C. C. (1984). Designing strategic human resource systems. Organizational Dynamics, 13(1), 36-52.
Meek, V. L. (1988). Organizational culture: origins and weaknesses. Organization Studies, 9(4), 453-473.
McDonald, R. P. & Ho, M. R. (2002) Principles and practice in reporting structural equation analyses. Psychological methods. 7: 64 -82.
Marsh, H. W., Hau, K. & Grayson, D. (2005). Goodness of fit in structural equation models. En: Maydeu-Olivares, A. & McArdle, J. J. (comp.) Contemporary psychometrics (pp. 275 - 340).
Quinn, J. B. (1980). Strategies for change. Homewood, IL: Richard D. Irwin. Quinn, R. E. (1988). Beyond rational management: Managing the paradoxes and competing demands of high performance. San Francisco: Jossey - Bass.
Mason, R. O. & Mitroff, I. I. (1973). A program of research in management. Management Science. 19: 475 - 487.
Leal, A., Martín, E. & 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.
Lau, C. & Ngo, H. (2004). The HR system, organizational culture, and product innovation. International Business Review, 13: 685 - 18.
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 through reward systems. Academy of Management Executive, vol. 1, 90-108.
Jackson, S. E. & Schuler, R. S. (1995). Understanding human resource management in the context of organizations and their environment. Annual Review of Psychology. 46: 237 - 264.
Hu, L. Bentler, P. M. & Kano, Y. (1992). Cut-off criteria for fit indexes in covariance structure analysis: conventional criteria versus new alternatives. Structural equation modeling. 6: 1 - 55.
Hu, L. & Bentler, P. M. (1999). Cut-off criteria for fit indices in covariance structure analysis: conventional criteria versus new alternatives. Structural equation modeling. 6: 1 - 55.
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. (1991). Cultures and organizations: Software of the mind. Maidenhead, McGraw Hill. Versión en castellano: Culturas y Organizaciones. El Software Mental, Madrid, Alianza Editorial, 1999.
Haire, M., Ghiselli, E & Porter, L. (1966). Managerial thinking. An international study. New York: Wiley.
Hair, J. F., Black, B., Babin, B., Anderson, R. E. & Tatham, R. L. (1999). Multivariate data analysis. New York: Pearson Prentice Hall.
Fernández, E., Junquera, B. & Ordiz, M. (2003). Organizational culture and human resources in the environmental issue: a review of the literature. International Journal of Human Resource Management. 14 (4): 634 - 656.
Pfeffer, J. (2000). Nuevos rumbos en la teoría de la organización: Problemas y posibilidades. Oxford University Press. México.
Quinn, R. E. & Cameron, K. S. (1983). Organizational life cycles and shifting criteria effectiveness. Management Science. 29: 33 - 51.
Evans, P. & Lorange, P. (1990). The two logics behinds 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.
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.
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.
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. & Boswell, W. (2002). Desegregating HRM: A review and synthesis of micro and macro human resource management research. Journal of Management 28 (3), 247- 276.
Quinn, R. E. & McGrath, M. A. (1982). Moving beyond the single-solution perspective: The competing values approach as a diagnostic tool. Journal of Applied Behavioral Science, 18, 463-482.
Walton, R. E. (1985). From control to commitment in the workplace. Harvard Business Review, 8, 77-84.
Verburg, R. M., Drenth, Pieter, J. D., Koopman, P. L., Van Muisen, J. & Wang, Z. (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 - 419.
U.S. Department of Labor (1993). High performance work practices and firm performance. August. Washington, DC.
Ulrich, D. O. & Brockbank, W. (2005). The HR value proposition. Boston: Harvard Business School Press.
Trice, H. & Beyer, J. (1993) . The cultures of work organizations. New Jersey: Prentice Hall.
Tichy, N. M. (1982). Managing change strategically: the technical, political, and cultural keys. Organizational dynamics. 59 - 80.
Smircich, L. (1983). Concepts of culture and organizational analysis. Administrative Science Quarterly, 28, 339-358.
Schumacker, R. E. & lomax, R. G. (1996). A beginner’s guide to structural equation modeling. Mahwah, New Jersey: Lawrence Erlbaum Associates.
Schermelleh-Engel, K., Moosbrugger, H. & Müller, H. (2003). Evaluating the fit of structural equations models: Test of significance and descriptive goodness-of-fit measures. Methods of psychological research online. 8 (2): 23 - 74.
Schein, E. (1988). La cultura empresarial y el liderazgo: una visión dinámica. Barcelona: Plaza y Janés.
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. Schawrtz, H. & Stanley, D. (1981). Matching corporate culture and business strategy. Organizational dynamics. 30 - 48.
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.
Quinn, R. E. & Rohrbaugh, J. (1981). A competing values approach to organizational effectiveness. Public Productivity Review, 5, 122-140.
