What is the relationship between inclusive leadership and employee engagement and how does it reflect on organizational performance in a multinational corporation like ADAMA?

El objetivo de este estudio es comprender cómo se relacionan las variables de liderazgo inclusivo y compromiso de los empleados, y las implicaciones que pueden tener para el desempeño organizacional en empresas multinacionales. Para ello, la muestra seleccionada para la investigación son los emplead...

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Fecha de publicación:: 2024

Institución:: Universidad del Rosario

Repositorio:: Repositorio EdocUR - U. Rosario

Idioma:: eng

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network_acronym_str	EDOCUR2
network_name_str	Repositorio EdocUR - U. Rosario
repository_id_str
dc.title.none.fl_str_mv	What is the relationship between inclusive leadership and employee engagement and how does it reflect on organizational performance in a multinational corporation like ADAMA?
dc.title.TranslatedTitle.none.fl_str_mv	¿Cuál es la relación entre el liderazgo inclusivo y el compromiso de los empleados y cómo se refleja en el desempeño organizacional en una corporación multinacional como ADAMA?
title	What is the relationship between inclusive leadership and employee engagement and how does it reflect on organizational performance in a multinational corporation like ADAMA?
spellingShingle	What is the relationship between inclusive leadership and employee engagement and how does it reflect on organizational performance in a multinational corporation like ADAMA? Liderazgo inclusivo Compromiso del empleado Desempeño organizacional Ambiente de trabajo Compromiso afectivo Motivación del empleado Inclusive leadership Employee engagement Organizational performance Work environment Affective commitment Employee motivation
title_short	What is the relationship between inclusive leadership and employee engagement and how does it reflect on organizational performance in a multinational corporation like ADAMA?
title_full	What is the relationship between inclusive leadership and employee engagement and how does it reflect on organizational performance in a multinational corporation like ADAMA?
title_fullStr	What is the relationship between inclusive leadership and employee engagement and how does it reflect on organizational performance in a multinational corporation like ADAMA?
title_full_unstemmed	What is the relationship between inclusive leadership and employee engagement and how does it reflect on organizational performance in a multinational corporation like ADAMA?
title_sort	What is the relationship between inclusive leadership and employee engagement and how does it reflect on organizational performance in a multinational corporation like ADAMA?
dc.contributor.advisor.none.fl_str_mv	Rizzi, Fabio
dc.subject.none.fl_str_mv	Liderazgo inclusivo Compromiso del empleado Desempeño organizacional Ambiente de trabajo Compromiso afectivo Motivación del empleado
topic	Liderazgo inclusivo Compromiso del empleado Desempeño organizacional Ambiente de trabajo Compromiso afectivo Motivación del empleado Inclusive leadership Employee engagement Organizational performance Work environment Affective commitment Employee motivation
dc.subject.keyword.none.fl_str_mv	Inclusive leadership Employee engagement Organizational performance Work environment Affective commitment Employee motivation
description	El objetivo de este estudio es comprender cómo se relacionan las variables de liderazgo inclusivo y compromiso de los empleados, y las implicaciones que pueden tener para el desempeño organizacional en empresas multinacionales. Para ello, la muestra seleccionada para la investigación son los empleados de ADAMA, una empresa global dedicada a la protección de cultivos. Empleados de orígenes culturales latinoamericanos participaron en la encuesta, alcanzando un total de 75 respuestas. Respondieron dos encuestas, la primera de las cuales fue diseñada para recopilar información sobre su percepción del liderazgo inclusivo en la empresa. La segunda se diseñó siguiendo las Escalas de Compromiso Laboral de Utrecht y se utilizó para medir el compromiso de los empleados en la empresa. La percepción de liderazgo inclusivo de los empleados hacia sus superiores se midió utilizando la escala validada de medición para liderazgo inclusivo desarrollada por Tanachia Ashikali en 2019. Los datos se analizaron mediante estadística descriptiva, análisis de correlación y análisis de regresión. El desempeño organizacional se analizó utilizando los informes proporcionados por la empresa para el primer trimestre de 2024. Los hallazgos sugieren que existe una fuerte correlación entre la percepción de liderazgo inclusivo y los niveles de compromiso de los empleados en la división latinoamericana de ADAMA. Como conclusión, se identificó que las perspectivas de liderazgo inclusivo tienen un efecto en el compromiso de los empleados y que el desempeño organizacional no necesariamente refleja este efecto positivo en su totalidad. Las recomendaciones para futuros estudios incluyen invertir en políticas de RR. HH. que fomenten el compromiso de los empleados, buscar la contratación de profesionales que incorporen un comportamiento inclusivo en el lugar de trabajo, ofrecer un trabajo significativo y estimulante, reducir la sobrecarga de trabajo y las interrupciones, promover una cultura de trabajo profundo y mejorar los programas de capacitación y desarrollo. Estas recomendaciones buscan generar un mejor ambiente laboral y atraer y retener a los empleados. Las limitaciones identificadas se relacionan con el tamaño de la muestra y la generalización, el uso de datos autoinformados, el diseño transversal, el enfoque en medidas cuantitativas y la herramienta de medición.
