Browsing by Author "Safla Sandoval, Juan Pablo"

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    Cultura organizacional y desempeño laboral en los colaboradores de la cooperativa de ahorro y crédito Sumak Kawsay Ltda.”
    (Ecuador: Latacunga: Universidad Técnica de Cotopaxi; (UTC), 2024-03) Silva Montaguano, Michelle Alexandra; Cunalata Ayala, Kerly Nallely; Safla Sandoval, Juan Pablo
    La Cultura Organizacional es considerada como un conjunto de factores que orientan el comportamiento y definen cómo trabajan las personas en su entorno laboral. Además, juega un papel crítico en la satisfacción, la motivación, el compromiso y la retención de los colaboradores. La presente investigación tuvo como principal objetivo establecer la relación entre la cultura organizacional y el desempeño laboral de los colaboradores de la Cooperativa de Ahorro y Crédito Sumak Kawsay Ltda. Se empleó una metodología de diseño transversal correlacional, con enfoque cuantitativo para recolectar y analizar los datos obtenidos, para su procesamiento se utilizó el software estadístico denominado “Statistical Package for Social Sciences” (SPSS), en donde los resultados revelaron que existe una relación alta entre la cultura organizacional y el desempeño laboral, mediante la correlación de Spearman se evidenció que el valor 0,585 reflejado entre la dimensión Normas-Responsabilidad, el valor de 0,677 entre Creación del cambio-Actitud de servicio indican que existe una correlación moderada, mientras que el valor de 0,774 entre Involucramiento con el propósito-Comunicación, el valor de 0,717 entre Enfoque al cliente-Actitud de servicio, el valor de 0,702 entre Trabajo en equipo-Comunicación y el valor de 0,711 entre búsqueda del bienestar social-Comunicación indican que existe una correlación alta, sin embargo la dimensión de identidad proyectó datos negativos indicando que existe un correlación nula con el desempeño. En consecuencia, mediante la regresión lineal simple se determinó la fuerza de efecto de las normas, involucramiento con el propósito, creación del cambio, enfoque al cliente, trabajo en equipo y búsqueda del bienestar social que generan sobre el desempeño, llegando a la conclusión que a medida que la cultura organizacional se fortalece tiende a aumentar el desempeño de los colaboradores. Finalmente, se desarrollaron estrategias que contribuyan a su mejoramiento.
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    Liderazgo ético y compromiso organizacional en la facultad de Ciencias Administrativas y Económicas de la Universidad Técnica de Cotopaxi”.
    (Ecuador: Latacunga: Universidad Técnica de Cotopaxi (UTC), 2024-08) Caisaguano Guala, Katerin Estefanía; López Casa, Valeria Michelle; Safla Sandoval, Juan Pablo
    Ethical leadership and organizational commitment have become critical to the success and sustainability of educational institutions. The implementation of ethical practices in leadership and management not only promotes a more equitable and fair work environment, but also strengthens employee commitment to the organization. However, the lack of effective ethical leadership can weaken organizational commitment, negatively affecting staff morale and institutional effectiveness. This study was conducted at the Faculty of Administrative and Economic Sciences at Technical University of Cotopaxi, with the objective of proposing ethical leadership strategies. A quantitative approach was applied. For Ethical Leadership the Ethical Leadership Questionnaire (ELQ) by Celik et al. (2019) was applied and for Organizational Commitment the Organizational commitment (OC) questionnaire, proposed by Fonseca et al. (2019). The population consisted of 60 university teachers. The results indicated that both ethical leadership and organizational commitment are high. In addition, there is a positive and moderate correlation between both variables. As a strategy for strengthening ethical leadership, a plan is proposed that will develop various activities. Likewise, a plan to strengthen organizational commitment is suggested, starting with the identification of areas for improvement through surveys, followed by the implementation of recognition and reward programs, group activities and professional development.
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    Liderazgo positivo y satisfacción laboral en los colaboradores del gobierno autónomo descentralizado (GADMIC) de Saquisilí”.
    (Ecuador: Latacunga: Universidad Técnica de Cotopaxi (UTC), 2024-08) Cando Macias, Deisy Gabriela; Aguirre Moreira, Aldrin Steeven; Safla Sandoval, Juan Pablo
    This research aimed to establish the relationship between positive leadership and job satisfaction among the collaborators of GADMIC Saquisilí. The problem focuses on the observation that the lack of innovative leadership strategies negatively impacts employee satisfaction and well-being. To address this issue, a questionnaire consisting of 44 items and 9 dimensions was administered to a population of 190 collaborators. The study revealed a significant correlation between leadership that promotes well-being and employee satisfaction, highlighting that the absence of innovative leadership strategies adversely affects job satisfaction. The methodology used was quantitative, allowing for the collection and analysis of numerical data. A documentary and bibliographic analysis was included, and Likert scales from 1 to 5 were used to measure respondents' perceptions. The validity of the instrument in this research was verified through the Kaiser-Meyer-Olkin (KMO) test and the Bartlett's test of sphericity. Additionally, reliability was confirmed with a Cronbach's Alpha of 0.99, demonstrating high internal consistency. The results indicated that positive leadership, focusing on the development of employees' strengths, effective communication, and recognition of achievements, is crucial for improving job satisfaction. Based on the data, an innovation plan was developed, including skills development, team challenge projects with social impact, and personalized career plans, emphasizing the importance of positive leadership in job satisfaction.
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    Liderazgo transformacional y retención del talento humano en la empresa “planta envasadora Cayo PEC”.
    (Ecuador: Latacunga: Universidad Técnica de Cotopaxi (UTC), 2024-08) Lagla Chicaiza, Jessica Paulina; Safla Sandoval, Juan Pablo
    The objective of this study is to determine the relationship between transformational leadership and the retention of human talent in the company “Planta Envasadora Cayo PEC”. Using a quantitative approach, with a non-experimental design and a correlational scope, 40 workers were evaluated through surveys with Likert-type scale questions. The variables include transformational leadership and its dimensions (ideal influence, inspirational motivation, intellectual stimulation and individual consideration) and the retention of human talent. The results determine that there is a “High” level of transformational leadership (80%+) and a “High” level in human talent retention (52.50%+), in addition to the Rho Spearman classification coefficient, They returned a value of 0.651, indicating a moderate positive rating between both variables, suggesting that transformational leadership is contributing favorably to the retention of talent in the company. Within the dimensions of leadership, ideal influence and inspirational motivation reached 85%+, intellectual stimulation (75%+) and individual consideration (60%+). These results indicate that transformational leadership, especially in its dimensions of ideal influence and inspirational motivation, is strengthening the company's capabilities to retain talent. The strategy proposal includes promoting an organizational environment that promotes open communication, recognition of achievements and the development of skills, which will allow not only to retain the most valuable employees, but also to attract new talent, consolidating a human team committed to the organization objectives.