Confianza como consecuencia del compromiso percibido: Implicaciones sobre el aprendizaje y la innovación



Publicado 18-09-2018
Joaquín García Cruz Juan Carlos Real Fernández


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. (2018). Confianza como consecuencia del compromiso percibido: Implicaciones sobre el aprendizaje y la innovación. Cuadernos De Gestión, 13(1), 95–124.
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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)

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