To what extent does human capital diversity moderate the relationship between HRM practices and organizational performance: Evidence from Spanish firms

The purpose of this research study is to explore the moderating effect the diversity of human capital may have on the relationship between HRM practices and business performance. To this end, factors determining of human capital diversity have been used. With a sample of more than one hundred Spanis...

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Autores: Triguero Sánchez, Rafael, Peña Vinces, Jesús del Carmen, Sánchez-Apellaniz García, Mercedes
Tipo de recurso: artículo
Estado:Versión publicada
Fecha de publicación:2016
País:España
Institución:Universidad de Sevilla (US)
Repositorio:idUS. Depósito de Investigación de la Universidad de Sevilla
OAI Identifier:oai:idus.us.es:11441/69255
Acceso en línea:https://hdl.handle.net/11441/69255
https://doi.org/10.18089/tms.2016.12119
Access Level:acceso abierto
Palabra clave:Employee diversity
Human capital
HRM practices
Organizational performance
Spanish firms
Diversidad de los empleados
Capital humano
Prácticas de GRH
Rendimiento organizacional
Empresas españolas
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network_name_str España
repository_id_str
spelling To what extent does human capital diversity moderate the relationship between HRM practices and organizational performance: Evidence from Spanish firmsEn qué medida la diversidad de capital humano modera la relación entre las prácticas de GRH y el rendimiento organizacional: Evidencia de las empresas españolasTriguero Sánchez, RafaelPeña Vinces, Jesús del CarmenSánchez-Apellaniz García, MercedesEmployee diversityHuman capitalHRM practicesOrganizational performanceSpanish firmsDiversidad de los empleadosCapital humanoPrácticas de GRHRendimiento organizacionalEmpresas españolasThe purpose of this research study is to explore the moderating effect the diversity of human capital may have on the relationship between HRM practices and business performance. To this end, factors determining of human capital diversity have been used. With a sample of more than one hundred Spanish companies we have carried out a factor analysis-principal axis factoring with varimax rotation- on identified HRM practices and perceived organizational performance as factors with good factor loadings, and consistent with the proposed model. Our findings indicate that the human capital factors such as “education level," “functional specialization” and “length of service” condition the effects of HRM-practices on organizational performance. The literature pays little attention to non-linear models. Examining the factors' determining human capital diversity casts some light on the black box of the relationship between human resources practices and organizational performanceEl propósito de este estudio de investigación es explorar el efecto moderador que puede tener la diversidad de capital humano sobre la relación entre las prácticas de Gestión de Recursos Humanos (GRH) y rendimiento de la empresa. Para alcanzar este objetivo, se han utilizado los factores determinantes de la diversidad del capital humano. Con una muestra de más de 100 de empresas españolas y un análisis factorial con una rotación varimax, hemos evaluado las prácticas de GRH y el desempeño organizacional percibido. Dichas variables han mostrado buenas cargas factoriales, en consonancia con el modelo propuesto. Nuestras conclusiones indican que los factores de capital humano tales como: el nivel educativo, la especialización funcional y la antigüedad en el puesto, condicionan los efectos de las prácticas de GRH y el desempeño organizacional. El estudio de la relación práctica de GRH- desempeño organizacional y la evaluación de los factores que determinan la diversidad del capital humano nos arroja algo de luz sobre la llamada caja negra. Debido a que, la literatura presta poca atención a los modelos no linealesUniversidade do Algarve, Escola Superior de Gestão, Hotelaria e TurismoAdministración de Empresas y Marketing2016info:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersionapplication/pdfapplication/pdfhttps://hdl.handle.net/11441/69255https://doi.org/10.18089/tms.2016.12119reponame:idUS. Depósito de Investigación de la Universidad de Sevillainstname:Universidad de Sevilla (US)InglésTourism and Management Studies, 12 (1), 181-187.http://dx.doi.org/10.18089/tms.2016.12119info:eu-repo/semantics/openAccessoai:idus.us.es:11441/692552026-06-17T12:51:07Z
dc.title.none.fl_str_mv To what extent does human capital diversity moderate the relationship between HRM practices and organizational performance: Evidence from Spanish firms
