Maestría en Desarrollo Humano Organizacional (tesis)
URI permanente para esta colección
Examinar
Envíos recientes
Publicación Configuración del engagement y motivación en entornos virtuales : significados y desafíos para los trabajadores de mandos medios del sector de outsourcing de tecnología en el Valle de Aburrá(Universidad EAFIT, 2026-06-28) Castaño Pérez, Natalia María; Acosta Oliveros, Angelica María; Guzmán Garzón, Gina Paola; López Gallego, Francisco DaríoTelework, which has become firmly established in the wake of the COVID-19 pandemic, has transformed the work experience by blurring the lines between personal and professional life. This study analyzes how motivation and engagement are shaped among middle management workers in the technology outsourcing sector in the Valle de Aburrá who work remotely. Using a qualitative approach based on semi-structured interviews and a literature review, the study explored the dynamics of remote work, the meanings attributed to the job role, and the relationship between autonomy and technological control. The findings show that technology, leadership styles, and self-regulation strategies significantly influence engagement, while virtual work reconfigures the boundaries between work and personal life. It is concluded that organizations must promote practices that balance autonomy and monitoring to avoid constant availability and protect workers’ motivation and well-being.Publicación Incidencia del teletrabajo híbrido en la cultura organizacional y las prácticas de liderazgo : percepciones de los directivos de talento humano en empresas del Área Metropolitana de Medellín(Universidad EAFIT, 2026-05-18) Álvarez Patiño, Ángela María; Giraldo Henao, Catalina; N/APublicación Sesgos : una mirada cualitativa a la discriminación laboral en empresas manufactureras del Valle de Aburrá(Universidad EAFIT, 2026-05-25) Betancurt Lopera, Leidy Melissa; Peláez Estrada, María Antonia; Garcés Uribe, Olga LucíaThe operational personnel selection processes in manufacturing companies in El Valle de Aburrá are shaped by discriminatory practices that undermine the neutrality and transparency of the process. This qualitative research explored how implicit biases — automatic and non-conscious associations — are manifested and narrated by recruiters and candidates, affecting equity in access to employment. Through semi-structured interviews, participants' narratives were analyzed to understand how these biases are constructed, reproduced, and normalized in the workplace, while also revealing the discriminatory practices that have become naturalized within organizational settings, excluding individuals for various subjective reasons. The findings of this research may facilitate the development of a guide that includes reflective guidelines as a proposal to contribute to the design of more ethical, inclusive, and context-sensitive selection processes, thereby strengthening organizational human development in the manufacturing sector.Publicación La vivencia del amparo jurídico frente al riesgo psicosocial : entre protección normativa y ritualismo organizacional en trabajadores administrativos del SENA, regional La Guajira, sede Riohacha(Universidad EAFIT, 2026-06-17) García Fajardo, Marcela; Vargas Rodríguez, Clara cecilia; López Gallego, Francisco DaríoThis research seeks to understand the meanings constructed by administrative employees of SENA from La Guajira regional office, Riohacha campus, regarding the legal approach to psychosocial risks during the 2024-2025 period. Although Colombia has a regulatory framework for the identification, assessment and intervention of these risks, a gap remains between formal legal compliance and the workers’ real experiences of well-being and protection. From the perspective of Human Organizational Development, the study adopts a comprehensive approach focused on the human experience of work, law as an organizational device, and the ethics of care as a foundation for workplace well-being. The research follows a qualitative design with an exploratory-comprehensive scope. Information is collected through semi-structured interviews conducted with ten administrative employees, organized according to the three specific objectives of the study. The analysis integrates thematic coding and interpretive triangulation. The results aim to provide an in-depth understanding of the tensions between legal regulations and everyday working life, highlighting how legal ritualism may coexist with experiences of subjective lack of protection.Publicación Análisis de la entrevista laboral : percepciones de expertos sobre su eficacia para identificar la alineación organizacional(Universidad EAFIT, 2026-05-27) Bedoya Giraldo, Juan Daniel; Gallego López, Francisco DaríoThis research analyzed experts’ perceptions regarding the possible effectiveness of the job