El compromiso organizacional desde el enfoque de género

Abstract

Actualmente el sector empresarial atraviesa por una importante
crisis debido al remanente de la crisis mundial del año 2008, lo cual
ha impactado, entre otras cosas, en el despido de personal de las
empresas como una estrategia para mantener la competitividad de
las mismas. ante esto resulta poco realista la frase “las personas son
nuestro activo más importante”; sin embargo ha resultado cierta.
De acuerdo con Arcinega (2013) durante más de 70 años se ha
mantenido este paradigma entre los empresarios y a pesar de que
no existe evidencia científica contundente capaz de validar, al cien
por ciento, la relación entre la satisfacción laboral y la productividad.

Full text

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,"/i'3!-##/5(.%5-
EL COMPROMISO ORGANIZACIONAL
DESDE EL ENFOQUE DE GÉNERO
DR. OMAR ALEJANDRO PÉREZ CRUZ
DR. TEODORO REYES FONG
DR. ROBERTO ESPÍRITU OLMOS
DR. LUIS ROBERTO DOMÍNGUEZ AGUIRRE

INTRODUCCIÓN
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La gesón, compevidad y sustentabilidad de las organizaciones
14
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Aportaciones empíricas para el desarrollo empresarial 15
Hipótesis
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PERSPECTIVA TEÓRICA
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La gesón, compevidad y sustentabilidad de las organizaciones
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Aportaciones empíricas para el desarrollo empresarial 17

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         la
alineaciónlas complemen-
tariedades
la congruencia#?>#H>#<8>:?a:8#89M;>=N;<=8>;C#F;@;D8#?>#C;#@8<=8C8MB;#
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
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?C# >?M8<=8S# .?D=;>:?# C;# M?@:=E># D?# C8@# <C=?>:?@# =>:?9>8@+# @?# D?F?#

La gesón, compevidad y sustentabilidad de las organizaciones
18
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?C#;D=?@:9;A=?>:8#C8#CC?G?#;#?C?G;9#C;#798DH<:=G=D;D#D?#@H# 7?9@8>;C#

?><8>:9;9#C;#L89A;#D?#;:9;?9#K#D?@;998CC;9#C8@#;<:=G8@#QHA;>8@#;D?<H;D8@#
         

D?#H>#<hAHC8#D?#79?@:;<=8>?@#YH?#8F:=?>?>#C8@#?A7C?;D8@#K#;C#C=D?9;NM8#
C=>?;C#YH?#@?#D?F?#?f?9<?9#7;9;#YH?#>8#@?#G;K;>#@H@#:9;F;f;D89?@S#
antes
que todo, contrata y promociona con base en la integridad, después
a la motivación, luego a la capacidad, al conocimiento y, por último, a la
experiencia. Sin integridad, la motivación es peligrosa; sin motivación,
la capacidad es impotente; sin capacidad, la comprensión es limitada;
sin comprensión, el conocimiento no tiene sentido; sin conocimiento, la
experiencia es ciega. Y es muy fácil que esta experiencia en seguida sea
puesta a prueba por personas que poseen todas las demás cualidades.
El enfoque de género

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Aportaciones empíricas para el desarrollo empresarial 19
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Aportaciones empíricas para el desarrollo empresarial 21
3.2. Universo y muestra poblacional
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Aportaciones empíricas para el desarrollo empresarial 23
RESULTADOS
"#<8>:=>H;<=E>#@?#79?@?>:;#?C#;>RC=@=@#D?#<;D;#G;9=;FC?#D?#L89A;#
M?>?9;C#K#D?#A;>?9;#7;9:=<HC;9#789#@?MA?>:8S
Variables socioeconómicas de los directivos
"#<8>:=>H;<=E>#@?#D?@<9=F?>#C;@#<;9;<:?9B@:=<;@#D?#C;@#G;9=;FC?@#

M9;>#?C#:;A;^8#D?#C;#AH?@:9;+#C8@#9?@HC:;D8@#YH?#@?#8F:HG=?98>#;C#
;7C=<;9#C;@#:O<>=<;@#?@:;DB@:=<;@#D?@<9=7:=G;@#YH?#@?#<8>@=D?9;98>#D?#
A;K89#9?C?G;><=;#7;9;#?@:?#?@:HD=8+#;@B#<8A8#:;AF=O>+#?C#;>RC=@=@#K#
<8><CH@=8>?@#D?#?@:;##=>G?@:=M;<=E>S
Edad de los directivos




