The mediator role of hierarchical distance on social processes-HRM practices: An empirical analysis of Spanish firms

The literature pays little attention to non-linear models, especially regarding dimensions such as organizational culture. Therefore, the purpose of this paper is to test the role of hierarchical distance in the relationship between HRM practices and social processes. With a sample of 102 Spanish fi...

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Detalles Bibliográficos
Autores: Triguero Sánchez, Rafael, Peña Vinces, Jesús del Carmen, Guillen, Jorge
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:11441/69254
Acceso en línea:https://hdl.handle.net/11441/69254
https://doi.org/10.33844/ijol.2016.60337
Access Level:acceso abierto
Palabra clave:Employee Relations
HRM Practices
Hierarchical Distance
Nonlinear Models
Mediation
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repository_id_str
spelling The mediator role of hierarchical distance on social processes-HRM practices: An empirical analysis of Spanish firmsTriguero Sánchez, RafaelPeña Vinces, Jesús del CarmenGuillen, JorgeEmployee RelationsHRM PracticesHierarchical DistanceNonlinear ModelsMediationThe literature pays little attention to non-linear models, especially regarding dimensions such as organizational culture. Therefore, the purpose of this paper is to test the role of hierarchical distance in the relationship between HRM practices and social processes. With a sample of 102 Spanish firms and using partial least squares structural equation modeling assessed this relationship. Results suggested mediation of hierarchical distance between HRM practices and social processes. Such results recommend that HR managers should consider hierarchical distance more carefully especially when creating HRM practices to improve relationships among employees. Thus, the politics of commitment function better when organizations are more horizontal and when tasks are commonly delegated, managers question employees frequently prior to making decisions, discussions are encouraged, and social relationships – both in and out of work – are valued, appear to provide the most benefit regarding competitive advantages generated through HRM practicesIndustrial Management InstituteAdministración de Empresas y Marketing2016info:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersionapplication/pdfapplication/pdfhttps://hdl.handle.net/11441/69254https://doi.org/10.33844/ijol.2016.60337reponame:idUS. Depósito de Investigación de la Universidad de Sevillainstname:Universidad de Sevilla (US)InglésInternational Journal of Organizational Leadership, 5 (3), 172-190.http://dx.doi.org/10.19236/IJOL.2016.03.01info:eu-repo/semantics/openAccessoai:idus.us.es:11441/692542026-06-17T12:51:07Z
dc.title.none.fl_str_mv The mediator role of hierarchical distance on social processes-HRM practices: An empirical analysis of Spanish firms
title The mediator role of hierarchical distance on social processes-HRM practices: An empirical analysis of Spanish firms
spellingShingle The mediator role of hierarchical distance on social processes-HRM practices: An empirical analysis of Spanish firms
Triguero Sánchez, Rafael
Employee Relations
HRM Practices
Hierarchical Distance
Nonlinear Models
Mediation
title_short The mediator role of hierarchical distance on social processes-HRM practices: An empirical analysis of Spanish firms
title_full The mediator role of hierarchical distance on social processes-HRM practices: An empirical analysis of Spanish firms
title_fullStr The mediator role of hierarchical distance on social processes-HRM practices: An empirical analysis of Spanish firms
title_full_unstemmed The mediator role of hierarchical distance on social processes-HRM practices: An empirical analysis of Spanish firms
title_sort The mediator role of hierarchical distance on social processes-HRM practices: An empirical analysis of Spanish firms
dc.creator.none.fl_str_mv Triguero Sánchez, Rafael
Peña Vinces, Jesús del Carmen
Guillen, Jorge
author Triguero Sánchez, Rafael
author_facet Triguero Sánchez, Rafael
Peña Vinces, Jesús del Carmen
Guillen, Jorge
author_role author
author2 Peña Vinces, Jesús del Carmen
Guillen, Jorge
author2_role author
author
dc.contributor.none.fl_str_mv Administración de Empresas y Marketing
dc.subject.none.fl_str_mv Employee Relations
HRM Practices
Hierarchical Distance
Nonlinear Models
Mediation
topic Employee Relations
HRM Practices
Hierarchical Distance
Nonlinear Models
Mediation
description The literature pays little attention to non-linear models, especially regarding dimensions such as organizational culture. Therefore, the purpose of this paper is to test the role of hierarchical distance in the relationship between HRM practices and social processes. With a sample of 102 Spanish firms and using partial least squares structural equation modeling assessed this relationship. Results suggested mediation of hierarchical distance between HRM practices and social processes. Such results recommend that HR managers should consider hierarchical distance more carefully especially when creating HRM practices to improve relationships among employees. Thus, the politics of commitment function better when organizations are more horizontal and when tasks are commonly delegated, managers question employees frequently prior to making decisions, discussions are encouraged, and social relationships – both in and out of work – are valued, appear to provide the most benefit regarding competitive advantages generated through HRM practices
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/11441/69254
https://doi.org/10.33844/ijol.2016.60337
url https://hdl.handle.net/11441/69254
https://doi.org/10.33844/ijol.2016.60337
dc.language.none.fl_str_mv Inglés
language_invalid_str_mv Inglés
dc.relation.none.fl_str_mv International Journal of Organizational Leadership, 5 (3), 172-190.
http://dx.doi.org/10.19236/IJOL.2016.03.01
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 Industrial Management Institute
publisher.none.fl_str_mv Industrial Management Institute
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 15.228081

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