pdf (español)
FLIP
Los autores que publiquen en esta Revista aceptan las siguientes condiciones:
Acta Colombiana de Psicología se guía por las normas internacionales sobre propiedad intelectual y derechos de autor, y de manera particular el artículo 58 de la Constitución Política de Colombia, la Ley 23 de 1982 y el Acuerdo 172 del 30 de Septiembre de 2010 (Reglamento de propiedad intelectual de la Universidad Católica de Colombia)
Los autores conservan los derechos de autor y ceden a la Revista el derecho de la primera publicación, con el trabajo registrado con la Este obra está bajo una licencia de Creative Commons Reconocimiento-NoComercial-CompartirIgual 4.0 Internacional, que permite a terceros utilizar lo publicado siempre que mencionen la autoría del trabajo y a la primera publicación en esta Revista.
Resumen
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.
Palabras clave:
Citas
Ajiferuke, M & Boddewyn, J. (1970). Culture and other explanatory variables in comparative management studies. Academy of management journal. 13: 153 - 163.
Allaire, Y. & Firsirotu, M.E. (1984). Theories of organizational culture. Organization studies, 5(3), 193-226.
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.
Barney, J. B. (1986). Organizational culture: can it be a source of sustained competitive advantage? The academy of management review. 11 (3): 656 - 665.
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.
Bollen, K. A. & Curran, P. J. (2006). Latent curve models. A structural equation perspective. Hoboken, New Jersey: John Wiley & Sons.
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.
Calderón, G. & Serna, H. M. (2009). Relaciones entre recursos humanos y cultura organizacional. Un estudio empírico. Acta colombiana de psicología, 12(2): 97 - 114.
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.
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.
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.
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. & Quinn, R. (2006): Diagnosing and changing organizational culture: Based on the competing values framework. San Francisco: John Wiley & Sons, Inc.
Campbell, A. C & Tawadey, K. (1990). Mision and business philosophy: Winning employee commitment. London: Heinemann.
Catena, A., Ramos, M. M. & Trujillo, H. M. (2003). Análisis multivariado. Un manual para investigadores. Madrid: Editorial Biblioteca Nueva.
Cuadras, C. M. (2010). Nuevos métodos de análisis multivariante. Barcelona: CMC editions.
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.
Dechant, K. & Altman, B. (1994). Environmental leadership: from compliance to competitive advantage. Academy of management executive. 8 (3): 7 - 27.
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.
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.
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., 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., 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. & Mishra, A. (1995). Toward a theory of organizational culture and effectiveness. Organizational science. 6 (2): 204 - 223.
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.
Deshpandé, R. & Webster, F. (1989). Organizational culture and marketing: Defining the research agenda. Journal of Marketing. 53(1): 3 - 15.
Dessler, G. (1993). Winning commitment: How to build and keep a competitive workforce. New York: Mac Graw-Hill.
Devanna, M. A., Fombrun, C. & Tichy, N. (1981). Human resources management: A strategic perspective. Organizational Dynamics, Winter, 51-67.
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.
Ferguson, L. W. (1971). El desarrollo de la Psicología industrial. En: Gilmer, B.H. Psicología Industrial. Barcelona, Editorial Martínez Roca.
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.
Hair, J. F., Black, B., Babin, B., Anderson, R. E. & Tatham, R. L. (1999). Multivariate data analysis. New York: Pearson Prentice Hall.
Haire, M., Ghiselli, E & Porter, L. (1966). Managerial thinking. An international study. New York: Wiley.
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.
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.
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.
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.
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.
Kerr, J. & Slocum, J. W. Jr. (1987). Managing corporate culture through reward systems. Academy of Management Executive, vol. 1, 90-108.
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.
Lau, C. & Ngo, H. (2004). The HR system, organizational culture, and product innovation. International Business Review, 13: 685 - 18.
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.
Mason, R. O. & Mitroff, I. I. (1973). A program of research in management. Management Science. 19: 475 - 487.
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).
Martin, J. (1992). Cultures in organizations: Three perspectives, New York: Oxford University Press.
McDonald, R. P. & Ho, M. R. (2002) Principles and practice in reporting structural equation analyses. Psychological methods. 7: 64 -82.
Meek, V. L. (1988). Organizational culture: origins and weaknesses. Organization Studies, 9(4), 453-473.
Miles, R. E. & Snow, C. C. (1984). Designing strategic human resource systems. Organizational Dynamics, 13(1), 36-52.
Mitroff, I. I. & Kilmann, R. H. (1978). Methodological approaches to social science: integrating divergent concepts and theories. San Francisco: Jossey - Bass.
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.
Nunally, J. C. (1978). Psychometric theory. New York, McGraw Hill.
Ogbonna, E. & Harris, L. C. (2002). Managing organizational culture: Insights from the hospitality industry. Human Resource Management Journal, 12(1), 33-54.
Ogbonna, E & Whipp, R. (1999). Strategy, culture and HRM: Evidence from the UK food retailing sector. Human Resource Management Journal, 9(4), 75-91.
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.
Osterman, P. (1994). How common is workplace transformation and who adopts it?. Industrial and Labor Relations Review, 47, 173-188.
Pettigrew, A.M. (1979). On studying organizational cultures. Administrative Science Quarterly, 24, 570-581.
Pfeffer, J. (1998). La Ecuación Humana: La Dirección de RH Clave para la Excelencia Empresarial. Barcelona, Gestión 2000 y Aedipe.
Pfeffer, J. (2000). Nuevos rumbos en la teoría de la organización: Problemas y posibilidades. Oxford University Press. México.
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.
Quinn, R. E. & Cameron, K. S. (1983). Organizational life cycles and shifting criteria effectiveness. Management Science. 29: 33 - 51.
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.
Quinn, R. E. & Rohrbaugh, J. (1981). A competing values approach to organizational effectiveness. Public Productivity Review, 5, 122-140.
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.
Schawrtz, H. & Stanley, D. (1981). Matching corporate culture and business strategy. Organizational dynamics. 30 - 48.
Schein, E. (1988). La cultura empresarial y el liderazgo: una visión dinámica. Barcelona: Plaza y Janés.
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.
Schumacker, R. E. & lomax, R. G. (1996). A beginner’s guide to structural equation modeling. Mahwah, New Jersey: Lawrence Erlbaum Associates.
Smircich, L. (1983). Concepts of culture and organizational analysis. Administrative Science Quarterly, 28, 339-358.
Tichy, N. M. (1982). Managing change strategically: the technical, political, and cultural keys. Organizational dynamics. 59 - 80.
Trice, H. & Beyer, J. (1993) . The cultures of work organizations. New Jersey: Prentice Hall.
Ulrich, D. O. & Brockbank, W. (2005). The HR value proposition. Boston: Harvard Business School Press.
U.S. Department of Labor (1993). High performance work practices and firm performance. August. Washington, DC.
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.
Walton, R. E. (1985). From control to commitment in the workplace. Harvard Business Review, 8, 77-84.
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.
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. & McMahan, G. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18, 295-320.
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.
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.
Zammuto, R. F. & Krakower, J. Y. (1991). Quantitative and qualitative studies of organizational culture. Research In Organizational Change and Development, 5, 83-114.
