<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>0186-1042</journal-id>
<journal-title><![CDATA[Contaduría y administración]]></journal-title>
<abbrev-journal-title><![CDATA[Contad. Adm]]></abbrev-journal-title>
<issn>0186-1042</issn>
<publisher>
<publisher-name><![CDATA[Universidad Nacional Autónoma de México, Facultad de Contaduría y Administración]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0186-10422015000400735</article-id>
<article-id pub-id-type="doi">10.1016/j.cya.2014.08.001</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Interrelación de la cultura, flexibilidad laboral, alineación estratégica, innovación y rendimiento empresarial]]></article-title>
<article-title xml:lang="en"><![CDATA[Interrelationship of culture, labor flexibility, strategic alignment, innovation and firm performance]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Madero Gómez]]></surname>
<given-names><![CDATA[Sergio Manuel]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Barboza]]></surname>
<given-names><![CDATA[Gustavo A.]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="A01">
<institution><![CDATA[,ITESM Campus Monterrey ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="A02">
<institution><![CDATA[,Clarion University of Pennsylvania Department of Administrative Science ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>EE. UU.</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2015</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2015</year>
</pub-date>
<volume>60</volume>
<numero>4</numero>
<fpage>735</fpage>
<lpage>756</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_arttext&amp;pid=S0186-10422015000400735&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_abstract&amp;pid=S0186-10422015000400735&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_pdf&amp;pid=S0186-10422015000400735&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Los objetivos de esta investigación son conocer la relación existente entre la alineación estratégica (AE), la cultura organizacional (CO), los procesos de innovación (INN) y las prácticas de flexibilidad laboral (PFL) con la percepción del desempeño empresarial desde la perspectiva del trabajador. Para estos efectos utilizamos un análisis d tipo cuantitativo con una muestra de 98 personas que trabajan en empresas con más de 500 trabajadores. Para este estudio definimos desempeño empresarial en 5 formas alternativas: iniciativa y creatividad (IC), objetivos alcanzados (OA), satisfacción del trabajador (ST), evolución rápida del trabajador (EO) y aprovechamiento de los recursos (AR). Los resultados preliminares indican que la CO y la AE tienen un efecto inequívoco en promover el desempeño de la empresa, independientemente de la definición que se utilice. Sin embargo, la INN y las PFL tienen efectos no simétricos en el desempeño de la empresa; estos resultados dependen de la definición de desempeño que sea utilizada, es decir, las empresas enfrentan una disyuntiva en la definición de los objetivos de desempeño y los procesos de flexibilidad organizacional a seguir. En resumen, los procesos de INN y las PFL trabajan de manera opuesta en el alcance de los objetivos de desempeño, y no dan unidireccionalmente una ventaja competitiva y sostenible.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[The objectives of this research are to understand the relationships between the organizational practices related to alignment strategies (AE), organizational culture (CO), innovation initiatives (INN), and flexible labor practices (PFL), with the perceived firm's performance from the worker's perspective. To achieve these goals, we use a quantitative analysis with a sample of 98 people working on a firm with more than 500 employees. We define firm's performance using five alternative definitions: Creativity and initiatives (IC), goals achieved (OA), workers' satisfaction (ST), fast workers' advance (EO), and resources' efficient use (AR). Preliminary results indicate that CO and AE positively affect firm's performance under the five alternative definitions used. However, INN and PFL have asymmetric effects in firm's performance, which are sensitive to the firm's performance definition used. Particularly, firms face a tradeoff between performance objectives selection and the organizational flexible processes they pursue. In summary, innovation processes and flexible labor practices work in opposite directions in pursuing the firm's goals achievement, and consequently do not lead to the development of a unidirectional development of a sustainable competitive advantage.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[Flexibilidad organizacional]]></kwd>
<kwd lng="es"><![CDATA[Alineación estratégica]]></kwd>
<kwd lng="es"><![CDATA[Cultura organizacional]]></kwd>
<kwd lng="es"><![CDATA[Innovación]]></kwd>
<kwd lng="es"><![CDATA[Desempeño de la empresa]]></kwd>
<kwd lng="en"><![CDATA[Organizational flexibility]]></kwd>
<kwd lng="en"><![CDATA[Strategic alignment]]></kwd>
<kwd lng="en"><![CDATA[Organizational culture]]></kwd>
<kwd lng="en"><![CDATA[Innovation]]></kwd>
<kwd lng="en"><![CDATA[Firm performance]]></kwd>
</kwd-group>
</article-meta>
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