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7/29/2019 Reserch Project
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Coordination by:Simon L. Dolan Director of Research (IEL)
Researc h Pro jec t s
2004 - 2005Instituto de Estudios Laborales (IEL)Institute of Labor Studies
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Instituto de Estudios Laborales
Dear Friends, colleagues and interested readers:
The Institute for Labor Studies (Instituto de Estudios Laborales) hereafter IEL is a researchcenter created by ESADE in order to study Human Resource Management issues and concerns ina broader perspective. With over 45 years of experience ESADE had established its reputation asone of the best business schools in the world. Its teaching excellence had been reflected in theratings by Business week or Wall St. Journal or Financial Times. Research in ESADE, Has takena new strategic emphasis and IEL is rapidly becoming one of its flagship example.
As a management school, we are interested in understanding real life problems in the world ofwork. Thus the core research activities in IEL has an applied focus. We hope that the fruits of ourrigorous research will add value to the corporate world (including unions and governmentagencies) on one hand, and to the scholar community on the other hand.
Over the past three years, IEL has developed its core research activities around three thematicthemes:
a) Culture and corporate values b) Emerging themes in managing human resources , and
c) Health and quality of work life .
IEL counts on the collaboration of many of ESADEs full time faculty as well as numerousdoctoral students and several scholars from other renown academic centers around the globe. IELis funded by grants obtained from public agencies (i.e. the European Union, the Spanish and/orthe Catalan governments) as well as grants obtained from corporate sponsors (i.e. Randstad, SAP,FREMAP, etc.).
This document, aims to introduce you to the various ongoing research projects in IEL (for theyear 2004) as well as projects to be undertaken in 2005. We also provide a short description ofour tangible academic outputs in terms of conferences, articles and books. More informationabout IEL activities can be obtained by contacting the undersigned via Email [email protected] orby writing to us at: IEL-ESADE, Avenida Pedralbes 60-62, 08034 Barcelona SPAIN
Dr. Simon L. Dolan
Director of research
ESADE Business School
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A Culture & Corporate Values
RESEARCH PROJECTS
Organizational Culture amongst Spanish Firms: Impact on PerformanceProject Manager: Desiree Knoppen
Academic associates: Roger Bell & Miriam Dez
A study of MBAs Students Values (Phase 1) Project Managers: Miriam Dez & Salvador Garcia (UB)A study of MBAs Students Values (Phase 2) Project Managers: Bonnie Richleyand Yingying Zhang
Validation Study of the Triaxial model of valuesProject Managers : Salvador Garca (UB) & Miriam Dez
B Emerging themes in managing human resourcesThe impact of Emotional intelligence on the adaptation and success of senior executivesProject Manager Rajeli Shmueli Gabel
Aadmic Associates: Jean-Luc Cerdin (ESSEC-Paris & Simha Ronen (Tel Aviv University)
The internationalization of Spanish Firms in China: problems & solutions analyzed from a strategic human resource perspective in
Project Manager: Yingying Zhang,Academic Associates: Keyong Dong Universidad RenMing -Beijing
Team effectiveness: The role of trainers as promoters of trust and cohesion in sport team.Project Manager: Merc Mach
The effects of Web-based HRMS on both HR efficiency and HR effectiveness: An empirical examination of sustainable added-valueto an organization's bottom-line results.Project Manager: Christian Acosta Flamma
A Configurationalanalysis of the human resources contribution to firms bottom line resultsProject manager: Simon L. Dolan
C Health and Quality of Work LifeA study of Burnout amongst doctors in the public hospitals of CataloniaProject Manager: Miriam Dez
Predictors of QWL and poor health amongst primary health care pe rsonnel in CataloniaProject Manager: Simon L. Dolan
A pan. European comparative study of work climate: A framework for improving the Industrial Relations Scene at the plantlevelProject Managers: Simon L. Dolan & Miriam Diez
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Instituto de EstudiosLaborales (IEL)
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A triangulation analysis of Valuecongruency in corporate Spain:American dream or Spanish reality?
Currently under review:
International Journal . of
Human Resource
Management
Final Title
Desire Knoppen
Simon L. Dolan
Miriam Diez Pinol
Roger Bell
Initial title: Organizational Culture amongst Spanish Firms: Impacton Performance
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Research Model
Organizational
values: espoused
by HR-Director
Organizational
values: espousedon web site
Values of non-
managementemployees
Research
question 1b
Research
question 1a
Researchquestion 1c
Research
question 2 Cultural
artefactson web siteResearch
question 1
The most interesting feature:Triangulation of data
GPTW: employee satisfaction
HR manager questionnaire:perceptions or espoused values?
Web page interpretative contentanalysis: management espousedvalues and artifacts
Research question 1: what is the degree of congruency ofSpanish organizations in espousing values?
Sub research question 1a: what is the degree of congruency
between non-management employees and HR-managers?
Sub research question 1b: what is the degree of congruency
between HR-managers and the corporate web site?
Sub research question 1c: what is the degree of congruency
between non-management employees and the corporate web
site?Research question 2:What is the relationship betweenvalue congruency and cultural artifacts found on Spanishcorporate web sites?Research question 3: What is th relationships betweenvalues congruency and contextual characteristics of thefirm? (Size, type of economic sector, and alike) Roger BellDesire
Knoppen
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Sample and firms used
12,000 employees in 108 companiesresponded to Great Place to Work
(GPTW) Spanish version Responses to our HR managers
questionnaire: N= 61.
Minimum size of company: 50 employees
88,5% private Sectors and capital vary
Congruent messages?Congruent messages?
