Titulo:
Relaciones entre recursos humanos y cultura organizacional : un estudio empírico.
.
Sumario:
Para algunos autores la gerencia de los recursos humanos se constituye en el marco estratégico de la cultura organizacional y establecen que puede existir una influencia recíproca entre recursos humanos y cultura (Yeung, Brockbank, y Ulrich, 1991): las prácticas de recursos humanos deben encajar en la cultura para que sean efectivas y puedan ser retenidas en el tiempo, pero las prácticas a su vez refuerzan la cultura y la influencian a través de la información suministrada y de los comportamientos inducidos. La presente investigación pretende identificar una relación entre los recursos humanos y la cultura organizacional. El contraste se realizó en 199 empresas de Colombia; para el procesamiento de la información se utilizaron modelos multi... Ver más
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Gregorio Calderón Hernández, Héctor Mauricio Serna Gómez - 2009
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Relaciones entre recursos humanos y cultura organizacional : un estudio empírico. The relationship between human resources and organizational culture : an empirical study. Para algunos autores la gerencia de los recursos humanos se constituye en el marco estratégico de la cultura organizacional y establecen que puede existir una influencia recíproca entre recursos humanos y cultura (Yeung, Brockbank, y Ulrich, 1991): las prácticas de recursos humanos deben encajar en la cultura para que sean efectivas y puedan ser retenidas en el tiempo, pero las prácticas a su vez refuerzan la cultura y la influencian a través de la información suministrada y de los comportamientos inducidos. La presente investigación pretende identificar una relación entre los recursos humanos y la cultura organizacional. El contraste se realizó en 199 empresas de Colombia; para el procesamiento de la información se utilizaron modelos multivariados con énfasis en análisis de conglomerados y análisis de varianza. For some authors,human resources management constitutes the strategic framework for organizational culture. They state that an interaction between human resources and culture might exist (Yeung, Brockbank y Ulrich, 1991). Considering that in order to be effective and retained in time human resources practices must fit into the organizational culture, these practices in turn reinforce and influence culture through the information they provide and the behavior they induce. This research aims at identifying a relationship between human resources and organizational culture. The study was conducted in 199 Colombian firms. For information processing multivariate models with emphasis on cluster analysis and variance analysis were used. Key words: Human resource, organizational culture, industrial organizations. Calderón Hernández, Gregorio Serna Gómez, Héctor Mauricio Human resource Organizational culture Industrial organizations Recursos humanos Cultura organizacional Empresas industriales Recursos humanos Cultura organizacional Empresas industriais 12 2 Artículo de revista Journal article 2009-07-01T00:00:00Z 2009-07-01T00:00:00Z 2009-07-01 application/pdf Universidad Católica de Colombia Acta Colombiana de Psicología 0123-9155 1909-9711 https://actacolombianapsicologia.ucatolica.edu.co/article/view/282 https://actacolombianapsicologia.ucatolica.edu.co/article/view/282 spa https://creativecommons.org/licenses/by-nc-sa/4.0/ Gregorio Calderón Hernández, Héctor Mauricio Serna Gómez - 2009 97 114 Allaire, Y. & Firsirotu, M.E. (1984). Theories of organizational culture. Organization studies, 5(3), 193-226. Barley, S. R. & Kunda, G. (1992). Design and devotion: surges of rational and normative ideologies of control in managerial discourse. Administrative Science Quarterly, 37, 1-30. Barney, J. B. (1986). Organizational culture: Can it be a source of sustained competitive advantage? Academy of Management Review, 11 (3), 656-665. Becker, B. E., Huselid, M. A., Pickus, P. S. & Spratt, M. (1997). Human resources as a source of shareholder value: Research and recommendations. Human Resource Management, 36, 39-47. Begley, T. M. & Boyd, D. P. (2000). Articulating corporate values through human resource policies. Business Horizons, 43(4), 8. Berg, P. O. (1986). Symbolic management of human resources. Human Resource Management, 25, 557-579. Berg, P. O. (1999). The