CELIA ZÁRRAGA OBERTY
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email:
czarraga@ing.uc3m.es
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address / office:
c/ Madrid, 126 / 7.0.03
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phone / fax:
(34) 91 624 89 69 / (34) 91 624 96 07
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BUSINESS UC3M
@UC3M_BUSINESS

CELIA ZÁRRAGA OBERTY

Associate Professor of Management

Research interests

Knowledge Management

International Compensation

Work teams

High-Performance Work Systems

Selected publications

Zárraga-Oberty, C. & Bonache, J. (2005): “The impact of team atmosphere on knowledge outcomes in self-managed teams.” Organization Studies, 26 (5), 661-681.

Bonache, J., Langinier, H. & Zárraga-Oberty, C. (2016): “Antecedents and Effects of HCNs Negative Sterotypes toward  Corporate Expatriates. A social identity analysis”. Human Resource Management Review, 26(1), 59-68.

Bonache, J. & Zárraga-Oberty, C. (2017): “The traditional approach to compensating global mobility: criticisms and alternatives”. The International Journal of Human Resource Management, 28(1), 149-169.

Stirpe, L. & Zárraga-Oberty, C. (2017): “High-Performance Work Systems and Workforce Retention: The moderating roles of workforce feminization and the provision of Work-Life Balance Programmes”. European Management Journal, 35(1), 128-136.

Celia Zárraga Oberty is Associate Professor of Organization Studies at the Department of Business Administration of Carlos III University. She holds a degree in Industrial Engineering and a PhD in Business Administration from the ULPGC. Before joining Carlos III University in 2006, she was Associate Professor of Organization Studies at ULPGC, where she was also Deputy Director of the School of Engineering (2000-2004). Her teaching activities focus on Foundations of Management, Operations Research, Human Resource Management and Quantitative Research Methods. Her research interests are in the areas of knowledge management, international compensation, work teams and high performance work systems. Her works have been published in a variety of journals, including Organization Studies, Human Resource Management Review, International Human Resource Management or European Management Journal. 

Bonache, J. & Zárraga-Oberty, C. (2017): “The traditional approach to compensating global mobility: criticisms and alternatives”. The International Journal of Human Resource Management, 28(1), 149-169.

Stirpe, L. & Zárraga-Oberty, C. (2017): “High-Performance Work Systems and Workforce Retention: The moderating roles of workforce feminization and the provision of Work-Life Balance Programmes”. European Management Journal, 35(1), 128-136.

Bonache, J., Langinier, H. & Zárraga-Oberty, C. (2016): “Antecedents and Effects of HCNs Negative Sterotypes toward  Corporate Expatriates. A social identity analysis”. Human Resource Management Review, 26(1), 59-68.

Stirpe, L. & Zárraga-Oberty, C. (2010): “¿Están convergiendo globalmente las prácticas de recursos humanos?” Universia Business Review, 27, 88-102.

Bonache, J., Sánchez, J.I. & Zárraga-Oberty, C. (2009): “The interaction of expatriate pay differential and expatriate inputs on host country nationals’ pay unfairness.” The International Journal of Human Resource Management, 20 (10), 2135-2149.

Bonache, J. & Zárrraga-Oberty, C. (2008): “Determinants of the success of international assignees as knowledge transferors: a theoretical framework.” The International Journal of Human Resource Management, 19 (1), 1-18.   

Zárraga-Oberty, C. & Bonache, J. (2007): “Human factors in the design of revenue management systems in multinational corporations.” International Journal of Revenue Management, 1 (2), 141-153.

Zárraga-Oberty, C. & De Saá-Pérez, P. (2006): “Work teams to favor knowledge management: towards communities of practice.” European Business Review, 18 (1): 60-76.

Zárraga-Oberty, C. & Bonache, J. (2005): “The impact of team atmosphere on knowledge outcomes in self-managed teams.” Organization Studies, 26 (5), 661-681.

Zárraga-Oberty, C. & De Saá-Pérez, P. (2005): “Comunidades de práctica: equipos de trabajo para la gestión del conocimiento.” Revista Europea de Dirección y Economía de la Empresa, 14 (2), 145-158.

Zárraga-Oberty, C. & Bonache, J. (2005): “Equipos de trabajo para la gestión del conocimiento: la importancia de un clima adecuado.” Cuadernos de Economía y Dirección de la Empresa, 22, 27-48.

Déniz-Déniz, M.C. & Zárraga-Oberty, C. (2004): “The assessment fo the stakeholder’s environment in the new age of knowledge: an empirical study of the influence fo the organizational structure.” Business Ethics: A European Review, 13 (4), 372-388.

Zárraga-Oberty, C. & Bonache, J. (2003): “Assesing the team environment for knowledge sharing: an empirical analysis.” The International Journal of Human Resource Management, 14 (7), 1227-1245.

Zárrraga-Oberty, C. & García-Falcón, J.M. (2003): “Factors favouring knowledge management in work team.” Journal of Knowledge Management, 7 (3), 81-98.

Araujo-Cabrera, Y. & Zárraga-Oberty, C. (2003): “La puesta en práctica de la gestión del conocimiento bajo la óptica de los roles de Mintzberg.” Alta Dirección, 231, 363-371.

Zárraga-Oberty, C. & García-Falcón, J.M. (2003): “Gestión del conocimiento en equipos de trabajo: factores favorecedores.” Investigaciones Europeas de Dirección y Economía de la Empresa, 9 (1), 67-84.

Zárraga-Oberty, C. (2002): “Gestión del conocimiento: creación, transferencia e integración de conocimiento en equipos de trabajo.” ICADE, 57, 41-56.

Déniz-Déniz, M.C. & Zárraga-Oberty, C. (2001): “La dirección de los grupos de interés en la nueva era del conocimiento: la importancia de una adecuada estructura organizativa.” Economía y Empresa, XV (41), 33-52.