Factores de motivación en los empleados y como afecta la retención laboral desde un enfoque humanista
Para la presente investigación se abordó el tema de los factores de motivación que influyen en la retención laboral. Se identificaron diferentes teorías y estudios realizados por autores como Frederick Herzberg, Adam Grant, Richard Hackman, Greg Oldham, Daniel Pink, Timothy A. Judge, Ruth Kanfer y P...
- Autores:
-
Cardona Bravo, Maryuri Sthefany
Leiva Cleves, Lizzeth Melizza
León Turriago, Wenndy Yuranny
- Tipo de recurso:
- Trabajo de grado de pregrado
- Fecha de publicación:
- 2023
- Institución:
- Universidad Cooperativa de Colombia
- Repositorio:
- Repositorio UCC
- Idioma:
- OAI Identifier:
- oai:repository.ucc.edu.co:20.500.12494/52401
- Acceso en línea:
- https://hdl.handle.net/20.500.12494/52401
- Palabra clave:
- Retención laboral
Factores motivacionales
Satisfaccion laboral
Estres laboral
TG 2023 PSI 52401
Employee retention
Motivational factors
Job satisfaction
Job stress
- Rights
- openAccess
- License
- Atribución – Compartir igual
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Factores de motivación en los empleados y como afecta la retención laboral desde un enfoque humanista |
| title |
Factores de motivación en los empleados y como afecta la retención laboral desde un enfoque humanista |
| spellingShingle |
Factores de motivación en los empleados y como afecta la retención laboral desde un enfoque humanista Retención laboral Factores motivacionales Satisfaccion laboral Estres laboral TG 2023 PSI 52401 Employee retention Motivational factors Job satisfaction Job stress |
| title_short |
Factores de motivación en los empleados y como afecta la retención laboral desde un enfoque humanista |
| title_full |
Factores de motivación en los empleados y como afecta la retención laboral desde un enfoque humanista |
| title_fullStr |
Factores de motivación en los empleados y como afecta la retención laboral desde un enfoque humanista |
| title_full_unstemmed |
Factores de motivación en los empleados y como afecta la retención laboral desde un enfoque humanista |
| title_sort |
Factores de motivación en los empleados y como afecta la retención laboral desde un enfoque humanista |
| dc.creator.fl_str_mv |
Cardona Bravo, Maryuri Sthefany Leiva Cleves, Lizzeth Melizza León Turriago, Wenndy Yuranny |
| dc.contributor.advisor.none.fl_str_mv |
Norma Constanza Sánchez Moreno |
| dc.contributor.author.none.fl_str_mv |
Cardona Bravo, Maryuri Sthefany Leiva Cleves, Lizzeth Melizza León Turriago, Wenndy Yuranny |
| dc.subject.none.fl_str_mv |
Retención laboral Factores motivacionales Satisfaccion laboral Estres laboral |
| topic |
Retención laboral Factores motivacionales Satisfaccion laboral Estres laboral TG 2023 PSI 52401 Employee retention Motivational factors Job satisfaction Job stress |
| dc.subject.classification.none.fl_str_mv |
TG 2023 PSI 52401 |
| dc.subject.other.none.fl_str_mv |
Employee retention Motivational factors Job satisfaction Job stress |
| description |
Para la presente investigación se abordó el tema de los factores de motivación que influyen en la retención laboral. Se identificaron diferentes teorías y estudios realizados por autores como Frederick Herzberg, Adam Grant, Richard Hackman, Greg Oldham, Daniel Pink, Timothy A. Judge, Ruth Kanfer y Phillippe Pintrich, entre otros, que han explorado diferentes factores motivacionales en el lugar de trabajo. A través de sus investigaciones, estos autores han propuesto diferentes soluciones para fomentar la motivación y la retención laboral, incluyendo el fortalecimiento de la autonomía, la colaboración, el propósito, la variedad de tareas y la retroalimentación. La metodología empleada es de tipo documental, mediante la revisión y análisis crítico de diferentes fuentes bibliográficas y artículos científicos. Se utilizó una metodología cualitativa para la síntesis y análisis de los resultados obtenidos, con el fin de identificar tendencias, perspectivas y hallazgos comunes en relación con los factores de motivación y el enfoque humanista en la retención laboral. En conclusión, la motivación en el lugar de trabajo es un tema crítico que influye en la retención laboral. Las empresas pueden fomentar la motivación de sus empleados mediante el fortalecimiento de factores internos como la maestría, la autonomía, y el propósito, así como mediante la colaboración y la retroalimentación. Además, es importante tener en cuenta los factores externos, como la remuneración y las condiciones de trabajo, que también influyen en la motivación y la retención. |
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2023 |
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2023-08-11T13:47:16Z |
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2023-08-11T13:47:16Z |
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2023-08-11 |