effects of high performance work practices on job satisfaction in the United Status steel industry. Industrial Relations (Canadian), 54, 111-133. Brewster, C. (1995). Towards an European model of human resource management. Journal of International Business Studies, 26(1), 1-22. Camelo C., Martín F., Romero P. M. y Valle R. (2004). Human resources management in Spain: is it possible to speak of a typical model? International Journal of Human Resource Management, Vol. 15 (6), 935-958. Cameron, K. S. & Freeman S.J (1991), “Cultural congruence, strength and type: relationships to effectiveness”, Research in Organizational Change and Development: 5, 23-58. Campbell, A. C & Tawadey, K. (1990) Mission and business philosophy: Winning employee commitment. London: Heinemann. Delery, J. E. & Doty, D. H. (1996). Modes of theorizing in strategic human resources management: Test of universalistic, contingency and configurational performance predictions. Academy of Management Journal, 39(4), 802-835. Denison, D. R. (1990). Corporate culture and organizational effectiveness, New York: Wiley & Sons. Versión en castellano: Denison, D. R. (1991). Cultura corporativa y productividad organizacional. Bogotá. Legis. Denison, D.R. & Mishra, A. K. (1995) “Toward a theory of organizational culture effectiveness”. Organizational Science, 6(2): 204 – 23. Deshpandé, R., Farley, J. U. & Webster, F. E. (1993). Corporate culture, customer orientation, and innovativeness in Japanese firms: A quadrad analysis. Journal of Marketing, 57 (1), 23-37. Dessler, G. (1993) Winning commitment: How to build and keep a competitive workforce. New York: Mac Graw-Hill. Dessler, G. (1994) Human resource management. Englewood Cliffs, NJ: Prentice Hall. Devanna, M. A., Fombrun, C. & Tichy, N. (1981). Human resources management: A strategic perspective. Organizational Dynamics, Winter, 51-67. Evans, P. & Lorange, P. (1990) “The two logics behind human resource management” In P. Evans, Y. Doz, and A. Laurent (eds) Human resource management in international firms. New York: St. Martin Press: 144 – 61. French, W. L. & Bell, C. H. (1990) Organization development: behavioural science interventions for organization improvement. Englewood Cliffs, NJ: Prentice Hall. Hofstede, G. (1991). Cultures and organizations: Software of the mind. Maidenhead, McGraw Hill. Versión en castellano: Culturas y Organizaciones. El Software Mental, Madrid: Alianza Editorial, 1999. Hofstede, G., Neuijen, B., Ohayv, D. D. & Sanders, G. (1990). Measuring organizational cultures: a qualitative and quantitative study across twenty cases. Administrative Science Quarterly, 35(2), 286-316. Howard, L. W. (1998). Validating the competing values model as a representation of organizacional cultures. The International Journal of Organizational Analysis, 6(3), 231-250. Huselid, M. (1995). The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal, 38, 635-672. Jackson, Susan E. & Schuler Randall S. (1995) “Understanding human resource management in the context of organizations and their environments” Annual Review of Psychology, 46: 237 – 64. Kerr, J. & Slocum, J. W. Jr. (1987). Managing corporate culture though reward systems, Academy of Management Executive, vol. 1, 90-108. Kopelman, R. E., Biref, A. P., & Guzzo, R. A. (1990) “The role of climate and culture in productivity”. In Schneider (Ed.) Organizational climate and culture. San Francisco: Jossey-Bass. Kotter, J. R. & Heskett, J. L (1992). Corporate culture and performance. New York: Free Press. Lado, A. A. & Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency – based perspective. Academy of Management Review, 19 (4), 669-727. Lau, Chung-Ming & Ngo, Hang-Yue (2004) “The HR system, organizational culture, and product innovation” International business review, 13: 685 – 18. Leal, A., Martín, E. y Hernández, J.M. (2004). Cultura organizativa y orientación al mercado: un análisis multisectorial en Pymes. Memorias Congreso Nacional de ACEDE, 14. Murcia, ACEDE, 240-250. Martin, J. (1992). Cultures in organizations: Three perspectives, New York: Oxford University Press. Meek, V. L. (1988). Organizational culture: origins and weaknesses. Organization Studies, 9(4), 453-473. Ogbonna, E. & Harris, L. C. (2002). Managing organizational culture: Insights from the hospitality industry. Human Resource Management Journal, 12(1), 33-54. Ogbonna, E & Whipp, R. (1999). Strategy, culture