Human Resources Management for Job Satisfaction in Peruvian Employees
The research works related to job satisfaction are mostly quantitative and relational, where they converge in indexes in order to associate human resources with job satisfaction, however, there are few studies that deal with the subjective and intrinsic aspect of job satisfaction, that which deals w...
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| Autores principales: | , , , , , , , |
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| Formato: | Artículo |
| Lenguaje: | inglés |
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2024
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| _version_ | 1881700474333167616 |
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| author | Rafael Romero-Carazas Juan Pablo Ayras-Peralta David Hugo Bernedo-Moreira Felipe Yony Gómez-Cáceres Renzo Alberto Taco-Coayla Marilí Ruth Mamani-Laura Edith Diana Ramírez Charca Sonia Gladys Gutiérrez Monzón |
| author_browse | David Hugo Bernedo-Moreira Edith Diana Ramírez Charca Felipe Yony Gómez-Cáceres Juan Pablo Ayras-Peralta Marilí Ruth Mamani-Laura Rafael Romero-Carazas Renzo Alberto Taco-Coayla Sonia Gladys Gutiérrez Monzón |
| author_facet | Rafael Romero-Carazas Juan Pablo Ayras-Peralta David Hugo Bernedo-Moreira Felipe Yony Gómez-Cáceres Renzo Alberto Taco-Coayla Marilí Ruth Mamani-Laura Edith Diana Ramírez Charca Sonia Gladys Gutiérrez Monzón |
| author_sort | Rafael Romero-Carazas |
| collection | Producción científica |
| description | The research works related to job satisfaction are mostly quantitative and relational, where they converge in indexes in order to associate human resources with job satisfaction, however, there are few studies that deal with the subjective and intrinsic aspect of job satisfaction, that which deals with the analysis of experiences and experiences, with their possible interpretations, in order to build development alternatives, Consequently, through the present study, we sought to explore the social phenomenon of human resources management that promote job satisfaction in the collaborators of Peruvian companies. To this end, through a qualitative approach of phenomenological-hermeneutic design, 9 human resources managers from the industrial, commercial and service sectors were interviewed. The findings of this study highlight the importance of positive environment, professional growth and recognition in the commercial sector, balance and open communication in the industrial sector, and organizational culture and autonomy in the service sector, in addition; at a general level, common barriers to work-life balance are identified, highlighting the need for flexible policies and a proactive approach to well-being. As a consequence, the adequacy of development programs and recognition policies is recommended. At the research level, studies are recommended to evaluate the effectiveness of training and development programs in Peruvian companies, exploring labor policies and their contribution to the proper balance between work and personal responsibilities, with the aim of achieving a work-life balance, promoting the improvement of human resource management in organizations. Received: 1 April 2024 / Accepted: 29 June 2024 / Published: 5 July 2024 |
| format | Article |
| id | openalex:W4400382582 |
| institution | UPeU |
| language | English |
| publishDate | 2024 |
| publishDateRange | 2024 |
| publishDateSort | 2024 |
| record_format | dspace |
| spelling | openalex:W4400382582Human Resources Management for Job Satisfaction in Peruvian EmployeesRafael Romero-CarazasJuan Pablo Ayras-PeraltaDavid Hugo Bernedo-MoreiraFelipe Yony Gómez-CáceresRenzo Alberto Taco-CoaylaMarilí Ruth Mamani-LauraEdith Diana Ramírez CharcaSonia Gladys Gutiérrez Monzónhuman resource managementjob satisfactionwork-life balanceemployee recognitionprofessional developmentorganizational cultureemployee autonomyworkplace communicationflexible work policiesemployee well-beingPeruvian companiesEmployee Performance and ManagementJob Satisfaction and Organizational BehaviorHuman Resource and Talent ManagementThe research works related to job satisfaction are mostly quantitative and relational, where they converge in indexes in order to associate human resources with job satisfaction, however, there are few studies that deal with the subjective and intrinsic aspect of job satisfaction, that which deals with the analysis of experiences and experiences, with their possible interpretations, in order to build development alternatives, Consequently, through the present study, we sought to explore the social phenomenon of human resources management that promote job satisfaction in the collaborators of Peruvian companies. To this end, through a qualitative approach of phenomenological-hermeneutic design, 9 human resources managers from the industrial, commercial and service sectors were interviewed. The findings of this study highlight the importance of positive environment, professional growth and recognition in the commercial sector, balance and open communication in the industrial sector, and organizational culture and autonomy in the service sector, in addition; at a general level, common barriers to work-life balance are identified, highlighting the need for flexible policies and a proactive approach to well-being. As a consequence, the adequacy of development programs and recognition policies is recommended. At the research level, studies are recommended to evaluate the effectiveness of training and development programs in Peruvian companies, exploring labor policies and their contribution to the proper balance between work and personal responsibilities, with the aim of achieving a work-life balance, promoting the improvement of human resource management in organizations. Received: 1 April 2024 / Accepted: 29 June 2024 / Published: 5 July 2024Articlehttps://doi.org/10.36941/ajis-2024-0135https://www.richtmann.org/journal/index.php/ajis/article/download/13919/13470http://dx.doi.org/10.36941/ajis-2024-0135W4400382582enAcademic Journal of Interdisciplinary Studies2281-46122281-39932024-07-05 |
| spellingShingle | human resource management job satisfaction work-life balance employee recognition professional development organizational culture employee autonomy workplace communication flexible work policies employee well-being Peruvian companies Employee Performance and Management Job Satisfaction and Organizational Behavior Human Resource and Talent Management Rafael Romero-Carazas Juan Pablo Ayras-Peralta David Hugo Bernedo-Moreira Felipe Yony Gómez-Cáceres Renzo Alberto Taco-Coayla Marilí Ruth Mamani-Laura Edith Diana Ramírez Charca Sonia Gladys Gutiérrez Monzón Human Resources Management for Job Satisfaction in Peruvian Employees |
| title | Human Resources Management for Job Satisfaction in Peruvian Employees |
| title_full | Human Resources Management for Job Satisfaction in Peruvian Employees |
| title_fullStr | Human Resources Management for Job Satisfaction in Peruvian Employees |
| title_full_unstemmed | Human Resources Management for Job Satisfaction in Peruvian Employees |
| title_short | Human Resources Management for Job Satisfaction in Peruvian Employees |
| title_sort | human resources management for job satisfaction in peruvian employees |
| topic | human resource management job satisfaction work-life balance employee recognition professional development organizational culture employee autonomy workplace communication flexible work policies employee well-being Peruvian companies Employee Performance and Management Job Satisfaction and Organizational Behavior Human Resource and Talent Management |
| topic_facet | human resource management job satisfaction work-life balance employee recognition professional development organizational culture employee autonomy workplace communication flexible work policies employee well-being Peruvian companies Employee Performance and Management Job Satisfaction and Organizational Behavior Human Resource and Talent Management |
| url | https://doi.org/10.36941/ajis-2024-0135 https://www.richtmann.org/journal/index.php/ajis/article/download/13919/13470 http://dx.doi.org/10.36941/ajis-2024-0135 |
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