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Assistant Professor of Human Resource Management in the Business Administration and Management Department at Salamanca University. She received a PhD degree in Business Administration from this university. Her main research topic is strategic human resource management and its influence on creativity and innovation. She has previously worked in multinational companies, such as Santander Bank and Bertelsmann. She is a visiting researcher at Lisbon University in Portugal and The George Washington University School of Business in Washington DC (USA). She has attended various international conferences on Business Administration and Management. Since 2012, she has also been a coordinator for the Erasmus program at Salamanca University. In addition, since 2015, she has been a member of the Multidisciplinary Institute of Enterprise (IME) at Salamanca University. She is a regular coordinator for various teaching innovation projects, and she has published a number of research papers in high-impact scientific journals, such as Employee Relations, Journal of Business Research, and Sustainability. Currently, she is Vice-Dean at the Faculty of Economics and Business of Salamanca University
Our main objective was to analyze which paths can lead to the adoption of environmental practices (PRAC) in firms, for which we developed three original alternative research models. Model 1 involves five sources for the adoption of environmental practices: human resource costs, organizational learning capability, firm size, manager educational level and manager experience. Model 2 adopts five sources for PRAC: human resource costs, information technology support, firm size, manager educational level and manager experience. Finally, Model 3 adopts six sources for PRAC: human resource costs, organizational learning capability, information technology support, firm size, manager educational level and manager experience. Therefore, Model 1 uses the organizational learning capability for PRAC, Model 2 uses the information technology support for PRAC and Model 3 uses both organizational learning capability and information technology support for PRAC. We used a fuzzy set qualitative comparative analysis on 349 small- and medium-sized Portuguese firms in twelve industrial sectors. The results show that organizational learning capability (OLC) and information technology support (ITS) are important sources for the development of PRAC. In this line, the three research models show that there are different pathways that lead to PRAC. These research models also show pathways that lead to the absence of PRAC. Therefore, the qualitative findings show the relevancy of OLC and ITS to PRAC. In addition, our findings indicate that, by focusing on variables such as OLC, a firm can find more paths that lead to PRAC. Additionally, with the combination of OLC and ITS, it must be taken into account that only developing ITS without OLC is riskier when obtaining PRAC.
Lucía Muñoz-Pascual; Carla Curado; Jesús Galende. Fuzzy Set Qualitative Comparative Analysis on the Adoption of Environmental Practices: Exploring Technological- and Human-Resource-Based Contributions. Mathematics 2021, 9, 1553 .
AMA StyleLucía Muñoz-Pascual, Carla Curado, Jesús Galende. Fuzzy Set Qualitative Comparative Analysis on the Adoption of Environmental Practices: Exploring Technological- and Human-Resource-Based Contributions. Mathematics. 2021; 9 (13):1553.
Chicago/Turabian StyleLucía Muñoz-Pascual; Carla Curado; Jesús Galende. 2021. "Fuzzy Set Qualitative Comparative Analysis on the Adoption of Environmental Practices: Exploring Technological- and Human-Resource-Based Contributions." Mathematics 9, no. 13: 1553.
The analysis of human resources and sustainable innovation through organizational variables is useful, albeit limited, for predicting complex interactions for sustainability development in small and medium-sized enterprises (SMEs). This paper seeks to overcome this limitation, proposing three models with variables at two levels, namely, for the development of creativity (individual level) and sustainable product innovation performance (organizational level) and sustainability development. Theoretical models are tested using the Structural Equations Model. It is posited that knowledge, motivation, and relationships (individual level) may be predictors of creativity. In addition, creativity is analyzed as a mediator between human resources and sustainable product innovation performance. In this way, it is easier for SMEs to detect on which aspects of HR they should place greater emphasis for sustainable product innovation performance (PIP), with the purpose of reducing the ones associated with the Covid-19 crisis and obtaining a sustainable world. Information was obtained through an online questionnaire involving a sample of 245 certified innovative Spanish SMEs. The results support major findings: (a) knowledge, (b) motivation, and (c) relationships have a positive impact on creativity; (d) the three models hold that creativity fully mediates human resources and sustainable product innovation performance. The paper contributes to the literature on the human resources and sustainable product innovation performance by adopting a multidisciplinary approach, as well as by analyzing variables on two levels, measuring the most internal aspects of employees (wishes, emotions, ideas, or feelings), and explaining the mediating role of employee creativity.