and HRM: Evidence from the UK food retailing sector. Human Resource Management Journal, 9(4), 75-91. Osterman, P. (1994). How common is workplace transformation and who adopts it? Industrial and Labor Relations Review, 47, 173-188. O´Rilly, C. & Chatman, J. (1996). Culture as social control: Corporations, culture, and commitment. In B. M. Staw & L. L. Cummings (eds.), Research in organizational behavior, 18, 157-200. Greenwich, CT: JAI Press. Pfeffer, J. (1998). La Ecuación Humana: La Dirección de RH Clave para la Excelencia Empresarial. Barcelona: Gestión 2000 y Aedipe. Pfeffer, J. (2000). Nuevos rumbos en la teoría de la organización: Problemas y posibilidades. Oxford University Press. México. Quinn, R. E. (1988). Beyond rational management: Managing the paradoxes and competing demands of high performance. San Francisco: Jossey – Bass. Quinn, R. E. & McGrath, M. A. (1982). Moving beyond the single-solution perspective: The competing values approach as a diagnostic tool. Journal of Applied Behavorial Science, 18, 463-482. Quinn, R. E. & Rohrbaugh, J. (1981). A competing values approach to organizational effectiveness. Public Productivity Review, 5, 122-140. Quinn, R. E. & Rohrbaugh, J. (1983). A spatial model of effectiveness criteria: Towards a competing values approach to organizational analysis. Management Science, 29, 363-377. Robbins, S. P. (1998) Organizational Behaviour: Concepts, controversies, and applications. Englewood Cliffs, NJ: Prentice Hall. Sánchez, J. C. (1995). Cultura y recursos humanos: Consideraciones desde un estudio piloto. Revista de Psicología del Trabajo y de las Organizaciones. Colegio Oficial de Psicólogos de Madrid. V. 11(31) p. 20. Schein, E. (1988). La cultura empresarial y el liderazgo: una visión dinámica. Barcelona: Plaza y Janés. Scott, T. Mannion, R. Davies, H. Marshall, M. (2003). The quantitative measurement of organizational culture in health care: a review of the available instruments. (Methods). Health Services Research, 38(3), 923-946. Smircich, L. (1983). Concepts of culture and organizational analysis. Administrative Science Quarterly , 28, 339-358. Sorensen, J. B. (2002). The strength of corporate culture and the reliability of firm performance. Administrative Science Quarterly, 47(1), 70-94. Venkatraman, N. & Grant, J. H. (1996). Construct Measurement in organizational strategy research: A critical and proposal. Academy of Management Review, 11, 71-87. Verburg, Robert M., Drenth, Pieter J. D., Koopman, Paul L., Van Muisen, J. & Wang, Zhong-Ming (1999) “Managing human resource across cultures: a competitive analysis of practices in industrial enterprises in China and Netherlands” The international journal of human resource management, 10(3): 391 – 19. Walton, R. E. (1985). From control to commitment in the workplace. Harvard Business Review, 8, 77-84. Wright, P. & Boswell, W. (2002). Desegregating HRM: A review and synthesis of micro and macro human resource management research. Journal of management, 28 (3), 247-276. Wright, P.M., Dunfort, B. B. & Snell, S.A. (2001). Human resources and the resource base view of the firm. Journal of Management, 27, 701-721. Wright, P. & McMahan, G. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18, 295-320. Yeung, A. K. O., Brockbank, J. W. & Ulrich, D. O. (1991). Organizational culture and human resources practices: an empirical assessment. Research in Organizational Change and Development, 5, 59-82. Youndt, M., Snell, S., Dean, J. & Lepak, D. (1996). Human resource management, manufacturing strategy, and firm performance. Academy of Management Journal, 39(4), 836-866. Zammuto, R. F. & Krakower, J. Y. (1991). Quantitative and qualitative studies of organizational culture. Research In Organizational Change and Development, 5, 83-114. https://actacolombianapsicologia.ucatolica.edu.co/article/download/282/289 info:eu-repo/semantics/article http://purl.org/coar/resource_type/c_6501 http://purl.org/coar/resource_type/c_2df8fbb1 http://purl.org/redcol/resource_type/ART info:eu-repo/semantics/publishedVersion http://purl.org/coar/version/c_970fb48d4fbd8a85 info:eu-repo/semantics/openAccess http://purl.org/coar/access_right/c_abf2 Text Publication |
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UNIVERSIDAD CATÓLICA DE COLOMBIA |
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Colombia |
