Proceso de selección flexible por competencias aplicado al puesto de Dircom

  1. Jácome López, Rita
  2. Canós Darós, Lourdes
  3. Boñón Gomis, Alexis Jacobo
Revue:
Fórum Empresarial

ISSN: 2475-8752 1541-8561

Année de publication: 2016

Volumen: 21

Número: 2

Pages: 1-22

Type: Article

DOI: 10.33801/FE.V21I2.8620 DIALNET GOOGLE SCHOLAR lock_openDialnet editor

D'autres publications dans: Fórum Empresarial

Résumé

The Communication Manager position is relevant to the reputation of an organization, because it influences through its own personal image and reputation; therefore, the selection of this manager has to be painstaking. In this paper we propose a flexible selection process based on fuzzy logic, to fit the skills of candidates for the job and to support decision making. We present two techniques:one that selects the best applicant and another one that compares candidates with an ideal constructed with information provided by Spanish managers.

Références bibliographiques

  • Aaker, J. L. (1997). Dimensions of brand personality. Journal of Marketing Research, 24, 347-356.
  • Adams, J. E., Highhouse, S., & Zickar, M. J. (2010). Understanding general distrust of corporations. Corporate Reputation Review, 13(1), 38-51
  • .Afzal, H., Khan, M. A., ur Rehman, K., Ali, I., & Wajahat, S. (2010). Consumer’s trust in the brand: Can it be built through brand reputation, brand competence and brand predictability. International Business Research, 3(1), 43-51.
  • Anderson, C., & Shirako, A. (2008). Are individuals’ reputations related to their history of behavior? Journal of Personality and Social Psychology, 94(2), 320-333.
  • Bolino, M. C., Klotz, A. C., & Daniels, D. (2014). The impact of impression management over time. Journal of Managerial Psychology, 29(3), 266-284.
  • Bromley, D. B. (2001). Relationships between personal and corporate reputation. European Journal of Marketing, 35(3/4), 316-334.
  • Brown, T. J., Dacin, P. A., Pratt, M. G., & Whetten, D. A. (2006). Identity, intended image, construed image, and reputation: An interdisciplinary framework and suggested terminology Academy of Management Journal, 34(2), 99-106.
  • Cable, D. M., & Judge, T. A. (1997). Interviewers’ perceptions of person-organization fit and organizational selection decisions. Journal of Applied Psychology, 82(4), 546-561.
  • Canós, L. (2005). Gestión de recursos humanos basada en la lógica borrosa. Rect@: Revista Electrónica de Comunicaciones y Trabajos de ASEPUMA, 6, 29-60.
  • Canós, L., Casasús, T., Crespo, E., Lara, T., & Pérez, J. C. (2011). Personnel selection based on fuzzy methods. Revista de Matemática. Teoría y Aplicaciones, 18(1), 177-192.
  • Canós, L., Casasús, T., Lara, T., Liern, V., & Pérez, J. C. (2008). Modelos flexibles de selección de personal basados en la valoración de competencias. Rect@: Revista Electrónica de Comunicaciones y Trabajos de ASEPUMA, 9, 101-122.
  • Canós, L., & Liern, V. (2004). Some fuzzy models for human resources management. International Journal of Technology, Policy and Management, 4(4), 291-308.
  • Canós, L., & Liern, V. (2008). Soft computing-based aggregation methods for human resource management. European Journal of Operational Research, 189(3), 669-681.
  • Chen, C. C., & Lin, M. M. (2014). The effect of applicant impression management tactics on hiring recommendations: Cognitive and affective processes. Applied Psychology, 63(4), 698-724.
  • Chun, R. (2005). Corporate reputation: Meaning and measurement. International Journal of Management Reviews, 7(2), 91-109.
  • Davies, G., Chun, R., da Silva, V. R., & Roper, S. (2004). A corporate character scale to assess employee and customer views of organization reputation. Corporate Reputation Review, 7(2), 125-146.
  • Ellis, A. P. J., West, B. J., Ryan, A. M., & DeShon, R. P. (2002). The use of impression management tactics in structured interviews: A function of question type? Journal of Applied Psychology, 87(6), 1200-1208.
  • Fombrun, C. J. (1996). Reputation: Realizing value from the corporate image. Boston, MA: Harvard Business School Press.
  • Fombrun, C. J., & Low, J. (2011). The real value of reputation. Communication World, 28(6), 18-22.
  • Foste, E. A., & Botero, I. C. (2012). Personal reputation: Effects of upward communication on impressions about new employees. Management Communication Quarterly, 26(1), 48-73.
  • Fullér, R., Canós, M. J., & Canós, L. (2012). Transparent fuzzy logic based methods for some human resources problems. Rect@ Revista Electrónica de Comunicaciones y Trabajos de ASEPUMA, 13(1), 27-41.
  • Goguen, J. A. (1967). L-fuzzy sets. Journal of Mathematical Analysis and Applications, 18(1), 145-174.
  • Goguen, J. A. (1969). The logic of inexact concepts. Synthese, 19(3), 325-373.
  • Guillén, M., & González, T. F. (2001). The ethical dimensions of managerial leadership: Two illustrative case studies in TQM. Journal of Business Ethics, 34(3), 175-189.
  • Helm, S. (2005). Designing a formative measure for corporate reputation. Corporate Reputation Review, 8(2), 95-109.
