<?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>2007-0705</journal-id>
<journal-title><![CDATA[Nova scientia]]></journal-title>
<abbrev-journal-title><![CDATA[Nova scientia]]></abbrev-journal-title>
<issn>2007-0705</issn>
<publisher>
<publisher-name><![CDATA[Universidad de La Salle Bajío A. C., Coordinación de Investigación]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2007-07052016000200462</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Transferencia de conocimiento dentro de la empresa: análisis de variables precursoras en un entorno lean-kaizen]]></article-title>
<article-title xml:lang="en"><![CDATA[Intrafirm knowledge transfer: analysis of precursor variables in a lean-kaizen environment]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Máynez-Guaderrama]]></surname>
<given-names><![CDATA[Aurora Irma]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Cavazos-Arroyo]]></surname>
<given-names><![CDATA[Judith]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Valles Monge]]></surname>
<given-names><![CDATA[Leticia]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Autónoma de Ciudad Juárez Instituto de Ingeniería y Tecnología ]]></institution>
<addr-line><![CDATA[Ciudad Juárez Chihuahua]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Popular Autónoma del Estado de Puebla Centro de Investigación y Posgrado ]]></institution>
<addr-line><![CDATA[ Puebla]]></addr-line>
<country>Mexico</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>00</month>
<year>2016</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>00</month>
<year>2016</year>
</pub-date>
<volume>8</volume>
<numero>17</numero>
<fpage>462</fpage>
<lpage>491</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_arttext&amp;pid=S2007-07052016000200462&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_abstract&amp;pid=S2007-07052016000200462&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_pdf&amp;pid=S2007-07052016000200462&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen  Introducción: La manufactura esbelta es un enfoque sistemático que identifica y elimina el desperdicio, a través del mejoramiento continuo. Una actividad común en ella son los eventos kaizen, los cuales impactan a los subsistemas técnico y humano de la organización, pero desafortunadamente son pocos los trabajos que indagan sobre su efecto en el segundo subsistema. Por ello, este trabajo busca contribuir con evidencia empírica de variables asociadas al mismo, particularmente las relaciones entre la cultura organizacional y la transferencia de conocimiento tácito dentro de la empresa, a través de la mediación de la comprensión de la necesidad de kaizen, el espíritu de trabajo y el compromiso afectivo organizacional.  Método: Se diseñó una investigación cuantitativa, empírica y de sección transversal, basada en la revisión literaria del espíritu de trabajo, la comprensión de la necesidad de kaizen, el compromiso afectivo, la cultura organizacional y la transferencia de conocimiento tácito dentro de la empresa. El muestreo fue no probabilístico por conveniencia. Se aplicaron 100 encuestas en una empresa localizada en Ciudad Juárez, Chihuahua, que labora en un entorno lean y donde cotidianamente se llevan a cabo eventos kaizen. Como técnica de análisis estadístico se utilizó la modelación a través de ecuaciones estructurales [SEM] con base en mínimos cuadrados parcializados [PLS], por su utilidad para estimar modelos que utilizan variables latentes.  Resultados: Se encontró que la cultura organizacional influye de forma directa e indirecta a la transferencia de conocimiento tácito dentro de la empresa. La cultura organizacional ayuda a la comprensión de la necesidad de kaizen [condición que apoya al éxito de los eventos kaizen], y ésta incide favorablemente sobre el espíritu de trabajo de los empleados. Por otra parte, el compromiso organizacional, recibe influencia positiva y significativa, tanto del espíritu de trabajo como de la cultura organizacional, e influye sobre la transferencia de conocimiento tácito dentro de la empresa.  Discusión o Conclusión: La cultura organizacional crea un círculo virtuoso que influye a la comprensión de la necesidad de kaizen, al espíritu de trabajo, al compromiso organizacional, y a la transferencia de conocimiento tácito dentro de la empresa. Los resultados evidencian que en un entorno cultural que favorece el aprendizaje no solo incide sobre el subsistema técnico de la empresa, sino que también lo hace sobre el subsistema humano. Luego, kaizen no puede estar desvinculado de una cultura organizacional que tenga entre sus elementos distintivos la mejora continua y el aprendizaje.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract  Introduction: Lean manufacturing is a systematic approach that identifies and removes waste, through continuous improvement. A common activity in it, are kaizen events, which impact the technical and human subsystems of the organization, but unfortunately there are only a few jobs that inquire over its effect on the second subsystem. Thus, this work seeks to contribute with empirical evidence of variables associated with it, particularly the relations between organizational culture and the transfer of tacit knowledge within the company, through the mediation of the understanding need for kaizen, spirit at work and organizational commitment.  Method: A quantitative, empirical and cross-sectional research was designed, based on the literary revision of the spirit at work, the understanding need for kaizen, affective commitment, organizational culture and the transfer of tacit knowledge within the company. The sample was non-probabilistic for convenience. 100 surveys were applied on a localized company on Ciudad Juárez, Chihuahua, which works in a lean environment and where there are kaizen events commonly. Structural Equational Modeling [SEM] based on partial least squares [PLS] was used as the statistical analysis technique, for its usefulness in estimating models that utilize latent variables.  Results: It was found that organizational culture directly and indirectly influences the transfer of tacit knowledge within the company. Organizational culture helps towards the understanding of the need for kaizen [condition which supports the success of kaizen events], and it impacts positively on the employee's spirit at work. Moreover, affective commitment, receives positive and significant influence, both from spirit at work and the organizational culture, and influences over tacit knowledge transfer within the company.  Discussion or Conclusion: Organizational culture creates a virtuous circle that influences on the understanding need for kaizen, spirit at work, organizational commitment, and the transfer of tacit knowledge within the company. The results make evident that a cultural environment that promotes learning not only affects the technical subsystem of the company, but the human subsystem as well. Then, kaizen cannot be disconnected from an organizational culture that has among its distinctive features, continuous improvement and learning.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[Kaizen]]></kwd>
<kwd lng="es"><![CDATA[transferencia de conocimiento tácito]]></kwd>
<kwd lng="es"><![CDATA[cultura organizacional]]></kwd>
<kwd lng="es"><![CDATA[compromiso organizacional]]></kwd>
<kwd lng="es"><![CDATA[espíritu de trabajo]]></kwd>
<kwd lng="en"><![CDATA[Kaizen]]></kwd>
<kwd lng="en"><![CDATA[Transfer of tacit knowledge]]></kwd>
<kwd lng="en"><![CDATA[Organizational Culture]]></kwd>
<kwd lng="en"><![CDATA[Affective Commitment]]></kwd>
<kwd lng="en"><![CDATA[Work Spirit]]></kwd>
</kwd-group>
</article-meta>
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