The implementation of autonomous work groups has been a common focus of sociotechnical systems approaches to work redesign. There is interest in understanding the design, structure, and performance of semi-autonomous teams in different markets and economic sectors. Therefore, this work seeks to propose a theoretical model that correlates the main factors considered in semi-autonomous teams in the agricultural supply chain. Furthermore, it aims to understand the indirect effect of these factors and their relevance. To this end, an exploratory study in the field of sociotechnics is applied to identify the model variables and previous studies. Data collection is carried out through a survey in 4 agricultural market countries in Latin America, and the model is validated using structural equation modeling with Smart PLS SEM. The results of the study indicate that the adoption of work autonomy does not have a direct effect caused by human resource (HR) management. Moreover, the adoption of work autonomy is moderated by work remuneration. Finally, the indirect effect that HR management has on the adoption of semi-autonomous teams may be related to its own functioning within the organization. HR has a significant influence on the company's communication and on conflict resolution.
