Unidad de Posgrados FCA
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Item Estrategias de clima organizacional y su influencia en la satisfacción laboral de los GAD´S municipales(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano, 2022-05) Bayas Mesa, Maribel Carolina; Guerrero Velástegui, César AndrésEl presente estudio se llevó a cabo en el GAD Municipal del cantón Cevallos, con la finalidad de identificar la influencia sobre el clima organizacional y la satisfacción laboral de los servidores del Gobierno Autónomo Descentralizado para caracterizar la situación actual del Gobierno Autónomo Descentralizado del cantón Cevallos para la medición de cada una de las variables se aplicó un instrumento sobre temas de clima Organizacional, el mismo que fue validado a través del método juicio de expertos; así mismo, la confiabilidad se obtuvo a través del coeficiente Alfa de Cronbach, la encuesta fue aplicada a una muestra de 62 funcionarios de la institución, para determinar el nivel de clima organizacional y satisfacción laboral plantenado estrategias para mejorar el clima organizacional y la satisfacción laboral en la institución. Por tal razón, es relevante que la satisfacción de los colaboradores con el ambiente laboral se mantenga elevada para lograr un mejor rendimiento, para medir estos supuestos se optó por Test de Clima Organizacional de (Chiang, Botello y Nuñez, 2007) que consta de 42 ítems con parámetros tales como: involucramiento laboral, realización personal, supervisión, comunicación y condiciones laborales; mientras que para evaluar la Satisfacción Laboral con las herramientas propuestas (Meliá y Peiró,1998) se determinó las siguientes dimensiones: satisfacción intrínseca y satisfacción extrínseca. Tomándose en cuenta validaciones internas estadística para el uso de los instrumentos arrojando análisis positivo, con el fin de establecer si la hipótesis del estudio era la correcta su desarrollo fue correlacional; por ende, se determinó que un clima organizacional favorable incide positivamente en una mayor satisfacción laboral de los colaboradores en la institución. La investigación realizada permitió comprobar que sí existe incidencia entre las variables estudiadas en la institución mencionada, pese a ello, se identificaron varias limitaciones en el desarrollo de la misma, al no existir suficiente literatura que relacione dichos constructos, tanto en el sector público como en el sector privado, siendo estos temas de relevancia para el mejoramiento.Item Clima Organizacional y la Satisfacción Laboral del personal del Hospital San Juan HOSPIESAJ S.A. de la ciudad de Riobamba(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano, 2020-11) Lara Granizo, Nidia Lorena; Guamán Guevara, María DoloresEl objetivo de este proyecto fue determinar la influencia del clima organizacional en la satisfacción laboral, con el propósito de mejorar la gestión del talento humano en el Hospital San Juan HOSPIESAJ S.A de la ciudad de Riobamba. Se trata de un estudio cuali-cuantitativo, con diseño de campo cuya información se obtuvo por medio de encuestas aplicadas a la muestra que tuvo un tamaño de 52 sujetos. El instrumento utilizado para medir el Clima Organizacional pertenece Litwin y Stringer, adaptado y validado en el año 2001 por Echezuria & Rivas que consta de 50 ítems, mientras que en el instrumento de Satisfacción Laboral se desarrollan 36 preguntas, con respuestas múltiples de escala de Liker. En general, para el análisis de datos se empleó estadística descriptiva y estadística inferencial. Para los cálculos estadísticos se utilizó el paquete estadístico IBM SPSS 23.0. Los resultados encontrados sugieren que los factores de impacto positivo sobre el clima organizacional fueron, la pertenencia, el trabajo en equipo, la autonomía, la lealtad, la oportunidad de progreso, la mejora continua, el alto rendimiento, la información oportuna, mientras que, los factores críticos fueron la falta de lealtad, promociones no siempre justas, trabajo tenso y el proceso de inducción. Para satisfacción laboral los factores positivos fueron, el manejo laboral, la seguridad, el trato, la empatía, la tolerancia, la autonomía, disponibilidad de recursos, y la oportunidad de horas extras. Los críticos fueron, falta de reconocimiento, las cargas de trabajo, supervisión como herramienta de presión, la injusticia en el control, la inconformidad con el salario, las injusticias en la promoción, la desigualdad de incentivos. El clima organizacional fue mejor evaluado por el personal médico y peor evaluado por el personal administrativo y el personal auxiliar y de servicios. Las mujeres y el personal con menor antigüedad tienden a calificar mejor al clima organizacional. Finalmente, la relación entre el clima organizacional y la satisfacción laboral existe y es directa.Item Satisfacción laboral y la gestión administrativa de los GADs Municipales de la provincia de Tungurahua.