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Different bodies of literature emphasise the separate impact of the manufacturing sector and scientific capacity for competitiveness in developing countries. Scientific knowledge can increase productivity and promote innovation, while the manufacturing sector creates spillovers and generates processes of learning-by-doing. Yet, do these two processes complement each other? Do they, together, contribute to even higher international competitiveness? This paper explores these questions, drawing on an eleven-years panel data set for ten South American economies. We develop a moderation hypothesis model based on the congruence between science, industry, and international competitiveness. Our results support our hypothesis that scientific capacity and manufacturing development have a joint impact on international competitiveness that goes beyond their marginal effects and thus calls for future efforts to implement industrial policy.

The following paper studies the determinants of choosing a private pension fund institution by processing a questionnaire of 514 affiliates. The questionnaire attempts to measure perceptions of the consumer with respect to their private pension fund institution. Using a structural equation model, we found that socioeconomic variables are irrelevant but some perceptions like the return of portfolio and leadership of the private pension fund were relevant in the choice of a private pension fund institution. We contrast the model in two different periods of time between 2009 and 2016. The periods before and after financial turmoil in the stock market., El siguiente artículo estudia los determinantes de la elección de un fondo de pensiones privado, mediante el procesamiento de un cuestionario de 514 afiliados. El cuestionario intenta medir las percepciones del consumidor con respecto a sus AFPs. Usando un modelo de ecuación estructural, encontramos que las variables socioeconómicas son irrelevantes, pero algunas percepciones como el retorno de la cartera y el liderazgo del fondo de pensiones privado fueron relevantes en la elección de una institución de fondos de pensiones privada. Contrastamos el modelo en dos diferentes períodos de tiempo : 2009 y 2016. Estos son los períodos antes y después de la turbulencia internacional en el mercado de valores.

Different bodies of literature emphasise the separate impact of the manufacturing sector and scientific capacity for competitiveness in developing countries. Scientific knowledge can increase productivity and promote innovation, while the manufacturing sector creates spillovers and generates processes of learning-by-doing. Yet, do these two processes complement each other? Do they, together, contribute to even higher international competitiveness? This paper explores these questions, drawing on an eleven-years panel data set for ten South American economies. We develop a moderation hypothesis model based on the congruence between science, industry, and international competitiveness. Our results support our hypothesis that scientific capacity and manufacturing development have a joint impact on international competitiveness that goes beyond their marginal effects and thus calls for future efforts to implement industrial policy.

Cu2MnSnS4 shares several promising properties with the widely investigated Cu2ZnSnS4 for photovoltaic applications such as containing only earth abundant and non-toxic elements, and suitable absorption characteristics for absorber materials. Thin film Cu2MnSnS4 samples with various cation compositions are co-sputtered reactively followed by a high temperature anneal. Formation of Cu2MnSnS4 and co-existence of several secondary phases is verified by XRD and Raman. Our investigation of the crystal structure based on first-principles DFT confirms that stannite crystal structure is preferred over kesterite, although, further verification considering cation disorder is needed. The direct band gap of Cu2MnSnS4 is calculated as 1.52 eV (1.62 eV) for stannite (kesterite), which coincides with the range of the measured band gaps from spectrophotometry of 1.42-1.59 eV. After further annealing treatments below 240 degrees C, the absorption shows reversible changes: the band gap blue-shifts and the Urbach tail energy is reduced. It is concluded that, just like Cu2ZnSnS4, disorder also occurs in Cu2MnSnS4. The implications of our findings are discussed and related to the current understanding of cation disorder in Cu2ZnSnS4 and related compounds. Furthermore, for the first time first-principles DFT investigations are presented for the thiospinel Cu2MnSn3S8 which is observed experimentally as a secondary phase in Sn-rich Cu2MnSnS4 thin films.

