High performance work systems and organizational performance of sales representatives of pharmaceutical companies in Chiclayo
Descripción del Articulo
The purpose of the study has been to differentiate the importance of the high-performance work systems (HPWS) effects, for dimensions, in the performance of sales representatives of pharmaceutical companies in Chiclayo having affective commitment and human capital as mediation variables. HPWS have a...
| Autores: | , |
|---|---|
| Formato: | artículo |
| Fecha de Publicación: | 2021 |
| Institución: | Universidad del Pacífico |
| Repositorio: | UP-Institucional |
| Lenguaje: | inglés |
| OAI Identifier: | oai:repositorio.up.edu.pe:11354/3290 |
| Enlace del recurso: | https://hdl.handle.net/11354/3290 https://doi.org/10.21678/jb.2021.1439 |
| Nivel de acceso: | acceso abierto |
| Materia: | Efectividad organizacional--Perú--Chiclayo Capacitación de empleados--Perú--Chiclayo Administración de ventas--Perú--Chiclayo Industria farmacéutica—Perú--Chiclayo https://purl.org/pe-repo/ocde/ford#5.02.04 |
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| dc.title.es_PE.fl_str_mv |
High performance work systems and organizational performance of sales representatives of pharmaceutical companies in Chiclayo |
| dc.title.alternative.es_PE.fl_str_mv |
Sistemas de trabajo de alto desempeño y desempeño organizacional de representantes de ventas de empresas farmacéuticas en Chiclayo |
| title |
High performance work systems and organizational performance of sales representatives of pharmaceutical companies in Chiclayo |
| spellingShingle |
High performance work systems and organizational performance of sales representatives of pharmaceutical companies in Chiclayo Ludeña, Diego Efectividad organizacional--Perú--Chiclayo Capacitación de empleados--Perú--Chiclayo Administración de ventas--Perú--Chiclayo Industria farmacéutica—Perú--Chiclayo https://purl.org/pe-repo/ocde/ford#5.02.04 |
| title_short |
High performance work systems and organizational performance of sales representatives of pharmaceutical companies in Chiclayo |
| title_full |
High performance work systems and organizational performance of sales representatives of pharmaceutical companies in Chiclayo |
| title_fullStr |
High performance work systems and organizational performance of sales representatives of pharmaceutical companies in Chiclayo |
| title_full_unstemmed |
High performance work systems and organizational performance of sales representatives of pharmaceutical companies in Chiclayo |
| title_sort |
High performance work systems and organizational performance of sales representatives of pharmaceutical companies in Chiclayo |
| author |
Ludeña, Diego |
| author_facet |
Ludeña, Diego Arbulú Ballesteros, Marco Agustín |
| author_role |
author |
| author2 |
Arbulú Ballesteros, Marco Agustín |
| author2_role |
author |
| dc.contributor.author.fl_str_mv |
Ludeña, Diego Arbulú Ballesteros, Marco Agustín |
| dc.subject.es_PE.fl_str_mv |
Efectividad organizacional--Perú--Chiclayo Capacitación de empleados--Perú--Chiclayo Administración de ventas--Perú--Chiclayo Industria farmacéutica—Perú--Chiclayo |
| topic |
Efectividad organizacional--Perú--Chiclayo Capacitación de empleados--Perú--Chiclayo Administración de ventas--Perú--Chiclayo Industria farmacéutica—Perú--Chiclayo https://purl.org/pe-repo/ocde/ford#5.02.04 |
| dc.subject.ocde.none.fl_str_mv |
https://purl.org/pe-repo/ocde/ford#5.02.04 |
| description |
The purpose of the study has been to differentiate the importance of the high-performance work systems (HPWS) effects, for dimensions, in the performance of sales representatives of pharmaceutical companies in Chiclayo having affective commitment and human capital as mediation variables. HPWS have a significant effect on development through human capital, but not with affective commitment. However, there are HPWS’ subdimensions that affect development through the “motivational path” (training, performance assessment and empowerment practices) which also affect in a considerable way through human capital. An activity that also affects performance through human capital significantly is the compensations and incentives one. |
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2021 |
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2022-01-25T14:13:37Z |
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2022-01-25T14:13:37Z |
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2021 |
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info:eu-repo/semantics/article |
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https://hdl.handle.net/11354/3290 |
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Ludeña, D., & Arbulú Ballesteros, M. A. (2021). High performance work systems and organizational performance of sales representatives of pharmaceutical companies in Chiclayo. Journal of Business, 13(2), 51-71. https://doi.org/10.21678/jb.2021.1439 |
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https://doi.org/10.21678/jb.2021.1439 |
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https://hdl.handle.net/11354/3290 https://doi.org/10.21678/jb.2021.1439 |
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Ludeña, D., & Arbulú Ballesteros, M. A. (2021). High performance work systems and organizational performance of sales representatives of pharmaceutical companies in Chiclayo. Journal of Business, 13(2), 51-71. https://doi.org/10.21678/jb.2021.1439 |