AH?@:9;>#YH?#C;#A;K89B;#D?#C;#LH?9N;#D=9?<:=<;#D?#C;@#?A79?@;@#D?#
@?9G=<=8@#?>#C;#<=HD;D#D?#,8C=A;+#8@<=C;#?>:9?#C;#?D;D#D?#]\#;#IZ#;^8@+#
<8>#H>#bW#789#<=?>:8S#
Nivel ocupacional de los directivos
           

C8@#D=9?<:89?@## YH?# ?a=@:?#H>;# 78FC;<=E># AR@# M9;>D?# D?# M?9?>:?@#
M?>?9;C?@#?>#C;@#A?D=;>;@#?A79?@;@#D?C#AH>=<=7=8#D?#,8C=A;# <8>#

Nivel educativo de los directivos
           
A;K89B;#:=?>?>#H>#>=G?C#D?#?@:HD=8@#D?#?DH<;<=E>#@H7?9=89+#@?MH=D8#

<8>#?@:HD=8@#D?#78@M9;D8S#




La gesón, compevidad y sustentabilidad de las organizaciones
24
        


>?<?>#;#8:9;@#798L?@=8>?@S#
Antigüedad en el puesto






D?#[\#;^8@#?>#?C#7H?@:8S
Características de la empresa
Participación en el mercado de la empresa
!;#7;9:=<=7;<=E>#?>#?C#A?9<;D8#D?#C;@#?A79?@;@#YH?#79?D8A=>;#
      


D?7;9:;A?>:;C?@#@8>#79=><=7;CA?>:?#>;<=8>;C?@#?#=>:?9>;<=8>;C?@+#
C;@#D?AR@#@8>#C8<;C?@+#<;@=#?>#@H#:8:;C=D;DS#
Número de empleados
&?#>8:;# <C;9;# :?>D?><=;#;# C;@# ?A79?@;@# 7?YH?^;@# K#<8># 78<8@#
?A7C?;D8@S#"#7?@;9#D?#YH?#?>#798A?D=8#?C#>hA?98#D?#?A7C?;D8@#
789# ?A79?@;# ?@# D?# IW+# ?C# 9;>M8# AR@# <8Ah># D?# ?A7C?;D8@# G;9B;#



%C#M=98#D?#C;#?A79?@;#D?:?9A=>;#?>#M9;>#A;>?9;#?C#7?9@8>;C#YH?#
?@:;#9?YH=?9?+#789#C8#YH?#@?#8F@?9G;#H>;#A;9<;D;#D=L?9?><=;#?>:9?#
C8@#D=L?9?>:?@#:=78@l
!;@#:=?>D;@#D?7;9:;A?>:;C?@#@8>#C;@#YH?#@8C=<=:;>#A;K89#LH?9N;#
C;F89;C+#?>#798A?D=8#D?#Xb#7?9@8>;@S
!?#@=MH?>#C;#Q8:?C?9B;#<8>#bZ#?A7C?;D8@+#
!;@#7;7?C?9B;@#K#@?9G=<=8@#D?#<8A7H:;<=E>#<8>#][+##

Aportaciones empíricas para el desarrollo empresarial 25
!8@#9?@:;H9;>:?@#<8>#[b+#

!;@#=A79?>:;@#<8>#[I#7?9@8>;@#?>#798A?D=8S#
Nivel de lealtad

      


M=98#<8A?9<=;C+# K;# YH?# :8D8@# 7;9?<?># Q;F?9# @?MH=D8# C;# :?>D?><=;#
M?>?9;C#D?C#@?<:89S
Promedio de rotación de los últimos tres años (2011-2013)
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Prospectiva de la lealtad


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Gestión del capital humano
Niveles de lealtad expresadas por los empleados

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La gesón, compevidad y sustentabilidad de las organizaciones
26
 
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

Retención de empleados talentosos
          
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Costo de reposición de empleados en porcentaje de salario anual



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Nivel de compromiso de los empleados merecido por la empresa
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          
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• 
• 

Aportaciones empíricas para el desarrollo empresarial 27
• 
• 
• 
• 
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Porcentaje de empleados que recomendarían productos o servicios
de la empresa

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Porcentaje de empleados que permanecen en la empresa por
lealtad
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
Estrategias de generación de lealtad
Creación de compromiso con los empleados mediante estrategias
de reclutamiento y selección

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           

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Creación de compromiso con los empleados mediante estrategias
de retención
        

