Person:
López Cabrales, Álvaro

Catedrático/a de Universidad
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First Name
Álvaro
Last Name
López Cabrales
Affiliation
Universidad Pablo de Olavide
Department
Organización de Empresas y Márketing
Research Center
Area
Organización de Empresas
Research Group
PAIDI Areas
PhD programs
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UPO investigaORCIDScopus Author IDWeb of Science ResearcherIDDialnet ID

Search Results

Now showing 1 - 10 of 15
  • Publication
    Linking organisational values and sustainability: the role of AMO practices
    (2022) Rincón Roldan, Francisco José; López Cabrales, Álvaro
    Purpose – The aim of this study was to analyse the link between the values that govern the functioning of cooperatives and their sustainability. Furthermore, the authors propose that this relationship is mediated by AMO(ability, motivation and opportunity) practices, which generate different behaviours and attitudes in their employees, thus strengthening the message of sustainable management that the directors of this kind of companies aim to transmit. Design/methodology/approach – This article presents a theoretical and empirical research model about the relationship between organisational values, AMO practices and sustainability in social economy firms. The proposed model was tested using the multivariate method of partial least squares structural equation modelling (PLS-SEM) with a sample of 124 cooperative companies. The information was gathered through a questionnaire with questions composed of measurement scales that had been previously validated by the reference literature. Findings – This work empirically demonstrates that the perceived support, respect and responsibility values are strongly related to sustainability, and that ability and opportunity-enhancing practices mediate the association of perceived support and responsibility with the sustainability of cooperatives. Originality/value – This work contributes to covering the lack of studies about which values support and impact the sustainability of organisations, and it provides information about the mediating role of certainAMO practices in the search for a more sustainable organisation, demonstrating that some practices are more relevant than others.
  • Publication
    The impact of employment relationships on firm sustainability
    (Sage, 2022) Rincón Roldan, Francisco José; López Cabrales, Álvaro
    Purpose – The aim of this study was to analyse the influence of different employment relationships (ERs) on the sustainability results of cooperatives. The authors approached the type of ER comparing the inducements offered by the firm with the contributions that the manager expects from employees. In this way, the authors study how the orientation toward the employment relationship influences the economic, social and environmental sustainability of the firm. Design/methodology/approach – This article presents a theoretical and empirical research model about the relationship between ERs and sustainability. The necessary information was obtained through a questionnaire that was completed by the human resource (HR) managers and chief executive officers (CEOs) of 124 cooperative companies, and structural equation modelling was applied to evaluate the relationships between the proposed constructs, using the partial least squares technique (PLS-SEM). Findings – The obtained results suggest that mutual investment and overinvestment ERs favour economic, social and environmental sustainability, whereas quasi spot contract and underinvestment ERs have a negative influence on all three types of sustainability. Therefore, it is confirmed that the type of ER adopted can condition the sustainability of the company, either favouring or worsening it. Originality/value – This work contributes to covering the lack of studies about which ERs impact the sustainability of organisations, and it provides information on the role of ERs in the search for a more sustainable organisation, demonstrating that the type of employment relationship developed by the firm has a relevant impact on its sustainability.
  • Publication
    Sustainable development and human resource management. A science mapping approach
    (Wiley, 2019-05-18) Santana, Monica; López Cabrales, Álvaro
    This manuscript presents a systematic review of "sustainable human resource man-agement"(HRM), highlighting its major themes and the evolution and tendenciesobserved in this field. It contributes to the development of this relatively new topic,offering a critical evaluation and identifying the highest impact research strands.The Web of Science database returned 111 documents spanning the period 1997-2018, and a conceptual science mapping analysis based on co-word bibliographic net-works was developed, using SciMAT as an analytical tool. The motor themes (welldeveloped and important for the structure of the discipline) in the field of sustainableHRM areenvironmental management,socially responsible HRM, andturnover.Employeeengagementis a specialised theme (well developed but less important for the struc-ture of the research field),human resource practicesis a basic or transversal theme(important for the discipline but not developed), andsustainable leadershipandenvi-ronmental performanceare emerging themes (both weakly developed and marginalto the field).