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Acta Colombiana de Psicología |
| title |
Relaciones entre recursos humanos y cultura organizacional : un estudio empírico. |
| spellingShingle |
Relaciones entre recursos humanos y cultura organizacional : un estudio empírico. Calderón Hernández, Gregorio Serna Gómez, Héctor Mauricio Human resource Organizational culture Industrial organizations Recursos humanos Cultura organizacional Empresas industriales Recursos humanos Cultura organizacional Empresas industriais |
| title_short |
Relaciones entre recursos humanos y cultura organizacional : un estudio empírico. |
| title_full |
Relaciones entre recursos humanos y cultura organizacional : un estudio empírico. |
| title_fullStr |
Relaciones entre recursos humanos y cultura organizacional : un estudio empírico. |
| title_full_unstemmed |
Relaciones entre recursos humanos y cultura organizacional : un estudio empírico. |
| title_sort |
relaciones entre recursos humanos y cultura organizacional : un estudio empírico. |
| title_eng |
The relationship between human resources and organizational culture : an empirical study. |
| description |
Para algunos autores la gerencia de los recursos humanos se constituye en el marco estratégico de la cultura organizacional y establecen que puede existir una influencia recíproca entre recursos humanos y cultura (Yeung, Brockbank, y Ulrich, 1991): las prácticas de recursos humanos deben encajar en la cultura para que sean efectivas y puedan ser retenidas en el tiempo, pero las prácticas a su vez refuerzan la cultura y la influencian a través de la información suministrada y de los comportamientos inducidos. La presente investigación pretende identificar una relación entre los recursos humanos y la cultura organizacional. El contraste se realizó en 199 empresas de Colombia; para el procesamiento de la información se utilizaron modelos multivariados con énfasis en análisis de conglomerados y análisis de varianza.
|
| description_eng |
For some authors,human resources management constitutes the strategic framework for organizational culture. They state that an interaction between human resources and culture might exist (Yeung, Brockbank y Ulrich, 1991). Considering that in order to be effective and retained in time human resources practices must fit into the organizational culture, these practices in turn reinforce and influence culture through the information they provide and the behavior they induce. This research aims at identifying a relationship between human resources and organizational culture. The study was conducted in 199 Colombian firms. For information processing multivariate models with emphasis on cluster analysis and variance analysis were used. Key words: Human resource, organizational culture, industrial organizations.
|
| author |
Calderón Hernández, Gregorio Serna Gómez, Héctor Mauricio |
| author_facet |
Calderón Hernández, Gregorio Serna Gómez, Héctor Mauricio |
| topic |
Human resource Organizational culture Industrial organizations Recursos humanos Cultura organizacional Empresas industriales Recursos humanos Cultura organizacional Empresas industriais |
| topic_facet |
Human resource Organizational culture Industrial organizations Recursos humanos Cultura organizacional Empresas industriales Recursos humanos Cultura organizacional Empresas industriais |
| topicspa_str_mv |
Recursos humanos Cultura organizacional Empresas industriales Recursos humanos Cultura organizacional Empresas industriais |
| citationvolume |
12 |
| citationissue |
2 |
| publisher |
Universidad Católica de Colombia |
| ispartofjournal |
Acta Colombiana de Psicología |
| source |
https://actacolombianapsicologia.ucatolica.edu.co/article/view/282 |
| language |
spa |
| format |
Article |
| rights |
https://creativecommons.org/licenses/by-nc-sa/4.0/ Gregorio Calderón Hernández, Héctor Mauricio Serna Gómez - 2009 info:eu-repo/semantics/openAccess http://purl.org/coar/access_right/c_abf2 |
| references |
