Work motivation in the millennial era: exploring internal and external drivers in a Colombian sample
Contiene gráficos
- Autores:
-
Gutiérrez Ruiz, Karol Patricia
Trujillo Navarro, Andrea
Sánchez Haydar, Andrea
Villadiego Peluffo, Nohora
- Tipo de recurso:
- Article of investigation
- Fecha de publicación:
- 2025
- Institución:
- Universidad Tecnológica de Bolívar
- Repositorio:
- Repositorio Institucional UTB
- Idioma:
- eng
- OAI Identifier:
- oai:repositorio.utb.edu.co:20.500.12585/13766
- Acceso en línea:
- https://hdl.handle.net/20.500.12585/13766
- Palabra clave:
- Human resource management
Work motivation
Millennials
Gender
Educational level
Employee motivation
Work motivation
Millennial generation -- Employment
Generational differences in the workplace
Intrinsic motivation
Extrinsic motivation
Sex differences (Psychology)
Educational attainment
Human resource management
Motivational factors in the workplace
Workplace psychology
Colombia -- Employees
Recognition (Achievement)
Wages and salaries
Organizational behavior
Recognition (Achievement)
Employee motivation
Work motivation
Millennial generation -- Employment
Generational differences in the workplace
Intrinsic motivation
Extrinsic motivation
Sex differences (Psychology)
Educational attainment
Human resource management
Motivational factors in the workplace
Workplace psychology
Colombia -- Employees
Wages and salaries
Organizational behavior
- Rights
- License
- https://creativecommons.org/licenses/by-nc-nd/4.0/
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Work motivation in the millennial era: exploring internal and external drivers in a Colombian sample |
| title |
Work motivation in the millennial era: exploring internal and external drivers in a Colombian sample |
| spellingShingle |
Work motivation in the millennial era: exploring internal and external drivers in a Colombian sample Human resource management Work motivation Millennials Gender Educational level Employee motivation Work motivation Millennial generation -- Employment Generational differences in the workplace Intrinsic motivation Extrinsic motivation Sex differences (Psychology) Educational attainment Human resource management Motivational factors in the workplace Workplace psychology Colombia -- Employees Recognition (Achievement) Wages and salaries Organizational behavior Recognition (Achievement) Employee motivation Work motivation Millennial generation -- Employment Generational differences in the workplace Intrinsic motivation Extrinsic motivation Sex differences (Psychology) Educational attainment Human resource management Motivational factors in the workplace Workplace psychology Colombia -- Employees Wages and salaries Organizational behavior |
| title_short |
Work motivation in the millennial era: exploring internal and external drivers in a Colombian sample |
| title_full |
Work motivation in the millennial era: exploring internal and external drivers in a Colombian sample |
| title_fullStr |
Work motivation in the millennial era: exploring internal and external drivers in a Colombian sample |
| title_full_unstemmed |
Work motivation in the millennial era: exploring internal and external drivers in a Colombian sample |
| title_sort |
Work motivation in the millennial era: exploring internal and external drivers in a Colombian sample |
| dc.creator.fl_str_mv |
Gutiérrez Ruiz, Karol Patricia Trujillo Navarro, Andrea Sánchez Haydar, Andrea Villadiego Peluffo, Nohora |
| dc.contributor.author.none.fl_str_mv |
Gutiérrez Ruiz, Karol Patricia Trujillo Navarro, Andrea Sánchez Haydar, Andrea Villadiego Peluffo, Nohora |
| dc.contributor.researchgroup.none.fl_str_mv |
Grupo de Investigación Desarrollo, Salud y Desempeño Humano |
| dc.subject.proposal.none.fl_str_mv |
Human resource management Work motivation Millennials Gender Educational level |
| topic |
