Confianza como consecuencia del compromiso percibido: implicaciones sobre el aprendizaje y la innovación

• Autores: Joaquín García Cruz, Juan C. Real
• Localización: Management Letters / Cuadernos de Gestión, ISSN 1131-6837, Vol. 13, Nº 1, 2013, págs. 95-126
• Idioma: español
• DOI: 10.5295/cdg.110282jg
• Enlaces
  • Texto completo
• Dialnet Métricas: 5 Citas
• Resumen
  • español

    En este trabajo pretendemos alcanzar un doble objetivo. En primer lugar, estudiamos la influencia del compromiso afectivo de los empleados percibido por el directivo, tanto sobre su nivel de confianza, como sobre la capacidad de aprendizaje organizativo (CAO). Igualmente, analizamos cómo influye sobre la CAO esta predisposición del directivo a confiar en sus empleados. En segundo lugar, examinamos si el compromiso afectivo de los empleados percibido por el directivo, la confianza del directivo y la CAO favorecen la innovación en producto.

    Aplicando modelos de ecuaciones estructurales (Partial Least Squares -PLS-) sobre una muestra de 92 empresas pertenecientes a sectores innovadores españoles se concluye que el compromiso afectivo que el directivo percibe en los empleados determina su nivel de confianza en aquellos. Asimismo, ambas variables (compromiso afectivo de los empleados percibido por el directivo y confianza del directivo) explican la CAO. Finalmente, se comprueba que los dos factores considerados (compromiso afectivo percibido y confianza) influyen sobre la innovación en producto a través de la CAO.

  • English

    In this paper we try to achieve a double objective. On one hand, we try to figure out how employee�s affective commitment perceived by the manager influence on her/his level of trust and also on the organizational learning capability (OLC). In addition, we analyze how manager trust influences on OLC. On the other hand, we study how these variables (affective commitment of employees, manager trust and OLC) determine product innovation.Applying structural equation model (Partial Least Squares -PLS-) on a sample of 92 firms we obtain the next results: employee�s affective commitment perceived by manager determine her/his level of trust and well we check that affective commitment and trust explain OLC. Finally, we probe that both variables (affective commitment and trust) are related with product innovation through OLC.

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