Confianza como consecuencia del compromiso percibido: Implicaciones sobre el aprendizaje y la innovación
##plugins.themes.bootstrap3.article.main##
##plugins.themes.bootstrap3.article.sidebar##
Publicado
12-03-2013
Joaquín García Cruz
Juan Carlos Real Fernández
Resumen
En este trabajo pretendemos alcanzar un doble objetivo. En primer lugar, estudiamos la influencia del compromiso afectivo de los empleados percibido por el directivo, tanto sobre su nivel de confianza, como sobre la capacidad de aprendizaje organizativo (CAO). Igualmente, analizamos cómo influye sobre la CAO esta predisposición del directivo a confiar en sus empleados. En segundo lugar, examinamos si el compromiso afectivo de los empleados percibido por el directivo, la confianza del directivo y la CAO favorecen la innovación en producto. Aplicando modelos de ecuaciones estructurales (Partial Least Squares -PLS-) sobre una muestra de 92 empresas pertenecientes a sectores innovadores españoles se concluye que el compromiso afectivo que el directivo percibe en los empleados determina su nivel de confianza en aquellos. Asimismo, ambas variables (compromiso afectivo de los empleados percibido por el directivo y confianza del directivo) explican la CAO. Finalmente, se comprueba que los dos factores considerados (compromiso afectivo percibido y confianza) influyen sobre la innovación en producto a través de la CAO.
Cómo citar
García Cruz, J., & Real Fernández, J. C. (2013). Confianza como consecuencia del compromiso percibido: Implicaciones sobre el aprendizaje y la innovación. Cuadernos De Gestión, 13(1), 95–124. https://doi.org/10.5295/cdg.110282jg
##plugins.themes.bootstrap3.article.details##
Keywords
Compromiso afectivo de los empleados percibido por el directivo, confianza del directivo en los empleados, capacidad de aprendizaje organizativo, innovación en producto, partial least squares (PLS)
References
AKGÜN, A. E.; BYRNE, J. C.; LYNN G. S. y KESKIN, H. (2007): “New product development in turbulent environments: Impact of improvisation and unlearning on new product performance”, Engineering and Technology Management, Vol. 24, Nº 3, pp. 203-230.
ALEGRE, J. y CHIVA, R. (2008): “Assessing the impact of organizational learning capability on product innovation performance: an empirical test”, Technovation, Vol. 28, Nº 6, pp. 315-326.
ALEGRE, J. y CHIVA, R. (2009): “Entrepreneurial orientation, organizational learning capability and performance in the ceramic tiles industry”, Instituto Valenciano de Investigaciones Económicas, Working papers. Serie EC 2009-08
ALEGRE, J.; LAPIEDRA R. y CHIVA, R. (2006): “A measurement scale for product innovation performance”, European Journal of Innovation Management, Vol. 9, Nº 4, pp. 333-346.
ANDERSON, N.; DE DREU, C. y NIJSTAD, B. (2002): “The routinization of innovation research: a constructively critical review of the state-of-the-science”, Journal of Organizational Behavior, Vol. 25, Nº 2, pp. 147-173.
APPELBAUM, E.; BAILEY, T.; BERG, P. y KALLEBERG, A. (2000): Manufacturing Advantage: Why-High Performance Work Systems Pay Off. Ithaca, NY: ILR Press.
ARMSTRONG, J. S. y OVERTON, T. S. (1977): “Estimating nonresponse bias in mail surveys”, Journal of Marketing Research, Vol. 14, Nº 3, pp. 396-402.
ARROW, K. J. (1985): “Maine and Texas. Economic history: A necessary though not sufficient condition for an economist”, American Economic Review, Vol. 75, pp. 320-323.
AVLONITIS, G. J.; PAPASTATHOPOULOU, P. G. y GOUNARIS, S. P. (2001): “An empiricallybased typology of product innovativeness for new financial services: Success and failure scenarios”, The Journal of Product Innovation Management, Vol. 18, Nº 5, pp. 324-342.
BALACHANDRA, R. y FRIAR, J. H. (1997): “Factors for success in R&D projects and new product innovation: a contextual framework. IEEE”, Transactions on Engineering Management, Vol. 44, Nº 3, pp. 276-287.
BARCLAY, D.; HIGGINS, C. y THOMPSON, R. (1995): “The partial least squares (PLS) approach to causal modelling: Personal computer adoption and use as illustration”, Technological Studies, Special Issue on Research Methodology, Vol. 2, Nº 2, pp. 285-309.
BARNEY, J. (1991): “Firm resources and sustained competitive advantage”, Journal of Management, 17, Nº 1, pp. 99-120.
BARTLETT, C. y GOSHAL, S. (1990): “The multinational corporation as an interorganizational network”, Academy of Management Review, Vol. 5, Nº 4, pp. 603-625.
BECERRA, M. y GUPTA, A. (2003): “Perceived trustworthiness within the organization: the moderating impact of communication frequency on “trustor” and “trustee” effects”, Organization Science, Vol. 14, Nº 1, pp. 32-44.
BEER, M.; EISENSTAT, R. y SPECTOR, B. (1990): “Why change programs don’t produce change”, Harvard Business Review, Vol. 68, pp.158-166.
BERGERON, D. (2007): “The potential paradox of organizational citizenship behaviour: good citizens at what cost?”, Academy of Management Review, Vol. 32, Nº 4, pp. 1078-1095.
BHATNAGAR, J. (2007) “Predictors of organizational commitment in India: Strategic HR toles, organizational learning capability and psychological empowerment”, The International Journal of Human Resource Management, Vol. 18, Nº 10, 1782-1811.
BIDAUL, F. y CASTELLO, A. (2010): “Why too much trust is death to innovation”, Sloan Management Review, Nº 51, Nº 4, pp. 33-38.
BOOZ, ALLEN y HAMILTON (1982): Management of new products management for the 1980s. New York: Booz, Allen and Hamilton, Inc.
BRACHOS, D.; KOSTOPULOS, K.; SODERSQUIST, K. E., y PRASTACOS, G. (2007): “Knowledge effectiveness, social context and innovation”, Journal of Knowledge Management, Vol. 11, Nº 5, pp. 31-44.
BUENO, E. y ORDOÑEZ, P., (2004): “Innovation and learning in the knowledge based economy: challenges for the firm”, International Journal of Technology Management, Vol. 27 Nº 6/7, pp. 531-533.
CAMELO-ORDAZ, C.; GARCÍA-CRUZ, J.; SOUSA-GINEL, E. y VALLE-CABRERA, R. (2011): “The influence of human resource management on knowledge sharing and innovation in Spain: the mediating role of affective commitment”, The International Journal of Human Resource Management, Vol. 22, Nº 7, pp. 1440-1461.
