Research in operations management teaching: Trends and challenges

Martinez-Tomas²

2016

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169

112

Purpose: The AMO framework has been widely accepted in HRM literature for explaining the linkage between human resources practices and performance. However, it remains unclear whether this model has been fully demonstrated or not. Hence, we propose a systematic review that aims at identifying those investigations that have thoroughly tested the model, as well as the approaches used by them. Findings: AMO model is an excellent and structured framework that provides a better understanding of the relationship between HRM and performance. Moreover, the effectiveness of the model's proposal appears to be beyond doubt. In fact, a well trained and skilled employee will perform better, and a motivated worker will be ready to "go the extra mile".Likewise, if the work environment does not provide adequate opportunities, both abilities and motivation might become meaningless. However, we consider that many other factors could influence the positive effects of HPWS. As a matter of fact, not only contextual factors, but -1040-Intangible Capital -http://dx.doi.org/10.3926/ic.838 also individual beliefs, personal affinities, or personal circumstances (among others) might affect the implementation of these practices and the subsequent outcomes. For this reason, we consider that developing an HRM model that perfectly fit any situation is a very complicated, if not impossible, task. Research limitations/implications:The results show a significant variability in both research approaches and variables taken into consideration. In addition, it seems that little research has been conducted to verify the AMO model directly. Therefore, we consider that there is a great need to study the model from a more systematic perspective. A thorough understanding of the model could lead to a better understanding of the problems that organizations face when implementing human resource practices.Originality/value: Our study shed light on some aspects of the AMO framework within the HRM context. Specifically, we aimed to identify whether or not it is possible to confirm the model as it was originally proposed. We also find out which HR practices and measures of performance were considered across investigations, to define a standard approach.

Section: Methodsmentioning

confidence: 99%

Deconstructing AMO framework: a systematic review

Martinez-Tomas²

2016

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169

112

“…Precisamente, la evaluación de competencias transversales (soft-skills), es un tema actual en docencia universitaria puesto que, por un lado, existe una demanda explícita de la sociedad para tener profesionales formados, además de en competencias específicas, en competencias transversales (Ayhan & Oztemel, 2014;Katou, 2008;Marin-Garcia et al, 2014;Marin-Garcia et al, 2017;Marin-Garcia et al, 2009;Marin-Garcia & Martinez Tomas, 2016;Martínez Gómez et al, 2016;Pujol-Jover et al, 2015;Santandreu-Mascarell et al, 2011;Williams & Figueiredo, 2014). Por otro lado, resulta extremadamente complicado medir las competencias transversales por parte de los profesores o mandos, sobre todo ante grupos numerosos de estudiantes o subordinados (Ayhan & Oztemel, 2014;Halfhill & Nielsen, 2007;Medina-López et al, 2011;Ramirez Bayarri et al, 2016). Por ello, a veces es necesario plantearse la posibilidad de que sean los propios evaluados los que se auto-evalúen esas competencias transversales (Anthony & Garner, 2016;Butter & van Beest, 2017;Marin-Garcia et al, 2017;Ramirez Bayarri et al, 2016;Watts et al, 2012).…”

Section: Antecedentes Para La Revisión Sistemáticaunclassified

Protocol: Literature review on the psychometric properties of the short versions of the scales of social desirability in the answers to competency self-assessment questionnaires

Work. pap. oper. manag.

Betancour

Giraldo-O’Meara

2018

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Research in business organization in general and talent management (in university or professional students) uses in many cases self-administered questionnaires as a source of data to assess people's competencies. In clinical psychology, it has been shown that self-evaluations of behaviors may present a bias of social desirability. However, even in this field of research it is not usual to measure its effect when taking data. Our work proposes a protocol to find a set of scales of social desirability (SD) with less than 20 items that are valid and reliable. We also intend to identify if SD scales are associated with the self-assessments of some transversal competences. <div>[Protocolo: revisión de literatura sobre las propiedades psicométricas de las versiones cortas de las escalas de deseabilidad social en las respuestas a cuestionarios de autoevaluación de competenciasResumen</div>La investigación en organización de empresas en general y la gestión del talento (en alumnos universitarios o profesionales) usa en muchos casos los cuestionarios auto-administrados como fuente de datos para evaluar las competencias de las personas. En el área de la psicología clínica se ha demostrado que las auto-evaluaciones de conductas o comportamientos pueden presentar un sesgo de deseabilidad social. Sin embargo, ni siquiera en ése campo de investigación es habitual que se mida su efecto al tomar datos. Nuestro trabajo plantea un protocolo para encontrar un conjunto de escalas de deseabilidad social (SD) con menos de 20 ítems que sean válidas y fiables. Además, pretendemos identificar si las escalas de SD están asociadas a las auto-valoraciones de algunas competencias transversales. Palabras clave: Revisión de literatura; protocolo; deseabilidad social; escalas; cuestionarios; versiones cortas; competencias transversales]

“…We believe that the deep and scientific reflection on the way in which the operations management contents are learned is a pending topic in this discipline. For example, this shortcoming is clearly manifest in the review by Medina-López et al (2011). This situation limits the impact or the efficiency of our work as scholars who not only conduct research, but primarily help transfer knowledge to students and professionals.…”

Section: Introductionmentioning

confidence: 99%

What are the research focuses regarding learning in the field of operations management in higher education? The case of Spain in 2017

2018

JIEM

Purpose: What are the current research topics being studied by higher education professors in the area of operations management in Spain with regard to the learning of their students? Are the approaches that support these investigations adequate?Design/methodology/approach: For the analysis, we have selected 25 publications in peer-reviewed scientific journals published by Spanish authors in 2017, and we have encoded them using Atlas.ti.Findings: Most of the research centers on a very basic type of approach to learning, which reproduces the type of research typically conducted more than 40 years ago (type 1). For this reason, we propose an example of how to convert type 1 research questions into type 2 or 3 questions.Originality/value: This paper collects and summarizes the main works on learning research carried out by members of ACEDEDOT and published in 2017, identifying themes, methods, levels of teacher conception and focus on the type of student learning. We intend to use this information to create a map of the current situation and propose possible suggestions to implement evidence-based instruction on operations management.