Reserch Project

7/29/2019 Reserch Project

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Coordination by:Simon L. Dolan Director of Research (IEL)

[email protected]

Researc h Pro jec t s

2004 - 2005Instituto de Estudios Laborales (IEL)Institute of Labor Studies


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Instituto de Estudios Laborales

Dear Friends, colleagues and interested readers:

The Institute for Labor Studies (Instituto de Estudios Laborales) hereafter IEL is a researchcenter created by ESADE in order to study Human Resource Management issues and concerns ina broader perspective. With over 45 years of experience ESADE had established its reputation asone of the best business schools in the world. Its teaching excellence had been reflected in theratings by Business week or Wall St. Journal or Financial Times. Research in ESADE, Has takena new strategic emphasis and IEL is rapidly becoming one of its flagship example.

As a management school, we are interested in understanding real life problems in the world ofwork. Thus the core research activities in IEL has an applied focus. We hope that the fruits of ourrigorous research will add value to the corporate world (including unions and governmentagencies) on one hand, and to the scholar community on the other hand.

Over the past three years, IEL has developed its core research activities around three thematicthemes:

a) Culture and corporate values b) Emerging themes in managing human resources , and

c) Health and quality of work life .

IEL counts on the collaboration of many of ESADEs full time faculty as well as numerousdoctoral students and several scholars from other renown academic centers around the globe. IELis funded by grants obtained from public agencies (i.e. the European Union, the Spanish and/orthe Catalan governments) as well as grants obtained from corporate sponsors (i.e. Randstad, SAP,FREMAP, etc.).

This document, aims to introduce you to the various ongoing research projects in IEL (for theyear 2004) as well as projects to be undertaken in 2005. We also provide a short description ofour tangible academic outputs in terms of conferences, articles and books. More informationabout IEL activities can be obtained by contacting the undersigned via Email [email protected] orby writing to us at: IEL-ESADE, Avenida Pedralbes 60-62, 08034 Barcelona SPAIN

Dr. Simon L. Dolan

Director of research

ESADE Business School


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A Culture & Corporate Values

RESEARCH PROJECTS

Organizational Culture amongst Spanish Firms: Impact on PerformanceProject Manager: Desiree Knoppen

Academic associates: Roger Bell & Miriam Dez

A study of MBAs Students Values (Phase 1) Project Managers: Miriam Dez & Salvador Garcia (UB)A study of MBAs Students Values (Phase 2) Project Managers: Bonnie Richleyand Yingying Zhang

Validation Study of the Triaxial model of valuesProject Managers : Salvador Garca (UB) & Miriam Dez

B Emerging themes in managing human resourcesThe impact of Emotional intelligence on the adaptation and success of senior executivesProject Manager Rajeli Shmueli Gabel

Aadmic Associates: Jean-Luc Cerdin (ESSEC-Paris & Simha Ronen (Tel Aviv University)

The internationalization of Spanish Firms in China: problems & solutions analyzed from a strategic human resource perspective in

Project Manager: Yingying Zhang,Academic Associates: Keyong Dong Universidad RenMing -Beijing

Team effectiveness: The role of trainers as promoters of trust and cohesion in sport team.Project Manager: Merc Mach

The effects of Web-based HRMS on both HR efficiency and HR effectiveness: An empirical examination of sustainable added-valueto an organization's bottom-line results.Project Manager: Christian Acosta Flamma

A Configurationalanalysis of the human resources contribution to firms bottom line resultsProject manager: Simon L. Dolan

C Health and Quality of Work LifeA study of Burnout amongst doctors in the public hospitals of CataloniaProject Manager: Miriam Dez

Predictors of QWL and poor health amongst primary health care pe rsonnel in CataloniaProject Manager: Simon L. Dolan

A pan. European comparative study of work climate: A framework for improving the Industrial Relations Scene at the plantlevelProject Managers: Simon L. Dolan & Miriam Diez


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Instituto de EstudiosLaborales (IEL)


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A triangulation analysis of Valuecongruency in corporate Spain:American dream or Spanish reality?

Currently under review:

International Journal . of

Human Resource

Management

Final Title

Desire Knoppen

Simon L. Dolan

Miriam Diez Pinol

Roger Bell

Initial title: Organizational Culture amongst Spanish Firms: Impacton Performance


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Research Model

Organizational

values: espoused

by HR-Director

Organizational

values: espousedon web site

Values of non-

managementemployees

Research

question 1b

Research

question 1a

Researchquestion 1c

Research

question 2 Cultural

artefactson web siteResearch

question 1

The most interesting feature:Triangulation of data

GPTW: employee satisfaction

HR manager questionnaire:perceptions or espoused values?

Web page interpretative contentanalysis: management espousedvalues and artifacts

Research question 1: what is the degree of congruency ofSpanish organizations in espousing values?

Sub research question 1a: what is the degree of congruency

between non-management employees and HR-managers?

Sub research question 1b: what is the degree of congruency

between HR-managers and the corporate web site?

Sub research question 1c: what is the degree of congruency

between non-management employees and the corporate web

site?Research question 2:What is the relationship betweenvalue congruency and cultural artifacts found on Spanishcorporate web sites?Research question 3: What is th relationships betweenvalues congruency and contextual characteristics of thefirm? (Size, type of economic sector, and alike) Roger BellDesire

Knoppen


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Sample and firms used

12,000 employees in 108 companiesresponded to Great Place to Work

(GPTW) Spanish version Responses to our HR managers

questionnaire: N= 61.

Minimum size of company: 50 employees

88,5% private Sectors and capital vary

Congruent messages?Congruent messages?

