La mejora del desempeño y el enfoque AMO en la línea de enderezado y empaque de la empresa Ternium Manizales

dc.contributorPantoja Ospina, Martín Alonso
dc.contributorÉtica Empresarial y Empresariado Social - ETHOS
dc.creatorGiraldo Cardona, Cesar Iván
dc.date.accessioned2020-11-19T21:53:58Z
dc.date.accessioned2022-09-21T17:50:04Z
dc.date.available2020-11-19T21:53:58Z
dc.date.available2022-09-21T17:50:04Z
dc.date.created2020-11-19T21:53:58Z
dc.date.issued2020
dc.identifierAPA
dc.identifierhttps://repositorio.unal.edu.co/handle/unal/78642
dc.identifier.urihttp://repositorioslatinoamericanos.uchile.cl/handle/2250/3403853
dc.description.abstractThis applied research work takes the AMO framework as a model that links human resource management (HRM) and organizational performance, with the objective of designing a strategy that allows for the improvement of the performance of the straightening and packaging area at Ternium Manizales. To achieve this, information was collected on employees' individual perceptions of the effects of the High-Performance Work Systems (HPWS) on their work, mainly in three dimensions: Ability, Motivation and Opportunity, through the application of the instrument defined by Appelbaum (2000). This information was processed and analyzed by means of descriptive tools, producing a diagnosis that would allow evidence of the feasibility of formulating a strategy based on the AMO framework. Among the main findings, it was found that the proposed strategies should be focused on the straightening and packing area personnel, regardless of the type of hiring, since the strategies implemented at present are mostly oriented to direct hiring personnel. In conclusion, the strategy to improve performance in the straightening and packaging area should be proposed in two directions: the implementation of practices associated with motivation, opportunity and strengthening individual perception of existing practices in the three dimensions of the AMO framework.
dc.description.abstractEl presente trabajo de investigación de tipo aplicado toma el enfoque AMO como modelo que vincula la gestión de recursos humanos (HRM) y el desempeño organizacional, con el objetivo de diseñar una estrategia que permita mejorar el desempeño de la línea de enderezado y empaque en la empresa Ternium Manizales. Para lograrlo, se recolectó información de la percepción individual de los empleados acerca de los efectos de los Sistemas de Trabajo de Alto Desempeño (HPWS) en sus labores, principalmente en tres dimensiones: Habilidad, Motivación y Oportunidad, mediante la aplicación del instrumento definido por Appelbaum (2000). Esta información se procesó y se analizó mediante herramientas descriptivas, elaborando un diagnóstico que permitiera evidenciar la viabilidad para formular una estrategia basada en el enfoque AMO. Dentro de los principales hallazgos se encontró que las estrategias propuestas deben ir enfocadas al personal del área de enderezado y empaque, indiferente del tipo de contratación, ya que las estrategias implementadas en la actualidad, van orientadas en su gran mayoría al personal de contratación directa. En conclusión, la estrategia para mejorar el desempeño en el área de enderezado y empaque, debe proponerse en dos direcciones, la implementación de prácticas asociadas a la motivación, oportunidad y fortalecer la percepción individual de las prácticas existentes en las tres dimensiones del enfoque AMO.
dc.languagespa
dc.publisherManizales - Administración - Maestría en Administración
dc.publisherDepartamento de Administración
dc.publisherUniversidad Nacional de Colombia - Sede Manizales
dc.relationAhmad, S., & Schroeder, R. G. (2002). The importance of recruitment and selection process for sustainability of total quality management. In International Journal of Quality & Reliability Management (Vol. 19, Issue 5, pp. 540–550). https://doi.org/10.1108/02656710210427511
dc.relationAmérica Latina en Cifras 2019. (2019). Retrieved August 17, 2020, from https://www.alacero.org/es/page/en-cifras/america-latina-en-cifras-2019
dc.relationAppelbaum, E., Bailey, T., Berg, P., & Kalleberg, A. L. (2000). Manufacturing Advantage: Why High-performance Work Systems Pay Off. Cornell University Press.
