Recursos humanos. Influencia de la pobreza poblacional y el tamaño organizativo en la relación laboral: un análisis empírico
Este trabajo ha obtenido el Premio Estudios Financieros 2022 en la modalidad de Recursos humanos.
Hay un consenso generalizado en subrayar la importancia de entender la naturaleza de la relación laboral, que se define como un proceso dinámico de intercambio social entre empleadores y empleados. Adicionalmente, se defiende que dicha reciprocidad puede verse modificada por diversos factores contextuales. Paradójicamente, se echan en falta estudios empíricos que la hayan delimitado convenientemente y examinado su dependencia de otros elementos. El propósito de esta investigación es subsanar estas carencias. Desde la teoría del intercambio social y usando una amplia muestra de 35.911 empresas españolas durante el periodo 2015-2019, se diseña un modelo longitudinal de ecuaciones estructurales en el que se configura una relación bidireccional entre los incentivos y las compensaciones que reciben respectivamente empleadores y empleados. Asimismo, se examina esta relación laboral en función de la pobreza poblacional y el tamaño organizativo. Se confirma la presencia de una reciprocidad relativa en las empresas españolas, más intensa en medianas y grandes empresas ubicadas en municipios con una reducida pobreza, aunque solo equitativa en pequeñas empresas ubicadas en municipios con una elevada pobreza. Por regla general, la norma de reciprocidad rige en mayor medida en los empleados. Se presentan las implicaciones teóricas y prácticas de este estudio.
Palabras clave: norma de reciprocidad; relación laboral; pobreza social; tamaño organizativo; empresa y sociedad; inversión en recursos humanos; productividad laboral.
Vicente Roca Puig
Catedrático de Organización de Empresas.
Universitat Jaume I (Castelló, España)
Puede adquirir este documento en la página web ceflegal.com
RTSS. CEF. NÚM. 471 (noviembre-diciembre 2022)
Referencias bibliográficas
Allen, M. R., Ericksen, J. y Collins, C. J. (2013). Human resource management, employee exchange relationships, and performance in small businesses. Human Resource Management, 52(2), 153-173. https://doi.org/10.1002/hrm.21523
Annoni, P. y Dijkstra, L. (2019). The EU regional competitiveness index 2019. Regional and Urban Policy. Publications Office of the European Union. https://ec.europa.eu/regional_policy/sources/docgener/work/2019_03_rci2019.pdf
Atkinson, A. B. (1998). Poverty in Europe. Blackwell Publishers.
Bapuji, H. (2015). Individuals, interactions and institutions: How economic inequality affects organizations. Human Relations, 68(7), 1.059-1.083. https://doi.org/10.1177/0018726715584804
Barnard, C. I. (1968). The functions of the executive. Harvard University Press.
Batt, R. y Colvin, A. J. (2011). An employment systems approach to turnover: Human resources practices, quits, dismissals, and performance. Academy of Management Journal, 54(4), 695-717. https://doi.org/10.5465/amj.2011.64869448
Bentler, P. M. (2006). EQS 6 Structural Equation Program Manual. Multivariate Software, Inc.
Bernerth, J. B. y Aguinis, H. (2016). A critical review and best-practice recommendations for control variable usage. Personnel Psychology, 69(1), 229-283. https://doi.org/10.1111/peps.12103
Bourgeois, L. J. (1981). On the measurement of organizational slack. Academy of Management Review, 6(1), 29-39. https://doi.org/10.2307/257138
Boxall, P. (2021). Studying mutuality and perversity in the impacts of human resource management on societal well-being: Advancing a pluralist agenda. Human Resource Management Journal, 31(4), 834-846. https://doi.org/10.1111/1748-8583.12341
Cardon, M. S. y Stevens, C. E. (2004). Managing human resources in small organizations: What do we know? Human Resource Management Review, 14(3), 295-323. https://doi.org/10.1016/j.hrmr.2004.06.001
Cooke, F. L., Dickmann, M. y Parry, E. (2022). Building sustainable societies through human-centred human resource management: Emerging issues and research opportunities. The International Journal of Human Resource Management, 33(1), 1-15. https://doi.org/10.1080/09585192.2021.2021732
Coyle-Shapiro, J. A. y Kessler, I. (2002). Exploring reciprocity through the lens of the psychological contract: Employee and employer perspectives. European Journal of Work and Organizational Psychology, 11(1), 69-86. https://doi.org/10.1080/13594320143000852
Coyle-Shapiro, J. A. y Conway, N. (2004). The employment relationship through the lens of social exchange. En J. A. Coyle-Shapiro, L. M. Shore, S. Taylor y L. E. Tetrick (Eds.), The employment relationship: Examining psychological and contextual perspectives. Oxford University Press.
Coyle-Shapiro, J. A. y Shore, L. M. (2007). The employee-organization relationship: Where do we go from here? Human Resource Management Review, 17(2), 166-179. https://doi.org/10.1016/j.hrmr.2007.03.008
Coyle-Shapiro, J. A., Diehl, M. y Chang, C. (2016). The employee-organization relationship and organizational citizenship behavior. En P. M. Podsakoff, S. B. Mackenzie y N. P. Podsakoff (Eds.), The Oxford handbook of organizational citizenship behavior. Oxford University Press.