CAMERMAN, J.; CROPANZANSO, R. y VANDENBERGHE, C. (2007): “The benefits of justice for temporary workers”, Group & Organization Management, Vol. 32, Nº 2, pp. 176-207.
CAPON, N.; FARLEY, J. U.; LEHMANN, D. R. y HULBERT, J. M. (1992): “Profiles of product innovators among large U.S. manufacturers”, Management Science, Vol. 38, Nº 2, pp. 157-169.
CARMINES, E. G. y ZELLER, R. A. (1979): Reliability and validity assessment. Beverly Hills, CA, Sage University Paper Series on Quantitative Applications in the Social Sciences (07-017).
CHAKRAVARTHY, B. y CHO, H.-J. (2004): “Managing trust and learning: an exploratory study”, International Journal of Management & Decision Making, Vol. 5, Nº 4, pp. 333-347.
CHAN, Y.; TAYLOR, R. y MARKHAM, S. (2008): “The role of subordinates’ trust in a social exchange-driven psychological empowerment process”, Journal of Managerial Issues, Vol. XX, Nº 4, pp. 444-470.
CHASTON, I.; BADGER, B.; SADLER-SMITH, E. (1999): “Organisational learning: Research issues and applications in SME sector firms”, International Journal of Entrepreneurial Behaviour & Research, Vol. 5, Nº 4, pp. 191-203.
CHESBROUGH, H.; VANHAVERBEKE W. y WEST, J. (2008): Open innovation: Researching a new paradigm. Oxford: Oxford University Press.
CHIN, W. W. (1998a): “The partial least squares approach to structural equation modelling”, en G. A Marcoulides (Ed.): Modern methods for business research. pp. 295-336. Mahwah, NJ: Lawrence Erlbaum Associates.
CHIN, W. W. (1998b): “Issues and opinion on structural equation modelling”, MIS Quarterly, Vol. 22, pp. 7-15.
CHIN, W. W. y FRYE, T. (2003): PLS-Graph, Version 3.00 (Build 1017). University of Houston.
CHIN, W. W. y GOPAL, A. (1995): “Adoption intention in GSS: Relative importance of beliefs”, The Data Base for Advances in Information Systems, Vol. 26, Nº 2, Nº 3, pp. 42-63.
CHIU, S. F. y TSAI, W. (2007): “The linkage between profit sharing and organizational citizenship behaviour”, International Journal of Human Resource Management, Vol. 18, pp. 1098-1115.
CHIVA, R.; ALEGRE, J. y LAPIEDRA, R. (2007): “Measuring organizational learning capability among the workforce”, International Journal of Manpower, Vol. 28, Nº 3, pp. 224-242.
CHURCHILL, G. A. (1979): “A paradigm for developing better measures for marketing constructs”, Journal of Marketing Research, Vol. 16, Nº 1, pp. 64-73.
COLLINS, C. J. y SMITH, K. G. (2006): “Knowledge exchange and combination: The role of human resource practices in the performance of high-technology firms”, Academy of Management Journal, Vol. 49, Nº 3, pp. 544-560.
CYCYOTA, C. S. y HARRISON, D. A. (2002): “Enhancing survey response rates at the executive level”, Journal of Management, Vol. 28, Nº 2, pp. 151-176.
D’AMATO, A. y HERZFELDT, R. (2008): “Learning orientation, organizational commitment and talent retention across generations: A study of European managers”, Journal of Managerial Psychology, Vol. 23, Nº 8, pp. 929–953.
DARROCH, J. y JARDINE, A. (2002): “Combining firm-based and consumer-based perspectives to develop a new measure for innovation”, 3rd International Conference on Management of Innovation and Technology. Hangzhou City, China.
DIAMANTOPOULOS, A. y SIGUAW, J. A. (2006): “Formative versus reflective indicators in organizational measure development: a comparison and empirical illustration,” British Journal of Management, Vol. 17, Nº 4, pp. 263-282.
DILLMAN, D. A. (1978): Mail and telephone surveys: The total design method. New York: Wiley & Sons Inc.
DIRKS, K. T. y FERRIN, D. L. (2001): “The role of trust in organizational settings”, Organization Science, Vol. 12, Nº 4, pp. 450-467.
DODGSON, M. (1993): “Organizational learning: A review of some literatures”, Organization Studies, Vol. 14, Nº 3, pp. 375-394.
EASTERBY-SMITH, M.; CROSSAN, M. y NICCOLINI, D. (2000): “Organizational learning: debates past, present and future”, The Journal of Management Studies, Vol. 37, Nº 6, pp. 783-783.
EISENBERGER, R.; FAOSOLO, P. y DAVIS-LAMASTRO, V. (1990): “Perceived organizational support and employee diligence”, Journal of Applied Psychology, Vol. 75, Nº 1, pp. 51-60.
FOLGER, R. y KONOVSKY, M. (1989): “Effects of procedural and distributive justice on reactions to pay raise decisions”, Academy of Management Journal, Vol. 32, pp. 115-130.
FORNELL, C. y LARCKER, D. F. (1981): “Evaluating structural equation models with unobservable variables and measurement error”, Journal of Marketing Research, Vol. 18, Nº 1, pp. 39-50.
GARVIN, D. A. (1993): “Building a learning organization”, Harvard Business Review, Vol. 71, Nº 4, pp. 78-91.
GEISSER, S. (1975): “The predictive sample reuse method with applications”, Journal of the American Statistical Association, Vol. 70, pp. 320-328.
GOH, S. C. y RICHARDS, G. (1997): “Benchmarking the learning capacity of organizations”, European Management Journal, Vol. 15, Nº 5, pp. 575-583.
GOMEZ, C. y ROSEN, B. (2001): “The leader-member exchange as a link between managerial trust and employee empowerment”, Group & Organization Management, Vol. 26, Nº 1, pp. 53-69.
HELFAT, C. E. y RAUBITSCHECK, R. S. (2000): “Product sequencing: Co-evolution of knowledge, capabilities and products”, Strategic Management Journal, Vol. 21, Nº, 10-11, pp. 961-979.
HENSELER, J.; RINGLEAND, C. M. y SINKOVICS, R. R. (2009): “The use of partial least squares path modeling in international marketing”, New Challenges to International Marketing Advances in International Marketing, Vol. 20, pp. 277-319.
HOE, S. (2007): “Is interpersonal trust a necessary condition in organisational learning?”, Journal of Organizational Transformation and Social Change, Vol. 4, Nº. 2, pp. 149-156.
HUBER, G. P. (1991): “Organizational learning: The contributing processes and the literature”, Organization Science, Vol. 2, Nº 1, pp. 88-115.
