This page has only limited features, please log in for full access.
Dr. Santiago Gutiérrez Broncano is a professor in the Department of Business Administration at the Faculty of Social Sciences of Talavera de la Reina at University of Castilla-La Mancha. He teaches various undergraduate and postgraduate subjects, mainly Strategic Human Resources Management and Corporate Strategies. He is the author of different papers related to Human Resource Management, Business Strategy and Family Business. Nowadays, he is the Vice-chancellor of postgraduate studies at University of Castilla-La Mancha.
Background: The purpose of this study is to analyse the impact that occupational health and safety policies have on employees’ work and organisational commitment and, in turn, on their intention to leave the company. Methods: For this study, we designed a questionnaire with a five-level Likert scale and distributed it among professionals from different companies in the IT consultancy sector in Spain. The data collected from 458 completed questionnaires were analysed using the partial least squares structural equation modelling (PLS-SEM) technique using the SmartPLS software. Results: From the analysis of the data, it was concluded that there is indeed a positive relationship between occupational health and safety policies and employees’ work and organisational commitment, as well as a negative relationship between these policies and the intention to leave the company. Similarly, there is a negative relationship between employees’ work and organisational commitment and their turnover intention. Conclusions: Although, due to the activity of professionals in the sector, occupational health and safety has not been an area of priority, it was concluded from this study that an improvement in these areas would have a beneficial effect on the commitment of workers to the company, thus helping to reduce the high levels of turnover in the sector. Future lines of research, as well as their practical application and the limitations of the study, are indicated at the end of the paper.
Julio Suárez-Albanchez; Juan Blazquez-Resino; Santiago Gutierrez-Broncano; Pedro Jimenez-Estevez. Occupational Health and Safety, Organisational Commitment, and Turnover Intention in the Spanish IT Consultancy Sector. International Journal of Environmental Research and Public Health 2021, 18, 5658 .
AMA StyleJulio Suárez-Albanchez, Juan Blazquez-Resino, Santiago Gutierrez-Broncano, Pedro Jimenez-Estevez. Occupational Health and Safety, Organisational Commitment, and Turnover Intention in the Spanish IT Consultancy Sector. International Journal of Environmental Research and Public Health. 2021; 18 (11):5658.
Chicago/Turabian StyleJulio Suárez-Albanchez; Juan Blazquez-Resino; Santiago Gutierrez-Broncano; Pedro Jimenez-Estevez. 2021. "Occupational Health and Safety, Organisational Commitment, and Turnover Intention in the Spanish IT Consultancy Sector." International Journal of Environmental Research and Public Health 18, no. 11: 5658.
The evaluation of the work performance of health professionals has focused the interest of scientific research in recent decades as a basis for improving the quality of health services. The global COVID-19 pandemic has pushed countries’ health systems to the limit and had previously unknown consequences on the job performance of health professionals. In this context, what are the determinants of performance? There are numerous studies that link job performance with other variables that directly affect it, such as leadership, job satisfaction, organizational commitment, and work environment. However, there are no studies that jointly relate all these variables, and even less in the field of health. The main objective of this work is to analyse how these variables are configured together to generate a good level of performance of health professionals during the times of COVID-19. To do this, a fuzzy set qualitative comparative analysis (fsQCA) is carried out, an appropriate method that will allow finding the joint causal effects of key variables in human resources to ensure a good level of job performance in health organizations. The study reveals that leadership and commitment are the two key drivers of performance. The data confirm that the “recipe” to achieve a good level of performance consists of the combination of leadership, commitment, and a good work environment. Additionally, in the case of less satisfied workers, linking leadership and commitment is a sufficient condition.
Benito Yáñez-Araque; Sagrario Gómez-Cantarino; Santiago Gutiérrez-Broncano; Víctor-Raúl López-Ruiz. Examining the Determinants of Healthcare Workers’ Performance: A Configurational Analysis during COVID-19 Times. International Journal of Environmental Research and Public Health 2021, 18, 5671 .
