La educación y la distribución del tiempo laboral como variables para la selección de personal y la eficiencia organizacional
Education and work time distribution as variables for the selection of person-nel and organizational efficiency
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Candelo-Viáfara, J. M. (2020). La educación y la distribución del tiempo laboral como variables para la selección de personal y la eficiencia organizacional. Revista Escuela De Administración De Negocios, (88), 49–62. https://doi.org/10.21158/01208160.n88.2020.2498
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Este documento tiene como objetivo plantear un modelo analítico que permita mejorar la elección del recurso humano en las organizaciones a fin de aumentar la eficiencia organizacional. Para realizar dicho modelo se utilizan la hermenéutica, la estática comparativa y la narrativa como herramientas fundamentales de investigación; también se analizan factores importantes a tener en cuenta durante la selección de personal como la satisfacción laboral, la productividad y los salarios de eficiencia. El modelo planteado pretende aumentar la productividad y el bienestar de los colaboradores, así como reducir la incertidumbre al momento de tomar decisiones en las organizaciones; pues, teniendo en cuenta existen diversos cargos con dedicación temporal distinta, se basa en tres variables fundamentales: el tiempo extralaboral del individuo, el tiempo que el individuo está dispuesto a permanecer trabajando y el nivel de educación que tiene; siendo estas dos últimas las de mayor trascendencia y las que permiten concluir que en el caso de la alta gerencia, las personas que ocupen estos cargos deben ser individuos con un alto nivel de conocimiento, dispuestos a sacrificar mucho de su tiempo trabajando, mientras que servicios como el de vigilancia lo deben ocupar personas dispuestas a sacrificar mucho de su tiempo en el trabajo, que tengan bajos niveles de educación.
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Referencias (VER)
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Gardiner, A. R.; Armstrong-Wright, D. (2000). Employee selection and anti- discrimination law: implications for multi-criteria group decision support. Journal of Multi-Criteria Decision Analysis, 9, 99-109. DOI: https://doi.org/10.1002/10991360(200001/05)9:1/3%3C99::AID-MCDA271%3E3.0.CO;2-G
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Godoy, L. A. (2002). Sobre la estructura de las analogías en ciencias. Interciencia, 27(8), 422-429. Recuperado de https://bit.ly/2TZVSDc
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Harter, J. K.; Blacksmith, N. (2010). Employee engagement and the psychology of joining, staying in, and leaving organizations. En P. A. Linley; S. Harrington; N. Garcea (Eds.) Oxford handbook of positive psychology and work. (121-130). Oxford: Oxford. DOI: https://doi.org/10.1093/oxfordhb/9780195335446.013.0010
Herriot, P. (2002). Selection and self: selection as a social process. European Journal of Work and Organizational Psychology, 11(4), 385-402. DOI: https://doi.org/10.1080/13594320244000256
Herzberg, F.; Mausner, B.; Snyderman, B. (1959). The motivation to work. Nueva York: John Wiley & Sons.
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Jessop, A. (2004). Minimally biased weight determination in personnel selection. European Journal of Operational Research, 153(2), 433-444. DOI: https://doi.org/10.1016/S03772217(03)00163-2
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Berelson, B. (1952). Content analysis in communication research. Nueva York: The Free Press.
Brezhneva, O.; Tret’yakov, A. A.; Wright, S. E. (2012). A short elementary proof of the Lagrange multiplier theorem. Optimization Letters, 6(8), 1597-1601. DOI: https://doi.org/10.1007/s11590-011-0349-4
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Boran, S.; Goztepe, K.; Yavuz, E. (2008). A study on election of personnel based on performance measurement by using analytic network process (ANP). International Journal of Computer Science and Network Security, 8(4), 333- 340. Recuperado de https://bit.ly/36OwzJm
Boyatzis, R. E. (1982). The competent manager: a model for effective performance. Nueva York: John Wiley & Sons.
