Aprendizaje, empleabilidad y comportamientos éticos: contraste cuantitativo de un modelo mediado
DOI:
https://doi.org/10.51302/rtss.2010.5291Palabras clave:
aprendizaje organizativo, empleabilidad, comportamientos éticosResumen
Espoleados por los numerosos escándalos que algunas multinacionales han generado a causa de sus comportamientos poco éticos (casos paradigmáticos serían los de ENRON o Arthur Andersen), los investigadores se han afanado con especial intensidad en los últimos diez años en intentar responder a una pregunta sólo aparentemente sencilla: ¿qué causa la aparición de comportamientos no éticos entre los trabajadores de las empresas, y qué podemos hacer para prevenir esas transgresiones? La extensísima literatura alrededor de este fenómeno es la mejor prueba de que desenmarañar los antecedentes de la falta de ética en las organizaciones es algo complejo, y a esa línea de trabajo hemos intentado contribuir con esta investigación. Tras revisar la literatura hemos comprobado que las prácticas de recursos humanos encaminadas a potenciar el aprendizaje organizativo, tan de moda hoy en día, nunca se han analizado desde la perspectiva de los efectos que causan en el nivel ético de los comportamientos de los trabajadores. Nosotros creemos que esos efectos serán positivos y directos, además de mediados a través de la empleabilidad de los trabajadores. Una muestra de 650 individuos pertenecientes a 166 empresas y una metodología de ecuaciones estructurales nos han permitido contrastar estas hipótesis.
Agencias de apoyo
El autor quisiera agradecer al Ministerio de Ciencia e Innovación la financiación aportada para la realización de esta investigación (proyecto ECO 2008-03178)
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