Bibliographic citations
Torres, P., (2019). Relación entre clima laboral y liderazgo transformacional en las gerencias de servicios financieros y créditos y cobranzas de la empresa Banco Azteca del Perú S.A. [Trabajo de investigación, Universidad Peruana de Ciencias Aplicadas (UPC)]. http://hdl.handle.net/10757/648643
Torres, P., Relación entre clima laboral y liderazgo transformacional en las gerencias de servicios financieros y créditos y cobranzas de la empresa Banco Azteca del Perú S.A. [Trabajo de investigación]. PE: Universidad Peruana de Ciencias Aplicadas (UPC); 2019. http://hdl.handle.net/10757/648643
@mastersthesis{renati/386460,
title = "Relación entre clima laboral y liderazgo transformacional en las gerencias de servicios financieros y créditos y cobranzas de la empresa Banco Azteca del Perú S.A.",
author = "Torres Santiago, Paola Ángela",
publisher = "Universidad Peruana de Ciencias Aplicadas (UPC)",
year = "2019"
}
The objective of the present research was to analyze the relationship between the work environment and the transformational leadership, as well as identify the level of work environment and transformational leadership in the company Banco Azteca del Perú, delimiting us in the geographical area: financial services management (FSM) and credits and collections management (CCM) of greater and lesser rotation. The present research is of a descriptive correlational type, specifying the dimensions and characteristics of the variable work environment and transformational leadership and their relationship. Likewise, the research design is non-experimental with a mixed approach. 300 collaborators participated, to whom two instruments were applied: Work environment survey according to the GPTW model and the multifactorial questionnaire of transformational leadership MLQ 5X 4s of B. Bass and B. Avolio adapted to the objective of the present investigation. The results showed that there are significant and positive correlations between work environment and transformational leadership. It was identified that in the FSM and CCM with lower rotation the level of work environment is higher, unlike FSM and CCM with lower rotation, the work environment is lower. Thus, it was also identified that the level of transformational leadership is higher in the FSM and CCM with less rotation than in the FSM and CCM with greater rotation. As for the recommendations, it is suggested to conduct an executive coaching workshop for leaders, as well as the design and implementation of programs and workshops to reinforce the work environment and transformational leadership. Keywords: work environment, transformational leadership, respect, credibility, impartiality, pride, companionship, idealized influence, inspirational motivation, intellectual stimulation, individualized consideration.
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