Great Place
To Work responses
HRM values
Questionnaire
Web: Espoused
Values
Value
ConsistencyStaff Satisfaction
Improved motivation
Performance &
Productivity
PhaseCompleted
Phase tobe
Completed
l Value congruency hypothesized to improve satisfaction
Triangulation: employee, HR manager, web page
5 dimensions: control, development, well-being, humanistic values,
tradition
l Triangulation congruency high 7,70% to 17,30%
2 x 2 Chi square: employee/web: development, tradition (neg); HR
managers/employees humanistic (3 of 15 possible)
l Value congruency hypothesized to improve satisfaction
Triangulation: employee, HR manager, web page
5 dimensions: control, development, well-being, humanistic values,
tradition
l Triangulation congruency high 7,70% to 17,30%
2 x 2 Chi square: employee/web: development, tradition (neg); HR
managers/employees humanistic (3 of 15 possible)
Trends emerging from the triangulation
of the data:
Miriam DiezSimon Dolan
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A study of MBA student ValueFinal Title:
Making a life or making a living:Exploring the value structure of MBA
students and their respective schools: A
cross cultural comparison
Shimon L. Dolan: IEL- ESADE Business >School,Salvador Garcia: University of Barcelona
Eduardo Soto: Instituto Tecnolgico de MonterreyMriam Dez Piol: IEL- ESADE Business School
Initial Title
Results published in: ESADE Business Review,2003 Vol1, 8-11
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Abstract
The objective of this study was to identify the underlying value structure of
work and life values amongst MBA students and to empirically identifyMBA schools who adhere to a specific value system in training/forming
their students. Teams from 26 business schools around the globecompleted the IEL Values Questionnaire. After data reduction of the IEL
value questionnaires through an exploratory factor analysis, threeprincipal dimensions of values were found. A series of ANOVA analysesapplied to these values was than performed and results show great
similarity in the structure of work and life values across MBA students andacross business schools. Results for the economic and emotional
dimensions of values show statistically significant differences amongstthe business schools. Also mean scores of life values were almost alwayslower than work values. Does that mean that work is more important than
private life for professionals such as MBAs? The discussion is t acklingthis issue in the context of contemporary pressure applied on the
executives of tomorrow.
TRIAXIAL VALUES MODEL
The essence of the model suggest that in order to surviveand remain competitive in the 21st century turbulent
environment, firms need to optimize its various resourcesin order to simultaneously satisfy its multiple stakeholders.The model thus, propose that the task of future leaders willbe to strike an intelligent balance in achieving economic,emotional and ethical objectives. Firms that will have thecapacity to reengineer this type of culture will survive in
the 21st century. Given that the probability of movingfrom the actual state (mission) to the future state (vision)
depends on a great extend on the motivation of theworkforce to commit, we need to better understand the
value structure and to shape it so it is congruent with thestrategic objectives of the firm.
Eduardo SotoMiriam Diez
Simon Dolan Salvador Garca
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Primary objectives of the study
To identify theunderlying value
structure of work andlife values amongst
MBA students and toempirically identifyMBA schools who
adhere to a specificvalue system in
training/forming theirstudents
The conceptual framework for this studycan be found at
or: Dolan S.L., Garcia S., Managing by
Values: Cultural redesign for strategicorganizational change at the dawn of the21st century, Journal of ManagementDevelopment, Vol 21 (2), 2002: 101-117
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1
2
3
4
Economic Ethical-Social
Emotional-Energetic
4
3
2
1
1
2
3
4
The global triaxial value picture:work and life for MBA students
Work
Life
General conclusion:By and large MBAstudents (wherever they
are) accord similarimportance to economic,ethical and emotionalvalues in a symmetricalmanner.
By contrast, MBA studentsaccord relatively lessimportance to economic values
in their life sphere (comparedto work sphere), and accordalso less importance relative toother values (emotional andethical).
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FINAL COMMENTS & REFLECTIONS
Results show great similarity in the structure of work and life valuesacross MBA students and across business schools.
Moreover, it seems that there is an interesting balance between thethree dimensions of values for the vast majority of business schools(and students) in both work and life context.
Results for the economic and emotional dimensions of values showstatistically significant differences amongst the business schools
participating in this study. However, these differences were notfound in regard to the ethical dimension. It is interesting to note that life values are almost always lower than
work values. Does that mean that work is more important thanprivate life for professionals such as MBAs? Or does it mean thatperhaps we had not included the real important values for private lifein this study?
Making a life or making a living
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Phase II of the studyProjected for 2005
1. Repeating the study for an enlarged sample of the top 150 Business
schools around the world. The Business schools identified represent an
amalgamated list of the Financial Times, Business Week and Wall St
Journal
2. Obtaining parallel data about values from the respective schools(namely offices of the Deans), and exploring congruencies between
students values and school values
Research team:
Simon L. Dolan
Bonnie Richley
Yingying Zhang
Miriam Diez PinolYingying Zhang Bonnie Richley
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A Validation Study of the Triaxial model of values
Project Managers :
Salvador Garca (UB) & Miriam Dez
Initial title
Final Title
Validation of triaxial model of values-basedmanagement: Towards new perspectives to manage
culture in organizations
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ABSTRACTThe objective of this study was to test empirically a triaxial model of
managing by values as been advocated recently by Dolan & Garcia (2002)and Garcia & Dolan (1997, 2003). By and large, the authors claim thatorganization culture can be described in terms of three orthogonaldimensions (or axis) critical to organizational success: Pragmatic Economic, emotional-creative and ethical-social. A confirmatory factoranalysis based on a pool of initial 75 values was used to validate the model.
The data were tested amongst 177 students attending three universities inthe Barcelona region. Results show that , effectively, the triaxial model isrepresented as hypothesized, through an underlying structure of theuniverse of values according to the three dimensions. Nonetheless, not allitems fitted into the model, but the total explained variance amounts to65%. The end result however, is the construction of a valid instrument formeasuring culture by extrapolating the three essential dimensions. The
discussion illustrates the application of the said model as a strategy fordiagnosing value congruency (i.e. personal value vs. organizational values)in an attempt to change the culture of an organization..
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Instituto de EstudiosLaborales (IEL)
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Emotional Intelligence andEmotional Intelligence andInternational MobilityInternational Mobility
Project leader: Rajeli Shmueli Gabel (Doctoral Student)
Thesis supervisors: Simon L. Dolan & Vicenta SierraAcademic associates and advisors: Prof. Jean Luc Cerdin (ESSEC Paris) , and
Prof. Simi Ronen (Tel Aviv University)
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The role of EI as a predictive component of internationalmanager adjustment and success
Basic concepts: EI, Adjustment dimension, Satisfaction,intention to leave, job evaluation and Cultural distance
Sample: Top managers in International Companies
Methodology- Mix method: interviews and questioner
Longitudinal study
The role of EI as a predictive component of internationalmanager adjustment and success
Basic concepts: EI, Adjustment dimension, Satisfaction,intention to leave, job evaluation and Cultural distance
Sample: Top managers in International Companies
Methodology- Mix method: interviews and questioner
Longitudinal study
OVERVIEW OF THE
RESEARCH
Objectives and anticipated resultsThe aim of the present study is to test a series of
hypotheses pertaining to the relationships between several
dimensions of Emotional Intelligence, their impact onCultural Adjustment of Expatriate managers and
respectively and the impact on the International Assignment
Success
It is hoped that the results will strengthen the propositions
made by numerous scholars who emphasize the
importance of non-technical factors in explaining success
in international assignments (i.e. Halcrow, 1999). At the
same time, the results may lead to enlarge the perspective
on selection strategy in an international assignment
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Conceptual model
Due to the complexity of conceptualizing anddefining International assignment success as wellas the host of independent variables that mightexplain this phenomenon, (i.e. personal traits ofthe expatriate, family consideration,
organizational parameters and the host countryculture), a conceptual systemic model has beendeveloped inspired by the work of Katz & Seifer(1996) and Caligiuli (2000).
