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La cultura organizativa y la percepción de igualdad de oportunidades entre mujeres y hombres

  • Autores: Marta Tura Solvas
  • Directores de la Tesis: Carme Martínez Costa (dir. tes.)
  • Lectura: En la Universitat Politècnica de Catalunya (UPC) ( España ) en 2012
  • Idioma: español
  • Materias:
  • Enlaces
    • Tesis en acceso abierto en: TDX
  • Resumen
    • The organizational culture understood as the set of beliefs and values shared by the individuals of an organization, it can modulate and guide, in different degree the behavior of the people who are employed at an organization and also of those who are joining establishing processes of identity and exclusion. The importance of the organizational culture like key factor for the efficiency of the organization, like comparative advantage and also like process of change is demonstrated. The organization can through performances and policies generate behaviors that support the existence of values within the organization. The equality of opportunities between women and men constitutes a value that must join the organizations, understanding the equality of opportunities of kind as the absence of obstacles or barriers that make difficult to the women the participation in the economic area, cultural and social politician in equality of conditions that the masculine group. The equality of sort opportunities reports to the organizations a series of advantages and benefits that have their base in the satisfaction of the personnel, the labor climate, the commitment with the organization, the enrichment and the corporative image. The perception of an unjust treatment or discriminatory has organizational and personal, such consequences as the decrease of the productivity, the increase of the labor absenteeism and the increase of complaints and legal actions. The nonexistence of information and investigations on the perception of equality of opportunities of kind and his possible relation with the organizational culture, has motivated the exposition of this thesis. The general aim of the thesis consists of determining if relation exists between the organizational culture and the equality of opportunities of kind. To obtain this general aim it has considered to identify the areas or dimensions more relevant that they affect the perception of equality of opportunities of kind. To identify if there exists a typology of organizational culture that favors or impedes the perception of equality of opportunities of kind and to analyze the relation between the dimensions of equality of kind and the type of organizational culture. To reach the proposed aims has followed a concrete methodology characterized by 3 phases of investigation: the first one where it is designed and validated a Scale of measurement of the perception of equality of opportunities of kind (EIOG), the second phase, there raises a model of structural equations who relates the different typologies of organizational culture and the perception of discrimination of kind and the third phase that relates the different typologies of organizational culture and the scale of perception (EIOG). For the elaboration of scale EIOG two representative samples have been used, one of 274 people belonging to the university sector and other of 354 people belonging to organizations of the industrial sector and with more than 50 workers / hard-working that have allowed the validation of the scale by means of an analysis of validity of content, convergent and discriminante, as well as an analysis of reliability of the scale. The phase 2 and 3 develop across models of structural equations, statistical powerful tool for the study of causal relations.The investigation concludes that relation exists between both variables object of this thesis, relation exists between the organizational culture and the perception of equality of opportunities between women and men. The contribution of this investigation to the business management is that the persons with responsibilities that occupy the management dome, can have more prudent behaviors, identifying more dominant organizational or influential cultures in the perception and behaviors of his employees and employees. The high direction must be conscious of this advantage implementing policies that promote the equity.


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