AMA StyleBenito Yáñez-Araque, Sagrario Gómez-Cantarino, Santiago Gutiérrez-Broncano, Víctor-Raúl López-Ruiz. Examining the Determinants of Healthcare Workers’ Performance: A Configurational Analysis during COVID-19 Times. International Journal of Environmental Research and Public Health. 2021; 18 (11):5671.
Chicago/Turabian StyleBenito Yáñez-Araque; Sagrario Gómez-Cantarino; Santiago Gutiérrez-Broncano; Víctor-Raúl López-Ruiz. 2021. "Examining the Determinants of Healthcare Workers’ Performance: A Configurational Analysis during COVID-19 Times." International Journal of Environmental Research and Public Health 18, no. 11: 5671.
This study is framed within the concept of sustainability of local foods such as extra virgin olive oil (EVOO) and considers the effects of country of origin (COO) and ethnocentrism as relevant factors in decision making about product choice. Our work contributes to the literature regarding the food industry with the main objective of investigating how consumer ethnocentrism may affect not only behavioral intention but also the perception of the quality of the EVOO. The authors of the present paper developed this line of research via a review of the existing literature, leading to the elaboration of the conceptual model proposed in this paper. The research was developed through a laboratory experiment and the modeling of consumer behavior, raising a series of hypotheses, which were contrasted following the different analyses conducted on the data. Results were obtained on factors such as the differences in evaluation according to label type, the effect of ethnocentrism on perception and purchase intention, and structural knowledge of the weight of the different variables that influence this decision making. Several guidelines and conclusions are derived from these results, which refer to the use of COO information as well as the satisfaction of consumer ethnocentrism. Understanding the role played by consumer ethnocentrism in the evaluation of food products in accordance with their origin may yield useful information for local food producers.
Juan Blazquez-Resino; Santiago Gutierrez-Broncano; Pedro Jimenez-Estevez; Israel Perez-Jimenez. The Effect of Ethnocentrism on Product Evaluation and Purchase Intention: The Case of Extra Virgin Olive Oil (EVOO). Sustainability 2021, 13, 4744 .
AMA StyleJuan Blazquez-Resino, Santiago Gutierrez-Broncano, Pedro Jimenez-Estevez, Israel Perez-Jimenez. The Effect of Ethnocentrism on Product Evaluation and Purchase Intention: The Case of Extra Virgin Olive Oil (EVOO). Sustainability. 2021; 13 (9):4744.
Chicago/Turabian StyleJuan Blazquez-Resino; Santiago Gutierrez-Broncano; Pedro Jimenez-Estevez; Israel Perez-Jimenez. 2021. "The Effect of Ethnocentrism on Product Evaluation and Purchase Intention: The Case of Extra Virgin Olive Oil (EVOO)." Sustainability 13, no. 9: 4744.
The 2030 Agenda for Sustainable Development, adopted by all United Nations member states in 2015, includes 17 Sustainable Development Goals (SDGs) to be achieved by 2030. The SDGs set the agenda for trends in corporate social responsibility (CSR), which will gain momentum in the coming years; and businesses are the key agents of countries for the development of this agenda. The importance of micro-, small- and medium-sized enterprises (MSMEs) and family businesses in the economy of a country is unquestionable; however, there are very few studies on CSR that focus on MSMEs and even fewer that focus on family MSMEs. To fill this gap, this work seeks to ascertain whether the relationship between CSR and economic performance (EP) is significantly different for family and nonfamily MSMEs. To analyze the data, Partial Least Squares Structural Equation Modeling (PLS-SEM) is applied to the sample of 96 Spanish family MSMEs and 182 Spanish nonfamily MSMEs. The study presents an unprecedented finding: when making equal commitments to CSR, family MSMEs obtain a greater impact on their economic performance arising from CSR actions than nonfamily MSMEs. These findings have practical and theoretical implications for CSR in MSMEs. First, we found that when taking into account the economic, social and environmental dimensions for family and nonfamily MSMEs, CSR targets economic performance simultaneously. Second, family businesses have an additional incentive to become involved in CSR actions since these actions will be reflected to a greater extent in their economic results than those of nonfamily businesses.
