Almeyda, M., Paredes, M., Ipanaque, W., Pongo, P. (2016). Determinantes de la satisfacción laboral de las mujeres ejecutivas en Lima Metropolitana [Tesis, Pontificia Universidad Católica del Perú]. http://hdl.handle.net/20.500.12404/7538
Almeyda, M., Paredes, M., Ipanaque, W., Pongo, P. Determinantes de la satisfacción laboral de las mujeres ejecutivas en Lima Metropolitana [Tesis]. PE: Pontificia Universidad Católica del Perú; 2016. http://hdl.handle.net/20.500.12404/7538
title = "Determinantes de la satisfacción laboral de las mujeres ejecutivas en Lima Metropolitana ",
author = "Pongo de Mendiburu, Pedro César",
publisher = "Pontificia Universidad Católica del Perú",
year = "2016"
In the last decade, the increase of female population that is economically active in Metropolitan Lima and the lack of relevant information about the determinants of job satisfaction bring as a consequence the lack of adequate strategies to increase the job satisfaction of executive women. Therefore, the objective of this investigation is identify which are the determinants of job satisfaction for executive women in Metropolitan Lima, the employer’s perspective about these and the strategies to increase the job satisfaction. This investigation becomes vital due to the need of knowing what factors women value in order to achieve job satisfaction and how this knowledge is favorable for the organizations. The nature of the investigation used a qualitative approach and is descriptive. The strategy used was the case study. The delimitations are that the study was performed in Metropolitan Lima and only to those women who work on medium and large size organizations. The conceptual framework used Kim (cited by Saifuddin, Allah, Farzand & Muhammad, 2012) who indicated that the theory of Herzberg was the most useful in order to study job satisfaction. As a result of the investigation, the conclusions are divided in the perception of the executive women and the perception of the employer. One of the most interesting conclusions was the one that reassures what the Herzberg’s theory had stated about the intrinsic factors and their influence on job satisfaction. There are also extrinsic factors that are valued by the executive women. The employers also think that the executive women value intrinsic and extrinsic factors as determinants for their job satisfaction
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