Aproximaciones a la forma de pensar del servidor público peruano. Diagnóstico de perfiles éticos en una muestra de entidades del sector público. Derrumbando y confirmando mitos: ¿qué perfiles éticos se podrían empezar a caracterizar a partir de la influencia de los regímenes laborales vigentes?
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2020-07-03
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Pontificia Universidad Católica del Perú
Abstract
presente trabajo presenta el diagnóstico de las características éticas de los
servidores púbicos peruanos de los tres principales regímenes laborales,
describiendo el contexto laboral en el que se desenvuelven y formulando algunas
posibles explicaciones a los perfiles éticos encontrados. En dicha línea, esta
tesis busca responder a las siguientes preguntas: ¿A qué características
responden los perfiles éticos que existen en el sector público peruano? y ¿Qué
causas condicionarían la configuración de tales perfiles?
Esta investigación llega a la conclusión que las normas laborales (bajo la forma
de regímenes generales) ejercen, en cierta medida, influencia en las
percepciones de los servidores públicos, respecto del clima ético que dichos
regímenes habilitan en sus entidades. Ello se traduce en la configuración de
perfiles éticos con atributos medianamente diferenciados según cada régimen
laboral. En efecto, cada régimen laboral general regula y organiza la gestión
humana de las entidades públicas de diferente manera, generando climas éticos
que desafían la forma de pensar o la orientación ética de los servidores públicos
bajo su alcance. La particularidades de cada régimen laboral se analizaron a
partir de una investigación exploratoria cualitativa realizada por la Autoridad
Nacional del Servicio Civil – SERVIR-, a cuatro componentes o dimensiones del
clima ético: (i) Capacitación, (ii) Liderazgo de la Alta Dirección, (ii) Capacidad
para denunciar conductas no éticas y (iv) Socialización profesional. En este
punto, otra conclusión es que existe una desconexión entre los regímenes
laborales y las necesidades o expectativas de los servidores en tales aspectos.
Arribo también a la conclusión que las percepciones, de acuerdo con la filosofía,
la psicología y la economía del comportamiento, responden a la influencia del
grupo, a procesos emocionales, a sesgos cognitivos y a criterios de reciprocidad
equilibrada que inciden, en alguna medida, en la calidad de los perfiles éticos
que se forman. Por tanto, hay un desafío para los entes rectores tanto de recursos humanos y
de integridad en nuestro país, que consiste en modificar los contextos laborales
y conciliar los elementos que impiden promover mejores perfiles éticos en el
Estado.
This research work presents the diagnosis of the ethical characteristics of the Peruvian public servants contracted by the three main labor regimes, by describing the context in which they work and by formulating some explanations on the ethical profiles found. Accordingly, the thesis aims to answer the following questions: to which characteristics do the ethical profiles in the Peruvian public sector respond to? And, which are the causes of the actual configuration of those ethical profiles? This thesis concludes that labor norms (represented by general regimes) influence, to some extent, the perceptions of public servants regarding to the ethical environment that those regimes set up in the public agencies. That turns into the configuration of ethical profiles with moderately distinguishable attributes by labor regime. In fact, each labor regime rules and organizes the human resources management of public agencies in a different manner, generating ethical environments that defy the way public servants think or their ethical orientation. The characteristics of each labor regime where analyzed based on an exploratory qualitative research performed by the National Authority for the Civil Service – SERVIR (for its initial in Spanish) to four dimensions of the ethical environment: (i) Training; (ii) Leadership of top level management; (iii) Capacities for reporting unethical behavior; and, (iv) Professional socialization. At this point, another conclusion is that labor regimes are disconnected from the necessities or expectations of public servants on those matters. Another conclusion is that perceptions, according to the philosophy, psychology and economics of behavior, respond to group pressure, emotional processes, cognitive biases and balanced-reciprocity criteria, that have an impact, in some measure, on the quality of ethical profiles. Therefore, there is a defiance for the ruling agencies of both human resources management and integrity in our country: change the labor contexts and reconcile the elements that prevent promoting better ethical profiles in the State.
This research work presents the diagnosis of the ethical characteristics of the Peruvian public servants contracted by the three main labor regimes, by describing the context in which they work and by formulating some explanations on the ethical profiles found. Accordingly, the thesis aims to answer the following questions: to which characteristics do the ethical profiles in the Peruvian public sector respond to? And, which are the causes of the actual configuration of those ethical profiles? This thesis concludes that labor norms (represented by general regimes) influence, to some extent, the perceptions of public servants regarding to the ethical environment that those regimes set up in the public agencies. That turns into the configuration of ethical profiles with moderately distinguishable attributes by labor regime. In fact, each labor regime rules and organizes the human resources management of public agencies in a different manner, generating ethical environments that defy the way public servants think or their ethical orientation. The characteristics of each labor regime where analyzed based on an exploratory qualitative research performed by the National Authority for the Civil Service – SERVIR (for its initial in Spanish) to four dimensions of the ethical environment: (i) Training; (ii) Leadership of top level management; (iii) Capacities for reporting unethical behavior; and, (iv) Professional socialization. At this point, another conclusion is that labor regimes are disconnected from the necessities or expectations of public servants on those matters. Another conclusion is that perceptions, according to the philosophy, psychology and economics of behavior, respond to group pressure, emotional processes, cognitive biases and balanced-reciprocity criteria, that have an impact, in some measure, on the quality of ethical profiles. Therefore, there is a defiance for the ruling agencies of both human resources management and integrity in our country: change the labor contexts and reconcile the elements that prevent promoting better ethical profiles in the State.
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Funcionarios públicos--Ética profesional--Perú, Servicios públicos--Perú, Contratos de trabajo--Perú
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