Fernando Ruiz PerezUniversidad de Navarra | UNAV · Department of Industrial Organisation
Fernando Ruiz Perez
About
11
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Publications
Publications (11)
En los últimos años, el propósito corporativo se ha convertido en un hot topic en el mundo del
management: las cartas de Larry Fink, la declaración de la Business Roundtable, el manifiesto de
Davos o el auge del capitalismo de los stakeholders son prueba de ello. Diversos autores defienden la
crucial necesidad de que las empresas definan y activen...
Corporate Sustainability is today a key issue for companies considering value generation, climate change and social requirements. This sustainability must be achieved in the economic, social, and environmental aspects; many authors have studied the variables that make up these aspects. Despite the importance of employees in Corporate Sustainability...
Understanding what drives effective purpose implementation is the key to making more sustainable organizations. Most studies on the subject of purpose focus on two of its dimensions: formulation (knowledge) and practical application (contribution). However, for it to be effectively implemented in the organization, purpose also involves motivating a...
El Tu&Co es un programa de mentoring universitario basado en el desarrollo de competencias, fruto de un trabajo conjunto con profesores, alumnos y múltiples empresas que contratan a graduados de la Universidad de Navarra.
Este libro recopila los materiales que componen la metodología de mentoring del Tu&Co: 12 competencias clave para el desarrollo...
Purpose – This paper unifies previous research literature on employee participation in continuous
improvement (CI) activities through the development and validation of a conceptual model. The purpose of this
model is to illustrate how organizational drivers foster organizational and individual enablers which, in turn,
strengthen employee participat...
Implementing Continuous Improvement (CI) systems is one of the most effective ways to increase operational excellence (Singh and Singh, 2015). Moreover, sustaining a culture that fosters all employees’ commitment and participation, especially at the operators’ level, becomes an essential ingredient for the success of continuous improvement initiati...
Questions
Question (1)
Hi. I am conducting research on the impact of a company's training on the triple bottom line. Due to research constraints, I have to measure this triple bottom line asking managers about employee outcomes. I have also the constraint that the scale should not be very extense. I have already found scales for Environmental Behaviours (planet) and for Job Performance (profit), but I have difficulties in looking for a good scale for managers evaluating 'people' outcomes of employees.
I have in mind the OCB-I construct, as it is an outcome of employees giving time to other people within the company, but I do not discard using Affective Commitment. From the theoretical view, I think that OCB-I is more in line with the other variables.
I have searched on Scopus and Google Scholar, but most scales are not managers' evaluation of employees.
Could you help me, please? How do other researches measure the 'people' aspect of employees?
Thank you so much in advance.
