Los sectores más atractivos del mercado laboral y su dimensión internacional

  1. Francisco Jesús Ferreiro-Seoane 1
  2. Vanessa Miguéns Refojo 1
  3. Manuel Octavio del Campo Villares 2
  1. 1 Universidade de Santiago de Compostela
    info

    Universidade de Santiago de Compostela

    Santiago de Compostela, España

    ROR https://ror.org/030eybx10

  2. 2 Universidade da Coruña
    info

    Universidade da Coruña

    La Coruña, España

    ROR https://ror.org/01qckj285

Revista:
GCG: revista de globalización, competitividad y gobernabilidad

ISSN: 1988-7116

Año de publicación: 2021

Volumen: 15

Número: 1

Páginas: 102-113

Tipo: Artículo

DIALNET GOOGLE SCHOLAR lock_openDialnet editor

Otras publicaciones en: GCG: revista de globalización, competitividad y gobernabilidad

Resumen

O objetivo deste artigo é analisar os setores econômicos das organizações mais atraentes para o mercado de trabalho na Espanha durante o período 2013-2019. A partir dos dados do ranking das 100 empresas mais desejadas para se trabalhar, publicado pela revista Actualidad Económica (RAE), foram selecionadas quatro variáveis: setor de atividade, área geográfica, dimensão e cotação em bolsa. Trata-se de um trabalho quantitativo, onde estatísticas e amostras independentes como o Teste de Levene foram utilizadas para desenvolver a análise. Conclui-se que as empresas mais valorizadas são anglo-saxões dos setores de energia e economia financeira, e que o porte e o preço das ações também influenciam significativamente sua valorização.