dc.relationAppelbaum, E., Bailey, T., Berg, P., & Kalleberg, A. L. (2001). Do high performance work systems pay off? In Research in the Sociology of Work (pp. 85–107). https://doi.org/10.1016/s0277-2833(01)80022-4
dc.relationArmstrong, C. E., & Shimizu, K. (2007). A Review of Approaches to Empirical Research on the Resource-Based View of the Firm†. In Journal of Management (Vol. 33, Issue 6, pp. 959–986). https://doi.org/10.1177/0149206307307645
dc.relationArthur, J. B. (1994). Effects of Human Resource Systems on Manufacturing Performance and Turnover. Academy of Management Journal, 37(3), 670–687.
dc.relationBal, P. M., Matthijs Bal, P., & De Lange, A. H. (2015). From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multisample study. In Journal of Occupational and Organizational Psychology (Vol. 88, Issue 1, pp. 126–154). https://doi.org/10.1111/joop.12082
dc.relationBarney, J. B. (1991). Firm resources and sustained competitive advantage. In Advances in Strategic Management (pp. 203–227). https://doi.org/10.1016/s0742-3322(00)17018-4
dc.relationBaruch, Y. (1996). Organizational career planning and management techniques and activities in use in high‐tech organizations. In Career Development International (Vol. 1, Issue 1, pp. 40–49). https://doi.org/10.1108/13620439610111426
dc.relationBatt, R. (2002). Managing Customer Services: Human Resource Practices, Quit Rates, and Sales Growth. In Academy of Management Journal (Vol. 45, Issue 3, pp. 587–597). https://doi.org/10.5465/3069383
dc.relationBatt, R., & Monique Valcour, P. (2003). Human Resources Practices as Predictors of Work-Family Outcomes and Employee Turnover. In Industrial Relations (Vol. 42, Issue 2, pp. 189–220). https://doi.org/10.1111/1468-232x.00287
dc.relationBayo-Moriones, A., & Ortín-Ángel, P. (2006). Internal Promotion versus External Recruitment in Industrial Plants in Spain. In ILR Review (Vol. 59, Issue 3, pp. 451–470). https://doi.org/10.1177/001979390605900307
dc.relationBello-Pintado, A. (2015). Bundles of HRM practices and performance: empirical evidence from a Latin American context. In Human Resource Management Journal (Vol. 25, Issue 3, pp. 311–330). https://doi.org/10.1111/1748-8583.12067
dc.relationBlock, J., & Pickl, S. (2014). The mystery of job performance: a system dynamics model of human behavior. In 32nd International Conference of the System Dynamics Society.
dc.relationBoon, C. (2014). Perceived human resource management practices: Their effect on employee absenteeism and time allocation at work. Journal of Personnel Psychology, 13(1), 21–33.