A paper based on the conceptual framework was published in:
Dolan S.L., Shmueli-Gabel R La inteligencia Emocional: Clave del xito de losgerentes globales, Conocimiento & Direccin, Buenos Aires, 2004, Vol 58:76-80
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1.The Pilot study had been completed and survey tested. Reliabilityin generally good. Had to change the satisfaction questionnaire for
another measure due to various psychometric and practicalconsiderations.
Data had been collected from small groups of expat. (exp.P&G: 6individuals,Tlefonica Per :10 individuals; PWC Bolivia 20individuals), etc.
An agreement with some other companies such as Antamina (35persons), Yanacocha-(50 persons) but the data is being soughtnow.
Two Chamber of commerce (Spain and Canada) were approached .
Also letters in the name of the Dean of ESAN for recruitingpotential companies had been mailed. Also ex MBA students from
ESAN were contacted and were asked to help identify expat andcollaborate. 1 paper was published in a professional national journal based in
Argentina and another paper had been published in a localPeruvian Journal
Progress Status (Oct. 2004)
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The internationalization ofSpanish Firms in China:
a strategic humanresource perspective
Project Leader: Yingying ZhangThesis Supervisor: Simon L. Dolan
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Objective
l Evaluate the implication and the impact of strategic
human resources management in the internationalization
process.
l Identify influential factors for international strategic
human resource management.
l Create instruments in strategic human resource aspects
to obtain better firm performance in international
investments.
Underlying conceptual model
Based on the review of SHRM literature, two underlying
conceptual models are adopted to answer the question
that how to manage human resources strategically :
European context strategic human resource model from
Brewster & Hegewisch (1994).
Asian context five HR issues from (Khatri & Budhwar, 2001):
Organisational structure, organisational culture, HR
competencies, HR strategy, and HR outsourcing.
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Underlying conceptual model
Source: Brewster & Hegewisch (1994)
Global Business Environment
Culture
LegislationOwnership patternsTrade Union representationEmployee involvementCommunicationBargaining arrangementLabour market
Education and trainingWorking practices
Sector
Organization: size, structure, culture
Corporate strategy
HR strategy HRM practice
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Research Methods and Design
l Two-stages study:
Stag 1: Qualitative method (Comparison case study): Case
selection, In-depth interviews, Semi-structured questions,
Triangulation sources
Anticipated result: Based on the underlying conceptual model, a
new international strategic human resource model will be proposed
to submit for the second stage research.
Stag 2: Quantitative method: Survey to the selected sample of
Spanish companies in China
Objective: Verify and corroborate the proposed model from the first
stage research
Study in progress
A series of potential case studies with Spanish firms has been
identified (both those who had achieved astonishing results and
those who fail). Progress in contacting potential case studyobjects:
Panrico food
Corporacin Agrolimen food
Nutrexpa food
Bioibrica pharmaceutics
Compaa Roca Radiadores Sanitary, heaterIndo Optic
Derbi Motorcycle
Potential institutional collaboration: RenMin University, ICEX,CasaAsia, COPCA, ICO
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TRUST AS A CORE CONCEPT IN
PROFESSIONAL SPORT TEAM SUCCESS
Project Leader: MERC MACHProject Supervisors - Simon L. Dolan & Vicenta Sierra
ESADE Business School
The role of Cohesion,
Leadership & Strategic
Policies in building Trust& enhancing effectiveness
in Sport Teams
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EFFECTIVEPERFORMANCE
Outcomes Performance
ENVIRONMENT:- Media
- Steak holdersORGANIZATION:-Organization goals/Strategy
- Culture- Budget-Policies
TRUST
TEAMMEMBERSCOACH
ATHLETES:
-Tenure (length of time that hadplayed under the coach)
- Age- Experience Maturity- Technical competencies- Level of self-efficacy
COACHS ATTRIBUTES- Years of experience- n. of games coached- Reputation: Win/ loss records
TEAM:- Prior team performance (ratio
of wins for prior 4 seasons)- Team talent (ranking players)- Level of team- efficacy
STRATEGIC POLICIES
LEADERSHIPCOHESION
MANAGEMENTCOMMITTEE
WORKING MODEL:
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CONCEPTUAL DESEIGN:
TRUST IN
BOARD OFDIRECTORS
TRUST IN
CO-PLAYERS
LEADERSHIP
OF COACH
ORGANIZATION: Vision Policies Culture Budget
GROUP: Team Success
Player fit
INDIVIDUALS
(Players): Abilities
Personality
TEAMCOHESION(social & task)
TRUST INCOACH
EFFECTIVE
PERFORMANCE- Outcomes (winning)
- Performance
H1
H2
H3
H4
H5
H6
H7
TEAM TRUST
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T1 T2
Mid season(Jan-Feb 2005)
End of season(Jun 2005)
Design: Semi longitudinal
Sample: The Spanish National Football League(20 teams)
Repeated measures
METHODOLOGY:
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Prof. Simn Dolan
Professor of HRM & Personal Psychology
Project Leader
Christian Acosta-Flamma
PhD candidate in Management Sciences
Research Assistant
ESADE Business School, IEL
The effects of web-based HRMSmodules on both HR efficiency and HReffectiveness
An empirical approach of sustainable added-value to organisations bottom-line results
Christian Acosta-Flama
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Research questions
lHow do we measure HR effectiveness, efficiency in the traditional
vs. contemporary HR approach ?
l What is the generic impact of IS/IT on organizations and their
bottom-line results ?How do we measure IS efficiency and effectiveness by using
enterprise applications ?
lHow do we measure HR effectiveness, efficiency in the traditional
vs. contemporary HR approach ?
l What is the generic impact of IS/IT on organizations and their
bottom-line results ?