Referencias bibliográficas

  • Arango, R.N.; Mercado-Caruso, N.; Del Giudice, O.N.; Oliveros, M.E.G. (2019), “Responsabilidad Social Empresarial (RSE) en medianas empresas del departamento del Atlántico, Colombia”, Rev Venez Gerenc, Vol. 23, Num. 84, pp. 913-927
  • Arikan, E.; Kantur, C.; Maden, C.; Telci, E.E. (2016), “Investigating the mediating role of corporate reputation on the relationship between corporate social responsibility and multiple stakeholder outcomes”, Qual Quant, Vol. 50, pp. 129−149. doi: https://doi.org/10.1007/s11135-014-0141-5
  • Ashton, C.; Morton, L. (2005), “Managing talent for competitive advantage”, Strateg HR Rev, Vol. 4, Num. 5, pp. 28–31. doi: https://doi.org/10.1108/14754390580000819
  • Aziri, B. (2011), “Job satisfaction: A literature review”, Manage Res pract, Vol. 3, Num. 4, pp. 77-86
  • Bosch, M.; Cavallotti, R. (2016) “¿Es posible una definición de integridad en el ámbito de la ética empresarial?”, Revista Empresa y Humanismo, Vol. 19, Num. 2, pp. 51-68. doi: https://doi.org/10.15581/015.XIX.2.51-68
  • Bose, T.K. (2016), “Critical success factors of SME internationalization”, Journal of Small Business Strategy, Vol. 26, Num. 2, pp. 87-109
  • Braga, V.; Correia, A.; Braga, A.; Lemos, S. (2017), “The innovation and internationalization processes of family businesses”, Review of International Business and Strategy, Vol. 27, Num. 2, pp. 231-247. doi: https://doi.org/10.1108/RIBS-01-2017- 0005
  • Cable, D.; Turban, D.B. (2003), “The value of organizational reputation in the recruitment context: a brand-equity perspective”, J Appl Soc Phycol, Vol. 33, Num. 11, pp. 2244–2266. doi: http://dx.doi.org/10.1111/j.1559-1816.2003.tb01883.x
  • Carvalho, A.; Areal, N. (2016), “Great places to work: Resilience in times of crisis”, Hum Resour Manage, Vol. 55, Num. 3, pp. 479–498. doi: http://dx.doi.org/10.1002/hrm.21676
  • DiRomualdo, T.; Joyce, S.; Bression, N. (2009), “Key Findings from Hackett´s Performance Study on Talent Management Maturity”, Hackett Group, Palo Alto.
  • Espinosa, R.S.C. (2019), “Comunicación y sustentabilidad”, Obra digital: revista de comunicación, Num. 16, pp. 6-8
  • Fernández-Gámez, M.A.; Gil-Corral, A.M.; Galán-Valdivieso, F. (2016), “Corporate reputation and market value: Evidence with generalized regression neural networks”, Expert Systems with Applications, Vol. 46, pp. 69–76. doi: https://doi. org/10.1016/j.eswa.2015.10.028
  • Ferner, A. (1997), “Country of origin effects and HRM in multinational companies”, Human Resource Management Journal, Vol. 7, Num. 1, pp. 19–37. doi: https://doi.org/10.1111/j.17488583.1997.tb00271.x
  • Ferrari, M.A.; Durán, A.M. (2019), “Relaciones Públicas y Sustentabilidad: estudio en organizaciones brasileñas y ecuatorianas”, Obra digital: revista de comunicación, Num. 16, pp. 29-41. doi: https://doi.org/10.25029/od.2019.211.16
  • Ferreiro, F. J.; del Campo Villares, M.O.; Camino, M. (2019), “La formación y la gestión del talento en las empresas más valoradas en recursos humanos en España”, Contaduría y Administración, Vol. 64, Num 3, pp. 1-21. doi: http://dx.doi. org/10.22201/fca.24488410e.2018.1641
  • Ferreiro-Seoane, F.J.; García-Arias, C. (2018), “A question of degree? Why some of the best companies to work for in Spain are better than others”, Universia Business Review, Num. 58, pp. 52-71
  • Friedman, R. (2014), “The best place to work. The art and science of creating an extraordinary workplace”, Penguin, New York. Guinot, J.; Chiva, R.; Mallén, F. (2015), “Altruismo y capacidad de aprendizaje organizativo: Un estudio en las empresas mejor valoradas por los trabajadores en España”, Universia Business Review, Num. 45, pp. 92–109
  • Guthrie, J.P.; Liu, W.; Flood, P.C.; MacCurtain, S. (2008), “High performance work systems, workforce productivity, and innovation: A comparison of MNCs and indigenous firms (WP 04-08)”, DCU Business school, Dublín.
  • Hall, E.H.; Lee, J. (2014), “Assessing the impact of firm reputation on performance: an international point of view”, Int Bus Res, Vol. 7, Num. 12, pp. 1–13. doi: http://dx.doi.org/10.5539/ibr.v7n12p1
  • Hodulak, M. (2017), “Global corporate workplace. Implementing new global workplace standards in a local context”, Springer, Munich. doi: https://doi.org/10.1007/978-3-662-53392-5
  • Hosie, P.; Jayashree, P.; Tchantchane, A.; Ban Seng, L. (2013), “The effect of autonomy, training opportunities, age and salaries on job satisfaction in the South East Asian retail petroleum industry”, The International J Hum Resour Manage, Vol. 24, Num. 21, pp. 3980-4007. doi: https://doi.org/10.1080/09585192.2013.829517
  • Hur, H. ; Maurer, J.A. ; Hawley, J. (2019), “The role of education, occupational match on job satisfaction in the behavioral and social science workforce”, Hum Resour Dev Q, Num. 2019, pp. 407-435. doi: https://doi.org/10.1002/hrdq.21343
  • Joyce, K.E. (2003), “Lessons for employers from Fortune’s “100 best””, Bus Horizons, Vol. 46, Num. 2, pp. 77–84. doi: https:// doi.org/10.1016/S0007-6813(03)00013-2
  • Jitpaiboon, T.; Park, J.A.; Truong, D. (2006), “The effects of employee autonomy, top management support, and pride on performance of hotel employees”, Res Bus Rev, Vol. 6, Num. 3, pp. 71-76
  • Kreps, D.; Spence, M. (1985), “Modelling the role of history in industrial organization and competition”, In: Feiwel, G., ed. Issues in contemporary microeconomics and welfare, Macmillan, London, pp. 340-378
  • Kok, J.; Uhlaner, L.M. (2001), “Organization context and human resource management in the small firm”, Small Business Economics, Vol. 17, Num. 4, pp. 273–291. doi: https://doi.org/10.1023/A:1012238224409
  • Mancilla, M.; Saavedra, M. (2015), “El gobierno corporativo y el comité de auditoría en el marco de la responsabilidad social empresarial”, Contaduría y Administración, Vol. 60, Num. 2, pp. 486-506
  • Morelo, G. (2016), “La responsabilidad social empresarial en el contexto del capital social”, Omnia, Vol. 22, Num. 3, pp. 46-59
  • Morgan, J. (2014), “The future of work. Attract new talent, build better leaders, and create a competitive organization”, Wiley, Hoboken.
  • Rahmadani, V.G.; Schaufeli, W.B.; Ivanova, T.Y.; Osin, E.N. (2019), “Basic psychological need satisfaction mediates the relationship between engaging leadership and work engagement: A cross‐national study”, Hum Resour Dev Q, Num. 2019, pp. 1-19. doi: https://doi.org/10.1002/hrdq.21366
  • Raithel, S.; Schwaiger, M. (2015), “The effects of corporate reputation perceptions of the general publican shareholder value”, Strateg Manage J, Vol. 36, Num. 6, pp. 945-956. doi: http://dx.doi.org/10.1002/smj.2248
  • Ramírez, J. (2016), “Probidad, Transparencia y Eficiencia en la Actuación de los Órganos del Estado: Nuevos Elementos tras la reforma Constitucional 2005”, Revista de Derecho Público, Num. 69, pp. 166-173. doi: 10.5354/0719-5249.2016.40200
  • Reyes, J.A. (2019), “Diagnóstico de comunicación estratégica en responsabilidad social empresarial-RSE: análisis de caso en una pyme del sector energético en Bogotá”, Dissertation, Institución Universitaria Politécnico Grancolombiano.
  • Rodríguez, D.; Patel, R.; Bright, A.; Gregory, D; Gowing, M.K. (2002), “Developing competency models to promote integrated human resource practices”, Human Resource Management, Vol. 41, Num 3, pp. 309-324
  • Severino, P.; Medina, A. (2019), “Scandals in the media. Cases of lack of ethics of Chilean companies”, Rev Univ Soc, Vol. 11, Num. 1, pp. 257-264
  • Schwarz-Díaz, M. (2019), “Reflexiones sobre el proceso de internacionalización empresarial”, avaliable at http://repositorio. ulima.edu.pe/handle/ulima/7737. Accessed 22 November 2019. Tischer, S.; Hildebrandt, L. (2014), “Linking corporate reputation and shareholder value using the publication of reputation rankings”, J Bus Res, Vol. 67, Num. 5, pp. 1007–1017. doi: http://dx.doi.org/10.1016/j.jbusres.2013.08.007
  • Valdés Conca, J. (2005), “El modelo de gestión de recursos humanos por competencias: una aproximación a su desarrollo en el sector energético, financiero y asegurador”, Tesis doctoral, Universidad de Alicante.
  • VemiÄç-DurkoviÄç, J.; MariÄç, R.; DurkoviÄç, T. (2013), “A quantitative analysis of managerial career: Example of the Republic of Serbia”, Metalurgia international, Vol. 18, pp. 227-233
Fuente de los datos: Dialnet