CLIMA LABORAL Y LA ROTACIÓN DE COLABORADORES DE LOS LOCALES DE UNA FRANQUICIA DE PIZZAS DE GUAYAQUIL
Fecha
2021
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Universidad de Guayaquil -Facultad de Ciencias Psicológicas
Resumen
El presente estudio se realizó en algunos locales de una franquicia de pizzas en la ciudad de Guayaquil, uno de los principales problemas en este tipo de negocios es la alta rotación del personal operativo, por lo que el estudio tuvo como objetivo caracterizar la relación existente entre el clima laboral y la rotación de colaboradores de los locales, de una población total de 66 personas se trabajó con una muestra de 48 empleados, estableciéndose un nivel de confianza del 99% y un margen de error del 10%, la metodología con la que se abordó el problema fue de tipo mixto, de carácter exploratoria, descriptiva y de corte transversal. Los instrumentos que se utilizaron fueron la herramienta para medir el clima organizacional de Litwin y Stringer, encuesta de calidad de vida laboral para valorizar los resultados finales, entrevista estructurada. Las conclusiones de la presente investigación fueron que los estándares que constituyen las exigencias laborales establecidas por las gerencias, así como las recompensas que constituye el sentimiento por el cual esperan ser reconocidos por el trabajo ejecutado y el sentido de identidad, pertenencia o de sentirse valioso dentro de ella forman parte de las dimensiones del clima organizacional que se encuentran vinculadas con la rotación del personal de los diferentes locales estudiados. En cuanto a las dimensiones de estructura, relaciones y conflictos no se encontró vinculación
This study was conducted in some locations of a pizza franchise in the city of Guayaquil, one of the main problems in this type of business is the high turnover of operating personnel, so the study aimed to characterize the relationship between the work environment and turnover of employees of the premises, of a total population of 66 people worked with a sample of 48 employees, establishing a confidence level of 99% and a margin of error of 10%, the methodology with which the problem was addressed was mixed, exploratory, descriptive and cross-sectional. The instruments used were Litwin and Stringer's tool for measuring organizational climate, a survey of quality of work life to assess the final results, and a structured interview. The conclusions of the present investigation were that the standards that constitute the labor demands established by the management, as well as the rewards that constitute the feeling by which they expect to be recognized for the work performed and the sense of identity, belonging or feeling valuable within it are part of the dimensions of the organizational climate that are linked to the turnover of the personnel of the different premises studied. As for the dimensions of structure, relationships and conflicts, no link was found
This study was conducted in some locations of a pizza franchise in the city of Guayaquil, one of the main problems in this type of business is the high turnover of operating personnel, so the study aimed to characterize the relationship between the work environment and turnover of employees of the premises, of a total population of 66 people worked with a sample of 48 employees, establishing a confidence level of 99% and a margin of error of 10%, the methodology with which the problem was addressed was mixed, exploratory, descriptive and cross-sectional. The instruments used were Litwin and Stringer's tool for measuring organizational climate, a survey of quality of work life to assess the final results, and a structured interview. The conclusions of the present investigation were that the standards that constitute the labor demands established by the management, as well as the rewards that constitute the feeling by which they expect to be recognized for the work performed and the sense of identity, belonging or feeling valuable within it are part of the dimensions of the organizational climate that are linked to the turnover of the personnel of the different premises studied. As for the dimensions of structure, relationships and conflicts, no link was found
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clima organizacional, rotación del personal