HUBER, G. P. y POWER, D. J. (1985): “Retrospective reports of strategic-level managers: Guidelines for increasing their accuracy”, Strategic Management Journal, Vol. 6, Nº 2, pp. 171-180.
HULT, G. T. M. (1998): “Managing the international strategic sourcing process as a market-driven organizational learning system”, Decision Science, Vol. 29, Nº 1, pp. 193-216.
HULT, G. T. M. (1998): “Managing the international strategic sourcing process as a market-driven organizational learning system”, Decision Science, Vol. 29, Nº 1, pp. 193-216.
HULT, G. T. M. y FERRELL, O. C. (1997): “Global organizational learning capacity in purchasing: Construct and measurement”, Journal of Business Research, Vol. 40, Nº 2, pp. 97-111.
HULT, G. T. M. y FERRELL, O. C. (1997): “Global organizational learning capacity in purchasing: Construct and measurement”, Journal of Business Research, Vol. 40, Nº 2, pp. 97-111.
HULT, G. T. M.; HURLEY, R. F. y KNIGHT, G. A. (2004): “Innovativeness: Its antecedents and impact on business performance”, Industrial Marketing Management, Vol. 33, Nº 5, pp. 429-438.
HURLEY, R. F. y HULT, G. T. M. (1998): “Innovation, market orientation, and organizational learning: An integration and empirical examination”, Journal of Marketing, Vol. 62, Nº. 3, pp. 42-54.
INE (2006): Encuesta de innovación tecnológica en las empresas 2004. Madrid: Instituto Nacional de Estadística.
JARVIS, C. B.; MACKENZIE, S. B. y PODSAKOFF, P. M. (2003): “A critical review of construct indicators and measurement model misspecification in marketing and consumer research”, Journal of Consumer Research, Vol. 30, Nº 2, pp. 199-218.
JEREZ-GÓMEZ, P.; CÉSPEDES-LORENTE, J. y VALLE-CABRERA, R. (2005): “Organizational learning capability: A proposal of measurement”, Journal of Business Research, Vol. 58, Nº 6, pp. 715-725.
KIDD, J. y GREEN, F. (2006): “The careers of research scientists: Predictors of three dimensions of career commitment and intention to leave science”, Personnel Review, Vol. 35, Nº 3, pp. 229-332.
KOFMAN, F. y SENGE, P. M. (1993): “Communities of commitment: The heart of learning organizations”, Organizational Dynamics, Vol. 22, N. 2, pp. 4-22.
KOGUT, B. y ZANDER, U. (1992): “Knowledge of the firm, combinative capabilities and the replication of technology”, Organization Science, Vol. 3, Nº 3, pp. 383-397.
KONRAD, A. M. y LINNEHAN, F. (1995): “Formalized HRM structures: Coordinating equal employment opportunity or concealing organizational practice?”, Academy of Management Journal, Vol. 38, Nº 3, pp. 787-820.
LEE, T. S. y TSAI, H. J. (2005): “The effects of business operation mode on market orientation, learning orientation and innovativeness”, Industrial Management & Data System, Vol. 105, Nº 3, pp. 325-348.
LEVIN, D., y CROSS, R. (2004): “The strength of weak ties can trust: the mediating role of trust in effective knowledge transfer”, Management Science, Nº 50, Nº 11, pp. 1477-1490.
LOHMÖLLER, J. B. (1989): Latent variables path modelling with partial least squares. Heidelberg: Physica-Verlag.
LUCHAK, A. A. y GELLATY, I. R. (2007): “A comparison of linear and nonlinear relations between organizational commitment and work outcomes”, Journal of Applied Psychology, Vol. 92, Nº 3, pp. 786-793.
LYNN, G. S.; SKOV, R. V. y ABEL, K. D. (1999): “Practices that support team learning and their impact on speed to market and new product success”, Journal of Product Innovation Management, Vol. 16, Nº 5, pp. 439-454.
MACCALLUM, R. C. y BROWNE, M. W. (1993): “The use of causal indicators in covariance structure models: Some practical issues”, Psychological Bulletin, Vol. 114, Nº 3, pp. 533-541.
MACKENZIE, S. B.; PODSAKOFF, P. M. y JARVIS, C. B. (2005): “The problem of measurement model misspecification in behavioural and organizational research and some recommended solutions”, Applied Psychology, Vol. 90, Nº 4, pp. 710-730.
MACKY, K., y BOXALL, P. (2007): “The relationship between high performance work practices’ and employee attitudes: An investigation of additive and interaction effect”, International Journal of Human Resource Management, Nº 18, Nº 4, pp. 537–567.
MATHIEU, J. E. y ZAJAC, D. (1990): “A review and meta analysis of the antecedents, correlates, and consequences of organizational commitment”, Psychological Bulletin, Vol. 108, pp.171-194.
MAYER, R. C. y GAVIN, M. B. (2005): “Trust in management and performance: Who minds the shop while the employees watch the boss?”, Academy of Management Journal, Vol. 48, Nº 5, pp. 874-888.
MAYER, R.; DAVIS, J. y SCHOORMAN, F. (1995): “An integrative model of organizational trust”, Academy of Management Review, Vol. 20, Nº. 3, pp. 709-734.
MCGILL, M. E.; SLOCUM, J. W. y LEI, D. (1992): “Management practices in learning organizations”, Organizational Dynamics, Vol. 21, Nº 1, pp. 5-17.
MEYER, J. y ALLEN, N. (1991): “A three-component conceptualization of organizational commitment”, Human Resource Management Review, Vol. 1, Nº 1, pp. 61-89.
MEYER, J. y ALLEN, N. (1997): Commitment in the workplace. Theory, research and application. London: Sage Publications.
MEYER, J.; STANLEY, D.; HERSCOVITCH L. y TOPOLNYTSKY, L. (2002): “Affective, continuance, and normative commitment to the organization: A meta analysis of antecedents, correlates, and consequences”, Journal of Vocational Behavior, Vol. 61, Nº 1, pp. 20-52.
MISHRA, A. y SPREITZER, G. (1998): “Explaining how Survivors Respond to Downsizing: the role of trust, empowerment, justice, and work redesign”, Academy of Management Review, Vol. 23, Nº 3, pp. 567-588.
MOLINA-MORALES, F. y MARTÍNEZ-FERNÁNDEZ, T. (2010): “Social networks: effects of social capital on firm innovation”, Journal of Small Business Management, Vol. 48, Nº 2, 258-279.
MORAN, P. y GHOSHAL, S. (1996): “Value creation by firms”, Academy of Management Best Paper Proceedings, pp. 41-45.