Human resource management Work motivation Millennials Gender Educational level Employee motivation Work motivation Millennial generation -- Employment Generational differences in the workplace Intrinsic motivation Extrinsic motivation Sex differences (Psychology) Educational attainment Human resource management Motivational factors in the workplace Workplace psychology Colombia -- Employees Recognition (Achievement) Wages and salaries Organizational behavior Recognition (Achievement) Employee motivation Work motivation Millennial generation -- Employment Generational differences in the workplace Intrinsic motivation Extrinsic motivation Sex differences (Psychology) Educational attainment Human resource management Motivational factors in the workplace Workplace psychology Colombia -- Employees Wages and salaries Organizational behavior |
| dc.subject.armarc.none.fl_str_mv |
Employee motivation Work motivation Millennial generation -- Employment Generational differences in the workplace Intrinsic motivation Extrinsic motivation Sex differences (Psychology) Educational attainment Human resource management Motivational factors in the workplace Workplace psychology Colombia -- Employees Recognition (Achievement) Wages and salaries Organizational behavior |
| dc.subject.lem.none.fl_str_mv |
Recognition (Achievement) |
| dc.subject.lemb.none.fl_str_mv |
Employee motivation Work motivation Millennial generation -- Employment Generational differences in the workplace Intrinsic motivation Extrinsic motivation Sex differences (Psychology) Educational attainment Human resource management Motivational factors in the workplace Workplace psychology Colombia -- Employees Wages and salaries Organizational behavior |
| description |
Contiene gráficos |
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2025 |
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2025-06-06T18:39:17Z |
| dc.date.issued.none.fl_str_mv |
2025-05-02 |
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Artículo de revista |
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info:eu-repo/semantics/article |
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Text |
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Gutiérrez-Ruiz, K., Navarro, A. , Haydar, A., & Villadiego, N. (2025). WORK MOTIVATION IN THE MILLENNIAL ERA: EXPLORING INTERNAL AND EXTERNAL DRIVERS IN A COLOMBIAN SAMPLE. Psychological Thought, 18(1), 38-57. https://doi.org/10.37708/psyct.v18i1.929 |
| dc.identifier.uri.none.fl_str_mv |
https://hdl.handle.net/20.500.12585/13766 |
| dc.identifier.doi.none.fl_str_mv |
10.37708/psyct.v18i1.929 |
| identifier_str_mv |
Gutiérrez-Ruiz, K., Navarro, A. , Haydar, A., & Villadiego, N. (2025). WORK MOTIVATION IN THE MILLENNIAL ERA: EXPLORING INTERNAL AND EXTERNAL DRIVERS IN A COLOMBIAN SAMPLE. Psychological Thought, 18(1), 38-57. https://doi.org/10.37708/psyct.v18i1.929 10.37708/psyct.v18i1.929 |
| url |
https://hdl.handle.net/20.500.12585/13766 |
| dc.language.iso.none.fl_str_mv |
eng |
| language |
eng |
| dc.relation.references.none.fl_str_mv |
Alam, M. S., Saeed, A. S. A., Sahabuddin, M., & Akter, S. (2013). Relationship between employee recognition and employee contribution in service industry. International Journal of Business and Marketing Management, 1(1), 1-8. Bakanauskiene, I., Bendaraviciene, R., & Bucinskaite, I. (2016). Employer's attractiveness: generation Y employment expectations in Lithuania. Human Resources Management & Ergonomics, 10(1), 6-22. http://frcatel.fri.uniza.sk/hrme/files/2016/2016_1_01.pdf Becton, J. B., Walker, H. J., & Jones-Farmer, A. (2014). Generational Differences in Workplace Behavior. Journal of Applied Social Psychology, 44(3), 175–189. https://doi.org/10.1111/jasp.12208 Begazo, J., & Fernandez, W. (2015). Los millennials peruanos: características y proyecciones de vida [Peruvian millennials: Characteristics and life projects]. Gestión en el Tercer Milenio, 18(36), 9-15. https://revistasinvestigacion.unmsm.edu.pe/index.php/administrativas/article/downlo ad/11699/10489/40821 Bhagat, R. S. (2009). Culture, work and organizations: A future research agenda. In R. Bhagat and R. Steers (Eds.). Handbook of cultures, organizations, and work (pp. 518-526). Cambridge University Press. Borra, C. & Gómez, F. (2012). Satisfacción laboral y salario: ¿compensa la renta laboral las condiciones no monetarias del trabajo? [Job satisfaction and salary: does labor income compensate for non-monetary conditions of work?]