Validación de un modelo de medida de los resultados percibidos por los mandos relacionados con el uso de las prácticas de alta implicación-HIWP (Validation of a model of measure for the results perceived by senior managers related to the use of HIWP)

Abstract

[EN] Upon several human resources practices high involvement work practices stand out. Lawler’s model (1991; 1998) groups these practices in four constructs: communication, training, empowerment and rewards. Our work focuses on validating the model of measure of the scale of results, proposed by Lawler and colleagues (2001) and other alternative measurement models in order to measure the results with subjective perception for the senior managers. The measurement model is composed of performance and services scales, human resources and results achieved by the organization. After carrying out the confirmatory factorial analyses for collected data from 98 Spanish companies, we validate a model that presents very good convergent statistics of validity.

[ES] Entre las prácticas de recursos humanos destacan las herramientas de alta implicación (HIWP). El modelo de Lawler (1991; 1998), agrupa estas prácticas en cuatro constructos: comunicación, formación, participación y compensación. Nuestro trabajo se centra en validar el modelo de medida de la escala de resultados, propuesto por Lawler y colaboradores (2001) y otros modelos de medida alternativos para medir los resultados con percepciones subjetivas por el mando. El modelo de medida se compone de las escalas de desempeño y servicio, recursos humanos y resultados de la organización. Tras realizar los análisis factoriales confirmatorias de los datos de 98 empresas españolas, validamos un modelo que presenta unos estadísticos de validez convergente muy buenos. Abstract: Upon several human resources practices high involvement work practices stand out. Lawler's model (1991; 1998) groups these practices in four constructs: communication, training, empowerment and rewards. Our work focuses on validating the model of measure of the scale of results, proposed by Lawler and colleagues (2001) and other alternative measurement models in order to measure the results with subjective perception for the senior managers. The measurement model is composed of performance and services scales, human resources and results achieved by the organization. After carrying out the confirmatory factorial analyses for collected data from 98 Spanish companies, we validate a model that presents very good convergent statistics of validity.