How do we measure IS efficiency and effectiveness by using
enterprise applications ?
Does extended use of web-based technologies
(i.e. HRIS/HRMS/eHRMS) increase HR effectiveness
and HR efficiency ?
Does extended use of web-based technologies
(i.e. HRIS/HRMS/eHRMS) increase HR effectiveness
and HR efficiency ?
HRHR
SM & ISSM & IS
IS / ITIS / IT
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The underlying idea for this research is based on theTechnology Adaptation Life Cycle (TALC) model
OVERVIEW OF CONCEPTUAL MODEL
HR efficiency
HR effectiveness
traditional / manualHRM processes
contemporary / virtualHCM
Laggardslate
Ad op te rs
eHRMS
lateMajority
lateMajority
Innovators
Bottom-lineResults
min max
TALCmo
del
HRMactivity
HRM
results
earlyMajority
Orgresults
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We derived to an operational model that will beperformed in 6 all different eHRMS TALC users
Operational Model
HR efficiency
Orga Os bottomline results
HR effectiveness
HR organisation
HR planning&selection
Job Analysis
HR coverage toOrganisation
Evaluation
Training andDevelpment
Payroll
Health & seurityissues
Strategy & Intl.HR Mgmt.
Organisation Ratios
HR Budget
HR Cost Ratio
ITEMS ITEMS VARIABLES OUTCOME VARIABLESSURVEY
x1
x2
x3
x4
x5
x6
x7
x8
x9
11
1
21
31
41
51
61
72
82
92
2
1
= errorX =items = correlation / loadings = latent variable = Exogenous = = Endogenous
13
11
12
Equation 1: Org BLR = 11 HR efficicency + 12 HR effectivenessEquation 2: HR effectiveness = 13 HR efficiency
1
2
3
4
5
6
7
8
9
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This model, derived from social research, explains
how comminities respond to new technologies
Technology Adoptation Life Cycle (TALC)
Hypothesis and Study
Hypothesis 1 = The level of usage of eHRMS applications will lead to higher
bottom-line results in an organisation
Hypothesis 2 = The level of usage of eHRMS applications leads to improve bothHR efficiency and HR effectiveness
Study:
- online survey (www.eRRHH.com) with approx. 2000 organisations
(mainly SAP users) including their HR & IT professionals
- Germany, UK, USA, Canada, Spain, France and many more
Secondary analysis: Testing different cultural behaviours and rank
usage by country ?
Hypothesis 1 = The level of usage of eHRMS applications will lead to higher
bottom-line results in an organisation
Hypothesis 2 = The level of usage of eHRMS applications leads to improve bothHR efficiency and HR effectiveness
Study:
- online survey (www.eRRHH.com) with approx. 2000 organisations
(mainly SAP users) including their HR & IT professionals
- Germany, UK, USA, Canada, Spain, France and many more
Secondary analysis: Testing different cultural behaviours and rank
usage by country ?
Study is at its final stages. Data analysis was completed
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More info about the project
www.eRRHH.comwww.ehrms.com
www.eRRHH.netwww.eRRHH.org
www.eRRHH.comwww.ehrms.com
www.eRRHH.netwww.eRRHH.org
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A conceptual perspective inspired by
the project is currently under review inPersonnel Review
THE INSTRUMENTALITY OF THETHE INSTRUMENTALITY OF THE TECHNOLOGYTECHNOLOGYADOPTION LIFE CYCLE MODELADOPTION LIFE CYCLE MODEL ININUNDERSTANDING THE WEBUNDERSTANDING THE WEB--BASED HRM VIEW OFBASED HRM VIEW OF
THE FIRMTHE FIRM
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byShimon Dolan,
Merc Mach &Vicenta Sierra
A CONFIGURATIONAL ANALYSIS OF
THE HUMAN RESOURCES
CONTRIBUTION TO FIRMS BOTTOM LINE
RESULTS:A Study based on the Spanish Cranfield Network Data
Vicenta SimonMerc
Currently under review in:Management revue: the international review ofmanagement studies"
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Objective: To explore the multiple links between- HR policies & practices
(i.e. staffing, compensation,training & the like);
- Characteristics HR Depart .(i.e. ratio of professionals,average level of education,etc.);
- Organizational character.(i.e. size, sector, involvement inmergers, age distribution, etc.)Organizational
effectiveness(i.e. the overall economicperformance of the firm)
&
Working Model
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Working Model
ORGANIZATIONALCHARACTERISTICSORGANIZATIONALCHARACTERISTICS
HRM POLICIES& PRACTICES
HRM POLICIES& PRACTICES
CONTROLVARIABLES
HR DEPARTMENTCHARACTERIST.
HR DEPARTMENTCHARACTERIST.
PRODUCTIVITY
FINANCIALPERFORMANCE
PRODUCTIVITY
FINANCIALPERFORMANCE
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Sample & Data sources (I)
Population :
4 Target respondents: Senior HR officers.
4 Data on all independent variables were collectedthrough Standardized Postal Questionnaires,which were sent to 1600 senior HR managers inSpanish firms with over 200 employees.
4 216 questionnaires were returned. (Responserate of about 13.5%).
4 Field work was conducted in early 1999.
Data source (II)
4 Data on the criterion (the economic dependentvariables) were collected in 2003 using the SABIdata bank which was obtained for the year endfinancial statement of 1999, 2000 & 2001.
4 Economic sectors were used as a controlvariable for the inclusion cri teria.
P fil P d ti it i d (1)
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Profiles Productivity index (1).
A Bmaximizing minimazing
Mean of Productivity
Mean 1.7562Std. Dev 0.8062
n 159
HR dept.; Line with HR dept; Line Management
Mean 1,58Std. Dev .4771
n 100
No
Mean 1.4908Std. Dev .4232
n 67
Yes
Mean 1.7612Std. Dev .5332
n 33
No
Mean 1.3939Std. Dev .3613
n 48
Yes
Mean 1.7354Std. Dev 0.4773
n 19
Responsibility formajor policy Pay & Benefits
HR dept. with Line
Mean 2.0547Std. Dev 1.1125
n 59
Same; Decrease
Mean 2.9942Std. Dev 1.8743
n 11
Increase
Mean 1.8394Std. Dev 0.7253
n 48
No; Yes, unwritten
Mean 1.5844Std. Dev 0.3234
n 6
Yes, written
Mean 4.6860Std. Dev 1.4467
n 5
Change in working arrangements:Subcontacting
Policy for ManagementDevelopment
Reduce by Subcontracting / Outsourcing
Regularly Use Succession Plans
Yes
Mean 1.9832Std. Dev 0.7805
n 33
No
Mean 1.5231Std. Dev 0.4666
n 15
Reduce by Early Retirement
Some & Few Appointments
Mean 2.3356Std. Dev 0.7913
n 6
Most Appointments
Mean 1.6335Std. Dev 0.3694
n 27
Assessment Center
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Configuration A in explaining maximum Productivity:
Firms in which HR Department shares responsibility
for Pay & Benefits with line managers.
