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Aragón Sánchez, Antonio

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Aragón Sánchez, Antonio
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Universidad de Murcia. Departamento de Organización de Empresas y Finanzas
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    La formación en la empresa española: ¿sólo se busca mejorar los resultados organizacionales?
    (2010) Aragón Sánchez, Antonio; Esteban Lloret, Nuria Nevers; Organización de Empresas y Finanzas
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    Institutional and competitive drivers on managers’ training and organizational outcomes
    (Elsevier, 2014) Esteban Lloret, Nuria Nevers; Aragón Sánchez, Antonio; Carrasco Hernández, Antonio José; Organización de Empresas y Finanzas
    Studies of the relationship between employee training and outcomes at the company level, in general, do not produce conclusive results. The objective of this paper is to analyze the drivers and outcomes of managers training. Drawing on institutional and economic-rational perspectives, this research explores the reasons why firms train their managers and which outcomes improve in response to training, to explain the ambiguity of the training effect on performance. To achieve the main objective, an empirical study was carried out on 374 Spanish firms. Findings support the idea that managers training is driven by institutional forces, particularly normative and mimetic forces, and to a lesser extent by competitive factors. That implies two different kinds of outcome are achieved by training managers: organizational legitimacy improves as well as organizational performance. While previous studies focus on the rational economic side of the training–outcome relationship, this paper aims to show the importance of the institutional forces in this relationship, looking at drivers and outcomes and so providing further explanations of the effect of training on performance.
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    Determinants of employee training: impact on organizational legitimacy and organizational performance
    (Taylor & Francis, 2018) Esteban Lloret, Nuria Nevers; Aragón Sánchez, Antonio; Carrasco Hernández, Antonio José; Organización de Empresas y Finanzas
    Employee training is one of the most studied human resource practices, as it is considered critical for organizational success. However, employee training and its impact on organizational performance have usually been studied from an economic-rational perspective, in terms of the economic and competitive advantages that companies can achieve by training employees. This study goes beyond the economic-rational approach and draws on institutional theory. We introduce contextual factors in the analysis of the determinants of employee training to complement the variables of competitive advantage and explain the relationship between employee training and organizational outcomes. Data were collected from 374 organizations using a questionnaire administered in Spain. The findings support the idea that both economic-rational and institutional determinants influence employee training. There are also two different kinds of outcome from training employees: organizational legitimacy improves at the same time as organizational performance.
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