Bibliographic citations
Rondón, J., Coronado, F., Olórtegui, C., Pérez, M. (2019). Felicidad y compromiso organizacional en una empresa del sector farmacéutico peruano [Pontificia Universidad Católica del Perú]. http://hdl.handle.net/20.500.12404/13517
Rondón, J., Coronado, F., Olórtegui, C., Pérez, M. Felicidad y compromiso organizacional en una empresa del sector farmacéutico peruano []. PE: Pontificia Universidad Católica del Perú; 2019. http://hdl.handle.net/20.500.12404/13517
@mastersthesis{sunedu/2661301,
title = "Felicidad y compromiso organizacional en una empresa del sector farmacéutico peruano",
author = "Pérez Baena, Manuel José",
publisher = "Pontificia Universidad Católica del Perú",
year = "2019"
}
In the business world, human management is changing its focus from one based on the problems of work such as stress, extreme fatigue and work addiction, to one based on the positive states of its workers such as work happiness, commitment and satisfaction. This in order to find what motivates, engages and drives its workers, to empower and improve their performance within the organization (Sanín, 2017). In this scenario, happiness is a concept that has taken greater prominence within organizations, because the literature reviewed suggests that the happiest employees have a greater organizational commitment and as a consequence a greater productive performance, developing their strengths and teamwork towards the achievement of a common goal. The objective of this research is to determine the influence of happiness on organizational commitment, which describes and analyzes the relationship between the happiness model of Hills and Argyle (2002) with the three components (affective, continuity and normative) of Allen and Meyer's model (1990). This is a study with a quantitative, transectional, non-experimental approach, with a descriptive-correlational scope, which was applied to 305 employees of the pharmaceutical company. The results of this research concluded that organizational commitment, mainly due to its affective component, has a moderately high direct relationship with happiness, primarily due to its relationship with the dimension of satisfaction with life. However, there is a direct and moderate weak relation between the happiness of the collaborator and the continuous component of the organizational commitment, which suggests that the worker is willing to change employment regardless of their time of permanence. Finally, given the scarce information about this relationship, it is recommended to expand the research in order to achieve a better management of human talent in organizations.
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