These combined variables improves the prediction oftotal productiv ity mean (Mean = 4.686)
Firms in which there had been a change in the use of workingarrangement Subcontracting-outsourcing (over the last 3 years).
Firms with a written policy for management development.
Ref. mean =1.75
Configuration B in explaining minimum Productivity:
Firms do not use regularly Succession plans
Use of Subcontracting - outsourcing to reduce the n. of employees
Firms where the main responsibility for Pay and benefits isin hands of the line management or HR department alone,
or line management together with HR department.
These combined variables predict a lowest accumulatedtotal product ivit y mean by 1.4. (Mean = 1.394)
Ref. mean =1.75
Profiles Productivity (2)
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Profiles Productivity (2)
C Dmaximizing minimazing
Mean of Productivity
Mean 1.7562Std. Dev 0.8062
n 159
No
Mean 1,593Std. Dev .5842
n 99
No
Mean 1.4925Std. Dev .4076
n 78
Yes
Mean 1.9663Std. Dev .9204
n 21
No
Mean 1.3873Std. Dev .3413
n 56
Yes
Mean 1.7601Std. Dev 0.4469
n 22
System Determines Carreer Development
Yes
Mean 2.0254Std. Dev 1.0272
n 60
Same
Mean 2.8673Std. Dev 1.7316
n 10
Increase
Mean 1.8571Std. Dev 0.739
n 50
Yes, unwritten
Mean 1.726Std. Dev 0.4987
n 5
Yes, written
Mean 4.0087Std. Dev 1.8004
n 5
Change in Subcontacting
Policy for Recruitment & Selection
Contribution to the Appraisal:Next Level Superior
Regularly Use Succession Plans
No
Mean 2.1542Std. Dev 0.8648
n 25
Yes
Mean 1.5699Std. Dev 0.4279
n 25
Clerical Staff Briefed AboutFinance
Yes
Mean 2.87Std. Dev 1.4324
n 5
No
Mean 1.6839Std. Dev 0.4743
n 16
Appraisal System determineorganization of work
Configuration C Productivity:
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Firms whose Appraisal system determines Careerdevelopment
Firms where there has not been a change in the use ofSubcontracting outsourcing working arrangement
Firms with a written policy for Recruitment & selection
The overall predicted productivit y of the firms increasesto a mean of 4 (Mean = 4.009)
Configuration C in explaining maximum Productivity:
Ref. mean =1.75
Performance assessment system does not determines Career development
Firms whose appraisal system does not involve the next level superior
Firms which do not use regularly Succession plans
The overall predicted product ivit y decrease to 1.4(Mean = 1.387)
Configuration D in explaining minimum Productivity:Ref. mean =1.75
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Conclusions4In relative terms, the variables connected
with HRM policies and practices addsignificantly to the profile which explaingood or poor economic performance of
the firm.
4Furthermore, the results show that whensome HR policies & practices are absent
or poorly implemented, the detrimentalconsequences for firms economicperformance can be devastating.
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Instituto de EstudiosLaborales (IEL)
A study of Burnout amongst
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A study of Burnout amongstdoctors in the public hospitals of
Catalonia
Project Leader: MiriamDiez
Supervisor: Shimon L.
Dolan
Other researchers: Vicenta
Sierra, Manel Peiro ,Salvador Garcia, Arie
Shirom
O ti l t d B t t
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l Develop a conceptual model ofpredicting burnout from amultidimensional and multidisciplinary perspective.
l Design a new validated instrumentsto assess the determinants and
outcomes of burnout .l Conduct a pilot study in Catalonia in
order to test the model psychometricproperties.
l Develop a conceptual model ofpredicting burnout from amultidimensional and multidisciplinary perspective.
l Design a new validated instrumentsto assess the determinants and
outcomes of burnout .l Conduct a pilot study in Catalonia in
order to test the model psychometricproperties.