Great Place

To Work responses

HRM values

Questionnaire

Web: Espoused

Values

Value

ConsistencyStaff Satisfaction

Improved motivation

Performance &

Productivity

PhaseCompleted

Phase tobe

Completed

l Value congruency hypothesized to improve satisfaction

Triangulation: employee, HR manager, web page

5 dimensions: control, development, well-being, humanistic values,

tradition

l Triangulation congruency high 7,70% to 17,30%

2 x 2 Chi square: employee/web: development, tradition (neg); HR

managers/employees humanistic (3 of 15 possible)

l Value congruency hypothesized to improve satisfaction

Triangulation: employee, HR manager, web page

5 dimensions: control, development, well-being, humanistic values,

tradition

l Triangulation congruency high 7,70% to 17,30%

2 x 2 Chi square: employee/web: development, tradition (neg); HR

managers/employees humanistic (3 of 15 possible)

Trends emerging from the triangulation

of the data:

Miriam DiezSimon Dolan


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A study of MBA student ValueFinal Title:

Making a life or making a living:Exploring the value structure of MBA

students and their respective schools: A

cross cultural comparison

Shimon L. Dolan: IEL- ESADE Business >School,Salvador Garcia: University of Barcelona

Eduardo Soto: Instituto Tecnolgico de MonterreyMriam Dez Piol: IEL- ESADE Business School

Initial Title

Results published in: ESADE Business Review,2003 Vol1, 8-11


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Abstract

The objective of this study was to identify the underlying value structure of

work and life values amongst MBA students and to empirically identifyMBA schools who adhere to a specific value system in training/forming

their students. Teams from 26 business schools around the globecompleted the IEL Values Questionnaire. After data reduction of the IEL

value questionnaires through an exploratory factor analysis, threeprincipal dimensions of values were found. A series of ANOVA analysesapplied to these values was than performed and results show great

similarity in the structure of work and life values across MBA students andacross business schools. Results for the economic and emotional

dimensions of values show statistically significant differences amongstthe business schools. Also mean scores of life values were almost alwayslower than work values. Does that mean that work is more important than

private life for professionals such as MBAs? The discussion is t acklingthis issue in the context of contemporary pressure applied on the

executives of tomorrow.

TRIAXIAL VALUES MODEL

The essence of the model suggest that in order to surviveand remain competitive in the 21st century turbulent

environment, firms need to optimize its various resourcesin order to simultaneously satisfy its multiple stakeholders.The model thus, propose that the task of future leaders willbe to strike an intelligent balance in achieving economic,emotional and ethical objectives. Firms that will have thecapacity to reengineer this type of culture will survive in

the 21st century. Given that the probability of movingfrom the actual state (mission) to the future state (vision)

depends on a great extend on the motivation of theworkforce to commit, we need to better understand the

value structure and to shape it so it is congruent with thestrategic objectives of the firm.

Eduardo SotoMiriam Diez

Simon Dolan Salvador Garca


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Primary objectives of the study

To identify theunderlying value

structure of work andlife values amongst

MBA students and toempirically identifyMBA schools who

adhere to a specificvalue system in

training/forming theirstudents

The conceptual framework for this studycan be found at

or: Dolan S.L., Garcia S., Managing by

Values: Cultural redesign for strategicorganizational change at the dawn of the21st century, Journal of ManagementDevelopment, Vol 21 (2), 2002: 101-117


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1

2

3

4

Economic Ethical-Social

Emotional-Energetic

4

3

2

1

1

2

3

4

The global triaxial value picture:work and life for MBA students

Work

Life

General conclusion:By and large MBAstudents (wherever they

are) accord similarimportance to economic,ethical and emotionalvalues in a symmetricalmanner.

By contrast, MBA studentsaccord relatively lessimportance to economic values

in their life sphere (comparedto work sphere), and accordalso less importance relative toother values (emotional andethical).


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FINAL COMMENTS & REFLECTIONS

Results show great similarity in the structure of work and life valuesacross MBA students and across business schools.

Moreover, it seems that there is an interesting balance between thethree dimensions of values for the vast majority of business schools(and students) in both work and life context.

Results for the economic and emotional dimensions of values showstatistically significant differences amongst the business schools

participating in this study. However, these differences were notfound in regard to the ethical dimension. It is interesting to note that life values are almost always lower than

work values. Does that mean that work is more important thanprivate life for professionals such as MBAs? Or does it mean thatperhaps we had not included the real important values for private lifein this study?

Making a life or making a living


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Phase II of the studyProjected for 2005

1. Repeating the study for an enlarged sample of the top 150 Business

schools around the world. The Business schools identified represent an

amalgamated list of the Financial Times, Business Week and Wall St

Journal

2. Obtaining parallel data about values from the respective schools(namely offices of the Deans), and exploring congruencies between

students values and school values

Research team:

Simon L. Dolan

Bonnie Richley

Yingying Zhang

Miriam Diez PinolYingying Zhang Bonnie Richley


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A Validation Study of the Triaxial model of values

Project Managers :

Salvador Garca (UB) & Miriam Dez

Initial title

Final Title

Validation of triaxial model of values-basedmanagement: Towards new perspectives to manage

culture in organizations


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ABSTRACTThe objective of this study was to test empirically a triaxial model of

managing by values as been advocated recently by Dolan & Garcia (2002)and Garcia & Dolan (1997, 2003). By and large, the authors claim thatorganization culture can be described in terms of three orthogonaldimensions (or axis) critical to organizational success: Pragmatic Economic, emotional-creative and ethical-social. A confirmatory factoranalysis based on a pool of initial 75 values was used to validate the model.

The data were tested amongst 177 students attending three universities inthe Barcelona region. Results show that , effectively, the triaxial model isrepresented as hypothesized, through an underlying structure of theuniverse of values according to the three dimensions. Nonetheless, not allitems fitted into the model, but the total explained variance amounts to65%. The end result however, is the construction of a valid instrument formeasuring culture by extrapolating the three essential dimensions. The

discussion illustrates the application of the said model as a strategy fordiagnosing value congruency (i.e. personal value vs. organizational values)in an attempt to change the culture of an organization..


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Emotional Intelligence andEmotional Intelligence andInternational MobilityInternational Mobility

Project leader: Rajeli Shmueli Gabel (Doctoral Student)

Thesis supervisors: Simon L. Dolan & Vicenta SierraAcademic associates and advisors: Prof. Jean Luc Cerdin (ESSEC Paris) , and

Prof. Simi Ronen (Tel Aviv University)


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The role of EI as a predictive component of internationalmanager adjustment and success

Basic concepts: EI, Adjustment dimension, Satisfaction,intention to leave, job evaluation and Cultural distance

Sample: Top managers in International Companies

Methodology- Mix method: interviews and questioner

Longitudinal study

The role of EI as a predictive component of internationalmanager adjustment and success

Basic concepts: EI, Adjustment dimension, Satisfaction,intention to leave, job evaluation and Cultural distance

Sample: Top managers in International Companies

Methodology- Mix method: interviews and questioner

Longitudinal study

OVERVIEW OF THE

RESEARCH

Objectives and anticipated resultsThe aim of the present study is to test a series of

hypotheses pertaining to the relationships between several

dimensions of Emotional Intelligence, their impact onCultural Adjustment of Expatriate managers and

respectively and the impact on the International Assignment

Success

It is hoped that the results will strengthen the propositions

made by numerous scholars who emphasize the

importance of non-technical factors in explaining success

in international assignments (i.e. Halcrow, 1999). At the

same time, the results may lead to enlarge the perspective

on selection strategy in an international assignment


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Conceptual model

Due to the complexity of conceptualizing anddefining International assignment success as wellas the host of independent variables that mightexplain this phenomenon, (i.e. personal traits ofthe expatriate, family consideration,

organizational parameters and the host countryculture), a conceptual systemic model has beendeveloped inspired by the work of Katz & Seifer(1996) and Caligiuli (2000).

