La presente investigación tuvo como objetivo determinar la correlación existente entre el salario emocional y el rendimiento laboral de los colaboradores de una empresa de ventas y distribución del rubro farmacéutico. La metodología aplicada fue de tipo descriptivo, correlacional, con diseño no experimental, teniendo como muestra a la totalidad de ochenta y cuatro (84) colaboradores con una antigüedad laboral mayor a 6 meses a quienes se les aplicó como técnica la encuesta y como instrumento un cuestionario estadísticamente validado mediante Google Forms. Los resultados obtenidos mostraron que existe una correlación positiva débil entre el Salario Emocional y el Rendimiento Laboral concluyéndose que los colaboradores no solo consideran significativo el salario económico sino también relevante lo emocional convirtiéndose en un factor clave y decisivo en su compromiso e identificación con la compañía generando de esta manera, el logro de los objetivos de la organización. Además, se demostró que las tres dimensiones del Salario Emocional se relacionaron de manera positiva débil tanto con el Rendimiento en el Contexto como en la Tarea; mientras que, no se evidenció correlación existente de las mismas con los Comportamientos Contraproducentes. / The objective of this investigation was to determine the existing correlation between the emotional salary and the work performance of the collaborators of a sales and distribution company in the pharmaceutical field. The methodology applied was of a descriptive, correlational type, with a non-experimental design, having as a sample a total of eighty-five (84) collaborators with a job seniority greater than 6 months to whom the survey was applied as a technique and as an instrument a Statistically validated questionnaire using Google Forms. The results obtained showed that there is a weak positive correlation between Emotional Salary and Work Performance, concluding that employees not only consider economic salary significant but also emotional salary relevant, becoming a key and decisive factor in their commitment and identification with the company, generating in this way the achievement of the objectives of the organization. In addition, it was shown that the three dimensions of Emotional Salary were weakly positively related to both Context and Task Performance, while there was no evidence of their existing correlation with Counterproductive Behaviors.

Made available in DSpace on 2016-04-26T20:27:17Z (GMT). No. of bitstreams: 1 Graciele Pinheiro Teles.pdf: 379725 bytes, checksum: 4a736cfd5df3e9faf4fe87751debe003 (MD5) Previous issue date: 2008-05-16 / This study discusses the irreducibility principle of the value of social security benefits. The steep and long historical process of acknowledgement and spread of human rights ends up providing a constitutional status to them. Social rights are fundamental and require the State intervention to support individual and social needs. Social security is a basic right which aims at safeguarding the dignity of the human being. According to the Brazilian Federal Constitution, health and social welfare comprises the Social Security System which, in turn, settles social order. Thus, the aims of the Social Security System and those of the social order are the same. Social welfare and social justice are reached through the primacy of work. The general regulation of the Social Security System brings together workers of the private sector and excludes civil servants. To calculate and guarantee the benefits of any insured person, his monthly earnings must be subjected to the irreducibility principle. According to this principle, the benefit granted must assure that the insured keeps the buying power he had during his working years. The benefits are also subjected to a criterion of readjustment that preserves the value of money, as measured by the quantity and quality of products and services it can buy. Eligibility for benefits and their maintenance are two distinct and important stages for the insured. These two moments guarantee the pension and they are estimated in diverse ways. However, none of the benefits can have an amount below the minimum wage; actual earnings have to be incorporated; a minimum and maximum value must be fixed; monetary changes must be considered and an update of the value of contribution salary paid are used for estimating the benefits / Este estudo tem por objeto o princípio da irredutibilidade do valor dos benefícios no regime geral de previdência social. A evolução histórica dos direitos humanos conduz até o ponto em que estes assumem status constitucional. Os direitos sociais são categorias de direitos fundamentais que exigem a atividade Estatal em prol da eliminação das necessidades individuais e sociais. A proteção previdenciária é direito social e, portanto, direito fundamental destinado à preservação da dignidade da pessoa humana. A saúde, a assistência e a previdência social integram o Sistema de Seguridade Social, segundo o instrumental definido pela Constituição Federal ao estabelecimento da Ordem Social. Os objetivos da Seguridade Social se confundem com os da Ordem Social. O bem-estar e justiça sociais são os objetivos a ser alcançados com esteio no primado do trabalho. O regime geral de previdência social congrega os trabalhadores da iniciativa privada, exclui os servidores públicos e garante prestações pecuniárias que têm sua renda mensal submetida, dentre outros, ao princípio constitucional da irredutibilidade. Os benefícios concedidos devem guardar o mesmo poder de compra que possuía quando seu titular estava em atividade. Os critérios de reajustamento devem preservar o valor real e o valor nominal das prestações. A preocupação com a preservação da renda dos benefícios justifica-se porque é aspecto vital à subsistência digna de aposentados e pensionistas. A pesquisa bibliográfica em comparação com os critérios legais de cálculo e recomposição das prestações leva a constatação de que o princípio da irredutibilidade vem sendo vulnerado de modo reiterado. A análise desse problema deve ser feita no momento da concessão e no momento da manutenção do benefício. Nessas etapas são observados variados critérios de preservação e atualização, entre os quais se encontram a garantia de que nenhum benefício de prestação continuada terá valor inferior ao salário-mínimo; a incorporação dos ganhos habituais aos salários de contribuição e atualização de todos os salários-de-contribuição utilizados no cálculo da renda do benefício. A interpretação sistemática das normas que regem os critérios de atualização e reajustamento aponta para o embate entre o princípio da irredutibilidade do valor dos benefícios e o equilíbrio financeiro do sistema de proteção

