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Prácticas de alto rendimiento y compromiso afectivo: el papel mediador de la cultura organizacional en pymes colombianas
High Performance Practices and Affective Commitment: The Mediating Role of Organizational Culture In Colombian SMEs
Práticas de alto desempenho e compromisso afetivo: o papel mediador da cultura organizacional em PMEs colombianas
DOI:
https://doi.org/10.15446/innovar.v33n88.106278Palabras clave:
compromiso afectivo, cultura organizacional, gestión de recursos humanos, prácticas de alto rendimiento, pymes (es)comprometimento afetivo, cultura organizacional, gestão de recursos humanos, práticas de alto desempenho, PMEs (pt)
Affective commitment, organizational culture, human resources management, high performance practices, SMEs (en)
En los últimos años ha cobrado importancia el efecto de las actitudes de los individuos en la productividad de la organización, razón por la que directivos han enfocado sus esfuerzos en consolidar una base de prácticas universales para promover mejores rendimientos. El fin de este artículo es analizar si la cultura organizacional cumple una función mediadora en la relación con prácticas de alto rendimiento y compromiso afectivo, distinguiendo entre las prácticas que dicen implantar los directivos y las percibidas por empleados. Se utilizan ecuaciones estructurales en una muestra de 601 individuos y 50 directores de recursos humanos en pymes de Colombia. Los resultados no permiten afirmar que las prácticas que dicen implementar los directores tengan un efecto positivo en el compromiso afectivo, mientras que las prácticas percibidas por empleados sí que impactan positivamente, comprobándose además la mediación de la cultura organizacional. Los hallazgos resaltan la importancia de medir la percepción de las prácticas en colaboradores, a la vez que aportan a directivos consideraciones acerca de cómo incrementar el compromiso afectivo. Esta investigación consolida un grupo de prácticas que a futuro permita comparar resultados en distintos contextos empresariales; además, concluye con la necesidad de desarrollar investigaciones longitudinales para ampliar el análisis de las actitudes en el desempeño de la empresa.
In recent years, the effect of individual attitudes over organizations’ productivity has gained momentum, thus managers have focused their efforts on consolidating a base of universal practices to promote better performance. The purpose of this work is to study whether organizational culture plays a mediating role in the relationship with high performance practices and affective commitment, distinguishing between practices that managers state their companies implement and those perceived by employees. Structural equations were used in a sample of 601 individuals and 50 human resources directors working for Colombian smes. Findings do not allow establishing that the practices conveyed by managers have a positive effect on affective commitment, while those practices perceived by employees do have a positive impact, corroborating the mediating role of organizational culture. These findings remark the importance of measuring employees’ perception towards implemented practices and provide managers with key considerations about how to increase affective commitment. This research consolidates a group of practices that will later allow comparing results in different business contexts. In addition, it echoes the need to develop longitudinal research studies in order to broaden the analysis of attitudes and their importance for business performance.
Nos últimos anos, o efeito das atitudes dos indivíduos na produtividade da organização tem ganhado importância, razão pela qual diretores vêm focando seus esforços em consolidar uma base de práticas universais para promover melhores desempenhos. O objetivo deste artigo é analisar se a cultura organizacional cumpre uma função mediadora na relação com práticas de alto desempenho e comprometimento afetivo, diferenciando entre as práticas que os diretores dizem implementar e as percebidas pelos empregados. São utilizadas equações estruturais numa amostra de 601 indivíduos e 50 diretores de recursos humanos em PMEs colombianas. Os resultados não permitem afirmar que as práticas que os diretores dizem implementar tenham um efeito positivo no compromisso afetivo, enquanto as práticas percebidas pelos empregados apresentam impacto positivo, comprovando-se, além disso, a mediação da cultura organizacional. Os achados salientam a importância de avaliar a percepção das práticas em colaboradores, ao mesmo tempo que contribuem para os diretores considerações sobre como aumentar o compromisso afetivo. Esta pesquisa consolida um grupo de práticas que no futuro permitirá comparar resultados em diferentes contextos empresariais; além disso, conclui com a necessidade de desenvolver pesquisas longitudinais para ampliar a análise das atitudes no desempenho da empresa.
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