C8#<9??#;@BS#%C#9?@:8+#>8#@;FB;#789#YHO#>8#C8#Q;FB;#;>;C=N;D8#8#A?D=D8S#

La gesón, compevidad y sustentabilidad de las organizaciones
28
Los factores que se consideran más importantes para impulsar la
lealtad de la empresa
!8@# <=><8# L;<:89?@# YH?# C8@# D=9?<:=G8@# C?@# D=?98># AR@# 7?@8# ?#
=A789:;><=;#7;9;#?C#L8A?>:8#D?# C;# C?;C:;D# D?# C8@# ?A7C?;D8@# D?# C;#
?A79?@;#@8>+#?>#89D?>#D?@<?>D=?>:?l
• ,8AH>=<;<=E>#;F=?9:;#K#Q8>?@:;
• &EC=D8#:9;F;f8#?>#?YH=78
• 5?<8>8<=A=?>:8#;#C8@#?A7C?;D8@#789#@H#D?@?A7?^8
• 5?AH>?9;<=E>#;D?<H;D;#;#C;#M?>:?
• 1?@;998CC8#D?#?A7C?;D8@
Relación de la lealtad con las utilidades
Impacto de la lealtad de los clientes en las utilidades
!;# A;K89B;# <8=><=D?# ?># C;# =A789:;><=;# YH?# :=?>?# C;# C?;C:;D# D?C#



@8>#YH=?>?@#C?#D;>#A;K89#G;C89#;#?@:;#9?C;<=E>S#
Impacto de la lealtad del empleado en la lealtad del cliente

          
';AF=O>#C;@#?A79?@;@#D?#>?HAR:=<8@#K#C8@#9?@:;H9;>:?@#@8>#YH=?>?@#
79?@:;>#AR@#;:?><=E>#;#?@:;#D?7?>D?><=;#D=9?<:;S#
Impacto de la lealtad del empleado en utilidades

?A7C?;D8#?>#C;@#H:=C=D;D?@#D?# C;# ?A79?@;S# !;@# A=@A;@# ?A79?@;@+#
C;@# 9?@:;H9;>:?9;@# K# D?# C;@# ?A79?@;@# D?# >?HAR:=<8@# @8># C;@# AR@#
7?>D=?>:?@S#
Perspectiva de género
Género de los directivos
          


Aportaciones empíricas para el desarrollo empresarial 29
Lealtad por género


;#C;#?A79?@;+#A=?>:9;@#YH?#C;#D?#C;@#AHf?9?@#?@#D?#X\#789#<=?>:8S
Análisis de Chi-cuadrada
';FC;#IS#,RC<HC8@#D?#<899?C;<=E>
$O>?98
3:=C=D;D#>?:;
X2 tabla $! X2 prueba
\#;C#

b#;C#

[[#;C#
 
k8AF9?@ [W [W X c [\S][ J \S]W [IS]\
.Hf?9?@ J J [J X [\S][ J \S]W XScI
Fuente:#?C;F89;<=E>#7987=;#<8>#F;@?#?>#p(*&'"'
k\        
@?# <8><CHK?# YH?# ?C# MO>?98# A;@<HC=>8# >8# ?@:;FC?<?# H>;# 9?C;<=E>#


Decisión:#k[


C;@#H:=C=D;D?@#>?:;@S

@?#7H?D?#8F@?9G;9#YH?#@B#?a=@:?#9?C;<=E>#?>:9?#?C#MO>?98#L?A?>=>8+#
C8@#>=G?C?@#D?#C?;C:;D#;#C;#?A79?@;#K#C;@#H:=C=D;D?@#>?:;@#D?#O@:;S#
Bondad de ajuste de Chi-cuadrada
';FC;#cS#,RC<HC8@#D?#;fH@:?#D?#F8>D;D
$O>?98
3:=C=D;D#>?:;
X2 tabla $! X2 prueba
\#;C#

b#;C#

[[#;C#
 
k8AF9?@ [W [W X c ]SXX ] \S]W cS\J
.Hf?9?@ J J [J X ]SXX ] \S]W ]Sb[
Fuente:#?C;F89;<=E>#7987=;#<8>#F;@?#?>#p(*&'"'S