(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018) Pérez Gavilanes, Alexandra del Carmen; Guerrero Velasteguí, César AndrésThis investigation has as variables of study the labor satisfaction and the administrative management in the Municipal GADs of Tungurahua, the spatial delimitation was the Municipal Governments San Cristóbal de Patate and the Municipal GAD of the Canton Cevallos, Its objective was to determine the influence of job satisfaction in the Administrative Management of the Municipal GADs of the province of Tungurahua. The research carried out was of a quantitative approach, a basic type of descriptive level. The study population consisted of 172 public servants and a sample of 119, distributed proportionally for each municipality, ie 50 for the Municipal GAD of Cevallos and 69 for the Municipal GAD San Cristóbal de Patate, data collection took it conducted with the survey technique and the instrument applied was the questionnaire, through which it was possible to gather information about the study variables, job satisfaction and administrative management. The analysis and interpretation of results was done individually for both the Municipal GAD of Cevallos and the GAD Municipal San Cristóbal de Patate, for the statistical analysis applied the SPSS computer system for testing hypothesis. The result of the investigation demonstrates the existence of a high correlation and significance with a Spearman's Rho value of 0.037 for the Municipal GAD of Patate; and the existence of a high correlation and significance with a Spearman's Rho value of 0.054 for the Municipal GAD of Cevallos, confirming the relationship between job satisfaction and administrative management in each of the municipalities under study.Item Relación del compromiso organizacional con la satisfacción laboral en el sector calzado de la Provincia de Tungurahua(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018) Tello Vasco, Luis Rafael; Altamirano Analuisa, Danilo JavierThe present research work entitled "Relationship of the Organizational Commitment with Labor Satisfaction in the footwear sector of the Province of Tungurahua" has as its fundamental objective to determine the relationship of the Organizational Commitment with Labor Satisfaction, for it is delimited the space to the Company of Footwear Mil Boots of the city of Ambato located in the sector of the Industrial Park. To measure the organizational commitment, a survey was used with the questionnaire of Allen and Meyer (1991) that includes the three classic dimensions: affective, continuity and normative, to the employees of the operational and administrative level of the organization. This instrument consists of 18 items and the Cronbach's alpha stood at 0.886. On the other hand, the Coexphal- Euroempleo job satisfaction questionnaire was applied, which measures this variable in three aspects: motivation and recognition, work area and environment, and training and information. The number of items is 26. It has a Cronbach's alpha of 0.885. The results determined for this case that there is no linear relationship between the variables organizational commitment and job satisfaction, contrary to what is generally believed and even with the results of some studies in this regard. The criterion that people could be dissatisfied with some aspects of their work is ratified, but nevertheless, they feel committed since the commitment is an attitude towards the organization. The processing of the data was done with the SPSS version 24.0 and it was obtained that the commitment reaches 54.57% and satisfaction 69.04%. From this it follows that the affective commitment is 65.31%. In this component of the commitment the aspect of feeling in the company as part of a family reaches 85.7% and talking about it with other people 79.4%. The commitment of continuity obtains 47.6%. Of note in this component are the personal dimensions of the continuity commitment with 61.9% and 57.1%. For the normative commitment, 51.05% is reached. Loyalty and correspondence to the company stands out with 57.1% each factor.Item Liderazgo femenino empresarial y el compromiso organizacional en el sector de confección textil.(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018) Pardo Paredes, Eleonor Virginia; Guamán Guevara, María DoloresWith a deep wish of contributing to textile making area, an important issue in the region’s industrial production, the business female leadership as well as the organizational commitment is studied. This approach longs to answer to the questioning ¿How does business female leadership influences organizational commitment in the area for textile making? The current research pretends to positively impact the management concept of social and gender equity, it is also bet that Development National Objectives and Sustainable Development Objectives are joined. With a qualitative-quantitative methodology (a phenomenologic approach study of phenomenologic approach, descriptive correlational scope, with cross section, a nonexperimental design) quantitative instruments were used: situational leadership test (Hersey & Blanchard, 1974), perception leadership test (Mellado-Ruiz, 2005), organizational commitment test (Meyer & Allen, 1997) and qualitative instruments: An Interview guide about female organizational leadership (Bucarey & López, 2016; Contreras, Pedraza & Mejía, 2012; Batista & Bermúdez, 2009 y Gómez, 2006) and the interview guide about organizational commitment (Claure-Rocha & Böhrt-Pelaez, 2004 y Bayona, Goñi-Legaz & Mandorrán, 1999) duly validated. The data processing was performed with SPSS (quantitative) and Atlas.ti (qualitative). An action protocol for organizational commitment from leadership application is generated as a job proposal, in a tripartite structure: A commitment organizational Guide for staff empowerment, A leadership Canon for the improvement of management exercise with the staff and Technical training Program in empowerment axis, entrepreneurship and leadership for textile making industry businesswomen, all of this for a better competitiveness; this has been validated in the area of human talent management and social and gender equity, through checklist. The selection of specialists was performed by Delphi. The research was launched in a population of eleven businesswomen and