MORGAN, R. y HUNT, S. (1994): “The commitment-trust theory of relationship marketing”. Journal of Marketing, Vol. 58, Nº 3, pp. 20-38.
NEVIS, E. C.; DIBELLA, A. J. y GOULD, J. M. (1995), “Understanding organizations as learning systems”, Sloan Management Review, Vol. 36, Nº 2, pp. 73-85.
NG, T. W. H y FELDMAN, D. C. (2011): “Affective organizational commitment and citizenship behavior: Linear and non-linear moderating effects of organizational tenure”, Journal of Vocational Behavior, Vol. 79, Nº 2, pp. 528-537.
NONAKA, I. y TAKEUCHI, H. (1995): The knowledge-creating company. New York: Oxford Univ. Press; 1995.
NOOTEBOOM, B. (2002): Trust: Forms, foundations, functions, failures and figures. Cheltenha: Edward Elgar.
NUNNALLY, J. (1978): Psychometric theory. New York: McGraw-Hill.
OECD/EUROSTAT (2005): Oslo manual third edition. Guidelines for collecting and interpreting technological innovation data. Paris: OECD.
ORGAN, D. W. (1988): Organizational citizenship behaviour: The good soldier syndrome. Lexington, MA: Lexington Books.
PAVITT, K. (1984): “Sectorial patterns of technical change: Towards a taxonomy and a theory”, Research Policy, Vol. 13, Nº 6, pp. 343-373.
PODSAKOFF, N.; SHEN, W. y PODSAKOFF, P. M. (2006): “The role of formative measurement models in strategic management research: review, critique and implications for future research”, en D. Ketchen; D. Bergh (Eds.): Research methodology in strategic management, Vol. 3, pp. 201-256, Greenwich, CT, JAI Press.
PODSAKOFF, P. M. y ORGAN, D. W. (1986): “Self reports in organizational research: Problems and prospects”, Journal of Management, Vol. 12, pp. 531-544.
ROBINSON, S. (1996): “Trust and breach of the psychological contract”, Administrative Science Quarterly, Vol. 41, Nº 4, pp. 574-599.
ROCA-PUIG, V.; BELTRÁN-MARTÍN, I. y BOU-LLUSAR, J. C. (2007): “Organizational commitment to employees and organizational performance. A simultaneous test of configurative and universalistic propositions”, Personnel Review, Vol. 36, Nº 6, pp. 867-886.
ROUSSEAU, D.; SITKIN, S.; BURT, R. y CAMERER, C. (1998): “Not so different after all: A cross-discipline view of trust”, Academy of Management Review, Vol. 23, Nº 3, pp. 393-404.
RUPPEL, C. y HARRINGTON, S. (2000): “The relationship of communication, ethical work climate, and trust to commitment and innovation”, Journal of Business Ethics, Vol. 25, Nº 4, pp. 313-328.
SENGE, P. M. (1990): The fifth discipline. New York: Currency Doubleday.
SINKULA J. M. (1994): “Market information processing and organizational learning”, Journal of Marketing, Vol. 58, Nº 1, pp. 35-45.
SINKULA, J. M.; BAKER, W. E. y NOORDEWIER, T. (1997): “A framework for market-based organizational learning: Linking values, knowledge and behaviour”, Journal of the Academy of Marketing Science, Vol. 25, Nº 4, pp. 305-318.
SLOCUM, J. W.; MCGILL, M. y LEI, D. T. (1994): “The new learning strategy: Anytime, anything, anywhere”, Organizational Dynamics, Vol. 23, Nº. 2, pp. 33-48.
SOBEL, M. E. (1982): “Asymptotic intervals for indirect effects in structural equations models”, en Leinhart, S. (Ed.): Sociological Methodology, pp. 290-312. San Francisco: Jossey-Bass.
SWIERINGA, J. y WIERDSMA, A. F. (1992): Becoming a learning organization. MA: AddisonWesley.
SZULANSKI G. (1996): “Exploring internal stickiness impediments to the transfer of best practice within the firm”, Strategic Management Journal, Vol. 17 (special issue), pp. 27-44.
TAKEUCHI, H. (2001): “Towards a universal management of the concept of knowledge”, en Nonaka I y Teece D. (Ed.): Managing industrial knowledge: Creation, transfer and utilization, pp. 315-329. Thousand Oaks, CA: Sage.
TAN, H. y LIM, A. (2009): “Trust in co-workers and trust in organizations”, The Journal of Psychology, Vol. 143, Nº 1, pp. 45-66.
THOMKE, S. (2001): “Enlightened experimentation: The new imperative for innovation”, Harvard Business Review, Vol. 79, Nº 2, pp. 67-75.
TOHIDI, H.; SEYEDALIAKBAR, S. M. y MANDEGARI, M. (2012): “Organizational learning measurement and the effect on firm innovation, Journal of Enterprise Information Management, Vol. 25, Nº 3, pp. 219-245.
TOMASKOVIC-DEVEY, D.; LEITER, J. y THOMPSON, S. (1994): “Organizational survey nonresponse”, Administrative Science Quarterly, Vol. 39, Nº 3, pp. 439-457.
TUSHMAN, T y NADLER, D. (1986): “Organizing for innovation”, California Management Review, Vol. 28, Nº 3, pp. 74-92.
TZAFRIR, S. (2005): “The relationship between trust, HRM practices and firm performance”. International Journal of Human Resource Management, Vol. 16, Nº 9, pp. 1600-1622.
VAN DER BIJ, H., SONG, M. y WEGGEMAN, M. (2003): “An empirical investigation into the antecedents of knowledge dissemination at the strategic business unit level”, Journal of Product Innovation Management, Vol. 20, Nº 2, pp. 163-179.
WANG, C. L. y AHMED, P.K. (2004): “The development and validation of the organizational innovativeness construct using confirmatory factor analysis”, European Journal of Innovation Management, Vol.7, Nº 4, pp. 303-313.
WHITENER, E. M. (2001): “Do high commitment HRM practices affect employee commitment?”, Journal of Management, Vol. 27, Nº 5, pp. 515-535.
WRIGHT, P. M.; GARDNER, T. M. y MONIHAN, L. M. (2003): “The impact of HR practices on the performance of business units”, Human Resource Management Journal, Vol. 13, Nº 3, pp. 21-36.
WRIGHT, T. y BONETT, D. (2002): “The moderating effects of employee tenure on the relation between organizational commitment and job performance: A meta-Analysis”, Journal of Applied Psychology, Vol. 87, Nº 6, pp. 1183-1190.
YEUNG, A. K.; ULRICH, D. O.; NASON, S. W. y VON GLINOW, M. A. (1999): Organizational learning capability. Generating and generalizing ideas with impact. New York: Oxford University Press.
