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This 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.

Guest editors contributed their expertise based on required editorial processes and focused literature reviews on Management and Sustainability.

There 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, presents eight new studies and offers suggestions for future research.

Management and sustainability in Latin America are wide subjects, with different dimensions and issues. This is a specific contribution that leaves much ground to be covered in the different subfields of the area, in research methodologies and conclusions.

An agenda for advancing the field of management and sustainability in Latin America, highlighted by the COVID-19 disruption; additionally, eight of the most advanced research in the field are presented, chosen from two tracks of a large number of contributions to a recent specialized conference organized by the Academy of Management.

Este artículo presenta el Número Especial (SI, 34-1) de ARLA, editado (no exclusivamente) con los mejores artículos de la Conferencia Especializada de la Academy of Management, programada para abril de 2020 en la Ciudad de México. La pandemia COVID-19 obligó a su cancelación, pero se continuó la revisión por pares expertos y el trabajo editorial, para contribuir a la literatura emergente sobre Gestión y Sostenibilidad en América Latina.

Los editores invitados contribuyeron con su experiencia con base en los procesos editoriales requeridos y revisiones de literatura enfocadas en Gestión y Sostenibilidad.

Existen grandes desafíos de gestión y sostenibilidad para los profesionales e investigadores de América Latina, lo que genera una necesidad cada vez más urgente de documentar sistemáticamente las similitudes y diferencias en los campos de la gestión y la sostenibilidad. Es así porque la región se ha visto afectada como pocas antes, durante y después de la pandemia. Por lo tanto, este número resume la literatura, presenta ocho nuevos estudios y ofrece sugerencias para futuras investigaciones.

La gestión y la sostenibilidad en América Latina son temas amplios, con diferentes dimensiones y temáticas. Se trata de un aporte específico que deja mucho terreno por recorrer en los distintos subcampos del área, en metodologías de investigación y conclusiones.

Una agenda para avanzar en el campo de la gestión y la sostenibilidad en América Latina, destacada por la disrupción del COVID-19. Además, se presentan ocho de las investigaciones más avanzadas en el campo, elegidas entre dos temas de un gran número de contribuciones a una reciente conferencia especializada organizada por la Academy of Management.

The purpose of this paper is to know the implications that COVID-19 has presented in the workplace to develop research strategies related to issues of human and organizational behavior on the business perspective.

Quantitative, exploratory based on primary and secondary sources, an online questionnaire was designed and applied with 33 items that was applied in the Mexican work environment, during the period from March 7 to 16, that is, in the same week as WHO made the pandemic declaration for COVID-19, obtaining a total of 332 responses.

With the descriptive analyzes carried out, it was possible to know the perception that people have of various aspects related to COVID-19, and subsequently the corresponding reliability tests were carried out, obtaining Cronbach’s alpha indexes greater than 0.8. At the beginning of the declaration of pandemic by COVID-19, a relationship was shown between stress and the aspects related to the arrival of COVID-19, showing evidence of its impact on the workforce.

This work has contributed ideas for academics, managers and areas of human resources that can promote the growth and development of people with the aim of achieving comprehensive well-being in the workplace, generating better working conditions owing to the proposal to make remote work a successful strategy in the function of human resources in the workplace and in the improvement of society in general.

This research, in addition to being carried out with information obtained in the first weeks of March 2020, presents a model with ideas and themes to design future research projects and to analyze the post-COVID-19 effects in the workplace, with a business perspective, human behavior and organization.

Conocer las implicaciones que tiene el COVID-19 en el entorno laboral para desarrollar estrategias de investigación relacionadas con temas de comportamiento humano y organizacional en la perspectiva empresarial.

De tipo cuantitativa, exploratoria basada en fuentes primarias y secundarias, se diseñó y aplicó un cuestionario en línea con 33 ítems que fue aplicado en el entorno laboral mexicano, durante el período del 7 al 16 de marzo, es decir, en la misma semana que la OMS hizo la declaración de pandemia por el COVID-19, obteniendo un total de 332 respuestas.

