Borjas García, J. E.
83
Vol. 8, núm. 22 / enero – abril del 2023
Hidayatullah, M. S., Thaibah, H., Maulidina, A. P., y Ramadhan, M. Z. (2022). Development of the MCDL Day ’s Instrument as a Personality Measurement Tool compared to the Papikostick Test Tool. Journal of Educational, Health & Community Psychology (JEHCP) , 11 (1), 154 –171.
Hong, Y., y Phua, D. Y. (2013). In search of culture ’s role in influencing individual social behaviour. Asian Journal of Social Psychology, 16 (1), 26-29. https:// doi.org/ 10.1111/AJSP.12016.
Huselid, M. A. (2018). The science and practice of workforce analytics: Introduction to the HRM special issue. Human Resource Management , 57 (3), 679 –684. https://doi.org/10.1002/hrm.21916.
Huselid, M. A., y Becker, B. E. (2011). Bridging Micro and Macro Domains: Workforce Differentiation and Strategic Human Resource Management. Journal of Management , 37 (2), 421 –428. https://doi.org/10.1177/0149206310373400.
Huselid, M. A., y Becker, B. E. (2011). Bridging Micro and Macro Domains: Workforce Differentiation and Strategic Human Resource Management. Journal of Management , 37 (2), 421 –428. https://doi.org/10.1177/0149206310373400
Iliescu, A. N. (2021). The Emergence of Knowmads from the Knowledge Workers.
Instituto Nacional de Estadística y Geografía. (2013). Diseño de cuestionarios . INEGI.
Jayasingam, S., Govindasamy, M., y Garib Singh, S. K. (2016). Instilling affective commitment: Insights on what makes knowledge workers want to stay. Management Research Review, 39 (3), 266 –288. https://doi.org/10.1108/MRR-03-2014-0060.
Kopelman, R. E., Prottas, D. J., y Davis, A. L. (2008). Douglas McGregor ’s Theory X and Y: Toward a Construct-valid Measure. Journal of Managerial Issues , 20 (2), 255 –271.
Kopelman, R. E., Prottas, D. J., y Falk, D. W. (2012). Further Development of a Measure of Theory X and Y Managerial Assumptions. Journal of Managerial Issues , 24 (4), 450 –470.
Kubo, I., y Saka-Helmhout, A. (2002). An inquiry into the motivations of knowledge workers in the Japanese financial industry. Journal of Knowledge Management, 6, 262-271.
Larsson, J., Vinberg, S., y Wiklund, H. (2007). Leadership, Quality and Health: Using McGregor ’s X and Y Theory for Analyzing Values in Relation to Methodologies and Outcomes. Total Quality Management & Business Excellence , 18 (10), 1147 – 1168. https://doi.org/10.1080/14783360701596290.
Lawter, L., Kopelman, R. E., y Prottas, D. J. (2015). McGregor ’s Theory X/Y and Job Performance: A Multilevel, Multi-source Analysis. Journal of Managerial Issues , 27 (1 –4), 84 –101.
Malagon-Maldonado, G. (2014). Qualitative Research in Health Design. Research Methods , 7 (4), 123-134.
Management Dynamics in the Knowledge
Economy , 9 (1), 94 –106. https://doi.org/10.2478/mdke- 2021-0007
Marescaux, E., De Winne, S., y Sels, L. (2013). HR practices and affective organisational commitment: (when) does HR differentiation pay off? Human Resource Management Journal , 23 (4), 329 –345. https://doi.org/10.1111/1748-8583.12013.