Different bodies of literature emphasise the separate impact of the manufacturing sector and scientific capacity for competitiveness in developing countries. Scientific knowledge can increase productivity and promote innovation, while the manufacturing sector creates spillovers and generates processes of learning-by-doing. Yet, do these two processes complement each other? Do they, together, contribute to even higher international competitiveness? This paper explores these questions, drawing on an eleven-years panel data set for ten South American economies. We develop a moderation hypothesis model based on the congruence between science, industry, and international competitiveness. Our results support our hypothesis that scientific capacity and manufacturing development have a joint impact on international competitiveness that goes beyond their marginal effects and thus calls for future efforts to implement industrial policy.

Different bodies of literature emphasise the separate impact of the manufacturing sector and scientific capacity for competitiveness in developing countries. Scientific knowledge can increase productivity and promote innovation, while the manufacturing sector creates spillovers and generates processes of learning-by-doing. Yet, do these two processes complement each other? Do they, together, contribute to even higher international competitiveness? This paper explores these questions, drawing on an eleven-years panel data set for ten South American economies. We develop a moderation hypothesis model based on the congruence between science, industry, and international competitiveness. Our results support our hypothesis that scientific capacity and manufacturing development have a joint impact on international competitiveness that goes beyond their marginal effects and thus calls for future efforts to implement industrial policy.

Different bodies of literature emphasise the separate impact of the manufacturing sector and scientific capacity for competitiveness in developing countries. Scientific knowledge can increase productivity and promote innovation, while the manufacturing sector creates spillovers and generates processes of learning-by-doing. Yet, do these two processes complement each other? Do they, together, contribute to even higher international competitiveness? This paper explores these questions, drawing on an eleven-years panel data set for ten South American economies. We develop a moderation hypothesis model based on the congruence between science, industry, and international competitiveness. Our results support our hypothesis that scientific capacity and manufacturing development have a joint impact on international competitiveness that goes beyond their marginal effects and thus calls for future efforts to implement industrial policy.

Different bodies of literature emphasise the separate impact of the manufacturing sector and scientific capacity for competitiveness in developing countries. Scientific knowledge can increase productivity and promote innovation, while the manufacturing sector creates spillovers and generates processes of learning-by-doing. Yet, do these two processes complement each other? Do they, together, contribute to even higher international competitiveness? This paper explores these questions, drawing on an eleven-years panel data set for ten South American economies. We develop a moderation hypothesis model based on the congruence between science, industry, and international competitiveness. Our results support our hypothesis that scientific capacity and manufacturing development have a joint impact on international competitiveness that goes beyond their marginal effects and thus calls for future efforts to implement industrial policy.

Cu2MnSnS4 shares several promising properties with the widely investigated Cu2ZnSnS4 for photovoltaic applications such as containing only earth abundant and non-toxic elements, and suitable absorption characteristics for absorber materials. Thin film Cu2MnSnS4 samples with various cation compositions are co-sputtered reactively followed by a high temperature anneal. Formation of Cu2MnSnS4 and co-existence of several secondary phases is verified by XRD and Raman. Our investigation of the crystal structure based on first-principles DFT confirms that stannite crystal structure is preferred over kesterite, although, further verification considering cation disorder is needed. The direct band gap of Cu2MnSnS4 is calculated as 1.52 eV (1.62 eV) for stannite (kesterite), which coincides with the range of the measured band gaps from spectrophotometry of 1.42-1.59 eV. After further annealing treatments below 240 degrees C, the absorption shows reversible changes: the band gap blue-shifts and the Urbach tail energy is reduced. It is concluded that, just like Cu2ZnSnS4, disorder also occurs in Cu2MnSnS4. The implications of our findings are discussed and related to the current understanding of cation disorder in Cu2ZnSnS4 and related compounds. Furthermore, for the first time first-principles DFT investigations are presented for the thiospinel Cu2MnSn3S8 which is observed experimentally as a secondary phase in Sn-rich Cu2MnSnS4 thin films.