The article presents a selective review of the literature that exposes and analyzes the results of ten empirical studies on the consequences of the application of economic incentives in academia in a context of global transformation of the university. The first part presents a brief description of incentive systems known as merit pay plans, their main characteristics and the objectives of their implementation. The second part presents the main research findings developed in the USA, Germany, Australia, Estonia, Pakistan, Argentina and Mexico, and the reported effects on productivity, motivation and teacher satisfaction. Concludes with the discussion of critical aspects in the implementation and evaluation of merit-based payment systems. / El estudio presenta una revisión selectiva de la literatura que expone y analiza los resultados de diez investigaciones empíricas sobre las consecuencias de la aplicación de incentivos económicos en la academia, en un contexto de transformación de la organización universitaria a nivel global. La primera parte presenta una breve descripción de los sistemas de incentivos denominados pago por méritos, sus principales características y los objetivos de su implementación.La segunda parte expone los principales hallazgos de investigaciones desarrolladas en EUA, Alemania, Australia, Estonia, Pakistán, Argentina y México, y los efectos reportados en la productividad, la motivación y la satisfacción del profesorado.Concluye con la discusión de los aspectos críticos en la implementación y evaluación de los sistemas de pago por mérito.

El presente trabajo de investigación tiene como objetivo determinar si el impacto en el empleo formal ante un cambio en la política de salario mínimo es diferenciado entre las diversas actividades económicas. Asimismo, si el incremento de este piso salarial genera un aumento en los demás rangos salariales del sector formal, denominado como efecto faro. El análisis se basa en el periodo 2015-2017 cubriendo el cambio ocurrido en 2016, para lo cual se emplea la utilización de la Encuesta de Condiciones de Vida y Pobreza brindada por el MTPE. La metodología de análisis fue un Pooled Logit y un Random Effects para el empleo y efecto faro, respectivamente. Los resultados indican que la variación del empleo es heterogénea en algunos sectores y en los otros se distingue el nivel de impacto. Con respecto al efecto faro, se encuentra un efecto nulo en el rango mayor de salarios y negativo en los cercanos al salario mínimo, negando la existencia de este fenómeno para dicho periodo. / The present research object is to determinate if the impact on formal employment due to the minimum wage policy change is differentiated across industries. Also, if this increase of wage floor rises the rest of wage distribution in the formal sector, what is called spillover effect. The analyze is based on the period 2015-2017 which includes the 2016 change. In order to do so, it has been used the “Encuesta Nacional de Condiciones de Vida y Pobreza” from MTPE. The methodology applied is a Pooled Logit and a Random Effects for employment and spillover effect, respectively. The results show a heterogeneous effect on formal employment between some industries and different level of impact in the others. On the other hand, there is no effect in the higher part of the distribution but there is negative effect in the lower part, indicating it does not exist a spillover effect. / Trabajo de investigación

La presente investigación busca exponer que aspectos del salario emocional influyen en la percepción de los colaboradores de una empresa de seguros. La misma que toma como base diversos estudios respecto al salario emocional y la reputación corporativa. En los que se han identificado de manera empírica los factores que influyen en la satisfacción de los empleados y su relación con la empresa. Dejando un vacío para explorar los intangibles con mayor impacto en la reputación corporativa. En este sentido, se pretende responder la siguiente pregunta de investigación: ¿Cómo influye el salario emocional en la percepción de los colaboradores sobre una empresa de seguros? con el propósito de contribuir con el conocimiento sobre la relación de la reputación corporativa y el salario emocional. Para lograr el objetivo planteado se utilizará un enfoque cualitativo basado en entrevistas a profundidad con un paradigma interpretativo, a fin de conocer las perspectivas e interacciones de los participantes hacia la empresa del rubro de Seguros escogida en Lima, Perú. / The purpose of this investigation to expose the factors of the emotional salary that influence the perception of the collaborators of an insurance company towards the organization. The same one is based on various studies regarding emotional wages and corporate reputation. In which the keys to employee satisfaction and commitment to the company depend have been empirically identified. Leaving a gap to explore the intangibles who impact the most on corporate reputation. Consequently, it is intended to answer the following research question: How does the emotional salary could influence the perception of employees about an insurance company? Whit the final purpose to contribute knowledge about the relationship between corporate reputation and emotional salary. To achieve this objective, a qualitative approach based on in-depth interviews with an interpretive paradigm will be used, with the final purpose know the perspectives and interactions of the participants towards the insurance company based in Lima, Peru. / Trabajo de investigación