publishDate	2024
dc.date.created.none.fl_str_mv	2024-10-30
dc.date.accessioned.none.fl_str_mv	2025-03-14T20:11:00Z
dc.date.available.none.fl_str_mv	2025-03-14T20:11:00Z
dc.type.none.fl_str_mv	bachelorThesis
dc.type.coar.fl_str_mv	http://purl.org/coar/resource_type/c_7a1f
dc.type.spa.none.fl_str_mv	Trabajo de grado
dc.identifier.uri.none.fl_str_mv	https://repository.urosario.edu.co/handle/10336/45116
url	https://repository.urosario.edu.co/handle/10336/45116
dc.language.iso.none.fl_str_mv	eng
language	eng
dc.rights.*.fl_str_mv	Attribution-ShareAlike 4.0 International
dc.rights.coar.fl_str_mv	http://purl.org/coar/access_right/c_abf2
dc.rights.acceso.none.fl_str_mv	Abierto (Texto Completo)
dc.rights.uri.*.fl_str_mv	http://creativecommons.org/licenses/by-sa/4.0/
rights_invalid_str_mv	Attribution-ShareAlike 4.0 International Abierto (Texto Completo) http://creativecommons.org/licenses/by-sa/4.0/ http://purl.org/coar/access_right/c_abf2
dc.format.extent.none.fl_str_mv	100 pp
dc.format.mimetype.none.fl_str_mv	application/pdf
dc.publisher.none.fl_str_mv	Universidad del Rosario
dc.publisher.department.none.fl_str_mv	Escuela de Administración
dc.publisher.program.none.fl_str_mv	Administración de Negocios Internacionales
publisher.none.fl_str_mv	Universidad del Rosario
institution	Universidad del Rosario
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spelling	Rizzi, Fabioe28dc02f-34d7-49cb-9478-91f16c159bbd-1Galindo Aguilera, AlejandraAdministrador de Negocios InternacionalesAdministrador de Negocios InternacionalesPregrado8dfcc922-a55d-4bc4-a589-e199d39150da-12025-03-14T20:11:00Z2025-03-14T20:11:00Z2024-10-30El objetivo de este estudio es comprender cómo se relacionan las variables de liderazgo inclusivo y compromiso de los empleados, y las implicaciones que pueden tener para el desempeño organizacional en empresas multinacionales. Para ello, la muestra seleccionada para la investigación son los empleados de ADAMA, una empresa global dedicada a la protección de cultivos. Empleados de orígenes culturales latinoamericanos participaron en la encuesta, alcanzando un total de 75 respuestas. Respondieron dos encuestas, la primera de las cuales fue diseñada para recopilar información sobre su percepción del liderazgo inclusivo en la empresa. La segunda se diseñó siguiendo las Escalas de Compromiso Laboral de Utrecht y se utilizó para medir el compromiso de los empleados en la empresa. La percepción de liderazgo inclusivo de los empleados hacia sus superiores se midió utilizando la escala validada de medición para liderazgo inclusivo desarrollada por Tanachia Ashikali en 2019. Los datos se analizaron mediante estadística descriptiva, análisis de correlación y análisis de regresión. El desempeño organizacional se analizó utilizando los informes proporcionados por la empresa para el primer trimestre de 2024. Los hallazgos sugieren que existe una fuerte correlación entre la percepción de liderazgo inclusivo y los niveles de compromiso de los empleados en la división latinoamericana de ADAMA. Como conclusión, se identificó que las perspectivas de liderazgo inclusivo tienen un efecto en el compromiso de los empleados y que el desempeño organizacional no necesariamente refleja este efecto positivo en su totalidad. Las recomendaciones para futuros estudios incluyen invertir en políticas de RR. HH. que fomenten el compromiso de los empleados, buscar la contratación de profesionales que incorporen un comportamiento inclusivo en el lugar de trabajo, ofrecer un trabajo significativo y estimulante, reducir la sobrecarga de trabajo y las interrupciones, promover una cultura de trabajo profundo y mejorar los programas de capacitación y desarrollo. Estas recomendaciones buscan generar un mejor ambiente laboral y atraer y retener a los empleados. Las limitaciones identificadas se relacionan con el tamaño de la muestra y la generalización, el uso de datos autoinformados, el diseño transversal, el enfoque en medidas cuantitativas y la herramienta de