ZAHEER, A.; MCEVILY, B. y PERRONE, V. (1998): “Does trust matter? Exploring the effects of interorganizational and interpersonal trust on performance”, Organization Science, Vol. 9, N 2, pp. 141-159.
ZAHRA, S. A. y GEORGE, G. (2002): “Absorptive capacity: a review, reconceptualization, and extension”, Academy of Management Review, Vol. 27, Nº 2, pp. 185-203.
ZOLIN, R.; HINDS, P.; FRUCHTER, R. y LEVITT, R. (2004): “Interpersonal trust in cross-functional, geographically distributed work: A longitudinal study”, Information & Organizations, Vol. 14, Nº 1, pp. 1-26.
ALEGRE, J. y CHIVA, R. (2008): “Assessing the impact of organizational learning capability on product innovation performance: an empirical test”, Technovation, Vol. 28, Nº 6, pp. 315-326.
ALEGRE, J. y CHIVA, R. (2009): “Entrepreneurial orientation, organizational learning capability and performance in the ceramic tiles industry”, Instituto Valenciano de Investigaciones Económicas, Working papers. Serie EC 2009-08
ALEGRE, J.; LAPIEDRA R. y CHIVA, R. (2006): “A measurement scale for product innovation performance”, European Journal of Innovation Management, Vol. 9, Nº 4, pp. 333-346.
ANDERSON, N.; DE DREU, C. y NIJSTAD, B. (2002): “The routinization of innovation research: a constructively critical review of the state-of-the-science”, Journal of Organizational Behavior, Vol. 25, Nº 2, pp. 147-173.
APPELBAUM, E.; BAILEY, T.; BERG, P. y KALLEBERG, A. (2000): Manufacturing Advantage: Why-High Performance Work Systems Pay Off. Ithaca, NY: ILR Press.
ARMSTRONG, J. S. y OVERTON, T. S. (1977): “Estimating nonresponse bias in mail surveys”, Journal of Marketing Research, Vol. 14, Nº 3, pp. 396-402.
ARROW, K. J. (1985): “Maine and Texas. Economic history: A necessary though not sufficient condition for an economist”, American Economic Review, Vol. 75, pp. 320-323.
AVLONITIS, G. J.; PAPASTATHOPOULOU, P. G. y GOUNARIS, S. P. (2001): “An empiricallybased typology of product innovativeness for new financial services: Success and failure scenarios”, The Journal of Product Innovation Management, Vol. 18, Nº 5, pp. 324-342.
BALACHANDRA, R. y FRIAR, J. H. (1997): “Factors for success in R&D projects and new product innovation: a contextual framework. IEEE”, Transactions on Engineering Management, Vol. 44, Nº 3, pp. 276-287.
BARCLAY, D.; HIGGINS, C. y THOMPSON, R. (1995): “The partial least squares (PLS) approach to causal modelling: Personal computer adoption and use as illustration”, Technological Studies, Special Issue on Research Methodology, Vol. 2, Nº 2, pp. 285-309.
BARNEY, J. (1991): “Firm resources and sustained competitive advantage”, Journal of Management, 17, Nº 1, pp. 99-120.
BARTLETT, C. y GOSHAL, S. (1990): “The multinational corporation as an interorganizational network”, Academy of Management Review, Vol. 5, Nº 4, pp. 603-625.
BECERRA, M. y GUPTA, A. (2003): “Perceived trustworthiness within the organization: the moderating impact of communication frequency on “trustor” and “trustee” effects”, Organization Science, Vol. 14, Nº 1, pp. 32-44.
BEER, M.; EISENSTAT, R. y SPECTOR, B. (1990): “Why change programs don’t produce change”, Harvard Business Review, Vol. 68, pp.158-166.
BERGERON, D. (2007): “The potential paradox of organizational citizenship behaviour: good citizens at what cost?”, Academy of Management Review, Vol. 32, Nº 4, pp. 1078-1095.
BHATNAGAR, J. (2007) “Predictors of organizational commitment in India: Strategic HR toles, organizational learning capability and psychological empowerment”, The International Journal of Human Resource Management, Vol. 18, Nº 10, 1782-1811.
BIDAUL, F. y CASTELLO, A. (2010): “Why too much trust is death to innovation”, Sloan Management Review, Nº 51, Nº 4, pp. 33-38.
BOOZ, ALLEN y HAMILTON (1982): Management of new products management for the 1980s. New York: Booz, Allen and Hamilton, Inc.
BRACHOS, D.; KOSTOPULOS, K.; SODERSQUIST, K. E., y PRASTACOS, G. (2007): “Knowledge effectiveness, social context and innovation”, Journal of Knowledge Management, Vol. 11, Nº 5, pp. 31-44.
BUENO, E. y ORDOÑEZ, P., (2004): “Innovation and learning in the knowledge based economy: challenges for the firm”, International Journal of Technology Management, Vol. 27 Nº 6/7, pp. 531-533.
CAMELO-ORDAZ, C.; GARCÍA-CRUZ, J.; SOUSA-GINEL, E. y VALLE-CABRERA, R. (2011): “The influence of human resource management on knowledge sharing and innovation in Spain: the mediating role of affective commitment”, The International Journal of Human Resource Management, Vol. 22, Nº 7, pp. 1440-1461.
CAMERMAN, J.; CROPANZANSO, R. y VANDENBERGHE, C. (2007): “The benefits of justice for temporary workers”, Group & Organization Management, Vol. 32, Nº 2, pp. 176-207.
CAPON, N.; FARLEY, J. U.; LEHMANN, D. R. y HULBERT, J. M. (1992): “Profiles of product innovators among large U.S. manufacturers”, Management Science, Vol. 38, Nº 2, pp. 157-169.
CARMINES, E. G. y ZELLER, R. A. (1979): Reliability and validity assessment. Beverly Hills, CA, Sage University Paper Series on Quantitative Applications in the Social Sciences (07-017).
CHAKRAVARTHY, B. y CHO, H.-J. (2004): “Managing trust and learning: an exploratory study”, International Journal of Management & Decision Making, Vol. 5, Nº 4, pp. 333-347.
CHAN, Y.; TAYLOR, R. y MARKHAM, S. (2008): “The role of subordinates’ trust in a social exchange-driven psychological empowerment process”, Journal of Managerial Issues, Vol. XX, Nº 4, pp. 444-470.
CHASTON, I.; BADGER, B.; SADLER-SMITH, E. (1999): “Organisational learning: Research issues and applications in SME sector firms”, International Journal of Entrepreneurial Behaviour & Research, Vol. 5, Nº 4, pp. 191-203.