Ferguson, L. W. (1971). El desarrollo de la Psicología industrial. En: Gilmer, B.H. Psicología Industrial. Barcelona, Editorial Martínez Roca.
Devanna, M. A., Fombrun, C. & Tichy, N. (1981). Human resources management: A strategic perspective. Organizational Dynamics, Winter, 51-67.
Dessler, G. (1993). Winning commitment: How to build and keep a competitive workforce. New York: Mac Graw-Hill.
Allaire, Y. & Firsirotu, M.E. (1984). Theories of organizational culture. Organization studies, 5(3), 193-226.
Ajiferuke, M & Boddewyn, J. (1970). Culture and other explanatory variables in comparative management studies. Academy of management journal. 13: 153 - 163.
Barney, J. B. (1986). Organizational culture: can it be a source of sustained competitive advantage? The 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.
Beer, M. & Eisentat, R. A. (1996). The silent killers: overcoming the hidden barriers to organizational fitness. Work document 97 - 004. Boston: Harvard Business School.
Berg, P. O. (1999). The effects of high performance work practices on job satisfaction in the United States steel industry. Industrial Relations (Canadian), 54, 111-133.
Deshpandé, R. & Webster, F. (1989). Organizational culture and marketing: Defining the research agenda. Journal of Marketing. 53(1): 3 - 15.
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. (1995). Toward a theory of organizational culture and effectiveness. Organizational science. 6 (2): 204 - 223.
Denison, D. R., Hooijberg, R. & Quinn, R. E. (1995). Paradox performance: toward a theory of behavioral complexity in managerial leadership. Organizational science. 6: 524 - 540.
Denison, D. R., Haaland, S. & Goelzer, P. (2003) Corporate culture and organizational effectiveness: is there a similar pattern around the world? Advances in global leadership, No. 3: 2005 - 2227.
Denison, D. R. (2000). Organizational culture can it be a key lever for driving organizational change? Lausanne: International Institute for Management Development.
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.
Dechant, K. & Altman, B. (1994). Environmental leadership: from compliance to competitive advantage. Academy of management executive. 8 (3): 7 - 27.
Deal, T. E. & Kennedy, A. A. (1982). Corporate cultures: The rites and rituals of corporate life. Reading, MA: Addison-Wesley. Versión castellano: Deal, T. A., y Kennedy, A. (1985). Cultura Corporativa. México. Fondo Educativo Interamericano.
Cuadras, C. M. (2010). Nuevos métodos de análisis multivariante. Barcelona: CMC editions.
Catena, A., Ramos, M. M. & Trujillo, H. M. (2003). Análisis multivariado. Un manual para investigadores. Madrid: Editorial Biblioteca Nueva.
Campbell, A. C & Tawadey, K. (1990). Mision and business philosophy: Winning employee commitment. London: Heinemann.
Cameron, K. & Quinn, R. (2006): Diagnosing and changing organizational culture: Based on the competing values framework. San Francisco: John Wiley & Sons, Inc.
Bollen, K. A. & Curran, P. J. (2006). Latent curve models. A structural equation perspective. Hoboken, New Jersey: John Wiley & Sons.
Cameron, K. S. & Ettington, D. R. (1988). The conceptual foundations of organizational culture. En: J. C. Smart (eds.) Higher education: handbook of theory and research, vol. 4. Norwell, Mass: Kluwer.
Cameron, K. S. (1997). Techniques for making organizations effective: some popular approach. En: D. Druckman, J. E. Singer & H. Van Cott (eds.) Enhancing organizational performance. Washington, D. C.: National Academies Press.
Boomsma, A. & Hoogland, J. J. (2001). The robustness of LISREL modeling revisited. En: S. Du Toit & D. Sörbom (Eds.) structural equations models: present and future. A festschrift in honor of KarlJöreskog (pp. 139 - 168). Chicago: Scientific Software International.
Brewster, C. (1999). Strategic human resource management: The value of different paradigms. Management International Review, Special Issue, 39 (3), 45-64.
Camelo C., Martín F., Romero P. M. & 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.
Calderón, G., Álvarez, C. M., & Naranjo, J. C. (2009). Orientación estratégica y recursos competitivos: Un estudio empírico en grandes empresas industriales de Colombia. Cuadernos de administración, 22 (38): 49 - 72.
Calderón, G. & Serna, H. M. (2009). Relaciones entre recursos humanos y cultura organizacional. Un estudio empírico. Acta colombiana de psicología, 12(2): 97 - 114.
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 2012-07-01
date_accessioned 2012-07-01T00:00:00Z
date_available 2012-07-01T00:00:00Z
url https://actacolombianapsicologia.ucatolica.edu.co/article/view/272
url_doi https://actacolombianapsicologia.ucatolica.edu.co/article/view/272
issn 0123-9155
eissn 1909-9711
citationstartpage 119
citationendpage 134
url2_str_mv https://actacolombianapsicologia.ucatolica.edu.co/article/download/272/pdf%20art%C3%ADculo11
_version_ 1797158808244453376

Código QR

Estadísticas y Métricas Alternativas

Títulos similares