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Anticona, M., Secca, Y. (2023). La cultura organizacional en una empresa de seguros en Lima Metropolitana en el año 2022 [Tesis, Universidad Privada del Norte]. https://hdl.handle.net/11537/35289
Anticona, M., Secca, Y. La cultura organizacional en una empresa de seguros en Lima Metropolitana en el año 2022 [Tesis]. PE: Universidad Privada del Norte; 2023. https://hdl.handle.net/11537/35289
@misc{renati/446713,
title = "La cultura organizacional en una empresa de seguros en Lima Metropolitana en el año 2022",
author = "Secca Agüero, Yovanna",
publisher = "Universidad Privada del Norte",
year = "2023"
}
Title: La cultura organizacional en una empresa de seguros en Lima Metropolitana en el año 2022
Authors(s): Anticona Arroyo, Miguel Angel; Secca Agüero, Yovanna
Advisor(s): Rossi Valverde, Ricardo Manuel
Keywords: Cultura organizacional; Administración de personal; Compañía de seguros; Instrumento de evaluación de la cultura organizacional; Organizational culture; Insurance company
OCDE field: https://purl.org/pe-repo/ocde/ford#5.02.04
Issue Date: 25-Aug-2023
Institution: Universidad Privada del Norte
Abstract: El objetivo de este estudio fue analizar la cultura organizacional predominante en una empresa de seguros en Lima Metropolitana, utilizando como marco teórico el modelo Competing Values Framework (CVF). Esta investigación tuvo un enfoque cuantitativo y un alcance descriptivo, de diseño no experimental de tipo transversal. Para recopilar datos, se optó por la técnica de encuesta, que se administró a una muestra de 50 colaboradores de la empresa estudiada. El instrumento empleado para esta evaluación fue el "Organizational Culture Assessment Instrument (OCAI)", que consta de 24 ítems distribuidos en 6 dimensiones clave que abarcan las cuatro culturas típicas identificables en una organización: Clan, Adhocracia, Mercado y Jerarquizada. Los resultados revelaron que las culturas predominantes en la organización analizada fueron Mercado y Jerarquizada. Además, se identificó que las culturas preferidas destacadas fueron Clan y Adhocracia. Por otro lado, se llevaron a cabo análisis de las percepciones de la cultura organizacional en función de la edad, el sexo y el grado de instrucción de los colaboradores, revelando diferencias y tendencias significativas en las percepciones culturales entre estos grupos. Es importante mencionar que, aunque se obtuvieron resultados significativos, este estudio presenta algunas limitaciones, siendo una de las principales la falta de comparación con otras empresas del mismo sector. Se recomienda llevar a cabo investigaciones similares en otras organizaciones del mismo rubro con el objetivo de obtener mediciones más profundas y una comprensión más completa de la cultura predominante en el ámbito asegurador, basadas en el modelo Competing Values Framework (CVF).
The objective of this study was to analyze the prevailing organizational culture in an insurance company in Metropolitan Lima, using the Competing Values Framework (CVF) as the theoretical framework. This research had a quantitative approach and a descriptive scope, employing a non-experimental cross-sectional design. To collect data, the survey technique was chosen, which was administered to a sample of 50 employees of the company under study. The instrument used for this assessment was the "Organizational Culture Assessment Instrument (OCAI)," consisting of 24 items distributed across 6 key dimensions covering the four typical cultures identifiable in an organization: Clan, Adhocracy, Market, and Hierarchy. The results revealed that the predominant cultures in the analyzed organization were Market and Hierarchy. Additionally, it was identified that the highlighted preferred cultures were Clan and Adhocracy. On the other hand, analyses of perceptions of organizational culture based on age, gender, and employees' level of education were conducted, revealing significant differences and trends in cultural perceptions among these groups. It is important to mention that, although significant results were obtained, this study has some limitations, with one of the main limitations being the lack of comparison with other companies in the same sector. It is recommended to conduct similar research in other organizations in the insurance industry with the aim of obtaining deeper measurements and a more comprehensive understanding of the prevailing culture in the insurance sector, based on the Competing Values Framework (CVF) model.
The objective of this study was to analyze the prevailing organizational culture in an insurance company in Metropolitan Lima, using the Competing Values Framework (CVF) as the theoretical framework. This research had a quantitative approach and a descriptive scope, employing a non-experimental cross-sectional design. To collect data, the survey technique was chosen, which was administered to a sample of 50 employees of the company under study. The instrument used for this assessment was the "Organizational Culture Assessment Instrument (OCAI)," consisting of 24 items distributed across 6 key dimensions covering the four typical cultures identifiable in an organization: Clan, Adhocracy, Market, and Hierarchy. The results revealed that the predominant cultures in the analyzed organization were Market and Hierarchy. Additionally, it was identified that the highlighted preferred cultures were Clan and Adhocracy. On the other hand, analyses of perceptions of organizational culture based on age, gender, and employees' level of education were conducted, revealing significant differences and trends in cultural perceptions among these groups. It is important to mention that, although significant results were obtained, this study has some limitations, with one of the main limitations being the lack of comparison with other companies in the same sector. It is recommended to conduct similar research in other organizations in the insurance industry with the aim of obtaining deeper measurements and a more comprehensive understanding of the prevailing culture in the insurance sector, based on the Competing Values Framework (CVF) model.
Link to repository: https://hdl.handle.net/11537/35289
Discipline: Administración
Grade or title grantor: Universidad Privada del Norte. Facultad de Negocios
Grade or title: Licenciado en Administración
Juror: Berrospi Ytahashi , Alfredo Martin; Blas Bravo, Karin Zuleika; Fernández Hurtado, Gisela Analy
Register date: 5-Dec-2023
This item is licensed under a Creative Commons License