medición.The goal of this study is to understand how the variables of inclusive leadership and employee engagement are related and the implications that they may have for organizational performance at multinational companies. For this, the selected sample for investigation are the employees of ADAMA, a global company dedicated to crop protection. Employees from Latin American cultural backgrounds participated in the survey, reaching a total of 75 answers. They answered two surveys, the first of which was designed to gather information about their perception of inclusive leadership (IL) in the company. The second one was designed following the Utrecht Work Engagement Scales and was used to measure employee engagement (EE) in the company. The employee’s inclusive leadership perception of their superiors was measured using the validates scale of measurement for inclusive leadership developed by Tanachia Ashikali in 2019. The data was analyzed using descriptive statistics, correlation analysis and regression analysis. Organizational performance was analyzed using the reports provided by the company for 2024 Q1. The findings suggest that there is a strong correlation between inclusive leadership perception and employee engagement levels in the Latin American division of ADAMA. As a conclusion, it was identified that inclusive leadership perspectives have an effect on employee engagement and that organizational performance does not necessarily reflect this positive effect entirely. Recommendations for future studies include investing in HR Policies that enhance employee engagement, seek to recruit professionals that bring inclusive behavior to the workplace, provide meaningful and challenging work, reduce task overload and interruptions, promote a culture of deep work, enhance training and development programs. These recommendations seek to generate a better working environment and attract and retain employees. The limitations identified have to do with the sample size and generalizability, the use of self-reported data, the cross-sectional design, the focus on quantitative measures and the measurement tool.100 ppapplication/pdfhttps://repository.urosario.edu.co/handle/10336/45116engUniversidad del RosarioEscuela de AdministraciónAdministración de Negocios InternacionalesAttribution-ShareAlike 4.0 InternationalAbierto (Texto Completo)EL AUTOR, manifiesta que la obra objeto de la presente autorización es original y la realizó sin violar o usurpar derechos de autor de terceros, por lo tanto la obra es de exclusiva autoría y tiene la titularidad sobre la misma. PARGRAFO: En caso de presentarse cualquier reclamación o acción por parte de un tercero en cuanto a los derechos de autor sobre la obra en cuestión, EL AUTOR, asumirá toda la responsabilidad, y saldrá en defensa de los derechos aquí autorizados; para todos los efectos la universidad actúa como un tercero de buena fe. EL AUTOR, autoriza a LA UNIVERSIDAD DEL ROSARIO, para que en los términos establecidos en la Ley 23 de 1982, Ley 44 de 1993, Decisión andina 351 de 1993, Decreto 460 de 1995 y demás normas generales sobre la materia, utilice y use la obra objeto de la presente autorización. -------------------------------------- POLITICA DE TRATAMIENTO DE DATOS PERSONALES. Declaro que autorizo previa y de forma informada el tratamiento de mis datos personales por parte de LA UNIVERSIDAD DEL ROSARIO para fines académicos y en aplicación de convenios con terceros o servicios conexos con actividades propias de la academia, con estricto cumplimiento de los principios de ley. Para el correcto ejercicio de mi derecho de habeas data cuento con la cuenta de correo habeasdata@urosario.edu.co, donde previa identificación podré solicitar la consulta, corrección y supresión de mis datos.http://creativecommons.org/licenses/by-sa/4.0/http://purl.org/coar/access_right/c_abf2Rajamohan, Nisha (2020) INFLUENCE OF LEADERSHIP STYLES ON EMPLOYEE EMPOWERMENT IN MULTINATIONALS IN