Con los análisis descriptivos realizados se pudo conocer la percepción que tienen las personas sobre diversos aspectos relacionados con el COVID-19, posteriormente se realizaron las pruebas de confiabilidad correspondientes, obteniendo índices alfa cronbach mayores de 0.8. Al inicio de la declaración de la pandemia de COVID-19, se demostró una relación entre el estrés y varios aspectos relacionados con la llegada del COVID-19, evidenciando su impacto en los trabajadores.

El desarrollo de esta investigación aporta ideas para los académicos, responsables de las empresas y en particular de las áreas de recursos humanos para que puedan fomentar el crecimiento y el desarrollo de las personas con la finalidad de lograr bienestar integral en su lugar de trabajo, generando mejores condiciones laborales debido a la propuesta de lograr que el trabajo a distancia sea una estrategia exitosa en la función de recursos humanos, en el ámbito laboral y en el mejoramiento de la sociedad en general.

Esta investigación además de que se realiza con información obtenida en las primeras semanas del mes de marzo de 2020, presenta un modelo con ideas y temas para diseñar futuros proyectos de investigación y poder analizar los efectos post COVID en el entorno laboral, con una perspectiva empresarial, de comportamiento humano y organizacional.

Conhecer as implicações do COVID-19 no local de trabalho para desenvolver estratégias de pesquisa relacionadas a questões do comportamento humano e organizacional desde uma perspectiva de negócios.

Quantitativo, exploratório, e baseado em fontes primárias e secundárias. Um questionário online com 33 itens foi elaborado e aplicado no ambiente de trabalho mexicano, durante o período de 7 a 16 de março, ou seja, na mesma semana em que a OMS fez a declaração da pandemia de COVID-19, obtendo um total de 332 respostas.

Com as análises descritivas realizadas, foi possível conhecer a percepção que as pessoas têm sobre diversos aspectos relacionados ao COVID-19. Posteriormente foram realizados os correspondentes testes de confiabilidade, obtendo-se índices alfa de Cronbach superiores a 0,8. No início da declaração da pandemia do COVID-19, havia uma relação entre o estresse e vários aspectos relacionados à chegada do COVID-19, evidenciando seu impacto nos trabalhadores.

O desenvolvimento desta pesquisa fornece ideias para acadêmicos, gestores e áreas de recursos humanos promovendo o crescimento e desenvolvimento de pessoas. O objetivo é alcançar o bem-estar integral no local de trabalho, gerando melhores condições de trabalho através do trabalho remoto como estratégia de sucesso na função de recursos humanos, no local de trabalho e na melhoria da sociedade em geral.

Esta pesquisa, além de ser realizada com informações obtidas nas primeiras semanas de março de 2020, apresenta um modelo com ideias e tópicos para desenhar futuros projetos de pesquisa e poder analisar os efeitos pós-COVID no ambiente de trabalho com uma perspectiva empresarial, humana e organizacional.

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.

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).

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 care for the resources, but training and development activities are not currently used optimally; and in addition to the economic sustainability of the employers, social and environmental sustainability are also within HR’s influence sphere.

This study contributes to the emerging literature on sustainability in HRM, due the dearth of information related to “green” or environmental practices in HRM. This study reports specifically on the ways this perspective adds value within Mexican enterprises, but the authors are confident that these findings also generalize across industries, enterprises and regions.

Identificar y analizar aspectos relacionados con la sustentabilidad de los recursos humanos de empresas en una localidad iberoamericana emergente (Monterrey, México). Documentar las experiencias de los trabajadores respecto a las prácticas sustentables de recursos humanos en sus empresas para comprender el significado de la administración de Recursos Humanos (RR.HH.) sustentable en la práctica. Hemos buscado respuestas respecto a las maneras en que la sostenibilidad ambiental está presente en los subprocesos de RR.HH. y las maneras en que las organizaciones utilizan una perspectiva de sostenibilidad en la gestión de recursos humanos.