Benito Yáñez-Araque; Juan Pablo Sánchez-Infante Hernández; Santiago Gutiérrez-Broncano; Pedro Jiménez-Estévez. Corporate social responsibility in micro-, small- and medium-sized enterprises: Multigroup analysis of family vs. nonfamily firms. Journal of Business Research 2020, 124, 581 -592.
AMA StyleBenito Yáñez-Araque, Juan Pablo Sánchez-Infante Hernández, Santiago Gutiérrez-Broncano, Pedro Jiménez-Estévez. Corporate social responsibility in micro-, small- and medium-sized enterprises: Multigroup analysis of family vs. nonfamily firms. Journal of Business Research. 2020; 124 ():581-592.
Chicago/Turabian StyleBenito Yáñez-Araque; Juan Pablo Sánchez-Infante Hernández; Santiago Gutiérrez-Broncano; Pedro Jiménez-Estévez. 2020. "Corporate social responsibility in micro-, small- and medium-sized enterprises: Multigroup analysis of family vs. nonfamily firms." Journal of Business Research 124, no. : 581-592.
This chapter presents the desirable characteristics of the human resources director. Starting from the base that human resources director needs a great responsibility in the decision-making, a series of necessary characteristics that facilitate their work are established. Among them is justified the need to have great humility, technical knowledge, initiatives, knowledge of their employees and extensive human training, command capacity, and exercise true leadership. All of them contribute to the improvement by the manager of the company’s human capital and therefore of its business competitiveness.
S. Gutiérrez-Broncano; P. Jiménez Estévez; J. Opute; Q. Pittendrigh. Desirable Characteristics of the Human Resources Director. Management and Industrial Engineering 2019, 111 -134.
AMA StyleS. Gutiérrez-Broncano, P. Jiménez Estévez, J. Opute, Q. Pittendrigh. Desirable Characteristics of the Human Resources Director. Management and Industrial Engineering. 2019; ():111-134.
Chicago/Turabian StyleS. Gutiérrez-Broncano; P. Jiménez Estévez; J. Opute; Q. Pittendrigh. 2019. "Desirable Characteristics of the Human Resources Director." Management and Industrial Engineering , no. : 111-134.
The literature on human resource management (HRM) has focused primarily on analyzing the relationship between human resource practices and business performance. However, we find fewer studies that focus on determining how and why these practices can be linked to the same pattern or pattern of behaviors. In this work, we analyze the different models of human resources management that determine the framework of action of any organization and that justifies the application of different human resources practices. To achieve this goal, we analyze the soft and hard models of human resources management and present the main limitations it has. Furthermore, we establish a typology of models focused on the motivational quality of the person, where the anthropological model is presented as a more complete model than the mechanistic model and the psycho-sociological model. The fundamental difference found between these two classifications is that while the soft and hard models are presented as excluding models, the relationship between the mechanistic, psycho-sociological and anthropological models is that the different elements of each model are included in the next model, establishing a more similar representation with the business reality and increasing its explanatory capacity.
Santiago Gutiérrez-Broncano; Pedro Jiménez-Estévez; Mercedes Rubio-Andrés. Theoretical Models of Human Resource Management: The Anthropological Model as a Full Model to Manage Human Resources. Management and Industrial Engineering 2017, 157 -172.
AMA StyleSantiago Gutiérrez-Broncano, Pedro Jiménez-Estévez, Mercedes Rubio-Andrés. Theoretical Models of Human Resource Management: The Anthropological Model as a Full Model to Manage Human Resources. Management and Industrial Engineering. 2017; ():157-172.
Chicago/Turabian StyleSantiago Gutiérrez-Broncano; Pedro Jiménez-Estévez; Mercedes Rubio-Andrés. 2017. "Theoretical Models of Human Resource Management: The Anthropological Model as a Full Model to Manage Human Resources." Management and Industrial Engineering , no. : 157-172.