En qué medida la diversidad de capital humano modera la relación entre las prácticas de GRH y el rendimiento organizacional: Evidencia de las empresas españolas
title To what extent does human capital diversity moderate the relationship between HRM practices and organizational performance: Evidence from Spanish firms
spellingShingle To what extent does human capital diversity moderate the relationship between HRM practices and organizational performance: Evidence from Spanish firms
Triguero Sánchez, Rafael
Employee diversity
Human capital
HRM practices
Organizational performance
Spanish firms
Diversidad de los empleados
Capital humano
Prácticas de GRH
Rendimiento organizacional
Empresas españolas
title_short To what extent does human capital diversity moderate the relationship between HRM practices and organizational performance: Evidence from Spanish firms
title_full To what extent does human capital diversity moderate the relationship between HRM practices and organizational performance: Evidence from Spanish firms
title_fullStr To what extent does human capital diversity moderate the relationship between HRM practices and organizational performance: Evidence from Spanish firms
title_full_unstemmed To what extent does human capital diversity moderate the relationship between HRM practices and organizational performance: Evidence from Spanish firms
title_sort To what extent does human capital diversity moderate the relationship between HRM practices and organizational performance: Evidence from Spanish firms
dc.creator.none.fl_str_mv Triguero Sánchez, Rafael
Peña Vinces, Jesús del Carmen
Sánchez-Apellaniz García, Mercedes
author Triguero Sánchez, Rafael
author_facet Triguero Sánchez, Rafael
Peña Vinces, Jesús del Carmen
Sánchez-Apellaniz García, Mercedes
author_role author
author2 Peña Vinces, Jesús del Carmen
Sánchez-Apellaniz García, Mercedes
author2_role author
author
dc.contributor.none.fl_str_mv Administración de Empresas y Marketing
dc.subject.none.fl_str_mv Employee diversity
Human capital
HRM practices
Organizational performance
Spanish firms
Diversidad de los empleados
Capital humano
Prácticas de GRH
Rendimiento organizacional
Empresas españolas
topic Employee diversity
Human capital
HRM practices
Organizational performance
Spanish firms
Diversidad de los empleados
Capital humano
Prácticas de GRH
Rendimiento organizacional
Empresas españolas
description The purpose of this research study is to explore the moderating effect the diversity of human capital may have on the relationship between HRM practices and business performance. To this end, factors determining of human capital diversity have been used. With a sample of more than one hundred Spanish companies we have carried out a factor analysis-principal axis factoring with varimax rotation- on identified HRM practices and perceived organizational performance as factors with good factor loadings, and consistent with the proposed model. Our findings indicate that the human capital factors such as “education level," “functional specialization” and “length of service” condition the effects of HRM-practices on organizational performance. The literature pays little attention to non-linear models. Examining the factors' determining human capital diversity casts some light on the black box of the relationship between human resources practices and organizational performance
publishDate 2016
dc.date.none.fl_str_mv 2016
dc.type.none.fl_str_mv info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
format article
status_str publishedVersion
dc.identifier.none.fl_str_mv https://hdl.handle.net/11441/69255
https://doi.org/10.18089/tms.2016.12119
url https://hdl.handle.net/11441/69255
https://doi.org/10.18089/tms.2016.12119
dc.language.none.fl_str_mv Inglés
language_invalid_str_mv Inglés
dc.relation.none.fl_str_mv Tourism and Management Studies, 12 (1), 181-187.
http://dx.doi.org/10.18089/tms.2016.12119
dc.rights.none.fl_str_mv info:eu-repo/semantics/openAccess
eu_rights_str_mv openAccess
dc.format.none.fl_str_mv application/pdf
application/pdf
dc.publisher.none.fl_str_mv Universidade do Algarve, Escola Superior de Gestão, Hotelaria e Turismo
publisher.none.fl_str_mv Universidade do Algarve, Escola Superior de Gestão, Hotelaria e Turismo
dc.source.none.fl_str_mv reponame:idUS. Depósito de Investigación de la Universidad de Sevilla
instname:Universidad de Sevilla (US)
instname_str Universidad de Sevilla (US)
reponame_str idUS. Depósito de Investigación de la Universidad de Sevilla
collection idUS. Depósito de Investigación de la Universidad de Sevilla
repository.name.fl_str_mv
repository.mail.fl_str_mv
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score 15.300719

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