dc.relationBos-Nehles, A. C., Van Riemsdijk, M. J., & Looise, J. K. (2013). Employee Perceptions of Line Management Performance: Applying the AMO Theory to Explain the Effectiveness of Line Managers’ HRM Implementation. In Human Resource Management (Vol. 52, Issue 6, pp. 861–877). https://doi.org/10.1002/hrm.21578
dc.relationBoxall, P., & Macky, K. (2009). Research and theory on high-performance work systems: progressing the high-involvement stream. In Human Resource Management Journal (Vol. 19, Issue 1, pp. 3–23). https://doi.org/10.1111/j.1748-8583.2008.00082.x
dc.relationBrown, M., & Heywood, J. S. (2005). Performance Appraisal Systems: Determinants and Change. In British Journal of Industrial Relations (Vol. 43, Issue 4, pp. 659–679). https://doi.org/10.1111/j.1467-8543.2005.00478.x
dc.relationBrown, M., Hyatt, D., & Benson, J. (2010). Consequences of the performance appraisal experience. In Personnel Review (Vol. 39, Issue 3, pp. 375–396). https://doi.org/10.1108/00483481011030557
dc.relationBuch, K., & Spangler, R. (1990). The Effects of Quality Circles on Performance and Promotions. In Human Relations (Vol. 43, Issue 6, pp. 573–582). https://doi.org/10.1177/001872679004300605
dc.relationCanrinus, E. T., Helms-Lorenz, M., Beijaard, D., Buitink, J., & Hofman, A. (2012). Self-efficacy, job satisfaction, motivation and commitment: exploring the relationships between indicators of teachers’ professional identity. In European Journal of Psychology of Education (Vol. 27, Issue 1, pp. 115–132). https://doi.org/10.1007/s10212-011-0069-2
dc.relationChang, E. (2006). Individual pay for performance and commitment HR practices in South Korea. In Journal of World Business (Vol. 41, Issue 4, pp. 368–381). https://doi.org/10.1016/j.jwb.2006.01.005
dc.relationChan, W. (1996). External Recruitment versus Internal Promotion. Journal of Labor Economics, 14(4), 550–570.
dc.relationChoi, J.-H. (2014). The HR-performance link using two differently measured HR practices. In Asia Pacific Journal of Human Resources (Vol. 52, Issue 3, pp. 370–387). https://doi.org/10.1111/1744-7941.12009
dc.relationChoi, M., & Yoon, H. J. (2015). Training investment and organizational outcomes: a moderated mediation model of employee outcomes and strategic orientation of the HR function. In The International Journal of Human Resource Management (Vol. 26, Issue 20, pp. 2632–2651). https://doi.org/10.1080/09585192.2014.1003084
dc.relationChowhan, J. (2016). Unpacking the black box: understanding the relationship between strategy, HRM practices, innovation and organizational performance. In Human Resource Management Journal (Vol. 26, Issue 2, pp. 112–133). https://doi.org/10.1111/1748-8583.12097
dc.relationCoccia, M. (2019). Intrinsic and Extrinsic Incentives to Support Motivation and Performance of Public Organizations. Journal of Economics Bibliography, 6(6), 20–29.
dc.relationColbert, B. A. (2004). The Complex Resource-Based View: Implications for Theory and Practice in Strategic Human Resource Management. In The Academy of Management Review (Vol. 29, Issue 3, p. 341). https://doi.org/10.2307/20159047
dc.relationDearman, D., Kellar, M., & Truong, K. N. (2008). An examination of daily information needs and sharing opportunities. In Proceedings of the ACM 2008 conference on Computer supported cooperative work - CSCW ’08. https://doi.org/10.1145/1460563.1460668
dc.relationDelarue, A., Van Hootegem, G., Procter, S., & Burridge, M. (2008). Teamworking and organizational performance: A review of survey-based research. In International Journal of Management Reviews (Vol. 10, Issue 2, pp. 127–148). https://doi.org/10.1111/j.1468-2370.2007.00227.x
dc.relationDemortier, A.-L. P., Delobbe, N., & El Akremi, A. (2014). Opening the Black Box of HR Practices - Performance Relationship: Testing a Three Pathways AMO Model. In Academy of Management Proceedings (Vol. 2014, Issue 1, p. 14932). https://doi.org/10.5465/ambpp.2014.102
dc.relationDen Hartog, D. N., & Belschak, F. D. (2012). When does transformational leadership enhance employee proactive behavior? The role of autonomy and role breadth self-efficacy. The Journal of Applied Psychology, 97(1), 194–202.
