El efecto de las demandas y recursos laborales en el rendimiento de los mandos intermedios en la gestión de los recursos humanos
DOI:
https://doi.org/10.51302/rtss.2020.914Palabras clave:
mandos intermedios, demandas y recursos laborales, rendimiento en la gestión de recursos humanos, teoría AMOResumen
Este trabajo ha obtenido un accésit del Premio Estudios Financieros 2020 en la modalidad de Recursos Humanos.
La transferencia de las prácticas de recursos humanos (RR. HH.) implica que los mandos intermedios (MI) juegan un papel crítico en la implementación de la gestión de recursos humanos (GRH). Dada su importancia, la literatura previa trata de identificar aquellos factores que obstaculizan el rendimiento de los MI en tareas de RR. HH. y aquellos que lo promueven. El objetivo de este trabajo es doble. Primero, basándonos en la teoría de demandas y recursos laborales, examinamos la relativa contribución de los factores que obstaculizan (sobrecarga, ambigüedad y conflicto de rol) y mejoran (formación, instrumentos e incentivos vinculados a metas de RR. HH.) el rendimiento de los MI en tareas de RR. HH. Segundo, analizamos el papel mediador de la habilidad, la motivación y la oportunidad para participar en la GRH percibida por los MI. Sobre una muestra de 103 empresas españolas, la información que obtenemos mediante un cuestionario dirigido al MI (director/a comercial o jefes/as de venta) y al director/a de RR. HH. revela que la ambigüedad de rol en los MI obstaculiza su rendimiento y que, en cambio, los recursos laborales proporcionados por la organización tienen un efecto positivo. También encontramos que el efecto de la ambigüedad sobre el rendimiento de los MI está mediado por la habilidad y la oportunidad percibida. Finalmente se discuten implicaciones para la investigación y la práctica empresarial.
Agencias de apoyo
Esta investigación ha sido apoyada por la Generalitat Valenciana, Conselleria de Educación, Cultura y Deporte (20I352.01/1)
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