Gestión de la política remunerativa y el desempeño laboral en la Municipalidad Provincial de Ucayali Contamana 2024

• Autor: Rios Tuesta, Sally Melissa
• Formato: tesis de maestría
• Fecha de Publicación: 2025
• Institución: Universidad Nacional De La Amazonía Peruana
• Repositorio: UNAPIquitos-Institucional
• Lenguaje: español
• OAI Identifier: oai:repositorio.unapiquitos.edu.pe:20.500.12737/12515
• Enlace del recurso: https://hdl.handle.net/20.500.12737/12515
• Nivel de acceso: acceso abierto
• Materia: Gestión; Política; Remuneración; Desempeño; https://purl.org/pe-repo/ocde/ford#5.06.02

The objective of this research was to explore the relationship between salary policy management and work effectiveness in the Provincial Municipality of Ucayali, Contamana for the year 2024. A basic study was carried out with a descriptive correlational approach and a non-experimental methodology, including a sample of 172 employees. The results indicate that the management of the remuneration policy was rated as regular by 26%, which is attributed to the fact that the municipality rarely adjusts its salary policies to align with labor market trends. On the other hand, the entity sometimes ensures the timely payment of all legal bonuses. Similarly, job performance was evaluated with an index of 26%, classified as regular. This is because, sometimes, they optimize the resources available to fulfill their responsibilities. However, despite some limitations, they manage to meet the expectations of their job functions and, although not always, they identify opportunities to improve the quality of their performance. Finally, a high correlation was found between remuneration policy management and job performance (rho 0.829), a coefficient of 0.791 for the incentive program and a correlation of 0.755 for the specific determination of remuneration, all with significance of 0.000. In addition, benefits/services also showed a moderate positive correlation of 0.697, highlighting the importance of these factors in effective job performance.