dc.relationEriksson, T., & Ortega, J. (2006). The Adoption of Job Rotation: Testing the Theories. In ILR Review (Vol. 59, Issue 4, pp. 653–666). https://doi.org/10.1177/001979390605900407
dc.relationFairbank, J. F., & Williams, S. D. (2001). Motivating Creativity and Enhancing Innovation through Employee Suggestion System Technology. In Creativity and Innovation Management (Vol. 10, Issue 2, pp. 68–74). https://doi.org/10.1111/1467-8691.00204
dc.relationFawcett, S. E., Osterhaus, P., Magnan, G. M., Brau, J. C., & McCarter, M. W. (2007). Information sharing and supply chain performance: the role of connectivity and willingness. In Supply Chain Management: An International Journal (Vol. 12, Issue 5, pp. 358–368). https://doi.org/10.1108/13598540710776935
dc.relationFay, D., Shipton, H., West, M. A., & Patterson, M. (2015). Teamwork and Organizational Innovation: The Moderating Role of the HRM Context. In Creativity and Innovation Management (Vol. 24, Issue 2, pp. 261–277). https://doi.org/10.1111/caim.12100
dc.relationFu, N., Flood, P. C., Bosak, J., Morris, T., & O’Regan, P. (2013). Exploring the performance effect of HPWS on professional service supply chain management. In Supply Chain Management: An International Journal (Vol. 18, Issue 3, pp. 292–307). https://doi.org/10.1108/scm-04-2012-0118
dc.relationFurnham, A., Eracleous, A., & Chamorro‐Premuzic, T. (2009). Personality, motivation and job satisfaction: Hertzberg meets the Big Five. In Journal of Managerial Psychology (Vol. 24, Issue 8, pp. 765–779). https://doi.org/10.1108/02683940910996789
dc.relationGarcía, N. N. (2006). PRODUCTIVIDAD: Una propuesta desde la gestión del conocimiento. Revista Escuela de Administración de Negocios, 58, 87–106.
dc.relationGould-Williams, J. S., & Gatenby, M. (2010). The Effects Of Organizational Context And Teamworking Activities On Performance Outcomes. In Public Management Review (Vol. 12, Issue 6, pp. 759–787). https://doi.org/10.1080/14719037.2010.488862
dc.relationGuest, D. E. (2002). Perspectives on the Study of Work-life Balance. In Social Science Information (Vol. 41, Issue 2, pp. 255–279). https://doi.org/10.1177/0539018402041002005
dc.relationGuest, D. E., Michie, J., Conway, N., & Sheehan, M. (2003). Human Resource Management and Corporate Performance in the UK. In British Journal of Industrial Relations (Vol. 41, Issue 2, pp. 291–314). https://doi.org/10.1111/1467-8543.00273
dc.relationGuisado González, M., Vila Alonso, M. and Guisado Tato, M., 2016. Innovación, capacidad productiva, formación en el puesto de trabajo y productividad. Cuadernos de Gestión, 16 (2), 77-92. DOI: 10.5295/cdg.140513mgCuadernos de Gestión, 16(2), 77–92.
