Maestría en Desarrollo Humano Organizacional (tesis)

URI permanente para esta colección

https://hdl.handle.net/10784/1295

Examinar

Mostrando 1 - 20 de 257

Miradas sobre la permanencia y la rotación en el trabajo
(Universidad EAFIT, 2025) Jaramillo Campuzano, Gustavo Adolfo; Uribe de Correa, Beatriz Amparo
Experiencias aprendidas en procesos de transición de carrera u oficio – Outplacement en grandes empresas antioqueñas : el juicio calificado de expertos
(Universidad EAFIT, 2025) González Londoño, Sandra Milena; López Gallego, Francisco Darío; N/A
The objective of this research is to analyze career or occupational transition processes (Outplacement) in large companies in the Antioquia region, with the aim of identifying practices or lessons learned from the implementation of these processes. The methodology adopted for this study is based on a descriptive, cross-sectional qualitative approach, through individual interviews with professionals who are experts in the implementation of Outplacement. The study follows a non-experimental design and uses purposive sampling with eleven (11) interviewees. It is emphasized that this is a process whose success is not determined by the size of the company, but rather by the type of organizational culture in which the employee is immersed. Likewise, engaging in Outplacement offers a solution for the country both in psychosocial and financial terms, by delivering to society increasingly well-prepared professionals capable of facing change within the organizational world. From this same perspective, Outplacement should not be seen merely as a topic to earn accolades, but rather as a cultural matter, as it impacts the organizational climate by fostering employee security, a sense of self-worth, belonging, and love for the company.
Retos, oportunidades y efectos de las prácticas de conciliación familia-trabajo en el bienestar desde la perspectiva de las personas en una institución de educación superior en Medellín
(Universidad EAFIT, 2025) Rendón Velásquez, Carolina; Sanín Posada, Alejandro
The objective of this study was to indetify the challenges, opportunities ans effects of work- family balance practices on well-being from the perspectiveof individuals at a higher education institution in Medellín. A qualitative and descriptive approach was employed to understand how these practices influence employee well-being. A semi-structured interview was used as the primary data collection instrument and was applied to six participants intentionally selected based on their experience and involvement with such practices. Thematic analysis enabled the identification of effects, challenges and opportunities in the implementation of work -family balance policies. Findings reveal that these practices positively impact occupational well-being when perceived as accessible, clearly defined and supported by institutional leadership. Reported effects include increased motivation, satisfaction and commitment, as well as reduced stress level. However, challenges persist regarding unequal access to benefits, regulatory ambiguity and excesive workloads. Opportunities lie in strengthening conscious leadership, promoting work autonomy and implementing policies with a co-responsible approach.
Gestión humana y el techo de cristal : estrategias para la igualdad en organizaciones colombianas
(Universidad EAFIT, 2025) Moreno Linares, Alexandra; Piedrahita Vargas, Camilo
This document analyzes the phenomenon of the glass ceiling within the Colombian context and proposes strategies from human resource management to promote gender equity in organizations. Despite legal advancements, women continue to face invisible barriers that limit their access to leadership positions, driven by unconscious biases, gender stereotypes, and patriarchal structures. The study reviews national and international legislation, highlighting its limited implementation in organizational practice. Based on this diagnosis, strategies are proposed such as bias training, mentorship programs, family co-responsibility policies, inclusive language in recruitment processes, salary transparency, and flexible work arrangements. The conclusion emphasizes that gender equity requires deep cultural transformation and sustained institutional commitment, with human resource management playing a key role in breaking the glass ceiling and fostering more inclusive and equitable workplaces.
La desconexión laboral y el bienestar subjetivo en el municipio de la Unión (Antioquia) desde la perspectiva de las personas
(Universidad EAFIT, 2025) Posada Villa, Katherinn; Sanín Posada, John Alejandro
A study was conducted exploring the relationship between work disconnection and the subjective well-being of teleworkers in the municipality of La Unión. It first investigated the factors that facilitate or hinder this disconnection, then the effects on subjective well-being, and finally, by reviewing the strategies people use to disconnect. All from the perspective of individuals. Qualitative research was conducted, with the participation of seven people (six teleworkers and one expert), using interviews as a data collection technique. The results showed elements such as autonomy and a positive view of the company that facilitate disconnection; among the consequences were the harmonization of personal and family time, and freedom in activities. Strategies for disconnection and subjective well-being included time management, overcoming preconceptions, and strengthening organizational culture. In conclusion, the study allowed us to explore the relationship between work disconnection and subjective well-being from the perspective of individuals and how they manage this disconnection in a small town like La Unión (Antioquia), where its residents are venturing into teleworking.
Condiciones laborales y resiliencia docente en colegios privados de La Victoria, San Cristóbal, Bogotá
