ROGLE
23Dic/13Off

Publicado Marin-Garcia, J. A.; Bonavía, T. (2013). La Organización De La Producción De Las Empresas De Pavimentos y Revestimientos Cerámicos. Alta Dirección [277/278], 42-50.

Marin-Garcia, J. A. & Bonavía, T. (2013). La Organización De La Producción De Las Empresas De Pavimentos y Revestimientos Cerámicos. Alta Dirección [277/278], 42-50.

http://www.upv.es/i.grup/repositorio/own/ART_2013_001_AD_Marin-Garcia&Bonavia.La%20organizacion-produccion-empresas%20de%20pavimentos.pdf
Abstract:
En este artículo, describimos los datos recogidos en las entrevistas realizadas a 101 directores de producción y en las visitas posteriores a sus plantas. En nuestros análisis, podemos observar que existen diferencias significativas en el grado de uso de determinadas herramientas de gestión de la producción, cuando agrupamos a las empresas por tipo de producto que fabrican. También hemos apreciado que las empresas con más de 150 trabajadores en plantilla, usan más las herramientas contempladas en nuestra investigación (ISO-9000, mejora continua en grupos, mantenimiento preventivo, controles de calidad…). Además, hemos comprobado que existen algunas herramientas, como por ejemplo el SMED, que apenas se han implantado en las empresas del sector.

23Dic/13Off

Publicado Marin-Garcia, J. A.; Perez-Peñalver, M. J. ; Watts, F. (2013). How to Assess Innovation Competence in Services: The Case of University Students. Dirección y Organización [50], 48-62.

Marin-Garcia, J. A.; Perez-Peñalver, M. J. & Watts, F. (2013). How to Assess Innovation Competence in Services: The Case of University Students. Dirección y Organización [50], 48-62.

http://www.revistadyo.com/index.php/dyo/article/viewFile/431/451

Abstract: The main purpose of this paper is to review the concept of innovation capacity in higher education students, proposing
constructs for a measurement model of innovation capacity as a second-order formative model and validation of measurement
scales with 332 students from a Spanish university. The proposed model can be considered to meet, in general, the criteria for
content validity and the validation tests suitable for the formative model. Thus, the academic community can benefit from a validated
measurement instrument that can be used in the future to collect data on dependent and independent variables in causal
models. The paper also presents a contribution for teaching professionals interested in measuring the degree of development of
innovation competence in their students.
Keywords: questionnaire validation, innovation, competence, capacity, skills, assessment, higher education, PLS.
Resumen: Este trabajo presenta una definición de la capacidad de innovación de los estudiantes universitarios. Para ello se propondrá
el modelo de medida de las variables latentes, considerando la capacidad de innovación como un modelo de segundo orden
formativo. Las escalas se han validado con una muestra de 332 estudiantes universitarios españoles. Podemos considerar que
el modelo propuesto cumple, en general, con los criterios de validez de contenido y las pruebas de validación de escalas formativas.
Ofrecemos a la comunidad académica un instrumento validado que puede ser usado, en el futuro, para medir variables dependientes
o independientes de modelos causales. También representa una contribución para los profesores universitarios interesados
en evaluar el grado de desarrollo de la competencia de innovación en sus alumnos.
Palabras clave: validación de cuestionario, innovación, competencia, capacidad, habilidades, evaluación, universidad, PLS.

23Dic/13Off

Publicado Garcia-Sabater, J. P.; Maheut, J. & Marin-Garcia, J. A. (2013). A New Formulation Technique to Model Materials and Operations Planning: The Generic Materials and Operations Planning (GMOP) Problem. European Journal of Industrial Engineering 7[2], 119-147.

Garcia-Sabater, J. P.; Maheut, J. & Marin-Garcia, J. A. (2013). A New Formulation Technique to Model Materials and Operations Planning: The Generic Materials and Operations Planning (GMOP) Problem. European Journal of Industrial Engineering 7[2], 119-147.

http://www.upv.es/i.grup/repositorio/own/ART_2013_003_EJIE_GARCIA-SABATER-EtAl-A%20new%20formulation%20technique%20to%20model%20materials.pdf
Abstract:
This paper presents a technique that mathematically models relationships between operations and materials, which amends the usual technique used to model Materials and Resources Requirement Planning through Mathematical Programming. This technique represents operations and materials requirement planning by extending the bill of materials concept beyond the Gozinto structure. This so-called Generic Materials and Operations Planning (GMOP) Problem is based on the “stroke” concept. The decision variables are the operations (strokes) each resource is capable of, and not materials or resources. This form extends modeling capacity to transformation operations, resource and product substitution, and material transportation. It considers most conventional bills of materials types (direct, alternative and reverse BOMs, alternative resources and routings) with the same data structure. It contemplates multi-level problem modeling, and even packaging and alternative transport modes. The same data structure represents these characteristics. The problem, its mathematical modeling approach and examples illustrating its use are provided.

