Jurisprudencia y Ciencias Sociales

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Start date: 2025Subject: search.filters.subject.TRABAJADORES

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    Cultura Organizacional y Derecho a la Desconexión Digital Laboral
    (Universidad Técnica de Ambato, Facultad de Jurisprudencia y Ciencias Sociales, Carrera de Trabajo Social, 2026-07-09) Lizano Paredes, Jennifer Paulina; Ortiz Díaz, Marcelo Iván
    This research aimed to determine the influence of organizational culture on the right to digital disconnection at work among employees of Corporación Impactex and Static Moda, located in Ambato, Ecuador. The study arose from the need to understand how organizational dynamics and the increasing use of digital technologies may affect employees' rest periods and overall wellbeing. The research was conducted using a quantitative approach with descriptive and correlational levels. The population consisted of 100 employees from both administrative and operational areas of the two companies; therefore, the entire population was included in the study. Data were collected through the Denison Organizational Culture Survey and an instrument adapted from the Digital Disconnection Survey developed by the National Institute for Safety and Health at Work (INSST). The results revealed favorable levels of organizational culture, particularly regarding employee commitment, organizational mission, adaptability, and consistency. However, limited knowledge about the right to digital disconnection and a moderate level of availability outside working hours were identified, especially among administrative staff. The Spearman correlation test yielded a correlation coefficient of ρ = -0.018 and a significance level of 0.856, indicating that there is no statistically significant relationship between organizational culture and the right to digital disconnection at work. Consequently, the null hypothesis was accepted. It was concluded that although the organizations studied exhibit a favorable organizational culture, this does not necessarily guarantee the effective exercise of the right to digital disconnection. Therefore, it is necessary to strengthen institutional policies, employee training, and organizational strategies aimed at preventing workplace hyperconnectivity.
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    Bienestar laboral y calidad de servicios
    (Universidad Técnica de Ambato, Facultad de Jurisprudencia y Ciencias Sociales, Carrera de Trabajo Social, 2026-01-20) Salinas Teneda, Paulina Lissette; Ortiz Díaz, Marcelo Iván
    The objective of this research was to determine the relationship between Workforce Well-being of the employees and the Quality of Services provided to the community in the Rural Parish Autonomous Decentralised Government (GAD) of Izamba. The study was developed under a quantitative approach with a descriptive and correlational scope, applying the analyticalsynthetic and hypothetical-deductive methods. The population included the 23 institutional employees and the beneficiaries of their services. Simple random sampling was applied in the GADPRI social project for the elderly, while the entire beneficiary population was surveyed for the remaining services, resulting in 451 surveys for the second variable. The instruments specifically designed for this study were questionnaires using a five-option Likert scale, with a scoring range from very low to very high. Validity was guaranteed through expert judgment, and reliability was verified with the Cronbach’s Alpha coefficient. The results demonstrated a significant correlation between the variables, determined by the Spearman's Rho test, with a bilateral significance level of 0,001. The scoring analysis showed that both Workforce Wellbeing and Service Quality reached a high level. However, weaknesses were identified in the well-being dimensions of: health, integration, participation and recognition, and working conditions. In response, a set of workforce well-being strategies is proposed, oriented from a holistic and community-based approach, and grounded in Social Work techniques and instruments, with the purpose of strengthening institutional management and optimising service quality
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    Pertenencia laboral y la promoción del bienestar personal
    (Universidad Técnica de Ambato, Facultad de Jurisprudencia y Ciencias Sociales, Carrera de Trabajo Social, 2025-07-24) Ripalda Guerra,Anahel Vanessa; Torres Carrillo,Silvia Susana
    This research analyzes the relationship between workplace belonging and the promotion of personal well-being among administrative and operational staff at Grupo Casa Grande, located in the city of Ambato. Using a qualitative approach, validated interviews were applied to analyze both variables within a representative sample. The analysis, conducted using the ALAS-TI program, generally showed that there is indeed a relationship between the two variables, indicating that they operate dependently. However, this relationship is influenced by various factors that affect employees—more significantly among operational staff than administrative staff. From a theoretical perspective, workplace belonging and the promotion of personal well-being are constructs supported by various theories, such as Maslow’s hierarchy of needs and Seligman’s PERMA model. The results revealed that most operational staff reported high levels of stress and family-related issues due to their work schedules, while such problems were less prevalent among administrative staff. Nevertheless, both areas showed low levels of motivation and recognition, which leads to a decrease in workplace belonging and personal well-being among employees
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    Los riesgos psicosociales y extralaborales en el personal administrativo
    (Universidad Técnica de Ambato, Facultad de Jurisprudencia y Ciencias Sociales, Carrera de Trabajo Social, 2025-07-24) Auz Sanchez, Evelyn del Cisne; Torres Carrillo, Silvia Susana
    This research examines the impact of psychosocial and non-work-related (extra-labor) risks on the administrative staff of Plasticaucho Industrial S.A. in the city of Ambato. Through a quantitative approach, surveys were applied to validate both variables using a representative sample. The analysis, carried out using the SPSS software, showed that there is an impact between psychosocial and extra-labor risks, indicating that they operate interdependently. However, this relationship is influenced by several factors, as an increase in extra-labor factors tends to prolong the presence of psychosocial risks among the administrative personnel. From a theoretical standpoint, psychosocial and extra-labor risks are concepts derived from various theories, such as the Job Demands-Resources Model and the Work-Life Balance approach. The results revealed that most administrative staff members are able to manage their emotions within the workplace, without being significantly affected by extra-labor conflicts such as limited family time or personal care. These factors should have a direct influence on individuals' lives, as negative psychosocial risks can deteriorate extra-labor aspects, and conflicts in extra-labor factors can significantly impact workplace performance.