A paper based on the conceptual framework was published in:

Dolan S.L., Shmueli-Gabel R La inteligencia Emocional: Clave del xito de losgerentes globales, Conocimiento & Direccin, Buenos Aires, 2004, Vol 58:76-80


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1.The Pilot study had been completed and survey tested. Reliabilityin generally good. Had to change the satisfaction questionnaire for

another measure due to various psychometric and practicalconsiderations.

Data had been collected from small groups of expat. (exp.P&G: 6individuals,Tlefonica Per :10 individuals; PWC Bolivia 20individuals), etc.

An agreement with some other companies such as Antamina (35persons), Yanacocha-(50 persons) but the data is being soughtnow.

Two Chamber of commerce (Spain and Canada) were approached .

Also letters in the name of the Dean of ESAN for recruitingpotential companies had been mailed. Also ex MBA students from

ESAN were contacted and were asked to help identify expat andcollaborate. 1 paper was published in a professional national journal based in

Argentina and another paper had been published in a localPeruvian Journal

Progress Status (Oct. 2004)


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The internationalization ofSpanish Firms in China:

a strategic humanresource perspective

Project Leader: Yingying ZhangThesis Supervisor: Simon L. Dolan


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Objective

l Evaluate the implication and the impact of strategic

human resources management in the internationalization

process.

l Identify influential factors for international strategic

human resource management.

l Create instruments in strategic human resource aspects

to obtain better firm performance in international

investments.

Underlying conceptual model

Based on the review of SHRM literature, two underlying

conceptual models are adopted to answer the question

that how to manage human resources strategically :

European context strategic human resource model from

Brewster & Hegewisch (1994).

Asian context five HR issues from (Khatri & Budhwar, 2001):

Organisational structure, organisational culture, HR

competencies, HR strategy, and HR outsourcing.


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Underlying conceptual model

Source: Brewster & Hegewisch (1994)

Global Business Environment

Culture

LegislationOwnership patternsTrade Union representationEmployee involvementCommunicationBargaining arrangementLabour market

Education and trainingWorking practices

Sector

Organization: size, structure, culture

Corporate strategy

HR strategy HRM practice


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Research Methods and Design

l Two-stages study:

Stag 1: Qualitative method (Comparison case study): Case

selection, In-depth interviews, Semi-structured questions,

Triangulation sources

Anticipated result: Based on the underlying conceptual model, a

new international strategic human resource model will be proposed

to submit for the second stage research.

Stag 2: Quantitative method: Survey to the selected sample of

Spanish companies in China

Objective: Verify and corroborate the proposed model from the first

stage research

Study in progress

A series of potential case studies with Spanish firms has been

identified (both those who had achieved astonishing results and

those who fail). Progress in contacting potential case studyobjects:

Panrico food

Corporacin Agrolimen food

Nutrexpa food

Bioibrica pharmaceutics

Compaa Roca Radiadores Sanitary, heaterIndo Optic

Derbi Motorcycle

Potential institutional collaboration: RenMin University, ICEX,CasaAsia, COPCA, ICO


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TRUST AS A CORE CONCEPT IN

PROFESSIONAL SPORT TEAM SUCCESS

Project Leader: MERC MACHProject Supervisors - Simon L. Dolan & Vicenta Sierra

ESADE Business School

The role of Cohesion,

Leadership & Strategic

Policies in building Trust& enhancing effectiveness

in Sport Teams


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EFFECTIVEPERFORMANCE

Outcomes Performance

ENVIRONMENT:- Media

- Steak holdersORGANIZATION:-Organization goals/Strategy

- Culture- Budget-Policies

TRUST

TEAMMEMBERSCOACH

ATHLETES:

-Tenure (length of time that hadplayed under the coach)

- Age- Experience Maturity- Technical competencies- Level of self-efficacy

COACHS ATTRIBUTES- Years of experience- n. of games coached- Reputation: Win/ loss records

TEAM:- Prior team performance (ratio

of wins for prior 4 seasons)- Team talent (ranking players)- Level of team- efficacy

STRATEGIC POLICIES

LEADERSHIPCOHESION

MANAGEMENTCOMMITTEE

WORKING MODEL:


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CONCEPTUAL DESEIGN:

TRUST IN

BOARD OFDIRECTORS

TRUST IN

CO-PLAYERS

LEADERSHIP

OF COACH

ORGANIZATION: Vision Policies Culture Budget

GROUP: Team Success

Player fit

INDIVIDUALS

(Players): Abilities

Personality

TEAMCOHESION(social & task)

TRUST INCOACH

EFFECTIVE

PERFORMANCE- Outcomes (winning)

- Performance

H1

H2

H3

H4

H5

H6

H7

TEAM TRUST


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T1 T2

Mid season(Jan-Feb 2005)

End of season(Jun 2005)

Design: Semi longitudinal

Sample: The Spanish National Football League(20 teams)

Repeated measures

METHODOLOGY:


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Prof. Simn Dolan

Professor of HRM & Personal Psychology

Project Leader

Christian Acosta-Flamma

PhD candidate in Management Sciences

Research Assistant

ESADE Business School, IEL

The effects of web-based HRMSmodules on both HR efficiency and HReffectiveness

An empirical approach of sustainable added-value to organisations bottom-line results

Christian Acosta-Flama


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Research questions

lHow do we measure HR effectiveness, efficiency in the traditional

vs. contemporary HR approach ?

l What is the generic impact of IS/IT on organizations and their

bottom-line results ?How do we measure IS efficiency and effectiveness by using

enterprise applications ?

lHow do we measure HR effectiveness, efficiency in the traditional

vs. contemporary HR approach ?

l What is the generic impact of IS/IT on organizations and their

bottom-line results ?