interview as a selection tool for identifying the alignment between candidates’ values, knowledge, competencies and practices, and organizational purposes. The general objective of the study was to analyze this effectiveness from a practical, academic, and managerial perspective. It was developed under a qualitative approach through semi-structured interviews conducted with ten personnel selection experts. The results revealed that the interview presents significant limitations derived from subjectivity, power asymmetry, candidates’ strategic preparation, and the difficulty of evaluating deeper dimensions such as cultural fit. Furthermore, it was found that the candidates’ emotional experience significantly influences organizational perception and the validity of the process. The conclusions state that the job interview is not sufficiently effective on its own, but it can become a highly valuable strategic tool when integrated with complementary methodologies, interviewer training, and more human and culturally coherent processes.Publicación La inclusión laboral en personas con discapacidad : factores que favorecen o limitan la empleabilidad digna de personas con discapacidad en Colombia(Universidad EAFIT, 2026-05-01) Tamayo Zapata, Laura; Guerrero Díaz, Leslie Juliet; Uribe Ochoa, Beatriz AmparoCurrently, the labor inclusion of people with disabilities in Colombia remains a challenge that requires the development of structural and comprehensive measures. Despite the regulatory progress that has enabled the country to establish a robust legal framework, attitudinal, cultural, and organizational barriers continue to significantly limit access, retention, and professional development in decent employment. In this context, the research conducted, based on a descriptive and qualitative approach, focused on analyzing both facilitating and limiting factors related to labor inclusion. The study used information gathered through semi-structured interviews conducted with human resource leaders and people with disabilities, both employed and unemployed. The findings show that real inclusion does not depend exclusively on legal compliance by companies, but rather on cultural transformations, genuinely committed leadership, and the implementation of coherent organizational policies with a true willingness to hire valuable talent regardless of potential limitations. Therefore, labor inclusion should be understood from a human development perspective, where work represents dignity, autonomy, and the opportunity to build a life project.Publicación La polivalencia laboral a través del upskilling y reskilling : una propuesta desde la gestión del conocimiento en una empresa del sector manufacturero(Universidad EAFIT, 2026-04-23) Salgado Ruiz, Nubia Sirley; Díez Gaviria, Ana CeciliaThe current business environment, characterized by technological transformation, globalization and growing competitiveness, has led organizations to rethink the way they manage their resources, especially knowledge, which is considered today as a strategic asset for organizational development. In this context, the manufacturing sector faces challenges associated with operational efficiency, the incorporation of new technologies and the need to have highly trained human talent that is adaptable to the dynamics of the environment. The purpose of this research is to propose a route for the development of polyvalent labor talent, based on upskilling and reskilling strategies, from the management of organizational knowledge. To this end, key elements such as the relationship between knowledge management and human management, organizational learning, upskilling and reskilling strategies, continuous training and organizational flexibility as a basis for labor polyvalence. From a research exercise with a qualitative approach and action research method, implemented as a pilot in a production process of the participating company, knowledge gaps are identified that limit progress towards higher levels of polyvalence. The results show the need to comprehensively articulate knowledge management with learning strategies aimed at the development of polyvalence, as well as its impact on business competitiveness. Finally, a route is proposed for the development of labor polyvalence that integrates these factors, with the potential for scalability at the organizational level.Publicación Prácticas que favorecen la retención del conocimiento : caso de una institución educativa de la ciudad de Cartagena(Universidad EAFIT, 2026-03-02) Galezo Vergara, Paula; Ramírez Pérez, Y. AlexandraThe present study aims to identify practices that foster knowledge retention in an educational institution located in the city of Cartagena, Colombia. To this end, a qualitative descriptive research approach was adopted, based on the documentary review of institutional policies