Efectos del conflicto trabajo-familia sobre el personal universitario. Un caso de estudio
Abstract
Los conflictos laborales familiares pueden ser positivos o negativos y surgen del escenario laboral o familiar. Por lo tanto, el presente estudio tuvo como objetivo analizar cómo los conflictos laborales-familiares influyen en el capital humano y desempeño laboral individual. Para ello se encuestó 424 colaboradores de la Universidad Peruana Unión, donde se aplicó una estrategia cuantitativa, de corte transversal, de tipo predictivo y explicativo, a través de un análisis de ecuaciones estructurales. Se utilizaron tres instrumentos para medir el conflicto trabajo-familia, capital humano y desempeño laboral individual. Esta metodología permitió encontrar que los conflictos laborales familiares influyen significativamente en el capital humano (p<0.05; efecto=0.48) y desempeño laboral individual (p<0.05; efecto=0.48), confirmando el modelo de hipótesis general a través de los índices de bondad de ajuste (CMIN=3788.97; DF=1146; CMIN/DF=3.306; NP=.000; TLI=0.831; CFI=0.842; RMSEA=0.074). En conclusión, los conflictos laborales familiares cuando son positivos pueden predecir e influir un buen capital humano y desempeño laboral individual, en cambio, cuando son negativos puede afectar al capital humano y su desempeño.
References
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Huang, S., Yu, Z., Shao, Y., Yu, M., & Li, Z. (2021). Relative effects of human capital, social capital and psychological capital on hotel employees’ job performance. International Journal of Contemporary Hospitality Management, 33(2), 490–512. https://doi.org/10.1108/IJCHM-07-2020-0650
Ibarra-Cisneros, M. A., & Hernández-Perlines, F. (2019). La influencia del capital intelectual en el desempeño de las pequeñas y medianas empresas manufactureras de México: el caso de Baja California. Innovar, 29(71), 79–96. https://doi.org/10.15446/innovar.v29n71.76397
Ismail, H. N., & Gali, N. (2017). Relationships among performance appraisal satisfaction, work–family conflict and job stress. Journal of Management & Organization, 23(3), 356–372. https://doi.org/10.1017/jmo.2016.15
Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., & Rosenthal, R. A. (1964). Organizational stress: Studies in role conflict and ambiguity. In Organizational stress: Studies in role conflict and ambiguity. John Wiley.
Koopmans, L. (2015). Individual Work Performance Questionnaire instruction manual. TNO Innovation for Life – VU University Medical Center.
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Schaufeli, W. B., De Vet Henrica, C. W., & Van Der Beek, A. J. (2011). Conceptual frameworks of individual work performance: A systematic review. Journal of Occupational and Environmental Medicine, 53(8), 856–866. https://doi.org/10.1097/JOM.0b013e318226a763
Li, A., Bagger, J., & Cropanzano, R. (2017). The impact of stereotypes and supervisor perceptions of employee work–family conflict on job performance ratings. Human Relations, 70(1), 119–145. https://doi.org/10.1177/0018726716645660
Lim, D. H., Song, J. H., & Choi, M. (2012). Work–family interface: Effect of enrichment and conflict on job performance of Korean workers. Journal of Management & Organization, 18(3), 383–397. https://doi.org/10.5172/jmo.2012.18.3.383
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Martín de Castro, G., Alama, E. M., Navas, J. E., & López, P. (2009). El papel del capital intelectual en la innovación tecnológica. Un aplicación a las empresas de servicios profesionales de España. Cuadernos de Economía y Dirección de La Empresa, 12(40), 83–109. https://doi.org/10.1016/S1138-5758(09)70043-X
Medina-Garrido, J. A., Biedma-Ferrer, J. M., & Ramos-Rodríguez, A. R. (2017). Relationship between work-family balance, employee well-being and job performance. Academia Revista Latinoamericana de Administración, 30(1), 40–58. https://doi.org/10.1108/arla-08-2015-0202
Meijman, T. F., & Mulder, G. (1998). Psychological aspects of workload. In P. J. Drenth, H. Thierry, & C. J. de Wolff (Eds.), Handbook of work and organizational psychology (p. 5/ 33). Psychology Press.
Mincer, J. A. (1958). Investment in Human Capital and Personal Income Distribution. Journal of Political Economy, 66(4), 281–302. http://www.jstor.org/stable/1827422
Mincer, J. A. (1974). The Human Capital Earnings Function. In Schooling, Experience, and Earnings (1st ed., pp. 83–96). National Bureau of Economic Research.
Moreno, B., Sanz, A. I., Rodríguez, A., & Geurts, S. (2009). Propiedades psicométricas de la versión española del Cuestionario de Interacción Trabajo-Familia (SWING). Psicothema, 21(2), 331–337. https://www.redalyc.org/articulo.oa?id=72711654025
Moreno, E. N., Quispe, J., Velarde, B., & Velásquez, C. A. (2016). Conflictos en la vida laboral y familiar de la mujer ejecutiva en Lima Metropolitana [Pontificia Universidad Católica del Perú]. http://tesis.pucp.edu.pe/repositorio/handle/123456789/7651
Motowidlo, S. J., Borman, W. C., & Schmit, M. J. (1997). A Theory of Individual Differences in Task and Contextual Performance. In Human Performance (Vol. 10, Issue 2, pp. 71–83).
Obrenovic, B., Jianguo, D., Khudaykulov, A., & Khan, M. A. S. (2020). Work-Family Conflict Impact on Psychological Safety and Psychological Well-Being: A Job Performance Model. Frontiers in Psychology, 11(March), 1–18. https://doi.org/10.3389/fpsyg.2020.00475
Ongaki, J. (2019). An examination of the relationship between flexible work arrangements, work-family conflict, organizational commitment, and job performance. Management, 23(2), 169–187. https://doi.org/10.2478/manment-2019-0025
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Published
2022-05-07
How to Cite
Geraldo Campos, L. A., & Pedro Leonardo, T. H. (2022). Efectos del conflicto trabajo-familia sobre el personal universitario. Un caso de estudio. Revista Venezolana De Gerencia, 27(7), 103-117. https://doi.org/10.52080/rvgluz.27.7.8
Section
Gestión organizacional en entornos resilientes
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
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