Submitted by Maryse Santos (maryseeu4@gmail.com) on 2016-08-12T15:07:37Z No. of bitstreams: 1 Dissertação- Edson da FOnsêca de Lira.pdf: 4227960 bytes, checksum: 9b3e918782828eb58062eac3486c48a7 (MD5) / Approved for entry into archive by Divisão de Documentação/BC Biblioteca Central (ddbc@ufam.edu.br) on 2016-08-26T12:24:58Z (GMT) No. of bitstreams: 1 Dissertação- Edson da FOnsêca de Lira.pdf: 4227960 bytes, checksum: 9b3e918782828eb58062eac3486c48a7 (MD5) / Approved for entry into archive by Divisão de Documentação/BC Biblioteca Central (ddbc@ufam.edu.br) on 2016-08-26T12:27:51Z (GMT) No. of bitstreams: 1 Dissertação- Edson da FOnsêca de Lira.pdf: 4227960 bytes, checksum: 9b3e918782828eb58062eac3486c48a7 (MD5) / Made available in DSpace on 2016-08-26T12:27:51Z (GMT). No. of bitstreams: 1 Dissertação- Edson da FOnsêca de Lira.pdf: 4227960 bytes, checksum: 9b3e918782828eb58062eac3486c48a7 (MD5) Previous issue date: 2016-03-22 / Não informada / This work aims to evaluate the perception of employees a company that produces beds and upholstered in the city of Manaus about the internal environment in living together in the institution, analyzing the degree of motivation and satisfaction. Was used as an evaluation tool a self-administered questionnaire where the theme “Organizational Climate”, was divided in to eight dimensions: Communication, Desktop, Interpersonal Relations, Management and Leadership, Workplace Safety, Compensation and Benefits, Recognition and Motivation and Organizational Culture. In the analysis of the data was used the Semantic Evaluation technique, from the free statistical software R 3.0.3 in order to synthesize the informations. The results indicate the perception by employees of a positive organizational climate, they have a good relationship with their peers and hierarchical supervisors, has also noticed a good relationship with the president of the company that is easily accessible to them, the company's image to employees is evaluated as positive and may indicate a good level of motivation, however employees indicated need for re-evaluation in the communication process, job security and benefits offered. / Este trabalho tem como objetivo examinar a percepção de determinados funcionários a respeito do ambiente interno em que convivem em uma empresa que produz camas e estofados na cidade de Manaus, analisando o grau de motivação e satisfação. Utilizou-se como ferramenta de avaliação um questionário auto-administrado onde o tema “Clima Organizacional”, foi dividido em oito dimensões: Comunicação, Ambiente de Trabalho, Relações Interpessoais, Gestão e Liderança, Segurança do Trabalho, Remuneração e Benefícios, Reconhecimento e Motivação, Cultura Organizacional. Na análise dos dados, foi utilizada a técnica de Avaliação Semântica, a partir do software estatístico livre R 3.0.3 a fim de sintetizar as informações. Os resultados indicam a percepção pelos funcionários de um clima organizacional positivo, os mesmos têm uma boa relação com seus pares e superiores hierárquicos, também foi percebida uma boa relação com o presidente da empresa que é de fácil acesso aos mesmos, a imagem da empresa para os funcionários é avaliada como positiva e pode-se indicar um bom nível de motivação; entretanto, os colaboradores indicaram haver necessidade de reavaliação no processo de comunicação, segurança no trabalho e benefícios oferecidos.

The purpose of the present work is to relate the reduction of the turnover to the formalization of recruitment and selection practices, to the profits in the finances and to the improvement of organizational climate. The relevance of the study is a related to the necessity of searching more systemized knowledge concerning the relation of formal practices of administration of human resources and the growth of competitiveness in companies. The delineation of the present study follows the principles of a case study and bibliographic research, with explorative and qualitative objectives. The research was carried through in a company the food branch located in Fortaleza during the months of march and july of 2007. It involved members of the managerial staff and employees of the operational level that already worked in the company before the new period of implantation of recruitment and the selection practices. The analyzed data had been collected through interviews and documents. The theoretical referential aims to evaluate in which way the formalization of the recruitment and selection practices can contribute to the reduction of the turnover and which are the effects of this over the profits in the finances and the improvement of organizational climate. The results point to a reduction of turnover after the formalization of recruitment and selection, and that it brought, as consequence, improvements in the organizational climate and financial profits once it was noticed a reduction of costs. / Este trabalho tem como objetivo relacionar a reduÃÃo da rotatividade à formalizaÃÃo de prÃticas de recrutamento e seleÃÃo, aos ganhos nas finanÃas e à melhoria no clima organizacional. A relevÃncia do estudo decorre da necessidade de se buscar conhecimentos mais sistematizados acerca da relaÃÃo de prÃticas formais de administraÃÃo de recursos humanos e o crescimento de competitividade nas empresas. O delineamento do presente estudo segue os princÃpios da pesquisa bibliogrÃfica e do estudo de caso, com objetivo exploratÃrio e de natureza qualitativa. A pesquisa foi realizada em uma empresa do ramo alimentÃcio de Fortaleza durante os meses de marÃo a julho de 2007 com membros do grupo dos gestores e funcionÃrios do grupo operacional que jà trabalhavam na empresa antes do perÃodo de implantaÃÃo das novas prÃticas de recrutamento e seleÃÃo, ou seja, data de admissÃo anterior a 01 de julho de 2003. Os dados analisados foram coletados por meio de entrevistas estruturadas e pesquisa documental. O referencial teÃrico procura avaliar de que modo a formalizaÃÃo de prÃticas de recrutamento e seleÃÃo pode contribuir para a reduÃÃo da rotatividade e quais os efeitos desta sobre os ganhos financeiros e melhoria do clima organizacional. A pesquisa mostra que a empresa estudada conseguiu obter uma reduÃÃo na sua rotatividade de funcionÃrios apÃs a formalizaÃÃo de prÃticas de recrutamento e seleÃÃo, o que trouxe como conseqÃÃncias melhorias no clima organizacional e nos ganhos financeiros, uma vez que houve reduÃÃo de custos.

