Intensidade tecnológica e sistemas de trabalho de alto desempenho: a contingent approach

Olaverri, Maria Carmen García; Kintana, Martin Larraza; Alonso, Ainhoa Urtasun

doi:10.1590/S0034-75902004000200005

Resumos

Este artigo analisa o efeito moderador que a intensidade tecnológica do ambiente no qual a empresa atua exerce na relação entre os Sistemas de Trabalho de Alto Desempenho (STAD) e o desempenho operacional da empresa. Estudamos esse efeito moderador potencial em uma amostra de 593 empresas industriais espanholas divididas em duas sub-amostras: empresas industriais de alta (n1=301) e baixa (n2=292) tecnologia. Os resultados mostram que os STAD realmente influenciam o desempenho operacional das empresas de alta intensidade tecnológica, enquanto nas empresas de baixa intensidade tecnológica nenhum efeito é observado.

Intensidade tecnológica; recursos humanos; desempenho operacional

The paper examines the moderating effect that the technological intensity of the environment in which the firm operates exerts in the High Performance Work Systems (HPWS) - firm's operational performance relationship. We study this potential moderating effect in a sample of 593 Spanish manufacturing firms divided in two sub-samples of high (n1=301) and low (n2=292) technology firms. The results show that HPWS (positively) influence firm operational performance in the case of high-tech firms, while no effect is observed for low-tech firms.

Technological intensity; human resources; operational performance

FÓRUM

Intensidade tecnológica e sistemas de trabalho de alto desempenho

High performance work systems and technological intensity of the environment: a contingent approach

Maria Carmen García Olaverri; Martin Larraza Kintana; Ainhoa Urtasun Alonso

Universidad Pública de Navarra

RESUMO

Este artigo analisa o efeito moderador que a intensidade tecnológica do ambiente no qual a empresa atua exerce na relação entre os Sistemas de Trabalho de Alto Desempenho (STAD) e o desempenho operacional da empresa. Estudamos esse efeito moderador potencial em uma amostra de 593 empresas industriais espanholas divididas em duas sub-amostras: empresas industriais de alta (n₁=301) e baixa (n₂=292) tecnologia. Os resultados mostram que os STAD realmente influenciam o desempenho operacional das empresas de alta intensidade tecnológica, enquanto nas empresas de baixa intensidade tecnológica nenhum efeito é observado.

Palavras-chave: Intensidade tecnológica, recursos humanos, desempenho operacional.

ABSTRACT

The paper examines the moderating effect that the technological intensity of the environment in which the firm operates exerts in the High Performance Work Systems (HPWS) - firm's operational performance relationship. We study this potential moderating effect in a sample of 593 Spanish manufacturing firms divided in two sub-samples of high (n₁=301) and low (n₂=292) technology firms. The results show that HPWS (positively) influence firm operational performance in the case of high-tech firms, while no effect is observed for low-tech firms.

Key words: Technological intensity, human resources, operational performance.

Texto completo disponível apenas em PDF.

Full text available only in PDF format.

Artigo recebido em 03.06.2003.

Aprovado em 30.01.2004.

Maria Carmen García Olaverri

Professora Titular e Diretora do Departamento de Estatística e Investigação de Operações da Universidad Pública de Navarra. Interesses de pesquisa em estatística e análise multivariada aplicada. E-mail: mameng@unavarra.es Endereço: Universidad Pública de Navarra Campus de Arrosadía, 31006, Pamplona, Navarra Espanha.

Martin Larraza Kintana

Professor do Departamento de Gestão de empresas da Universidad Pública Navarra. Interesses de pesquisa em gestão de recursos humanos e criação de empresas. E-mail: martin.larraza@unavarra.es Endereço: Universidad Pública de Navarra£ Campus de Arrosadía, 31006, Pamplona, Navarra Espanha.

Ainhoa Urtasun Alonso

Professora do Departamento de Gestão de empresas da Universidad Pública de Navarra. Interesses de pesquisa em estratégias de localização e concentração de empresas no setor de hotelaria, políticas de recursos humanos e financiamento da atividade inovadora. E-mail: ainhoa.urtasun@unavarra.es Endereço: Universidad Pública de Navarra Campus de Arrosadía, 31006, Pamplona, Navarra Espanha.

Texto traduzido por Ana Paula Paes de Paula.