  • Higgins, C. A., & Judge, T. A. (2004). The effect of applicant influence tactics on recruiter perceptions of fit and hiring recommendations: A field study. Journal of Applied Psychology, 89(4), 622-632.
  • Highhouse, S., Brooks, M. E., & Gregarus, G. (2009). An organiza-tional impression management perspective on the formation of corporate reputations. Journal of Management, 35(6), 1481-1493.
  • Jácome, R. (2015). La impression management aplicada a la construc-ción de reputación personal y en las organizaciones: El caso del Dircom(Tesis doctoral). Recuperada de RiuNet Repositorio Institu-cional Universitat Politècnica de València. doi:10.4995/The-sis/10251/59524.
  • Jácome, R., Bañón, A. J., Guillén, M., & Canós, L. (2013). Influencia de la teoría de impression management en los comportamientos que afectan a la relación entre personas y organizaciones. Working Papers on Operations Management, 4(1), 9-22.
  • Jones, E. E., & Pittman, T. S. (1982). Toward a general theory of strategic self-presentation. En J. Suls (Ed.), Psychological perspectives on the self (pp. 231-263).
  • Hillsdale, NJ: Lawrence Erlbaum.Kacmar, K. M., & Tucker, R. (2014). The moderating effect of supervisor’s behavioral integrity on the relationship between regulatory focus and impression management. Journal of Business Ethics, 1-12.
  • Kaufmann, A., & Gil Aluja, J. (1987). Técnicas operativas de gestión para el tratamiento de la incertidumbre. Barcelona, España: Hispano Europea.
  • Keller, K. L. (1993). Conceptualizing, measuring, and managing customer-based brand equity. Journal of Marketing, 57(1), 1-22.
  • Kristof-Brown, A. L. (2000). Perceived applicant fit: Distinguishing between recruiters’ perceptions of person-job and person-organization fit. Personnel Psychology, 53(3), 643-671.
  • Kumar, K., & Beyerlein, M. (1991). Construction and validation of an instrument for measuring ingratiatory behaviors in organizational settings. Journal of Applied Psychology, 76(5), 619-627.
  • Larsen, H. L. (2002). Efficient importance weighted aggregation between min and max. 9th Conference on information processing and management of uncertainty in knowledge-based systems. Conferencia llevada a cabo en Annecy, Francia.
  • Leary, M. R., & Kowalski, R. M. (1990). Impression management: A literature review and two-component model. Psychological Bulletin, 107(1), 34-47.
  • Liern, V., & Canós, L. (2003). Toma de decisiones mediante algoritmos borrosos: aplicación a la viabilidad y reestructuración de plantillas laborales. Revista Europea de Dirección y Economía de la Empresa, 12(2), 127-142.
  • Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Management, 20(3), 709-734.
  • Palanski, M. E., Kahai, S. S., & Yammarino, F. J. (2011). Team virtues and performance: An examination of transparency, behavioral integrity, and trust. Journal of Business Ethics, 99(2), 201-216l.
  • Proost, K., Schreurs, B., Witte, K. De, & Derous, E. (2010). Ingratiation and self-promotion in the selection interview: The effects of using single tactics or a combination of tactics on interviewer judgments. Journal of Applied Social Psychology, 40(9), 2155-2169.
  • Rosenfeld, P., Giacalone, R. A., & Riordan, C. A. (1995). Impression management in organizations: Theory, measurement, practice. (V. N. Reinhold, Ed.). New York, NY: Routledge: Lawrence Erlbaum.
  • Schlenker, B. R. (1980). Impression management: The self-concept, social identity, and interpersonal relations. Monterey, CA: Brooks/Cole Publishing Company.
  • Schweizer, T. S., & Wijnberg, N. M. (1999). Transferring reputation to the corporation in different cultures: Individuals, collectives, systems and the strategic management of corporate reputation. Corporate Reputation Review, 2(3), 249-266.
  • Scott, S. G., & Lane, V. R. (2000). A stakeholder approach to organizational identity. Academy of Management Review, 25(1), 43-62.
  • Simons, T. (2002). Behavioral integrity: The perceived alignment between managers’ words and deeds as a research focus. Organization Science, 13(1), 18-35.
  • Sung, M., & Yang, S.-U. (2008). Toward the model of university image: The influence of brand personality, external prestige, and reputation. Journal of Public Relations Research, 20(4), 357-376.
  • Valle Cabrera, R. J. (2003). La gestión estratégica de los recursos humanos. Madrid, España: Pearson Educación.
  • Walker, K. (2010). A systematic review of the corporate reputation literature: Definition, measurement, and theory. Corporate Reputation Review, 12(4), 357-387.
  • Walsh, G., & Beatty, S. E. (2007). Customer-based corporate reputation of a service firm: scale development and validation. Journal of the Academy of Marketing Science, 35(1), 127-143.
  • Wayne, S. J., & Kacmar, K. M. (1991). The effects of impression management on the performance appraisal process. Organizational Behavior and Human Decision Processes, 48(1), 70.
  • Zadeh, L. A. (1965). Fuzzy sets. Information and Control, 8(3), 338-353.
  • Zinko, R., Ferris, G. R., Humphrey, S. E., Meyer, C. J., & Aime, F. (2012). Personal reputation in organizations: Two-study constructive replication and extension of antecedents and consequences. Journal of Occupational and Organizational Psychology, 85(1), 156-180.