Esta investigación exploratoria tiene un enfoque cualitativo. Recolectamos y resumimos treinta y un entrevistas semiestructuradas con informantes clave que trabajan total o parcialmente en en una ciudad grande e industrializada perteneciente a una economía iberoamericana emergente (Monterrey, México).

Nuestros principales hallazgos basados en las respuestas de los profesionales de RR.HH. son: a) las actividades de RR.HH. pueden contribuir a la sostenibilidad del negocio y su medio ambiente físico, b) RR.HH. puede crear una cultura de cuidado de los recursos, pero las actividades de formación, entrenamiento y desarrollo no se utilizan actualmente de forma óptima, y c) Además de la sostenibilidad económica de las organizaciones, la sostenibilidad social y medioambiental también están dentro de la esfera de influencia de RR.HH.

Este estudio contribuye a la literatura emergente sobre sostenibilidad en la gestión de recursos humanos, debido a la falta de información relacionada con las prácticas “verdes” o ambientales de RR.HH. En este documento reportamos específicamente sobre las formas en que esta consideración de valor en RR.HH sostenible dentro de las empresas mexicanas, sin embargo, está claro que estos hallazgos tienen una importancia más amplia en todas las empresas y regiones.

Identificar e analisar aspectos relacionados à sustentabilidade dos recursos humanos em empresas de uma localidade ibero-americana emergente (Monterrey, México). Observar as experiências dos trabalhadores de práticas sustentáveis de RH em suas empresas para entender o que significa na prática a gestão sustentável de RH. Buscamos respostas sobre as formas como a sustentabilidade ambiental está presente nos subprocessos de RH e as formas como as organizações utilizam a perspectiva da sustentabilidade na gestão de recursos humanos.

Esta pesquisa exploratória tem abordagem qualitativa. Coletamos e resumimos trinta e uma entrevistas semiestruturadas com informantes-chave que trabalham total ou parcialmente em uma grande cidade industrializada pertencente a uma economia emergente ibero-americana (Monterrey, México).

Nossos principais achados com base nas respostas dos profissionais de RH são: a) as atividades de RH podem contribuir para a sustentabilidade do negócio e seu ambiente físico, b) o RH pode criar uma cultura de cuidado com os recursos, mas as atividades de educação, treinamento e desenvolvimento atualmente não são utilizadas de forma otimizada, e c) Além da sustentabilidade econômica das organizações, a sustentabilidade social e ambiental também estão dentro da esfera de influência do RH.

Este estudo contribui a literatura emergente sobre sustentabilidade na gestão de recursos humanos, devido à falta de informação relacionada às práticas “verdes” ou ambientais de RH. Neste estudo reportamos especificamente sobre o valor dos RH nas empresas mexicanas, no entanto, fica claro que essas descobertas podem ser generalizadas a outras indústrias, empresas e regiões.

Using information and communication technologies to deliver human resource services (also known as e‐HRM) has become an important strategy for firms seeking to achieve a competitive advantage. A case‐based study was carried out with the purpose of investigating how four of the most competitive Mexican firms are implementing their e‐HRM strategy.

Literature from e‐HRM and human resource management in Latin America is reviewed and integrated. Four case studies developed in Mexican firms are depicted.

Evidence suggests that, to fully understand the way e‐HRM is used in firms from emerging economies, it is important to take into consideration local idiosyncrasies.

This study integrates Latin American dimensions of HR management in the study of e‐HRM, a budding research stream that is under‐investigated in emerging countries.

The purpose of this paper is to report results from an exploratory, empirical research study that describes personal values and attitudes toward women, two themes that strongly impact employment relations and a wide variety of management issues.