Purpose – Our study examines the influence that employee diversity has on human resource management (HRM) practices and organisational performance, considering the moderating role of organisational culture, in particular, cultural dimensions such as individualism–collectivism and hierarchical distance. Design/methodology/approach – Through an empirical investigation of 102 Spanish firms using partial least squares-structural equation modelling (PLS-SEM), we evaluated our hypotheses. Findings – Our results show a positive correlation between employee diversity and HRM practices where such practices encourage employee commitment rather than control. Thus, we identified a non-linear relationship between HRM practices and organisational performance. Originality/value – The study considers the role played by environmental and contextual factors, such as organisational culture. The configuring of HR practices may help to reduce the possible costs derived from a diverse staff and improve their skills in favour of better organisational performance., Este estudo examina a influência que a diversidade de colaboradores tem nas práticas de gestão de recursos humanos (GRH) e no desempenho organizacional, considerando o papel moderador da cultura organizacional, sobretudo, dimensões culturais como individualismo-coletivismo e distância hierárquica. Metodologia – Por meio de uma pesquisa empírica de 102 empresas espanholas usando modelos de equações estruturais de mínimos quadrados parciais (SEM-PLS), avaliamos nossas hipóteses. Resultados – Os resultados mostram uma correlação positiva entre a diversidade de colaboradores e as práticas de gestão de recursos humanos, nas quais tais práticas estimulam o comprometimento dos colaboradores em vez do controle. Assim, identificamos uma relação não linear entre as práticas de GRH e o desempenho organizacional. Contribuições – O estudo considera o papel desempenhado por fatores ambientais e contextuais, como a cultura organizacional. A configuração das práticas de RH pode ajudar a reduzir os possíveis custos derivados de uma equipe diversificada e melhorar suas habilidades em favor de um melhor desempenho organizacional.

Purpose – Our study examines the influence that employee diversity has on human resource management (HRM) practices and organisational performance, considering the moderating role of organisational culture, in particular, cultural dimensions such as individualism–collectivism and hierarchical distance. Design/methodology/approach – Through an empirical investigation of 102 Spanish firms using partial least squares-structural equation modelling (PLS-SEM), we evaluated our hypotheses. Findings – Our results show a positive correlation between employee diversity and HRM practices where such practices encourage employee commitment rather than control. Thus, we identified a non-linear relationship between HRM practices and organisational performance. Originality/value – The study considers the role played by environmental and contextual factors, such as organisational culture. The configuring of HR practices may help to reduce the possible costs derived from a diverse staff and improve their skills in favour of better organisational performance., Este estudo examina a influência que a diversidade de colaboradores tem nas práticas de gestão de recursos humanos (GRH) e no desempenho organizacional, considerando o papel moderador da cultura organizacional, sobretudo, dimensões culturais como individualismo-coletivismo e distância hierárquica. Metodologia – Por meio de uma pesquisa empírica de 102 empresas espanholas usando modelos de equações estruturais de mínimos quadrados parciais (SEM-PLS), avaliamos nossas hipóteses. Resultados – Os resultados mostram uma correlação positiva entre a diversidade de colaboradores e as práticas de gestão de recursos humanos, nas quais tais práticas estimulam o comprometimento dos colaboradores em vez do controle. Assim, identificamos uma relação não linear entre as práticas de GRH e o desempenho organizacional. Contribuições – O estudo considera o papel desempenhado por fatores ambientais e contextuais, como a cultura organizacional. A configuração das práticas de RH pode ajudar a reduzir os possíveis custos derivados de uma equipe diversificada e melhorar suas habilidades em favor de um melhor desempenho organizacional.