How do we measure IS efficiency and effectiveness by using

enterprise applications ?

Does extended use of web-based technologies

(i.e. HRIS/HRMS/eHRMS) increase HR effectiveness

and HR efficiency ?

Does extended use of web-based technologies

(i.e. HRIS/HRMS/eHRMS) increase HR effectiveness

and HR efficiency ?

HRHR

SM & ISSM & IS

IS / ITIS / IT


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The underlying idea for this research is based on theTechnology Adaptation Life Cycle (TALC) model

OVERVIEW OF CONCEPTUAL MODEL

HR efficiency

HR effectiveness

traditional / manualHRM processes

contemporary / virtualHCM

Laggardslate

Ad op te rs

eHRMS

lateMajority

lateMajority

Innovators

Bottom-lineResults

min max

TALCmo

del

HRMactivity

HRM

results

earlyMajority

Orgresults


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We derived to an operational model that will beperformed in 6 all different eHRMS TALC users

Operational Model

HR efficiency

Orga Os bottomline results

HR effectiveness

HR organisation

HR planning&selection

Job Analysis

HR coverage toOrganisation

Evaluation

Training andDevelpment

Payroll

Health & seurityissues

Strategy & Intl.HR Mgmt.

Organisation Ratios

HR Budget

HR Cost Ratio

ITEMS ITEMS VARIABLES OUTCOME VARIABLESSURVEY

x1

x2

x3

x4

x5

x6

x7

x8

x9

11

1

21

31

41

51

61

72

82

92

2

1

= errorX =items = correlation / loadings = latent variable = Exogenous = = Endogenous

13

11

12

Equation 1: Org BLR = 11 HR efficicency + 12 HR effectivenessEquation 2: HR effectiveness = 13 HR efficiency

1

2

3

4

5

6

7

8

9


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This model, derived from social research, explains

how comminities respond to new technologies

Technology Adoptation Life Cycle (TALC)

Hypothesis and Study

Hypothesis 1 = The level of usage of eHRMS applications will lead to higher

bottom-line results in an organisation

Hypothesis 2 = The level of usage of eHRMS applications leads to improve bothHR efficiency and HR effectiveness

Study:

- online survey (www.eRRHH.com) with approx. 2000 organisations

(mainly SAP users) including their HR & IT professionals

- Germany, UK, USA, Canada, Spain, France and many more

Secondary analysis: Testing different cultural behaviours and rank

usage by country ?

Hypothesis 1 = The level of usage of eHRMS applications will lead to higher

bottom-line results in an organisation

Hypothesis 2 = The level of usage of eHRMS applications leads to improve bothHR efficiency and HR effectiveness

Study:

- online survey (www.eRRHH.com) with approx. 2000 organisations

(mainly SAP users) including their HR & IT professionals

- Germany, UK, USA, Canada, Spain, France and many more

Secondary analysis: Testing different cultural behaviours and rank

usage by country ?

Study is at its final stages. Data analysis was completed


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More info about the project

www.eRRHH.comwww.ehrms.com

www.eRRHH.netwww.eRRHH.org

www.eRRHH.comwww.ehrms.com

www.eRRHH.netwww.eRRHH.org


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A conceptual perspective inspired by

the project is currently under review inPersonnel Review

THE INSTRUMENTALITY OF THETHE INSTRUMENTALITY OF THE TECHNOLOGYTECHNOLOGYADOPTION LIFE CYCLE MODELADOPTION LIFE CYCLE MODEL ININUNDERSTANDING THE WEBUNDERSTANDING THE WEB--BASED HRM VIEW OFBASED HRM VIEW OF

THE FIRMTHE FIRM


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byShimon Dolan,

Merc Mach &Vicenta Sierra

A CONFIGURATIONAL ANALYSIS OF

THE HUMAN RESOURCES

CONTRIBUTION TO FIRMS BOTTOM LINE

RESULTS:A Study based on the Spanish Cranfield Network Data

Vicenta SimonMerc

Currently under review in:Management revue: the international review ofmanagement studies"


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Objective: To explore the multiple links between- HR policies & practices

(i.e. staffing, compensation,training & the like);

- Characteristics HR Depart .(i.e. ratio of professionals,average level of education,etc.);

- Organizational character.(i.e. size, sector, involvement inmergers, age distribution, etc.)Organizational

effectiveness(i.e. the overall economicperformance of the firm)

&

Working Model


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Working Model

ORGANIZATIONALCHARACTERISTICSORGANIZATIONALCHARACTERISTICS

HRM POLICIES& PRACTICES

HRM POLICIES& PRACTICES

CONTROLVARIABLES

HR DEPARTMENTCHARACTERIST.

HR DEPARTMENTCHARACTERIST.

PRODUCTIVITY

FINANCIALPERFORMANCE

PRODUCTIVITY

FINANCIALPERFORMANCE


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Sample & Data sources (I)

Population :

4 Target respondents: Senior HR officers.

4 Data on all independent variables were collectedthrough Standardized Postal Questionnaires,which were sent to 1600 senior HR managers inSpanish firms with over 200 employees.

4 216 questionnaires were returned. (Responserate of about 13.5%).

4 Field work was conducted in early 1999.

Data source (II)

4 Data on the criterion (the economic dependentvariables) were collected in 2003 using the SABIdata bank which was obtained for the year endfinancial statement of 1999, 2000 & 2001.

4 Economic sectors were used as a controlvariable for the inclusion cri teria.

P fil P d ti it i d (1)


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Profiles Productivity index (1).