l Repeat the Catalan study in othercountries and continents
l Consolidate international network ofexpert on occupational stress andburnout
l Repeat the Catalan study in othercountries and continents
l Consolidate international network ofexpert on occupational stress andburnout
l Presentation of the model in various scientific forumsl Publishing the preliminary results (based on the Swedish
data) in a referee journal.l Design an instrument in paper, electronic and online
versions in three languages (Catalan, Spanish andEnglish)
l Data collection in Catalonia (project financed by laAgncia dAvaluaci Tecnolgica i Recerca Mdiques)
l Testing and analyzing the data
l Presentation of the model in various scientific forumsl Publishing the preliminary results (based on the Swedish
data) in a referee journal.l Design an instrument in paper, electronic and online
versions in three languages (Catalan, Spanish andEnglish)
l Data collection in Catalonia (project financed by laAgncia dAvaluaci Tecnolgica i Recerca Mdiques)
l Testing and analyzing the data
l Applying for grant from the Ministerio de Ciencia yTecnologa (proyectos de I+D)
l Applying for research grant from European ScienceFoundation in order to organize Exploratory Workshopon New Concepts/Models/Paradigms in Research on
Stress, Burnout and Quality of work in Health CareInstitution: A European perspective
l Research of corporate sponsors
l Applying for grant from the Ministerio de Ciencia yTecnologa (proyectos de I+D)
l Applying for research grant from European ScienceFoundation in order to organize Exploratory Workshopon New Concepts/Models/Paradigms in Research on
Stress, Burnout and Quality of work in Health CareInstitution: A European perspective
l Research of corporate sponsors
ACTIVITIES/SPONSORSACTIVITIES/SPONSORSOBJECTIVESOBJECTIVES
2003-20042003-2004
>2005>2005
Occupational stress and Burnout amongstphysicians working in public hospitals
Fi t h f th t d ( d b ATTM
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c
Caractersticasindividuales
Caractersticas de laactividad laboral
y la profesin
Caractersticas dela organizacin
Caractersticas socialesy culturales del pas
FACTORES PREDICTIVOSFACTORES PREDICTIVOSFACTORES PREDICTIVOS
SNDROME DE BURNOUTO ESTAR QUEMADO
POR LA PROFESIN(Escala Sirom-Melamed)
Variables moderadorasFactores disposicionales:
Motivacin intrnseca
Gestin individual estrs
Compromiso
S ignificado del trabajo:
Factores situacionales:
Apo yo so ci al
Gestin organizativa estrs
Relacin mdico-paciente
VARIABLES CONTROL:DATOS SOCIODEMOGRFICOS
-RELACIONADAS CON LA SITUACIN PERSONAL-FAMILIAR- RELACIONADAS CON LA SITUACIN PROFESIONAL-LABORAL- RELACIONADAS CON LA ORGANIZACIN EN LA QUE TRABAJA- RELACIONADAS CON ASPECTOS SOCIALES Y CULTURALES DEL-ENTORNO EN EL QUE VIVE Y TRABAJA
MODELO MULTIDIMENSIONAL
First phase of the study (sponsored by ATTM wasdeveloped along the following conceptual model
OVERVIEW :: CONCEPTUAL MODEL ( IN SPANISH)
I di id l V i blPREDI CTED VARI ABLES
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AJob demands/conditions1Time pressure
2Work load3Perceived control over the work and the task4Perceived risk of losing ones job5Role ambiguity or conflict
BProfessional demands/conditions1Professional appreciation2Patient demands
3Work-life balance4Patient level of severity
5Fast changes in work paceand content6Degree of responsibility
7Professional influence
COrganizational environment characteristics1Payment and work conditions equity
2Job climate3Performance assessment system4Intra-hospital communication5Total Quality Management
6Supervisors Leadershipstyle
Organizational Variables
Individual VariablesPersonality:
1Type A2Locus of control
Cultural Variables1 Values
2Artefacts and products
Moderating variables
1Intrinsic motivation2Social support (threedimensions)3Individual Stress Management
4Organizational stressmanagement5Patient-doctor reciprocity6Commitment7Meaning of work8Job satisfaction9HR practices instrumentality
Control VariablesAIndividual
1Gender2Age
3Marital status/live together as couple4Present position
5Supervision of someone else6Years in present position7Years in organization8Full-time dedication9Specialty1Years as a specialist1Years in the city/country1Country of work/training1Work Schedule1Hours commuting1Difficulties to get to work1Being a believer/Practice a religion1Linguistic pressure
BOrganizational1Center name
2Unit or service name3Recent organizational changes4Unit size5Hospital size (# of employees in the hospital)
BurnoutPhysicalHealth
Shirom-Melamed
Uppsala
State of the study
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State of the study(For November. 2004)
Data collection was terminated inNovember 2004.
Scales and multiple indices were
constructed and reliability tested Multi-colinearity was reduced
Univeriate and bivariate analysis wascompleted
Multivariate analysis is in progress
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Predictors of QWL and poorhealth amongst primary health
care personnel in CataloniaProject Manager: Simon L. Dolan
(in collaboration with: Salvador Garcia,
Carmen Cabeza and Shay Tzafrir)
Simon Salvador Shay
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AbstractThis study tests a theoretically driven model of the relationship between job
demands, Employees motivation and resources, and supervisory support onemployees quality of work lives and their general health. It draws ontheoretical perspectives developed by Karasek and colleagues (i.e. Karasek,1989; 1990) connecting work environment and stress with QWL and health.Large survey data was used for the years 1995, 2002, and 2003 respectivelydrawn from the public health care employees sector in Catalunia (Spain). The2002 cross-sectional study (N= 2926) support the assertion made by stress
researchers to the extent that both job demands and lack ofsupervisory support predict low QWL and negative health outcomes andperceived motivation, resources and capabilities to a lesser extend. In orderto verify the stability of the results obtains, the model was also tested with dataobtained in 1995 (N= 2901) and a follow up study in 2003 (N=10003). Results of the discriminant analyses (median split method) employedon these two latter samples, support the stability and consistency of the
prediction found for the 2002 sample in explaining negative health outcomes.The paper discuses some possible prevention strategies to reduce the LowQWL and negative health outcomes within the Public health Sector.
Study had been completed
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Paper is currently in Review
Final Title:Predictors of QWL and poor health
amongst primary health-care personnelin Catalonia: Evidence based on Crosssectional, retrospective and prospective
designs and supported by bi-polardiscriminant analysis model
Journal ofOccupationalHealth Psychology
A pan. European comparative study of
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A pan. European comparative study ofwork climate: A framework for
improving the Industrial RelationsScene at the plant level
Project managersProject managers: Simon L. Dolan & Miriam DiezAcademic associatesAcademic associates in ESADE: Juan Sureda & Ceferi Soler
&
Dirk Buyens Vlerick Leuven Gent Management School
Zoe Kouronakou Alba Athens Laboratory of Business
Joanne Timmers Erasmus University RotterdmProject Financed by the EU Industrial Relations and Social Dialog Program
A pan. European comparative study of work climate: A
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p p p yframework for improving the Industrial Relations Scene
at the plant level
Project Acronym: EU-WORKCLIMATE
The fundamental aim of the "EU-Workclimate" project is to conduct a comparative analysis amongst 15member countries based on standardized data pertaining to employment conditions supplied by the "Greatplace to work Europe". The later has developed over the years a methodology (standardized instrumentsand sampling procedures) for data collection enabling them to choose the "best company to work" in eachcountry. The data bank includes information provided by employees and managers in hundreds ofcompanies in each EU member state. The idea is to use this secondary data in order to identify trends andbenchmark cases. Another aim of this project is to use the results of the study as a platform for exchangesof opinions and experiences between some principal social actors and heads of European companies inthe field of industrial relations with the purpose of exploring benchmark models in industrial relations andguidelines for developing future frameworks for optimizing working climate in Europe.Tangible expected results:1) Scientific report on the analysis of employment conditions in Europe. Thefindings of the study will come from the comparative statistical results compiled in the period 2003-2005under the study "GREAT PLACE TO WORK IN EUROPE". Up to now, the results have been made use ofnationally, but there has been no comparative analysis between countries. We consider that this Europeandimension will contribute significant added value to the data compiled to date. 2) Prototype of Professionalauto evaluation tool. This instrument will content European indicators to auto evaluate living conditions atwork that allow a comparison of the different models of industrial relations in Europe. Finally we hope toreinforce the links between the different social, business and public authority actors linked to the field ofindustrial relations.
