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Validez de los enfoques universalista y contingente de la dirección de recursos humanos en el sector financiero de la economía social

Author

Listed:
  • Felipe Hernández Perlines

    () (Universidad de Castilla-La Mancha)

  • Isidro Peña García-Pardo

    () (Universidad de Castilla-La Mancha)

Abstract

The main aim of this paper is to analyse the impact of human resource practices on business results. This study will follow the universalist and contingency approaches propounded in the literature (Delery and Doty, 1996; McMahan, Virick and Wright, 1999) in order to confirm their validity in the specific context of Spain and for financial institutes within the Social Economy sector: Credit Cooperatives and Savings Banks. As for the contingency approach, we will introduce a new variable into the strategic process to moderate the human resource system - results equation: the integration of Human Resource Management. The efficacy of the personnel policies that are applied is conditioned by the consideration of human resources in the strategic formulation process. Prior to this analysis, we evaluate the direct effect of the aforementioned integration on the results along the lines of works such as those of Golden and Ramanujan (1985), Lengnick-Hall and Lengnick-Hall (1988) or Brockbank (1999).

Suggested Citation

  • Felipe Hernández Perlines & Isidro Peña García-Pardo, 2007. "Validez de los enfoques universalista y contingente de la dirección de recursos humanos en el sector financiero de la economía social," CIRIEC-España, revista de economía pública, social y cooperativa, CIRIEC-España, issue 57, pages 193-222, April.
  • Handle: RePEc:cic:revcir:y:2007:i:57:p:193-222
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    More about this item

    Keywords

    Human resources; results; integration.;

    JEL classification:

    • J53 - Labor and Demographic Economics - - Labor-Management Relations, Trade Unions, and Collective Bargaining - - - Labor-Management Relations; Industrial Jurisprudence
    • M50 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - General
    • M51 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Firm Employment Decisions; Promotions
    • M52 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Compensation and Compensation Methods and Their Effects
    • M53 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Training

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