Diferencias entre la cultura corporativa declarada y percibida y su impacto en el compromiso de los directivos
DOI:
https://doi.org/10.51302/rtss.2012.3457Palabras clave:
cultura corporativa declarada y percibida, compromiso, valores y prácticas de recursos humanosResumen
Este trabajo ha obtenido el 2.º Premio Estudios Financieros 2012 en la modalidad de Recursos Humanos.
Las culturas corporativas de las compañías muestran una sospechosa uniformidad, pues suelen mostrar un similar conjunto de valores, que siguen las tendencias sociales (lo que en sí mismo no es negativo), pero que puede ser diferente de aquellas creencias profundamente arraigadas que son la fuente de la cultura corporativa.
Anteriores trabajos han demostrado la relación entre cultura corporativa y compromiso organizacional. Igualmente, la relación entre cultura y prácticas de recursos humanos ha merecido la atención de los investigadores.
De acuerdo con ello, y dada las posibles diferencias entre la cultura corporativa publicada y la percibida por los empleados, el análisis de los valores y su efecto en el compromiso organizacional debe realizarse por los percibidos y no por los formulados.
Por esa razón, el propósito de este artículo es encontrar una respuesta a la siguiente pregunta: ¿Cómo afecta la percepción que los empleados tienen de los valores de la compañía a su propio compromiso con la organización?
En orden a facilitar un mejor análisis, la cuestión puede ser dividida en las siguientes fases:
a) ¿Qué valores son los más frecuentemente publicados por las grandes compañías españolas?
b) ¿Cuál es el perfil de los valores de esas compañías, según la percepción de sus directivos?
c) ¿Cuál es la influencia de las prácticas de recursos humanos en los valores de las compañías?
d) ¿Qué impacto tienen los valores corporativos en el compromiso de los empleados?
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