Determining the relevant aspects of family businesses that make them increasingly competitive is the main objective of researchers in this field. Despite this, there is little empirical literature on the behaviour of the internal customer in family businesses or how businesses increase their satisfaction. Basing our work on psychological theories and with both quantitative and qualitative information from 31 semi-structured interviews, this work establishes certain characteristics of the internal customers of the family business and proposes a series of guidelines for increasing their satisfaction, thereby facilitating the continuity of this type of business. Family businesses that are able to understand that the motivation of their internal customers is more important than other qualities, and that this requires a more comprehensive management will be able to get sustainable competitive advantages in the future.
Santiago Gutiérrez-Broncano; Pedro Jiménez-Estévez; María Del Carmen Zabala-Baños. Behavior of Internal Customer in Family Business: Strategies and Actions for Improving Their Satisfaction. Frontiers in Psychology 2017, 8, 1 .
AMA StyleSantiago Gutiérrez-Broncano, Pedro Jiménez-Estévez, María Del Carmen Zabala-Baños. Behavior of Internal Customer in Family Business: Strategies and Actions for Improving Their Satisfaction. Frontiers in Psychology. 2017; 8 ():1.
Chicago/Turabian StyleSantiago Gutiérrez-Broncano; Pedro Jiménez-Estévez; María Del Carmen Zabala-Baños. 2017. "Behavior of Internal Customer in Family Business: Strategies and Actions for Improving Their Satisfaction." Frontiers in Psychology 8, no. : 1.
In general, most decisions that individuals make involve the choice of an alternative among a set of options. Within the context of the consumption of goods or services the decisions made by individuals involve the choice between a set of discrete alternatives, such as the choice of mode of transport. The methodology for analysis the consumer behavior used are the models of discrete choice based on the Theory of Random Utility. These models are based on the definition of preferences through a utility function that is maximized. These models also denominated of demand disaggregated derived from the decision of a set of individuals, who are formalized by the application of probabilistic models. The objective of this study is to determine the behavior of the consumer in the choice of a service, namely of transport services and in a short-distance corridor, such as Toledo-Madrid. The Toledo-Madrid corridor is characterized by being short distance, with high speed train available within the choice options to get to the airport, along with the bus and the car. And where offers of HST and aircraft services can be proposed as complementary modes. By applying disaggregated transport models with revealed preference survey data and declared preferences, one can determine the most important variables involved in the choice and determine the arrangements for payment of individuals. These payment provisions may condition the use of certain transport policies to promote the use of efficient transportation.
Ana I. Muro-Rodríguez; Israel R. Perez-Jiménez; Santiago Gutiérrez-Broncano. Consumer Behavior in the Choice of Mode of Transport: A Case Study in the Toledo-Madrid Corridor. Frontiers in Psychology 2017, 8, 1011 -1011.
AMA StyleAna I. Muro-Rodríguez, Israel R. Perez-Jiménez, Santiago Gutiérrez-Broncano. Consumer Behavior in the Choice of Mode of Transport: A Case Study in the Toledo-Madrid Corridor. Frontiers in Psychology. 2017; 8 ():1011-1011.
Chicago/Turabian StyleAna I. Muro-Rodríguez; Israel R. Perez-Jiménez; Santiago Gutiérrez-Broncano. 2017. "Consumer Behavior in the Choice of Mode of Transport: A Case Study in the Toledo-Madrid Corridor." Frontiers in Psychology 8, no. : 1011-1011.
Santiago Gutiérrez-Broncano; Pedro Jiménez Estévez; Mercedes Rubio-Andrés. What We Know about Organizational Commitment: An Overview of the Literature of the Last Decades. Organizational Management 2016, 1 -14.
AMA StyleSantiago Gutiérrez-Broncano, Pedro Jiménez Estévez, Mercedes Rubio-Andrés. What We Know about Organizational Commitment: An Overview of the Literature of the Last Decades. Organizational Management. 2016; ():1-14.
Chicago/Turabian StyleSantiago Gutiérrez-Broncano; Pedro Jiménez Estévez; Mercedes Rubio-Andrés. 2016. "What We Know about Organizational Commitment: An Overview of the Literature of the Last Decades." Organizational Management , no. : 1-14.