  • Publication
    The road to more sustainable firms in the face of a pandemic: Changes needed in employment relationships
    (Sage, 2021) DeNisi, A; López Cabrales, Álvaro
    The COVID-19 pandemic has changed the way we operate at work. Dealing with these changes may require new ways of thinking about our models of employment relationships, to create more sustainable organizations during troubled times. Sustainability can be understood as an attempt to strike a balance between the economic, social and environmental goals of companies—a balance that could drive a global recovery from the pandemic crisis. This essay focuses on the employer’s perspective and considers how firms can use different employment models to improve sustainability during the crisis. We propose two alternative employment models which we label “Oversustainability” and “Mutual Sustainability” that depend on the choice of the firm’s competitive strategy (proactive/innovative vs analyzer/following). We considered the contributions expected from employees and the inducements they were offered under each model. We believe these employment models can be advantageous for companies seeking to adopt proactive and analyzer-type sustainability strategies.
  • Publication
    The impact of employment relationships on firm sustainability [Dataset]
    (Emerald, 2022-02-14) Rincón Roldan, Francisco José; López Cabrales, Álvaro
    Purpose – The aim of this study was to analyse the influence of different employment relationships (ERs) on the sustainability results of cooperatives. The authors approached the type of ER comparing the inducements offered by the firm with the contributions that the manager expects from employees. In this way, the authors study how the orientation toward the employment relationship influences the economic, social and environmental sustainability of the firm. Design/methodology/approach – This article presents a theoretical and empirical research model about the relationship between ERs and sustainability. The necessary information was obtained through a questionnaire that was completed by the human resource (HR) managers and chief executive officers (CEOs) of 124 cooperative companies, and structural equation modelling was applied to evaluate the relationships between the proposed constructs, using the partial least squares technique (PLS-SEM). Findings – The obtained results suggest that mutual investment and overinvestment ERs favour economic, social and environmental sustainability, whereas quasi spot contract and underinvestment ERs have a negative influence on all three types of sustainability. Therefore, it is confirmed that the type of ER adopted can condition the sustainability of the company, either favouring or worsening it. Originality/value – This work contributes to covering the lack of studies about which ERs impact the sustainability of organisations, and it provides information on the role of ERs in the search for a more sustainable organisation, demonstrating that the type of employment relationship developed by the firm has a relevant impact on its sustainability. Keywords Employment relationships, Mutual investment, Quasi spot contract, Overinvestment, Underinvestment, Economic, Social and environmental sustainability
  • Publication
    Linking organisational values and sustainability: the role of AMO practices [Dataset]
    (Emerald, 2022-08-09) Rincón Roldan, Francisco José; López Cabrales, Álvaro
    Purpose – The aim of this study was to analyse the link between the values that govern the functioning of cooperatives and their sustainability. Furthermore, the authors propose that this relationship is mediated by AMO(ability, motivation and opportunity) practices, which generate different behaviours and attitudes in their employees, thus strengthening the message of sustainable management that the directors of this kind of companies aim to transmit. Design/methodology/approach – This article presents a theoretical and empirical research model about the relationship between organisational values, AMO practices and sustainability in social economy firms. The proposed model was tested using the multivariate method of partial least squares structural equation modelling (PLS-SEM) with a sample of 124 cooperative companies. The information was gathered through a questionnaire with questions composed of measurement scales that had been previously validated by the reference literature. Findings – This work empirically demonstrates that the perceived support, respect and responsibility values are strongly related to sustainability, and that ability and opportunity-enhancing practices mediate the association of perceived support and responsibility with the sustainability of cooperatives. Originality/value – This work contributes to covering the lack of studies about which values support and impact the sustainability of organisations, and it provides information about the mediating role of certainAMO practices in the search for a more sustainable organisation, demonstrating that some practices are more relevant than others.