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Trabajo de grado - Pregrado |
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info:eu-repo/semantics/acceptedVersion |
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http://purl.org/coar/resource_type/c_7a1f |
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Cardona Bravo, M. S., Leiva Cleves, L. M. y Leon Turriago, W. Y. (2023). Factores de motivación en los empleados y como afecta la retención laboral desde un enfoque humanista [Tesis de pregrado, Universidad Cooperativa de Colombia]. Repositorio institucional Universidad Cooperativa de Colombia. https://repository.ucc.edu.co/handle/20.500.12494/52401 |
| url |
https://hdl.handle.net/20.500.12494/52401 |
| identifier_str_mv |
Cardona Bravo, M. S., Leiva Cleves, L. M. y Leon Turriago, W. Y. (2023). Factores de motivación en los empleados y como afecta la retención laboral desde un enfoque humanista [Tesis de pregrado, Universidad Cooperativa de Colombia]. Repositorio institucional Universidad Cooperativa de Colombia. https://repository.ucc.edu.co/handle/20.500.12494/52401 |
| dc.relation.references.none.fl_str_mv |
Almeida , L. S., Ferrerira , P. C., & Ferrerira , J. P. (2019). The importance of instrisic and extrinsic motivation for measuring job satisfaction and organizational commitment in public secto. Journal of Public Adminsitration and Policy Research, 11(3),37-44. Amabile, T. M. (2013). The Work Preference Inventory: assessing intrinsic and extrinsic motivational orientations. Journal of personality and social psychology. Amundsen, S. &. (2015). Linking empowering leadership to job satisfaction, work effort, and creativity: The role of self-leadership and psychological empowerment. Journal of Leadership & Organizational Studies. Baard, P. P. (2016). Intrinsic need satisfaction: A motivational basis of performance and well-being in two work settings. Journal of applied social psychology. Binti Muhamad Yusoff, Y. &. (2016). Workplace spirituality and employee retention: An empirical study among academic staffs in a Malaysian private university. Mediterranean Journal of Social Sciences. Biron, M. &. (2015). Negative reciprocity and its relation to quality of work life, commitment, and turnover intentions. Journal of Applied Psychology. Blau, P. M. (2018). Exhange and power in social life. Routledge. Carpinetti, L. C. (2017). Workplace spirituality and affective commitment as predictors of job performance: A study among Brazilian lawyers. Journal of Business Ethic, 143(4), 761-776. Chiang, F. F. (2015). An expectancy theory model for hotel employee motivation: Examining the moderating role of communication satisfaction. Tourism Management. Dattatreyulu, P. V. (2017). Employee engagement: A review of literature. Global Journal of Enterprise Information System. De Gieter, S. H. (2015). Revisiting the impact of job satisfaction and organizational commitment on nurse turnover intention: An individual differences analysis. International Journal of Nursing Studies. Etzioni, A. (2014). The moral dimension: Toward a new economics. Simon and Schuster. Fernet, C. A. (2013). Distinguishing the roles of different dimensions of job insecurity in the prediction of employee affective and health-related outcomes. Journal of Occupational Health Psychology, 18(2), 105-118. Fishbein, M. &. (2015). Belief, attitude, intention, and behavior: An introduction to theory and research. Addison-Wesley. Gagné, M., Deci, E. L., & Ryan, R. M. (2018). Self-determination theory applied to work motivation and organizational behavior. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), (pp. 97–121). Sage Reference. Gist, M. E. (2018). Self-efficacy: A theoretical analysis of its determinants and malleability. Academy of Management Review. Grant, A. (2013). Give and Take: Why Helping Others Drives Our Success. Penguin Books. Hackman, J. R. (2015). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250-279. Hackman, J. R. (2019). Motivation through the design of work: Test of a theory. Organizational behavior and human performance. Han, K. &. (2015). The relationship between ethical leadership and employee retention: Exploring the mediating role of work engagement. Journal of Business Ethics. Herzberg, F. (2016). The Motivation to Work. John Wiley & Sons. Judge, T. A. (2015). ob Satisfaction, Job Stress, and Turnover Intentions in United States Federal Agencies. Public Administration Review, 68(1), 89-102. Kahn, W. A. (2016). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal. Kanfer, R. &. (2014). Workplace motivation. In Handbook of Industrial and Organizational Psychology (2nd ed.), 757-793. Kleindienst, A.