their 46 employees de from Tungurahua’s Dress Manufacturers Association (ACONTEX), determined with a non-intentional data sample.Item El contrato psicológico como vector del compromiso organizacional en el sector industrial alimenticio(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018) Safla Sandoval, Juan Pablo; Guamán Guevara, María DoloresThe present research work is focused on analyzing the results obtained through psychological contracts regarding the organizational commitment oriented to the industries in charge of the production of food products, for which the study has been guided in the Bioalimentar company located in the city of Ambato. The productivity capacity within an organization contributes directly to the development of the same, for this reason the Organizational Commitment is immersed, which allows to maintain considerable levels of interaction in the scope of mutual expectations between the collaborators and the company. The development of human talent is the key to achieving the vision, that's why it is proposed to carry out research, involving the two variables because by fulfilling the psychological contract expected by the people who work in the company, it will be possible to obtain from them the highest job performance, which will translate into a firm commitment to the institution and its objectives. The investigative process is catalogued as a field analysis, which sought to collect the largest amount of reliable information, since the researcher was in contact with the company where the problem originates and who used the technique of direct observation and survey the administrative operating personnel of the company Bioalimentar. Through which it became evident that the psychological contract does contribute to the organizational commitment of the collaborators of the company Bioalimentar. Through the use of a socio-demographic data sheet with which information related to gender, age and years of service was collected, among others. Similarly, the Rosario Hernández (2002) and Elizabeth Montoya's Organizational Commitment questionnaire (2014) has been adapted to measure the variables Contractual Psychology Contract. Formats are available in the annexes to this document. However, at certain points of organizational commitment, several of the collaborators feel compelled to do pressure work for the people working around them. Furthermore, it is established that the profit levels offered by the company are not adequate for a large part of the percentage of collaborators. Therefore, we propose actions to improve the psychological contract through which an increase in organizational commitment can be achieved in the entity.Item El síndrome de Burnout y el compromiso organizacional en el personal administrativo en los centros de Educación Superior(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2018) Medina Masabanda, Rodolfo Sebastián; Jordán Vaca, Jorge EnriqueThe topic of the investigative work is the burnout syndrome and the organizational commitment of the administrative staff from the higher education centers, the main objective is to know how work wear affects the commitment of the administrative staff in their organizations, for which proceeded to obtain primary and secondary information through information collection instruments such as Maslach and Jackson burnout syndrome questionnaire (MBI), and the Meyer & Allen questionnaire to measure the level of commitment that administrative staff have with the institutions where they work, the data was obtained in the universities of Ambato, from the same information obtained an exploratory factor analysis was carried out, analyzing the main components from which the most relevant ones were chosen and with this the Pearson statistic was applied to check the existing correlation between the variables, reaching a positive media correlation showing that there is a correlation between the variables, for which reason the null hypothesis was rejected to give place to the proposal that has been the possible solution to the problem investigated.Item Cultura trabajo - familia y compromiso organizacional en trabajadores de la Unidad Educativa Isabel de Godín de la ciudad de Riobamba. Un enfoque de género.(Universidad Técnica de Ambato. Facultad de Ciencias Administrativas. Maestría en Gestión del Talento Humano., 2017) Ramos Parra, María José; Moreta Herrera, Carlos RodrigoOBJECTIVE: To determine the relationship between work-family culture understood as the perception of employees regarding the support received by the institution to the integration of their work and personal life and the organizational commitment described as the link between the worker and his organization in the staff of Isabel de Godín Educational unit in Riobamba city. DESIGN: The work is a quantitative research with a descriptive and correlational scope in which the work-family culture questionnaire of Thompson, Beauvais & Lyness (1999) and the Allen & Meyer organizational commitment questionnaire (1991). SAMPLE: 182 workers participated as part of the research, 39.56% were men and 61.54% women. RESULTS: The results show that 92.3% of respondents have low levels of conflict, while 7.7% show standard levels; in addition, 5.5% have a low level of organizational commitment, 67% have a standard level and 27.5% have a high level. No significant differences were found between genders. The organizational commitment is correlated with work-family culture r= 0.639; p<0.001. CONCLUSION: The work-family culture is a determining factor that explains the 40.8% of the changes in the organizational commitment variance.