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

• Monsalve-Castro, Carolina ; Fajardo-Ortiz, Eddy Johanna ^[1] ; Ramírez-Molina, Reynier Israel ^[2]
  1. [1] Universidad Autónoma de Bucaramanga
  2. [2] Universidad de la Costa
• Localización: Retos: Revista de Ciencias de la Administración y Economía, ISSN-e 1390-8618, ISSN 1390-6291, Vol. 14, Nº. 28, 2024 (Ejemplar dedicado a: (October-March)), págs. 311-323
• Idioma: español
• DOI: 10.17163/ret.n28.2024.08
• Títulos paralelos:
  • Gender differences in work values. A study in the Colombian labor force
• Enlaces
  • Texto completo (pdf)
• Resumen
  • español

    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.

     

  • English

    Changes in business dynamics require a closer attention to the interests and motivations of the workforce to attract, retain and retain individuals to meet their personal expectations and organizational goals. The purpose of this study is to examine whether gender presents an orientation towards extrinsic, intrinsic, social and prestige work values of individuals in the workplace. Quantitative cross-sectional research is conducted, the data collection was carried out through a questionnaire. The Kaiser-Meyer-Olkin factor analysis and sample adequacy analysis were used to analyze the correlations between variables and evaluate the fit of the data, as well as the hypothesis test that provides the difference of means for comparison. The study involved 535 individuals classified into 331 women and 204 men located in Colombia. The results showed that there is a greater orientation of women towards extrinsic work values, aspects such as salary and job security are essential when looking for a job or staying for a long time in an organization, with no differences between men and women with respect to intrinsic, social and prestige values

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