A5024271235- Labor market dynamics and wage inequality
- Corporate Social Responsibility Reporting
- Environmental Sustainability in Business
- Employment and Welfare Studies
- Social Policy and Reform Studies
- Competitive and Knowledge Intelligence
- Gender, Labor, and Family Dynamics
- Education, Achievement, and Giftedness
- Organizational Management and Innovation
- Innovation and Knowledge Management
- Housing, Finance, and Neoliberalism
- Economic Theory and Policy
- Business Strategy and Innovation
- Employment, Labor, and Gender Studies
- Management and Organizational Studies
- Business, Innovation, and Economy
- Experimental Behavioral Economics Studies
- Motivation and Self-Concept in Sports
- Work-Family Balance Challenges
- Migration, Ethnicity, and Economy
- Human Resource and Talent Management
- Labor Law and Work Dynamics
- Behavioral Health and Interventions
- Qualitative Comparative Analysis Research
- Human Rights and Immigration
Meiji Gakuin University
2022-2023
Universidad Carlos III de Madrid
2020-2021
Universidad de Navarra
2013-2021
Institut d'Economie Scientifique Et de Gestion
2018
Extant research on the gender pay gap suggests that men and women who do same work for employer receive similar pay, so processes sorting people into jobs are thought to account vast majority of gap. Data can identify rare, informing this crucial aspect differences in is several decades old from a limited number countries. Here, using recent linked employer-employee data 15 countries, we show different substantially less than was previously believed within-job remain consequential.
Human resource management (HRM) systems have been extensively analyzed in academic research yet limited attention has paid to the role of HRM dynamic capabilities (DC) and their impact on resources practices, employee well-being firm performance. Our study bridges this gap by defining a new categorization DC based ultimate aims: building knowledge, advancing social integration developing reconfiguration-enhancing mechanisms. In parallel, we offer an integrative framework shed light how...
Purpose Resource orchestration theory proposes that firms need resources, capabilities, and horizontal vertical alignment to achieve high performance. Thus, we investigate which combinations of fit resources (commitment-based HR systems for managers nonmanagers) capabilities (HR flexibility) together with business strategy (innovation versus cost leadership strategies) relate superior Design/methodology/approach Our study is based on a sample 113 Spanish from collected data commitment-based...
Effort is crucial for academic performance and varies by gender. However, it not clear at what age nor under circumstances gender differences in effort arise. Using behavioral measures of executive function from 799 fifth-grade students, we find no cognitive the absence rewards. boys exert more than girls when materially incentivized. Adding a status incentive on top material rewards does further increase gap. According to expectancy-value theory, degree which incentives moderate effect may...
The first goal of this study is to examine the capacity prominent survey-based effort proxies predict real provision in children. Do children who “talk talk” hard work also “walk walk” and make costly investments? second assess how objective subjective measures are related under two conditions: intrinsic (nonincentivized) motivation extrinsic (incentivized) motivation. We measure “real” using three tasks self-reported four psychological characteristics (conscientiousness, need for cognition,...
This paper addresses the problem of skills mismatch for 16-24 age cohort in Spain. Our research objective is to survey managers companies that operate Spain and reveal their perception phenomenon. We hypothesize "cherry-picking" most talented workers "crowding-out" less skilled has contributed existence mismatch. prediction was confirmed by our results other qualitative responses business managers. found evidence overqualification talent underutilization Spanish organizations. Public policy...
This paper aims to develop the theoretical concept of social CSR through an empirical study focusing on Ibero-American hospitality industry. We examined initiatives in general and, particular, diversity and inclusion four different countries: Argentina, Colombia, Mexico Spain. conducted fifty -four interviews involving 37 hotel chains. Our revealed that a significant number actions carried out within framework dimension corporate responsibility (CSR), more specifically inclusion, are...
In this study, we unite the theories of HR differentiation and flexibility. We propose that flexibility will mediate effect high-commitment working practices on firm performance. Moreover, argue mediation be stronger for managerial employees, as opposed to non-managerial employees. Finally, hypothesize business strategy moderate mediation. find support in a sample Spanish companies. The moderating is not supported discuss alternative explanations result.
This paper aims to develop the theoretical concept of social dimension corporate responsibility (CSR) through an empirical study focusing on Ibero-American hospitality industry. We examined initiatives in general and, particular, diversity and inclusion four different countries: Argentina, Colombia, Mexico Spain. conducted 54 interviews involving 37 hotel chains. Our revealed that a significant number actions carried out within framework CSR, more specifically inclusion, are response...
We use a multi-disciplinary approach to research patterns of employment expansion and their gender dimension. On the one hand, economists find that inequality on labor markets has increased as evidenced by polarized growth jobs. other sociologists political evolution market is heterogeneous across European countries. However, differences in job have been less studied date. propose there will be significant between within countries expansion. test our hypotheses data from four Moreover, we...