Keyword: Alternative bill of materials; Alternative operations; Alternative routings; Generic Materials and Operations Planning; Material Requirement Planning; Packaging; Product substitution; Reverse bill of materials; Stroke; Supply chain management.

23Dic/13Off

Publicado Perello-Marin, M. R.; Marin-Garcia, J. A. & Marcos-Cuevas, J. (2013). Towards a Path Dependence Approach to Study Management Innovation. Management Decision 51[5], 1037-1046

Perello-Marin, M. R.; Marin-Garcia, J. A. & Marcos-Cuevas, J. (2013). Towards a Path Dependence Approach to Study Management Innovation. Management Decision 51[5], 1037-1046.

http://www.upv.es/i.grup/repositorio/own/ART_2013_004_MD-Perello&Marin&Marcos-path%20dependence%20Management%20innovation.pdf
Abstract:
Purpose – Scholars in social sciences tend to use the term of path dependence without explaining
exactly what they mean by it Path dependence is a useful approach to understand the success or
otherwise of the implementation of management innovation. The aim of this paper is to identify under
which conditions it makes sense to talk about path dependence, and the relevance of using path
dependence to the analysis of management innovation
Designlmethodology/appmach – The path dependence literature in different contexts and
knowledge areas within social science is reviewed using a nanative approach
Findings – The concept of path dependence can be used to study management innovation,
particular ly when analyzing the introduction of new management practices The authors argue that
the order in which management practices are introduced has a profound effect on the outcomes for the
organization When the appropriate practices are introduced first, these create enhanced capabilities
for the implementation of subsequent practices. If inappropriate practices are rolled out, they may
severely impede management innovation and thus evolution and change of the firm
Research limitations/implications – This work highlights the need to conduct further research to
understand the interaction between existing practices and the new ones This study can be extended
with an empirical work to corroborate the results presented here
Originality/value – By reviewing the different definitions of path dependence that exist in the
literature, this paper will stimulate a debate on the necessary and sufficient conditions of path
dependence and encourage a greater level of clarity in the management innovation area.
Keywords Path dependence, Management innovation, Management practices, Complexity, Managers,
Innovation, Organizational innovation
Paper type Literature review
1. Introduction
In an increasingly competitive environment, in which changes happen so r§lpidly,
organizations endeavor to evolve in order to achieve a sustainable competitive
advantage .. Firms’ emphasis on maximizing flexibility and adaptability to continuous
change becomes key to ensure future success changes (Adamides and Pomonis, 2009;
Antonelli, 2009; Burnes, 2004b; Farinos  et aI, 2011; Karlsson and Ahlstrom, 1996;
The work described in this paper has been supported by the project “CORSARI MAGIC
DPI201O-18243″ by the Ministerio de Ciencia e Innovacion del Gobierno de Españia within the
Program de “Proyectos de Investigacion Fundamental No Orientada” ..
A path
dependence
approach
1037
Management Decision
Vol 51 No. 5, 2013
pp. 10371046
© Emerald Group Publishing Limited

23Dic/13Off

Publicado Marin-Garcia, J. A.; Alfalla-Luque, R. & Medina-López, C. (2013). Supply Chain Integration Scales Validation and Benchmark Values. Journal of Industrial Engineering and Management 6[2], 423-440.

Marin-Garcia, J. A.; Alfalla-Luque, R. & Medina-López, C. (2013). Supply Chain Integration Scales Validation and Benchmark Values. Journal of Industrial Engineering and Management 6[2], 423-440.

http://www.jiem.org/index.php/jiem/article/view/517/408
Abstract:

Purpose: The clarification of the constructs of the supply chain integration (clients, suppliers, external and internal), the creation of a measurement instrument based on a list of items taken from earlier papers, the validation of these scales and a preliminary benchmark to interpret the scales by percentiles based on a set of control variables (size of the plant, country, sector and degree of vertical integration).

Design/methodology/approach: Our empirical analysis is based on the HPM project database (2005-2007 timeframe). The international sample is made up of 266 plants across ten countries: Austria, Canada, Finland, Germany, Italy, Japan, Korea, Spain, Sweden and the USA. In each country. We analized the descriptive statistics, internal consistency testing to purify the items (inter-item correlations, Cronbach’s alpha, squared multiple correlation, corrected item-total correlation), exploratory factor analysis, and finally, a confirmatory factor analysis to check the convergent and discriminant validity of the scales. The analyses will be done with the SPSS and EQS programme using the maximum likelihood parameter estimation method.

