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URI permanente para esta colecciónhttps://hdl.handle.net/20.500.12640/4067
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Ítem Acceso Abierto Conductas elegidas o forzadas a elegir: normas y valores asumidos por los ejecutivos(Universidad Politécnica Salesiana, 2023-04-01) Reynoso Espinoza, Deivit Wilfredo; Arbaiza Fermini, LydiaThis research describes some of the values and norms that business executives use to choose their behaviors in work, social and family environments. Using qualitative methodology, data collection was conducted with the support of the projective technique called “life history”. The coding and analysis of the applied technique allowed the reporting of norms and values that are in use by executives. Fifty-three executives from companies from different sectors participated in this research. The analyzes show that the executives follow and align their behaviors to norms and values that demonstrate their memberships with the groups. These guidelines have positive and, in others, negative effects for themselves, their family, their co-workers and their friends. Among the first, it stands out that executives seek to demonstrate and demand the profitable use of time, achieve their development and growth of the organization, and achieve leadership positions. Frames of reference for their behaviors with non-positive or ambiguous effects are also observed. Among these, it is shown that executives present as norms and values being willing to sacrifice their family time for the company’s objectives, tolerating conditions of mistreatment and mistreatment, and staying on the sidelines or getting involved as little as possible with the people with whom they work. In this study we describe some NV that are follow by the executives as they ́ve as their own and determining to demonstrate their membership to the group. This demanding nature makes them rationalize and transfer the responsibility for the consequences of their behaviors abroad.Ítem Acceso Abierto Neuroeconomics in cooperatives: hierarchy of emotional patterns in the collective decision-making process for sustainable development(MDPI, 2022-06-15) Zúñiga Aguilar, IsaacThe goal of this study is to determine the level of adaptation of agro-industrial cooperatives of small producers of alternative crops, and it considers the hierarchy of patterns to evaluate their systemic responses to accelerated change following the COVID-19 pandemic by evaluating the risk of their structures adapting to the digital environment. With a total of (n = 90) volunteer responders, the study is experimental, transactional, descriptive, and correlational, with a control group (CENFROCAFE) and an experimental group (ACEPAT) (24 producer partners, 14 producer managers, and 7 employees for each cooperative). In Step 1 (SOFT aspect), it measures the organizational memory (OM) of Y0 = 0.32 in the (control group) and Y1 = 0.59 in the (experimental group) by measuring hidden plots in the formal and informal interrelations of its members with the correlation of the holistic competencies of innovation. In Stage 2 (HARD aspect), the impact of the digital operational risk (DOR) is measured in the adaptation of the organization structure, which results in the control group with a Digital Operational Risk (DOR) = (3.4), which is “High” and greater than the experimental group with DOR = (3.3), which is “Moderate”. In conclusion, Hypothesis 1 is met with a greater adaptation of the experimental group, greater organizational memory, and lower digital operational risk, which reflects that the memory of the organization would reflect the temporal memories of the human brains of its members, and that, in the same way, its behavior could be predicted linearly.Ítem Acceso Abierto Hierarchical distance and employees' commitment as conditioning of team-based work in the Spanish public sector(Wiley, 2021-05-28) Triguero-Sánchez, Rafael; Peña-Vinces, Jesús; Guillén, JorgeTeam-based work (TBW) plays a crucial role in the success and quality of public services. In the context of the Spanish public sector, our study evaluates if a low level of hierarchical distance (HD) in public organizations condition the public employees’ commitment (EC) as well as TBW, assessed in terms of participation and consensus among team members. Simultaneously, we evaluated to what extent EC help to enhance TBW. Employing a sample of 213 government organizations from the south of Spain through a model of structural equations, we were able to answer the above questions. Our results revealed that team-based work functions more successfully within public organizations where there exists little verticality in their structures, norms, values and rules – in simplest terms, where there is minimal organizational HD. Such results also suggest that although regulations exist in the Spanish public sector, should public organizations attempt to be less vertical and more horizontal, they would perhaps have public servants that were more committed to their organizations. As a result, servants view the organization as their own and remain loyal. Finally, from an academic perspective, this study could be one of few to research and evaluate the hierarchical role and employees’ commitment to the functioning of public employees based on participation and consensus in their work teams.
