Miguel R Olivas-Luján | Clarion University (original) (raw)
As a Professor of Management at Clarion University of Pennsylvania I research and teach on Leadership, Management, Human Resources, and International Business. My research has been published in several scientific and practitioner-oriented outlets, in four languages (English, Spanish, French, and Portuguese).
I am also Editor for Emerald's "Advanced Series in Management." With my colleagues from different countries, I have published several books (edited volumes), including "Human Resource Management, Social Innovation and Technology" (Emerald, 2014), "Social Media in Human Resources Management" (Emerald, 2013), "Social Media in Strategic Management," (Emerald, 2013), and "Successful Professional Women of the Americas" (Elgar, 2006).
I research on topics dealing with Management, Information Technologies, Human Resources, Gender, Latino organizations, Business Ethics, Christian/Catholic Social Thought, and Latin America, with an emphasis on Mexico.
Along with Xhonané Olivas, my beloved wife and business partner, I occasionally offer Consulting services.
Phone: 814-226-2626
Address: Clarion U of Pennsylvania
840 Wood St
Clarion, PA 16214
less
Uploads
Papers by Miguel R Olivas-Luján
SAGE Publications, Inc. eBooks, 2023
Social Science Research Network, 2015
A major challenge faced by organizations is to the conditions so that people different ages (gene... more A major challenge faced by organizations is to the conditions so that people different ages (generations) can interact with each other in productive ways. The goal of this research paper is to analyze whether age is a determining factor on behavioral attitudes that employees in an organization may have with respect to involuntary separation, (voluntary) retirement or dismissal. We applied and validated in Mexico a survey instrument originally developed in Europe, with a sample of 304 respondents. We found statistically significant differences in early retirement intentions of those who are older than 45 compared to younger respondents, (F=27.04, p
Edward Elgar Publishing eBooks, Jul 27, 2006
Academy of Management Global Proceedings, Apr 16, 2020
Sustainability, Mar 20, 2023
This article is an open access article distributed under the terms and conditions of the Creative... more This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY
Management Research: Journal of the Iberoamerican Academy of Management
Purpose Identifying and analyzing aspects related to sustainable human resources (HRs) in an emer... more Purpose Identifying and analyzing aspects related to sustainable human resources (HRs) in an emerging, Iberoamerican location (Monterrey, Mexico). Documenting employee experiences regarding sustainable practices of HR in their companies to understand the enacted meaning of sustainable HR management (HRM). This study aims to seek answers to understand the ways environmental sustainability is present in HR subprocesses and the ways companies regard HRs from a sustainability perspective. Design/methodology/approach This exploratory research has a qualitative approach. The authors collected and summarized semi-structured interviews with 31 key informants that work fully or partially in HRs in a large, industrialized city in an Iberoamerican, emerging economy (Monterrey, Mexico). Findings The main findings based on responses from HR professionals are as follows: HR activities may contribute to the sustainability of the business and its physical environment; HR can create a culture of car...
Academy of Management Global Proceedings, Apr 16, 2020
Advanced Series in Management, 2019
Originality/Value This study shows that some of the largest Spanish firms are slowly exhibiting r... more Originality/Value This study shows that some of the largest Spanish firms are slowly exhibiting responsible behavior with respect to female employment, both longitudinally and in their subsidiaries. The fact that this is not a consistent tendency lends support to the argument that existing legislation should have stronger normative pressures, such as fines and penalties for noncompliance.
Labor: Personnel Economics eJournal, 2016
The need for research in Human Resources Management is vast in the geographic North, Central Amer... more The need for research in Human Resources Management is vast in the geographic North, Central American and Caribbean countries that include Belize, Costa Rica, Cuba, Dominican Republic, El Salvador, Guatemala, Haiti, Honduras, Jamaica, Mexico, Nicaragua, Panama and Puerto Rico. In this chapter, we document a systematic review of the literature that identifies 111 HRM articles published since 1990 about these nations to show the state of the discipline, detect gaps and recommend courses of action. Among our main findings, this review shows that Mexico is the nation with the largest coverage (73.9% of studies), followed by Costa Rica (11.7%), Nicaragua (10.8%), Honduras (7.2%), Cuba, El Salvador, Guatemala (6.3 each), Panama (5.4%), Puerto Rico (3.6%), Jamaica (2.7%), and finally, Belize and Haiti (0.9% each). The large gaps in coverage signal the need to extend research on all HRM subfields to Central American and Caribbean nations. We also found that excluding studies in Spanish and ...