A Bmaximizing minimazing

Mean of Productivity

Mean 1.7562Std. Dev 0.8062

n 159

HR dept.; Line with HR dept; Line Management

Mean 1,58Std. Dev .4771

n 100

No

Mean 1.4908Std. Dev .4232

n 67

Yes


n 33

No


n 48

Yes

Mean 1.7354Std. Dev 0.4773

n 19

Responsibility formajor policy Pay & Benefits

HR dept. with Line

Mean 2.0547Std. Dev 1.1125

n 59

Same; Decrease

Mean 2.9942Std. Dev 1.8743

n 11

Increase

Mean 1.8394Std. Dev 0.7253

n 48

No; Yes, unwritten

Mean 1.5844Std. Dev 0.3234

n 6

Yes, written

Mean 4.6860Std. Dev 1.4467

n 5

Change in working arrangements:Subcontacting

Policy for ManagementDevelopment

Reduce by Subcontracting / Outsourcing

Regularly Use Succession Plans

Yes

Mean 1.9832Std. Dev 0.7805

n 33

No

Mean 1.5231Std. Dev 0.4666

n 15

Reduce by Early Retirement

Some & Few Appointments

Mean 2.3356Std. Dev 0.7913

n 6

Most Appointments

Mean 1.6335Std. Dev 0.3694

n 27

Assessment Center


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Configuration A in explaining maximum Productivity:

Firms in which HR Department shares responsibility

for Pay & Benefits with line managers.

These combined variables improves the prediction oftotal productiv ity mean (Mean = 4.686)

Firms in which there had been a change in the use of workingarrangement Subcontracting-outsourcing (over the last 3 years).

Firms with a written policy for management development.

Ref. mean =1.75

Configuration B in explaining minimum Productivity:

Firms do not use regularly Succession plans

Use of Subcontracting - outsourcing to reduce the n. of employees

Firms where the main responsibility for Pay and benefits isin hands of the line management or HR department alone,

or line management together with HR department.

These combined variables predict a lowest accumulatedtotal product ivit y mean by 1.4. (Mean = 1.394)

Ref. mean =1.75

Profiles Productivity (2)


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Profiles Productivity (2)

C Dmaximizing minimazing

Mean of Productivity

Mean 1.7562Std. Dev 0.8062

n 159

No

Mean 1,593Std. Dev .5842

n 99

No


n 78

Yes


n 21

No


n 56

Yes

Mean 1.7601Std. Dev 0.4469

n 22

System Determines Carreer Development

Yes

Mean 2.0254Std. Dev 1.0272

n 60

Same

Mean 2.8673Std. Dev 1.7316

n 10

Increase

Mean 1.8571Std. Dev 0.739

n 50

Yes, unwritten


n 5

Yes, written

Mean 4.0087Std. Dev 1.8004

n 5

Change in Subcontacting

Policy for Recruitment & Selection

Contribution to the Appraisal:Next Level Superior

Regularly Use Succession Plans

No

Mean 2.1542Std. Dev 0.8648

n 25

Yes

Mean 1.5699Std. Dev 0.4279

n 25

Clerical Staff Briefed AboutFinance

Yes


n 5

No

Mean 1.6839Std. Dev 0.4743

n 16

Appraisal System determineorganization of work

Configuration C Productivity:


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Firms whose Appraisal system determines Careerdevelopment

Firms where there has not been a change in the use ofSubcontracting outsourcing working arrangement

Firms with a written policy for Recruitment & selection

The overall predicted productivit y of the firms increasesto a mean of 4 (Mean = 4.009)

Configuration C in explaining maximum Productivity:

Ref. mean =1.75

Performance assessment system does not determines Career development

Firms whose appraisal system does not involve the next level superior

Firms which do not use regularly Succession plans

The overall predicted product ivit y decrease to 1.4(Mean = 1.387)

Configuration D in explaining minimum Productivity:Ref. mean =1.75


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Conclusions4In relative terms, the variables connected

with HRM policies and practices addsignificantly to the profile which explaingood or poor economic performance of

the firm.

4Furthermore, the results show that whensome HR policies & practices are absent

or poorly implemented, the detrimentalconsequences for firms economicperformance can be devastating.


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A study of Burnout amongst


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A study of Burnout amongstdoctors in the public hospitals of

Catalonia

Project Leader: MiriamDiez

Supervisor: Shimon L.

Dolan

Other researchers: Vicenta

Sierra, Manel Peiro ,Salvador Garcia, Arie

Shirom

O ti l t d B t t


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l Develop a conceptual model ofpredicting burnout from amultidimensional and multidisciplinary perspective.

l Design a new validated instrumentsto assess the determinants and

outcomes of burnout .l Conduct a pilot study in Catalonia in

order to test the model psychometricproperties.

l Develop a conceptual model ofpredicting burnout from amultidimensional and multidisciplinary perspective.

l Design a new validated instrumentsto assess the determinants and

outcomes of burnout .l Conduct a pilot study in Catalonia in

order to test the model psychometricproperties.

l Repeat the Catalan study in othercountries and continents

l Consolidate international network ofexpert on occupational stress andburnout

l Repeat the Catalan study in othercountries and continents

l Consolidate international network ofexpert on occupational stress andburnout

l Presentation of the model in various scientific forumsl Publishing the preliminary results (based on the Swedish

data) in a referee journal.l Design an instrument in paper, electronic and online

versions in three languages (Catalan, Spanish andEnglish)

l Data collection in Catalonia (project financed by laAgncia dAvaluaci Tecnolgica i Recerca Mdiques)

l Testing and analyzing the data

l Presentation of the model in various scientific forumsl Publishing the preliminary results (based on the Swedish

data) in a referee journal.l Design an instrument in paper, electronic and online

versions in three languages (Catalan, Spanish andEnglish)

l Data collection in Catalonia (project financed by laAgncia dAvaluaci Tecnolgica i Recerca Mdiques)

l Testing and analyzing the data

l Applying for grant from the Ministerio de Ciencia yTecnologa (proyectos de I+D)

l Applying for research grant from European ScienceFoundation in order to organize Exploratory Workshopon New Concepts/Models/Paradigms in Research on

Stress, Burnout and Quality of work in Health CareInstitution: A European perspective

l Research of corporate sponsors

l Applying for grant from the Ministerio de Ciencia yTecnologa (proyectos de I+D)

l Applying for research grant from European ScienceFoundation in order to organize Exploratory Workshopon New Concepts/Models/Paradigms in Research on

Stress, Burnout and Quality of work in Health CareInstitution: A European perspective

l Research of corporate sponsors

ACTIVITIES/SPONSORSACTIVITIES/SPONSORSOBJECTIVESOBJECTIVES

2003-20042003-2004

>2005>2005

Occupational stress and Burnout amongstphysicians working in public hospitals

Fi t h f th t d ( d b ATTM


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c

Caractersticasindividuales

Caractersticas de laactividad laboral

y la profesin

Caractersticas dela organizacin

Caractersticas socialesy culturales del pas

FACTORES PREDICTIVOSFACTORES PREDICTIVOSFACTORES PREDICTIVOS

SNDROME DE BURNOUTO ESTAR QUEMADO

POR LA PROFESIN(Escala Sirom-Melamed)