Allaire, Y. & Firsirotu, M.E. (1984). Theories of organizational culture. Organization studies, 5(3), 193-226. Barley, S. R. & Kunda, G. (1992). Design and devotion: surges of rational and normative ideologies of control in managerial discourse. Administrative Science Quarterly, 37, 1-30. Barney, J. B. (1986). Organizational culture: Can it be a source of sustained competitive advantage? Academy of Management Review, 11 (3), 656-665. Becker, B. E., Huselid, M. A., Pickus, P. S. & Spratt, M. (1997). Human resources as a source of shareholder value: Research and recommendations. Human Resource Management, 36, 39-47. Begley, T. M. & Boyd, D. P. (2000). Articulating corporate values through human resource policies. Business Horizons, 43(4), 8. Berg, P. O. (1986). Symbolic management of human resources. Human Resource Management, 25, 557-579. Berg, P. O. (1999). The effects of high performance work practices on job satisfaction in the United Status steel industry. Industrial Relations (Canadian), 54, 111-133. Brewster, C. (1995). Towards an European model of human resource management. Journal of International Business Studies, 26(1), 1-22. Camelo C., Martín F., Romero P. M. y Valle R. (2004). Human resources management in Spain: is it possible to speak of a typical model? International Journal of Human Resource Management, Vol. 15 (6), 935-958. Cameron, K. S. & Freeman S.J (1991), “Cultural congruence, strength and type: relationships to effectiveness”, Research in Organizational Change and Development: 5, 23-58. Campbell, A. C & Tawadey, K. (1990) Mission and business philosophy: Winning employee commitment. London: Heinemann. Delery, J. E. & Doty, D. H. (1996). Modes of theorizing in strategic human resources management: Test of universalistic, contingency and configurational performance predictions. Academy of Management Journal, 39(4), 802-835. Denison, D. R. (1990). Corporate culture and organizational effectiveness, New York: Wiley & Sons. Versión en castellano: Denison, D. R. (1991). Cultura corporativa y productividad organizacional. Bogotá. Legis. Denison, D.R. & Mishra, A. K. (1995) “Toward a theory of organizational culture effectiveness”. Organizational Science, 6(2): 204 – 23. Deshpandé, R., Farley, J. U. & Webster, F. E. (1993). Corporate culture, customer orientation, and innovativeness in Japanese firms: A quadrad analysis. Journal of Marketing, 57 (1), 23-37. Dessler, G. (1993) Winning commitment: How to build and keep a competitive workforce. New York: Mac Graw-Hill. Dessler, G. (1994) Human resource management. Englewood Cliffs, NJ: Prentice Hall. Devanna, M. A., Fombrun, C. & Tichy, N. (1981). Human resources management: A strategic perspective. Organizational Dynamics, Winter, 51-67. Evans, P. & Lorange, P. (1990) “The two logics behind human resource management” In P. Evans, Y. Doz, and A. Laurent (eds) Human resource management in international firms. New York: St. Martin Press: 144 – 61. French, W. L. & Bell, C. H. (1990) Organization development: behavioural science interventions for organization improvement. Englewood Cliffs, NJ: Prentice Hall. Hofstede, G. (1991). Cultures and organizations: Software of the mind. Maidenhead, McGraw Hill. Versión en castellano: Culturas y Organizaciones. El Software Mental, Madrid: Alianza Editorial, 1999. Hofstede, G., Neuijen, B., Ohayv, D. D. & Sanders, G. (1990). Measuring organizational cultures: a qualitative and quantitative study across twenty cases. Administrative Science Quarterly, 35(2), 286-316. Howard, L. W. (1998). Validating the competing values model as a representation of organizacional cultures. The International Journal of Organizational Analysis, 6(3), 231-250. Huselid, M. (1995). The impact of human resource management practices on turnover, productivity and corporate financial performance. Academy of Management Journal, 38, 635-672. Jackson, Susan E. & Schuler Randall S. (1995) “Understanding human resource management in the context of organizations and their environments” Annual Review of Psychology, 46: 237 – 64. Kerr, J. & Slocum, J. W. Jr. (1987). Managing corporate culture though reward systems, Academy of Management Executive, vol. 1, 90-108. Kopelman, R. E., Biref, A. P., & Guzzo, R. A. (1990) “The role of climate and culture in productivity”. In Schneider (Ed.) Organizational climate and culture. San Francisco: Jossey-Bass. Kotter, J. R. & Heskett, J. L (1992). Corporate culture and performance. New York: Free Press. Lado, A. A. & Wilson, M. C. (1994). Human resource systems and sustained competitive advantage: A competency – based perspective. Academy of Management Review, 19 (4), 669-727. Lau, Chung-Ming & Ngo, Hang-Yue (2004) “The HR system, organizational culture, and product innovation” International business review, 13: 685 – 18. Leal, A., Martín, E. y Hernández, J.M. (2004). Cultura