HRM 4.0 For Human-Centered Organizations, 2019
Blockchains, also known as “distributed ledger technologies” (DLT) are perhaps the emerging innov... more Blockchains, also known as “distributed ledger technologies” (DLT) are perhaps the emerging innovation that, in the years leading up to and including 2019, is raising the highest expectations for HRM in the 4.0 business environment. In essence, a blockchain is a very specific type of database, with characteristics that made it the ideal application for cryptocurrencies like Bitcoin. Within the context of digital- or e-HRM, there is potential to improve human resource management (HRM) processes using blockchains for employment screening, credential and educational verification, worker contracts and payments, among others, notwithstanding questions about its efficiency vis-a-vis conventional alternatives (Maurer, 2018; Zielinski, 2018). The research questions examined in this chapter include the following: What are the main characteristics of blockchains? Will they be adopted in a widespread form, specifically by HRM departments? Constructs from Diffusion of Innovations (DOI) theory (Rogers, 2003) are used to inform the Human Resources scholarly and practitioner communities; this robust theory may help companies allocate resources (e.g., budgets, personnel, managerial time, etc.) in an evidence-informed manner. As of this writing, very few blockchain applications, such as credential verification and incident reporting, seem to hold a strong potential for adoption.
Academia Revista Latinoamericana de Administración, 2021
PurposeThis article introduces readers to the Special Issue (SI, 34-1) of ARLA, edited (not exclu... more PurposeThis article introduces readers to the Special Issue (SI, 34-1) of ARLA, edited (not exclusively) with the best papers of the Academy of Management's Specialized Conference, scheduled for April 2020 in Mexico City. The COVID-19 pandemic forced its cancellation, but the expert peer review and editorial work continued, to contribute to the emerging literature on Latin American Management and Sustainability.Design/methodology/approachGuest editors contributed their expertise based on required editorial processes and focused literature reviews on Management and Sustainability.FindingsThere are large management and sustainability challenges to Latin American practitioners and researchers, resulting in an increasingly urgent need to systematically document similarities and differences in the fields of Management and Sustainability. It is so because the region has been affected as few others before, during and after the pandemic. Thus, this issue summarizes the literature, prese...
Successful Professional Women of the Americas
Successful Professional Women of the Americas
Tables 2.1 Economic activity and women's share of the labour force in the Americas 29 2.2 Changes... more Tables 2.1 Economic activity and women's share of the labour force in the Americas 29 2.2 Changes in labour force participation rates of women in eight Latin American countries 31 2.3 Women's share as administrative and managerial workers and high officials in the Americas 32 2.4 Index of women holding executive, technical and academic positions for Latin American countries included in the study 33 3.1 Cultural dimensions/personal characteristics 71 3.2 Scores on Hofstede values for countries in the Americas 73 3.3 Scores on Successful Women survey for countries in the Americas 74 4.1 Comparison of scores in the Caribbean countries 90 5.1 Personality and other internal factors 99 5.2 Management and leadership styles 105 5.3 Great leaders 110 6.1 Demographic factors 115 6.2 External factors 116 9.1 Some famous women in Mexican history 163 9.2 Cities and states of origin of participants 171
SAGE Publications, Inc. eBooks, 2023
Social Science Research Network, 2015
A major challenge faced by organizations is to the conditions so that people different ages (gene... more A major challenge faced by organizations is to the conditions so that people different ages (generations) can interact with each other in productive ways. The goal of this research paper is to analyze whether age is a determining factor on behavioral attitudes that employees in an organization may have with respect to involuntary separation, (voluntary) retirement or dismissal. We applied and validated in Mexico a survey instrument originally developed in Europe, with a sample of 304 respondents. We found statistically significant differences in early retirement intentions of those who are older than 45 compared to younger respondents, (F=27.04, p
Edward Elgar Publishing eBooks, Jul 27, 2006
Academy of Management Global Proceedings, Apr 16, 2020
Sustainability, Mar 20, 2023
This article is an open access article distributed under the terms and conditions of the Creative... more This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY
Management Research: Journal of the Iberoamerican Academy of Management
Purpose Identifying and analyzing aspects related to sustainable human resources (HRs) in an emer... more Purpose Identifying and analyzing aspects related to sustainable human resources (HRs) in an emerging, Iberoamerican location (Monterrey, Mexico). Documenting employee experiences regarding sustainable practices of HR in their companies to understand the enacted meaning of sustainable HR management (HRM). This study aims to seek answers to understand the ways environmental sustainability is present in HR subprocesses and the ways companies regard HRs from a sustainability perspective. Design/methodology/approach This exploratory research has a qualitative approach. The authors collected and summarized semi-structured interviews with 31 key informants that work fully or partially in HRs in a large, industrialized city in an Iberoamerican, emerging economy (Monterrey, Mexico). Findings The main findings based on responses from HR professionals are as follows: HR activities may contribute to the sustainability of the business and its physical environment; HR can create a culture of car...
