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The COVID-19 pandemic affected the relationship between work and life almost everywhere on the planet. Suddenly, remote work became the mainstream way of working for millions of workers. In this context, we explore how the relationship between remote work, work stress, and work–life developed during pandemic times in a Latin America context. In a sample of 1285 responses collected between April and May 2020, through a PLS-SEM model, we found that remote work in pandemic times increased perceived stress (β = 0.269; p< 0.01), reduced work–life balance (β = −0.225; p< 0.01) and work satisfaction (β = −0.190; p< 0.01), and increased productivity (β = 0.120; p< 0.01) and engagement (β = 0.120; p< 0.01). We also found a partial moderating effect, competitive and complementary, of perceived stress, and one significant gender difference: when working remotely, perceived stress affects men’s productivity more acutely than women’s productivity.
Juan Sandoval-Reyes; Sandra Idrovo-Carlier; Edison Duque-Oliva. Remote Work, Work Stress, and Work–Life during Pandemic Times: A Latin America Situation. International Journal of Environmental Research and Public Health 2021, 18, 7069 .
AMA StyleJuan Sandoval-Reyes, Sandra Idrovo-Carlier, Edison Duque-Oliva. Remote Work, Work Stress, and Work–Life during Pandemic Times: A Latin America Situation. International Journal of Environmental Research and Public Health. 2021; 18 (13):7069.
Chicago/Turabian StyleJuan Sandoval-Reyes; Sandra Idrovo-Carlier; Edison Duque-Oliva. 2021. "Remote Work, Work Stress, and Work–Life during Pandemic Times: A Latin America Situation." International Journal of Environmental Research and Public Health 18, no. 13: 7069.
The purpose of this article is to discuss the relationship between sustainability and health in the context of the coronavirus pandemic in Latin America, the region with the second highest number of deaths due to COVID-19. After performing a dialectical analysis on mass media discourses about the pandemic, we argue that sustainability must be understood in relation to tensions such as (a) health and economy, (b) isolation and interconnectedness of health management, and (c) access to and excess of information about the pandemic. Based on this analysis, we suggest that if health is to be considered a fourth pillar of sustainability, it needs to be approached in close connection with these inseparable and irreducible tensions in order to broaden the way in which it has been approached in global sustainable development agendas and to recognize the role of individuals and communities in health issues.
Adriana Angel; Lissette Marroquin-Velasquez; Sandra Idrovo. Dialectical Tensions of Sustainability and Health during the COVID-19 Pandemic: A Tale from Latin America. Sustainability 2021, 13, 7387 .
AMA StyleAdriana Angel, Lissette Marroquin-Velasquez, Sandra Idrovo. Dialectical Tensions of Sustainability and Health during the COVID-19 Pandemic: A Tale from Latin America. Sustainability. 2021; 13 (13):7387.
Chicago/Turabian StyleAdriana Angel; Lissette Marroquin-Velasquez; Sandra Idrovo. 2021. "Dialectical Tensions of Sustainability and Health during the COVID-19 Pandemic: A Tale from Latin America." Sustainability 13, no. 13: 7387.
Purpose This study aims to elucidate the relationship between women's participation on the board of directors and the company's financial performance in a sample of 45 Colombian companies listed on the Colombia Stock Exchange (CSE) (Bolsa de Valores de Colombia). Design/methodology/approach Using 50,214 financial records of 45 companies listed on the CSE during 2008–2016, the authors performed panel data regressions to explore the relationship between the measures of gender diversity on boards and the impact on corporate financial performance. Findings The authors show that the participation and presence of at least one woman on the board of directors are positively associated with firm financial performance as measured by return on equity (ROE), but not as measured by Tobin’s Q. This second indicator is positively associated with firm financial performance when there are at least three female directors on boards of 10 or more individuals. Practical implications The findings also provide evidence supporting the development of managerial and organizational mechanisms that strengthen female presence at the highest level of governance. Originality/value The study demonstrates that female presence on boards has a positive impact on firms’ financial performance, but the degree of diversity impacts differently ROE and Tobin’s Q. These findings are based on a study of an emerging economy in Latin America, and data on similar economies are scarce.
