Rufino, L., Sivirichi, Y., Rufino, N., Martínez, M. (2018). Correlación entre felicidad y rotación de personal en una empresa minera [Tesis, Pontificia Universidad Católica del Perú]. http://hdl.handle.net/20.500.12404/13189
Rufino, L., Sivirichi, Y., Rufino, N., Martínez, M. Correlación entre felicidad y rotación de personal en una empresa minera [Tesis]. PE: Pontificia Universidad Católica del Perú; 2018. http://hdl.handle.net/20.500.12404/13189
title = "Correlación entre felicidad y rotación de personal en una empresa minera",
author = "Martínez Mejía, Mario",
publisher = "Pontificia Universidad Católica del Perú",
year = "2018"
Currently, staff turnover is one of the main challenges facing companies in Latin America and the World. In Peru, although the mining sector is one of the most impacted by this problem, it is also possible to find some companies in the sector as a referent for talent retention. Although various investigations have studied the causes of staff turnover, it seems that it is not enough to reduce this problem. Thus, research focused on happiness and its possible relationship with staff turnover. The objective of the present investigation is to determine if there is a correlation between happiness and staff turnover, taking as reference several authors who affirm that the correlation between happiness and turnover of staff occurs through work commitment. For this, a quantitative investigation was carried out on the employees of a unit of a mining company with operations in Peru that belongs to the sector of the Great Mining. As instruments, the Lima Happiness Scale (Alarcón, 2006) and the Utrech Commitment Scale (Schaufelli & Bakker, 2009) were used to measure the happiness and work commitment of the employees, analyzing later the correlation between these variables and the Staff turnover It is concluded that there is no significance among the analyzed variables without finding sufficient evidence to confirm that there is a correlation between the three variables; however, it can not be said that there is no correlation between them, since the findings in some managements show concordance with the theoretical framework. At a general level, the mining company maintains optimum levels of happiness, work commitment and staff turnover; however, there is disparity between the results by management, so it would be convenient to manage happiness as a complementary plan and, in addition, not to neglect the continuity of similar studies to contribute to the management of control of its indicators.
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