  • Publication
    HRM practices and innovation performance: a panel-data approach
    (Emerald, 2017) Diaz-Fernandez, Mirta; Bornay Barrachina, María del Mar; López Cabrales, Álvaro
    Purpose The purpose of this paper is to study the relationship between human resource management (HRM) practices and innovation performance in Spanish manufacturing firms. The paper focuses on the number of existing patents, analyzing the extent to which this variable is favored by HRM practices. It will also assess the extent to which patents explain the firm performance and mediate in the relationship between the latter and HRM practices. Design/methodology/approach The objective is to assess these relationships using the Spanish Survey of Industrial Strategic Behavior. The longitudinal analysis focuses on the years between 2001 and 2008, a period of great economic growth in Spain. Findings The findings show that the most innovative firms were also the most competitive ones. Furthermore, employment security positively affects innovations over time and training on new technologies is associated with the number of patents, when overall compensation practices are high. Practical implications This study demonstrated the existence of two objectives that HR managers should be aiming at. On the one hand, the development of patents should be a priority for obtaining better results over time. On the other hand, management should invest in HRM practices because they favor innovation and are neither a waste of time nor resources. Originality/value This study contributes to the literature, surpassing the limitations of previous research, by assessing the role of HRM practices in innovation and company outcomes and by using a longitudinal study design.
  • Publication
    How to emerge stronger: Antecedents and consequences of organizational resilience.
    (2021) Rodriguez, Alma; Guinot, Jacob; Chiva, Ricardo; López Cabrales, Álvaro
    Organizations have to strive in an uncertain and challenging environment. Hence, the role resilience played at work has been of special interest in the last decade, although empirical research is still scant, especially regarding the antecedents and the consequences resilience has. In this study we analyse the role corporate social responsibility plays towards employees (CSRE) in the promotion of resilience at work, and how resilience results in organizational learning capability (OLC) and firm performance. Structural equation modelling was used to test our model with a sample of 296 companies from different sectors. Results show that CSRE had a positive influence on organizational resilience, which in turn affected firm performance via OLC. Therefore, we tested the antecedents and consequences resilience had empirically, whose practical implications in terms of further human resource management activities are also discussed.
  • Publication
    Sustainable HRM strategies and employment relationships as drivers of the triple bottom line
    (Elsevier, 2020) López Cabrales, Álvaro; Valle Cabrera, Ramón
    This paper aims to develop a conceptual framework capable of analysing the contributions made by strategic human resources management (SHRM) to firm sustainability and competitiveness. Specifically, we identify different sustainable corporate strategies and the way in which they are supported by coherent sustainable HRM strategies. We propose different sustainable employment relationships considering two dimensions: inducements offered by an organisation and expected employee behaviours in order to comply with sustainable HRM strategies. All the above also necessitates a system of HRM practices (content of the employment relationship) that should be well defined and oriented towards sustainability. Accordingly, we suggest associations of specific systems of HRM practices, depending on the type of employment relationship and sustainable HRM strategy, in order to promote the expected ‘Triple Bottom Line’, and which also improve firm competitiveness.
  • Publication
    The challenge of increasing employees' well-being and performance: How HRM practices and engaging leadership work together towards reaching this goal”
    (2021) Salas Vallina, Andres; Alegre, Joaquin; López Cabrales, Álvaro
    Despite continuing interest in employees' well-being, there are still large gaps in our understanding of the mediating role this concept plays in the human resource management (HRM)–performance relationship. In addition, more insights as to how HRM is implemented by leaders are required, as studies largely center either on leadership or on HRM, with little research addressing how HRM and leadership jointly determine employees' well-being and performance. This study examines the link between well-being-oriented human resource management (WBHRM) and performance in a sample of very large organizations, based on the job demands–resource model and social exchange theory. In addition, we explore the moderating role of middle managers' leadership in the relationship between WBHRM and employees' well-being. The results reveal that engaging leadership behavior fosters genuine implementation of WBHRM and has a direct impact on employees' performance.