Variables moderadorasFactores disposicionales:

Motivacin intrnseca

Gestin individual estrs

Compromiso

S ignificado del trabajo:

Factores situacionales:

Apo yo so ci al

Gestin organizativa estrs

Relacin mdico-paciente

VARIABLES CONTROL:DATOS SOCIODEMOGRFICOS

-RELACIONADAS CON LA SITUACIN PERSONAL-FAMILIAR- RELACIONADAS CON LA SITUACIN PROFESIONAL-LABORAL- RELACIONADAS CON LA ORGANIZACIN EN LA QUE TRABAJA- RELACIONADAS CON ASPECTOS SOCIALES Y CULTURALES DEL-ENTORNO EN EL QUE VIVE Y TRABAJA

MODELO MULTIDIMENSIONAL

First phase of the study (sponsored by ATTM wasdeveloped along the following conceptual model

OVERVIEW :: CONCEPTUAL MODEL ( IN SPANISH)

I di id l V i blPREDI CTED VARI ABLES


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AJob demands/conditions1Time pressure

2Work load3Perceived control over the work and the task4Perceived risk of losing ones job5Role ambiguity or conflict

BProfessional demands/conditions1Professional appreciation2Patient demands

3Work-life balance4Patient level of severity

5Fast changes in work paceand content6Degree of responsibility

7Professional influence

COrganizational environment characteristics1Payment and work conditions equity

2Job climate3Performance assessment system4Intra-hospital communication5Total Quality Management

6Supervisors Leadershipstyle

Organizational Variables

Individual VariablesPersonality:

1Type A2Locus of control

Cultural Variables1 Values

2Artefacts and products

Moderating variables

1Intrinsic motivation2Social support (threedimensions)3Individual Stress Management

4Organizational stressmanagement5Patient-doctor reciprocity6Commitment7Meaning of work8Job satisfaction9HR practices instrumentality

Control VariablesAIndividual

1Gender2Age

3Marital status/live together as couple4Present position

5Supervision of someone else6Years in present position7Years in organization8Full-time dedication9Specialty1Years as a specialist1Years in the city/country1Country of work/training1Work Schedule1Hours commuting1Difficulties to get to work1Being a believer/Practice a religion1Linguistic pressure

BOrganizational1Center name

2Unit or service name3Recent organizational changes4Unit size5Hospital size (# of employees in the hospital)

BurnoutPhysicalHealth

Shirom-Melamed

Uppsala

State of the study


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State of the study(For November. 2004)

Data collection was terminated inNovember 2004.

Scales and multiple indices were

constructed and reliability tested Multi-colinearity was reduced

Univeriate and bivariate analysis wascompleted

Multivariate analysis is in progress


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Predictors of QWL and poorhealth amongst primary health

care personnel in CataloniaProject Manager: Simon L. Dolan

(in collaboration with: Salvador Garcia,

Carmen Cabeza and Shay Tzafrir)

Simon Salvador Shay


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AbstractThis study tests a theoretically driven model of the relationship between job

demands, Employees motivation and resources, and supervisory support onemployees quality of work lives and their general health. It draws ontheoretical perspectives developed by Karasek and colleagues (i.e. Karasek,1989; 1990) connecting work environment and stress with QWL and health.Large survey data was used for the years 1995, 2002, and 2003 respectivelydrawn from the public health care employees sector in Catalunia (Spain). The2002 cross-sectional study (N= 2926) support the assertion made by stress

researchers to the extent that both job demands and lack ofsupervisory support predict low QWL and negative health outcomes andperceived motivation, resources and capabilities to a lesser extend. In orderto verify the stability of the results obtains, the model was also tested with dataobtained in 1995 (N= 2901) and a follow up study in 2003 (N=10003). Results of the discriminant analyses (median split method) employedon these two latter samples, support the stability and consistency of the

prediction found for the 2002 sample in explaining negative health outcomes.The paper discuses some possible prevention strategies to reduce the LowQWL and negative health outcomes within the Public health Sector.

Study had been completed


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Paper is currently in Review

Final Title:Predictors of QWL and poor health

amongst primary health-care personnelin Catalonia: Evidence based on Crosssectional, retrospective and prospective

designs and supported by bi-polardiscriminant analysis model

Journal ofOccupationalHealth Psychology

A pan. European comparative study of


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A pan. European comparative study ofwork climate: A framework for

improving the Industrial RelationsScene at the plant level

Project managersProject managers: Simon L. Dolan & Miriam DiezAcademic associatesAcademic associates in ESADE: Juan Sureda & Ceferi Soler

&

Dirk Buyens Vlerick Leuven Gent Management School

Zoe Kouronakou Alba Athens Laboratory of Business

Joanne Timmers Erasmus University RotterdmProject Financed by the EU Industrial Relations and Social Dialog Program

A pan. European comparative study of work climate: A


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p p p yframework for improving the Industrial Relations Scene

at the plant level

Project Acronym: EU-WORKCLIMATE

The fundamental aim of the "EU-Workclimate" project is to conduct a comparative analysis amongst 15member countries based on standardized data pertaining to employment conditions supplied by the "Greatplace to work Europe". The later has developed over the years a methodology (standardized instrumentsand sampling procedures) for data collection enabling them to choose the "best company to work" in eachcountry. The data bank includes information provided by employees and managers in hundreds ofcompanies in each EU member state. The idea is to use this secondary data in order to identify trends andbenchmark cases. Another aim of this project is to use the results of the study as a platform for exchangesof opinions and experiences between some principal social actors and heads of European companies inthe field of industrial relations with the purpose of exploring benchmark models in industrial relations andguidelines for developing future frameworks for optimizing working climate in Europe.Tangible expected results:1) Scientific report on the analysis of employment conditions in Europe. Thefindings of the study will come from the comparative statistical results compiled in the period 2003-2005under the study "GREAT PLACE TO WORK IN EUROPE". Up to now, the results have been made use ofnationally, but there has been no comparative analysis between countries. We consider that this Europeandimension will contribute significant added value to the data compiled to date. 2) Prototype of Professionalauto evaluation tool. This instrument will content European indicators to auto evaluate living conditions atwork that allow a comparison of the different models of industrial relations in Europe. Finally we hope toreinforce the links between the different social, business and public authority actors linked to the field ofindustrial relations.