Purpose – Our study examines the influence that employee diversity has on human resource management (HRM) practices and organisational performance, considering the moderating role of organisational culture, in particular, cultural dimensions such as individualism–collectivism and hierarchical distance. Design/methodology/approach – Through an empirical investigation of 102 Spanish firms using partial least squares-structural equation modelling (PLS-SEM), we evaluated our hypotheses. Findings – Our results show a positive correlation between employee diversity and HRM practices where such practices encourage employee commitment rather than control. Thus, we identified a non-linear relationship between HRM practices and organisational performance. Originality/value – The study considers the role played by environmental and contextual factors, such as organisational culture. The configuring of HR practices may help to reduce the possible costs derived from a diverse staff and improve their skills in favour of better organisational performance., Este estudo examina a influência que a diversidade de colaboradores tem nas práticas de gestão de recursos humanos (GRH) e no desempenho organizacional, considerando o papel moderador da cultura organizacional, sobretudo, dimensões culturais como individualismo-coletivismo e distância hierárquica. Metodologia – Por meio de uma pesquisa empírica de 102 empresas espanholas usando modelos de equações estruturais de mínimos quadrados parciais (SEM-PLS), avaliamos nossas hipóteses. Resultados – Os resultados mostram uma correlação positiva entre a diversidade de colaboradores e as práticas de gestão de recursos humanos, nas quais tais práticas estimulam o comprometimento dos colaboradores em vez do controle. Assim, identificamos uma relação não linear entre as práticas de GRH e o desempenho organizacional. Contribuições – O estudo considera o papel desempenhado por fatores ambientais e contextuais, como a cultura organizacional. A configuração das práticas de RH pode ajudar a reduzir os possíveis custos derivados de uma equipe diversificada e melhorar suas habilidades em favor de um melhor desempenho organizacional.

Purpose – Our study examines the influence that employee diversity has on human resource management (HRM) practices and organisational performance, considering the moderating role of organisational culture, in particular, cultural dimensions such as individualism–collectivism and hierarchical distance. Design/methodology/approach – Through an empirical investigation of 102 Spanish firms using partial least squares-structural equation modelling (PLS-SEM), we evaluated our hypotheses. Findings – Our results show a positive correlation between employee diversity and HRM practices where such practices encourage employee commitment rather than control. Thus, we identified a non-linear relationship between HRM practices and organisational performance. Originality/value – The study considers the role played by environmental and contextual factors, such as organisational culture. The configuring of HR practices may help to reduce the possible costs derived from a diverse staff and improve their skills in favour of better organisational performance., Este estudo examina a influência que a diversidade de colaboradores tem nas práticas de gestão de recursos humanos (GRH) e no desempenho organizacional, considerando o papel moderador da cultura organizacional, sobretudo, dimensões culturais como individualismo-coletivismo e distância hierárquica. Metodologia – Por meio de uma pesquisa empírica de 102 empresas espanholas usando modelos de equações estruturais de mínimos quadrados parciais (SEM-PLS), avaliamos nossas hipóteses. Resultados – Os resultados mostram uma correlação positiva entre a diversidade de colaboradores e as práticas de gestão de recursos humanos, nas quais tais práticas estimulam o comprometimento dos colaboradores em vez do controle. Assim, identificamos uma relação não linear entre as práticas de GRH e o desempenho organizacional. Contribuições – O estudo considera o papel desempenhado por fatores ambientais e contextuais, como a cultura organizacional. A configuração das práticas de RH pode ajudar a reduzir os possíveis custos derivados de uma equipe diversificada e melhorar suas habilidades em favor de um melhor desempenho organizacional.

The following paper studies the determinants of choosing a private pension fund institution by processing a questionnaire of 514 affiliates. The questionnaire attempts to measure perceptions of the consumer with respect to their private pension fund institution. Using a structural equation model, we found that socioeconomic variables are irrelevant but some perceptions like the return of portfolio and leadership of the private pension fund were relevant in the choice of a private pension fund institution. We contrast the model in two different periods of time between 2009 and 2016. The periods before and after financial turmoil in the stock market., El siguiente artículo estudia los determinantes de la elección de un fondo de pensiones privado, mediante el procesamiento de un cuestionario de 514 afiliados. El cuestionario intenta medir las percepciones del consumidor con respecto a sus AFPs. Usando un modelo de ecuación estructural, encontramos que las variables socioeconómicas son irrelevantes, pero algunas percepciones como el retorno de la cartera y el liderazgo del fondo de pensiones privado fueron relevantes en la elección de una institución de fondos de pensiones privada. Contrastamos el modelo en dos diferentes períodos de tiempo : 2009 y 2016. Estos son los períodos antes y después de la turbulencia internacional en el mercado de valores.