. Revista de Economía Aplicada, 20(60), 25-51. http://revecap.com/revista/numeros/60/pdf/borra_gomez.pdf Calk, R. & Patrick, A. (2017). Millennials through the looking glass: Workplace motivating factors. The Journal of Business Inquiry, 16(2), 131-139. Codina, B., Villarreal, J., Castillo, J., & Rodríguez, P. G. (2009). La retención de empleados eficientes: importancia estratégica de la fidelización de los empleados [Retaining efficient employees: strategic importance of employee loyalty]. Revista Daena (International Journal of Good Conscience), 4(2), 145-159. Cogin, J. (2012). Are generational differences in work values fact or fiction? Multi-country evidence and implications. International Journal of Human Resource Management, 23(11), 2268–2294. https://doi.org/10.1080/09585192.2011.610967 Cuesta, E. M. (2014). La Generación Y latinoamericana en las organizaciones: Algunos aportes conceptuales y empíricos [The Latin American Generation Y in organizations: Some conceptual and empirical contributions]. Revista Gestión de las Personas y Tecnología, 7(19), 17-31. Cuesta, E., Ibáñez, M., Tagliabue, R., & Zangaro, M. (2009). La nueva generación y el trabajo [The new generation and work]. Barbarói, 2(31), 126-138. Deloitte (2018). 2018 Deloitte Millennial Survey. https://www2.deloitte.com/kz/en/pages/human-capital/articles/2019/millennialsurvey-report-2018.html Dychtwald, K., Erickson, T. J., & Morison, R. (2006). Workforce crisis: How to beat the coming shortage of skills and talent. Harvard Business Press. Erez, M. (1997). A culture-based model of work motivation. New perspectives on international industrial/organizational psychology, 2(1), 193-242 Erez, M. (2008). Social-cultural influences on work motivation. In R. Kanfer, G. Chen, & R. D. Pritchard (Eds.). Work motivation: Past, present, and future (pp. 501-538). Lawrence Erlbaum. Gribanova, S. (2020). Managing of Motivation for Millennial IT Professionals in Latvia. In V. Tkach (Ed.), International Conference on Economics, Management and Technologies 2020 (ICEMT 2020) (pp. 491-498). Atlantis Press. Halgunseth, L. C., Ispa, J. M., & Rudy, D. (2006). Parental control in Latino families: An integrated review of the literature. Child development, 77(5), 1282-1297. https://doi.org/10.1111/j.1467-8624.2006.00934.x Hershatter, A., & Epstein, M. (2010). Millennials and the world of work: An organization and management perspective. Journal of Business and Psychology, 25, 211-223. https://doi.org/10.1007/s10869-010-9160-y Herzberg, F. (1966). Work and the nature of man. World Publishing. Kapoor, C. & Solomon, N. (2011). Understanding and managing generational differences in the workplace. Worldwide Hospitality and Tourism Themes, 3(4), 308-318. http://dx.doi.org/10.1108/17554211111162435. Lefton, C. (2012). Strengthening the workforce through meaningful recognition. Nursing Economics, 30(6), 331-355 Macky, K., Gardner, D., & Forsyth, S. (2008). Generational differences at work: Introduction and overview. Journal of Managerial Psychology, 23(8), 857–861. https://doi.org/10.1108/02683940810904358 Magni, F., & Manzoni, B. (2020). Generational differences in workers' expectations: Millennials want more of the same things. European Management Review, 17(4), 901-914. https://doi.org/10.1111/emre.12405 Mahmoud, A. B., Fuxman, L., Mohr, I., Reisel, W. D., & Grigoriou, N. (2020a). “We aren't your reincarnation!” workplace motivation across X, Y and Z generations. International Journal of Manpower, 42(1), 193-209. https://doi.org/10.1108/IJM-09- 2019-0448 Mahmoud, A. B., Reisel, W. D., Grigoriou, N., Fuxman, L., & Mohr, I. (2020b). The reincarnation of work