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New projects (all at initial stages)

Health and safety considerations and mortality in the constructiHealth and safety considerations and mortality in the constructiononindustry: a contextual, ethical and normative analysis.industry: a contextual, ethical and normative analysis. (Project leader:Sophia Kusyk-Doctoral student; Supervisors: Dolan & Lozano)

Applying an asymmetric analysis Models/Matrices to improve theApplying an asymmetric analysis Models/Matrices to improve thereliability and construct validity of peer rating assessmentreliability and construct validity of peer rating assessment (Projectleaders: Tony Lingham & Antonio Solanas Prez; Collaborators: SimonDolan & Vicenta Sierra)

An HRM approach to understanding project management success andAn HRM approach to understanding project management success andfailurefailure (Project leader: Davar Rezania Doctoral student)

Occupational risks associated with occupational stress and its iOccupational risks associated with occupational stress and its impact onmpact onmental health disorders amongst users of primary health caremental health disorders amongst users of primary health carecentrescentres ininCataloniaCatalonia(see projectsummary in the next slide) (Project leader: Simon L. Dolan& Miriam Diez) (pending AATM Finances)

A sequential model of the WorkA sequential model of the Work--Life Satisfaction Balance and its impactLife Satisfaction Balance and its impacton Individual Health and Respective Performanceon Individual Health and Respective Performance

Davar Sophia Tony VicentaAntonio

Occupational risks associated with occupational stress and its impacton mental health disorders amongst users of primary health care


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on mental health disorders amongst users of primary health care

centres in Catalonia.ESTUDI SOBRE LA INCIDNCIA DE L'ESTRS LABORAL EN LA SALUT MENTAL DE LA POBLACI

CATALANA ATESA ALS CENTRES D'ATENCI PRIMRIA

The objective of this research is to evaluate the impact of occupational risks associatedwith occupational stress on mental health disorders treated at primary health care centres inCatalonia. This research will be conducted within the framework of an international project onOccupational Health and Quality of Life at work, led by the project coordinating body. Itsspecific aims are: i) to investigate the configurations of risk factors associated with mental

health disorders suffered by patient/s attending primary health care centres, ii) to identify thedifferent profiles of occupational risk due to stress and/or non risk, which will enable theplanning of actions to prevent this type of occupational risk, and iii) to compare the impact ofoccupational stress on the Catalan population in general with that of other Europeancountries. The study will use descriptive exploratory methodology borrowed from the field ofdata mining and applied to the field of occupational epidemiology, directed at analysing therelationship between mental health disorders and occupational risk factors; the study willenable to explore in greater depth the variables involved in this type of disorder. The non-

experimental primary data will be analysed via the use of a classification and regressionTree method that will enable to carry out hierarchical segmentation and identify the differentprofiles of occupational risk. The results based on this epidemiological data base, will enablethe development of proposals for prevention of occupational risks arising from occupationalstress in Catalonia.(Project pending financial assistance)

A sequential model of theA sequential model of the


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A sequential model of theA sequential model of theWorkWork--Life Satisfaction BalanceLife Satisfaction Balance

and its impact on Individualand its impact on IndividualHealth and RespectiveHealth and Respective

PerformancePerformance

Project leader: Horia Mohamad Amar(Doctoral studentUniversity of Cordoba) & Nazareth Pino (tesina ESADE)

Project supervisor: Simon L. Dolan

New Project

Relationships between job


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Spillover Compensation Segmentation

ModeratorsModerators

BURNOUT

PHYSICAL HEALTH

THE CONCEPTUALRESEARCH MODEL

PERFORMANCE

Relationships between jobSatisfaction and Life

Satisfaction

Career &.Familyprogression

Personality, culture &values

IEL Tangible Output Conferences


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g p(2003-2004)

Conference:Determinants of Employee Trust in their Manager: An HRM Perspective ( 3rd AnnualEURAM Conference MANAGING THROUGH VARIETY: THE EUROPEAN STYLE? April 3-5, 2003, Milano, Italy Bocconi.University

Conference: Aproximacin emprica, desde la funcin de RRHH, a los valores organizativos de lasempresas espaolas. Implicaciones para la direccin estratgica empresaria (4th International HRWorkshop: HUMAN RESOURCE MANAGEMENT IN THE NEW ECONOMY, Cadiz May 18-202003)

Conference: Exploring the structure of work values and life values from a cultural diversityperspective: The case of future managers (Eastern Academy of Management Global Conference)(Porto, Portugal June 20-24, 2003)

Conference :HRM AND ORGANIZATIONAL EFFECTIVENESS: IS HRM ADDING ECONOMICVALUE TO THE FIRM? Cross sectional and prospective results emerging from the Spanish CRANETStudy Limerick, Ireland IHRM & The University of Limerick (4-6 June, 2003)

Corporate Strategy, Organizational Culture and Selected HR Practices: Empirical Analysis based on aConference: Contingency Model. Limerick, Ireland , IHRM & The University of Limerick (4-6June, 2003)

Conference : Estrs Laboral y la Calidad de Vida: Hacia un nuevo modelo, ms sano ysencillo para las personas y las organizaciones, III Congreso de la ISMA-BR y del V ForoInternacional de Calidad de Vida en el Trabajo . 10 y 11 de junio de 2003, en el Centro deEventos Plaza So Rafael, en Porto Alegre, RS, Brasil.

Symposium on : Understanding and managing employee burnout in cross-cultural contexts:An iberoamerican perspective" (La comprensin y el manejo del burnout en empleados en uncontexto transcultural: Una perspectiva Iberoamericana,) 3rd Iberamerican Academy ofManagement, San Paulo Brazil, Getulio Vargas University, December 7-10, 2003.



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g p(2003-2004)

Conference: HR contribution to a firms success examined from aconfigurational perspective: an empirical study based on the Spanish CRANETdata, (with Merc Mach and Vicenta Sierra) , 3rd Iberamerican Academy ofManagement, San Paulo Brazil, Getulio Vargas University, December 7-10,2003.