Pamela Leyva-Townsend; Wilson Rodriguez; Sandra Idrovo; Fredy Pulga. Female board participation and firm’s financial performance: a panel study from a Latin American economy. Corporate Governance: The International Journal of Business in Society 2021, 21, 920 -938.
AMA StylePamela Leyva-Townsend, Wilson Rodriguez, Sandra Idrovo, Fredy Pulga. Female board participation and firm’s financial performance: a panel study from a Latin American economy. Corporate Governance: The International Journal of Business in Society. 2021; 21 (5):920-938.
Chicago/Turabian StylePamela Leyva-Townsend; Wilson Rodriguez; Sandra Idrovo; Fredy Pulga. 2021. "Female board participation and firm’s financial performance: a panel study from a Latin American economy." Corporate Governance: The International Journal of Business in Society 21, no. 5: 920-938.
En este capítulo, se trata la importancia de la confianza en las relaciones laborales, en todo momento y, en especial, en las crisis, cuando el miedo ante las graves circunstancias acentúa la ausencia de control y alimenta la desconfianza frente a modalidades nuevas, como, por ejemplo, el teletrabajo, en la última pandemia provocada por la covid-19. De igual modo, se analiza el impacto del teletrabajo en la integración de la vida laboral, familiar y personal, haciendo énfasis en cómo se pueden desarrollar algunas estrategias para mejorar esa integración precisamente en situaciones de crisis.
Sandra Idrovo Carlier. Modalidades de trabajo: confianza e integración. Dirección empresarial: ¿cómo navegar en tiempos de crisis? 2020, 155 -166.
AMA StyleSandra Idrovo Carlier. Modalidades de trabajo: confianza e integración. Dirección empresarial: ¿cómo navegar en tiempos de crisis?. 2020; ():155-166.
Chicago/Turabian StyleSandra Idrovo Carlier. 2020. "Modalidades de trabajo: confianza e integración." Dirección empresarial: ¿cómo navegar en tiempos de crisis? , no. : 155-166.
Sandra Idrovo Carlier; Rodrigo Costamagna; Pedro Mendi; Juan Manuel Parra. Low-skilled labor markets as a constraint on business strategy choices: A theoretical approach. Journal of Business Research 2019, 102, 228 -234.
AMA StyleSandra Idrovo Carlier, Rodrigo Costamagna, Pedro Mendi, Juan Manuel Parra. Low-skilled labor markets as a constraint on business strategy choices: A theoretical approach. Journal of Business Research. 2019; 102 ():228-234.
Chicago/Turabian StyleSandra Idrovo Carlier; Rodrigo Costamagna; Pedro Mendi; Juan Manuel Parra. 2019. "Low-skilled labor markets as a constraint on business strategy choices: A theoretical approach." Journal of Business Research 102, no. : 228-234.
Purpose The purpose of this paper is to explore how family-supportive supervisor behaviour (FSSB) and organisational work–family policies (WFP) influence turnover intention (TI), satisfaction with work–family balance (SWFB) and prosocial motivation (PSM) in employees in organisations in the private sector in Colombia and Chile. It also explores whether a family -friendly organisational culture (FFOC) moderates this relationship. Design/methodology/approach A questionnaire (the International Family-Responsible Employed Index) was used to survey 486 employees (Chile: 255, Colombia: 231). The questionnaire consisted of three main sections: independent variables (WFP, FSSB, (FFOC and individual characteristics); dependent variables (organisational outcomes of TI, loyalty and commitment, and individual outcomes of health, WFE, SWFB, PSM and intrinsic); and demographic indicators. Structural equation modelling was used to test the possibility of comparing both countries and the model proposed. Findings Results show a negative relationship between FSSB and TI, and a positive relationship between FSSB and SWFB and PSM. There are no significant differences among countries, except when looking at PSM. FFOC moderates the relationships between FSSB and TI, between policies and FSSB and SWFB and between FSSB and PSM. It also has a direct effect on PSM. Originality/value This paper is one of the first to offer comparative data from organisations and managers in Latin American countries at the work–family interface. It also contributes to the literature, offering results partly consistent with studies in Anglo–Saxon countries.
