Aitziber Arregui Uzuriaga Outstanding Qualification with "Cum Laude" Mention in her Doctoral Thesis
Aitziber Arregui Uzuriaga Outstanding Qualification with "Cum Laude" Mention in her Doctoral Thesis
Aitziber Arregui Uzuriaga Outstanding Qualification with "Cum Laude" Mention in her Doctoral Thesis
On June 27th, Monday, the researcher and teacher Aitziber Arregui Uzuriaga defended her doctoral thesis with the qualification of outstanding with "cum laude" mention
Thesis title: Analysis of the perceptions of Direct and Indirect Manpower workers on participation and people management practices. Case study of the UAS cooperative.
Court:
President: Dr. Mª del Carmen Marcuello Servós (University of Zaragoza).
Secretary: Dr. Saioa Arando Lasagabaster (Mondragon Unibertsitatea-Enpresagintza).
Member: Dr. Marta Enciso Santocildes (University of Deusto).
Directors: Dr. Mónica Gago García (Mondragon Unibertsitatea - Enpresagintza) and Dr. Maite Legarra Eizagirre (Mondragon Unibertsitatea - Enpresagintza).
Abstract:
People are the nerve center of organizations and, even more so, in the modern and global economy where markets are becoming increasingly competitive and dynamic. Taking the worker into account, involving him/her in the project and integrating him/her in the business strategy is extremely important in order to obtain a better organizational performance.
For this reason, efforts are being made to move towards more participative models and the function and role of people management departments is changing and gaining importance, becoming a strategic function.
Under this umbrella, a case study has been carried out in the industrial cooperative ULMA Architectural Solutions belonging to MONDRAGON, which has contributed to the development of the three empirical studies of which this doctoral thesis is composed. Quantitative and qualitative research approaches have been used, collecting evidence at three different time milestones and using different data collection techniques.
Thus, each study carried out has its own objectives. In the first, the perceptions of employees regarding organizational climate and equity participation were examined. In the second, we analyzed the perceptions of employees, differentiated according to their professional category (direct and indirect labor), on the people management practices carried out. Finally, in the third section, we analyzed how COVID-19 has influenced the perceptions of workers in relation to their participation in management through institutional channels and internal communication mechanisms, and how COVID-19 has influenced the psychological results and emotions experienced by workers.
Given the importance of discerning between the perceptions of direct and indirect workers, special attention has been paid to these groups in the three studies.
The main conclusions show that direct and indirect workers perceive management participation and people management practices differently, hence the importance of adapting these work contexts to the needs of the two groups and to the context of the organization, as has been observed in the aftermath of the COVID-19 pandemic.