Well‐established measures for the major themes for this paper were used in constructing a questionnaire. Data collection instruments were vetted for content, translated and back‐translated, and applied by native researchers, who also contributed local expertise to the paper.

Female respondents across all four countries were more egalitarian in their attitudes towards women in the workforce than were men. Additionally, Colombian respondents had more egalitarian attitudes towards women scores, followed by Brazilians and Argentineans; Mexicans exhibited the least egalitarian attitudes toward women.

This is the first empirical study that links two well‐validated constructs (personal values and attitudes toward women) in samples from the largest Latin American countries.

The purpose of this paper is to explore work‐family conflict antecedents in four Latin American countries by studying whether marital status and number of children impacted values.

A convenience sample of 3,529 working adults in major cities in Argentina (n=1,198), Brazil (n=186), Colombia (n=989) and Mexico (n=1,156) were surveyed using the Rokeach Value Survey.

There were statistically significant differences in values depending on marital status for the terminal values an exciting life, national security, and pleasure, and also differences between respondents depending on having or not, and number of children for the terminal values pleasure, national security, and for the instrumental values logical, and polite.

This study fills a research gap, as no previously published studies have explored whether marital status or number of children impact values.

The purpose of this paper is to examine stressor-strain relationships that play a role in foreign-born Hispanic workers’ well-being and family-to-work facilitation (FWF) as a moderator in this relationship.

The authors used a unique sample of foreign-born Hispanic workers employed in blue-labor jobs in Texas (n=163).

Consistent with the theoretical assertions, the authors found support for the negative relationship between legal status concern and Hispanic workers’ psychological and perceived physical health. Further, FWF attenuated the negative consequences of lack of English language proficiency on psychological well-being.

Both organizations and Hispanic workers can benefit from the results of the study. Hispanic immigrants can enhance their well-being by relying more on their families and seeking more support from their friends and families when dealing with immigration-related stressors. Organizations and policymakers can improve Hispanic workers’ well-being by educating them about immigration-related issues and by offering help with mastering English language.

The authors studied psychological and physical well-being of a population that is generally underrepresented in the literature – foreign-born Hispanic immigrant employees. The paper also examined what employers can do to improve the work experience of these workers.

The papers published in this special issue demonstrate that the field of management can make important contributions to the knowledge about Hispanics and Latin Americans (HLAs) in the workplace. The purpose of this paper is to offer an alternative yet complementary perspective that conducting research on HLAs will make important contributions to the field of management.

Conceptual paper.

Research on HLAs provides opportunities to develop and use innovative research design and measurement approaches (including qualitative and hybrid methods), leads to innovative solutions and protocols for addressing ethical challenges and Institutional Review Board regulations, and creates opportunities to access large secondary databases, sources of data collection, and research funding.

Additional research is needed to realize the benefits that result from conducting research on HLAs in the workplace.

Because research on HLAs involves designing studies with an end in mind, results will lead to actionable knowledge that will help bridge the science-practice gap.

Future research on HLAs is likely to have important social implications given that demographic changes in the USA have catapulted HLAs into soon becoming the largest ethnic minority group in the country and Hispanic workers are projected to represent about 80 percent of the total growth in the US labor force over the next four decades.

The alternative perspective that conducting research on HLAs will benefit the field of management is not meant to compete with but, rather, complement contributions of the other papers published in this special issue.

The purpose of this paper is to examine career‐life issues of successful women in the Americas.

A total of 30 interviews were conducted with successful women in Canada, Argentina and Mexico. Themes were pulled from the interview transcripts for each country, analyzed and then compared across countries, looking at universalities and differences of experiences.

The women in all three countries conveyed more subjective measures of career success, such as contributing to society and learning in their work, with Canada and Mexico particularly emphasizing receiving recognition as a hallmark of career success.

This research provides insight into the experiences of successful women in the Americas, which can inform the career development of women in business.

This research contributes to the literature on women's careers, highlighting successful women's experiences across cultures and in an under‐researched area: Latin America.