Purpose – Our study examines the influence that employee diversity has on human resource management (HRM) practices and organisational performance, considering the moderating role of organisational culture, in particular, cultural dimensions such as individualism–collectivism and hierarchical distance. Design/methodology/approach – Through an empirical investigation of 102 Spanish firms using partial least squares-structural equation modelling (PLS-SEM), we evaluated our hypotheses. Findings – Our results show a positive correlation between employee diversity and HRM practices where such practices encourage employee commitment rather than control. Thus, we identified a non-linear relationship between HRM practices and organisational performance. Originality/value – The study considers the role played by environmental and contextual factors, such as organisational culture. The configuring of HR practices may help to reduce the possible costs derived from a diverse staff and improve their skills in favour of better organisational performance., Este estudo examina a influência que a diversidade de colaboradores tem nas práticas de gestão de recursos humanos (GRH) e no desempenho organizacional, considerando o papel moderador da cultura organizacional, sobretudo, dimensões culturais como individualismo-coletivismo e distância hierárquica. Metodologia – Por meio de uma pesquisa empírica de 102 empresas espanholas usando modelos de equações estruturais de mínimos quadrados parciais (SEM-PLS), avaliamos nossas hipóteses. Resultados – Os resultados mostram uma correlação positiva entre a diversidade de colaboradores e as práticas de gestão de recursos humanos, nas quais tais práticas estimulam o comprometimento dos colaboradores em vez do controle. Assim, identificamos uma relação não linear entre as práticas de GRH e o desempenho organizacional. Contribuições – O estudo considera o papel desempenhado por fatores ambientais e contextuais, como a cultura organizacional. A configuração das práticas de RH pode ajudar a reduzir os possíveis custos derivados de uma equipe diversificada e melhorar suas habilidades em favor de um melhor desempenho organizacional.

Purpose – Our study examines the influence that employee diversity has on human resource management (HRM) practices and organisational performance, considering the moderating role of organisational culture, in particular, cultural dimensions such as individualism–collectivism and hierarchical distance. Design/methodology/approach – Through an empirical investigation of 102 Spanish firms using partial least squares-structural equation modelling (PLS-SEM), we evaluated our hypotheses. Findings – Our results show a positive correlation between employee diversity and HRM practices where such practices encourage employee commitment rather than control. Thus, we identified a non-linear relationship between HRM practices and organisational performance. Originality/value – The study considers the role played by environmental and contextual factors, such as organisational culture. The configuring of HR practices may help to reduce the possible costs derived from a diverse staff and improve their skills in favour of better organisational performance., Este estudo examina a influência que a diversidade de colaboradores tem nas práticas de gestão de recursos humanos (GRH) e no desempenho organizacional, considerando o papel moderador da cultura organizacional, sobretudo, dimensões culturais como individualismo-coletivismo e distância hierárquica. Metodologia – Por meio de uma pesquisa empírica de 102 empresas espanholas usando modelos de equações estruturais de mínimos quadrados parciais (SEM-PLS), avaliamos nossas hipóteses. Resultados – Os resultados mostram uma correlação positiva entre a diversidade de colaboradores e as práticas de gestão de recursos humanos, nas quais tais práticas estimulam o comprometimento dos colaboradores em vez do controle. Assim, identificamos uma relação não linear entre as práticas de GRH e o desempenho organizacional. Contribuições – O estudo considera o papel desempenhado por fatores ambientais e contextuais, como a cultura organizacional. A configuração das práticas de RH pode ajudar a reduzir os possíveis custos derivados de uma equipe diversificada e melhorar suas habilidades em favor de um melhor desempenho organizacional.