Lucía Muñoz-Pascual; Jesús Galende; Carla Curado. Contributions to Sustainability in SMEs: Human Resources, Sustainable Product Innovation Performance and the Mediating Role of Employee Creativity. Sustainability 2021, 13, 2008 .
AMA StyleLucía Muñoz-Pascual, Jesús Galende, Carla Curado. Contributions to Sustainability in SMEs: Human Resources, Sustainable Product Innovation Performance and the Mediating Role of Employee Creativity. Sustainability. 2021; 13 (4):2008.
Chicago/Turabian StyleLucía Muñoz-Pascual; Jesús Galende; Carla Curado. 2021. "Contributions to Sustainability in SMEs: Human Resources, Sustainable Product Innovation Performance and the Mediating Role of Employee Creativity." Sustainability 13, no. 4: 2008.
This study examines whether intangible resources such as entrepreneurial capital and collecting and donating knowledge contribute to building the absorptive capacity of micro firms to achieve innovation. The study adopts a mixed-methods approach that follows a complementary explanatory design strategy that uses a dataset of 228 micro firms from Brazil. The main findings are that knowledge sharing collection influences absorptive capacity; knowledge sharing collection has a partial mediator role between entrepreneurial capital and absorptive capacity; entrepreneurial capital, knowledge sharing collection, and absorptive capacity contribute to innovation; and knowledge sharing collection influences knowledge sharing donation. The theoretical contributions are the expansion of the view on antecedents of absorptive capacity and innovation in micro firms. The study also has managerial consequences by disclosing the contribution of intangible resources to innovation. Additionally, the study presents the alternative configurations that managers can choose to implement in order to reach absorptive capability and innovation.
Nuno Fernandes Crespo; Carla Curado; Mírian Oliveira; Lucía Muñoz-Pascual. Entrepreneurial capital leveraging innovation in micro firms: A mixed-methods perspective. Journal of Business Research 2020, 123, 333 -342.
AMA StyleNuno Fernandes Crespo, Carla Curado, Mírian Oliveira, Lucía Muñoz-Pascual. Entrepreneurial capital leveraging innovation in micro firms: A mixed-methods perspective. Journal of Business Research. 2020; 123 ():333-342.
Chicago/Turabian StyleNuno Fernandes Crespo; Carla Curado; Mírian Oliveira; Lucía Muñoz-Pascual. 2020. "Entrepreneurial capital leveraging innovation in micro firms: A mixed-methods perspective." Journal of Business Research 123, no. : 333-342.
This paper identifies and analyses six relevant approaches for the analysis of Sustainable Human Resource Management and Organizational Performance: Resource-Based View, Dynamic Capabilities View, Knowledge-Based View, Behavioral Theory, Human Relations Theory, and Cooperative Systems and Ambidextrous Organizations. They are complementarity approaches. They can all be applied to the analysis of a specific resource or capability for sustainable human resource management (HRM) and, consequently, organisational performance. However, the contributions made by the Resource-Based View and the new approach of Ambidextrous Organizations seem to be the most comprehensive approaches for studying sustainable HRM from an internal perspective of firms that allows the long-term development of their organizational and society performance.
Lucía Muñoz-Pascual; Jesús Galende. Sustainable Human Resource Management and Organisational Performance: An Integrating Theoretical Framework for Future Research. Small Business International Review 2020, 4, e281 .
AMA StyleLucía Muñoz-Pascual, Jesús Galende. Sustainable Human Resource Management and Organisational Performance: An Integrating Theoretical Framework for Future Research. Small Business International Review. 2020; 4 (2):e281.
Chicago/Turabian StyleLucía Muñoz-Pascual; Jesús Galende. 2020. "Sustainable Human Resource Management and Organisational Performance: An Integrating Theoretical Framework for Future Research." Small Business International Review 4, no. 2: e281.
