Una comparación del compromiso organizacional del trabajador español y el trabajador mejicano

Although commitment literature using the relationship marketing approach is profuse, few studies
consider commitment antecedents in labour relationships. However, the field of Human Resources
shows a growing interest in the so-called internal marketing as it can be very useful in the
management of labour relationships, especially from a relational perspective. Relationship marketing
proposes the establishment, development and maintenance of solid and long-lasting relationships –also
relationships inside the firm- based on key variables such as trust or commitment. In this situation, this
paper aims to find out some important antecedents of the employee’s commitment towards the firm
(organizational commitment). The model proposed here highlights both economic variables –
dependence, uncertainty and perception of opportunism- and relational variables –trust, satisfaction
and relational norms- and distinguishes three dimensions of organizational commitment: normative,
affective and continuance. The model is tested in two different cultural and labour contexts –the
Spanish and the Mexican ones- and this cross-cultural comparison involves an important contribution
to research, most of which considers only one context. Moreover, a comparison between Spanish and
Mexican employees is offered according to their personality and other characteristics of the employee,
of the firm and of their labour relation. The results of testing the model provide academics and
practitioners with some interesting insights into internal relationship management.

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Universidad de Burgos
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