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New projects (all at initial stages)
Health and safety considerations and mortality in the constructiHealth and safety considerations and mortality in the constructiononindustry: a contextual, ethical and normative analysis.industry: a contextual, ethical and normative analysis. (Project leader:Sophia Kusyk-Doctoral student; Supervisors: Dolan & Lozano)
Applying an asymmetric analysis Models/Matrices to improve theApplying an asymmetric analysis Models/Matrices to improve thereliability and construct validity of peer rating assessmentreliability and construct validity of peer rating assessment (Projectleaders: Tony Lingham & Antonio Solanas Prez; Collaborators: SimonDolan & Vicenta Sierra)
An HRM approach to understanding project management success andAn HRM approach to understanding project management success andfailurefailure (Project leader: Davar Rezania Doctoral student)
Occupational risks associated with occupational stress and its iOccupational risks associated with occupational stress and its impact onmpact onmental health disorders amongst users of primary health caremental health disorders amongst users of primary health carecentrescentres ininCataloniaCatalonia(see projectsummary in the next slide) (Project leader: Simon L. Dolan& Miriam Diez) (pending AATM Finances)
A sequential model of the WorkA sequential model of the Work--Life Satisfaction Balance and its impactLife Satisfaction Balance and its impacton Individual Health and Respective Performanceon Individual Health and Respective Performance
Davar Sophia Tony VicentaAntonio
Occupational risks associated with occupational stress and its impacton mental health disorders amongst users of primary health care
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on mental health disorders amongst users of primary health care
centres in Catalonia.ESTUDI SOBRE LA INCIDNCIA DE L'ESTRS LABORAL EN LA SALUT MENTAL DE LA POBLACI
CATALANA ATESA ALS CENTRES D'ATENCI PRIMRIA
The objective of this research is to evaluate the impact of occupational risks associatedwith occupational stress on mental health disorders treated at primary health care centres inCatalonia. This research will be conducted within the framework of an international project onOccupational Health and Quality of Life at work, led by the project coordinating body. Itsspecific aims are: i) to investigate the configurations of risk factors associated with mental
health disorders suffered by patient/s attending primary health care centres, ii) to identify thedifferent profiles of occupational risk due to stress and/or non risk, which will enable theplanning of actions to prevent this type of occupational risk, and iii) to compare the impact ofoccupational stress on the Catalan population in general with that of other Europeancountries. The study will use descriptive exploratory methodology borrowed from the field ofdata mining and applied to the field of occupational epidemiology, directed at analysing therelationship between mental health disorders and occupational risk factors; the study willenable to explore in greater depth the variables involved in this type of disorder. The non-
experimental primary data will be analysed via the use of a classification and regressionTree method that will enable to carry out hierarchical segmentation and identify the differentprofiles of occupational risk. The results based on this epidemiological data base, will enablethe development of proposals for prevention of occupational risks arising from occupationalstress in Catalonia.(Project pending financial assistance)
A sequential model of theA sequential model of the
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A sequential model of theA sequential model of theWorkWork--Life Satisfaction BalanceLife Satisfaction Balance
and its impact on Individualand its impact on IndividualHealth and RespectiveHealth and Respective
PerformancePerformance
Project leader: Horia Mohamad Amar(Doctoral studentUniversity of Cordoba) & Nazareth Pino (tesina ESADE)
Project supervisor: Simon L. Dolan
New Project
Relationships between job
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Spillover Compensation Segmentation
ModeratorsModerators
BURNOUT
PHYSICAL HEALTH
THE CONCEPTUALRESEARCH MODEL
PERFORMANCE
Relationships between jobSatisfaction and Life
Satisfaction
Career &.Familyprogression
Personality, culture &values
IEL Tangible Output Conferences
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g p(2003-2004)
Conference:Determinants of Employee Trust in their Manager: An HRM Perspective ( 3rd AnnualEURAM Conference MANAGING THROUGH VARIETY: THE EUROPEAN STYLE? April 3-5, 2003, Milano, Italy Bocconi.University
Conference: Aproximacin emprica, desde la funcin de RRHH, a los valores organizativos de lasempresas espaolas. Implicaciones para la direccin estratgica empresaria (4th International HRWorkshop: HUMAN RESOURCE MANAGEMENT IN THE NEW ECONOMY, Cadiz May 18-202003)
Conference: Exploring the structure of work values and life values from a cultural diversityperspective: The case of future managers (Eastern Academy of Management Global Conference)(Porto, Portugal June 20-24, 2003)
Conference :HRM AND ORGANIZATIONAL EFFECTIVENESS: IS HRM ADDING ECONOMICVALUE TO THE FIRM? Cross sectional and prospective results emerging from the Spanish CRANETStudy Limerick, Ireland IHRM & The University of Limerick (4-6 June, 2003)
Corporate Strategy, Organizational Culture and Selected HR Practices: Empirical Analysis based on aConference: Contingency Model. Limerick, Ireland , IHRM & The University of Limerick (4-6June, 2003)
Conference : Estrs Laboral y la Calidad de Vida: Hacia un nuevo modelo, ms sano ysencillo para las personas y las organizaciones, III Congreso de la ISMA-BR y del V ForoInternacional de Calidad de Vida en el Trabajo . 10 y 11 de junio de 2003, en el Centro deEventos Plaza So Rafael, en Porto Alegre, RS, Brasil.
Symposium on : Understanding and managing employee burnout in cross-cultural contexts:An iberoamerican perspective" (La comprensin y el manejo del burnout en empleados en uncontexto transcultural: Una perspectiva Iberoamericana,) 3rd Iberamerican Academy ofManagement, San Paulo Brazil, Getulio Vargas University, December 7-10, 2003.
IEL Tangible Output Conferences
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g p(2003-2004)
Conference: HR contribution to a firms success examined from aconfigurational perspective: an empirical study based on the Spanish CRANETdata, (with Merc Mach and Vicenta Sierra) , 3rd Iberamerican Academy ofManagement, San Paulo Brazil, Getulio Vargas University, December 7-10,2003.
