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Apesar de a área de Recursos Humanos (RH) ser considerada como parte da estratégia organizacional, não é rara a discussão sobre o quanto as atividades de RH contribuem para o negócio (CESAR, 2015). Diante disto, o objetivo desta pesquisa é identificar práticas e ferramentas utilizadas pelas áreas de RH para a mensuração das suas atividades e verificar como elas estão relacionadas aos objetivos organizacionais. O estudo é relevante porque pesquisas anteriores não chegaram a conclusões convergentes de que práticas e políticas de RH impactam o desempenho organizacional e foram observadas poucas evidências em relação a indicadores dessa área. É uma pesquisa qualitativa que utilizou instrumentos metodológicos da análise de conteúdo. A coleta de dados se deu por meio de entrevistas de 12 profissionais de RH que são responsáveis pela gestão dos indicadores e atuam em empresas privadas no setor de energia em território brasileiro, selecionadas por meio do ranking Melhores & Maiores 2020, da Exame. O estudo conclui sobre a real importância de mensurar os resultados da área de RH, compreendendo a dinâmica entre os indicadores de desempenho e como eles se complementam, assim como a necessidade do alinhamento da estratégia dessa área à estratégia organizacional. A pesquisa observou também uma particularidade do segmento de energia que corrobora com a gestão estratégica organizacional de Porter (1980). Este estudo espera contribuir com a geração de conhecimento para os profissionais de Recursos Humanos e inspirar outros pesquisadores a investigarem e aprimorarem os sistemas de mensuração dos resultados da área de RH e a capacidade de demonstrar a sua contribuição para os resultados organizacionais. Although the HR area is considered part of the organizational strategy, it is not rare to discuss how much HR activities contribute to the business (CESAR, 2015). Therefore, the aim of this research is to identify practices and tools used by HR areas to measure their activities and verify how they are related to organizational objectives. The study is relevant because previous research did not reach converging conclusions that HR practices and policies impact in the organizational performance, and little evidence was observed regarding indicators in the area. It is a qualitative research that used methodological instruments of content analysis. The data was collected through interviews with 12 Human Resources professionals who are responsible for managing the indicators and who work in private companies in the energy sector in Brazil, selected through the Exame’s Melhores & Maiores 2020 ranking. The study concludes that is real the importance of measuring the results of the HR area, understanding the dynamics between the performance indicators, and understanding how they complement each other, as well as the need to align the HR area's strategy with the organizational strategy. The research also observed a particularity in the energy segment that corroborates with Porter’s organizational strategic management (1980). We expect this study contributes to the knowledge generation of Human Resources professionals and inspire other researchers to investigate and improve the HR area's results measurement systems and the ability to demonstrate its contribution to organizational results.

This study analyses the relationships between the technologies of Industry 4.0, continuous improvement, and the business results. To carry out this study, 109 questionnaires to companies of different sectors were collected, but an indispensable condition to take into account was the fact that these companies develop themselves their logistics management. The analysis of the results obtained through the Partial Least Squares (PLS) methodology argues that there is a positive relationship between 4.0 Industry and continuous improvement processes, as well as between continuous improvement processes and organizational results, although it cannot be concluded that a direct relationship between 4.0 Industry and organizational results exists, which means that there are other variables, such as continuous improvement, mediating between them. With this work, there is already an accredited reference of the relationship, which has been verified to exist, between the Industry 4.0, the continuous improvement, and the business results.

