Open Access
La investigación en recursos humanos en España de 2001 a 2010: ¿la década prodigiosa?
(Elsevier, 2012) Bayo Moriones, José Alberto; Larraza Kintana, Martín; Gestión de Empresas; Enpresen Kudeaketa
El presente artículo estudia las publicaciones españolas en 67 revistas de referencia que incluyen la Dirección de Recursos Humanos en su objeto, con el fin de analizar la evolución de la investigación realizada en España dentro de esta disciplina en el decenio que va desde el año 2001 hasta el 2010. Los resultados muestran un fuerte incremento en el número de artículos españoles publicados en el ámbito de la Dirección de Empresas en general y en el de la Dirección de Recursos Humanos en particular. Este crecimiento es superior al hallado para los cuatro grandes países de la Unión Europea para el mismo periodo temporal. El incremento en la cantidad de la investigación se ha visto también reflejado en un ligero aumento en su calidad. El trabajo también ha identificado otras características de la investigación en Dirección de Recursos Humanos en España, entre ellas su carácter cuantitativo, así como la escasa colaboración entre universidades.
Open Access
Family firms in Iberoamerican countries
(Emerald Group Publishing Limited, 2013) Larraza Kintana, Martín; Cruz, Cristina; Belausteguigoitia Rius, Imanol; Gestión de Empresas; Enpresen Kudeaketa
The purpose of this paper is to introduce the special issue on family firms in Iberoamerican countries. The special issue aims at enlarging our understanding of the uniqueness of family firms by providing new evidence from Iberoamerican countries about this widespread organizational type. The paper concludes by highlighting some areas in which the authors believe devoting more energy and resources, with new evidence from other samples, may be favourable to advancing the family business field.
Open Access
Langile publikoen Lan Bizitzaren Kalitatea (LBK)
(Udako Euskal Unibertsitatea, 2017) Gastearena Balda, María Lourdes; Ollo López, Andrea; Larraza Kintana, Martín; Gestión de Empresas; Enpresen Kudeaketa
Lan honen helburua da aztertzea zein diren determinatzaileaklangile publiko eta pribatuen Laneko Bizitzaren Kalitatea (LBK), ikusteko diferentziak ote dauden, eta ikusteko, halaber, kontratu finkoa edo behin-behinekoa izateak eragina ote duenlangileen LBKn. Horretarako aurkezten dugu Laneko Eskakizunen eta Baliabideen Teoria (LEB) izeneko erreferentzia esparrua, zeinaren bidez azaltzen baita, lan inguruneko eskakizunek eta baliabideek sortzen dituzten efektuen bidez, nola nabaritzen dituen langileak ondorio zuzenak eta zeharkakoak bere osasunean eta ongizatean. Emaitzek erakusten dute handiagoa dela langile publikoen eta kontratu finkodunen LBK, gogobetetasunaren arabera neurtzen badugu.
Open Access
HPWS, technology and flexibility in the Spanish manufacturing industry: the moderating role of social capital
(Emerald Group Publishing Limited, 2015) Shijaku, Elio; Larraza Kintana, Martín; Urtasun Alonso, Ainhoa; Gestión de Empresas; Enpresen Kudeaketa
The purpose of this paper is to analyze a specific pattern of social capital and its pivotal role in the HPWS utilization. The paper uses Spanish cross-sectional data from the manufacturing industry to examine the moderating effects of external social capital derived from buyer-supplier relationships on HPWS, technology and flexibility. We propose a model of HPWS in which external social capital not only favours the use of HPWS but also moderates the incidence of other common facilitators such as technology and flexibility. Firms yielding external social capital use HPWS more intensely and that the effect of technology constituents on HPWS utilization is contingent to social capital accumulation. The findings are consistent with existing HR literature on the subject but broaden its perspective by analyzing a specific pattern of social capital and its pivotal role in the HPWS utilization process.
Open Access
Regional and individual determinants of entrepreneurial growth aspirations
(Universitat de Barcelona: Facultat Economia i Empresa., 2018) Capelleras Segura, Joan Lluís; Contín Pilart, Ignacio; Larraza Kintana, Martín; Martín Sánchez, Víctor; Institute for Advanced Research in Business and Economics - INARBE
This paper investigates the unique and joint effects of population density and early-stage entrepreneurs’ human capital endowments (higher education, entrepreneurship training and owner-manager experience) on entrepreneurial growth aspirations. We test a number of hypotheses using data that combine individual and province level information in Spain over the period 2008-2010. We argue that growth aspirations of early-stage entrepreneurs are higher in more densely populated regions, but that such environmental influence is stronger for individuals with greater human capital. This is because they will be more aware that denser regions offer more favorable conditions for new businesses and also requires greater firm growth to compensate for a higher risk of business failure. Consistent with our view, we find that the growth aspirations of entrepreneurs with higher education are higher in densely populated provinces.
