APLICACIÓN DE INVESTIGACIÓN-ACCIÓN EN LA CO-CREACIÓN DE SERVICIOS PARA EL BIENESTAR EN EL ENTORNO LABORAL
Fabiola Gómez-Jorge, Eloísa Díaz-Garrido
Universidad Rey Juan Carlos, España
Relator: María Isabel Barba Aragón (Universidad de Murcia)
Objetivos: Este estudio analiza cómo la metodología de Investigación Acción (Action Research – AR) puede ser utilizada en la co-creación de nuevos servicios en el entorno universitario, con la participación del personal docente e investigador y de los proveedores de servicios universitarios.
Metodología: El estudio se llevó en una Institución de Educación Superior tras identificar la influencia que puede llegar a tener la Autoestima en el entorno laboral sobre la Productividad, la Satisfacción Laboral y el Altruismo de los trabajadores.
Resultados/implicaciones: Este estudio sugiere un plan de acción acordado entre investigador y practioner que supone la co-creación de un nuevo servicio en una unidad organizativa dentro de la universidad, orientada al bienestar biopsicosocial de la comunidad universitaria.
Se pone de manifiesto la utilidad de la metodología de Action Research en la planificación e implementación de un plan a largo plazo gracias a la co-creación de un nuevo servicio. Los resultados obtenidos en el estudio permiten su extrapolación a otros sectores.
DON’T FEEL SORRY, BUT MANAGE THE SURVIVORS!
Monica Santana1, Rocio Aguilar1, Beatrice Van der Heijden2,3,4,5,6
1Universidad Pablo de Olavide, España; 2Radboud University, Institute for Management Research, Nijmegen, the Netherlands; 3Open Universiteit, Heerlen, the Netherlands; 4Ghent University, Faculty of Economics and Business Administration; 5Hubei University, School of Business, Wuhan, China; 6Kingston University, Kingston Business School, London, UK
Relator: Fabiola Gómez Jorge (Universidad Rey Juan Carlos)
Purpose: This study pursues to comprehend the challenges that cancer survivors returning to work encounter in the workplace, and to analyse what human resources management (HRM) professionals and line managers can do to protect and motivate these survivors.
Theoretical framework: Most of the publications linking cancer survivors’ topics and work are published in the scholarly domains of Oncology, Public, Environmental, and Occupational Health, and Psychology. This paper starts with a review of what is already published about cancer survivors and work in the above-mentioned fields, along with the scarce literature in the scholarly categories of Management, Business, and Industrial Relations Labor.
Method: A qualitative approach has been adopted through a case study to understand the phenomena of the challenges and experiences of cancer survivors returning to work and HR managers’ actions to address these challenges.
Findings: This study enhances HRM theorising on cancer survivors returning to work by providing a menu of suitable HRM practices. In addition, this work highlights the need for acknowledging the talent of cancer survivors and introducing an integrative and learning perspective in organisations to manage these vulnerable groups.
LEVERAGING GREEN HUMAN RESOURCE MANAGEMENT FOR ENVIRONMENTAL AND FINANCIAL PERFORMANCE: THE MEDIATING ROLES OF GREEN PRODUCT AND PROCESS INNOVATION AND THE MODERATING ROLE OF PROACTIVE ENVIRONMENTAL STRATEGY
Ana Labella Fernández1, Thomas Van Waeyenberg2, Carlos Martínez-Egea1
1Universidad de Almería, España; 2Open University of the Netherlands
Relator: Monica Santana (Universidad Pablo de Olavide)
This study aims to expand our understanding of the mechanisms and factors influencing the impact of green Human Resource Management (HRM) on organizational outcomes. Drawing upon the resource-based view (RBV) and the Ability-Motivation-Opportunity (AMO) theory, we examine the organizations’ green HRM and proactive environmental strategy, and its relationships with their green innovation and performance, going beyond financial metrics. Using archival and survey data from 244 organizations in the Spanish textile industry, we tested several hypotheses through partial least structural equation modeling (PLS-SEM). Our findings demonstrate a positive relationship between green HRM and both green product and process innovation. Notably, the impact of green HRM on green process innovation was stronger when accompanied by a more proactive environmental strategy. Additionally, the study reveals that green product and process innovation mediate the relationship between green HRM and environmental and financial performance. This study contributes to the existing literature by providing empirical evidence of the positive association between green HRM and firm performance. It emphasizes the significance of embracing environmental criteria and fostering a culture of green innovation to enhance firm performance. The implications for theory and practice are discussed.
Efectos de la gestión verde de recursos humanos sobre la sostenibilidad medioambiental. Propuestas de investigación
María Isabel Barba Aragón, Raquel Sanz Valle
Universidad de Murcia, España
Relator: Ana Labella Fernández (Universidad de Almería)
• Objetivos: este trabajo es una aproximación teórica a un tema de gran actualidad y pone de manifiesto la influencia de las prácticas de gestión verde de recursos humanos sobre el comportamiento ecológico del empleado y el impacto de ambas variables sobre la sostenibilidad medioambiental, planteando también el efecto mediador del comportamiento verde en la relación y el impacto de la sostenibilidad ambiental en los resultados organizativos.
• Marco teórico: la preocupación cada vez más urgente por preservar el medio ambiente obliga a las empresas a buscar soluciones que les permitan asegurar su sostenibilidad medioambiental. Para conseguirlo las organizaciones pueden desarrollar prácticas de gestión verde de recursos humanos que fomenten el comportamiento medioambiental de sus trabajadores.
• Metodología: a través de la revisión de la literatura se proponen escalas para medir las prácticas de gestión verde de recursos humanos, el comportamiento ecológico del trabajador y la sostenibilidad medioambiental.
• Resultados / implicaciones: se hacen propuestas de investigación y se aportan escalas de medida de las variables involucradas. Como contribución se propone un modelo teórico que abre nuevas vías para el desarrollo de un marco más amplio que explique cómo lograr una mayor sostenibilidad medioambiental a través de la gestión de recursos humanos.
Behind the Mask The Hidden Toll of Engagement on Well-being
Christos Papanestoras, Jacob Guinot Reinders, Ricardo Chiva Gómez, Zina Barghouti Abrini
Jaume I University, Spain
Relator: Laura Romero Domínguez (Universidad de Las Palmas de Gran Canaria)
This research aims to reveal the downside of employee engagement, emphasizing potential drawbacks and ethical considerations. By exploring the consequences of hiding feelings among engaged employees, we contribute to a nuanced understanding of engagement's impact on well-being and organizational success, promoting sustainable engagement in modern workplaces.A robust theoretical framework is outlined, examining the nuances of employee engagement, stress, and emotions within the workplace. This exploration sheds light on the intricate dynamics at play, providing a comprehensive understanding of these elements and their interactions.
To explore the identified relationships, our research employs Structural Equation Modeling (SEM) on data sourced from the 2015 European Working Conditions Survey (EWCS) by Eurofound, utilizing a robust sample of 1,007 employees in Greece.
The model uncovers positive associations between engagement and hiding feelings, and between hiding feelings and stress. A significant negative effect is observed between engagement and stress. Additionally, our findings indicate that both gender and sector are significantly related to stress. Recognizing these connections allows for targeted interventions, potentially improving job satisfaction, stress management, and fostering healthier work environments for Greek employees.
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