-C. &. (2016). The Importance of Job Characteristics and Employee Well-Being for Corporate Social Responsibility: A Study among Employees of a German Retail Company. Journal of Business Ethics, 139(3), 565-577. Latham, G. P. (2019). Work motivation theory and research at the dawn of the twenty-first century. Annual review of psychology. Leiter, M. P. (2014). Banishing burnout: Six strategies for improving your relationship with work. John Wiley & Sons. Lin, S. J. (2018). Humanistic management as a predictor of job satisfaction and organizational commitment in hotel employees. Journal of Human Resources in Hospitality & Tourism. Llorens, S. B. (2019). Does a positive gain spiral of resources, efficacy beliefs and engagement exist? Computers in Human Behavior. Locke, E. A. (2015). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American psychologist. Loi, R. H.-y. (2016). Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organizational Psychology. Maslach, C. S. (2014). Job burnout. Annual review of psychology. Masterson, S. S. (2018). Integrating justice and social exchange: The differing effects of fair procedures and treatment on work relationships. Academy of Management Journal. Mauno, S. K. (2017). Job demands and resources as antecedents of work engagement: A longitudinal study. Journal of Vocational Behavior. Meyer, J. P. (2017). A three-component conceptualization of organizational commitment. Human resource management review. Mowday, R. T. (2014). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic Press. Naranjo, M. L. (2009). Motivación: Perspectivas teóricas y algunas consideraciones de su importancia en el ámbito educativo. Revista Educación, 33(2),153-170. Nguyen, N. T. (2020). Factors influencing employee retention in Vietnamese software enterprises: A study using structural equation modeling. Sustainability. Podsakoff, N. P. (2015). Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: A meta-analysis. Journal of Applied Psychology. Quinlan, T. B.-W. (2018). If only I could sleep': A systematic review of psychological interventions for sleep disturbance in occupational health. Sleep Medicine Reviews. Ramaswami, A. &. (2016). Motivation and Retention of Frontline Employees in Indian BPOs: Role of HRM Practices, Performance Management and Leader-Member Exchange. Journal of Business Ethics, 139(3), 501-518. Riketta, M. (2014). The causal relation between job attitudes and performance: A meta-analysis of panel studies. Journal of Applied Psychology. Ryan, R. M., & Deci, E. L. (2017). Self-determination theory: Basic psychological needs in motivation, development, and wellness. The Guilford Press, https://doi.org/10.1521/978.14625/28806. Salessi, S. (2020). Adaptación de la escala de job Crafting: evidencias de validez en el contexto laboral argentino. Psicodebate, 20(1), 7 - 29. https://doi.org/10.18682/pd.v20i1.939. Seligman, M. E. (2018). Flourish: A visionary new understanding of happiness and well-being. Simon and Schuster. Shoss, M. K., & Jundt, D. K. (2018). Managing emotions at work: A review and research agenda. Journal of Occupational Health Psychology, 18(1), 96-10. Staw, B. M. (2015). Organizational behavior: A review and reformulation of the field's outcome variables. Annual Review of Psychology. Steers, R. M. (2019). The future of work motivation theory. . Academy of Management Review. Stone, D. L. (2015). The influence of technology on the future of human resource management. Human Resource Management Review. Tett, R. P. (2017). Personality measures as predictors of job performance: A meta-analytic review. Journal of Vocational Behavior. Thibaut, J. W. (2019). The social psychology of groups. Routledge. Tyler, T. R. (2015). Cooperation in groups: Procedural justice, social identity, and behavioral engagement. Psychology Press. Verquer, M. L. (2016). A meta-analysis of relations between person-organization fit and work attitudes. . Journal of Vocational Behavior. Desai, S. D. (2015.). he impact of employee engagement on job performance and organisational commitment in the Egyptian banking sector. Journal of Applied Accounting Research. Van Maanen, J. &. (2016). Toward a theory of organizational socialization. Research in Organizational Behavior. Sahito, N. W. (2020). The impact of leader-member exchange and job autonomy on employee retention: A study of hospitality industry in Pakistan. Asia Pacific Journal of Tourism Research. Saks, A. M. (2016). Getting newcomers engaged: The role of socialization tactics. Journal of Managerial Psychology, 26(5), 383-402. Saks, A. M. (2016). Organizational socialization: Making sense of the past and present as a prologue for the future. Journal of Vocational Behavior, 51(2), 234-279. Schaufeli, W. B. (2017). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293-315. Zhang, X. &. (2017). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement. Academy of Management Journal. Ozcelik, G. &. (2017). The impact of intrinsic and extrinsic rewards on job satisfaction and organizational commitment in an emerging market. Journal of Business Research. Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press. Pink, D. H. (2013). Drive: The Surprising Truth About What Motivates Us. Riverhead Books. |