motivation: Millennials vs older generations. International Sociology, 35(4), 393-414. https://doi.org/10.1177/0268580920912970 Marín, L. (2004). El sentido del trabajo como eje estructurante de la identidad personal y social: el caso de jóvenes argentinos [The meaning of work as a structuring axis of personal and social identity: the case of young Argentines]. Fundamentos en Humanidades, 10(2), 43-52. https://www.redalyc.org/pdf/184/18401003.pdf Maslow, A. (1954). Motivation and personality. Harper Monteferrante, P. (2010). La Generación Net: Claves para entenderla [The Net Generation: Keys to understanding it]. Debates IESA, 15(4), 58-61. http://virtual.iesa.edu.ve/servicios/wordpress/wp-content/uploads/2013/09/o10monteferrante.pdf Myers, K. K., & Sadaghiani, K. (2010). Millennials in the workplace: A communication perspective on millennials’ organizational relationships and performance. Journal of Business and Psychology, 25, 225-238. https://doi.org/10.1007/s10869-010-9172-7 Ng, E. S., Schweitzer, L., & Lyons, S. T. (2010). New generation, great expectations: A field study of the millennial generation. Journal of Business and Psychology, 25, 281- 292. https://doi.org/10.1007/s10869-010-9159-4 Nicolescu, O., & Verboncu, I. (2008). Metodologii manageriale. Editura Universitară Bucureşti Olafsen, A. H., Deci, E. L., & Halvari, H. (2018). Basic psychological needs and work motivation: A longitudinal test of directionality. Motivation and emotion, 42, 178-189. https://doi.org/10.1007/s11031-017-9646-2 Palomar, J. & Victorio, A. (2016). Employment Expectations in Adolescence: Psychosocial Correlates. Interdisciplinaria, 33(1), 95-110. http://www.scielo.org.ar/scielo.php?script=sci_arttext&pid=S1668- 70272016000100006&lng=es&tlng= Parry, E., & Urwin, P. J. (2011). Generational Differences in Work Values: A Review of Theory and Evidence. International Journal of Management Reviews, 13(1), 79–96. https://doi.org/10.1111/j.1468-2370.2010.00285.x Pincheira, A., & Arenas, T. (2016). Caracterización de los profesionales de la ‘generación millennials’ de Arica y Parinacota, Chile, desde una mirada del capital intelectual [Characterization of the professionals of the 'millennial generation' of Arica and Parinacota, Chile, from a perspective of intellectual capital]. Interciencia, 41(12), 812-818. https://www.redalyc.org/pdf/339/33948806003.pdf Pinder, C. C. (2014). Work Motivation in Organizational Behavior. Psychology Press Porter, T. H., Gerhardt, M. W., Fields, D., & Bugenhagen, M. (2019). An exploratory study of gender and motivation to lead in millennials. The Journal of Social Psychology, 159(2), 138-152. https://doi.org/10.1080/00224545.2019.1570902 Pryor, G. (2019, September 9). Engaging a Five-Generation Workplace. Workday. https://blog.workday.com/en-us/2019/engaging-a-five-generation-workplace.html Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68– 78. https://doi.org/10.1037/0003-066X.55.1.68 Sandhya, K., & Kumar, D. P. (2011). Employee retention by motivation. Indian Journal of Science and Technology, 4(12), 1778-1782. https://sciresol.s3.us-east2.amazonaws.com/IJST/Articles/2011/Issue-12/Article33.pdf Smith, K. T. (2010). Work-Life Balance Perspectives of Marketing Professionals in Generation Y. Services Marketing Quarterly, 31(4), 434–447. https://doi.org/10.1080/15332969.2010.510724 Soman, S. P. (2022). Work motivators: comparing Gen-Xers and millennials in the IT sector. NHRD Network Journal, 15(2), 257-268. https://doi.org/10.1177/263145412210741 Steers, R. M., & Sánchez‐Runde, C. J. (2017). Culture, motivation, and work behavior. In M. J. Gannon and K.L. Newman (Eds.). The Blackwell handbook of cross‐cultural management (pp. 190-216). Blackwell Publishing Ltd. https://doi.org/10.1002/9781405164030.ch10 Tagliabue, R., & Cuesta, E.M. (2011). Una Nueva Generación en la Universidad y el Trabajo: desafíos y oportunidades [A New Generation in University and Work: challenges and opportunities]. Revista Gestión de las Personas