The study examined Colombian people's positions on forgiving former actors in the armed civil conflict and on reintegrating them into society. A convenience sample of 550 adults living in Bogota was presented with 12 realistic stories depicting a former perpetrator of violence (a member of the guerillas, the paramilitary, or the military) who begged a victim's family for forgiveness. The vignettes were created by combining the levels of 4 factors-Identity ϫ Apologies (has apologized and offered compensation or not) ϫ Type of Crime (murder or destruction of property) ϫ Level of Responsibility (mere agent or organizer)-in a Latin square design. Three different rating scales were used: a willingness to forgive scale, an acceptance in the neighborhood scale, and an acceptance as a coworker scale. Through cluster analysis, 4 personal positions regarding forgiveness were found: a never forgive under any circumstances position (29%), a hesitant position (23%), an always forgive position (18%), and a depends on circumstances position (13%). Few participants adopted positions showing that at least minimal deliberation (weighing the pros and the cons) had taken place before responding. In addition, 17% of the sample was totally undetermined. Ninety-two percent of the participants who were hostile to forgiveness or hesitant were unwilling to have former perpetrators live in their neighborhoods, and 94% were unwilling to have them as coworkers. The corresponding figures were 62% and 66%, respectively, for participants holding an always forgive position. The gut reaction to former perpetrators found regarding the possibility of forgiving extended to the issue of reintegration. Overall, and despite the fact that, from a practical viewpoint, reintegrating people into society does not imply full forgiveness, Colombian people's views on reintegration are not more favorable than are their views on forgiveness.Editor's Note. Continue the conversation by submitting your comments and questions about this article/book review to PeacePsychology.org/ peaceconflict. (The Editor of PeacePsychology.org reserves the right to exclude material that fails to contribute to constructive discussion.

PurposeThis study analyses whether human resource management (HRM), through the use of four sets of high-performance work policies (HPWPs) (i.e. selection, training, motivation and opportunity policies), mediates the relationship between socioemotional wealth (SEW)—defined as a unique set of nonfinancial family goals—and firm financial performance when family firms face a high-risk context.Design/methodology/approachHypotheses were statistically tested using a structural equation modeling (SEM) methodology with a cross-sectional sample of 196 medium-sized and private family firms in a high-risk context in Spain.FindingsThe results indicate that the relationship between SEW and financial performance in family firms is fully mediated by the use of HPWPs, especially by training and motivation HR policies. The importance given to preserving SEW influences the use of four sets of HPWPs when family firms show clear evidence of being confronted by a financial decline (i.e. a high-risk context). However, to improve their financial results to avoid the firm's failure and thus the loss of their SEW, only those HR policies that focus on training and motivation made a significant and positive contribution to the firm financial performance.Originality/valueThis study contributes to the literature on family firms and HRM by adopting an alternative theoretical framework to understand how the importance of nonfinancial family goals may affect employee structures and management policies, thereby improving financial performance in family firms.

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Corporate Social Responsibility (CSR) and Human Resource Management (HRM) are two approaches that create a strategic contribution to the business. However, in Colombia has been shown the difficulty to understand their relationship (Calderon, 2006; Calderon Alvarez and Naranjo, 2011; ANDI, 2013). In that sense, this paper contributes to understand these two approaches, based on the dimensions of model proposed by Peláez, garcía and Azuero ( 2014), and in one study case developed by the research group Humanismo y gestión (2012). From the case study, and information obtained from interviews and surveys that support it, we described two of the four dimensions identified in the model. It's the first phase from a job that is in development. Nevertheless, the results of this initial application showed three minimum conditions and two strategic dimensions that evidenced the contribution of HRM to accomplish the CSR. Furthermore, we contrasted eight theoretical propositions raised by the authors in one of their dimension, with the facts evidenced in the case. the results will contribute on understanding the CSR and HRM in academic and business field, and secondly, they will promote the continuation of the work proposed to demonstrate the other two dimensions of the model, and they will invite to generate new case studies to validate or to strengthen the model used.

El presente trabajo tiene como objetivo explicar la relación entre la Responsabilidad Social Empresarial (RSE) y la Gestión Humana, aplicando un modelo explicativo en una empresa colombiana. La empresa corresponde a un caso de estudio elaborado por el grupo de investigación Humanismo y Gestión (2012), mediante entrevistas en profundidad a personal directivo y cuestionarios dirigidos a los trabajadores. Los resultados, producto de la revisión bibliográfica, el análisis del caso y la aplicación del modelo, permiten por un lado, evidenciar y describir las condiciones y dimensiones que explican la relación entre la RSE y la Gestión Humana desde una perspectiva estratégica, y por otro lado, identificar alternativas de investigación para validar las relaciones establecidas en el modelo propuesto, así como abarcar nuevas cuestiones. Finalmente, la contribución de estos resultados son en el campo académico y empresarial, especialmente para investigadores en gestión humana y RSE que deseen explorar alternativas de investigación, así como para el empresariado colombiano y estudiantes que estén interesados en generar estrategias desde estos dos enfoques para las empresas.