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33 p. |
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Universidad Cooperativa de Colombia, Facultad de Ciencias Sociales, Psicología, Bogotá |
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Psicología |
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Norma Constanza Sánchez MorenoCardona Bravo, Maryuri SthefanyLeiva Cleves, Lizzeth MelizzaLeón Turriago, Wenndy Yuranny2023-08-11T13:47:16Z2023-08-11T13:47:16Z2023-08-11https://hdl.handle.net/20.500.12494/52401Cardona Bravo, M. S., Leiva Cleves, L. M. y Leon Turriago, W. Y. (2023). Factores de motivación en los empleados y como afecta la retención laboral desde un enfoque humanista [Tesis de pregrado, Universidad Cooperativa de Colombia]. Repositorio institucional Universidad Cooperativa de Colombia. https://repository.ucc.edu.co/handle/20.500.12494/52401Para la presente investigación se abordó el tema de los factores de motivación que influyen en la retención laboral. Se identificaron diferentes teorías y estudios realizados por autores como Frederick Herzberg, Adam Grant, Richard Hackman, Greg Oldham, Daniel Pink, Timothy A. Judge, Ruth Kanfer y Phillippe Pintrich, entre otros, que han explorado diferentes factores motivacionales en el lugar de trabajo. A través de sus investigaciones, estos autores han propuesto diferentes soluciones para fomentar la motivación y la retención laboral, incluyendo el fortalecimiento de la autonomía, la colaboración, el propósito, la variedad de tareas y la retroalimentación. La metodología empleada es de tipo documental, mediante la revisión y análisis crítico de diferentes fuentes bibliográficas y artículos científicos. Se utilizó una metodología cualitativa para la síntesis y análisis de los resultados obtenidos, con el fin de identificar tendencias, perspectivas y hallazgos comunes en relación con los factores de motivación y el enfoque humanista en la retención laboral. En conclusión, la motivación en el lugar de trabajo es un tema crítico que influye en la retención laboral. Las empresas pueden fomentar la motivación de sus empleados mediante el fortalecimiento de factores internos como la maestría, la autonomía, y el propósito, así como mediante la colaboración y la retroalimentación. Además, es importante tener en cuenta los factores externos, como la remuneración y las condiciones de trabajo, que también influyen en la motivación y la retención.This research addressed the topic of motivational factors that influence employee retention. Different theories and studies by authors such as Frederick Herzberg, Adam Grant, Richard Hackman, Greg Oldham, Daniel Pink, Timothy A. Judge, Ruth Kanfer, and Phillippe Pintrich, among others, were identified, exploring different motivational factors in the workplace. Through their research, these authors have proposed various solutions to foster motivation and employee retention, including strengthening autonomy, collaboration, purpose, task variety, and feedback. The methodology used in this research was a documentary approach, through the critical review and analysis of different bibliographic sources and scientific articles. A qualitative methodology was used to synthesize and analyze the results obtained to identify trends, perspectives, and common findings related to motivational factors and the humanistic approach to employee retention. In conclusion, motivation in the workplace is a critical issue that influences employee retention. Companies can foster employee motivation by strengthening internal factors such as autonomy, mastery, and purpose, as well as through collaboration and feedback. Additionally, it is important to consider external factors such as compensation and working conditions, which also influence motivation and retention. A humanistic approach to human resource management can be key to fostering motivation and employee retention, resulting in benefits for both companies and employees.Resumen. -- Abstract. -- Introducción. -- Planteamiento del Problema. -- Marco Contextual. -- Marco De Reflexión. -- Marco Metodológico. -- Pregunta de investigación. -- Objetivos. -- Conclusiones. -- Bibliografía.maryuri.cardona@campusucc.edu.colizzeth.leiva@campusucc.edu.cowenndy.leont@campusucc.edu.co33 p.Universidad Cooperativa de Colombia, Facultad de Ciencias Sociales, Psicología, BogotáPsicologíaBogotáRetención laboralFactores motivacionalesSatisfaccion laboralEstres laboralTG 2023 PSI 52401Employee retentionMotivational factorsJob satisfactionJob stressFactores de motivación en los empleados y como afecta la retención laboral desde un enfoque humanistaTrabajo