Conference: HR contribution to firms success A Configurational ExploratoryStudy based on Spanish CRANET Data. Human Resources and EconomicSuccess International HRM conference. . February 27-28, Paderborn Germany

Conference: Proyecto europeo:: Los mejores lugares para trabajar, Jornadatcnica: condiciones de trabajo y responsabilidad social 5 de mayo de 2004,Centro Nacional de Condiciones de trabajo.-INSHT, Barcelona

Conference: El desafo del Siglo XXI a los Recursos Humanos, University ofHabana , Cuba. , 31 de Mayo, 2004.

Conference: a direccin por valores (DpV) : Modelo de xito por las empresasdel siglo XXI. Keynote speech, , IV conferencia cientifica internacional degestin empresarial y administracin publica CCED , la habana, cuba - mayo

2004 Conference: El Sndrome del Profesional Quemado: Causas del Burnout yPosibles Soluciones, III Encuentros de la sanidad., Fundacin Coll Colome,Sevilla, 20 de mayo



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g p(2003-2004)

Conference:: Making a life or making a living: Exploring the valuesystem of MBA students and their respective schools ISSWOV 9thInternational Conference of Work Values and Behavior to be held in NewOrleans in August 3-6, 2004.

Conference::A configurational analysis of the Human ResourcesContribution to firm's bottom line results. AGRH CONGRS 2004, LaGRH mesure! 1er au 4 Septembre 2004, Montreal

Conference::.,A comparative study of Quebec Vs. French UniversityStudents: An Exploratory analysis of Work and Life Values of futuremanagers, AGRH CONGRS 2004, La GRH mesure! 1er au 4septembre 2004, Montreal

Conference:: IV CONGRESSO INTERNACIONAL DA ABQV E IISIMPSIO DE EDUCAO CONTINUADA EM QUALIDADE DEVIDA De 12 a 15 de Setembro de 2004 , Local: Blue Tree Conventions Ibirapuera San Paulo Brazil.

IEL Tangible Output Publications


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g p(2003-2004)

Eric GOSSELIN, Shimon L. DOLAN, Stress peru et registres de satisfaction :examen du rle inhibiteur/facilitateur des facteurs de personnalit , in Karnas G.VandenbergheN., Delobbe N., (eds.) : Bien-tre au Travail et transformationsdes organisations, (Actes du 12 congres de psychologie du travail et desorganisations), Vol 3, 2003: 69-78 , UCL, Presse Universitaires de Louvain.

ric GOSSELIN, Shimon L. DOLAN, Identifier les rapports entre la satisfaction .dolan S.L., Garcia S., Auerbach A Understanding and Managing Chaos inOrganizations, International Journal of Management, 2003, Vol 20(1) 23-36

Dolan S.L., Dez Piol M., Cannings K. Psicotoxicologa de la vida laboral: el

caso del personal mdico de suecia , Psicologa de trabajo y lasorganizaciones, 2003 Vol 19(2): 117-133 Dolan, S.L., Dez Piol, M., Knoppen D., Strategic Human Resource

Management, Organizational Values and Corporate Strategy Fulfillment:Preliminary Empirical Analysis based on a Contingency Model, Proceedings ofthe 7th International Conference on HRM, M. Morley Ed. Limerick, Ireland, June2003.

Dolan S.L., Sierra V., Mach M., Obeso C., HRM AND ORGANIZATIONALEFFECTIVENESS: IS HRM ADDING ECONOMIC VALUE TO THE FIRM?Exploratory findings based on the Spanish CRANET Study, Proceedings of the7th International Conference on HRM, M. Morley Ed. Limerick, Ireland, June2003.

IEL Tangible Output


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g pPublications (2003-2004)

Dolan S.L., Dez Piol M., Exploring the structure of work valuesand life values from a cultural diversity perspective: the case of futuremanagers. Proceedings of the E. Academy of Management GlobalEconomy X: Nations, Regions, and Globalism: tensions andOpportunities. Vernon H (ed.) , Porto, Portugal 2003

Dolan S.L., Dez Piol M., Fernndez Alles, M., Martn Prius, A.,Martnez Fierro, S., Life/work values: Test of a universal single nacionalculture versus diverse sub-cultures, in Stasiak M. VALUES IN AN ERA

OF TRANSFORMATION , Academy of Humanities and Economics,Lodz, 2003: 113-135 Tzafrir S., Dolan S.L,., Trust-ME: A scale for measuring manager-

employee trust , Management Research:( The Journal of theIberoamerican Academy of Management) Spring 2004 , Vo. 2(2): 115-132

Tzafrir S., Harel G.H., Baruch Y., Dolan S.L., The Consequences of EmergingHRM Practices on Employee Trust in their Manager, Personnel Review, 33

(6): 628-647

Papers currently under review or in submission

)


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phases (Various Journals)

Dolan S.L., Soto E., Garcia S., DpV Direccin por Valores:Una nueva filosofa para afrontarla complejidad de dirigir una organizacin en un nuevo orden econmico. (Submission inprogress) 2004)

Soto, E., Dolan S.L.,Voguel E., La crisis actual de la complejidad organizacional (Submittedto Duesto Harvard Business Review August 2004; currently under revision)

Tzafrir S., Dolan S.L., Baruch Y., Procedural justice and organizational citizenshipbehaviors: Does organizational trust mediates the relationships? (submitted to theInternational Journal of Manpower July 2004)

Dolan S.L., Acosta-Flamma C., The instrumentality of the technology adoption life cyclemodel in understanding the web-based HRM view of the firm, (submitted to HumanResource Planning, July 2004)

Knoppen D., Dolan S.L.,, Pinol-Diez M., Bell, R., A triangulation analysis of Value congruencyin corporate Spain: American dream or Spanish reality? (Submitted to the InternationalJournal of Human Resource Management)

Dolan S. L., Garcia S., Cabezas C., Tzafrir S., Predictors of QWL and poor health amongstprimary health care personnel in Catalonia: Evidence based on Cross sectional,retrospective and prospective designs and supported by bi-polar discriminant analysismodel (Submission in progress)

Dolan S.L., Mach M., Sierra V., HR contribution to a firms success examined from aconfigurational perspective: an empirical study based on the Spanish CRANET data(submission in progress)

Dolan S.L. Dez Piol M., Sierra V., Cannings K., Towards new Paradigms in StressResearch: An : Empirical Evidence Emerging from the examination of Burnout vs. Rigor::submission in progress)

Books published by IEL Team in 2003-2004


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Books by IEL team (in press -(2005)

Reserch Project

Documents

Transcript of Reserch Project