dc.relationHansen, F., Smith, M., & Hansen, R. B. (2002). Rewards and Recognition in Employee Motivation. In Compensation & Benefits Review (Vol. 34, Issue 5, pp. 64–72). https://doi.org/10.1177/0886368702034005010
dc.relationHarley, B. (1999). THE MYTH OF EMPOWERMENT: WORK ORGANISATION, HIERARCHY AND EMPLOYEE AUTONOMY IN CONTEMPORARY AUSTRALIAN WORKPLACES. In Work, Employment and Society (Vol. 13, Issue 1, pp. 041–066). https://doi.org/10.1017/s0950017099000045
dc.relationHerman, G. L. (2012). Designing contributing student pedagogies to promote students’ intrinsic motivation to learn. In Computer Science Education (Vol. 22, Issue 4, pp. 369–388). https://doi.org/10.1080/08993408.2012.727711
dc.relationHsu, Y.-R., & Leat, M. (2000). A study of HRM and recruitment and selection policies and practices in Taiwan. In The International Journal of Human Resource Management (Vol. 11, Issue 2, pp. 413–435). https://doi.org/10.1080/095851900339936
dc.relationHuang, H. J., & Cullen, J. B. (2009). Labour Flexibility and Related HRM Practices: A Study of Large Taiwanese Manufacturers. In Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l’Administration (Vol. 18, Issue 1, pp. 33–39). https://doi.org/10.1111/j.1936-4490.2001.tb00242.x
dc.relationHughes, J. (2007). The Ability-Motivation-Opportunity Framework for Behavior Research in IS. 2007 40th Annual Hawaii International Conference on System Sciences (HICSS’07). https://doi.org/10.1109/hicss.2007.518. (n.d.). Retrieved August 17, 2020, from https://doi.org/10.1109/hicss.2007.518
dc.relationHuselid, M. A. (1995). THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TURNOVER, PRODUCTIVITY, AND CORPORATE FINANCIAL PERFORMANCE. In Academy of Management Journal (Vol. 38, Issue 3, pp. 635–672). https://doi.org/10.2307/256741
dc.relationIslam, G. (2012). Recognition, Reification, and Practices of Forgetting: Ethical Implications of Human Resource Management. In Journal of Business Ethics (Vol. 111, Issue 1, pp. 37–48). https://doi.org/10.1007/s10551-012-1433-0
dc.relationJacobson, N., Trojanowski, L., & Dewa, C. S. (2012). What do peer support workers do? A job description. BMC Health Services Research, 12, 205.
dc.relationJensen, J. M., Patel, P. C., & Messersmith, J. G. (2013). High-Performance Work Systems and Job Control. In Journal of Management (Vol. 39, Issue 6, pp. 1699–1724). https://doi.org/10.1177/0149206311419663
dc.relationJiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., & Winkler, A.-L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance. In Human Resource Management Review (Vol. 22, Issue 2, pp. 73–85). https://doi.org/10.1016/j.hrmr.2011.11.005
dc.relationJiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms. In Academy of Management Journal (Vol. 55, Issue 6, pp. 1264–1294). https://doi.org/10.5465/amj.2011.0088
dc.relationKalpakjian, S., & Schmid, S. R. (2002). Manufactura, ingeniería y tecnología. Pearson Educación.
dc.relationKim, K. Y., Pathak, S., & Werner, S. (2015). When do international human capital enhancing practices benefit the bottom line? An ability, motivation, and opportunity perspective. In Journal of International Business Studies (Vol. 46, Issue 7, pp. 784–805). https://doi.org/10.1057/jibs.2015.10
dc.relationKuipers, B. S., & Stoker, J. I. (2009). Development and performance of self-managing work teams: a theoretical and empirical examination. In The International Journal of Human Resource Management (Vol. 20, Issue 2, pp. 399–419). https://doi.org/10.1080/09585190802670797
dc.relationLiao, H., & Chuang, A. (2004). A Multilevel Investigation of Factors Influencing Employee Service Performance and Customer Outcomes. In Academy of Management Journal (Vol. 47, Issue 1, pp. 41–58). https://doi.org/10.5465/20159559
dc.relationLockwood, N., & Society for Human Resource Management (U.S.). (2007). Work/life Balance: Challenges and Solutions. Society for Human Resource.
dc.relationLozano-Reina, G., & Marín, G. S. (2019). Prácticas de recursos humanos y rendimiento empresarial: Explorando el modelo AMO en las PYME españolas. In Small Business International Review (Vol. 3, Issue 1, pp. 67–85). https://doi.org/10.26784/sbir.v3i1.175
dc.relationMarin-Garcia, J. A., & Tomas, J. M. (2016). Deconstructing AMO framework: a systematic review. In Intangible Capital (Vol. 12, Issue 4, p. 1040). https://doi.org/10.3926/ic.838
dc.relationMesmer-Magnus, J. R., & Dechurch, L. A. (2009). Information sharing and team performance: a meta-analysis. The Journal of Applied Psychology, 94(2), 535–546.