and national regulations, the analysis of the results of the Single Management Progress Report Form (FURAG), and the application of semi-structured interviews with key institutional actors. In addition, experiences and approaches documented in the specialized literature on knowledge management were analyzed as reference frameworks for understanding the phenomenon under study. The results allow for the identification of current knowledge retention practices, revealing that these are developed in an isolated manner and without a formal institutional model to articulate them. Risks of knowledge loss associated with staff turnover, a high dependence on tacit knowledge, and the absence of standardized knowledge transfer mechanisms were identified. Nevertheless, actions related to documentation, training, and knowledge socialization were also recognized, which partially contributed to institutional continuity. It is concluded that the identification and institutional formalization of these practices would strengthen knowledge retention and promote the development of an organizational learning culture within the institution.Publicación Prácticas de afrontamiento frente a las reacciones provocadas por los cambios en la implementación de nuevas tecnologías(Universidad EAFIT, 2026-01-28) Correa Ortiz, Luisa Fernanda; López Gallego, Francisco DaríoThe central purpose of the research is to examine coping practices in response to reactions triggered by changes during the implementation of new technologies in the organization, through expert judgment, with the aim of identifying an intervention model that facilitates the adaptation of the personnel involved and the successful implementation of technological projects. An intervention model is proposed for the organization’s human management area that includes strategic, tactical, and operational aspects that help focus the department’s efforts to support the success of the project. A qualitative research methodology was used. Sixteen in-depth interviews were conducted with experts from various industries with relevant experience in managing or participating in the implementation of new technology projects. Keywords: Technology implementation, resistance to change, coping, change management, human talent, human resources, fear (reaction to implementation), attitudes, automation, productivity, organizational culture, and leadership.Publicación Cuando el trabajo se detiene : relatos sobre subsidio al desempleo y el capital psicológico de beneficiarios del subsidio al desempleo en el Huila(Universidad EAFIT, 2026) Gutiérrez Medina, Luisa Valentina; Roman Calderón, Juan Pablo; Macías Prada, John Fernando; Ninguno.Publicación Significados del trabajo y percepción del empleo industrial formal en contextos de informalidad rural : el caso de Vegachí, Antioquia(Universidad EAFIT, 2026) Ramírez Uribe, Maira Alejandra; Marín Ortiz, Dayana; Garcés Uribe, Olga LuciaThe objective of this research was to analyze how the meanings of work, associated with traditional labor trajectories, influence the perception and valuation of formal employment in Vegachí (Antioquia), a municipality historically shaped by artisanal mining, informal commerce, and agricultural activities, in the context of the upcoming start of operations of a sawmill that will introduce formal industrial employment into a territory predominantly characterized by informal labor practices. Under a qualitative approach and grounded in social constructionism, a case study was conducted through a participatory workshop on labor trajectories, organized around three representative trajectories. The analysis articulated five conceptual frameworks: meaning of work, employee value proposition (EVP), community embeddedness, psychological contract, and the moral economy of the territory. The findings revealed that acceptance or resistance to formal employment does not depend solely on wages, but also on cultural, identity-related, and community reciprocity factors. This knowledge provided strategic inputs for the design of attraction, training, and talent retention policies aligned with local values, aimed at promoting stability and generating shared value. The study contributed to the field of Organizational Human Development by demonstrating that labor perceptions in rural contexts marked by informality require culturally contextualized human management approaches. Keywords: meaning of work, labor informality, employee value proposition (EVP), psychological contract, job embeddedness, moral economy, work identity, person–environment fit (P–E Fit), human resource management.Publicación Experiencia de socialización y adaptación de los nuevos colaboradores en el área comercial de una empresa de tecnología en Medellín y su relación con la rotación temprana(Universidad EAFIT, 2026) Casseres Herrera, Diana Carolina; Arrieta