Sandra Idrovo; María José Bosch. The impact of different forms of organisational support and work–life balance in Chile and Colombia. Academia Revista Latinoamericana de Administración 2019, 32, 326 -344.
AMA StyleSandra Idrovo, María José Bosch. The impact of different forms of organisational support and work–life balance in Chile and Colombia. Academia Revista Latinoamericana de Administración. 2019; 32 (3):326-344.
Chicago/Turabian StyleSandra Idrovo; María José Bosch. 2019. "The impact of different forms of organisational support and work–life balance in Chile and Colombia." Academia Revista Latinoamericana de Administración 32, no. 3: 326-344.
José M. Alcaraz; Lourdes Susaeta; Esperanza Suarez; Carlos Colón; Isis Gutiérrez-Martínez; Rita Cunha; Francisco Leguizamón; Sandra Idrovo; Natalia Weisz; Manuela Faia Correia; José Ramón Pin. The human resources management contribution to social responsibility and environmental sustainability: explorations from Ibero-America. The International Journal of Human Resource Management 2017, 30, 3166 -3189.
AMA StyleJosé M. Alcaraz, Lourdes Susaeta, Esperanza Suarez, Carlos Colón, Isis Gutiérrez-Martínez, Rita Cunha, Francisco Leguizamón, Sandra Idrovo, Natalia Weisz, Manuela Faia Correia, José Ramón Pin. The human resources management contribution to social responsibility and environmental sustainability: explorations from Ibero-America. The International Journal of Human Resource Management. 2017; 30 (22):3166-3189.
Chicago/Turabian StyleJosé M. Alcaraz; Lourdes Susaeta; Esperanza Suarez; Carlos Colón; Isis Gutiérrez-Martínez; Rita Cunha; Francisco Leguizamón; Sandra Idrovo; Natalia Weisz; Manuela Faia Correia; José Ramón Pin. 2017. "The human resources management contribution to social responsibility and environmental sustainability: explorations from Ibero-America." The International Journal of Human Resource Management 30, no. 22: 3166-3189.
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Nuria Chinchilla; Mireia Las Heras; Esther Jiménez; Sandra Idrovo; Carolina Torres. Responsabilidad Familiar Corporativa (RFC): Colombia. Responsabilidad Familiar Corporativa (RFC): Colombia 2017, 1 .
AMA StyleNuria Chinchilla, Mireia Las Heras, Esther Jiménez, Sandra Idrovo, Carolina Torres. Responsabilidad Familiar Corporativa (RFC): Colombia. Responsabilidad Familiar Corporativa (RFC): Colombia. 2017; ():1.
Chicago/Turabian StyleNuria Chinchilla; Mireia Las Heras; Esther Jiménez; Sandra Idrovo; Carolina Torres. 2017. "Responsabilidad Familiar Corporativa (RFC): Colombia." Responsabilidad Familiar Corporativa (RFC): Colombia , no. : 1.
This paper aims to develop the theoretical concept of the social dimension of corporate social responsibility (CSR) through an empirical study focusing on the Ibero-American hospitality industry. We examined social initiatives in general and, in particular, diversity and social inclusion initiatives in four different Ibero-American countries: Argentina, Colombia, Mexico and Spain. We conducted 54 interviews involving 37 hotel chains. Our study revealed that a significant number of the actions carried out within the framework of the social dimension of CSR, and more specifically diversity and social inclusion, are in response to the concerns of certain people (human resources personnel or managers) rather than a perfectly shaped policy on the actions to be undertaken. Therefore, different actions have been undertaken in hotels that belong to the same chain, depending on the geographical area in which the hotels are operated. After having analyzed the actions undertaken by the hotels to promote diversity and social inclusion, we concluded that CSR actions are still in their early stages.
E. Suárez; L. Susaeta; J.M. Alcaraz; R. Parello; C. Colón; I. Gutierrez; R. Cunha; F. Leguizamón; Sandra Idrovo; N. Weisz; M. Correia; Paula Apascaritei; José Ramón Pin. Does CSR Foster Inclusion and Diversity? An Exploratory Study of Ibero-American Countries. SSRN Electronic Journal 2015, 1 .
