Diferencias de género en los valores laborales.Un estudio en la fuerza de trabajo colombiana

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Publicado: Oct 30, 2024
Actualizado: 2024-10-30
Versiones:
2024-10-30 (3)
DOI: https://doi.org/10.17163/ret.n28.2024.08
Palabras clave:
valores laborales, género, talento humano, trabajadores, gestión de recursos humanos

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Carolina Monsalve-Castro
https://orcid.org/0000-0002-1572-8876
Eddy Johanna Fajardo-Ortiz
Universidad Autónoma de Bucaramanga
https://orcid.org/0000-0002-4635-8003
Reynier Israel Ramírez-Molina
Universidad de la Costa
https://orcid.org/0000-0002-5073-5158

Resumen

Los cambios en la dinámicas empresariales requieren atender con mayor detalle los intereses y motivaciones de la fuerza laboral con el fin de atraer, retener y fidelizar a los individuos para que cumplan sus expectativas personales y objetivos de la organización. El propósito de este estudio es examinar si el género presenta una orientación hacia los valores laborales extrínsecos, intrínsecos, sociales y de prestigio de los individuos en su lugar de trabajo. Se realiza una investigación cuantitativa de corte transeccional, la recolección de información se llevó a cabo a través de un cuestionario. Se utiliza el análisis factorial y adecuación muestral de Kaiser-Meyer-Olkin para analizar las correlaciones entre variables y evaluar el ajuste de los datos, así como la prueba de hipótesis que proporciona la diferencia de medias para realizar comparaciones. En el estudio participaron 535 individuos clasificados en 331 mujeres y 204 hombres ubicados en Colombia. Los resultados mostraron que existe una mayor orientación de las mujeres hacia los valores laborales extrínsecos, aspectos como el salario y seguridad laboral son esenciales a la hora de buscar un empleo o permanecer durante mucho tiempo en una organización, con nulas diferencias entre hombres y mujeres frente a los valores intrínsecos, sociales y de prestigio.
 

Detalles del artículo

Número
Vol. 14 Núm. 28 (2024): (octubre-marzo)
Sección
Artículos destinados a la sección miscelánea
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