The study explains the relationship between two business capacities: market orientation and its influence on learning orientation and, both, on the organizational results of small and medium-sized enterprises (SMEs) in Ecuador. This is a transversal and quantitative deductive-hypothetical investigation. The theoretical model and the proposed hypotheses were tested by applying confirmatory factor analysis of the scales and an analysis based on the structural equations model. It was based on the model of Sinkula, Baker and Noordewier. It was determined that there is a link between market orientation and learning, which translates into a direct and positive impact with organizational results, which, although they do not reach significant levels in the development of Ecuadorian SMEs, this result should not be sustained in lack or deficiency of creativity and personal initiative, but in the current existing business culture, which must prioritize market studies and research development activities of new products/services. El estudio explica la relación de dos capacidades empresariales: la orientación al mercado y su influencia en la orientación al aprendizaje y, ambos, en los resultados organizacionales de las pequeñas y medianas empresas (pymes) en Ecuador. Esta investigación deductivo-hipotética, de carácter transversal y cuantitativo. El modelo teórico y las hipótesis propuestas fueron contrastadas mediante la aplicación de análisis factorial confirmatorio de las escalas y un análisis basado en el modelo de ecuaciones estructurales. Se basó en el modelo de Sinkula, Baker y Noordewier. Se determinó que sí existe un vínculo entre la orientación al mercado y el aprendizaje, lo cual se traduce en un impacto directo y positivo con los resultados organizacionales, que si bien no alcanzan niveles significativos en el desarrollo de las pymes ecuatorianas, no debe sustentarse dicho resultado en falta o deficiencia de creatividad e iniciativa personal, sino en la actual cultura empresarial existente,la cual debe priorizar estudios de mercado y actividades de desarrollo investigativo de nuevos productos/servicios. O estudo explica a relação de duas capacidades empresariais: a orientação ao mercado e sua influência na orientação à aprendizagem e a influência de ambas sobre os resultados organizacionais das pequenas e médias empresas (PME) no Equador. Esta pesquisa é do tipo hipotética-dedutiva, de caráter transversal e quantitativo. O modelo teórico e as hipóteses propostas foram contrastados através da aplicação de uma análise fatorial confirmatória das escalas e uma análise baseada no modelo de equações estruturais. Baseouse no modelo de Sinkula, Baker e Noordewier. Determinou-se que existe um vínculo entre a orientação ao mercado e a aprendizagem, o que se traduz em um impacto direto e positivo sobre os resultados organizacionais. Embora estes não alcancem níveis significativos no desenvolvimento das PME equatorianas, tal resultado não deve justificar-se em falta ou deficiência de criatividade e iniciativa pessoal, devendo-se mais bem à atualcultura empresarial existente, a qual deve priorizar estudos de mercado e atividades de desenvolvimento investigativo de novos produtos/serviços.

El objetivo principal de muchas empresas consiste en la generación de beneficios para sus fundadores, beneficios que dependen de los resultados organizativos. Un factor previo a la mejora de dichos resultados, consiste en la disminución de las intenciones de rotación voluntaria de la plantilla empresarial, por lo que una empresa que busque mejorar sus resultados organizativos, debe procurar disminuir dichas intenciones de rotación. El presente trabajo trata de identificar la manera en que el liderazgo de servicio puede influenciar las intenciones de rotación voluntaria, para ello, se llevará a cabo una revisión de la literatura existente en la materia tanto de rotación de empleados, como de liderazgo de servicio, integrando posteriormente ambas líneas de investigación. Esto nos permitirá identificar una serie de factores internos a la organización que permitan reducir las intenciones de rotación voluntaria de los empleados, así como explicar la manera en que el liderazgo de servicio puede influir en dichos factores. Con ello, presentaremos el liderazgo de servicio como una práctica de gestión eficaz en los hipercompetitivos mercados actuales, solventando las deficiencias derivadas de las anteriores teorías dirigidas a reducir la rotación de empleados, y planteando un modelo integrado de cómo el liderazgo de servicio influye en los factores identificados de intención de rotación voluntaria de los trabajadores. The main objective of many companies is to generate profits for their founders, profits that depend on organizational results. A previous factor to the improvement of these results, consists in the reduction of business staff voluntary turnover intentions, thus, a company that seeks to improve its organizational results, must try to reduce these turnover intentions. The present study tries to identify the way in which Servant Leadership can influence voluntary turnover intentions, for this purpose, a review of the existing literature on both employee rotation and Servand Leadership will be carried out, subsequently integrating both research lines. This will allow us to identify a number of internal factors to the organization that can reduce employee voluntary turnover intentions, as well as explain how Servant Leadership can influence these factors. With this, we will present Servant Leadership as an effective management practice in today's hyper-competitive markets, solving the deficiencies derived from previous theories aimed at reducing employee turnover, and proposing an integrated model of how Servant Leadership influences the identified factors of employee voluntary turnover intention. Universidad de Sevilla. Máster Universitario en Gestión Estratégica y Negocios Internacionales

