La modalidad de trabajo remoto permitió continuar con la actividad empresarial en un momento en el que las restricciones impidieron el desarrollo presencial de labores; sin embargo, generó una serie de cambios importantes en aspectos importante de las organizaciones. Por ello, se realizó un estudio cuantitativo y descriptivo correlacional que buscó determinar la relación entre la percepción del trabajo remoto y el desempeño laboral de 33 asesores de negocios de una agencia bancaria, en quienes se administró cuestionarios adaptados al contexto peruano, con sólidos niveles de validez y confiabilidad. Los resultados evidenciaron que el nivel Positivo predominó en relación con la percepción del trabajo remoto; asimismo, el nivel Alto fue el de mayor frecuencia en la medición del desempeño laboral. Por otro lado, se identificó que no existen correlaciones significativas entre las variables de estudio (p>0,05). Se concluyó que el nivel de percepción del trabajo remoto predominante en asesores de negocios facilita el desarrollo de su jornada laboral, así como el nivel de desempeño laboral que refleja el cumplimiento de sus funciones, sin embargo, estas variables no evidencian una relación significativa en su totalidad ni dimensiones. / The remote work modality made it possible to continue with the business activity at a time when the restrictions prevented the face-to-face development of work; however, it highlights several important changes in important aspects of organizations. For this reason, a quantitative and descriptive correlational study was carried out that sought to determine the relationship between the perception of remote work and the job performance of 33 business advisors from a banking agency, in whom questionnaires adapted to the Peruvian context were administered, with solid levels of validity and reliability. The results showed that the Positive level predominated in relation to the perception of remote work; Similarly, the High level was the most frequent in the measurement of job performance. On the other hand, it was identified that there are no significant correlations between the study variables (p>0.05). It was concluded that the level of perception of remote work predominant in business advisors facilitates the development of their workday, as well as the level of work performance that reflects the fulfillment of their functions, however, these variables do not show a significant relationship in their totality or dimensions.

<p>Existing career theories are largely based on a stable working environment and have focused excessively on men and single work roles. In the postindustrial era, however, women’s careers, characterized by the constant negotiation of multiple roles and more frequent job changes, have had implications on the changing nature of careers. The general purpose of this thesis is to increase knowledge about the process of career development of women. The focus is on two aspects: Life Career (characterized by multiple role constellations over the life course) and Occupational Career (characterized by different shapes of occupational movement over the life course). Three sets of questions addressed these two aspects of career: trajectory patterns, interrelationships, and antecedents and consequences. Career biographies covered ages 16 to 43. Antecedents reflecting individual agency (e.g., life role value, aspiration, and early experiences) were investigated. The impact of family context on occupational choice was also examined. Among the consequences examined were midlife work wellness and stress, health, and wellbeing.</p><p>Results showed that (1) Career patterns were highly diverse, including nine distinct life career patterns and ten occupational career patterns. (2) Occupational and life careers were significantly related, indicating that the paid work career is embedded in the overall life role structure throughout the life course. (3) Individual agency factors predicted life career. Occupational career was related to life career more than family context. (4) Occupational career did matter in work wellbeing. In terms of stress, health, and wellbeing at midlife, there was little difference among life career patterns, but more significant differences among occupational career patterns. The thesis indicates career theory can benefit from taking multiple roles and career development into account. Implications for career counseling, social policy, and organizations are discussed.</p>

Existing career theories are largely based on a stable working environment and have focused excessively on men and single work roles. In the postindustrial era, however, women’s careers, characterized by the constant negotiation of multiple roles and more frequent job changes, have had implications on the changing nature of careers. The general purpose of this thesis is to increase knowledge about the process of career development of women. The focus is on two aspects: Life Career (characterized by multiple role constellations over the life course) and Occupational Career (characterized by different shapes of occupational movement over the life course). Three sets of questions addressed these two aspects of career: trajectory patterns, interrelationships, and antecedents and consequences. Career biographies covered ages 16 to 43. Antecedents reflecting individual agency (e.g., life role value, aspiration, and early experiences) were investigated. The impact of family context on occupational choice was also examined. Among the consequences examined were midlife work wellness and stress, health, and wellbeing. Results showed that (1) Career patterns were highly diverse, including nine distinct life career patterns and ten occupational career patterns. (2) Occupational and life careers were significantly related, indicating that the paid work career is embedded in the overall life role structure throughout the life course. (3) Individual agency factors predicted life career. Occupational career was related to life career more than family context. (4) Occupational career did matter in work wellbeing. In terms of stress, health, and wellbeing at midlife, there was little difference among life career patterns, but more significant differences among occupational career patterns. The thesis indicates career theory can benefit from taking multiple roles and career development into account. Implications for career counseling, social policy, and organizations are discussed.