Denna studie behandlar det upplevda innovativa arbetsklimatet hos en projektgrupp vid Eskilstuna Energi och Miljö (EEM). För att studera detta har undersökningsledarna använt sig av kvantitativ och kvalitativ undersökningsmetod. Det i form av en enkätundersökning med fem deltagande personer ur projektgruppen och intervjuer med samma fem personer. Det övergripande syftet är att undersöka hur arbetsklimatet upplevts i en projektgrupp vid EEM. Fokus inom studien ligger på in-novation och gruppklimat. Med stöd av teori och empiri byggs kun-skap som är relevant för studien. Utifrån det dras slutsatser och nya kunskaper genereras om projektgruppens upplevda arbetsklimat. En diskussion med förslag på förbättringsområden presenteras i studien samt en återkopplingsmodell. Denna modell ska ge EEM ytterligare kunskap inom området återkoppling och i sin tur ge fler lärdomar gäl-lande organisationens fortsatta projektarbeten i framtiden. / DeVIP

La presente investigación analizó la gestión del clima laboral en el Organismo Supervisor de Inversión Privada en Telecomunicaciones (Osiptel), organismo regulador peruano, con el fin de continuar con la expansión previamente mencionada. Se realizaron encuestas y entrevistas a profundidad a colaboradores de distintos rangos de la institución, mediante las cuales se determinaron las características de la gestión y la percepción propia y colectiva del objeto de estudio. / Periodismo

The research was designed to study the relationship between ethical leadership, follower attitudes, and the influence of service climate on the relationship. The framework draws on social exchange theory (Blau, 1964) and social learning theory (Bandura, 1977, 1986) to form the basis of the study. The sample consisted of associates in a community bank located in the Northeastern U.S. (n=264). The Ethical Leadership Scale (ELS) developed by Brown, Trevino and Harrision (2005) was used to measure a follower's perception of the leader's behavior. The attitudes were measured using separate instruments: job satisfaction includes extrinsic and intrinsic factors (Tate, Whatley, & Clugston, 1997), and organizational identification assesses cognitive and affective elements (Smidts, Pruyn, & van Riel, 2001). Service climate was evaluated using the Global Service Climate Scale developed by Schneider, White and Paul (1998) to measure overall climate for service. Data analysis was conducted using the partial least squares (PLS) methodology for factor analysis and path modeling. Results indicate a significant relationship between ethical leadership, both attitudinal constructs, and service climate. While an interactive effect of service climate on these relationships was not significant, a partially mediated effect of service climate was revealed. Implications for theory and practice, and directions for future research are discussed.

This study examined the relationship between several individual differences (openness to experience, conscientiousness, extraversion, creative self-efficacy, intrinsic motivation, and polychronicity) and creativity. It also examined how the organizational climate (support for creativity) moderated the relationship between the individual differences and creativity. All the individual differences except for polychronicity were positively correlated with creativity as well as support for creativity. Structural Equation Modeling (SEM) found that the individual differences explained 58% of the variance in creativity and that support for creativity moderated the relationship between conscientiousness and creativity and between extraversion and creativity. Because of noticed similarity between creativity and creative self-efficacy items, a factor analysis was done which confirmed some overlap. Implications of the findings of this paper are discussed.