BAIRD, L.; MESHOULAM, I. Managing two fits of strategic human resource management. Academy of Management Review, v. 37, n. 3, p. 116-128, 1988.
BALKIN, D. B.; MARKMAN, G. D.; GÓMEZ-MEJÍA, L. R. Is CEO pay in high technology firms related to innovation? Academy of Management Journal, v. 43, n. 6, p. 1118-1129, 2000.
BARON, J. N.; KREPS, D. M. Strategic human resources: frameworks for general managers John Wiley & Sons, 1999.
BECKER, B. E.; HUSELID, M. A. High performance work systems and firm performance: a synthesis of research and managerial implications. In: FERRIS, G. R. (Ed.). Research in personnel and human resources management, p. 53-101. Stanford, CT: JAI Press, 1998.
BOXALL, P.; PURCELL, J. Strategic human resource management: where have we come from and where should we be going? International Journal of Management Reviews, v. 2, n. 2, p. 183-203, 2000.
CABRERA, E. F.; CABRERA, A. Managing multiple employment modes Trabalho apresentado ao III International Workshop on Human Resources, Sevilha, Espanha, 2001.
LARRAZA-KINTANA, M.; URTASUN-ALONSO A.; GARCÍA-OLAVERRI M. C. Las prácticas de recursos humanos en los entornos de alta y baja tecnología: el caso de la empresa industrial española. Cuadernos Aragoneses de Economía (no prelo).
GÓMEZ-MEJÍA, L. R.; BALKIN, D. B.; CARDY, R. L. Managing human resources Upper Saddle River, NJ: Prentice Hall, 2001.
FRÍAS, J.; GUEREDIAGA, M. A. El INE estrena indicadores de alta tecnología. Economía Industrial, v. 334, n. 4, p. 185-190, 2000.
HAMBRICK, D. C.; BLACK, S.; FREDRICKSON, J. W. Executive leadership of the high-technology firm: what is special about? In: GÓMEZ-MEJÍA, L. R.; LAWLESS, M. W. (Eds.). Implementation management in high-technology: advances in global high-technology management, v. 4A, p. 3-18. Greenwich, CT: JAI Press, 1995.
HUSELID, M. A. The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal, v. 38, n. 3, p. 635-672, 1995.
JUDGE, W.; MILLER, A. Antecedents and outcomes of decision speed in different environmental contexts. Academy of Management Journal, v. 34, n. 2, p. 449-463, 1991.
KAUFMAN, L.; ROUSSEEUW, P. J. Finding groups in data: an introduction to cluster analysis New York: John Wiley, 1990.
KOCHAN, T.; OSTERMAN, P. Mutual gains Boston: Harvard Business School Press, 1994.
LEPAK, D. P.; SNELL, S. A. The human resource architecture: toward a theory of human capital allocation and development. Academy of Management Review, v. 24, n. 1, p. 31-48, 1999.
MACDUFFIE, J. P. Human resource bundles and manufacturing performance: organizational logic and flexible production systems in the world auto industry. Industrial and Labor Relations Review, v. 48, n. 2, p. 197-221, 1995.
PFEFFER, J. Competitive advantage through people. Boston: Harvard Business School Press, 1994.
PFEFFER, J. The human equation: building profits by putting people first. Boston: Harvard Business School Press, 1998.
SCHULER, R.; JACKSON, S. Linking competitive strategies and human resource management practices. Academy of Management Executive, v. 1, n. 3, p. 207-219, 1987.
SHAW, G. D.; DELERY, J. E.; JENKINS, J. R.; GUPTA, N. An organizationallevel analysis of voluntary and involuntary turnover. Academy of Management Journal, v. 41, n. 5, p. 511-525, 1998.
VENKATRAMAN, N.; RAMANUJAN, V. Measurement of business performance in strategy research: a comparison of approaches. Academy of Management Review, v. 11, n. 4, p. 801-814, 1986.
WAY, S. A. High performance work systems and intermediate indicators of firm performance within the US small business sector. Journal of Management, v. 28, n. 6, p. 765-785, 2002.
WHITFIELD, K.; POOLE, M. Organizing employment for high performance: theories, evidence and policy. Organization Studies, v. 18, n. 5, p. 745-764, 1997.
WOOD, S. Human resource management and performance. International Journal of Management Reviews, v. 1, n. 4, p. 367-414, 1999.
YOUNDT, M. A.; SNELL, S. A.; DEAN, J. W..; LEPAK, D. P. Human resource management, manufacturing strategy, and firm performance. Academy of Management Journal, v. 39, n. 4, p. 836-866, 1996.

Datas de Publicação

Publicação nesta coleção
10 Fev 2011
Data do Fascículo
Jun 2004

Histórico

Aceito
30 Jan 2004
Recebido
03 Jun 2003

This work is licensed under a Creative Commons Attribution 4.0 International License.

[1] BAIRD, L.; MESHOULAM, I. Managing two fits of strategic human resource management. Academy of Management Review, v. 37, n. 3, p. 116-128, 1988.