La gesón, compevidad y sustentabilidad de las organizaciones
30
1?<=@=E>l#&?#<8998F89;>#C8@#9?@HC:;D8@#8F:?>=D8@#?>#?C#;7;9:;D8#
;>:?9=89+#D8>D?#C;#k]#LH?#;<?7:;D;S
CONCLUSIONES
!;@#?A79?@;@#?@:HD=;D;@#@8>#?>#@H#A;K89B;+#C8<;C?@#K#<8>#78<8@#
?A7C?;D8@+#?@:8#L;<=C=:;#?C#A;>?f8+#<8>:98C+#<;7;<=:;<=E>#K#D?@;998CC8#
D?C#7?9@8>;C#D?>:98#D?#C;#?A79?@;S#,;@=#C;#:8:;C=D;D#D?#C8@#?A79?@;9=8@#
<8>@=D?9;># YH?# C;# C?;C:;D# D?C# ?A7C?;D8# ?@# AHK# =A789:;>:?# ?># @H#
?A79?@;+# @=># ?AF;9M8+# @8># AHK# 78<;@# C;@# ?A79?@;@# YH?# 9?;C=N;>#
?@LH?9N8@#:;>M=FC?@#?>#?@:;#R9?;S


YH?#@?#8F@?9G;#?@#C;#L;C:;#D?#<8><=?><=;#D?#C8@#?A79?@;9=8@#?>#C8#YH?#
   
K;#YH?#?C#L;<:89#QHA;>8#D?F?#@?9#<8>@=D?9;D8#<8A8#?C#;<:=G8#AR@#
=A789:;>:?#D?#O@:;S#
!;#C?;C:;D#D?#C8@#:9;F;f;D89?@#?@#FR@=<;#7;9;#H>#FH?>#D?@?A7?^8#
D?>:98#K#LH?9;#D?#?CC;S#1?C#<8A798A=@8#YH?#@=?>:;#<8>#C;#?A79?@;+#

C;#<;C=D;D#D?C#D?@?A7?^8#YH?#9?;C=<?#?>#@H#f89>;D;S#/8<8@#D?#?@:8@#
?A79?@;9=8@+#@;F?>#YH?#?a=@:?#H>;#9?C;<=E>#D?A8@:9;D;#?>:9?#C;# @;:=@P
L;<<=E>#?>#?C#CHM;9#D?#:9;F;f8#K#?C#9?<8>8<=A=?>:8#YH?#@?#C?#8:89M;#;C#


?A79?@;9=;C?@+# 8# YH?# ?@:;FC?<=?>D8# 79R<:=<;@# ?G=D?>:?@# @?# 7H?D?#
G=><HC;9#H>#?A7C?;D8#;#C;#89M;>=N;<=E>S
&?#?><8>:9;98>#9?C;<=8>?@#=>:?9?@;>:?@#?>:9?#C;@#@=MH=?>:?@#G;9=;FC?@+#
;H>YH?#>8#?>#:8D8@#C8@#<;@8@#?@:;#9?C;<=E>#@?;#D?#L89A;#C=>?;CS#
!?;C:;D#D?#?A7C?;D8@#q#:;A;^8#D?#C;#?A79?@;l#?@#A;K89#C;#C?;C:;D#
<H;>D8#C;#?A79?@;#?@#AR@#7?YH?^;S
!?;C:;D#D?#?A7C?;D8@#q#789<?>:;f?#D?#98:;<=E>#D?#?A7C?;D8@:#C;#
98:;<=E>#D?#7?9@8>;C#Q;#D=@A=>H=D8+#C8#YH?#?G=D?><=;#?C#=><9?A?>:8#
D?#C;#C?;C:;DS
58:;<=E># D?# ?A7C?;D8@# q# ?@:9;:?M=;@# D?# 9?:?><=E># YH?# <9?;>#
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Aportaciones empíricas para el desarrollo empresarial 31
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REFRENCIAS
          
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mejores fórmulasS#5?G=@:;#D?#,;C=D;D#'8:;CS
   Director General Towers Perrin de MéxicoS#
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?C#:?A;#!;#!?;C:;D#K#0B><HC8@#<8>#:H#/?9@8>;CS
Chambers, E. (1998). The war for talent. The McKinsey Quarterly,
Number 3, pp. 44–57.
Factores organizacionales en
un clima laboral, retador y participativo en las empresasS#%>l#/O9?N+#-S#
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Aportaciones empíricas para el desarrollo empresarial 33
Aspectos teóricos del proceso de
reclutamiento, selección y socialización en la administración de los
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pequeñas y medianas empresasS#,8>:;F=C=D;D#K#"HD=:89B;+#"^8#]I+#
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humanos de la Harvard Business SchoolS
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La Educación de las Virtudes HumanasS#%@7;^;l#
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IX Congreso Mundial de Recursos HumanosS#]X#D?#
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     Economics, Organization and
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recursos humanos en la práctica: potencial del recurso humano
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La gesón, compevidad y sustentabilidad de las organizaciones
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   The loyalty EffectS# "9:=<C?# k;9G;9D# 4H@=>?@@#
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