Establecer los efectos de la ausencia de una estructura administrativa definida en los resultados de la empresa Surtillantas “La Guaca” S.A.S. de la ciudad de Dosquebradas – Risaralda. El presente trabajo de investigación establece los efectos negativos en la empresa Surtillantas la Guaca S.A.S, en la ciudad de Dosquebradas, Risaralda, para el año 2019, debido a la ausencia de una estructura organizacional administrativa. De igual manera, este trabajo categoriza algunos conceptos generales de las teorías de administración de empresas con el objetivo de incorporar dichos conceptos y definir una estrategia organizacional para esta empresa. Así mismo se diagnostica, mediante una evaluación estratégica, el estado actual de la estructura administrativa de la empresa. Por último se realizan algunas recomendaciones para mejorar la operatividad y los procesos de la organización. The present research project establishes the negative effects in la Guaca S.A.S Tire Company in the city of Dosquebradas, Risaralda in 2019, due to the absence of an administrative organizational structure. In the same way, this project categorizes some general concepts of theories of business administration with the objective of incorporating said concepts and defining an organizational strategy for this company. At the same time, this study diagnoses, through a strategic evaluation, the present state of the administrative structure of the company. Finally, this study makes some recommendations to improve the operation and the processes of the organization.

This research pretends to determine the application of relationship marketing to obtain best organizational results in three private educational institutions. For this, relationship marketing was approached from the following perspectives: Customer loyalty, use of information systems and development of service culture. The type of research was descriptive and the managers of the private educational institutions located in San Juan de Miraflores, San Martín de Porres and Puente Piedra were surveyed, concluding that there is a positive impact of relationship marketing on organizational results. La presente investigación pretende determinar de qué manera se ha aplicado el marketing relacional en tres instituciones educativas privadas de Lima Metropolitana, y cómo ello ha impactado en la obtención de mejores resultados organizacionales. Para ello, se abordó el marketing relacional desde las siguientes perspectivas: Fidelización de clientes, uso de sistemas de información y desarrollo de una cultura de servicio. El tipo de investigación fue descriptiva y se encuestó a los directivos de las instituciones educativas privadas de Lima Metropolitana, específicamente de los distritos de San Juan de Miraflores, San Martín de Porres y Puente Piedra, concluyendo que existe un impacto positivo del marketing relacional en los resultados organizacionales.

RESUMEN La presente investigación pretende determinar de qué manera se ha aplicado el marketing relacional en tres instituciones educativas privadas de Lima Metropolitana, y cómo ello ha impactado en la obtención de mejores resultados organizacionales. Para ello, se abordó el marketing relacional desde las siguientes perspectivas: Fidelización de clientes, uso de sistemas de información y desarrollo de una cultura de servicio. El tipo de investigación fue descriptiva y se encuestó a los directivos de las instituciones educativas privadas de Lima Metropolitana, específicamente de los distritos de San Juan de Miraflores, San Martín de Porres y Puente Piedra, concluyendo que existe un impacto positivo del marketing relacional en los resultados organizacionales ABSTRACT This research pretends to determine the application of relationship marketing to obtain best organizational results in three private educational institutions. For this, relationship marketing was approached from the following perspectives: Customer loyalty, use of information systems and development of service culture. The type of research was descriptive and the managers of the private educational institutions located in San Juan de Miraflores, San Martín de Porres and Puente Piedra were surveyed, concluding that there is a positive impact of relationship marketing on organizational results

Previous research has demonstrated the importance of developing legitimacy initiatives in order to create new business opportunities, satisfy shareholders, and obtain access to resources. Within this framework, cognitive legitimacy plays a key role. Through a case study of six Spanish public universities, the authors measure the relationship between cognitive legitimacy, access to resources, and organizational results. The results support the assertion that organizations with more cognitive legitimacy have greater access to resources and improved their results. This study contributes with muchneeded empirical research on cognitive legitimacy and demonstrates its usefulness as an explanative factor of organizational success. Pesquisas prévias indicaram a importância de desenvolver iniciativas de legitimidade, a fim de criar novas oportunidades de negócio, satisfazer os acionistas e obter acesso aos recursos. Dentro desta estrutura, a legitimidade cognitiva desempenha um papel fundamental. Através deste estudo de caso de seis universidades públicas espanholas, os autores medem a relação entre a legitimidade cognitiva, acesso aos recursos e resultados organizacionais. Os resultados apoiam a afirmação de que as organizações com maior legitimidade cognitiva possuem maior acesso aos recursos e, portanto, melhoraram os seus resultados. Este estudo contribui com a pesquisa empírica muito necessária sobre legitimidade cognitiva e demonstra a sua utilidade como um fator explicativo de sucesso organizacional. Investigaciones anteriores han demostrado la importancia de desarrollar iniciativas de legitimidad para crear nuevas oportunidades de negocio, satisfacer a los accionistas, y obtener acceso a los recursos. En este marco, la legitimidad cognitiva juega un papel clave. Por medio de un estudio de caso de seis universidades públicas españolas, los autores miden la relación entre la legitimidad cognitiva, el acceso a los recursos, y los resultados organizativos. Los resultados apoyan la afirmación de que las organizaciones con mayor legitimidad cognitiva tienen un mayor acceso a los recursos y mejores resultados organizativos. Este estudio contribuye a la necesidad de mayor investigación empírica sobre la legitimidad cognitiva, demostrando su utilidad como un factor que explica el éxito de las organizaciones.