This paper studies the effect that ambidextrous knowledge, i.e., oriented knowledge within a firm towards the development of exploitation activities and oriented knowledge towards the development of exploration activities, has on employee creativity, research and development, and sustainable product innovation. We contend that both tacit and explicit knowledge affect employee creativity, research and development, and sustainable product innovation. We empirically tested our hypotheses by using multisource data collected from 245 Spanish firms across fourteen industries. Our structural equation models indicate that these two types of individual knowledge predict employee creativity, which in turn strengthens research and development projects, and sustainable product innovation performance. The results confirm that the relationships between knowledge, creativity, research and development, and sustainable product innovation performance are strong with a high learning capability. A multi-group structural analysis also reveals that positive relations between tacit and explicit knowledge, employee creativity, research and development, and sustainable product innovation performance are stronger within firms that have employees with high learning capability. We provide pertinent recommendations for managers. The efforts and investments made in knowledge support the development of new ideas, new research and development projects, and sustainable product innovation success; employee learning capability has a strong influence on knowledge, creativity, and sustainable product innovation.
Lucía Muñoz-Pascual; Jesús Galende. Ambidextrous Knowledge and Learning Capability: The Magic Potion for Employee Creativity and Sustainable Innovation Performance. Sustainability 2020, 12, 3966 .
AMA StyleLucía Muñoz-Pascual, Jesús Galende. Ambidextrous Knowledge and Learning Capability: The Magic Potion for Employee Creativity and Sustainable Innovation Performance. Sustainability. 2020; 12 (10):3966.
Chicago/Turabian StyleLucía Muñoz-Pascual; Jesús Galende. 2020. "Ambidextrous Knowledge and Learning Capability: The Magic Potion for Employee Creativity and Sustainable Innovation Performance." Sustainability 12, no. 10: 3966.
This study examines the effects that ambidextrous relationships, i.e., oriented relationships within a firm towards the development of exploitation activities and oriented relationships towards the development of exploration activities, have on employee performance in terms of creativity, research and development (R&D), and sustainable innovation performance. We contend that informal relationships affect employee creativity and R&D. However, formal relationships affect employee creativity and sustainable innovation performance. The purpose of this study is to inject new positive relationships into firms by examining ambidextrous relationships and the moderating role of social capability in the relationships–innovation effect. We empirically tested our hypotheses by using multisource data collected from 245 Spanish firms across 14 industries. Our structural equation models suggest that these two types of relationship predict employee creativity, which in turn increases sustainable innovation performance and R&D. The results reveal that the effects between informal relationships and creativity are stronger, as are the effects between formal relationships and sustainable innovation performance. A multigroup structural analysis also reveals that effects between informal and formal relationships, employee creativity, R&D, and sustainable innovation performance are stronger within firms that have employees with high social capability. The efforts and investments made in employee social capital support the development of new ideas, R&D, and innovation success. Support is provided for an ambidextrous Human Resource Management (HRM) approach which is relevant for innovation, and several practical recommendations and implementation guidelines for Small and Medium Enterprises (SMEs) are provided. This study provides a plausible explanation of two important management mechanisms for enhancing creativity—R&D and sustainable innovation performance. Relationships are malleable, and this study suggests that fostering formal and informal relationships might hold the key to sustainable innovation performance and unlocking desirable employee behavior.
Lucía Muñoz-Pascual; Jesús Galende. Ambidextrous Relationships and Social Capability as Employee Well-Being: The Secret Sauce for Research and Development and Sustainable Innovation Performance. International Journal of Environmental Research and Public Health 2020, 17, 3072 .
AMA StyleLucía Muñoz-Pascual, Jesús Galende. Ambidextrous Relationships and Social Capability as Employee Well-Being: The Secret Sauce for Research and Development and Sustainable Innovation Performance. International Journal of Environmental Research and Public Health. 2020; 17 (9):3072.
Chicago/Turabian StyleLucía Muñoz-Pascual; Jesús Galende. 2020. "Ambidextrous Relationships and Social Capability as Employee Well-Being: The Secret Sauce for Research and Development and Sustainable Innovation Performance." International Journal of Environmental Research and Public Health 17, no. 9: 3072.