This chapter focuses on the need of effective practices of human resource management in the Family Business. Not so much literature we can obtain in this topic, but we have studied the main papers about this topic and we have obtained three main conclusions: the need to professionalize human resource practices in Family Business, the positive effect between human resource practices and firm’s performance, and the differences about human resource practices in Family Business and Non-Family Business.
Santiago Gutiérrez-Broncano; Mercedes Rubio-Andrés; Pedro Jiménez-Estévez. Effective Human Resource Practices in Family Businesses. Work Organization and Human Resource Management 2014, 93 -104.
AMA StyleSantiago Gutiérrez-Broncano, Mercedes Rubio-Andrés, Pedro Jiménez-Estévez. Effective Human Resource Practices in Family Businesses. Work Organization and Human Resource Management. 2014; ():93-104.
Chicago/Turabian StyleSantiago Gutiérrez-Broncano; Mercedes Rubio-Andrés; Pedro Jiménez-Estévez. 2014. "Effective Human Resource Practices in Family Businesses." Work Organization and Human Resource Management , no. : 93-104.
Small and Medium Enterprises (SMEs) are looking for a sustainable and profitable business concept. They use a human resource model according to the situation and establish a democratic system with flexible work, focusing on responsibility and initiative and increasing the self-control of the team´s members. Self-managing teams have been used more and more in recent years in the business environment. They are relatively autonomous work groups whose members share responsibility and leadership to accomplish their independent tasks. Their objective is to develop a type of collective knowledge that requires the pooling of individual knowledge. Their characteristics include independent, autonomous decision making, shared responsibility, and shared leadership. Sometimes, self-managing teams are also responsible for personnel decisions within the team, such as working hours, the selection and contracting of members, dismissal, and even determining salaries. In sum, the authors propose self-managing teams (such as High Performance Practices) as a good human resource management in small and medium enterprises and show how they can help to create organizational effectiveness and competitive advantage in SMEs.
Mercedes Rubio-Andrés; Santiago Gutiérrez-Broncano; Luis Varona-Castillo. Self-Managing Teams in Small and Medium Enterprises (SME). Advances in Linguistics and Communication Studies 2014, 280 -300.
AMA StyleMercedes Rubio-Andrés, Santiago Gutiérrez-Broncano, Luis Varona-Castillo. Self-Managing Teams in Small and Medium Enterprises (SME). Advances in Linguistics and Communication Studies. 2014; ():280-300.
Chicago/Turabian StyleMercedes Rubio-Andrés; Santiago Gutiérrez-Broncano; Luis Varona-Castillo. 2014. "Self-Managing Teams in Small and Medium Enterprises (SME)." Advances in Linguistics and Communication Studies , no. : 280-300.
Although a lot of research has been carried out in the field of family businesses in recent years, not much of it has focused on human resource management. After compiling the major studies, both negative aspects (e.g. nepotism) and positive ones (e.g. employee commitment) have been identified. Therefore, the authors propose high-performance human resources practices to reduce the negative impact of family in business and boost the positive effects, increase their human capital, and achieve a competitive advantage in this field. Finally, the authors provide key insights for practitioners, family business owners, and managers, and they propose future research directions.
Santiago Gutiérrez-Broncano; Mercedes Rubio Andres; Pedro Jiménez Estévez. Managing Human Resources in Family Businesses. Advances in Linguistics and Communication Studies 2014, 96 -112.
AMA StyleSantiago Gutiérrez-Broncano, Mercedes Rubio Andres, Pedro Jiménez Estévez. Managing Human Resources in Family Businesses. Advances in Linguistics and Communication Studies. 2014; ():96-112.
Chicago/Turabian StyleSantiago Gutiérrez-Broncano; Mercedes Rubio Andres; Pedro Jiménez Estévez. 2014. "Managing Human Resources in Family Businesses." Advances in Linguistics and Communication Studies , no. : 96-112.