Caldwell, D. F.; O'Reilly III, C. A. (1990). Measuring person-job fit with a profile-comparison process. Journal of Applied Psychology, 75(6), 648-657. DOI: https://doi.org/10.1037/0021-9010.75.6.648
Caraballo, P. (1996). Salarios, productividad y empleo: la hipótesis de los salarios de eficiencia. Revista Cuadernos de Estudios Empresariales, 6, 105-127. Recuperado de https://bit.ly/2XntdK7
Capaldo, G.; Zollo, G. (2001). Applying fuzzy logic to personnel assessment: a case study. Omega, 29(6), 585-597. DOI: https://doi.org/10.1016/S0305-0483(01)00047-0
Chien, C. F.; Chen, L. F. (2008). Data mining to improve personnel selection and enhance human capital: a case study in high-technology industry. Expert Systems with Applications, 34(1), 280-290. DOI: https://doi.org/10.1016/j.eswa.2006.09.003
Christian, M. S.; Garza, A. S.; Slaughter, J. E. (2011). Work engagement: a quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89-136. DOI: https://doi.org/10.1111/j.1744-6570.2010.01203.x
Cobb, C.W.; P.H. Douglas (1928). A theory of production. American Economic Review, 18(1), 139165. Recuperado de www.jstor.org/stable/1811556
Collings, D. G.; Mellahi, K. (2009). Strategic talent management: a review and research agenda. Human Resource Management Review, 19(4), 304-313. DOI: https://doi.org/10.1016/j.hrmr.2009.04.001
Contreras, F. L.; Ramos, M. L. Z. (2016). What is marketing? A study on marketing managers’ perception of the definition of marketing. Forum Empresarial, 21(1), 49-69. DOI: https://doi.org/10.33801/fe.v21i1.4087
Crampton, S. M.; Wagner III, J. A. (1994). Percept-percept inflation in microorganizational research: an investigation of prevalence and effect. Journal of Applied Psychology, 79(1), 67-76. DOI: https://doi.org/10.1037/0021-9010.79.1.67
Dagdeviren, M. (2010). A hybrid multi-criteria decision-making model for personnel selection in manufacturing systems. Journal of Intelligent Manufacturing, 21(4), 451-460. DOI: https://doi.org/10.1007/s10845-008-0200-7
Dagdeviren, M.; Yuksel, I. (2007). Personnel selection using analytic network process. Istanbul Ticaret Universitesi Fen Bilimleri Dergisi Yıl, 6(11), 99-118. Recuperado de https://bit.ly/3cpaIJN
Day, R. A. (2005). Cómo escribir y publicar trabajos científicos. Washington: Organización Panamericana de la Salud. Publicación Científica y Técnica 598.
Desormeaux, N. (19 de mayo de 2010). Salarios de eficiencia y productividad Valparaíso, Chile: Universidad Técnica Federico Santa María.
Espitia, Y. P. (2010). La selección por competencias aplicada en la seguridad privada (Trabajo de grado). Facultad de Relaciones Internacionales, Estrategia y Seguridad, Especializacion en Administracion de la Seguridad, Universidad Militar Nueva Granada, Bogotá, Colombia. Recuperado de https://bit.ly/36PiXNO
García-Bernal, J.; Gargallo-Castel, A.; Marzo-Navarro, M.; Rivera-Torres, P. (2005). Job satisfaction: empirical evidence of gender differences. Women in Management Review, 20(4), 279-288. DOI: https://doi.org/10.1108/09649420510599098
Gardiner, A. R.; Armstrong-Wright, D. (2000). Employee selection and anti- discrimination law: implications for multi-criteria group decision support. Journal of Multi-Criteria Decision Analysis, 9, 99-109. DOI: https://doi.org/10.1002/10991360(200001/05)9:1/3%3C99::AID-MCDA271%3E3.0.CO;2-G
Gargallo-López, B. (2008). Estilos de docencia y evaluación de los profesores universitarios y su influencia sobre los modos de aprender de sus estudiantes. Revista Española de Pedagogía, LXVI(241), 425-446. Recuperado de https://bit.ly/2Xqg970
Guest, D. E. (2014). Employee engagement: a skeptical analysis. Journal of Organizational Effectiveness: People and Performance, 1(2), 141-156. DOI: https://doi.org/10.1108/JOEPP-04-2014-0017
Godoy, L. A. (2002). Sobre la estructura de las analogías en ciencias. Interciencia, 27(8), 422-429. Recuperado de https://bit.ly/2TZVSDc
Hamermesh, D. S. (1977). Economic aspects of job satisfaction. En O. Ashenfelter; W. Oates (Ed.) Essays in Labor Market Analysis. (53-72). Nueva York: John Wiley.