This research examines how internal and external Human Resource Management (HRM) contributes to Knowledge Sharing (KS) in order to reach Sustainability-Oriented Performance. This paper uses a mixed methods approach to report on the main antecedents of KS for Sustainability-Oriented Performance. There are many antecedents of KS both inside and outside organizations that are as yet unidentified. This research applies two complex statistical techniques, namely, structural equation modeling (SEM) (Study 1) and fuzzy-set Qualitative Comparative Analysis (fsQCA) (Study 2). First, SEM is used to determine the antecedents of KS for Sustainability-Oriented Performance: Affective Commitment (AC) (an internal dimension of HRM) and a collaboration-oriented Human Resource Management system (CHRMS) (an external dimension of HRM). Second, three multi-group SEMs are used to determine whether a manager’s characteristics (age and gender) and firm size moderate the relationship between KS and its antecedents. Finally, an fsQCA is conducted to identify alternative configurations that lead either to KS or to its absence. The sample comprises data from an online survey of 367 certified innovative Portuguese small and medium enterprises (SMEs). The SEM results show that a collaboration-oriented HRM system always has a positive effect on KS for Sustainability-Oriented Performance. In addition, if the manager is a young man working in a small firm, their AC positively affects KS. There are alternative configurations that lead to the presence or absence of KS. There is, therefore, empirical evidence for the moderating effects of the manager’s age and gender, and firm size. Our study offers improved new HRM configurations and results when compared to the sole use of traditional quantitative statistical methods. The results are consistent and conclusive.
Lucía Muñoz-Pascual; Jesús Galende; Carla Curado. Human Resource Management Contributions to Knowledge Sharing for a Sustainability-Oriented Performance: A Mixed Methods Approach. Sustainability 2019, 12, 161 .
AMA StyleLucía Muñoz-Pascual, Jesús Galende, Carla Curado. Human Resource Management Contributions to Knowledge Sharing for a Sustainability-Oriented Performance: A Mixed Methods Approach. Sustainability. 2019; 12 (1):161.
Chicago/Turabian StyleLucía Muñoz-Pascual; Jesús Galende; Carla Curado. 2019. "Human Resource Management Contributions to Knowledge Sharing for a Sustainability-Oriented Performance: A Mixed Methods Approach." Sustainability 12, no. 1: 161.
In this paper we show two original alternative models. Model 1 involves two sources for the adoption of environmental practices (PRAC): the collaboration-oriented human resources management system and the organizational learning capability. Model 2 adopts three sources for PRAC: the collaboration-oriented human resources management system, the organizational learning capability and information technology support (ITS). Both models also use three moderating variables: the manager’s education level and experience, and the firm’s size. We use a mixed-methods approach with structural equation modeling and a fuzzy-set qualitative comparative analysis on 349 small and medium-sized Portuguese firms. The results show that collaboration oriented human resources system, organizational learning capability, and ITS have a positive effect on PRAC. In addition, the individual characteristics of the managers significantly improve the explanatory power of the models. However, the firm’s size has a negative moderating effect. Therefore, the smaller the firms are, then the larger the positive effects of the antecedents on PRAC. The results also show that ITS is an important source for the development of PRAC, and it contributes to different pathways that lead to PRAC. But, no alternative causal configurations exist that lead to PRAC regarding Model 1, yet alternative causal configurations do exist that lead to PRAC regarding Model 2. In this line, the findings from both the quantitative and the qualitative analyses show the relevancy of ITS to PRAC.
Lucía Muñoz-Pascual; Carla Curado; Jesús Galende. How does the use of information technologies affect the adoption of environmental practices in SMEs? A mixed-methods approach. Review of Managerial Science 2019, 15, 75 -102.
AMA StyleLucía Muñoz-Pascual, Carla Curado, Jesús Galende. How does the use of information technologies affect the adoption of environmental practices in SMEs? A mixed-methods approach. Review of Managerial Science. 2019; 15 (1):75-102.
Chicago/Turabian StyleLucía Muñoz-Pascual; Carla Curado; Jesús Galende. 2019. "How does the use of information technologies affect the adoption of environmental practices in SMEs? A mixed-methods approach." Review of Managerial Science 15, no. 1: 75-102.