Conference: HR contribution to firms success A Configurational ExploratoryStudy based on Spanish CRANET Data. Human Resources and EconomicSuccess International HRM conference. . February 27-28, Paderborn Germany
Conference: Proyecto europeo:: Los mejores lugares para trabajar, Jornadatcnica: condiciones de trabajo y responsabilidad social 5 de mayo de 2004,Centro Nacional de Condiciones de trabajo.-INSHT, Barcelona
Conference: El desafo del Siglo XXI a los Recursos Humanos, University ofHabana , Cuba. , 31 de Mayo, 2004.
Conference: a direccin por valores (DpV) : Modelo de xito por las empresasdel siglo XXI. Keynote speech, , IV conferencia cientifica internacional degestin empresarial y administracin publica CCED , la habana, cuba - mayo
2004 Conference: El Sndrome del Profesional Quemado: Causas del Burnout yPosibles Soluciones, III Encuentros de la sanidad., Fundacin Coll Colome,Sevilla, 20 de mayo
IEL Tangible Output Conferences
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g p(2003-2004)
Conference:: Making a life or making a living: Exploring the valuesystem of MBA students and their respective schools ISSWOV 9thInternational Conference of Work Values and Behavior to be held in NewOrleans in August 3-6, 2004.
Conference::A configurational analysis of the Human ResourcesContribution to firm's bottom line results. AGRH CONGRS 2004, LaGRH mesure! 1er au 4 Septembre 2004, Montreal
Conference::.,A comparative study of Quebec Vs. French UniversityStudents: An Exploratory analysis of Work and Life Values of futuremanagers, AGRH CONGRS 2004, La GRH mesure! 1er au 4septembre 2004, Montreal
Conference:: IV CONGRESSO INTERNACIONAL DA ABQV E IISIMPSIO DE EDUCAO CONTINUADA EM QUALIDADE DEVIDA De 12 a 15 de Setembro de 2004 , Local: Blue Tree Conventions Ibirapuera San Paulo Brazil.
IEL Tangible Output Publications
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g p(2003-2004)
Eric GOSSELIN, Shimon L. DOLAN, Stress peru et registres de satisfaction :examen du rle inhibiteur/facilitateur des facteurs de personnalit , in Karnas G.VandenbergheN., Delobbe N., (eds.) : Bien-tre au Travail et transformationsdes organisations, (Actes du 12 congres de psychologie du travail et desorganisations), Vol 3, 2003: 69-78 , UCL, Presse Universitaires de Louvain.
ric GOSSELIN, Shimon L. DOLAN, Identifier les rapports entre la satisfaction .dolan S.L., Garcia S., Auerbach A Understanding and Managing Chaos inOrganizations, International Journal of Management, 2003, Vol 20(1) 23-36
Dolan S.L., Dez Piol M., Cannings K. Psicotoxicologa de la vida laboral: el
caso del personal mdico de suecia , Psicologa de trabajo y lasorganizaciones, 2003 Vol 19(2): 117-133 Dolan, S.L., Dez Piol, M., Knoppen D., Strategic Human Resource
Management, Organizational Values and Corporate Strategy Fulfillment:Preliminary Empirical Analysis based on a Contingency Model, Proceedings ofthe 7th International Conference on HRM, M. Morley Ed. Limerick, Ireland, June2003.
Dolan S.L., Sierra V., Mach M., Obeso C., HRM AND ORGANIZATIONALEFFECTIVENESS: IS HRM ADDING ECONOMIC VALUE TO THE FIRM?Exploratory findings based on the Spanish CRANET Study, Proceedings of the7th International Conference on HRM, M. Morley Ed. Limerick, Ireland, June2003.
IEL Tangible Output
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g pPublications (2003-2004)
Dolan S.L., Dez Piol M., Exploring the structure of work valuesand life values from a cultural diversity perspective: the case of futuremanagers. Proceedings of the E. Academy of Management GlobalEconomy X: Nations, Regions, and Globalism: tensions andOpportunities. Vernon H (ed.) , Porto, Portugal 2003
Dolan S.L., Dez Piol M., Fernndez Alles, M., Martn Prius, A.,Martnez Fierro, S., Life/work values: Test of a universal single nacionalculture versus diverse sub-cultures, in Stasiak M. VALUES IN AN ERA
OF TRANSFORMATION , Academy of Humanities and Economics,Lodz, 2003: 113-135 Tzafrir S., Dolan S.L,., Trust-ME: A scale for measuring manager-
employee trust , Management Research:( The Journal of theIberoamerican Academy of Management) Spring 2004 , Vo. 2(2): 115-132
Tzafrir S., Harel G.H., Baruch Y., Dolan S.L., The Consequences of EmergingHRM Practices on Employee Trust in their Manager, Personnel Review, 33
(6): 628-647
Papers currently under review or in submission
)
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phases (Various Journals)
Dolan S.L., Soto E., Garcia S., DpV Direccin por Valores:Una nueva filosofa para afrontarla complejidad de dirigir una organizacin en un nuevo orden econmico. (Submission inprogress) 2004)
Soto, E., Dolan S.L.,Voguel E., La crisis actual de la complejidad organizacional (Submittedto Duesto Harvard Business Review August 2004; currently under revision)
Tzafrir S., Dolan S.L., Baruch Y., Procedural justice and organizational citizenshipbehaviors: Does organizational trust mediates the relationships? (submitted to theInternational Journal of Manpower July 2004)
Dolan S.L., Acosta-Flamma C., The instrumentality of the technology adoption life cyclemodel in understanding the web-based HRM view of the firm, (submitted to HumanResource Planning, July 2004)
Knoppen D., Dolan S.L.,, Pinol-Diez M., Bell, R., A triangulation analysis of Value congruencyin corporate Spain: American dream or Spanish reality? (Submitted to the InternationalJournal of Human Resource Management)
Dolan S. L., Garcia S., Cabezas C., Tzafrir S., Predictors of QWL and poor health amongstprimary health care personnel in Catalonia: Evidence based on Cross sectional,retrospective and prospective designs and supported by bi-polar discriminant analysismodel (Submission in progress)
Dolan S.L., Mach M., Sierra V., HR contribution to a firms success examined from aconfigurational perspective: an empirical study based on the Spanish CRANET data(submission in progress)
Dolan S.L. Dez Piol M., Sierra V., Cannings K., Towards new Paradigms in StressResearch: An : Empirical Evidence Emerging from the examination of Burnout vs. Rigor::submission in progress)
Books published by IEL Team in 2003-2004
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Books by IEL team (in press -(2005)