ASIA. Bao, Ping; Xiao, Zengrui; Bao, Gongmin; Noorderhaven, Niels (2021) Inclusive leadership and employee work engagement: a moderated mediation model. En: Baltic Journal of Management. Vol. 17; No. 1; pp. 124 - 139; 1746-5265; Consultado en: 2023/11/24/16:31:54. Disponible en: https://doi.org/10.1108/BJM-06-2021-0219. Disponible en: 10.1108/BJM-06-2021-0219.Jerónimo, H.M.; Henriques, P.L.; Carvalho, S.I. (2022) Being inclusive boosts impact of diversity practices on employee engagement. En: Management Research. Vol. 20; No. 2; pp. 129 - 147; 1536-5433; Disponible en: 10.1108/MRJIAM-05-2021-1175.Srimulyani, Veronika Agustini; Rustiyaningsih, Sri; Farida, Florentina Anif; Hermanto, Yustinus Budi (2023) Mediation of “AKHLAK” corporate culture and affective commitment on the effect of inclusive leadership on employee performance. En: Sustainable Futures. Vol. 6; pp. 100138 2666-1888; Consultado en: 2023/11/24/16:58:56. Disponible en: https://www.sciencedirect.com/science/article/pii/S2666188823000345. Disponible en: 10.1016/j.sftr.2023.100138.Ly, Bora (2023) Inclusion leadership and employee work engagement: The role of organizational commitment in Cambodian public organization. En: Asia Pacific Management Review. 1029-3132; Consultado en: 2023/11/24/16:59:17. Disponible en: https://www.sciencedirect.com/science/article/pii/S1029313223000581. 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Disponible en: https://www.tryhighrise.com/blog-posts/six-cs-of-inclusive-leadership.Rodriguez, Jose (2018) INCLUSIVE LEADERSHIP AND EMPLOYEE ENGAGEMENT: THE MODERATING EFFECT OF PSYCHOLOGICAL DIVERSITY CLIMATE. En: Electronic Theses, Projects, and Dissertations. Disponible en: https://scholarworks.lib.csusb.edu/etd/682.Cenkci, Ada Tuna; Bircan, Tuba; Zimmerman, Jeff (2020) Inclusive leadership and work engagement: the mediating role of procedural justice. En: Management Research Review. Vol. 44; No. 1; pp. 158 - 180; 2040-8269; Consultado en: 2024/07/27/05:36:47. Disponible en: https://doi.org/10.1108/MRR-03-2020-0146. Disponible en: 10.1108/MRR-03-2020-0146.Davis, Angela Marie (2021) Increasing Organizational Performance Through Employee Engagement, Leader Behavior, and an Inclusive Work Environment. Consultado en: 2024/07/27/06:59:04. Disponible en: https://www.proquest.com/openview/d7b508cab30a264cce566aa5af5aba4c/1?pq-origsite=gscholar&cbl=18750&diss=y.Vakira, Elton; Nemashakwe, Paul; Ndlovu, Njabulo (2023) International Journal of Economics, Commerce and Management United Kingdom Licensed under Creative Common THE MEDIATING ROLE OF INCLUSIVE LEADERSHIP ON THE RELATIONSHIP BETWEEN HIGH-PERFORMANCE WORK SYSTEMS AND EMPLOYEE ENGAGEMENT. Guillory, William A. (2020) Inclusive Leadership: People, Engagement, and Performance. En: The Routledge Companion to Inclusive Leadership.: Routledge; 978-0-429-29439-6;Karlsson, Caroline Palmstedt & Karin (2024) Develop and maintain an inclusive leadership style. En: Populum. Consultado en: 2024/07/29/09:32:24. Disponible en: https://populum.io/develop-and-maintain-an-inclusive-leadership-style/.Kahn, William A. (1990) Psychological Conditions of Personal Engagement and Disengagement at Work. En: Academy of Management Journal. 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Disponible en: https://www.adama.com/en/about-adama.Talukder, Byomkesh; Blay-Palmer, Alyson; Vanloon, Gary W.; Hipel, Keith W. (2020) Hacia la complejidad de la evaluación de la sostenibilidad agrícola: principales cuestiones y preocupaciones. Consultado en: 2024/10/08/18:07:26. Disponible en: https://www.sciencedirect.com/science/article/pii/S2665972720300209.Global Market Insights (2024) Crop Protection Chemicals Market Size & Share Report. En: Global Market Insights Inc. Consultado en: 2024/10/18/20:04:28. Disponible en: https://www.gminsights.com/industry-analysis/crop-protection-chemicals-market.GLOBE Project (2004) Latin America Results. Consultado en: 2024/10/19/13:29:36. Disponible en: http://www.globeproject.com.Infosys (2024) Perspectivas de la industria agroquímica para 2024. Consultado en: 2024/10/23/18:38:28. Disponible en: https://www.infosys.com/iki/research/agrochem-industry-market-outlook.html.Infosys (2024) Perspectivas de la industria agroquímica para 2024. Consultado en: 2024/10/24/16:33:08. Disponible en: https://www.infosys.com/iki/research/agrochem-industry-market-outlook.html.Marketcap (2024) Companies ranked by Market Cap. Consultado en: 2024/10/24/16:37:07. Disponible en: https://companiesmarketcap.com/.ADAMA (2024) ADAMA. Consultado en: 2024/10/24/16:56:44. Disponible en: https://investors.adama.com/news-and-filings/quarterly-earnings-reports/Quarterly-Results-Q1-2024/.ADAMA (2024) ADAMA. Consultado en: 2024/10/28/20:29:34. Disponible en: https://investors.adama.com/news-and-filings/quarterly-earnings-reports/Quarterly-Results-Q1-2024/.instname:Universidad del Rosarioreponame:Repositorio Institucional EdocURLiderazgo inclusivoCompromiso del empleadoDesempeño organizacionalAmbiente de trabajoCompromiso afectivoMotivación del empleadoInclusive leadershipEmployee engagementOrganizational performanceWork environmentAffective commitmentEmployee motivationWhat is the relationship between inclusive leadership and employee engagement and how does it reflect on organizational performance in a multinational corporation like ADAMA?¿Cuál es la relación entre el liderazgo inclusivo y el compromiso de los empleados y cómo se refleja en el desempeño organizacional en una corporación multinacional como ADAMA?bachelorThesisTrabajo de gradohttp://purl.org/coar/resource_type/c_7a1fEscuela de AdministraciónBogotáORIGINALWhat_is_the_relationship_between_inclusive_leadership_and_employee_GalindoAguilera-Alejandra-2025.pdfWhat_is_the_relationship_between_inclusive_leadership_and_employee_GalindoAguilera-Alejandra-2025.pdfapplication/pdf1701283https://repository.urosario.edu.co/bitstreams/d73ad381-9e22-4653-a145-fe78df7e0fae/downloadc5079dcc712bf00dde6383052bab7b14MD51What_is_the_relationship_between_inclusive_leadership_and_employee_GalindoAguilera-Alejandra-1-2025.risWhat_is_the_relationship_between_inclusive_leadership_and_employee_GalindoAguilera-Alejandra-1-2025.risapplication/x-research-info-systems66207https://repository.urosario.edu.co/bitstreams/c6d53211-702b-4134-9707-90e3c8eb1087/downloadcc70cacc45b361ce72f024300fc8ad5aMD54LICENSElicense.txtlicense.txttext/plain1483https://repository.urosario.edu.co/bitstreams/4eda1e4f-c9ff-4a83-ac41-85424db55d4f/downloadb2825df9f458e9d5d96ee8b7cd74fde6MD52CC-LICENSElicense_rdflicense_rdfapplication/rdf+xml; charset=utf-81154https://repository.urosario.edu.co/bitstreams/68db3c71-7d06-4c88-b49b-71450a4bf900/downloadadb7af3ef071a784ffe1b544b9a344abMD55TEXTWhat_is_the_relationship_between_inclusive_leadership_and_employee_GalindoAguilera-Alejandra-2025.pdf.txtWhat_is_the_relationship_between_inclusive_leadership_and_employee_GalindoAguilera-Alejandra-2025.pdf.txtExtracted texttext/plain100381https://repository.urosario.edu.co/bitstreams/29f92b59-ef25-4ea3-802b-9763c250034f/download9a584e571f3d3c2f668ff70ab58802b1MD56THUMBNAILWhat_is_the_relationship_between_inclusive_leadership_and_employee_GalindoAguilera-Alejandra-2025.pdf.jpgWhat_is_the_relationship_between_inclusive_leadership_and_employee_GalindoAguilera-Alejandra-2025.pdf.jpgGenerated Thumbnailimage/jpeg2389https://repository.urosario.edu.co/bitstreams/0dfb7694-52a8-4f81-8ff6-6ba4f061fb41/download0f825a83aaf620b10eb01eec30a5d305MD5710336/45116oai:repository.urosario.edu.co:10336/451162025-03-15 03:03:18.758http://creativecommons.org/licenses/by-sa/4.0/Attribution-ShareAlike 4.0 Internationalhttps://repository.urosario.edu.coRepositorio institucional EdocURedocur@urosario.edu.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

What is the relationship between inclusive leadership and employee engagement and how does it reflect on organizational performance in a multinational corporation like ADAMA?

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