Spanish Abstract: El objetivo de cualquier organización es obtener el mayor bienestar, y una manera de lograrlo es comprender bajo qué forma y mecanismos las normas efectivas y las relaciones sociales se convierten en poderosas aliadas del bienestar y la competitividad de las organizaciones. Por ello el objetivo de este trabajo es analizar el diagnóstico de tres indicadores del constructo capital social: la cultura, el aprendizaje y la eficacia organizacional, lo anterior, con el propósito de identificar si estos indicadores tienen efecto en la generación de capital social en una Pyme de la industria metal mecánica, dicha industria es considerada como un sector estratégico de desarrollo en la región centro de Coahuila. El estudio empírico se realizó en el periodo de enero a marzo de 2012, utilizando una metodología que consintió en obtener información cuantitativa a través de un cuestionario estructurado aplicado a 32 trabajadores, los datos obtenidos fueron analizados posteriormente a través del software estadístico SPSS, aplicando el Coeficiente de Correlación de Spearman. Los hallazgos del estudio revelan correlaciones estadísticamente significativas en los tres indicadores, así como el potencial de capital social subyacente.English Abstract: The goal of any organization is to obtain resources. One way to do this is to understand how effective mechanisms and social relations become powerful allies and improve competitiveness of organizations. The aim of this paper is to analyze three indicators of social capital: culture, learning and organizational effectiveness. We wish to identify whether these indicators are effective in generating social capital in a Small and medium enterprise metalworking industry in the central region of Coahuila, Mexico. The study was conducted in the period from January to March 2012. The methodology was descriptive, crosssectional and correlational. The study findings reveal statistically significant correlations in all three indicators, as well as the underlying social capital potential.

Theories of Small Groups: Interdisciplinary Perspectives brings together the threads that unify the field of group research. The book is designed to define and describe theoretical perspectives on groups and to highlight select research findings within those perspectives. In this text, editors Marshall Scott Poole and Andrea B. Hollingshead capitalize on the theoretical advances made over the last fifty years by integrating models and theories of small groups into a set of nine general theoretical perspectives. Theories of Small Groups is the first book to assess, synthesize, integrate, and evaluate the body of theory and research on small groups across disciplinary boundaries.

This book brings new perspectives to classic issues in the field such as organizational complexity, change leadership, emotional intelligence and interorganizational change.

Passion is a pervasive concept in the work domain. Workers aspire to be passionate in the hope of finding meaning and satisfaction from their professional life, while employers dream of passionate employees who will ensure organizational performance. Does passion for work matter ? Does passion invariably bring about the anticipated positive outcomes or is there a darker side to passion for work that can also lead to negative outcomes for individuals and organizations? The goal of this book is to address these issues. This volume reviews major theories of work passion, focusing specifically on the dominant theory: the Dualistic Model of Passion. This theory distinguishes between two types of passion-harmonious and obsessive- and their associated determinants and consequences. This volume provides a comprehensive understanding of passion for work by addressing the origin of the concept and its theoretical issues: how can passion for work be developed, what are the consequences to be expected at the individual and organizational levels, and how can passion for work shed new light on contemporary issues in the workplace. Passion for Work: Theory, Research, and Applications synthesizes a vast body of existing research in the area, provides insights into new and exciting research avenues, and explores how passion for work can be cultivated in work settings in order to fulfill both workers' and employers' hopes for a productive and satisfying work life.

Self-determination theory is a theory of human motivation that is being increasingly used by organizations to make strategic HR decisions and train managers. It argues for a focus on the quality of workers' motivation over quantity. Motivation that is based on meaning and interest is showed to be superior to motivation that is based on pressure and rewards. Work environments that make workers feel competent, autonomous, and related to others foster the right type of motivation, goals, and work values. The Oxford Handbook of Work Motivation, Engagement, and Self-Determination Theory aims to give current and future organizational researchers ideas for future research using self-determination theory as a framework, and to give practitioners ideas on how to adjust their programs and practices using self-determination theory principles. The book brings together self-determination theory experts and organizational psychology experts to talk about past and future applications of the theory to the field of organizational psychology. The book covers a wide range of topics, including: how to bring about commitment, engagement, and passion in the workplace; how to manage stress, health, emotions and violence at work; how to encourage safe and sustainable behavior in organizations; how factors like attachment styles, self-esteem, person-environment fit, job design, leadership, compensation, and training affect work motivation; and how work-related values and goals are forged by the work environment and affect work outcomes.