Small- and medium-sized enterprises (SMEs) contribute enormously to a country’s sustainable growth. Developing the pathways that lead to sustainable innovation in SMEs represents an important aspect of the business world and society. The aim of this article is to verify the relations and pathways that lead to sustainable product innovation performance while considering all three pillars of the Triple Bottom Line Approach. This study used a mixed methods approach to identify the antecedents of sustainable product innovation performance. Our approach applied structural equation modeling and fuzzy-set qualitative comparative analysis. The structural equation model was used to measure the effects of the three pillars of the triple bottom line: economic, social, and environmental developments. The structural equation model was also designed to account for the firm’s type (Public Limited Companies vs. General Partnerships). Using the structural equation model, we determined whether a firm’s type moderates the effects of the three pillars. Furthermore, using fuzzy-set qualitative comparative analysis, we identified alternative configurations of conditions and determined those that are likely to lead to sustainable product innovation performance and those that result in its absence. The sample comprises data from 349 Portuguese small and medium enterprises. The findings show that social and environmental developments are two important antecedents for product innovation performance, and they contribute to different pathways that lead to product innovation performance. In addition, in General Partnerships, human resource costs are important for sustainable product innovation performance. Therefore, the results of both the quantitative and qualitative analyses underline the relevance of the triple bottom line approach to product innovation performance.
Lucía Muñoz-Pascual; Carla Curado; Jesús Galende. The Triple Bottom Line on Sustainable Product Innovation Performance in SMEs: A Mixed Methods Approach. Sustainability 2019, 11, 1689 .
AMA StyleLucía Muñoz-Pascual, Carla Curado, Jesús Galende. The Triple Bottom Line on Sustainable Product Innovation Performance in SMEs: A Mixed Methods Approach. Sustainability. 2019; 11 (6):1689.
Chicago/Turabian StyleLucía Muñoz-Pascual; Carla Curado; Jesús Galende. 2019. "The Triple Bottom Line on Sustainable Product Innovation Performance in SMEs: A Mixed Methods Approach." Sustainability 11, no. 6: 1689.
Carla Curado; Lucía Muñoz-Pascual; Jesús Galende. Antecedents to innovation performance in SMEs: A mixed methods approach. Journal of Business Research 2018, 89, 206 -215.
AMA StyleCarla Curado, Lucía Muñoz-Pascual, Jesús Galende. Antecedents to innovation performance in SMEs: A mixed methods approach. Journal of Business Research. 2018; 89 ():206-215.
Chicago/Turabian StyleCarla Curado; Lucía Muñoz-Pascual; Jesús Galende. 2018. "Antecedents to innovation performance in SMEs: A mixed methods approach." Journal of Business Research 89, no. : 206-215.
Purpose The purpose of this paper is to analyze the influence that two variables related to human resources (HR) have on employee creativity – namely, knowledge management (KM) and motivation management (MM). Design/methodology/approach The linear regression analyses are based on a sample of 306 employees from 11 Spanish companies belonging to three innovative clusters. In addition, “creativity” is considered an antecedent of technological innovation. Findings KM and intrinsic MM are shown to inform creativity, whereas extrinsic MM has no such effect. Practical implications Although this study is based on cross-sectional data, the findings might induce researchers to investigate the effects of other HR variables, such as the types of relations between employees and their long-term impact on creativity. Management should encourage KM and intrinsic MM across employees, as the results indicate that tacit KM, explicit KM and intrinsic MM encourage a positive attitude toward creativity among employees. Originality/value The main contribution is new empirical evidence on the joint influence of aptitudes (KM) and attitudes (MM) on employee creativity. In addition, the study includes a key measure of employee creativity. The evidence reveals the types of KM and MM that encourage or inhibit creative employee behavior. The results show that once employees have reached a medium-high level of extrinsic MM, creativity will be affected solely by intrinsic MM.
Lucía Muñoz-Pascual; Jesús Galende. The impact of knowledge and motivation management on creativity. Employee Relations: The International Journal 2017, 39, 732 -752.
AMA StyleLucía Muñoz-Pascual, Jesús Galende. The impact of knowledge and motivation management on creativity. Employee Relations: The International Journal. 2017; 39 (5):732-752.
Chicago/Turabian StyleLucía Muñoz-Pascual; Jesús Galende. 2017. "The impact of knowledge and motivation management on creativity." Employee Relations: The International Journal 39, no. 5: 732-752.