Open Access
The influence of entrepreneurs’ social referents on start-up size
(Springer, 2018) Contín Pilart, Ignacio; Martín Sánchez, Víctor; Larraza Kintana, Martín; Gestión de Empresas; Enpresen Kudeaketa
This paper uses social comparison theory to explore the effect that the average size of established businesses at the regional (provincial) level may have on start-up size. It is argued that established entrepreneurs at the regional level become referents of new entrepreneurs, influencing not only the decision to become entrepreneurs but also the characteristics of the new venture, such as its initial size. Specifically, the greater the average size of established businesses at the provincial level, the bigger the start-up size of new ventures. This paper further considers how this effect is moderated by two key individual level variables: knowing an entrepreneur personally (i.e., close social referent), and being the owner and manager of an existing business (i.e., past entrepreneurial and managerial experience). Predictions are tested using data that combine individual- and provincial-level information in Spain over the period 2008–2014. The results show the positive relationship of the average size of established businesses on new venture start-up size, and that this effect decreases when the entrepreneurs have previous entrepreneurial experience.
Open Access
Psychological ownership in family firms: a perspective article
(Emerald, 2024-02-12) Caicedo Leitón, Ana Lucía; Garcés Galdeano, Lucía; Larraza Kintana, Martín; Gestión de Empresas; Enpresen Kudeaketa; Institute for Advanced Research in Business and Economics - INARBE
Purpose: This article explores psychological ownership (PO) in family firms (FFs); its impact on interpersonal relationships, attitudes and behaviors within the organization; and its importance for long-term success. It also highlights the factors that contribute to PO in these types of businesses. Design/methodology/approach: The article conducts a literature review that utilizes existing research to delve into the phenomenon of PO within the context of FFs. Findings: The article emphasizes that PO significantly impacts employee behavior and attitudes toward FFs. It shows the favorable influence of PO on employees' conduct and mindset. However, excessive PO can lead to disputes and obstruct the transfer of control. Practical implications: The success of family businesses depends on nurturing strong, positive PO in future generations and among nonfamily members. Originality/value: The article contributes to PO literature in FFs by analyzing its influence on FFs. It highlights factors affecting PO formation and its consequences and highlights novel lines of future research.
Open Access
Are public employees more satisfied than private ones? The mediating role of job demands and job resources
(Emerald, 2021) Gastearena Balda, María Lourdes; Ollo López, Andrea; Larraza Kintana, Martín; Gestión de Empresas; Enpresen Kudeaketa; Institute for Advanced Research in Business and Economics - INARBE
Purpose – This paper aims to compare job satisfaction in public and private sectors and the mediating role of several job demands and resources on the relationship between the employment sector and job satisfaction. Design/methodology/approach – Drawing on the job demands-resources model, this study argued that differences in job satisfaction were explained largely by the job characteristics provided in each sector. Data comes from the quality of working life survey, a representative sample of 6,024 Spanish public and private employees. Findings – This study revealed that public employees were more satisfied than private ones. This relationship was partially mediated by job demands and job resources, meaning that the public and private employment sectors provided different working conditions. Public employees, in general, had fewer demands and more job resources than private ones, which resulted in different levels of job satisfaction. Additionally, partial mediation indicated that public employees are more satisfied than private ones, despite accounting for several job demands and job resources. Research limitations/implications – While the findings of this study highlighted the relative importance of job demands and job resources in affecting job satisfaction of public and private employees, the generalizability of the results to other countries should be limited as the study only used data from a single country. Practical implications – A significant portion of the positive effect on job satisfaction of public employees is channeled through the lower levels of routine work and lower number of required working hours and through better job resources such as higher salary, more telework, greater prospects at work and more training utility. To improve job satisfaction, it is apparent that managers should pay special attention to things such as routine work, working hours, training and telework. Originality/value – This paper contributes to the comprehension of how several job demands and resources simultaneously play a mediating role in explaining the relationship between the employment sector and job satisfaction.
Open Access
Are family firms really more socially responsible?
(SAGE, 2014) Cruz, Cristina; Larraza Kintana, Martín; Garcés Galdeano, Lucía; Berrone, Pascual; Gestión de Empresas; Enpresen Kudeaketa
This paper conducts an empirical study as to whether family firms are more socially responsible than their non-family counterparts, and explores the conditions in which this difference in social behavior occurs. We argue that family firms, given their socioemotional wealth bias, have a positive effect on social dimensions linked to external stakeholders, yet have a negative impact on internal social dimensions. Thus, family firms can be socially responsible and irresponsible at the same time. We also suggest that institutional and organizational conditions act as catalysts in the relationship between firm type and CSR. General support for our thesis that family firms neglect internal social dimensions came from the study of a sample of 598 listed European firms over a period of 4 years. Moreover, while national standards and industry conditions influence the degree of CSR in non-family firms, these factors do not affect family firms. However, family firms’ social activities are more sensitive to declining organizational performance.
Open Access
Emotional heterogeneity and intergenerational knowledge transfer in family firms
(Elsevier, 2023) Caicedo Leitón, Ana Lucía; Larraza Kintana, Martín; Gestión de Empresas; Enpresen Kudeaketa
With this study, we attempt to understand how emotions influence the intergenerational transfer of knowledge in family businesses from the perspective of emotional heterogeneity. We use a qualitative methodology of multiple case studies to comprehensively address theissue. The results indicate that emotions influence knowledge transmission and learning, sotransmission is more effective in Enmeshed and Balanced family businesses than in Disengaged ones.