Para la presente investigación se escogió determinar la relación de la formación con el clima organizacional de los colaboradores de una universidad privada del Perú en el año 2019, debido a la importancia que tienen ambos factores en el rol de Recursos Humanos. La investigación es de índole correlacional y posee un enfoque cuantitativo. La muestra de este trabajo se compone por 145 colaboradores de tiempo completo que cuentan con más de seis meses prestando sus servicios a una universidad privada del Perú. Para conseguir la data se aplicó una encuesta con escala de Likert, la cual consta de 61 elementos. Diseñada en base a la matriz de operacionalización de variables, la cual presenta dimensiones e indicadores, tanto de la variable de formación como la del clima organizacional. Los resultados muestran una correlación con dirección positiva y se prueba que la relación es directamente proporcional. Esta conclusión manifiesta que se rechaza la hipótesis nula y se acepta la hipótesis alterna propuesta, lo que significa que la formación se relaciona positivamente con el clima organizacional de los colaboradores de una universidad privada del Perú en el 2019. / This topic was chosen to determine the relationship between different training programs and the organizational climate of a private university in Peru in 2019, given the relevance of trainings programs in the role of Human Resources Departments. The research has a quantitative approach and a correlational nature. The sample is composed of 145 full time employees that have over six month working on a private university of Peru, randomly selected. In order to collect the data, a five-level Likert scale survey was used and consisted of 61 evaluated items. The survey was designed based on the variable’s operational matrix, which presents dimensions and indicators for training and organizational climate variables. The results show a correlation positive direction and it is approved that the relationship is directly proportional. In that way, the null hypothesis was rejected and the alternative hypothesis was accepted. Which means that the training is positively related to the organizational climate for the collaborators of a private university in Peru in 2019. / Tesis

Hoy en día la ausencia de medición con respecto a los conocimientos, aprendizajes y compromiso que puedan tener los nuevos y actuales colaboradores con la cultura organizacional de la empresa ;en donde intervienen elementos como la historia, visión, misión, valores, normas, entre otros; es considerado uno de los principales problemas que afronta el área de recursos humanos debido a que repercute en el modelamiento del comportamiento, en la toma de decisiones, en el aumento de rotación por falta de compromiso o ausencia de identificación con las ideologías de la organización. La cultura organizacional genera impacto en los colaboradores debido a que involucra la motivación, satisfacción y la forma en como desempeñan sus labores, a su vez es importante porque se siente identificados con la estrategia de negocio, a donde y como se desea llegar. El proyecto a presentar es un aplicativo móvil que tiene como propósito reforzar y ser aliado de la cultura de las organizaciones de medianas y grandes empresas, dando inicio en el programa de inducción a través de juegos lúdicos, el cual, ayudará a la correcta incorporación de los colaboradores dentro del lugar de trabajo. Además, apoya en el reforzamiento de la fidelización y fomenta el aprendizaje continuo de cada uno de los trabajadores durante su vida en la organización. Asimismo, se considera como una herramienta estrategia para el fomento y medición de la cultura organizacional, que ayudara a que las empresas puedan crear planes estratégicos de desarrollo en su aprendizaje. / Today the absence of measurements regarding the knowledge, learning and commitments that new and current collaborators may have with the organizational culture of the company; where elements such as history, vision, mission, values, norms intervene, among others; It is considered one of the main problems facing the area of ​​human resources because it affects the modeling of behavior, decision making, increased turnover due to lack of commitment or lack of identification with the ideologies of the organization. The organizational culture generates an impact on employees because it involves motivation, satisfaction and the way they perform their work, in turn it is important because they feel identified with the business strategy, where and how they want to arrive. The project to be presented is a mobile application whose purpose is to be implemented and to be an ally of the culture of organizations of medium and large companies, starting the induction program through playful games, which, to help the direct correction of the collaborators within the workplace. In addition, it supports the strengthening of loyalty and encourages the continuous learning of each of the workers during their life in the organization. It also considers a strategic tool for the promotion and measurement of organizational culture, which helps companies can create strategic development plans in their learning. / Trabajo de investigación

Organizational culture statements are established to pronounce and promote core values for employees to live while performing roles and responsibilities. It is essential for employees to be knowledgeable of cultural expectations. When considering organizational alignment, research has indicated there is deficient linkage when analyzing applied strategies versus envisioned strategies focusing on employees’ actual lived experiences. The purpose of this phenomenological study was to survey whether the corporate health care employees’ lived experiences mirrored the stated cultural values associated with the theoretical framework concerning artifacts, espoused values, and basic assumptions. Through an online survey, this phenomenological study analyzed cultural experiences of 10 corporate health care employees, ranging from administrative support to the executive level. This study revealed experiences by employees based on stated cultural values and expectations. Many of the participants’ lived experiences linked back to the organization’s advertised cultural values. Results relative to behaviors emulating the culture statement were expressed based on employees’ alignment with the organizational mission and vision. They feel included, recognize integrity, and have an appreciation for serving the community. Other findings linked to the communication mediums were based on utilization, frequency, and access to appropriate communication tools. Findings also demonstrated leaders’ behaviors which align with innovation and granting autonomy for optimal performance. These results may influence social change by providing insight for better understanding employees’ lived experiences, thus creating improved alignment, replication of behaviors, mutual respect, and collaboration.

El presente trabajo de investigación busca analizar la relación que existe entre las distintas culturas nacionales de Perú y Chile , las cuales interactúan en la gestión de una misma organización. Asimismo, establece el efecto negativo que el choque de ambas culturas genera en la gestión operativa y el clima de la empresa Divemotor en Lima, Perú durante el periodo 2017 a 2019. / The present work of investigation seeks to analyze the relation that exists between the different national cultures of Peru and Chile, which interact in the management of the same organization. Likewise, it establishes the negative effect that the shock of both cultures generates in the operational management and the environment of the company Divemotor in Lima, Peru during the period from 2017 to 2019. / Trabajo de investigación