Ángel Martínez Sánchez
Biographic Data
| ID | 4011328 |
|---|---|
| NAME | Ángel Martínez Sánchez |
| GIVEN NAMES | Ángel Martínez |
| FAMILY NAME | Sánchez |
| SIGNATURE | SÁNCHEZ Á M |
| AFFILIATIONS | Universidad de Zaragoza |
| ORCID | 0000-0001-6602-8901 |
| VERIFIED | Yes |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 17 |
| AUTHOR COUNT | 8 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1992 |
| LATEST PUBLICATION YEAR | 2021 |
| H-INDEX | 2 |
Remote, informal, and ephemeral communities for testing technologies
Innovation, Organizational Flexibility, and Performance
In the past several years, the European Commission has opened up a dialogue and made recommendations concerning the requirements of flexibility in the labor markets of European countries with the aim of shaping new human resource management practices compatible with new forms of work organization (an initiative referred to as the “flexicurity strategy”). The ultimate goals of this dialogue and the research tied to it are, by improving firms’ inno…
Gender diversity in management
Purpose The purpose of this paper is to study the effect of gender diversity (in executive boards and top management) on firm performance. To reconcile the inconsistent and non‐conclusive findings from previous studies, competing curvilinear relationships are theorized between gender diversity on boards and firm performance based on different theoretical backgrounds. Design/methodology/approach The paper comprises a literature review and developm…
Telework, human resource flexibility and firm performance
The results of a survey of 156 Spanish firms indicate that HR development practices are positively associated to the intensity of telework adoption and they moderate the relationship between telework and firm performance. The positive moderator effect of HR development practices indicates that their implementation is necessary not only to facilitate telework adoption but also to enhance the otherwise marginal contribution of telework at organisat…
Gender differences of mobility
This paper analyzes the results of a survey about labor mobility of a sample of 1,182 Spanish employees. The results indicate that women have lower mobility than men, and that the mobility of men and women is explained by different factors. The employee’s perceptions about job satisfaction, pay fairness, and employment stability are also more explicative of job mobility than traditional job‐related factors, such as wages or training. These result…
Top Manager and Institutional Effects on the Adoption of Innovations
In spite of the advances in information and communication technologies, the implementation of teleworking is still behind early expectations. The slow adoption of teleworking may be explained by different organizational drivers that influence its implementation. This article reports the empirical findings of a survey conducted among a sample of Spanish companies to identify potential drivers and constraints based on top manager and institutional …
Differential effects of gender on perceptions of teleworking by human resources managers
This paper anayzes the differences of male and female human resource (HR) managers’ perceptions on the benefits, barriers and feasibility of teleworking adoption in a sample of Spanish companies. The results indicate that teleworking is seen as more feasible where there are a large number of female employees, and that female HR managers perceive teleworking differently than male HR managers. Women tend to be more positive about the potential of t…
Regional innovation and small high technology firms in peripheral regions
Telework, human resource flexibility and firm performance
The results of a survey of 156 Spanish firms indicate that HR development practices are positively associated to the intensity of telework adoption and they moderate the relationship between telework and firm performance. The positive moderator effect of HR development practices indicates that their implementation is necessary not only to facilitate telework adoption but also to enhance the otherwise marginal contribution of telework at organisat…
Gender diversity in management
Purpose The purpose of this paper is to study the effect of gender diversity (in executive boards and top management) on firm performance. To reconcile the inconsistent and non‐conclusive findings from previous studies, competing curvilinear relationships are theorized between gender diversity on boards and firm performance based on different theoretical backgrounds. Design/methodology/approach The paper comprises a literature review and developm…
Regional innovation and small high technology firms in peripheral regions
Differential effects of gender on perceptions of teleworking by human resources managers
This paper anayzes the differences of male and female human resource (HR) managers’ perceptions on the benefits, barriers and feasibility of teleworking adoption in a sample of Spanish companies. The results indicate that teleworking is seen as more feasible where there are a large number of female employees, and that female HR managers perceive teleworking differently than male HR managers. Women tend to be more positive about the potential of t…
Gender differences of mobility
This paper analyzes the results of a survey about labor mobility of a sample of 1,182 Spanish employees. The results indicate that women have lower mobility than men, and that the mobility of men and women is explained by different factors. The employee’s perceptions about job satisfaction, pay fairness, and employment stability are also more explicative of job mobility than traditional job‐related factors, such as wages or training. These result…
Top Manager and Institutional Effects on the Adoption of Innovations
In spite of the advances in information and communication technologies, the implementation of teleworking is still behind early expectations. The slow adoption of teleworking may be explained by different organizational drivers that influence its implementation. This article reports the empirical findings of a survey conducted among a sample of Spanish companies to identify potential drivers and constraints based on top manager and institutional …
Telework, human resource flexibility and firm performance
The results of a survey of 156 Spanish firms indicate that HR development practices are positively associated to the intensity of telework adoption and they moderate the relationship between telework and firm performance. The positive moderator effect of HR development practices indicates that their implementation is necessary not only to facilitate telework adoption but also to enhance the otherwise marginal contribution of telework at organisat…
Gender diversity in management
Purpose The purpose of this paper is to study the effect of gender diversity (in executive boards and top management) on firm performance. To reconcile the inconsistent and non‐conclusive findings from previous studies, competing curvilinear relationships are theorized between gender diversity on boards and firm performance based on different theoretical backgrounds. Design/methodology/approach The paper comprises a literature review and developm…
Innovation, Organizational Flexibility, and Performance
In the past several years, the European Commission has opened up a dialogue and made recommendations concerning the requirements of flexibility in the labor markets of European countries with the aim of shaping new human resource management practices compatible with new forms of work organization (an initiative referred to as the “flexicurity strategy”). The ultimate goals of this dialogue and the research tied to it are, by improving firms’ inno…
Remote, informal, and ephemeral communities for testing technologies
Business (6 works) · Economics (6 works) · Work-Family Balance Challenges (5 works) · Psychology (4 works) · Management (3 works) · Perception (3 works) · Political science (3 works) · Computer Science (2 works) · Employment and Welfare Studies (2 works) · Engineering (2 works)