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eng |
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eng |
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https://revistas.up.edu.pe/index.php/business/article/view/1439/1566 |
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https://doi.org/10.21678/2078-9424 |
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Universidad del Pacífico. Facultad de Ciencias Empresariales |
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PE |
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Ludeña, DiegoArbulú Ballesteros, Marco Agustín2022-01-25T14:13:37Z2022-01-25T14:13:37Z2021https://hdl.handle.net/11354/3290Ludeña, D., & Arbulú Ballesteros, M. A. (2021). High performance work systems and organizational performance of sales representatives of pharmaceutical companies in Chiclayo. Journal of Business, 13(2), 51-71. https://doi.org/10.21678/jb.2021.1439https://doi.org/10.21678/jb.2021.1439The purpose of the study has been to differentiate the importance of the high-performance work systems (HPWS) effects, for dimensions, in the performance of sales representatives of pharmaceutical companies in Chiclayo having affective commitment and human capital as mediation variables. HPWS have a significant effect on development through human capital, but not with affective commitment. However, there are HPWS’ subdimensions that affect development through the “motivational path” (training, performance assessment and empowerment practices) which also affect in a considerable way through human capital. An activity that also affects performance through human capital significantly is the compensations and incentives one.El propósito del estudio ha sido diferenciar la importancia de los efectos de los sistemas de trabajo de alto rendimiento (HPWS), por dimensiones, en el desempeño de los representantes de ventas de empresas farmacéuticas de Chiclayo teniendo como variables mediadoras el compromiso afectivo y el capital humano. HPWS tiene un efecto significativo en el desarrollo a través del capital humano, pero no con compromiso afectivo. Sin embargo, existen subdimensiones de HPWS que inciden en el desarrollo a través del “camino motivacional” (prácticas de capacitación, evaluación del desempeño y empoderamiento) que también inciden de manera considerable a través del capital humano. Una actividad que también afecta significativamente el desempeño a través del capital humano es la de compensaciones e incentivos.application/pdfengUniversidad del Pacífico. Facultad de Ciencias EmpresarialesPEhttps://revistas.up.edu.pe/index.php/business/article/view/1439/1566https://doi.org/10.21678/2078-9424info:eu-repo/semantics/openAccesshttp://creativecommons.org/licenses/by/4.0/deed.esEfectividad organizacional--Perú--ChiclayoCapacitación de empleados--Perú--ChiclayoAdministración de ventas--Perú--ChiclayoIndustria farmacéutica—Perú--Chiclayohttps://purl.org/pe-repo/ocde/ford#5.02.04High performance work systems and organizational performance of sales representatives of pharmaceutical companies in ChiclayoSistemas de trabajo de alto desempeño y desempeño organizacional de representantes de ventas de empresas farmacéuticas en Chiclayoinfo:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersionreponame:UP-Institucionalinstname:Universidad del Pacíficoinstacron:UPORIGINAL3290.html3290.htmltext/html164https://repositorio.up.edu.pe/backend/api/core/bitstreams/86551599-878a-4519-8359-a18d44529ab2/content51bd35703265d2cfbbc84ee0b00212b4MD51CC-LICENSElicense_rdflicense_rdfapplication/rdf+xml; charset=utf-8914https://repositorio.up.edu.pe/backend/api/core/bitstreams/aa2d3cb2-516b-4e1e-8946-45f83e99376d/contentff28a15b31d8b36d045b61ef83195dd0MD52LICENSElicense.txtlicense.txttext/plain; charset=utf-81748https://repositorio.up.edu.pe/backend/api/core/bitstreams/32da0150-34f6-4e1c-a9aa-f3a4f7277c44/content8a4605be74aa9ea9d79846c1fba20a33MD53TEXT3290.html.txt3290.html.txtExtracted texttext/plain2https://repositorio.up.edu.pe/backend/api/core/bitstreams/6f36df4d-7ecf-4142-8cd6-75086fe64e68/contentb8af0084f79f1a7fd8f5e37a025c4f3fMD5611354/3290oai:repositorio.up.edu.pe:11354/32902025-03-27 16:57:45.649http://creativecommons.org/licenses/by/4.0/deed.esinfo:eu-repo/semantics/openAccessopen.accesshttps://repositorio.up.edu.peRepositorio Institucional de la Universidad del Pacíficorepositorio@up.edu.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 |
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Nota importante:
La información contenida en este registro es de entera responsabilidad de la institución que gestiona el repositorio institucional donde esta contenido este documento o set de datos. El CONCYTEC no se hace responsable por los contenidos (publicaciones y/o datos) accesibles a través del Repositorio Nacional Digital de Ciencia, Tecnología e Innovación de Acceso Abierto (ALICIA).
La información contenida en este registro es de entera responsabilidad de la institución que gestiona el repositorio institucional donde esta contenido este documento o set de datos. El CONCYTEC no se hace responsable por los contenidos (publicaciones y/o datos) accesibles a través del Repositorio Nacional Digital de Ciencia, Tecnología e Innovación de Acceso Abierto (ALICIA).