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

The purpose of this research is to analyze the moderating effect that the demographic diversity of employees may have on the relationship between HRM practices and business performance. Using a simple of more than one hundred Spanish companies, we carried out a factor analysis principal axis factoring with varimax rotation on the identified HRM practices and perceived organizational performance as factor with good factor loadings, consistent with the proposed model. Our findings indicate that the demographic diversity of employees, such as "age" and "gender", conditions the effects of HRM practices on organizational performance. This research contributes to meeting the demand for studies including moderating variables between HR policies and practices and business performance. The literature pays little attention to no-linear models. Examining the factors determining demographic diversity sheds more light on the black box of the relationship between human practices and organizational performance. This study used a cross-sectional sample which limits the concluisions regarding the findings

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

The purpose of this research is to analyze the moderating effect that the demographic diversity of employees may have on the relationship between HRM practices and business performance. Using a simple of more than one hundred Spanish companies, we carried out a factor analysis principal axis factoring with varimax rotation on the identified HRM practices and perceived organizational performance as factor with good factor loadings, consistent with the proposed model. Our findings indicate that the demographic diversity of employees, such as "age" and "gender", conditions the effects of HRM practices on organizational performance. This research contributes to meeting the demand for studies including moderating variables between HR policies and practices and business performance. The literature pays little attention to no-linear models. Examining the factors determining demographic diversity sheds more light on the black box of the relationship between human practices and organizational performance. This study used a cross-sectional sample which limits the concluisions regarding the findings

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

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

The purpose of this research is to analyze the moderating effect that the demographic diversity of employees may have on the relationship between HRM practices and business performance. Using a simple of more than one hundred Spanish companies, we carried out a factor analysis principal axis factoring with varimax rotation on the identified HRM practices and perceived organizational performance as factor with good factor loadings, consistent with the proposed model. Our findings indicate that the demographic diversity of employees, such as "age" and "gender", conditions the effects of HRM practices on organizational performance. This research contributes to meeting the demand for studies including moderating variables between HR policies and practices and business performance. The literature pays little attention to no-linear models. Examining the factors determining demographic diversity sheds more light on the black box of the relationship between human practices and organizational performance. This study used a cross-sectional sample which limits the concluisions regarding the findings

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

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

The purpose of this research is to analyze the moderating effect that the demographic diversity of employees may have on the relationship between HRM practices and business performance. Using a simple of more than one hundred Spanish companies, we carried out a factor analysis principal axis factoring with varimax rotation on the identified HRM practices and perceived organizational performance as factor with good factor loadings, consistent with the proposed model. Our findings indicate that the demographic diversity of employees, such as "age" and "gender", conditions the effects of HRM practices on organizational performance. This research contributes to meeting the demand for studies including moderating variables between HR policies and practices and business performance. The literature pays little attention to no-linear models. Examining the factors determining demographic diversity sheds more light on the black box of the relationship between human practices and organizational performance. This study used a cross-sectional sample which limits the concluisions regarding the findings

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

The purpose of this research is to analyze the moderating effect that the demographic diversity of employees may have on the relationship between HRM practices and business performance. Using a simple of more than one hundred Spanish companies, we carried out a factor analysis principal axis factoring with varimax rotation on the identified HRM practices and perceived organizational performance as factor with good factor loadings, consistent with the proposed model. Our findings indicate that the demographic diversity of employees, such as "age" and "gender", conditions the effects of HRM practices on organizational performance. This research contributes to meeting the demand for studies including moderating variables between HR policies and practices and business performance. The literature pays little attention to no-linear models. Examining the factors determining demographic diversity sheds more light on the black box of the relationship between human practices and organizational performance. This study used a cross-sectional sample which limits the concluisions regarding the findings