Alvis, Yennifer; Zapata Londoño, Alejandra; López Gallego, Francisco DaríoPublicación Percepciones de los colaboradores de la empresa PULSO Tiempo de Hombres sobre los cambios estratégicos y su impacto en la motivación y el bienestar laboral(Universidad EAFIT, 2025) Cabrera Caicedo, Sara María; Betancur Hurtado, Carlos MarioPublicación Más allá del papel : significados de la inclusión y su chispa creativa en el día a día organizacional(Universidad EAFIT, 2025) Zabaleta Castillo, Katy Sileni; Suárez González, Shirley Patricia; Macia Serna, María IsabelThis research addresses the relationship between organizational inclusion and innovative behavior, based on the premise that the mere existence of diversity and inclusion policies does not guarantee meaningful inclusion experiences for employees. It argues that the true effectiveness of such policies is reflected in how they are experienced and understood in everyday work life, creating a crucial gap between institutional discourse and subjective experience. Through a qualitative hermeneutic-interpretive approach, the study seeks to understand the meanings that employees attach to inclusive practices, considering dimensions such as a sense of belonging, individuation, and psychological safety as conditions that enable the emergence of innovative behaviors. The analysis focuses on a company in the manufacturing and trade sector in Medellín, characterized by a creative organizational culture focused on human talent and with strengthened inclusion policies, to identify how these translate into experiences that influence the creative spark of the employees. The findings of this research contribute to the field of organizational human development by offering a deeper understanding of inclusion as a lived experience and not just as a normative guideline, highlighting its potential to promote equitable, innovative, and sustainable work environments.Publicación Sororidad y relaciones entre mujeres en el trabajo : experiencias de mujeres millennials en Medellín(Universidad EAFIT, 2025) Gómez Jaramillo, Luisa María; Puerta Araque, Alejandra; López Gallego, Francisco DaríoThis research analyzes the everyday practices of sorority experienced in the workplace by millennial women in the city of Medellín, focusing on their understanding of the term, the practices themselves, the identification of contexts, forms, and scenarios in which sorority is generated and practiced—or not. Through qualitative content analysis, the experiences were gathered through the eyes of the interviewees, seeking to account for the phenomenon under study. The findings made it possible to glimpse the social conception of women and the practices of sorority and ways of relating among women, which has enabled the consolidation and implementation of diverse forms of sorority, since these are mediated by ideological and cultural aspects present throughout family, social, academic, and work life.Publicación Alineación de las prácticas y procesos de RRHH con la estrategia organizacional(Universidad EAFIT, 2025) Varela Agudelo, Luisa Fernanda; Avendaño Gómez, Alba Deisy; Uribe Marín, RicardoThe present thesis focuses on the analysis of human resource management from a strategic perspective, aiming to demonstrate how this area can generate real value for the business. The research is based on theoretical reference models, including the Harvard Model, Dave Ulrich’s approach, Competency Management, and the Balanced Scorecard, which help understand the role of human talent in the sustainability and competitiveness of organizations. Based on a diagnosis applied to the selected organizational context, key issues were identified: staff turnover, demotivation, low connection between human resource management and corporate strategy, as well as limitations in training, development, and international adaptation. Based on these findings, a methodological proposal was developed incorporating a survey instrument grounded in Ulrich’s model and a semi-structured interview guide aimed at contrasting the application of the studied models in organizational practice. The proposed action plan is structured in phases that include diagnosis, design, implementation, monitoring, and feedback. This scheme seeks to strengthen organizational culture, enhance human talent, incorporate management metrics, and support strategic decision-making. In this sense, the work intends to demonstrate that human resource management—under an “outside-in” or strategic ally approach—transcends its operational role and becomes a fundamental pillar of competitiveness, innovation, and sustainable value creation.Publicación Un acercamiento desde la teoría del desarrollo moral de Kohlberg a la relación entre los marcos práctico, discursivo y ético-moral, que se ocupan del impacto empresarial(Universidad EAFIT, 2025) Taborda López, Juan