y Tecnología, 12(1), 50-58. https://www.redalyc.org/pdf/4778/477847119005.pdf Toro, F., & Cabrera, H. (1992). Cuestionario de Motivación para el Trabajo (MWQ). Manual de instrucciones (2nd ed.). CINCEL edition. Twenge, J. M., & Campbell, S. M. (2008). Generational differences in psychological traits and their impact on the workplace. Journal of Managerial Psychology, 23(8), 862– 877. https://doi.org/10.1108/02683940810904367 Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational Differences in Work Values: Leisure and Extrinsic Values Increasing, Social and Intrinsic Values Decreasing: Journal of Management, 36(5), 1117–1142. https://doi.org/10.1177/0149206309352246 Ventura, J. M. (2017). Chilennilas: Rompiendo mitos. GFK Adimark. Vo, T. T. D., Tuliao, K. V., & Chen, C. W. (2022). Work motivation: The roles of individual needs and social conditions. Behavioral Sciences, 12(2), 49. https://doi.org/10.3390/bs12020049 Yap, W. M., & Badri, S. K. Z. (2020). What Makes Millennials Happy in their Workplace?. Asian Academy of Management Journal, 25(1), 103-121. https://doi.org/10.21315/aamj2020.25.1.6 Yusoff, W. F. W., & Kian, T. S. (2013). Generation differences in work motivation: From developing country perspective. International Journal of Economy, Management and Social Sciences, 2(4), 97-103 Zavala-Villalón, G., & Frías Castro, P. (2018). Discurso millennial y desafíos en la gestión de recursos humanos en Chile [Millennial discourse and challenges in human resources management in Chile]. Psicoperspectivas, 17(3) |
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Gutiérrez Ruiz, Karol Patriciavirtual::4796-1Trujillo Navarro, AndreaSánchez Haydar, AndreaVilladiego Peluffo, NohoraGrupo de Investigación Desarrollo, Salud y Desempeño Humano2025-06-06T18:39:17Z2025-05-02Gutiérrez-Ruiz, K., Navarro, A. , Haydar, A., & Villadiego, N. (2025). WORK MOTIVATION IN THE MILLENNIAL ERA: EXPLORING INTERNAL AND EXTERNAL DRIVERS IN A COLOMBIAN SAMPLE. Psychological Thought, 18(1), 38-57. https://doi.org/10.37708/psyct.v18i1.929https://hdl.handle.net/20.500.12585/1376610.37708/psyct.v18i1.929Contiene gráficosThis research studies the characteristics of millennials’ work motivation and differences in internal and external drivers as a function of sociodemographic variables, such as gender and educational level. A total of 142 employees from Colombian companies, born between 1982 and 1999, completed the Work Motivation Questionnaire. Participants' work motivation characteristics were found to be associated with recognition as the main internal motivator and salary as the main external motivator. Differences were found in the internal motivational conditions (affiliation, self-realisation, and recognition), external factors (work content), and preferred means of obtaining desired rewards at work (acceptance of authority) as a function of the sex of the participants. Differences were found in affiliation, supervision, workgroup, and work content drivers as a function of educational level. It is concluded that millennial employees mainly value recognition and economic retribution for their work and are willing to persuade or directly request desired work, and that variables such as gender and educational level can impact differences in work motivation. The implications of these findings for human talent management processes are discussed.Bienestar laboral20 páginasapplication/pdfenghttps://creativecommons.org/licenses/by-nc-nd/4.0/Atribución-NoComercial-SinDerivadas 4.0 Internacional (CC BY-NC-ND 4.0)http://purl.org/coar/access_right/c_abf2Psychological ThoughtWork motivation in the millennial era: exploring internal and external drivers in a Colombian sampleArtículo de revistainfo:eu-repo/semantics/articlehttp://purl.org/coar/resource_type/c_2df8fbb1http://purl.org/redcol/resource_type/ARTTextinfo:eu-repo/semantics/publishedVersionhttp://purl.org/coar/version/c_970fb48d4fbd8a85Alam, M. S., Saeed, A. S. A., Sahabuddin, M., & Akter, S. (2013). Relationship