Thesis defense of Alaine Garmendia Ochoantesana

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Thesis defense of Alaine Garmendia Ochoantesana

THESIS

Thesis defense of Alaine Garmendia Ochoantesana

Title of the thesis: “Causality between High-Involvement Work Systems, Employee Attitudes and Organisational Performance: a Two-Wave Longitudinal Study”. Obtained the SOBRESALIENTE qualification and the CUM LAUDE and DOCTOR INTERNACIONAL mentions.

2019·12·29

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  • Title of the thesis: “Causality between High-Involvement Work Systems, Employee Attitudes and Organisational Performance: a Two-Wave Longitudinal Study”.
  • PhD programme: DOCTORATE PROGRAMME IN MECHANICAL ENGINEERING AND ELECTRICAL ENERGY
  • Thesis directors: Unai Elorza Iñurrategui, Damian Madinabeitia Olabarria
  • Court:
    • President: Dra. Dña. Jaione Ganzarain Epelde (Mondragon Unibertsitatea)
    • Vocal: Dr. D Aitor Aritzeta Galan (Universidad del País Vasco)
    • Vocal: Dra. Dña. Brigitte Kroon (Tilburg University)
    • Vocal: Dr. D. Alvaro Lleó de Nalda  (Universidad de Navarra)
    • Secretary: Dra. Dña. Irune Gómez Pescador (Mondragon Unibertsitatea)

Abstract

In the ferocious and fast changing global workplace of today, maintaining competitive advantage has become paramount to success. Employees matter today more than ever since they become non-imitable sources of firm uniqueness that can deliver value to every stakeholder. Based on this, a wealth of studies have been conducted analysing the relationship between Human Resource Management (HRM) and Organisational Performance (OP), however, most of them have been cross-sectional and have tested the direction of causality from HRM towards performance. There is an absence of longitudinal studies within the field of Strategic Human Resource Management (SHRM), and conceptual and methodological ambiguity about time has prevented more accurate answers to the causality debate. In addition, few studies have elucidated how the relationship occurs (known as the Black Box). 

The main goal of this thesis was to conduct a longitudinal study to understand the causal relationships between HRM [High-Involvement Work Systems (HIWS)] and OP (productivity and absenteeism), and their relationship with employee attitudes (job satisfaction and organisational commitment). Two longitudinal two-wave samples were analysed using a longitudinal Structural Equation Modelling (SEM) technique, the Cross-Lagged Model (CLM). The first sample included 104 retail stores with 6,016 responses for the first wave (year 2011) and 5,842 responses for the second wave (year 2015). The second sample included 25 industrial companies with 3,591 responses for the first wave (year 2013) and 3,752 responses for the second wave (year 2017). 

The results were intriguing: (i) none of the hypothesised causal relationships were significant for sample 1, and (ii) the positive influence of HIWS on OP was supported for sample 2. Semi-structured interviews were conducted with relevant people in each sample to understand the contextual paradigm. Our quanti-qualitative research together with a thorough process of inquiry, showed that the following factors may have an influence on the HRM-OP relationship: (i) the choice of variables, (ii) time lags, (iii) sectors, and (iv) the managerial decisions taken under tough economic circumstances and the associated uncertainty. Hence, the presented evidence is congruent with contingency theory and indicate that the results of the HRM-OP link are contingent on methodological and external boundary conditions.