The purpose of this article is to reflect on why in Peru it is difficult for professionals to achieve their goals in organizations and why they cannot achieve loyalty to their employees. There are factors such as the rupture situation, between the studies performed and the occupation exercised; the lack of adaptation of the educational system to the needs of the productive apparatus; the prejudice of the employer on the formative provenance of its possible employee. Faced with this labor reality, organizations must recognize the importance of paying attention to human capital aligned with company strategies. Focusing on people, some have a clear potential to develop their professional skills and organizational environment conducive, but fail to achieve the expected professional deployment. In this sense, Schein's theory of career anchors, generates a new prospect, refers to the occupatio...

El propósito del presente artículo es reflexionar por qué en el Perú se hace complicado para los profesionales lograr sus objetivos en las organizaciones y por qué éstas difícilmente logran fidelizar a sus colaboradores. Existen factores como: la situación de ruptura, entre los estudios realizados y la ocupación ejercida; la falta de adaptación del sistema educativo a las necesidades del aparato productivo; el prejuicio del empleador sobre la procedencia formativa de su posible empleado. Frente a esta realidad laboral, las organizaciones deben reconocer la importancia de poner atención a un capital humano alineado con las estrategias de la empresa. Enfocándonos en las personas, algunas tienen una clara potencialidad para desarrollar sus competencias profesionales y el entorno organizacional propicio, sin embargo no logran conseguir el despliegue profesional esperado. En este ...

The objective of the study is to evaluate the relationship between attitudes towards gender violence and the risk of extreme violence towards the couple or feminicide in female students of public and private universities of Metropolitan Lima, being the instruments to use the Attitude Scale Towards Violence Gender and Risk Assessment Scale. The instruments are applied on a sample of students from public and private universities in the areas of Health Sciences. The general results indicate that the greater the attitude of rejection of violence, there is less experimentation of violence; women from private universities experience greater physical, sexual and economic violence, and less rejection of gender violence; young people show a greater rejection of violence than adults; women who have a partner experience greater psychological and economic violence; and self-employed people are those...

El objetivo del estudio es evaluar la relación entre las actitudes hacia la violencia de género y el extremo riesgo de la pareja de ser víctima de violencia o feminicidio, con estudiantes de género femenino en universidades públicas y privadas de Lima Metropolitana, siendo los instrumentos a utilizar la Escala de Actitud Hacia la Violencia de Género y la Escala de Evaluación del Riesgo. La aplicación de los instrumentos se efectúa sobre una muestra de estudiantes de universidades públicas y privadas de las áreas de Ciencias de la Salud. Los resultados generales indican que a mayor actitud de rechazo a la violencia, existe menor experimentación de violencia; las mujeres de universidades privadas experimentan mayor violencia física, sexual y económica, y menor rechazo a la violencia de género; las jóvenes muestran un mayor rechazo a la violencia que las adultas; las mujeres...

This communication reports the adaptation and relationship between the scale of organizational climate and sensitivity to criticism on 338 students of undergraduate, of which 140 are male and 198 female of the faculty of psychology of public university of Lima. Organizational climate scale was finally restructured into four factors: a) factor 1: negative attitude towards the organization (19 items), b) factor 2: quality of work (8 items), c) factor 3: institutional image (4 items), and d) factor 4: competition authority (6 items); while the scale of sensitivity to criticism maintained its very structure. The results arrogated the lack of relationship between organizational climate and sensitivity to criticism, in the same way sex and age does not make a difference with these.