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Item type:Publication, Servant leadership and job satisfaction in master of business administration students(Centro de Información Tecnológica, 2020-12-01)La presente investigacin tuvo como propsito validar el efecto positivo del liderazgo servidor en la satisfaccin laboral, utilizando como base la teora del aprendizaje social. Este estilo de liderazgo surgi como un enfoque altruista que prioriza aspiraciones y necesidades de los seguidores. Se administr un cuestionario a una muestra de 225 estudiantes que cursaban la maestra en administracin de empresas (MBA, por sus siglas en ingls) en CENTRUM Catlica del Per. El estudio presenta un alcance explicativo, corte transversal y enfoque cuantitativo. El anlisis de datos incluy la aplicacin de tcnicas como anlisis factorial y modelos de ecuaciones estructurales. Los resultados corroboraron la influencia positiva del liderazgo servidor en la satisfaccin laboral de los subordinados y demostraron que las dimensiones del liderazgo servidor fueron fielmente replicadas en el contexto peruano. Los hallazgos resaltan la importancia de adoptar enfoques de liderazgo ms altruistas en la promocin de la satisfaccin laboral, del que deriven mejores actitudes laborales.1 - Some of the metrics are blocked by yourconsent settings
Item type:Publication, Faculty turnover segmentation for the retention of academic talent(Centro de Información Tecnológica, 2024-01-01)This study aims at defining typologies of higher education professors by identifying the most important factors that determine job satisfaction to improve their retention. The methodology is quantitative, non-experimental, and descriptive. For this purpose, a sample of 163 professors from an educational institution located in Lima (Peru) is surveyed to assess their perceptions, preferences, and job expectations. Applying a K-means cluster analysis results in three teacher profiles: promoters, indifferent, and critical. In these three groups, there are differentiated assessments on the importance each assigns to organizational factors (salary, benefits, career development, networking, and institutional prestige) when choosing a new employer or when assessing their current employer. In conclusion, it is important to design and implement differentiated professor retention policies for each group in order to respond more effectively to their career expectations.