Author Posting. © American Geophysical Union, 2014. This article is posted here by permission of American Geophysical Union for personal use, not for redistribution. The definitive version was published in Journal of Geophysical Research: Oceans 119 (2014): 5837–5853, doi:10.1002/2014JC010187., We identify the mechanisms controlling fine deposits on the inner-shelf in front of the Besòs River, in the northwestern Mediterranean Sea. This river is characterized by a flash flood regime discharging large amounts of water (more than 20 times the mean water discharge) and sediment in very short periods lasting from hours to few days. Numerical model output was compared with bottom sediment observations and used to characterize the multiple spatial and temporal scales involved in offshore sediment deposit formation. A high-resolution (50 m grid size) coupled hydrodynamic-wave-sediment transport model was applied to the initial stages of the sediment dispersal after a storm-related flood event. After the flood, sediment accumulation was predominantly confined to an area near the coastline as a result of preferential deposition during the final stage of the storm. Subsequent reworking occurred due to wave-induced bottom shear stress that resuspended fine materials, with seaward flow exporting them toward the midshelf. Wave characteristics, sediment availability, and shelf circulation determined the transport after the reworking and the final sediment deposition location. One year simulations of the regional area revealed a prevalent southwestward average flow with increased intensity downstream. The circulation pattern was consistent with the observed fine deposit depocenter being shifted southward from the river mouth. At the southern edge, bathymetry controlled the fine deposition by inducing near-bottom flow convergence enhancing bottom shear stress. According to the short-term and long-term analyses, a seasonal pattern in the fine deposit formation is expected., The research leading to these results and data acquisition has received funding from the Field_ac (FP7/2007/2013-242284), Mestral (CTM-2011-30489), and ICOAST project (ECHO/SUB/2013/661009)., 2015-03-09

Author Posting. © American Geophysical Union, 2014. This article is posted here by permission of American Geophysical Union for personal use, not for redistribution. The definitive version was published in Journal of Geophysical Research: Oceans 119 (2014): 5837–5853, doi:10.1002/2014JC010187., We identify the mechanisms controlling fine deposits on the inner-shelf in front of the Besòs River, in the northwestern Mediterranean Sea. This river is characterized by a flash flood regime discharging large amounts of water (more than 20 times the mean water discharge) and sediment in very short periods lasting from hours to few days. Numerical model output was compared with bottom sediment observations and used to characterize the multiple spatial and temporal scales involved in offshore sediment deposit formation. A high-resolution (50 m grid size) coupled hydrodynamic-wave-sediment transport model was applied to the initial stages of the sediment dispersal after a storm-related flood event. After the flood, sediment accumulation was predominantly confined to an area near the coastline as a result of preferential deposition during the final stage of the storm. Subsequent reworking occurred due to wave-induced bottom shear stress that resuspended fine materials, with seaward flow exporting them toward the midshelf. Wave characteristics, sediment availability, and shelf circulation determined the transport after the reworking and the final sediment deposition location. One year simulations of the regional area revealed a prevalent southwestward average flow with increased intensity downstream. The circulation pattern was consistent with the observed fine deposit depocenter being shifted southward from the river mouth. At the southern edge, bathymetry controlled the fine deposition by inducing near-bottom flow convergence enhancing bottom shear stress. According to the short-term and long-term analyses, a seasonal pattern in the fine deposit formation is expected., The research leading to these results and data acquisition has received funding from the Field_ac (FP7/2007/2013-242284), Mestral (CTM-2011-30489), and ICOAST project (ECHO/SUB/2013/661009)., 2015-03-09

Elastic properties ofMg(1−x)AlxB2 have been studied from first principles. The elastic constants (c11, c12, c13, c33 and c55) have been calculated, in the regime of x = 0 to 0.25. From these calculations the ratio between the bulk modulus and shear modulus (B/G) as well as the ratio between the two directional bulk moduli (Ba/Bc) have been evaluated. Our calculations show that the ratio Ba/Bc decreases monotonically as the aluminium content is increased, whereas the ratio B/G is well below the empirical ductility limit, 1.75, for all concentrations. In addition, we analyse the electronic structure and the nature of the chemical bonding, using the balanced crystal orbital overlap population (BCOOP) (Grechnev et al 2003 J. Phys.: Condens. Matter 15 7751) and the charge densities. Our analysis suggests that, while aluminium doping decreases the elastic anisotropy of MgB2 in the a and c directions, it will not change the brittle behaviour of the material considerably. (Some figures in this article are in colour only in the electronic version)

Palanques, A., Lopez, L., Guillén, J., Puig, P., & Masqué, P. (2017). Decline of trace metal pollution in the bottom sediments of the Barcelona City continental shelf (NW Mediterranean). Science of The Total Environment, 579, 755-767. Available here