(Universidad EAFIT, 2025) Velandia Ortiz, Luisa Fernanda; Guepud Plaza, Yuri Paola; Román Calderón, Juan Pablo
Relación entre las competencias clave requeridas en los colaboradores de Salmón Clothing y la calidad de su desempeño organizacional
(Universidad EAFIT, 2025) Vargas Artunduaga, Yenny Adriana; Moncada Echavarría, Claudia Marcela; Román Calderón, Juan Pablo
Percepción de los maestros del Colegio La Salle Envigado sobre el sistema de compensación y beneficios y su relación con el bienestar organizacional
(Universidad EAFIT, 2025) Benítez Sánchez, Yohany Alberto; Chica Valencia, Linda Vanesa; Rubio Maya, Carlos Andrés; Congregación de los hermanos de las escuelas cristianas
This research is relevant given the evidence that one of the main reasons teachers leave the institution is that they find better opportunities in terms of salary and professional growth. This has led to high teacher turnover in recent years, as shown in the exit survey 2021–2024 conducted with teachers who resign. Furthermore, the school has experienced a 50% change in teaching staff between 2021 and 2025. According to the latest staff data update, teachers with one to five years of experience represent 59.41%, those with five to ten years 16.83%, and those with ten to fifteen years 17.82% (Colegio La Salle Envigado, 2025). As of today, all employment contracts are fixed-term, which creates ongoing uncertainty among staff members. These realities not only affect teacher retention but also hinder the development of a positive climate of organizational well-being within the community and the long-term continuity of the Lasallian charism, for a school without teachers is a dead school. As Calderón Hernández et al. (2006) state, people are essential in building organizational capacities that sustain both competitiveness and institutional identity (p. 226). In this context, the study delves into the needs and improvements that must be addressed in the school’s compensation and benefits system, including strategic categories that highlight its importance and relevance from both a financial and organizational perspective. The research subjects are teachers, and through a qualitative case study method with methodological tools specific to this approach, the study aims to document their perceptions of the concepts explored. This will contribute to a rigorous diagnosis that supports the development of improvement strategies for the organization, focused on strengthening the institutional compensation and benefits system. Keywords: Strategic compensation, Compensation and benefits, Organizational well-being, Job perception.
Herramientas tecnológicas de talento humano : impacto en empresas latinoamericanas
(Universidad EAFIT, 2025) Álvarez Moreno, Juan Felipe; Betancur Hurtado, Carlos Mario
This research analyzes the impact of technological tools on human talent management in Latin American organizations. The implementation of technological platforms in human resources processes has transformed the way organizations manage their talent, enhancing both efficiency and strategic decision-making. These tools enable the automation and optimization of processes such as recruitment, selection, performance management, and professional development. This ensures that the right people are placed in the right roles, based on accurate and up-to-date data. Furthermore, technology facilitates access to relevant information, which drives the growth and development of human capital. The study highlights that technology not only improves operational efficiency but also strengthens the relationship between employees and the organization. The implementation of these tools allows for a more personalized and closer approach to management, addressing the needs and expectations of employees. However, the adoption of technology also presents challenges, such as the need to adapt existing processes and the resistance to change among staff. It is essential for organizations to conduct a thorough analysis of their needs and select the appropriate tools to maximize benefits. In conclusion, technological tools are essential for modern human talent management, providing competitive advantages to organizations that implement them effectively. This study underscores the importance of technology in transforming human resources processes and its positive impact on organizational performance.
Relación entre el liderazgo y el diseño del trabajo en una Institución de Educación Superior (IES) de Barranquilla : una perspectiva desde la cultura organizacional
(Universidad EAFIT, 2025) Jerónimo-Pérez, Rafael Andrés; Sanín-Posada, Alejandro
Given the recent changes in leadership within a Higher Education Institution (HEI) in the city of Barranquilla, along with its positioning in terms of academic quality, research, and employability, this study sought to explore the relationship between leadership and work design, and how these dynamics manifest within the context of its organizational culture. The literature review revealed a lack of studies explicitly addressing the relationship among these three variables. A total of 42 leaders from the HEI participated in the study. The results demonstrate a positive relationship between leadership and the motivational characteristics of work, possibly influenced by the organizational culture present in the HEI. The implications of this finding are discussed in relation to the development of leadership programs aligned with the desired organizational culture and work design models.
Incidencia de la modalidad de teletrabajo sobre el desempeño laboral. Perspectiva de líderes de gestión humana de organizaciones antioqueñas
(Universidad EAFIT, 2025) Soto Villarraga, Consuelo; Castañeda Espinosa, Yeraldín; Sanín Posada, Alejandro