El presente estudio tiene como finalidad determinar la relación entre el salario emocional y la satisfacción laboral en los trabajadores millennials de las empresas del sector bancario en Lima Metropolitana en el 2019. Debido a la relevancia que han tomado los trabajadores millennials por su representación en los puestos de trabajo y por una característica muy común entre ellos: la alta rotación laboral. El propósito de esta investigación correlacional, mucho más allá de determinar la relación entre ambas variables, es conocer las dimensiones que afectan a cada una de ellas. La muestra está compuesta por 377 trabajadores de la generación millennial que laboran en cuatro de los bancos más representativos del Perú (Banco de Crédito del Perú, BBVA, Scotiabank e Interbank). Para obtener la información del análisis correspondiente, se aplicó el instrumento de encuesta, donde se consideró las dimensiones del salario emocional y la satisfacción laboral, las mismas que se determinaron de acuerdo a lo estudiado por los autores Lee, Yang y Li (2017) y Padilla (2016). El cuestionario consta de 48 preguntas y utiliza la escala de Likert. Los resultados demuestran una correlación causal fuerte y positiva de 0,727 entre ambas variables, determinando la existencia de la relación directa entre el salario emocional y la satisfacción laboral en los trabajadores millennials de las empresas del sector bancario en Lima Metropolitana en el 2019, aceptando de esta forma la hipótesis alternativa planteada, es decir cuando se incrementa el salario emocional, se incrementa la satisfacción laboral de los millennials. / The purpose of this study is to determine the relationship between emotional salary and job satisfaction in millennial workers of companies in the banking sector in Metropolitan Lima in 2019. Due to the relevance that millennial workers have taken for their representation in positions of work and for a very common feature among them: high job turnover. The purpose of this correlational research, well beyond determining the relationship between both variables, is to know the dimensions that affect these variables and the relationship between them as well. The sample is made up of 377 of millennial generation workers in four of the most representative banks in Peru (Banco de Crédito del Perú, BBVA, Scotiabank and Interbank). To obtain the information from the corresponding analysis, the survey instrument was applied, where the dimensions of emotional salary and job satisfaction were considered, which were determined according to what was studied by the authors Lee, Yang and Li (2017) and Padilla (2016). The questionnaire consists of 48 questions and uses the Likert scale. The results show a strong and positive causal correlation of 0.727 between both variables, determining the existence of a direct relationship between emotional salary and job satisfaction in millennial workers of companies in the banking sector in Metropolitan Lima in 2019, accepting in this way the alternative hypothesis proposed, that is, when the emotional salary increases, the job satisfaction of millennials increases. / Tesis

El objetivo de este trabajo es identificar si la variación salarial es un factor que induce a los trabajadores del mercado laboral peruano a movilizarse de una ocupación a otra. Para ello, se ha realizado el análisis de la movilidad ocupacional a nivel agregado y específico, utilizando la base de datos ENAHO Panel concerniente al periodo 2014–2018. La metodología utilizada en esta investigación se centra en los modelos de elección discreta, Logit y Probit. Los resultados obtenidos bajo esta metodología muestran que, a nivel agregado, si un trabajador determina que, al cambiar de ocupación, puede obtener un incremento en su salario, entonces la probabilidad de movilizarse se incrementa. Sin embargo, esta relación no se mantiene cuando se analiza transiciones específicas, como es el caso de la movilización de la ocupación empleador a trabajador independiente. / The objective of this work is to identify if the salary variation is a factor that induces workers in the Peruvian labor market to move from one occupation to another. For this, an analysis of occupational mobility has been carried out at an aggregate and specific level, using the database of the ENAHO Panel for the period 2014-2018. The methodology used in this research focuses on discrete choice models, Logit and Probit. The results obtained under this methodology show that, at the aggregate level, if a worker determines that, by changing occupation, he can obtain an increase in his salary, then the probability of mobilizing increases. However, this relationship does not hold when analyzing specific transitions, such as the mobilization of the occupation from employer to self-employed worker. / Trabajo de investigación

