Assessment of Human Capital Management, Organizational Climate, Commitment and Performance in Latin America | Chapter 7 | Insights into Economics and Management Vol. 3

 

The aim of the research was to confirm the validity in 4 countries of the Latin American region of the analytical model originally proposed by Kopelman, Brief and Guzzo[1]. Cincel, Colombia's top organisational research institution, adapted the original model and organised this report. The research objectives included the establishment of various comparisons and relationships between certain productive sectors and the countries of the region. The empirical model of Cincel suggests that the Perceived Organizational Performance (POP) can be predicted by Human Resource Management Strategies (HCMP), but also that this relationship is moderated by the Organizational Environment (OC) variables and at least 3 staff engagement types: Affective Commitment (AC), Consistency Commitment (CC) and Normative Commitment (NC). A total of 4491 participants from Chile (CL), N = 799, Colombia (CO), N = 2083, Mexico (MX), N = 874, and the Dominican Republic (DO), N = 735, are included in the study. The SPSS. The moderation review validated the model in general, with significant variations for the sectors included. In predicting POP in every field, HCMP and OC were successful. In the services and education sectors, AC was a good predictor of POP, while CC could only predict POP in the education sector, and NC was a good predictor of POP only in the industrial sector. In both the industry and service industries, the relationship between OC and CN was able to predict POP. In addition, among the assessments in the various countries, we found major variations, confirmed by study of variances (ANOVA). In the assessments, CO performed better in almost every factor for each industry. In the Industry and Services sectors' assessments, DO was second. In the education sector, MX was second, and CL was third in the service sector. The fact that performance predictors and staff engagement are different should be taken into account by the human resource managers of each country.


Author (s) Details


Emmanuel Silvestre
Research Department, ISFODOSU, Santo Domingo, Dominican Republic.

Fernando Toro
Cincel, Medellín, Colombia.

Alejandro Sanin
Cincel, Medellín, Colombia.

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