Una propuesta metodológica para la realización de búsquedas sistemáticas de bibliografía (A methodological proposal for the systematic literature review)

Medina‐López, Carmen; Marín-García, Juán A.; Alfalla-Luque, Rafaela

doi:10.4995/wpom.v1i2.786

Cited by 53 publications

(28 citation statements)

References 31 publications

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“…Moreover, this systematic review protocol uses transparent procedures for ensuring a structured work that could be easily replicated in future research. Finally, this searching protocol was also designed to minimize bias (Delgado Rodríguez, 2010;Marín-García, Ramirez Bayarri & Atares Huerta, 2015;Medina-López, Alfalla-Luque & Marín-García, 2011;Medina-López, Marín-García & Alfalla Luque, 2010).…”

Section: Methodsmentioning

confidence: 99%

Deconstructing AMO framework: a systematic review

Marín-García

Martinez-Tomas²

2016

Self Cite

172

112

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Purpose: The AMO framework has been widely accepted in HRM literature for explaining the linkage between human resources practices and performance. However, it remains unclear whether this model has been fully demonstrated or not. Hence, we propose a systematic review that aims at identifying those investigations that have thoroughly tested the model, as well as the approaches used by them. Findings: AMO model is an excellent and structured framework that provides a better understanding of the relationship between HRM and performance. Moreover, the effectiveness of the model's proposal appears to be beyond doubt. In fact, a well trained and skilled employee will perform better, and a motivated worker will be ready to "go the extra mile".Likewise, if the work environment does not provide adequate opportunities, both abilities and motivation might become meaningless. However, we consider that many other factors could influence the positive effects of HPWS. As a matter of fact, not only contextual factors, but -1040-Intangible Capital -http://dx.doi.org/10.3926/ic.838 also individual beliefs, personal affinities, or personal circumstances (among others) might affect the implementation of these practices and the subsequent outcomes. For this reason, we consider that developing an HRM model that perfectly fit any situation is a very complicated, if not impossible, task. Research limitations/implications:The results show a significant variability in both research approaches and variables taken into consideration. In addition, it seems that little research has been conducted to verify the AMO model directly. Therefore, we consider that there is a great need to study the model from a more systematic perspective. A thorough understanding of the model could lead to a better understanding of the problems that organizations face when implementing human resource practices.Originality/value: Our study shed light on some aspects of the AMO framework within the HRM context. Specifically, we aimed to identify whether or not it is possible to confirm the model as it was originally proposed. We also find out which HR practices and measures of performance were considered across investigations, to define a standard approach.

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Section: Methodsmentioning

confidence: 99%

Deconstructing AMO framework: a systematic review

Marín-García

Martinez-Tomas²

2016

Self Cite

172

112

View full text Add to dashboard Cite

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“…De los resultados obtenidos se realizó un filtro manual por título y resumen (Medina-López et al, 2010). En el primer paso, se seleccionaron aquellas referencias que cumplían simultáneamente estos dos criterios: Posteriormente se realizó un filtrado de esos 116 artículos, leyendo el artículo completo y seleccionando sólo aquellos que relacionaban el grado de uso de las prácticas de alta implicación y los resultados.…”

Section: And Doctype=articleunclassified

Resultados percibidos obtenidos por las empresas asociados al uso de las prácticas de alta implicación (HIWP) (perceived results obtained by companies associated to the use of high involvement work practices)

Conci

2012

Work. pap. oper. manag.

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El objetivo principal de este artículo es investigar las relaciones entre las prácticas de alta implicación (HIWP) y los resultados percibidos por los mandos de las empresas. En la investigación identificamos los metaanalisis y revisiones de literatura realizados en los últimos 25 años. Aportamos una revisión de literatura de los artículos publicados en los años no contenidos en las revisiones anteriores (del 2007 al 2011) y que analizan la asociación de los indicadores de productividad, satisfacción, calidad, competitividad o atención al cliente como resultados de la aplicación de las HIWP. Como principal conclusión podemos indicar que la adopción de las HIWP, en general, aporta resultados positivos a las organizaciones.

(The main goal of this article is to investigate the relationships between high involvement work practices (HIWP) and the results perceived by managers of the companies using them. In the research we identify both the meta-analyses and the literature reviews done in the last 25 years. We present a revision of the literature of the articles published in the years not included in the previous revisions (from 2007 to 2011) and that analyze the association of productivity, satisfaction, quality, competitiveness or customer care indicators, as a result of the use of HIWP. As a main conclusion we can show that the adoption of HIWP, in general, contribute with positive results to the organizations).

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“…Para alcanzar el objetivo de conocer y analizar los sistemas de control de la fuerza de ventas se han recogido fuentes secundarias en publicaciones académicas y profesionales de prestigio. La selección de las referencias bibliográficas se ha efectuado siguiendo básicamente el criterio de Medina-López et al (2010) relativo a las fuentes de información para búsquedas sistemáticas de bibliografía. En primer lugar se han seleccionado las palabras clave citadas en el apartado "keywords", tanto en español como en inglés: fuerza de ventas, sistemas de control, dirección de ventas, equipos de ventas (sales force, control systems, sales management, sales teams).…”

Section: Metodologíaunclassified

Los sistemas de control de la fuerza de ventas (the sales force control systems)

Molina

Benet²

2012

Work. pap. oper. manag.

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El objetivo de este análisis es estudiar qué sistemas son utilizados para controlar a la fuerza de ventas y cuáles son más adecuados, si aquellos basados en el resultado o los basados en el comportamiento.

Los directores de ventas deben combinar una cantidad elevada de diferentes elementos de control que podrán afectar al comportamiento de los vendedores de forma diferente. La combinación individual en un sistema integrado de supervisión es un ejercicio de gran complejidad que debe indicar a los vendedores cómo se supone que deben realizar su trabajo (Oliver y Anderson, 1994). La selección de herramientas y procesos depende de los objetivos que se quieran conseguir.

Para analizar las ventajas e inconvenientes de cada uno de estos sistemas se ha realizado una revisión de la literatura. Tras este análisis se deduce que lo más aconsejable, en el caso de la fuerza de ventas, es utilizar un sistema híbrido.

En un trabajo posterior, se podrían identificar las variables más adecuadas en función de los objetivos que quiera lograr cada empresa, lo que en concreto puede ser de gran utilidad para las pymes que carecen de sistemas de control. Su aplicación podrá permitir valorar la eficacia de las variables seleccionadas.

(The objective of this paper is to analyze the suitability of the systems used to control the sales force: those that use the results as a reference and those that take into account aspects related to the behavior of sellers, to determine if they meet the objectives established by the company. It is therefore a complex issue that should guide the vendors in terms of how they are supposed to do their work (Oliver and Anderson, 1994). The literature review indicates that in most cases, hybrid systems are used with a predominance of one or another component, depending on the type of company, product and purpose. This study aims to facilitate the managers how to identify the variables that best suit the goals each company wants to achieve. This can be particularly useful for some SMEs which usually lack these control systems but intuitively know there are some ways to improve the management of their sales forces. From an academic position, this analysis can be used to reflect on the control systems of the sales force and to suggest further developments).

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Una propuesta metodológica para la realización de búsquedas sistemáticas de bibliografía (A methodological proposal for the systematic literature review)

Cited by 53 publications

References 31 publications

Deconstructing AMO framework: a systematic review

Deconstructing AMO framework: a systematic review

Resultados percibidos obtenidos por las empresas asociados al uso de las prácticas de alta implicación (HIWP) (perceived results obtained by companies associated to the use of high involvement work practices)

Los sistemas de control de la fuerza de ventas (the sales force control systems)

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