Academy of Management Global Proceedings, Apr 16, 2020
Advanced Series in Management, 2019
Originality/Value This study shows that some of the largest Spanish firms are slowly exhibiting r... more Originality/Value This study shows that some of the largest Spanish firms are slowly exhibiting responsible behavior with respect to female employment, both longitudinally and in their subsidiaries. The fact that this is not a consistent tendency lends support to the argument that existing legislation should have stronger normative pressures, such as fines and penalties for noncompliance.
Labor: Personnel Economics eJournal, 2016
The need for research in Human Resources Management is vast in the geographic North, Central Amer... more The need for research in Human Resources Management is vast in the geographic North, Central American and Caribbean countries that include Belize, Costa Rica, Cuba, Dominican Republic, El Salvador, Guatemala, Haiti, Honduras, Jamaica, Mexico, Nicaragua, Panama and Puerto Rico. In this chapter, we document a systematic review of the literature that identifies 111 HRM articles published since 1990 about these nations to show the state of the discipline, detect gaps and recommend courses of action. Among our main findings, this review shows that Mexico is the nation with the largest coverage (73.9% of studies), followed by Costa Rica (11.7%), Nicaragua (10.8%), Honduras (7.2%), Cuba, El Salvador, Guatemala (6.3 each), Panama (5.4%), Puerto Rico (3.6%), Jamaica (2.7%), and finally, Belize and Haiti (0.9% each). The large gaps in coverage signal the need to extend research on all HRM subfields to Central American and Caribbean nations. We also found that excluding studies in Spanish and ...
HRM 4.0 For Human-Centered Organizations, 2019
Blockchains, also known as “distributed ledger technologies” (DLT) are perhaps the emerging innov... more Blockchains, also known as “distributed ledger technologies” (DLT) are perhaps the emerging innovation that, in the years leading up to and including 2019, is raising the highest expectations for HRM in the 4.0 business environment. In essence, a blockchain is a very specific type of database, with characteristics that made it the ideal application for cryptocurrencies like Bitcoin. Within the context of digital- or e-HRM, there is potential to improve human resource management (HRM) processes using blockchains for employment screening, credential and educational verification, worker contracts and payments, among others, notwithstanding questions about its efficiency vis-a-vis conventional alternatives (Maurer, 2018; Zielinski, 2018). The research questions examined in this chapter include the following: What are the main characteristics of blockchains? Will they be adopted in a widespread form, specifically by HRM departments? Constructs from Diffusion of Innovations (DOI) theory (Rogers, 2003) are used to inform the Human Resources scholarly and practitioner communities; this robust theory may help companies allocate resources (e.g., budgets, personnel, managerial time, etc.) in an evidence-informed manner. As of this writing, very few blockchain applications, such as credential verification and incident reporting, seem to hold a strong potential for adoption.
Academia Revista Latinoamericana de Administración, 2021
PurposeThis article introduces readers to the Special Issue (SI, 34-1) of ARLA, edited (not exclu... more PurposeThis article introduces readers to the Special Issue (SI, 34-1) of ARLA, edited (not exclusively) with the best papers of the Academy of Management's Specialized Conference, scheduled for April 2020 in Mexico City. The COVID-19 pandemic forced its cancellation, but the expert peer review and editorial work continued, to contribute to the emerging literature on Latin American Management and Sustainability.Design/methodology/approachGuest editors contributed their expertise based on required editorial processes and focused literature reviews on Management and Sustainability.FindingsThere are large management and sustainability challenges to Latin American practitioners and researchers, resulting in an increasingly urgent need to systematically document similarities and differences in the fields of Management and Sustainability. It is so because the region has been affected as few others before, during and after the pandemic. Thus, this issue summarizes the literature, prese...
Successful Professional Women of the Americas
Successful Professional Women of the Americas
Tables 2.1 Economic activity and women's share of the labour force in the Americas 29 2.2 Changes... more Tables 2.1 Economic activity and women's share of the labour force in the Americas 29 2.2 Changes in labour force participation rates of women in eight Latin American countries 31 2.3 Women's share as administrative and managerial workers and high officials in the Americas 32 2.4 Index of women holding executive, technical and academic positions for Latin American countries included in the study 33 3.1 Cultural dimensions/personal characteristics 71 3.2 Scores on Hofstede values for countries in the Americas 73 3.3 Scores on Successful Women survey for countries in the Americas 74 4.1 Comparison of scores in the Caribbean countries 90 5.1 Personality and other internal factors 99 5.2 Management and leadership styles 105 5.3 Great leaders 110 6.1 Demographic factors 115 6.2 External factors 116 9.1 Some famous women in Mexican history 163 9.2 Cities and states of origin of participants 171