AMA StyleE. Suárez, L. Susaeta, J.M. Alcaraz, R. Parello, C. Colón, I. Gutierrez, R. Cunha, F. Leguizamón, Sandra Idrovo, N. Weisz, M. Correia, Paula Apascaritei, José Ramón Pin. Does CSR Foster Inclusion and Diversity? An Exploratory Study of Ibero-American Countries. SSRN Electronic Journal. 2015; ():1.
Chicago/Turabian StyleE. Suárez; L. Susaeta; J.M. Alcaraz; R. Parello; C. Colón; I. Gutierrez; R. Cunha; F. Leguizamón; Sandra Idrovo; N. Weisz; M. Correia; Paula Apascaritei; José Ramón Pin. 2015. "Does CSR Foster Inclusion and Diversity? An Exploratory Study of Ibero-American Countries." SSRN Electronic Journal , no. : 1.
This paper aims to develop the theoretical concept of social CSR through an empirical study focusing on the Ibero-American hospitality industry. We examined social initiatives in general and, in particular, diversity and social inclusion initiatives in four different Ibero-American countries: Argentina, Colombia, Mexico and Spain. We conducted fifty -four interviews involving 37 hotel chains. Our study revealed that a significant number of the actions carried out within the framework of the social dimension of corporate social responsibility (CSR), and more specifically diversity and social inclusion, are in response to the concerns of certain people (HR or Managers) rather than a perfectly shaped policy on the actions to be undertaken. Therefore, different actions have been undertaken in hotels which belong to the same chain, depending on the geographical area in which the hotels are operated. After having analyzed the actions undertaken by the hotels to promote diversity and social inclusion, we concluded that CSR actions are still in their early stages.
Esperanza Suárez; Lourdes Susaeta; M Rosario Perello-Marin; Carlos Colón; Isis Olimpia Gutierrez-Martinez; Rita Campos Cunha; Francisco Leguizamón; Sandra Idrovo; Natalia Weisz; Manuela Correa; Paula Apascaritei; Jose Ramon Pin. CSR: Does It Foster Inclusion and Diversity? An Exploratory Study in the Ibero-American Countries. Academy of Management Proceedings 2015, 2015, 12542 -12542.
AMA StyleEsperanza Suárez, Lourdes Susaeta, M Rosario Perello-Marin, Carlos Colón, Isis Olimpia Gutierrez-Martinez, Rita Campos Cunha, Francisco Leguizamón, Sandra Idrovo, Natalia Weisz, Manuela Correa, Paula Apascaritei, Jose Ramon Pin. CSR: Does It Foster Inclusion and Diversity? An Exploratory Study in the Ibero-American Countries. Academy of Management Proceedings. 2015; 2015 (1):12542-12542.
Chicago/Turabian StyleEsperanza Suárez; Lourdes Susaeta; M Rosario Perello-Marin; Carlos Colón; Isis Olimpia Gutierrez-Martinez; Rita Campos Cunha; Francisco Leguizamón; Sandra Idrovo; Natalia Weisz; Manuela Correa; Paula Apascaritei; Jose Ramon Pin. 2015. "CSR: Does It Foster Inclusion and Diversity? An Exploratory Study in the Ibero-American Countries." Academy of Management Proceedings 2015, no. 1: 12542-12542.
Lourdes Susaeta; José Ramón Pin; Sandra Idrovo; Alvaro Espejo; Maria Belizón; Angela Gallifa; Marisa Aguirre; Eugenio Pedrozo. Generation or culture? Cross Cultural Management 2013, 20, 321 -360.
AMA StyleLourdes Susaeta, José Ramón Pin, Sandra Idrovo, Alvaro Espejo, Maria Belizón, Angela Gallifa, Marisa Aguirre, Eugenio Pedrozo. Generation or culture? Cross Cultural Management. 2013; 20 (3):321-360.
Chicago/Turabian StyleLourdes Susaeta; José Ramón Pin; Sandra Idrovo; Alvaro Espejo; Maria Belizón; Angela Gallifa; Marisa Aguirre; Eugenio Pedrozo. 2013. "Generation or culture?" Cross Cultural Management 20, no. 3: 321-360.