El propósito del estudio es precisar el sentido e intensidad de la relación entre motivación y
compromiso organizacional en un contexto sociodemográfico y organizacional específico. La
Motivación ha sido medida con la escala de Motivación en el trabajo-MAWS (Gagné et al. 2010)
la cual considera motivación autónoma (MA) y controlada (MC); el compromiso organizacional
ha sido evaluado con la escala de Compromiso Organizacional ECS (Meyer, Allen &
Smith,1993) que incluye al compromiso afectivo (CA), compromiso de continuidad (CC) y
compromiso normativo (CN). La muestra estuvo integrada por personal administrativo (n= 226)
de dos universidades de Lima (pública y privada). Los resultados reportan que aquellos que
priorizan la autonomía y voluntad propia (MA) poseen un compromiso afectivo elevado (CA); de
modo contrastante, los que esperan recompensas externas (MC) presentan puntajes altos en torno
al alto costo de tiempo y esfuerzo presentes si dejan la organización (CC); asimismo, aquellos
que perciban la necesidad de permanecer en su organización, lo harán guiados por la obligación y
la evitación de culpa (CN). Los hallazgos reportados en el presente estudio fueron constatados
por investigaciones previas; por lo que observar que también existen este tipo de relaciones en el
contexto peruano-universitario, permite darle sustento empírico adicional a dichas propuestas
(Gagné & Deci,2005). Al asociar las variables psicológicas estudiadas con las variables
socioeconómicas y organizacionales; y comparar los dos grupos de estudio se ha observado
diferencias significativas entre ellos / The purpose of this study is to define the direction and intensity in the relation between
organizational motivation and commitment in a specific socio demographic and organizational
context. The motivation factor has been measured through MAWS- work motivation scale
(Gagné et al. 2010) which considers autonomous (AM) and controlled motivation (CM); and
organizational commitment has been measured through ECS- Organizational Commitment
(Meyer, Allen & Smith,1993) which includes: affective commitment(AC), continuous
commitment(CC) and normative commitment(NC). The sample was composed by administrative
staff (n=226) from two different universities from Lima (public and private).The results showed
that those who prioritize self-autonomy and willingness (AM), have high levels of affective
commitment (AC). In contrast to them, the ones who expect external recognition (CM), are more
likely to stay in the organization due to the high cost of time and effort involved in leaving their
jobs (CC). Moreover, there is a group of workers who stay in the organization because they feel
is their obligation and in order to avoid feelings of guilt (NC).These findings had been
empirically verified by previous investigations; but, at this time it is possible to observe these
variables relationships in Peruvian university contexts. The results, will let us bring some extra
empirical evidence about motivation and commitment relationships (Gagné & Deci,2005). It is
noteworthy that associating the psychological variables with the economic and organizational
ones, the two studied and compared groups reported significant differences among them.
| Identifer | oai:union.ndltd.org:PUCP/oai:tesis.pucp.edu.pe:20.500.12404/5747 |
| Date | 19 November 2014 |
| Creators | Pérez Tapia, Raquel Andrea |
| Contributors | Herrera Paredes, Dora Isabel |
| Publisher | Pontificia Universidad Católica del Perú, PE |
| Source Sets | Pontificia Universidad Católica del Perú |
| Language | Spanish |
| Detected Language | English |
| Type | info:eu-repo/semantics/bachelorThesis |
| Format | application/pdf |
| Rights | Atribución-NoComercial-SinDerivadas 2.5 Perú, info:eu-repo/semantics/openAccess, http://creativecommons.org/licenses/by-nc-nd/2.5/pe/ |
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