Findings: The four proposed scales show excellent psychometric properties.

Research limitations/implications: with a clearer and more concise designation of the supply chain integration measurement scales more reliable and accurate data could be taken to analyse the relations between these constructs with other variables of interest to the academic l fields.

Practical implications: providing scales that are valid as a diagnostic tool for best practices, as well as providing a benchmark with which to compare the score for each individual plant against a collection of industrial companies from the machinery, electronics and transportation sectors.

Originality/value: supply chain integration may be a major factor in explaining the performance of companies. The results are nevertheless inconclusive, the vast range of results obtained are due, amongst other things, to the fact that there is no exactness to the group of scales used, no-one has yet published an analysis of the measurement models nor clear benchmarks as to the variety of the scales used.

Keywords

scale validation; questionnaire; reliability; validity; psichometric properties; supply chain integration

23Dic/13Off

Publicado Marin-Garcia, J. A. (2013). What Do We Know About the Relationship Between High Involvement Work Practices and Performance? Working Papers on Operations Management 4[2], 01-15.

Marin-Garcia, J. A. (2013). What Do We Know About the Relationship Between High Involvement Work Practices and Performance? Working Papers on Operations Management 4[2], 01-15.

http://ojs.upv.es/index.php/WPOM/article/view/1552/1888
Abstract:
En este artículo se han identificación varias preguntas a plantear para identificar la relación entre los programas de recursos humanos de alta implicación (HIWP) y el desempeño organizativo: ¿qué constructos medir?, ¿cómo medirlos?, ¿qué prevalencia tienen los constructos?, ¿cómo actúan los HIWP?, ¿cuáles son las variables moderadoras a contemplar?, ¿qué correlación existe entre los constructos?). Analizar cuáles de ellas están respondidas ya y cuáles no y plantear una posible línea de trabajo para resolver las cuestiones pendientes. Los resultados apuntan a una necesidad de seguir haciendo aportaciones en la investigación sobre relación de HIWP y desempeño organizativo mediante estudios transversales. También se van a dar recomendaciones de hacia dónde se pueden orientar esas aportaciones para ayudar a tener integraciones (meta-análisis) más potentes en el futuro. Todo ello con el fin de abrir un debate académico sobre estos temas y para ofrecer a potenciales autores un espacio donde publicar sus resultados de investigación si deciden investigar en estas líneas y no encuentran otros canales de publicación académica que consideren más interesantes que la revista WPOM.

(Article raises several questions to identify the relationship between high involvement human resource programs (HIWP) and organizational performance: which constructs to measure?, how to measure them?, and what are the constructs prevalence?, how HIWP works ?, what are the moderating variables to consider?, and what correlation exists between the constructs? Then we analyze which of them are answered already, and which are not. This raises a possible line of work to resolve outstanding issues. The results point to a need for further research on HIWP and organizational performance relationship through cross-sectional studies. Will also give recommendations to where these contributions can be oriented to help take integrations (meta-analysis) more powerful in the future. All this, in order to open an academic debate on these issues and to provide a space where potential authors publish their research results if they decide to investigate on these lines and found no other academic publication channels they find more interesting than WPOM the journal.)

Keywords: HIWP; RRHH; Recursos humanos; Performance; SLR; Systematic literature review; Revisión sistemática de la literatura

23Dic/13Off

Publicado Martínez-Gómez, M.; Marin-Garcia, J. A. & Giraldo-O’Meara, M. (2013). Validación De Las Escalas De Características Del Puesto De Trabajo Aplicadas a Entornos Educativos Universitarios. Intangible Capital 9[4], 1170-1193.

Martínez-Gómez, M.; Marin-Garcia, J. A. & Giraldo-O’Meara, M. (2013). Validación De Las Escalas De Características Del Puesto De Trabajo Aplicadas a Entornos Educativos Universitarios. Intangible Capital 9[4], 1170-1193.

http://www.intangiblecapital.org/index.php/ic/article/view/424/397
Abstract:

