2024-03-19T08:25:29Zhttps://www.tdx.cat/oai/requestoai:www.tdx.cat:10803/3267422017-09-01T09:33:06Zcom_10803_183col_10803_225
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Empoderamiento de los trabajadores
Identificación con los equipos de trabajo
Compromiso organizativo
Desempeño de los trabajadores
Innovation management
Empowerment of workers
Identification with the teams
Organizational commitment
Performance of employees
Gestión de la innovación
Gestión de la innovación : efectos del clima de innovación de las empresas en el desempeño y compromiso de los trabajadores
[Barcelona] :
Universitat Politècnica de Catalunya,
2015
Accés lliure
http://hdl.handle.net/10803/326742
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Montoya Ramírez, Manuel Fernando,
autor
1 recurs en línia (141 pàgines)
Tesi
Doctorat
Universitat Politècnica de Catalunya. Departament d'Organització d'Empreses
2015
Universitat Politècnica de Catalunya. Departament d'Organització d'Empreses
Tesis i dissertacions electròniques
Sallán Leyes, José María,
supervisor acadèmic
TDX
There is a need to develop a climate in companies where workers feel secure when they have to take risks, to propose and implement new ideas, otherwise the implementation process of innovation may and up failling (Baer and Frese, 2013). When workers receive a work enviroment to support the production of innovation, a management style that encourages and management practices that encourage you to innovate, it is logical that more resources be devoted to the creation, promotion and implementation of innovations so that they are mor effective (Pons and Ramos, 2012) and in related to one of the objetive of empowerment, which is to provide confidence to the workers to generate a more active and pur puseful work in their work (Gonzalez, Martínez et al.) Moreover if a worker feels more satisfed in their jobs by having an appropiate climate, it is less likely to want abandoner their job therefore is expected to feel more committed to the company achieving an organizational commitment (Perez Varela and Abella, 2014). In this sens, this reserch aims to propose and validate a model to determine whether factor such a worker empowerment (EM) and the identification of workers with work teams (ID) influence in generating a climate of innovation in companies (CL) and how this climate of innovation (CL) generates a high worker performance (PF) and a high organizational commitment of employees (AC).
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