The main objective was to determine the level of relationship between a skills management model and the work environment of workers in a service, consulting and outsourcing company. The population was 350 workers from a Peruvian company with an adjusted sample of 120 to 95% confidence level. The analysis methods are carried out through surveys with two types of scale, Likert type and dichotomous. According to the results of the variable management by competences and the work environment, the difficulties and the positive form are correlated (0.622). The dimensions of variable management by competences are: planning and dissemination of the strategic plan, identification of competencies, basic training in competencies and work environment. An application scheme of a competency management model is proposed. It is concluded that competency management and all its dimensions are related to th...

The main objective was to determine the level of relationship between a skills management model and the work environment of workers in a service, consulting and outsourcing company. The population was 350 workers from a Peruvian company with an adjusted sample of 120 to 95% confidence level. The analysis methods are carried out through surveys with two types of scale, Likert type and dichotomous. According to the results of the variable management by competences and the work environment, the difficulties and the positive form are correlated (0.622). The dimensions of variable management by competences are: planning and dissemination of the strategic plan, identification of competencies, basic training in competencies and work environment. An application scheme of a competency management model is proposed. It is concluded that competency management and all its dimensions are related to th...

Determina si existe relación entre un modelo de gestión de competencias y el clima laboral de los trabajadores en una empresa de servicios de consultoría y outsourcing, Lima 2017. La población fue de 350 trabajadores y una muestra ajustada de 120 al 95% de nivel de confianza. Los métodos de análisis se realizaron a través de encuestas con dos tipos de escala, de tipo Likert y dicotómica. Se utilizó el software estadístico SPSS para determinar confiabilidad de instrumentos, normalidad de los datos y determinar correlaciones en el contraste de hipótesis de variables. Encuentra que la gestión por competencias y el clima laboral se relacionan significativamente con una relación positiva alta de 0.622. El planeamiento y difusión del plan estratégico se relacionan significativamente con el clima laboral mostrando una relación positiva alta de 0.501. En el análisis descriptivo ...

El objetivo principal de esta investigación fue determinar el nivel de relación entre el liderazgo de alto desempeño y el clima organizacional en una población de 280 trabajadores de una empresa peruana dedicada a la construcción modular en el sector industrial. Se identificó a 108 personas que ejercían algún tipo de liderazgo en función a la naturaleza de su cargo. El estudio se aplicó al total de este grupo por medio de análisis con encuestas de tipo Likert. Según los resultados, la variable «liderazgo de alto desempeño» y «clima organizacional» se correlacionan significativamente y en forma positiva (0.812). Las dimensiones de la variable «liderazgo de alto desempeño» son «liderazgo personal», «liderazgo relacional» y «liderazgo organizacional-estratégico». En el caso de la variable dependiente «clima organizacional», las dimensiones son «factores persona...

The main objective of this study was to determine the level of relationship between high performance leadership and organizational climate in a population of 280 workers of a Peruvian company in the industrial sector dedicated to modular construction. A total of 108 people who exercised some type of leadership according to the nature of their position was identified. The study was applied to the entire group by means of an analysis with Likert-type surveys. According to the results, the variable “high performance leadership” and “organizational climate” are significantly and positively correlated (0.812). The dimensions of the variable “high performance leadership” are “personal leadership”, “relational leadership” and “organizational-strategic leadership”. In the case of the dependent variable “organizational climate”, the dimensions are “personal factors�...

The main objective of this research study is to determine the relationship between service quality and job satisfaction using the SERVQUAL model. Likewise, it seeks to determine the relationship between dimensions reliability, responsiveness, security, empathy, and tangible elements, and the variable job satisfaction. A methodology based on a mixed quantitative-qualitative approach was used, the level is descriptive-correlational, and the design is non-experimental and cross-sectional. The population consisted of 98 heavy truck drivers. Data were obtained through Likert-type scale surveys. The methods of analysis used were descriptive and correlational. Results indicate that the variables service quality and job satisfaction correlate positively and highly (0.783); therefore, it is concluded that internal customer service quality and all its dimensions are related to job satisfaction.

The main objective of the research was to establish a correlation between digital payments and financial inclusion. The study also aimed to comprehend how payment systems, digital wallets, and electronic money dimensions affect financial inclusion. The research methodology used a quantitative approach with a descriptive-correlational level and a non-experimental and cross-sectional design. The study population consisted of 164 microentrepreneurs based in the district of Pueblo Libre. Data was collected through Likert-type scale surveys, and the methods of analysis were descriptive and correlational. The results showed a positive and strong correlation (0.858) between digital payments and financial inclusion. Therefore, it can be concluded that digital payments and all its dimensions contribute to financial inclusion.

El objetivo principal de la investigación es determinar la relación entre la calidad de servicio y la satisfacción laboral basado en la técnica del modelo SERVQUAL. Asimismo, busca determinar la relación entre las dimensiones fiabilidad, capacidad de respuesta, seguridad, empatía y elementos tangibles, con la variable satisfacción laboral. Se utilizó una metodología basada en un enfoque mixto cuantitativo-cualitativo, el nivel es descriptivo-correlacional y el diseño es no experimental y de corte transversal. La población estuvo conformada por 98 trabajadores, todos ellos conductores. Los datos se obtuvieron a través de encuestas con escala tipo Likert. Los métodos de análisis fueron descriptivo y correlacional. Los resultados señalan que las variables calidad de servicio y satisfacción laboral se correlacionan de forma positiva y alta (0.783), por lo que se concluye que ...

El objetivo de este trabajo fue analizar las propiedades psicométricas de la escala de factores que intervienen en el trabajo remoto. Se realizó un estudio de tipo instrumental de corte transversal, el cual implicó un proceso de revisión de literatura, construcción del instrumento y validación por especialistas. Se realizó una prueba piloto conformada por 20 participantes, después se contó con 148 trabajadores estudiantes, cuyas respuestas permitieron realizar un análisis de discriminación de ítems, y por último se realizó un análisis factorial exploratorio. Se encontró pertinencia en las propiedades psicométricas del instrumento, conformadas por tres factores: soporte laboral tecnológico, jornada de trabajo y bienestar social. Se concluye que el instrumento propuesto se puede aplicar a cualquier organización laboral para identificar los factores que intervienen en el ...

The main objective of this study is to determine the relationship between remote work and emotion management. It also aims to determine the relationship between the dimensions “working hours”, “work and technological support” and “social wellness”, and the emotion management variable. A methodology based on a quantitative approach with a descriptive-correlational and cross-sectional scope was used on a sample of 148 master’s degree students of the School of Administration of Universidad Nacional Mayor de San Marcos. Likert-type scale surveys were used to gather data. The methods of analysis used were descriptive and correlational. The results indicate that the variables remote work and emotion management are positively and moderately correlated (0.465); therefore, it is concluded that remote work and all its dimensions are related to emotion management.