[en] In our increasingly globalised economy, managing continuous change whilst remaining competitive and dynamic, has become a central issue for organisations in the industrial sector. Organisations which defend a people "commitment" approach feature multiple practices which includes collections of organisation-wide human resource policies and procedures that have an effect on employee commitment level and motivation. When workers respond with higher commitment, better employee outcomes are obtained, which in turn has a significant effect on their productivity. Due to this effect is very important to understand organisational commitment over time. As a result, the main objective of this thesis is to understand the behaviour of organisational commitment using a system dynamics model. The final outcome of this research is a conceptual and a computational model. For the definition of the conceptual model three different input sources were used: the literature, the results from 11 Group Model Building (GMB) sessions and empirical evidence from Bateratzen (prior research). These multiple input sources provide the validation and robustness of the model. The variety of sources and phases makes the process more complex, but at the same time involves the necessity of being more accurate with the identification, definition, and interrelationships of the variables involved. Thus, it offers a holistic understanding of the system that explains the behaviour of organisational commitment. The Computational model developed in System Dynamics (SD) fulfils the objective of dynamically representing the behaviour of organisational commitment. Validation was achieved through different methods, creation of scenarios with evidence supplied by the database, among others. Therefore, this research makes a contribution on both the literature about Strategic Human Resource Management (SHRM) and SD. The most notable contribution for the literature of SHRM is the fact of combining more than one input source (Literature + 11 GMB + Bateratzen database). Decision makers can obtain understanding of the system through a unique model based on three validated input sources. The principal theoretical implication of this research for the field of SHRM is the integration of 7 narratives into a unique model. The whole system defined in the model is understood as the sum of three wide-ranging theories: High Performance Working Systems (HPWS), leadership and trust. Finally, this research has a significant practical implication for decision makers. The use of SD simulation modelling for decision making will enhance the managerial learning process and lead to more effective decisions.

[eu] Gaur eguneko ekonomia globalizatuan, aldaketetara moldatzeko gaitasuna edukitzea, eta lehiakorra zein dinamikoa izatea sektore industrialeko antolakuntzen ardurarik garrantzitsuena bihurtu da. Konpromezu estrategia lantzeak pertsonekin lotutako hainbat praktika ejekutatzea dakar. Praktika hauek pertsonen konpromezu eta motibazio maila handitzen laguntzen dute. Langileak euren antolakuntzarekin konprometituta daudenean, euren emaitzak hobeak dira eta produktibitatea igotzen da. Konpromezuaren efektu hau dela eta, oso garrantzitusa da ulertzea zelan funatzionatzen duen. Ondorioz, tesi honen helbururik nagusiena antolakuntzako konpromezuaren eboluzioa ulertzea da System Dynamics (SD) modelo bat erabilita. Modelo kontzeptual eta konputazional bat lortu dira ikerkuntzaren emaitza bezala. Kontzeptualaren definiziorako hiru informazio iturri desberdin erabili dira: literatura, 11 Group Model Building (GMB) eta datu enpirikoak Bateratzen datu basetik (aurreko ikerkuntza). Informazio iturri barietateak ziurtatzen du modeloaren balidazioa. Modu berean, prozesua konplexuagoa bihurtzen du, baina aldi berean aldagai definizio eta identifikazio zehatzagoaren premia areagotzen du. Horrela, antolakuntzako konpromezu sistemaren ulermen holistikoago bat eskaintzen du. SD-n garatutako modelo konputazioanala konpromezuaren eboluzioa dinamikoki adierazteko helburua betetzen du. Balidazioa metodo desberdinen bitartez burutu da, Bateratzen datubasetik ateratako eszenarioekin, besteak beste. Erabakitze prozesuaren arduradunek sistemaren ulermena lor dezakete hiru informazio iturri biltzen duen model bakar batekin. Horrez gain, informazio iturrien konbinaketak berrikuntza eta balio gehitua suposatzen du SD simulazioaren esparrurako. Inplikazio teorikorik garrantzitsuena Strategic Human Resource Management (SHRM) esparrurako 7 narratibak modelo bakar batean elkartu izana da. Modeloa bere osotasunean hiru teorien bakuntza bezala ulertu da: High Performance Working Systems (HPWS), lidergoa eta konfiantza. Bukatzeko, ikerkuntza honek inplikazio praktikoa dauka erabakitze prozesuen arduradunentzako. SD simulazioaren erabilerak arduradunen ikaste prozesua aregaotuko du, erabaki eraginkorragoak har daitezen.