dc.relationMessersmith, J. G., Patel, P. C., Lepak, D. P., & Gould-Williams, J. (2011). Unlocking the black box: exploring the link between high-performance work systems and performance. The Journal of Applied Psychology, 96(6), 1105–1118.
dc.relationMoen, P., & Yu, Y. (2000). Effective Work/Life Strategies: Working Couples, Work Conditions, Gender, and Life Quality. Social Problems, 47(3), 291–326.
dc.relationMowday, R. T. (1984). Strategies for adapting to high rates of employee turnover. Human Resource Management, 23(4), 365–380.
dc.relationNafukho, F. M., Hairston, N., & Brooks, K. (2004). Human capital theory: implications for human resource development. In Human Resource Development International (Vol. 7, Issue 4, pp. 545–551). https://doi.org/10.1080/1367886042000299843
dc.relationNegocios, E. y. (2019, February 3). Colombia frenará excesivo ingreso de barras de acero. El Tiempo. https://www.eltiempo.com/economia/sectores/mayor-arancel-de-colombia-a-importaciones-de-acero-322506
dc.relationOrtega, J. (2001). Job Rotation as a Learning Mechanism. In Management Science (Vol. 47, Issue 10, pp. 1361–1370). https://doi.org/10.1287/mnsc.47.10.1361.10257
dc.relationParacha, O. S., Ismail, W. K. W., & Amin, S. M. (2014). The concept of HPWS-Performance relationship: Framework for Education Industry. In Intangible Capital (Vol. 10, Issue 3). https://doi.org/10.3926/ic.369
dc.relationPennell, K. (2010). The role of flexible job descriptions in succession management. In Library Management (Vol. 31, Issue 4/5, pp. 279–290). https://doi.org/10.1108/01435121011046344
dc.relationPurcell, J., & Hutchinson, S. (2007). Front-line managers as agents in the HRM-performance causal chain: theory, analysis and evidence. In Human Resource Management Journal (Vol. 17, Issue 1, pp. 3–20). https://doi.org/10.1111/j.1748-8583.2007.00022.x
dc.relationSampieri, R. H., Collado, C. F., & Lucio, P. B. (2003). Metodología de la investigación.
dc.relationSampieri, R. H., Salazar, N. E. Z., & Torres, C. P. M. (2013). Metodología de la investigación para bachillerato.
dc.relationSchimansky, S. (2014). The effect of a high-commitment work system on innovative behavior of employees. Bachelor’s Thesis, University of Twente.
dc.relationSomos el acero que hace fuerte a Colombia - Ternium. (2020). Retrieved August 2, 2020, from https://co.ternium.com/es/
dc.relationSterling, A., & Boxall, P. (2013). Lean production, employee learning and workplace outcomes: a case analysis through the ability-motivation-opportunity framework. In Human Resource Management Journal (Vol. 23, Issue 3, pp. 227–240). https://doi.org/10.1111/1748-8583.12010
dc.relationSumelius, J., Björkman, I., Ehrnrooth, M., Mäkelä, K., & Smale, A. (2014). What Determines Employee Perceptions of HRM Process Features? The Case of Performance Appraisal in MNC Subsidiaries. In Human Resource Management (Vol. 53, Issue 4, pp. 569–592). https://doi.org/10.1002/hrm.21604
dc.relationSun, L.-Y., Aryee, S., & Law, K. S. (2007). High-Performance Human Resource Practices, Citizenship Behavior, and Organizational Performance: A Relational Perspective. In Academy of Management Journal (Vol. 50, Issue 3, pp. 558–577). https://doi.org/10.5465/amj.2007.25525821
dc.relationSweetland, S. R. (1996). Human Capital Theory: Foundations of a Field of Inquiry. In Review of Educational Research (Vol. 66, Issue 3, pp. 341–359). https://doi.org/10.3102/00346543066003341
dc.relationTernium (2019). Informe revisión proyectos de inversión.