Harter, J. K.; Blacksmith, N. (2010). Employee engagement and the psychology of joining, staying in, and leaving organizations. En P. A. Linley; S. Harrington; N. Garcea (Eds.) Oxford handbook of positive psychology and work. (121-130). Oxford: Oxford. DOI: https://doi.org/10.1093/oxfordhb/9780195335446.013.0010
Herriot, P. (2002). Selection and self: selection as a social process. European Journal of Work and Organizational Psychology, 11(4), 385-402. DOI: https://doi.org/10.1080/13594320244000256
Herzberg, F.; Mausner, B.; Snyderman, B. (1959). The motivation to work. Nueva York: John Wiley & Sons.
Hulin, C. L.; Roznowski, M.; Hachiya, D. (1985). Alternative opportunities and withdrawal decisions: empirical and theoretical discrepancies and an integration. Psychological Bulletin, 97(2), 233-250. DOI: https://doi.org/10.1037/0033-2909.97.2.233
Jessop, A. (2004). Minimally biased weight determination in personnel selection. European Journal of Operational Research, 153(2), 433-444. DOI: https://doi.org/10.1016/S03772217(03)00163-2
Jex, S. M.; Gudanowski, D. M. (1992). Efficacy beliefs and work stress: an exploratory study. Journal of Organizational Behavior, 13(5), 509-517. DOI: https://doi.org/10.1002/job.4030130506
Judge, T. A.; Watanabe, S. (1993). Another look at the job satisfaction-life satisfaction relationship. Journal of Applied Psychology, 78(6), 939-948. DOI: https://doi.org/10.1037/00219010.78.6.939
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724. DOI: https://doi.org/10.5465/256287
Karsak, E. E.; Sozer, S.; Alptekin, S. E. (2003). Production planning in quality function deployment using a combined analytical network process and goal programming approach. Computers and Industrial Engineering, 44(1), 171-190. DOI: https://doi.org/10.1016/S0360-8352(02)00191-2
Kristof, A. L. (2006). Person-organization fit: an integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1-49. DOI: https://doi.org/10.1111/j.1744-6570.1996.tb01790.x
Lee-Ross, D. (1993). Two styles of management, two types of worker. International Journal of Contemporary Hospitality Management, 5(4), 20-24. DOI: https://doi.org/10.1108/09596119310042073
Liang, S. L.; Wang, M. J. (1994). Personnel selection using Fuzzy MCDM Algorithm. European Journal of Operational Research, 78(1), 22-33. DOI: https://doi.org/10.1016/03772217(94)90119-8
Lin, H. C. (2010). Personnel selection using analytic network process and fuzzy data envelopment analysis approaches. Computers & Industrial Engineering, 59(4), 937-944. DOI: https://doi.org/10.1016/j.cie.2010.09.004
Macey, W. H.; Schneider, B. (2008). The meaning of employee engagement. Industrial and Organizational Psychology: Perspectives on Science and Practice, (1), 3-30. DOI: https://doi.org/10.1111/j.1754-9434.2007.0002.x
Mangione, T. W.; Quinn, R. P. (1975). Job satisfaction, counterproductive behavior, and drug use at work. Journal of Applied Psychology, 60(1), 114-116. DOI: https://doi.org/10.1037/h0076355
Maslow, A. H. (1954). Motivación y personalidad. Nueva York: Harper & Row.
May, D. R.; Gilson, R. L.; Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77, 11-37. DOI: https://doi.org/10.1348/096317904322915892
Mayo, E. (1933). The human problems of an industrial civilization. Salem, NH: Ayer.
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