[2] BALKIN, D. B.; MARKMAN, G. D.; GÓMEZ-MEJÍA, L. R. Is CEO pay in high technology firms related to innovation? Academy of Management Journal, v. 43, n. 6, p. 1118-1129, 2000.

[3] BARON, J. N.; KREPS, D. M. Strategic human resources: frameworks for general managers John Wiley & Sons, 1999.

[4] BECKER, B. E.; HUSELID, M. A. High performance work systems and firm performance: a synthesis of research and managerial implications. In: FERRIS, G. R. (Ed.). Research in personnel and human resources management, p. 53-101. Stanford, CT: JAI Press, 1998.

[5] BOXALL, P.; PURCELL, J. Strategic human resource management: where have we come from and where should we be going? International Journal of Management Reviews, v. 2, n. 2, p. 183-203, 2000.

[6] CABRERA, E. F.; CABRERA, A. Managing multiple employment modes Trabalho apresentado ao III International Workshop on Human Resources, Sevilha, Espanha, 2001.

[7] LARRAZA-KINTANA, M.; URTASUN-ALONSO A.; GARCÍA-OLAVERRI M. C. Las prácticas de recursos humanos en los entornos de alta y baja tecnología: el caso de la empresa industrial española. Cuadernos Aragoneses de Economía (no prelo).

[8] GÓMEZ-MEJÍA, L. R.; BALKIN, D. B.; CARDY, R. L. Managing human resources Upper Saddle River, NJ: Prentice Hall, 2001.

[9] FRÍAS, J.; GUEREDIAGA, M. A. El INE estrena indicadores de alta tecnología. Economía Industrial, v. 334, n. 4, p. 185-190, 2000.

[10] HAMBRICK, D. C.; BLACK, S.; FREDRICKSON, J. W. Executive leadership of the high-technology firm: what is special about? In: GÓMEZ-MEJÍA, L. R.; LAWLESS, M. W. (Eds.). Implementation management in high-technology: advances in global high-technology management, v. 4A, p. 3-18. Greenwich, CT: JAI Press, 1995.

[11] HUSELID, M. A. The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal, v. 38, n. 3, p. 635-672, 1995.

[12] JUDGE, W.; MILLER, A. Antecedents and outcomes of decision speed in different environmental contexts. Academy of Management Journal, v. 34, n. 2, p. 449-463, 1991.

[13] KAUFMAN, L.; ROUSSEEUW, P. J. Finding groups in data: an introduction to cluster analysis New York: John Wiley, 1990.

[14] KOCHAN, T.; OSTERMAN, P. Mutual gains Boston: Harvard Business School Press, 1994.

[15] LEPAK, D. P.; SNELL, S. A. The human resource architecture: toward a theory of human capital allocation and development. Academy of Management Review, v. 24, n. 1, p. 31-48, 1999.

[16] MACDUFFIE, J. P. Human resource bundles and manufacturing performance: organizational logic and flexible production systems in the world auto industry. Industrial and Labor Relations Review, v. 48, n. 2, p. 197-221, 1995.

[17] PFEFFER, J. Competitive advantage through people. Boston: Harvard Business School Press, 1994.

[18] PFEFFER, J. The human equation: building profits by putting people first. Boston: Harvard Business School Press, 1998.

[19] SCHULER, R.; JACKSON, S. Linking competitive strategies and human resource management practices. Academy of Management Executive, v. 1, n. 3, p. 207-219, 1987.

[20] SHAW, G. D.; DELERY, J. E.; JENKINS, J. R.; GUPTA, N. An organizationallevel analysis of voluntary and involuntary turnover. Academy of Management Journal, v. 41, n. 5, p. 511-525, 1998.

[21] VENKATRAMAN, N.; RAMANUJAN, V. Measurement of business performance in strategy research: a comparison of approaches. Academy of Management Review, v. 11, n. 4, p. 801-814, 1986.

[22] WAY, S. A. High performance work systems and intermediate indicators of firm performance within the US small business sector. Journal of Management, v. 28, n. 6, p. 765-785, 2002.

[23] WHITFIELD, K.; POOLE, M. Organizing employment for high performance: theories, evidence and policy. Organization Studies, v. 18, n. 5, p. 745-764, 1997.

[24] WOOD, S. Human resource management and performance. International Journal of Management Reviews, v. 1, n. 4, p. 367-414, 1999.

[25] YOUNDT, M. A.; SNELL, S. A.; DEAN, J. W..; LEPAK, D. P. Human resource management, manufacturing strategy, and firm performance. Academy of Management Journal, v. 39, n. 4, p. 836-866, 1996.

Brasil

Brasil

Intensidade tecnológica e sistemas de trabalho de alto desempenho: a contingent approach

High performance work systems and technological intensity of the environment

Resumos

Datas de Publicação

Histórico