between employee recognition and employee contribution in service industry. International Journal of Business and Marketing Management, 1(1), 1-8.Bakanauskiene, I., Bendaraviciene, R., & Bucinskaite, I. (2016). Employer's attractiveness: generation Y employment expectations in Lithuania. Human Resources Management & Ergonomics, 10(1), 6-22. http://frcatel.fri.uniza.sk/hrme/files/2016/2016_1_01.pdfBecton, J. B., Walker, H. J., & Jones-Farmer, A. (2014). Generational Differences in Workplace Behavior. Journal of Applied Social Psychology, 44(3), 175–189. https://doi.org/10.1111/jasp.12208Begazo, J., & Fernandez, W. (2015). Los millennials peruanos: características y proyecciones de vida [Peruvian millennials: Characteristics and life projects]. Gestión en el Tercer Milenio, 18(36), 9-15. https://revistasinvestigacion.unmsm.edu.pe/index.php/administrativas/article/downlo ad/11699/10489/40821Bhagat, R. S. (2009). Culture, work and organizations: A future research agenda. In R. Bhagat and R. Steers (Eds.). Handbook of cultures, organizations, and work (pp. 518-526). Cambridge University Press.Borra, C. & Gómez, F. (2012). Satisfacción laboral y salario: ¿compensa la renta laboral las condiciones no monetarias del trabajo? [Job satisfaction and salary: does labor income compensate for non-monetary conditions of work?]. Revista de Economía Aplicada, 20(60), 25-51. http://revecap.com/revista/numeros/60/pdf/borra_gomez.pdfCalk, R. & Patrick, A. (2017). Millennials through the looking glass: Workplace motivating factors. The Journal of Business Inquiry, 16(2), 131-139.Codina, B., Villarreal, J., Castillo, J., & Rodríguez, P. G. (2009). La retención de empleados eficientes: importancia estratégica de la fidelización de los empleados [Retaining efficient employees: strategic importance of employee loyalty]. Revista Daena (International Journal of Good Conscience), 4(2), 145-159.Cogin, J. (2012). Are generational differences in work values fact or fiction? Multi-country evidence and implications. International Journal of Human Resource Management, 23(11), 2268–2294. https://doi.org/10.1080/09585192.2011.610967Cuesta, E. M. (2014). La Generación Y latinoamericana en las organizaciones: Algunos aportes conceptuales y empíricos [The Latin American Generation Y in organizations: Some conceptual and empirical contributions]. Revista Gestión de las Personas y Tecnología, 7(19), 17-31.Cuesta, E., Ibáñez, M., Tagliabue, R., & Zangaro, M. (2009). La nueva generación y el trabajo [The new generation and work]. Barbarói, 2(31), 126-138.Deloitte (2018). 2018 Deloitte Millennial Survey. https://www2.deloitte.com/kz/en/pages/human-capital/articles/2019/millennialsurvey-report-2018.htmlDychtwald, K., Erickson, T. J., & Morison, R. (2006). Workforce crisis: How to beat the coming shortage of skills and talent. Harvard Business Press.Erez, M. (1997). A culture-based model of work motivation. New perspectives on international industrial/organizational psychology, 2(1), 193-242Erez, M. (2008). 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Psicoperspectivas, 17(3)ColombiaHuman resource managementWork motivationMillennialsGenderEducational levelEmployee motivationWork motivationMillennial generation -- EmploymentGenerational differences in the workplaceIntrinsic motivationExtrinsic motivationSex differences (Psychology)Educational attainmentHuman resource managementMotivational factors in the workplaceWorkplace psychologyColombia -- EmployeesRecognition (Achievement)Wages and salariesOrganizational behaviorRecognition (Achievement)Employee motivationWork motivationMillennial generation -- EmploymentGenerational differences in the workplaceIntrinsic motivationExtrinsic motivationSex differences (Psychology)Educational attainmentHuman resource managementMotivational factors in the workplaceWorkplace psychologyColombia -- EmployeesWages and salariesOrganizational behaviorColombiaComunidad académica, 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