The objective of this research was to analyze the incidence of the modality of teleworking on the work performance from the perspective of the leaders of human management of Antioquia organizations. The methodology used had a qualitative approach under the phenomenological method, semi-structured interviews were conducted with seven leaders of companies classified as large taxpayers in Colombia, which belong to different economic sectors. The interviews were conducted virtually, and the analysis was carried out using artificial intelligence tools. The results reveal that teleworking does not uniformly affect work performance, however, this performance depends on factors such as discipline, self-management, adaptability and dynamics of each organization. Although several companies implemented teleworking as a result of the pandemic, today it has become a strategy to boost employee well-being. The performance evaluation has no variance according to the modality; however, it was evidenced the lack of measurement mechanisms that accurately determine the impact of teleworking, highlighting as a need to implement specific indicators for this modality.
Incidencia del trabajo remoto en la cultura organizacional : la experiencia de 12 trabajadores de la línea media de áreas de gestión humana del sector TI
(Universidad EAFIT, 2025) Pino Burgos, Dahyana; Taborda Mejía, Jennifer Catalina; López Gallego, Fracisco Darío
The strengthening of organizational culture has been closely linked to in-person work. However, the 2020 pandemic prompted a shift toward remote and hybrid work models, presenting new challenges for keeping organizational culture alive, especially among those who no longer share a physical workspace. This research aimed to analyze the impact of remote work on the experience of organizational culture in IT sector companies in Medellín, from the perspective of 12 mid-level human resources professionals. A qualitative, descriptive, and cross-sectional methodology was used, through structured interviews with informants experienced in organizational culture. Among the findings, a decrease in communication patterns and a negative impact on employees’ sense of belonging were identified, although effective strategies led by consistent leaders were also observed, aiming to preserve organizational culture in virtual environments.
Estabilidad laboral reforzada por salud en Colombia : abusos y repercusiones para las empresas
(Universidad EAFIT, 2025) Restrepo Vargas, Liliana María; Escalante Gómez, Santiago
Reinforced labor stability for health reasons is a protection that guarantees workers affected by health conditions a legal framework that prevents them from being dismissed in an arbitrary or unjustified manner. The objective of this work is to characterize the abuses and repercussions that this prerogative of workers in Colombian companies has generated and still generates today. As a method, qualitative research with a legal and business approach was carried out, with a cross-sectional approach, through the analysis of regulations, judicial precedent and cases in companies in the country. The results indicate that reinforced job stability has fulfilled its purpose by protecting workers in vulnerable conditions. Nevertheless, its application has created challenges for employers, including additional costs, prolonged litigation, and restrictions on talent management. Regarding the misuse of this legal protection, evidence suggests that some employees have used strategies to remain in their positions without fulfilling organizational requirements, negatively impacting productivity. As for the repercussions on companies, businesses face administrative and financial difficulties due to their inability to terminate contracts without judicial authorization, limiting their capacity for restructuring and workforce planning. Finally, in relation to prevention and resolution mechanisms, strict compliance with regulations, along with occupational health and talent management strategies, can mitigate the adverse effects of this figure. In conclusion, reinforced job stability is a necessary protective measure but requires a balance between worker security and business sustainability, preventing abuses that may harm organizational dynamics. Keywords: reinforced job stability, labor law, occupational health, abuse of rights, jurisprudence, companies, Colombia.
Conectando mundos : el poder de los valores en equipos multigeneracionales en una empresa de transporte colombiana
(Universidad EAFIT, 2025) Cantillo Peralta, Yanglis Yojana; Macías Prada, Jhon Fernando
The objective of this research is to explore the significant differences in values and behaviors among individuals from different generations (Baby Boomers, Generation X, Millennials, and Generation Z) and how these differences influence organizational cohesion at ALIANZA T SA, located in La Guajira. Using Simon Dolan’s Triaxial Values Model, this study aims to understand how variations in ethical-social, economic-pragmatic, and emotional values across generations affect workplace dynamics and contribute to intergenerational conflicts. Through a literature review and interviews with employees and leaders, this research generates knowledge to design practical strategies for managing a multigenerational workforce. The findings highlight the importance of creating organizational spaces that foster a collaborative work environment, minimize conflicts, and strengthen organizational cohesion. In particular, clear value divergences were identified, especially between Baby Boomers, who prioritize stability, and younger generations, who value flexibility and innovation, which impact communication and leadership perception.
Expectativas, motivaciones y necesidades de los Centennials en el mundo laboral colombiano
(Universidad EAFIT, 2025) Cuervo García, Angy Katherine; Uribe de Correa, Beatriz Amparo