Objeto: Presentar la adaptación realizada del Job Diagnostic Survey (JDS) como
herramienta de diagnóstico de metodologías docentes en las aulas universitarias y
comprobar la fiabilidad y validez de las escalas del modelo JDS adaptado a la docencia,
así como su estructura factorial.
Diseño/metodología:  Se han analizado los datos de una muestra con 149 estudiantes
pertenecientes a la Facultad de Administración de Empresas, de una universidad
española, durante el curso 2008-2009, mediante la realización de un análisis factorial
confirmatorio utilizando la técnica multivariante de ecuaciones estructurales.
Aportaciones y resultados: El modelo ha resultado ser satisfactorio pudiendo ser una
herramienta eficaz para evaluar el proceso de cambio hacia las nuevas metodologías
activas que actualmente están enfrentando las universidades.
Limitaciones: En futuras líneas de investigación debería comprobarse la validez
predictiva de este instrumento respecto a otras variables de interés, como la
satisfacción de los estudiantes. También sería necesario extender los análisis a
poblaciones distintas, así como en los diferentes niveles universitarios.
Implicaciones prácticas: Proporciona a los investigadores un instrumento para medir
el perfil motivador del puesto cuyo modelo de medida es válido y fiable.
Implicaciones sociales: En el proceso actual de cambio que se está llevando a cabo
en las universidades de acuerdo al plan desarrollado por el Espacio Europeo de
Educación Superior, herramientas validadas como el JDS adaptado a la docencia
permiten facilitar dicho proceso por medio del diagnóstico, la implementación y el
seguimiento de los cambios requeridos en las aulas universitarias tanto en las
metodologías utilizadas en clase, como en la relación docente – alumno.
Valor añadido: El JDS permite a los profesores realizar una valoración de la percepción
de los alumnos frente a su metodología docente y hacia su rol como gestor del aula.
Palabras clave: JDS, Características del trabajo, Rediseño de puestos de trabajo, Docencia
universitaria, Análisis factorial confirmatorio, Job Diagnostic Survey.

22Jul/13Off

Publicado “BARRIERS AND FACILITATORS OF THE TPM IMPLEMENTATION” -Intangible Capital.

Ha sido aceptado esté articulo escrito junto con Rafael Mateo :

Marin-Garcia, J. A.; Mateo Martínez, R. (2013). Barreras y facilitadores de la implantación del TPM. Intangible Capital, Vol. 9, nº. 3, pp. 823-853. http://www.intangiblecapital.org/index.php/ic/article/view/360/369
22Jul/13Off

Aceptado “Questionnaire validation to measure the degree of use of high involvement work practices”-Intangible Capital

Ha sido aceptado esté articulo escrito junto con Graziela Conci:
“Questionnaire validation to measure the degree of use of high involvement work practices”
Será publicado en el próximo número regular de Intangible Capital.

2Ene/13Off

Publicado: Marin-Garcia, J. A. & Conci, G. (2012). Verification of the reflective model of first order factorsfor reward and empowerment constructs

Marin-Garcia, J. A. & Conci, G. (2012). Verification of the reflective model of first order factorsfor reward and empowerment constructs based on questionnaires derived from Lawler et al. (1991). Journal of Industrial Engineering and Management, 5, 473-495
http://www.jiem.org/index.php/jiem/article/view/454

Abstract:

Purpose: High involvement practices have traditionally been classified in four main categories: training, communication, rewards and empowerment. In order to measure the degree of implementation of these programs, different questionnaires have been developed. In this paper, we have identified 3 types of questionnaires and we have deeply analyzed the psychometrical properties of one of these types: questionnaires derived from Lawler et al. (1991). The most recent investigation seems to show that psychometrical properties of both training and communication constructs are appropriate. However, it is necessary to work on rewards and empowerment scales. This research  analyzes, by means of confirmatory factorial, two reflective measurement models, already present in the previous literature of rewards and empowerment scales.
Design/methodology/approach: Spanish samples from 1997 (n=105), as well as United States ones (n=212 dating 1996 and n=143 dating 1999) have been used. Convergent and discriminant validity were tested.
Findings and Originality/value: None of the models presents and acceptable adjustment in the used samples. Therefore, a possible future line of investigation in order to check whether the measurement model of rewards and empowerment constructs is formative instead of reflective, has been opened.

Practical implications: Practitioners can profit from the results of this research because questionnaires validity will allow companies to have measurement and good practices diagnosis tools that can be used either for internal benchmarking or for the comparison with reference groups of companies.
Originality/value: Our paper identifies three questionnaire typologies used in the field of investigations of rewards and empowerment practices. We show that the point of view with which the scales of theses questionnaires have been treated has always been reflective. Moreover, this is one of the few papers that have checked the validity of the measurement model of questionnaires derived from Lawler et al. (1991). It questions the validity of a single questionnaire with similar samples, of different years, and simultaneously, with samples from same years but from different countries.

Keywords

HIWP; Human Resource Management practices; High Involvement; Rewards; Empowerment