Programa del congreso

This study examines the role of green human resource management (HRM) in fostering green innovation and analyzes the mediation of the knowledge creation process. Drawing on the ability-motivation-opportunity theory and the knowledge-based view, the research explores how green HRM practices — e.g., green recruitment, training, performance management, pay and rewards, and employee involvement — enhance organizational knowledge dynamics through the SECI model (socialization, externalization, combination, and internalization). Using data from a survey of 244 firms in the Spanish textile industry, the findings of this study reveal that green HRM significantly influences the knowledge creation process, which, in turn, drives green product and green process innovation. The study identifies the knowledge creation process as a critical mediator, demonstrating that the impact of green HRM on green product and green process innovation is not merely direct but also operates through enriched knowledge processes. This research contributes to the theoretical understanding of green HRM as a strategic enabler of green innovation and offers actionable insights for managers seeking to align human capital strategies with sustainability objectives.

PURPOSE. The main purpose of this paper is to examine the relationship between green human resources management (GHRM) and the firm´s green performance, and the possible mediating role of employees’ green behavior (CG) in that relationship. In addition, this paper analyses the relationship between green performance and firm´s performance.

THEORETICAL FRAMEWORK. The growing concern for the preservation of the environment is leading an increasing number of companies to seek ways to reduce the negative impact of their activities on the environment, that is, to improve their green performance. Recent literature argues that human resources are key to achieving this objective, specifically that companies should promote employees' green behavior and that GHRM practices are essential for this. However, empirical research on this topic remains limited.

METHODOLOGY. After reviewing the literature on the topic, this article proposes a research model, which is analysed by using the partial least squares structural equation model (PLS-SEM) for a sample of 211 Spanish manufacturing companies.

FINDINGS. Our results show that there is a positive relationship between GHRM and green performance and that employees´ GB partially mediates that relationship. Our findings also support the win-win perspective regarding the relationship between green performance and firm´s performance.

Aunque el talento es un tema central en la gestión empresarial, las cooperativas han recibido poca atención en investigaciones académicas y prácticas sobre este ámbito, especialmente desde la perspectiva de las direcciones de recursos humanos. Este estudio aborda esta brecha al analizar el concepto de talento en cooperativas de trabajo asociado, con el Grupo MONDRAGON como caso de estudio, un referente global en el ámbito cooperativo.

El trabajo se centra en explorar si las cooperativas de MONDRAGON cuentan con una definición explícita de talento y cómo las direcciones de Gestión Social conceptualizan este término. Los resultados preliminares, obtenidos mediante encuestas, muestran que solo una minoría dispone de una definición formal. Además, surgen tensiones en torno a la conceptualización: algunas direcciones consideran que todas las personas pueden ser talento, mientras otras lo restringen a quienes poseen competencias específicas o generan un impacto significativo en el valor de la cooperativa.

El estudio combina implicaciones prácticas para la gestión de personas con avances teóricos, destacando las particularidades del talento en el contexto cooperativo y proporcionando evidencia relevante para mejorar la gestión del talento en este tipo de organizaciones.

Objectives. Innovative work behavior (IWB) is considered a valuable resource for organisations; however, its impact on employee well-being is not always positive. While it can drive growth and job satisfaction, it may also result in increased workloads. In this study, we aim to explore both the positive and negative implications of IWB. We also examine the climate for innovation as an organisational resource that can amplify the positive effects of IWB while also mitigating its potential negative impact on employee well-being.

Theoretical framework. From the perspective of the mutual and conflicting gains framework, we analyse the question regarding whether both employees and organisations benefit equally from IWB. To explore the impact of IWB on employee well-being, we draw on the JD-R model.

Methodology. Matched data on 476 employees working in 146 R&D areas from technology-based companies in Spain were analysed to examine the proposed relationships. Multilevel structural equation models were estimated using MPlus software.

Results. Our findings suggest that while IWB boosts job performance and work engagement, it also poses a risk of increased work exhaustion. The climate for innovation can enhance these positive effects, especially engagement, but it only marginally mitigates the negative impact of IWB on employee well-being.