CHESBROUGH, H.; VANHAVERBEKE W. y WEST, J. (2008): Open innovation: Researching a new paradigm. Oxford: Oxford University Press.
CHIN, W. W. (1998a): “The partial least squares approach to structural equation modelling”, en G. A Marcoulides (Ed.): Modern methods for business research. pp. 295-336. Mahwah, NJ: Lawrence Erlbaum Associates.
CHIN, W. W. (1998b): “Issues and opinion on structural equation modelling”, MIS Quarterly, Vol. 22, pp. 7-15.
CHIN, W. W. y FRYE, T. (2003): PLS-Graph, Version 3.00 (Build 1017). University of Houston.
CHIN, W. W. y GOPAL, A. (1995): “Adoption intention in GSS: Relative importance of beliefs”, The Data Base for Advances in Information Systems, Vol. 26, Nº 2, Nº 3, pp. 42-63.
CHIU, S. F. y TSAI, W. (2007): “The linkage between profit sharing and organizational citizenship behaviour”, International Journal of Human Resource Management, Vol. 18, pp. 1098-1115.
CHIVA, R.; ALEGRE, J. y LAPIEDRA, R. (2007): “Measuring organizational learning capability among the workforce”, International Journal of Manpower, Vol. 28, Nº 3, pp. 224-242.
CHURCHILL, G. A. (1979): “A paradigm for developing better measures for marketing constructs”, Journal of Marketing Research, Vol. 16, Nº 1, pp. 64-73.
COLLINS, C. J. y SMITH, K. G. (2006): “Knowledge exchange and combination: The role of human resource practices in the performance of high-technology firms”, Academy of Management Journal, Vol. 49, Nº 3, pp. 544-560.
CYCYOTA, C. S. y HARRISON, D. A. (2002): “Enhancing survey response rates at the executive level”, Journal of Management, Vol. 28, Nº 2, pp. 151-176.
D’AMATO, A. y HERZFELDT, R. (2008): “Learning orientation, organizational commitment and talent retention across generations: A study of European managers”, Journal of Managerial Psychology, Vol. 23, Nº 8, pp. 929–953.
DARROCH, J. y JARDINE, A. (2002): “Combining firm-based and consumer-based perspectives to develop a new measure for innovation”, 3rd International Conference on Management of Innovation and Technology. Hangzhou City, China.
DIAMANTOPOULOS, A. y SIGUAW, J. A. (2006): “Formative versus reflective indicators in organizational measure development: a comparison and empirical illustration,” British Journal of Management, Vol. 17, Nº 4, pp. 263-282.
DILLMAN, D. A. (1978): Mail and telephone surveys: The total design method. New York: Wiley & Sons Inc.
DIRKS, K. T. y FERRIN, D. L. (2001): “The role of trust in organizational settings”, Organization Science, Vol. 12, Nº 4, pp. 450-467.
DODGSON, M. (1993): “Organizational learning: A review of some literatures”, Organization Studies, Vol. 14, Nº 3, pp. 375-394.
EASTERBY-SMITH, M.; CROSSAN, M. y NICCOLINI, D. (2000): “Organizational learning: debates past, present and future”, The Journal of Management Studies, Vol. 37, Nº 6, pp. 783-783.
EISENBERGER, R.; FAOSOLO, P. y DAVIS-LAMASTRO, V. (1990): “Perceived organizational support and employee diligence”, Journal of Applied Psychology, Vol. 75, Nº 1, pp. 51-60.
FOLGER, R. y KONOVSKY, M. (1989): “Effects of procedural and distributive justice on reactions to pay raise decisions”, Academy of Management Journal, Vol. 32, pp. 115-130.
FORNELL, C. y LARCKER, D. F. (1981): “Evaluating structural equation models with unobservable variables and measurement error”, Journal of Marketing Research, Vol. 18, Nº 1, pp. 39-50.
GARVIN, D. A. (1993): “Building a learning organization”, Harvard Business Review, Vol. 71, Nº 4, pp. 78-91.
GEISSER, S. (1975): “The predictive sample reuse method with applications”, Journal of the American Statistical Association, Vol. 70, pp. 320-328.
GOH, S. C. y RICHARDS, G. (1997): “Benchmarking the learning capacity of organizations”, European Management Journal, Vol. 15, Nº 5, pp. 575-583.
GOMEZ, C. y ROSEN, B. (2001): “The leader-member exchange as a link between managerial trust and employee empowerment”, Group & Organization Management, Vol. 26, Nº 1, pp. 53-69.
HELFAT, C. E. y RAUBITSCHECK, R. S. (2000): “Product sequencing: Co-evolution of knowledge, capabilities and products”, Strategic Management Journal, Vol. 21, Nº, 10-11, pp. 961-979.
HENSELER, J.; RINGLEAND, C. M. y SINKOVICS, R. R. (2009): “The use of partial least squares path modeling in international marketing”, New Challenges to International Marketing Advances in International Marketing, Vol. 20, pp. 277-319.
HOE, S. (2007): “Is interpersonal trust a necessary condition in organisational learning?”, Journal of Organizational Transformation and Social Change, Vol. 4, Nº. 2, pp. 149-156.
HUBER, G. P. (1991): “Organizational learning: The contributing processes and the literature”, Organization Science, Vol. 2, Nº 1, pp. 88-115.
HUBER, G. P. y POWER, D. J. (1985): “Retrospective reports of strategic-level managers: Guidelines for increasing their accuracy”, Strategic Management Journal, Vol. 6, Nº 2, pp. 171-180.
HULT, G. T. M. (1998): “Managing the international strategic sourcing process as a market-driven organizational learning system”, Decision Science, Vol. 29, Nº 1, pp. 193-216.
HULT, G. T. M. (1998): “Managing the international strategic sourcing process as a market-driven organizational learning system”, Decision Science, Vol. 29, Nº 1, pp. 193-216.
HULT, G. T. M. y FERRELL, O. C. (1997): “Global organizational learning capacity in purchasing: Construct and measurement”, Journal of Business Research, Vol. 40, Nº 2, pp. 97-111.
HULT, G. T. M. y FERRELL, O. C. (1997): “Global organizational learning capacity in purchasing: Construct and measurement”, Journal of Business Research, Vol. 40, Nº 2, pp. 97-111.
HULT, G. T. M.; HURLEY, R. F. y KNIGHT, G. A. (2004): “Innovativeness: Its antecedents and impact on business performance”, Industrial Marketing Management, Vol. 33, Nº 5, pp. 429-438.
HURLEY, R. F. y HULT, G. T. M. (1998): “Innovation, market orientation, and organizational learning: An integration and empirical examination”, Journal of Marketing, Vol. 62, Nº. 3, pp. 42-54.