A partir de una muestra de 136 empresas canadienses, ofrecemos algunas pautas de actuación en la gestión de personas que facilitan el desarrollo y la retención del talento de los colaboradores de la organización. Los resultados de nuestro análisis muestran que las empresas más innovadoras utilizan una estrategia first movers y, con la mediación de determinadas políticas de recursos humanos, consiguen un mejor desempeño organizativo e individual en términos financieros, de innovación y de rotación. Estas mismas políticas contribuyen de manera notoria tanto en la generación de compromiso como de flexibilidad organizativa en este tipo de empresas. Based on a sample of 136 Canadian companies we suggest a range of guidelines covering the actions of persons who are responsible for facilitating the development and retention of talent in their organizations. The results of the analysis show that the most Innovative organizations use a first-movers strategy and are able, with the mediation of certain human resources policies, to achieve improved organizational and individual results in the fields of financial performance, innovation and turnover. The same policies make a significant contribution to the generation both of commitment and of organizational flexibility in this kind of firm. A partir d'un échantillon de 136 entreprises canadiennes, nous proposons quelques lignes d'action dans la gestion des personnes qui aident au développement et à la retention des talents des collaborateurs de l'organisation. Les résultats de notre analyse montrent que les entreprises les plus innovatrices utilisent une stratégie first movers et, à l'aide de certaines politiques de ressources humaines, obtiennent une meilleure dynamique organisationnelle et individuelle en termes financiers, d'innoCorrespondenciavation et de rotation. Ces mêmes politiques contribuent de manière noCorrespondenciatoire tant à la génération d'engagement que de souplesse dans ce type d'entreprises. A partir de uma amostra de 136 empresas canadenses, oferecemos algumas pautas de atuação na gestão de pessoas que facilitam o desenvolvimento e a conservação do talento dos colaboradores da organização. Os resultados da nossa análise mostram que as empresas mais inovadoras utilizam uma estratégia first movers e, com a mediação de determinadas políticas de recursos humanos, conseguem melhor desempeño organizativo e individual em termos financeiros, de inovação e de rotação. Estas mesmas políticas contribuem de maneira notória, tanto na geração de compromisso, como de flexibilidade organizativa neste tipo de empresas.

This study examined the influence of human resources development on systemic practices, utility, and organizational results among contracting professionals within the public and private sectors. The study used a quantitative, correlational research design to answer the research questions, which asked whether or not statistically significant correlations were observed between human resources development and systemic practices, utility, and organizational results in the public and private sectors. A purposive sample was drawn from the membership of the National Contract Management Association to obtain the data necessary to answer the research questions. Once data was collected, it was reviewed for missing values and outliers. Then, the data was coded and imported into SPSS version 22.0 for Macintosh for data analysis. The data was first analyzed descriptively to identify similarities and differences between public and private sector contracting professionals. Additionally, the data was arranged by construct and analyzed for correlations between HRD and systemic practices, utility, and organizational results. The study was grounded in two theories – Kirkpatrick’s hierarchy and contingency theory. The data were evaluated against each of these theories. Keywords: Federal contract management, contract specialist, contract professional, contracting professional, human resource development, organizational results, federal contracting, training, workforce development

Analisa-se a relação entre práticas de gestão de recursos humanos (PGRH) e resultados organizacionais, a qual tem suscitado o interesse nas comunidades acadêmica e empresarial ao longo de várias décadas. Essa questão tem sido objeto de pesquisa em vários setores da atividade econômica em diversas regiões e países. Os resultados obtidos nesses estudos evidenciaram que o sucesso empresarial está relacionado com a forma como as empresas gerem as pessoas que nelas trabalham. Com base em uma análise de estudos publicados em diversas revistas internacionais nas duas últimas décadas, entre outras na Academy of Management Journal, salientamos as controvérsias teóricas e metodológicas que envolvem essa problemática, bem como as questões em aberto e as tendências da investigação. Sugerimos a adoção de enquadramentos teóricos multidisciplinares para explicar a relação entre PGRH e resultados organizacionais, o recurso e as metodologias qualitativas que permitam recolher informação sobre as PGRH de forma aprofundada. Sugerimos também que é conveniente pesquisar a possível existência de PGRH diferenciadas, no interior da empresa, para grupos funcionais distintos. Propomos ainda um conjunto de indicadores que podem ser utilizados no estudo sistemático das práticas de gestão de recursos humanos de elevado desempenho.