Cropanzano, R. y Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874-900. https://doi.org/10.1177/0149206305279602
Della Torre, E., Gritti, A. y Salimi, M. (2021). Direct and indirect employee voice and firm innovation in small and medium firms. British Journal of Management, 32(3), 760-778. https://doi.org/10.1111/1467-8551.12504
Dundon, T. y Rafferty, A. (2018). The (potential) demise of HRM? Human Resource Management Journal, 28(3), 377-391. https://doi.org/10.1111/1748-8583.12195
Geary, J. y Signoretti, A. (2021). The role of socio-economic embeddedness in promoting cooperation in the workplace: Evidence from family-owned Italian firms. Economic and Industrial Democracy, 1-24 (in press). https://doi.org/10.1177/0143831X211039012
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American Sociological Review, 25(2), 161-178. https://doi.org/10.2307/2092623
Hamouche, S. (2021). Human resource management and the COVID-19 crisis: Implications, challenges, opportunities, and future organizational directions. Journal of Management & Organization, 1-16 (in press). https://doi.org/10.1017/jmo.2021.15
Hannah, D. e Iverson, R. (2004). Employment relationships in context: Implications for policy and practice. En J. A. Coyle-Shapiro, L. M. Shore, S. Taylor y L. E. Tetrick (Eds.), The employment relationship: Examining psychological and contextual perspectives. Oxford University Press.
Hom, P. W., Tsui, A. S., Wu, J. B., Lee, T. W., Zhang, A. Y., Fu, P. P. y Li, L. (2009). Explaining employment relationships with social exchange and job embeddedness. Journal of Applied Psychology, 94(2), 277-297. https://doi.org/10.1037/a0013453
INE. (2022). Atlas de distribución de renta de los hogares. https://www.ine.es/experimental/atlas/experimental_atlas.htm
Informa D&B. (2022). El sistema de balances ibéricos (SABI). https://www.informa.es/riesgo-empresarial/sabi
Kim, S. y Wright, P. M. (2011). Putting strategic human resource management in context: A contextualized model of high commitment work systems and its implications in China. Management and Organization Review, 7(1), 153-174. https://doi.org/10.1111/j.1740-8784.2010.00185.x
Little, T. D. (2013). Longitudinal structural equation modeling. Guilford Press.
López Cabrales, Á. y Valle Cabrera, R. (2020). Sustainable HRM strategies and employment relationships as drivers of the triple bottom line. Human Resource Management Review, 30(3), 100689. https://doi.org/10.1016/j.hrmr.2019.100689
March, J. G. y Simon, H. A. (1958). Organizations. Wiley.
Pitariu, A. H. y Ployhart, R. E. (2010). Explaining change: Theorizing and testing dynamic mediated longitudinal relationships. Journal of Management, 36(2), 405-409. https://doi.org/10.1177/0149206308331096
Rincón Roldán, F. y López Cabrales, Á. (2022). The impact of employment relationships on firm sustainability. Employee Relations, 44(2), 386-406. https://doi.org/10.1108/ER-12-2020-0522
Roca Puig, V., Beltrán Martín, I. y García Juan, B. (2021). Incorporating poverty in society into strategic human resource management. The International Journal of Human Resource Management, 32(13), 2.759-2.782. https://doi.org/10.1080/09585192.2019.1640764
Sahlins, M. (2013). Stone age economics. Routledge Classics.
Sels, L., De Winne, S., Maes, J., Delmotte, J., Faems, D. y Forrier, A. (2006). Unravelling the HRM-Performance link: Value-creating and cost-increasing effects of small business HRM. Journal of Management Studies, 43(2), 319-342. https://doi.org/10.1111/j.1467-6486.2006.00592.x
Shaw, J. D., Dineen, B. R., Fang, R. y Vellella, R. F. (2009). Employee-organization exchange relationships, HRM practices, and quit rates of good and poor performers. Academy of Management Journal, 52(5), 1.016-1.033. https://doi.org/10.5465/amj.2009.44635525
Sheehan, M. y Garavan, T. (2021). High-performance work practices and labour productivity: A six wave longitudinal study of UK manufacturing and service SMEs. The International Journal of Human Resource Management, 1-32 (in press). https://doi.org/10.1080/09585192.2021.2005658
Subramony, M., Krause, N., Norton, J. y Burns, G. N. (2008). The relationship between human resource investments and organizational performance: A firm-level examination of equilibrium theory. Journal of Applied Psychology, 93(4), 778-788. https://doi.org/10.1037/0021-9010.93.4.778
Vincent, S., Bamber, G. J., Delbridge, R., Doellgast, V., Grady, J. y Grugulis, I. (2020). Situating human resource management in the political economy: Multilevel theorising and opportunities for kaleidoscopic imagination. Human Resource Management Journal, 30(4), 461-477. https://doi.org/10.1111/1748-8583.12328
Vithana, K., Jayasekera, R., Choudhry, T. y Baruch, Y. (2021). Human capital resource as cost or investment: A market-based analysis. The International Journal of Human Resource Management, 1-33 (in press). https://doi.org/10.1080/09585192.2021.1986106
Wilkinson, A. (1999). Employment relations in SMEs. Employee Relations, 21(3), 206-217. https://doi.org/10.1108/01425459910273062