Diego; Uribe de Correa, Beatriz AmparoThis research analyzes how the practical, discursive, and ethical-moral frameworks shape the relationship between companies and their environment, particularly concerning business impact and Corporate Social Responsibility (CSR). Using a qualitative approach, information was collected through interviews with strategic leaders from nine Colombian organizations from various sectors and trajectories. The analysis was structured around three key axes: Kohlberg’s theory of moral development, which helps identify the level of moral reasoning in organizational decisions; the interpretive framing approach applied to practical, discursive, and ethical-moral dimensions; and the types of ethics proposed by Vila Merino. The findings reveal a predominance of practices and narratives rooted in an instrumental ethic, where sustainability is primarily conceived as a means to ensure profitability and legitimacy. However, there are also cases in which a company’s core purpose is oriented toward solving social or environmental problems, reflecting more advanced ethical principles. This leads to a reflection on how, despite signs of transformation, the current context imposes structural limits on the development of a truly postconventional ethic. Additionally, the study highlights emerging questions that may inspire future research on how organizations could overcome these limits and operate from more autonomous and transformative ethical frameworks.Publicación La generación Z y sus expectativas de desarrollo profesional(Universidad EAFIT, 2025) Gómez Jiménez, Mariadulce; Betancur Hurtado, Carlos MarioThis project analyzes the professional development expectations of Generation Z within a multinational company located in the valle de Aburrá region. Its main objective was to identify the factors that influence their motivation, commitment, and career projection within the organization. The study has a qualitative approach, applied through semi-structured interviews with young professionals, human resources leaders, and senior management executives, analyzed by thematic categories. The results show that Generation Z values continuous learning, worklife balance, and internal growth opportunities. It is concluded that organizations should strengthen their development and leadership programs to align their strategies with the new generational expectations.Publicación Influencia de la cultura organizacional en el bienestar laboral percibido : el caso de una empresa marítimo-portuaria del Caribe colombiano(Universidad EAFIT, 2025) Caicedo Portilla, Valentina; Naar Montoya, Yojanny; Gentilín, MarianoPublicación Prácticas aconsejables y desaconsejables en el proceso de apropiación de la cultura corporativa, por parte de las personas en empresas de Colombia : el juicio calificado de 15 expertos(Universidad EAFIT, 2025) Saldarriaga Bustamante, Maria Clara; Correa Higuita, Alejandra; Restrepo Guzmán, Julián; López Gallego, Francisco DaríoThis research focused on the analysis of advisable and inadvisable practices that facilitate or hinder the appropriation of corporate culture in Colombian companies, with the aim of providing useful tools for leaders, human resources directors, and consultants in the process of corporate culture appropriation. Corporate culture is understood as a cornerstone of organizational life, shaping behavior, strengthening identity, and aligning strategic objectives with the employees’ experience. The study addressed the following research question: What are the advisable and inadvisable practices for the appropriation of corporate culture by individuals in Colombian companies? This thesis adopts a qualitative methodological design, drawing on the expert judgment of fifteen specialists in human resource management and organizational development. Their contributions were compared with theoretical frameworks to identify both advisable and inadvisable practices for the appropriation of corporate culture by employees in Colombian companies. The findings highlight practices that obstruct cultural appropriation, including the unilateral imposition of culture, tolerating leadership that is inconsistent between stated values and daily actions, implementing initiatives without a prior diagnostic assessment, insufficient allocation of resources, and undervaluing the role of culture in strategic management. Conversely, the research demonstrates that appropriation is facilitated through employee participation fostered by cultural ambassadors, the use of rituals and symbols that strengthen collective identity, strategic communication, visible and consistent leadership, and the alignment of human resource processes with organizational values. Ultimately, the appropriation of corporate culture is achieved through its daily enactment and the coherence between discourse and practice.