organizativa y orientación al mercado: un análisis multisectorial en Pymes. Memorias Congreso Nacional de ACEDE, 14. Murcia, ACEDE, 240-250. Martin, J. (1992). Cultures in organizations: Three perspectives, New York: Oxford University Press. Meek, V. L. (1988). Organizational culture: origins and weaknesses. Organization Studies, 9(4), 453-473. Ogbonna, E. & Harris, L. C. (2002). Managing organizational culture: Insights from the hospitality industry. Human Resource Management Journal, 12(1), 33-54. Ogbonna, E & Whipp, R. (1999). Strategy, culture and HRM: Evidence from the UK food retailing sector. Human Resource Management Journal, 9(4), 75-91. Osterman, P. (1994). How common is workplace transformation and who adopts it? Industrial and Labor Relations Review, 47, 173-188. O´Rilly, C. & Chatman, J. (1996). Culture as social control: Corporations, culture, and commitment. In B. M. Staw & L. L. Cummings (eds.), Research in organizational behavior, 18, 157-200. Greenwich, CT: JAI Press. Pfeffer, J. (1998). La Ecuación Humana: La Dirección de RH Clave para la Excelencia Empresarial. Barcelona: Gestión 2000 y Aedipe. Pfeffer, J. (2000). Nuevos rumbos en la teoría de la organización: Problemas y posibilidades. Oxford University Press. México. Quinn, R. E. (1988). Beyond rational management: Managing the paradoxes and competing demands of high performance. San Francisco: Jossey – Bass. Quinn, R. E. & McGrath, M. A. (1982). Moving beyond the single-solution perspective: The competing values approach as a diagnostic tool. Journal of Applied Behavorial Science, 18, 463-482. Quinn, R. E. & Rohrbaugh, J. (1981). A competing values approach to organizational effectiveness. Public Productivity Review, 5, 122-140. Quinn, R. E. & Rohrbaugh, J. (1983). A spatial model of effectiveness criteria: Towards a competing values approach to organizational analysis. Management Science, 29, 363-377. Robbins, S. P. (1998) Organizational Behaviour: Concepts, controversies, and applications. Englewood Cliffs, NJ: Prentice Hall. Sánchez, J. C. (1995). Cultura y recursos humanos: Consideraciones desde un estudio piloto. Revista de Psicología del Trabajo y de las Organizaciones. Colegio Oficial de Psicólogos de Madrid. V. 11(31) p. 20. Schein, E. (1988). La cultura empresarial y el liderazgo: una visión dinámica. Barcelona: Plaza y Janés. Scott, T. Mannion, R. Davies, H. Marshall, M. (2003). The quantitative measurement of organizational culture in health care: a review of the available instruments. (Methods). Health Services Research, 38(3), 923-946. Smircich, L. (1983). Concepts of culture and organizational analysis. Administrative Science Quarterly , 28, 339-358. Sorensen, J. B. (2002). The strength of corporate culture and the reliability of firm performance. Administrative Science Quarterly, 47(1), 70-94. Venkatraman, N. & Grant, J. H. (1996). Construct Measurement in organizational strategy research: A critical and proposal. Academy of Management Review, 11, 71-87. Verburg, Robert M., Drenth, Pieter J. D., Koopman, Paul L., Van Muisen, J. & Wang, Zhong-Ming (1999) “Managing human resource across cultures: a competitive analysis of practices in industrial enterprises in China and Netherlands” The international journal of human resource management, 10(3): 391 – 19. Walton, R. E. (1985). From control to commitment in the workplace. Harvard Business Review, 8, 77-84. Wright, P. & Boswell, W. (2002). Desegregating HRM: A review and synthesis of micro and macro human resource management research. Journal of management, 28 (3), 247-276. Wright, P.M., Dunfort, B. B. & Snell, S.A. (2001). Human resources and the resource base view of the firm. Journal of Management, 27, 701-721. Wright, P. & McMahan, G. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18, 295-320. Yeung, A. K. O., Brockbank, J. W. & Ulrich, D. O. (1991). Organizational culture and human resources practices: an empirical assessment. Research in Organizational Change and Development, 5, 59-82. Youndt, M., Snell, S., Dean, J. & Lepak, D. (1996). Human resource management, manufacturing strategy, and firm performance. Academy of Management Journal, 39(4), 836-866. Zammuto, R. F. & Krakower, J. Y. (1991). Quantitative and qualitative studies of organizational culture. Research In Organizational Change and Development, 5, 83-114. |
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