de grado - Pregradoinfo:eu-repo/semantics/acceptedVersionhttp://purl.org/coar/resource_type/c_7a1finfo:eu-repo/semantics/bachelorThesisAtribución – Compartir igualinfo:eu-repo/semantics/openAccesshttp://purl.org/coar/access_right/c_abf2Almeida , L. S., Ferrerira , P. C., & Ferrerira , J. P. (2019). The importance of instrisic and extrinsic motivation for measuring job satisfaction and organizational commitment in public secto. Journal of Public Adminsitration and Policy Research, 11(3),37-44.Amabile, T. M. (2013). The Work Preference Inventory: assessing intrinsic and extrinsic motivational orientations. Journal of personality and social psychology.Amundsen, S. &. (2015). Linking empowering leadership to job satisfaction, work effort, and creativity: The role of self-leadership and psychological empowerment. Journal of Leadership & Organizational Studies.Baard, P. P. (2016). Intrinsic need satisfaction: A motivational basis of performance and well-being in two work settings. Journal of applied social psychology.Binti Muhamad Yusoff, Y. &. (2016). Workplace spirituality and employee retention: An empirical study among academic staffs in a Malaysian private university. Mediterranean Journal of Social Sciences.Biron, M. &. (2015). Negative reciprocity and its relation to quality of work life, commitment, and turnover intentions. Journal of Applied Psychology.Blau, P. M. (2018). Exhange and power in social life. Routledge.Carpinetti, L. C. (2017). Workplace spirituality and affective commitment as predictors of job performance: A study among Brazilian lawyers. Journal of Business Ethic, 143(4), 761-776.Chiang, F. F. (2015). An expectancy theory model for hotel employee motivation: Examining the moderating role of communication satisfaction. Tourism Management.Dattatreyulu, P. V. (2017). Employee engagement: A review of literature. Global Journal of Enterprise Information System.De Gieter, S. H. (2015). Revisiting the impact of job satisfaction and organizational commitment on nurse turnover intention: An individual differences analysis. International Journal of Nursing Studies.Etzioni, A. (2014). The moral dimension: Toward a new economics. Simon and Schuster.Fernet, C. A. (2013). Distinguishing the roles of different dimensions of job insecurity in the prediction of employee affective and health-related outcomes. Journal of Occupational Health Psychology, 18(2), 105-118.Fishbein, M. &. (2015). Belief, attitude, intention, and behavior: An introduction to theory and research. Addison-Wesley.Gagné, M., Deci, E. L., & Ryan, R. M. (2018). Self-determination theory applied to work motivation and organizational behavior. In D. S. Ones, N. Anderson, C. Viswesvaran, & H. K. Sinangil (Eds.), (pp. 97–121). Sage Reference.Gist, M. E. (2018). Self-efficacy: A theoretical analysis of its determinants and malleability. Academy of Management Review.Grant, A. (2013). Give and Take: Why Helping Others Drives Our Success. Penguin Books.Hackman, J. R. (2015). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250-279.Hackman, J. R. (2019). Motivation through the design of work: Test of a theory. Organizational behavior and human performance.Han, K. &. (2015). The relationship between ethical leadership and employee retention: Exploring the mediating role of work engagement. Journal of Business Ethics.Herzberg, F. (2016). The Motivation to Work. John Wiley & Sons.Judge, T. A. (2015). ob Satisfaction, Job Stress, and Turnover Intentions in United States Federal Agencies. Public Administration Review, 68(1), 89-102.Kahn, W. A. (2016). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal.Kanfer, R. &. (2014). Workplace motivation. In Handbook of Industrial and Organizational Psychology (2nd ed.), 757-793.Kleindienst, A.-C. &. (2016). The Importance of Job Characteristics and Employee Well-Being for Corporate Social Responsibility: A Study among Employees of a German Retail Company. Journal of Business Ethics, 139(3), 565-577.Latham, G. P. (2019). Work motivation theory and research at the dawn of the twenty-first century. Annual review of psychology.Leiter, M. P. (2014). Banishing burnout: Six strategies for improving your relationship with work. John Wiley & Sons.Lin, S. J. (2018). Humanistic management as a predictor of job satisfaction and organizational commitment in hotel employees. Journal of Human Resources in Hospitality & Tourism.Llorens, S. B. (2019). Does a positive gain spiral of resources, efficacy beliefs and engagement exist? Computers in Human Behavior.Locke, E. A. (2015). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American psychologist.Loi, R. H.-y. (2016). Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organizational Psychology.Maslach, C. S. (2014). Job burnout. Annual review of psychology.Masterson, S. S. (2018). 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