Influencia de los factores motivacionales extrínsecos en el ausentismo laboral de los colaboradores en empresa de transporte masivo
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Fecha
2024
Autores
Natera Rico, Jennifer
Echavarria Londoño, Marly
Anaya Pabon, Sashley
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Ediciones Universidad Simón Bolívar
Facultad de Administración y Negocios
Facultad de Administración y Negocios
Resumen
Se determinó la incidencia de la motivación extrínseca en los niveles de ausentismo
de los colaboradores en una empresa del sector transporte masivo en la ciudad de
Barranquilla. Teniendo en cuenta la problemática descrita surge el siguiente
interrogante ¿Cómo incide la motivación extrínseca en los niveles de ausentismo de
los colaboradores del sector transporte masivo de la ciudad de Barranquilla? En
esta investigación se empleó un enfoque cuantitativo, para ello se diseñó un
cuestionario con escala de Likert, tomando una muestra representativa de 84
colaboradores de la empresa como objeto de estudio para esta investigación. En
los resultados se evidenció que las dinámicas de motivación extrínseca de los
colaboradores en la organización de servicio de transporte masivo, tiene incidencia
de los elementos de motivación extrínseca atribuidos a los niveles de ausentismo
laboral en los colaboradores en relación, con las dinámicas de motivación extrínseca
se encontró que tiene incidencia significativa en los niveles de ausentismo laboral y
sus tipologías más frecuentes. Por otro lado, refleja una mezcla de satisfacción y
áreas de mejora significativas que impactan directamente en los niveles de
ausentismo laboral dentro de la organización de servicio de transporte masivo. La
satisfacción con la compensación y los beneficios, así como el alto compromiso con
los objetivos organizacionales, destacan como fortalezas que pueden contribuir a la
retención de empleados y la reducción del ausentismo.En términos generales se
indica que la empresa está en una buena posición en términos de motivación
extrínseca y satisfacción de los empleados; otra fortaleza son los altos niveles de identificación con la cultura y valores, estos resultados apuntan que la empresa ha logrado motivar intrínsecamente a muchos empleados.
The incidence of extrinsic motivation on the levels of absenteeism of collaborators in a company in the mass transportation sector in the city of Barranquilla is determined. Taking into account the problem described, the following question arises: How does extrinsic motivation affect the levels of absenteeism of employees in the mass transportation sector of the city of Barranquilla? In this research, a quantitative approach was used; for this purpose, a questionnaire with a Likert scale was designed, taking a representative sample of 84 company employees as the object of study for this research. The results show that the dynamics of extrinsic motivation of employees in the mass transportation service organization have an impact on the elements of extrinsic motivation attributed to the levels of work absenteeism in employees in relation to the dynamics of extrinsic motivation. . It was found that it has a significant impact on the levels of work absenteeism and its most frequent typologies. On the other hand, it reflects a mix of satisfaction and significant areas of improvement that directly impact the levels of work absenteeism within the mass transportation service organization. Satisfaction with compensation and benefits, as well as high commitment to organizational goals, stand out as strengths that can contribute to employee retention and reduced absenteeism.In general terms, it is indicated that the company is in a good position in terms of extrinsic motivation and employee satisfaction; Another strength is the high levels of identification with the culture and values. These results indicate that the company has managed to intrinsically motivate many employees.
The incidence of extrinsic motivation on the levels of absenteeism of collaborators in a company in the mass transportation sector in the city of Barranquilla is determined. Taking into account the problem described, the following question arises: How does extrinsic motivation affect the levels of absenteeism of employees in the mass transportation sector of the city of Barranquilla? In this research, a quantitative approach was used; for this purpose, a questionnaire with a Likert scale was designed, taking a representative sample of 84 company employees as the object of study for this research. The results show that the dynamics of extrinsic motivation of employees in the mass transportation service organization have an impact on the elements of extrinsic motivation attributed to the levels of work absenteeism in employees in relation to the dynamics of extrinsic motivation. . It was found that it has a significant impact on the levels of work absenteeism and its most frequent typologies. On the other hand, it reflects a mix of satisfaction and significant areas of improvement that directly impact the levels of work absenteeism within the mass transportation service organization. Satisfaction with compensation and benefits, as well as high commitment to organizational goals, stand out as strengths that can contribute to employee retention and reduced absenteeism.In general terms, it is indicated that the company is in a good position in terms of extrinsic motivation and employee satisfaction; Another strength is the high levels of identification with the culture and values. These results indicate that the company has managed to intrinsically motivate many employees.
Descripción
Palabras clave
Motivación, Extrínseca, Ausentismo, Laboral