INE (2006): Encuesta de innovación tecnológica en las empresas 2004. Madrid: Instituto Nacional de Estadística.
JARVIS, C. B.; MACKENZIE, S. B. y PODSAKOFF, P. M. (2003): “A critical review of construct indicators and measurement model misspecification in marketing and consumer research”, Journal of Consumer Research, Vol. 30, Nº 2, pp. 199-218.
JEREZ-GÓMEZ, P.; CÉSPEDES-LORENTE, J. y VALLE-CABRERA, R. (2005): “Organizational learning capability: A proposal of measurement”, Journal of Business Research, Vol. 58, Nº 6, pp. 715-725.
KIDD, J. y GREEN, F. (2006): “The careers of research scientists: Predictors of three dimensions of career commitment and intention to leave science”, Personnel Review, Vol. 35, Nº 3, pp. 229-332.
KOFMAN, F. y SENGE, P. M. (1993): “Communities of commitment: The heart of learning organizations”, Organizational Dynamics, Vol. 22, N. 2, pp. 4-22.
KOGUT, B. y ZANDER, U. (1992): “Knowledge of the firm, combinative capabilities and the replication of technology”, Organization Science, Vol. 3, Nº 3, pp. 383-397.
KONRAD, A. M. y LINNEHAN, F. (1995): “Formalized HRM structures: Coordinating equal employment opportunity or concealing organizational practice?”, Academy of Management Journal, Vol. 38, Nº 3, pp. 787-820.
LEE, T. S. y TSAI, H. J. (2005): “The effects of business operation mode on market orientation, learning orientation and innovativeness”, Industrial Management & Data System, Vol. 105, Nº 3, pp. 325-348.
LEVIN, D., y CROSS, R. (2004): “The strength of weak ties can trust: the mediating role of trust in effective knowledge transfer”, Management Science, Nº 50, Nº 11, pp. 1477-1490.
LOHMÖLLER, J. B. (1989): Latent variables path modelling with partial least squares. Heidelberg: Physica-Verlag.
LUCHAK, A. A. y GELLATY, I. R. (2007): “A comparison of linear and nonlinear relations between organizational commitment and work outcomes”, Journal of Applied Psychology, Vol. 92, Nº 3, pp. 786-793.
LYNN, G. S.; SKOV, R. V. y ABEL, K. D. (1999): “Practices that support team learning and their impact on speed to market and new product success”, Journal of Product Innovation Management, Vol. 16, Nº 5, pp. 439-454.
MACCALLUM, R. C. y BROWNE, M. W. (1993): “The use of causal indicators in covariance structure models: Some practical issues”, Psychological Bulletin, Vol. 114, Nº 3, pp. 533-541.
MACKENZIE, S. B.; PODSAKOFF, P. M. y JARVIS, C. B. (2005): “The problem of measurement model misspecification in behavioural and organizational research and some recommended solutions”, Applied Psychology, Vol. 90, Nº 4, pp. 710-730.
MACKY, K., y BOXALL, P. (2007): “The relationship between high performance work practices’ and employee attitudes: An investigation of additive and interaction effect”, International Journal of Human Resource Management, Nº 18, Nº 4, pp. 537–567.
MATHIEU, J. E. y ZAJAC, D. (1990): “A review and meta analysis of the antecedents, correlates, and consequences of organizational commitment”, Psychological Bulletin, Vol. 108, pp.171-194.
MAYER, R. C. y GAVIN, M. B. (2005): “Trust in management and performance: Who minds the shop while the employees watch the boss?”, Academy of Management Journal, Vol. 48, Nº 5, pp. 874-888.
MAYER, R.; DAVIS, J. y SCHOORMAN, F. (1995): “An integrative model of organizational trust”, Academy of Management Review, Vol. 20, Nº. 3, pp. 709-734.
MCGILL, M. E.; SLOCUM, J. W. y LEI, D. (1992): “Management practices in learning organizations”, Organizational Dynamics, Vol. 21, Nº 1, pp. 5-17.
MEYER, J. y ALLEN, N. (1991): “A three-component conceptualization of organizational commitment”, Human Resource Management Review, Vol. 1, Nº 1, pp. 61-89.
MEYER, J. y ALLEN, N. (1997): Commitment in the workplace. Theory, research and application. London: Sage Publications.
MEYER, J.; STANLEY, D.; HERSCOVITCH L. y TOPOLNYTSKY, L. (2002): “Affective, continuance, and normative commitment to the organization: A meta analysis of antecedents, correlates, and consequences”, Journal of Vocational Behavior, Vol. 61, Nº 1, pp. 20-52.
MISHRA, A. y SPREITZER, G. (1998): “Explaining how Survivors Respond to Downsizing: the role of trust, empowerment, justice, and work redesign”, Academy of Management Review, Vol. 23, Nº 3, pp. 567-588.
MOLINA-MORALES, F. y MARTÍNEZ-FERNÁNDEZ, T. (2010): “Social networks: effects of social capital on firm innovation”, Journal of Small Business Management, Vol. 48, Nº 2, 258-279.
MORAN, P. y GHOSHAL, S. (1996): “Value creation by firms”, Academy of Management Best Paper Proceedings, pp. 41-45.
MORGAN, R. y HUNT, S. (1994): “The commitment-trust theory of relationship marketing”. Journal of Marketing, Vol. 58, Nº 3, pp. 20-38.
NEVIS, E. C.; DIBELLA, A. J. y GOULD, J. M. (1995), “Understanding organizations as learning systems”, Sloan Management Review, Vol. 36, Nº 2, pp. 73-85.
NG, T. W. H y FELDMAN, D. C. (2011): “Affective organizational commitment and citizenship behavior: Linear and non-linear moderating effects of organizational tenure”, Journal of Vocational Behavior, Vol. 79, Nº 2, pp. 528-537.
NONAKA, I. y TAKEUCHI, H. (1995): The knowledge-creating company. New York: Oxford Univ. Press; 1995.
NOOTEBOOM, B. (2002): Trust: Forms, foundations, functions, failures and figures. Cheltenha: Edward Elgar.
NUNNALLY, J. (1978): Psychometric theory. New York: McGraw-Hill.
OECD/EUROSTAT (2005): Oslo manual third edition. Guidelines for collecting and interpreting technological innovation data. Paris: OECD.
ORGAN, D. W. (1988): Organizational citizenship behaviour: The good soldier syndrome. Lexington, MA: Lexington Books.
PAVITT, K. (1984): “Sectorial patterns of technical change: Towards a taxonomy and a theory”, Research Policy, Vol. 13, Nº 6, pp. 343-373.
