Engagement laboral y su relación con la rotación del personal de la CMAC Trujillo 2023
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Date
2023
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Universidad Nacional de Trujillo
Abstract
La presente investigación tuvo como objetivo general determinar la relación entre el engagement laboral y la rotación del personal de la CMAC Trujillo 2023. La metodología utilizada fue de tipo aplicada, enfoque cuantitativo, diseño no experimental, transversal y correlacional-descriptiva. La población estuvo conformada por 40 colaboradores de CMAC Trujillo, se utilizó como técnica la encuesta y como instrumento el cuestionario. Como resultados de la investigación se tiene que el 17.50% de los colaboradores mencionaron que el nivel del engagement laboral es alto, el 40% indicaron que es medio y el 42.50% indicaron que es bajo. Por lo tanto, el nivel es bajo. El 35% de los colaboradores mencionaron que el nivel de la rotación de personal es alto, el 45% indicaron que es medio y el 20% indicaron que es bajo. Por lo tanto, el nivel es medio. Como conclusión principal se tiene que el valor de Rho Spearman es de -0.825 y su p-valor es 0.000<0.05 por lo tanto, la variable engagement laboral tiene una relación negativa significativa con la variable rotación del personal en la CMAC Trujillo, 2023.
The general objective of this research was to determine the relationship between work engagement and staff turnover at CMAC Trujillo 2023. The methodology used was applied, a quantitative approach, a non-experimental, cross-sectional, and correlational-descriptive design. The population was made up of 40 employees of CMAC Trujillo, the survey was used as a technique and the questionnaire as an instrument. As results of the investigation, 17.50% of the collaborators mentioned that the level of work engagement is high, 40% indicated that it is medium and 42.50% indicated that it is low. Therefore, the level is low. 35% of the collaborators mentioned that the level of staff turnover is high, 45% indicated that it is medium and 20% indicated that it is low. Therefore, the level is medium. The main conclusion is that the Rho Spearman value is -0.825 and its p-value is 0.000<0.05, therefore, the labor engagement variable has a significant negative relationship with the staff turnover variable at CMAC Trujillo, 2023.
The general objective of this research was to determine the relationship between work engagement and staff turnover at CMAC Trujillo 2023. The methodology used was applied, a quantitative approach, a non-experimental, cross-sectional, and correlational-descriptive design. The population was made up of 40 employees of CMAC Trujillo, the survey was used as a technique and the questionnaire as an instrument. As results of the investigation, 17.50% of the collaborators mentioned that the level of work engagement is high, 40% indicated that it is medium and 42.50% indicated that it is low. Therefore, the level is low. 35% of the collaborators mentioned that the level of staff turnover is high, 45% indicated that it is medium and 20% indicated that it is low. Therefore, the level is medium. The main conclusion is that the Rho Spearman value is -0.825 and its p-value is 0.000<0.05, therefore, the labor engagement variable has a significant negative relationship with the staff turnover variable at CMAC Trujillo, 2023.
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Keywords
Engagement laboral, Rotación de personal, Vigor