Este artículo presenta el desarrollo de un modelo de capital intelectual para facilitar el logro de los resultados organizacionales y así impactar en la sociedad. La evolución del capital intelectual se muestra como producto de los capitales humano, estructural y cliente. Además se refuerza la importancia de una articulación armónica para que la organización cambiante se fortalezca y pueda alcanzar los niveles necesarios de competitividad y productividad. This article presents the development of a model of intellectual capital to facilitate the profit of the organizational results and thus to hit in the society. The evolution of the intellectual capital is a result of the human, structural and client capitals. In addition the importance of an harmonic joint is reinforced so that the changing organization is fortified and is able to reach the necessary levels of competitiveness and productiveness.

The purpose of this dissertation is to understand the managerial "action" of public administrators in the management of their organizations within the Brazilian context. The research seeks to understand the relationships between managers and formal management mechanisms by exploring the complementary nature of the effective managerial action in the face of structural deficiencies and flaws, considering the possibility of overcoming the structuralism-subjectivism dichotomy present in the construction of the Theory of Organizations. Initially, the study provides a review of the literature on organizational design. It highlights the "goodness of fit" proposition on strategic choice issues concerning the main organizational variables design and organizational goal attainment. It also calls special attention to the emerging interest of designing theorists on interpretivist approaches to the matter, such that of Karl Weick. A review of the the administrative reforms in Brazil is made from the perspective of the main stream organizational design conceptual framework. It highlights the complex dynamics of a constant search for differentiation and flexibilization subject to patterns of advances and reversals, due to the centrality, strength and pervasiveness of the bureaucratic model. It is concluded that in no single given moment, a public manager and his team, may count on a formal organizational design which attends the"congruency" criteria, devised by organizational design conceptual frameworks, to explain organizational results in different environmental sets. Although this conclusion may explain failure at the public sector, it can not provide understanding on the many instances of significative success attained by government operations in spite of inadequate formal administrative structures. This point calls for a better understanding from the interpretivist approach, on how public administrators, strongly associated with good organizational results, engage into transformative action, in order to superate administrative structures flaws and dysfunctional cultural patterns of conduct, structurally present and constantly reproduced, in vigorous developing countries, such as Brazil. The dissertation transcribes the testimony of four outstanding public administrators, doing a deep incursion in the managerial real world of public administration, as subjectively defined by them and transformed by their engagement into action.Through the thematic version of the Oral History methodology, full segments of the complete interviews are categorized into the thirty two managerial strategies captured which are presented on a recategorized manner under eight main strategies: (1) Interchanging Frames of Reference; (2) Exploring the Formal Limits; (3) Playing the Bureaucracy Game; (4) Inducing the Inclusion of Others (5)Promoting Internal Cohesion; (6) Creating Shields against Transgressions; (7) Overcoming Internal Restrictions; (8) Letting the Structures Blossom. Each one of these eight blocks of strategies presented, deserves further reflexive interpretation by the author, on the light of the interpretivist approach to organizational design. A final effort is made, now on theory building, for improving understanding on the matter. In order to find a significant meaning underlining all the strategies extracted from the "practical consciousness" of the interviewers as revealed in their report, the author resort to a metaphor. This metaphor helps to: (1) better describe and understand a not adequately treated phenomenon, namely, good results under inadequate structural social and organizational conditions; (2) reveal the logic and the meaning underlining all the strategies adopted to generate results under these unfaithful conditions; (3) name, accordingly to the nature of the managerial transformative social action involved, an open ended class of managerial interventions of a pragmatic sort driven by an ethics of results much common to good managers, that is, the concept of "managerial equalization"; and (4) give back to public administrators, represented by the interviewees, to be incorporated in their "discursive consciousness", something the most effective and experienced public managers already have as tacit knowledge built in their "practical consciousness", and so, help the education and development of new talents. Ph. D.