PODSAKOFF, N.; SHEN, W. y PODSAKOFF, P. M. (2006): “The role of formative measurement models in strategic management research: review, critique and implications for future research”, en D. Ketchen; D. Bergh (Eds.): Research methodology in strategic management, Vol. 3, pp. 201-256, Greenwich, CT, JAI Press.
PODSAKOFF, P. M. y ORGAN, D. W. (1986): “Self reports in organizational research: Problems and prospects”, Journal of Management, Vol. 12, pp. 531-544.
ROBINSON, S. (1996): “Trust and breach of the psychological contract”, Administrative Science Quarterly, Vol. 41, Nº 4, pp. 574-599.
ROCA-PUIG, V.; BELTRÁN-MARTÍN, I. y BOU-LLUSAR, J. C. (2007): “Organizational commitment to employees and organizational performance. A simultaneous test of configurative and universalistic propositions”, Personnel Review, Vol. 36, Nº 6, pp. 867-886.
ROUSSEAU, D.; SITKIN, S.; BURT, R. y CAMERER, C. (1998): “Not so different after all: A cross-discipline view of trust”, Academy of Management Review, Vol. 23, Nº 3, pp. 393-404.
RUPPEL, C. y HARRINGTON, S. (2000): “The relationship of communication, ethical work climate, and trust to commitment and innovation”, Journal of Business Ethics, Vol. 25, Nº 4, pp. 313-328.
SENGE, P. M. (1990): The fifth discipline. New York: Currency Doubleday.
SINKULA J. M. (1994): “Market information processing and organizational learning”, Journal of Marketing, Vol. 58, Nº 1, pp. 35-45.
SINKULA, J. M.; BAKER, W. E. y NOORDEWIER, T. (1997): “A framework for market-based organizational learning: Linking values, knowledge and behaviour”, Journal of the Academy of Marketing Science, Vol. 25, Nº 4, pp. 305-318.
SLOCUM, J. W.; MCGILL, M. y LEI, D. T. (1994): “The new learning strategy: Anytime, anything, anywhere”, Organizational Dynamics, Vol. 23, Nº. 2, pp. 33-48.
SOBEL, M. E. (1982): “Asymptotic intervals for indirect effects in structural equations models”, en Leinhart, S. (Ed.): Sociological Methodology, pp. 290-312. San Francisco: Jossey-Bass.
SWIERINGA, J. y WIERDSMA, A. F. (1992): Becoming a learning organization. MA: AddisonWesley.
SZULANSKI G. (1996): “Exploring internal stickiness impediments to the transfer of best practice within the firm”, Strategic Management Journal, Vol. 17 (special issue), pp. 27-44.
TAKEUCHI, H. (2001): “Towards a universal management of the concept of knowledge”, en Nonaka I y Teece D. (Ed.): Managing industrial knowledge: Creation, transfer and utilization, pp. 315-329. Thousand Oaks, CA: Sage.
TAN, H. y LIM, A. (2009): “Trust in co-workers and trust in organizations”, The Journal of Psychology, Vol. 143, Nº 1, pp. 45-66.
THOMKE, S. (2001): “Enlightened experimentation: The new imperative for innovation”, Harvard Business Review, Vol. 79, Nº 2, pp. 67-75.
TOHIDI, H.; SEYEDALIAKBAR, S. M. y MANDEGARI, M. (2012): “Organizational learning measurement and the effect on firm innovation, Journal of Enterprise Information Management, Vol. 25, Nº 3, pp. 219-245.
TOMASKOVIC-DEVEY, D.; LEITER, J. y THOMPSON, S. (1994): “Organizational survey nonresponse”, Administrative Science Quarterly, Vol. 39, Nº 3, pp. 439-457.
TUSHMAN, T y NADLER, D. (1986): “Organizing for innovation”, California Management Review, Vol. 28, Nº 3, pp. 74-92.
TZAFRIR, S. (2005): “The relationship between trust, HRM practices and firm performance”. International Journal of Human Resource Management, Vol. 16, Nº 9, pp. 1600-1622.
VAN DER BIJ, H., SONG, M. y WEGGEMAN, M. (2003): “An empirical investigation into the antecedents of knowledge dissemination at the strategic business unit level”, Journal of Product Innovation Management, Vol. 20, Nº 2, pp. 163-179.
WANG, C. L. y AHMED, P.K. (2004): “The development and validation of the organizational innovativeness construct using confirmatory factor analysis”, European Journal of Innovation Management, Vol.7, Nº 4, pp. 303-313.
WHITENER, E. M. (2001): “Do high commitment HRM practices affect employee commitment?”, Journal of Management, Vol. 27, Nº 5, pp. 515-535.
WRIGHT, P. M.; GARDNER, T. M. y MONIHAN, L. M. (2003): “The impact of HR practices on the performance of business units”, Human Resource Management Journal, Vol. 13, Nº 3, pp. 21-36.
WRIGHT, T. y BONETT, D. (2002): “The moderating effects of employee tenure on the relation between organizational commitment and job performance: A meta-Analysis”, Journal of Applied Psychology, Vol. 87, Nº 6, pp. 1183-1190.
YEUNG, A. K.; ULRICH, D. O.; NASON, S. W. y VON GLINOW, M. A. (1999): Organizational learning capability. Generating and generalizing ideas with impact. New York: Oxford University Press.
ZAHEER, A.; MCEVILY, B. y PERRONE, V. (1998): “Does trust matter? Exploring the effects of interorganizational and interpersonal trust on performance”, Organization Science, Vol. 9, N 2, pp. 141-159.
ZAHRA, S. A. y GEORGE, G. (2002): “Absorptive capacity: a review, reconceptualization, and extension”, Academy of Management Review, Vol. 27, Nº 2, pp. 185-203.
ZOLIN, R.; HINDS, P.; FRUCHTER, R. y LEVITT, R. (2004): “Interpersonal trust in cross-functional, geographically distributed work: A longitudinal study”, Information & Organizations, Vol. 14, Nº 1, pp. 1-26.
Número
Sección
Artículos
Los autores mantienen el copyright de la publicación. Las publicaciones en Cuadernos de Gestión se distribuyen bajo la licencia de Creative Commons -CC-BY-NC-ND, garantizando el acceso abierto a toda la sociedad.
En concreto la licencia CC-BY-NC-ND permite utilización, copia, distribución y comunicación pública de la obra, siempre que los autores y la fuente sean correctamente citados y no se utilice para propósitos comerciales.
El/la autor/a puede hacer libre uso de su artículo indicando siempre que el texto ha sido publicado en Management Letters/Cuadernos de Gestión y cualquier re-edición del mismo deberá contar con la autorización de la revista.