Una de las principales criticas que se realiza hacia el sector educación es la remuneración de los maestros. Por ese motivo, la presente investigación busca analizar la influencia que tienen los salarios sobre el rendimiento académico, para ello, se construyó una base de datos con la información que se obtuvo de la Evaluación Censal de Estudiantes y la Encuesta Nacional a docentes para el año 2018. Además, para este análisis se aplicó un modelo de Mínimos Cuadrados Ordinarios y se logró confirmar la hipótesis de que los salarios de los docentes influyen en el rendimiento académico. / One of the main criticisms made towards the education sector is the remuneration of teachers. For this reason, this research seeks to analyze the influence that salaries have on academic performance, for this, a database was built with the information obtained from the Census Evaluation of Students and the National Survey of Teachers for the year 2018. In addition, for this analysis an Ordinary Least Squares model was applied and the hypothesis that teachers' salaries influence academic performance was confirmed. / Trabajo de investigación

El presente trabajo investiga el efecto de cambios en el salario mínimo sobre la duración del empleo. Para ello, utilizando una metodología de análisis de supervivencia desde una aproximación semi-paramétrica y paramétrica, se utilizan los paneles rotativos de re-entrevista a 3 meses de la Encuesta Permanente de Empleo (EPE) para revisar dicho efecto sobre la población en Lima Metropolitana. Considerando los dos cambios de RMV del 2011, el cambio en 2012 y el cambio en 2016, se construyen modelos individuales sobre cada uno de estos, además de un pool de datos con la información de todos para verificar la influencia de la RMV tanto por distancia de salario al punto de corte como por diferencias sobre los mismos. Los resultados indican que salarios cercanos alrededor del salario mínimo tienen un efecto significativo de al menos 2 p.p., considerándose un efecto faro. Sin embargo, este se ve opacado si el individuo se encuentra en micro o pequeñas empresas, o al no tener estudios superiores (universitarios o no universitarios), puesto que se da una reducción relativa del salario. Se realiza una revisión de efectos heterogéneos para los sectores formal e informal y se aprecian efectos similares sobre el sector formal, mientras que en el sector informal se ve un efecto contraproducente en rangos no tan cercanos a la RMV.

Made available in DSpace on 2016-04-26T20:28:15Z (GMT). No. of bitstreams: 1 Ageu Libonati Junior.pdf: 939635 bytes, checksum: 6528ab3c986bd8fca76dacec9b6d0734 (MD5) Previous issue date: 2008-11-17 / The aim of this work is to study the passive submission of the social contribution named Education Wage, currently predicted on the article 212, § 5.º, of the 1988 s Federal Constitution. The study analyses the norms of that contribution, since it appeared in the 1934 s Federal Constitution until its current form, with the objective to show that exists a legislature s clear intention to specify the passive subject of this tax. To prepare a concept of company, from the analysis of our Federal Constitution, having as a main objective its systematic interpretation, also considering its linguistics system that, produced by the Constituent Assembly, brings about messages to the whole society. Then, the correct interpretation of company, as it is in the Federal Constitution, reveals the potentials taxpayers of that social contribution, which must be respected when the legislature turn on that concept. This work demonstrates that our Supreme Court, despite several jurisprudence precedents, did not face the question about the concept of company, once they judged that the laws 9.424/96 e 9.766/98 are according to our Constitution. Therefore, the correct way to broach the education wage s passive submission deserves special attention and is the target of this study / O presente trabalho tem por desígnio o estudo da sujeição passiva da contribuição social denominada salário-educação, atualmente prevista no art. 212, § 5.º da Constituição Federal de 1988. O estudo faz análise das proposições normativas desta contribuição, desde o seu aparecimento na Constituição Federal de 1934 até os moldes atuais, procurando demonstrar que há uma clara intenção do legislador constitucional em determinar precisamente o sujeito passivo deste tributo. Elaborar um conceito de empresa, a partir da análise da própria Constituição Federal, tendo como foco principal a sua interpretação sistemática, considerando-a como um sistema lingüístico que, produzido pelo Poder Constituinte, é portador de mensagens para toda a sociedade. Dessa forma, a correta interpretação do vocábulo constitucional empresa revela os possíveis contribuintes dessa contribuição social, que devem ser respeitados quando o legislador está positivando esse conceito. O trabalho demonstra que o Supremo Tribunal Federal, apesar de vários precedentes jurisprudenciais, não enfrentou a questão sobre o conceito do signo empresa, ao analisar constitucionalidade nas Leis ns. 9.424/96 e 9.766/98. Portanto, a correta abordagem da sujeição passiva do salário-educação merece destaque e é alvo deste estudo