dc.relationTorres, C. A. B., & Bernal, C. A. (2010). Metodología de la investigación: administración, economía, humanidades y ciencias sociales. Pearson Educación.
dc.relationvan Amelsvoort, P., & Benders, J. (1996). Team time: a model for developing self‐directed work teams. In International Journal of Operations & Production Management (Vol. 16, Issue 2, pp. 159–170). https://doi.org/10.1108/01443579610109901
dc.relationVerdinejad, F., Mokhtari Mughari, A., Verdinejad, &. G., Mokhtari Mughari, A., & Ghasemi, M. (2010). Organizational suggestion system in the era of holding by developing an innovative model : the case of bonyade ta avon holding in Iran(an applied model). Iranian Journal of Management Studies, 3(3), 5–24.
dc.relationWade, Wade, & Hulland. (2004). Review: The Resource-Based View and Information Systems Research: Review, Extension, and Suggestions for Future Research. In MIS Quarterly (Vol. 28, Issue 1, p. 107). https://doi.org/10.2307/25148626
dc.relationWay, S. A. (2002). High Performance Work Systems and Intermediate Indicators of Firm Performance Within the US Small Business Sector. In Journal of Management (Vol. 28, Issue 6, pp. 765–785). https://doi.org/10.1177/014920630202800604
dc.relationWood, S., Nolte, S., Burridge, M., Rudloff, D., & Green, W. (2015). Dimensions and location of high-involvement management: fresh evidence from the UK Commission’s 2011 Employer Skills Survey. In Human Resource Management Journal (Vol. 25, Issue 2, pp. 166–183). https://doi.org/10.1111/1748-8583.12064
dc.relationWorldsteel | Steel Data Viewer. (2019). Retrieved December 11, 2019, from http://www.worldsteel.org/internet-2017/steel-by-topic/statistics/steel-data-viewer/MCSP_crude_steel_monthly/CHN/IND/COL
dc.relationWright, P. M., & Ulrich, M. D. (2017). A Road Well Traveled: The Past, Present, and Future Journey of Strategic Human Resource Management. In Annual Review of Organizational Psychology and Organizational Behavior (Vol. 4, Issue 1, pp. 45–65). https://doi.org/10.1146/annurev-orgpsych-032516-113052
dc.relationYeatts, D., & Hyten, C. (1998). High-Performing Self-Managed Work Teams: A Comparison of Theory to Practice. https://doi.org/10.4135/9781483328218
dc.relationYousef, D. A. (1998). Satisfaction with job security as a predictor of organizational commitment and job performance in a multicultural environment. In International Journal of Manpower (Vol. 19, Issue 3, pp. 184–194). https://doi.org/10.1108/01437729810216694
dc.relationYuxin, A. (2009). The Enterprise High-Performance Work System and Its Enlightenment to Enterprises of Our Country. In 2009 International Conference on Information Management, Innovation Management and Industrial Engineering. https://doi.org/10.1109/iciii.2009.468
dc.relationZhang, Y., Long, L., Wu, T.-Y., & Huang, X. (2015). When is pay for performance related to employee creativity in the Chinese context? The role of guanxi HRM practice, trust in management, and intrinsic motivation. In Journal of Organizational Behavior (Vol. 36, Issue 5, pp. 698–719). https://doi.org/10.1002/job.2012
dc.rightsAtribución-NoComercial-SinDerivadas 4.0 Internacional
dc.rightsAcceso abierto
dc.rightshttp://creativecommons.org/licenses/by-nc-nd/4.0/
dc.rightsinfo:eu-repo/semantics/openAccess
dc.rightsDerechos reservados - Universidad Nacional de Colombia
dc.titleLa mejora del desempeño y el enfoque AMO en la línea de enderezado y empaque de la empresa Ternium Manizales
dc.typeTesis


Este ítem pertenece a la siguiente institución