Incidencia del cambio organizacional en la construcción y reconstrucción de la identidad profesional de los colaboradores del sector minero de oro colombiano
(Universidad EAFIT, 2025) Gil Hidalgo, María Clara; Sanín Posada, Alejandro
Organizational change has ceased to be an exception and has become a constant and dizzying norm, which in turn is a determining factor for the longevity and consolidation of companies in the market over time. This phenomenon is intensified in sectors such as mining due to situations like corporate restructurings, the implementation of new technologies, expansion projects, emerging policies, and an endless list of challenging circumstances. These not only pose challenges but also directly impact the human component, their roles, job stability, and professional identity. The objective of this study was to understand how these aforementioned organizational movements affect the construction and reconstruction of the professional identity of employees in the Colombian gold mining sector, bearing in mind that identity is not static, but rather a dynamic process that is shaped and built through different interactions with the work environment, teams, leadership, and organizational culture. Within the framework of this research, reference data was collected using the qualitative information gathering method of interviews. The main finding reveals that change is a destabilizing agent for people, but it also serves as a driver for empowerment, the reevaluation of their professional purpose, the development of knowledge, competencies, and strategic vision that integrates with their roles within the organization. Additionally, employees who go through change processes experience intense emotions that, after the transitions, allow them to emerge with greater clarity and definition regarding their reconfigured identity, their work mission, the transformation of their motivations, and the strengthening of their resilience. Professionals in the mining sector not only survive changes, but they also transform within a solid or rigid industry, where their mobile anchor is their professional identity, which functions as a flexible axis of constant reconstruction and evolution
Bienestar laboral para los trabajadores de software de una agencia digital
(Universidad EAFIT, 2025) Amador Araújo, Elia Fernanda; Macía Serna, Maria Isabel
This is a qualitative research qualitative approach that takes up the vision of Positive Psychology, and within it, the Positive Psychology, and within it, Martin Seligman's Theory of Well-Being or PERMA Model Seligman or PERMA Model, which contains five factors (Positive Emotions, Engagement, Relationships, Meaning or Purpose, and Achievement Orientation), (Meaning) and Achievement Orientation (Achievement), with which people can achieve happiness and well-being. The general objective is to analyze the state of well-being at work perceived by a group of software workers in a Digital Agency. Through a semi-structured interview, participants gave an account of their work experience, determining that there is a state of well-being in all of them. The general well-being state is more focused on some factors than on others, according to the consonance between personal, family and social needs and objectives and organizational objectives, and social needs and objectives and the organizational objectives. The company needs to pay attention to contribute more to the perceived well being and give structure to the Workplace Wellbeing Program to the Workplace Well-being Program.
Influencia de las prácticas pedagógicas innovadoras de los docentes Millennials en la transformación del clima laboral en una institución privada de educación superior, en la ciudad de Pereira durante el periodo 2023-2024
(Universidad EAFIT, 2025) Arenas Aristizábal, Andrea; González Rojas, Daniela; Giraldo Henao, Catalina
Beneficios no monetarios y su relación con la satisfacción laboral en una organización multinacional del sector industrial colombiano
(Universidad EAFIT, 2025) Duarte Rodríguez, Jeimy Alexandra; Pérez Ureña, Leydy Suleny; Macías Prada, John Fernando
In multinational organizations within Colombia’s industrial sector, non-monetary benefits are not always perceived as accessible, equitable, or effective, which can generate internal tensions and impact job satisfaction and organizational commitment. The general objective of this study was to analyze how non-monetary benefits influence job satisfaction, organizational commitment, and the perception of fairness in a multinational organization from the industrial sector, located on the coastal zone of Colombia. To achieve this purpose, the research addressed three levels of analysis: the characterization of existing benefits, employees' perceptions, and the relationship between these perceptions and their sense of fairness and commitment. Using a qualitative approach, semi-structured interviews were conducted with employees from the Human Development department, and internal documents such as the wellness program and the latest workplace climate report were analyzed as complementary sources of support. The findings show that, although some benefits are positively valued, organizational meanings associated with perceived inequity, low transparency in communication, and symbolic experiences of exclusion persist, which weakens organizational commitment. Based on these findings, it is concluded that the management of non-monetary benefits must be accompanied by effective communication mechanisms, transparent allocation criteria, and contextual adaptation strategies that reinforce fairness and job satisfaction.
Estilos de dirección y percepción subjetiva del sufrimiento en el trabajo : una exploración en quince profesionales millennials del Valle de Aburrá
(Universidad EAFIT, 2025) Hoyos Ledesma, Alejandra; López Gallego, Francisco Darío

Examinar

Envíos recientes