Dimensiones de salario emocional para las generaciones X e Y en Lima-Perú, 2021-2022
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Date
2022-10-28
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Pontificia Universidad Católica del Perú
Abstract
La presente investigación identifica y describe las dimensiones y prácticas más
valoradas asociadas al salario emocional en trabajadores de las generaciones X e Y que se
encuentran bajo la modalidad de trabajo remoto en empresas de Lima Metropolitana, ello en
un contexto de la pandemia por COVID-19, escenario que obligó a las empresas a desarrollar
estrategias que les permitan afrontar situaciones complejas y optar por una mejor propuesta
hacia los trabajadores o nuevos ingresos.
El presente estudio cualitativo utiliza la metodología del caso realizado a través de
entrevistas a 13 trabajadores del sector privado, de diversos giros de negocio y de las
generaciones X e Y. Los resultados muestran que las dimensiones asociadas al salario
emocional más valoradas son flexibilidad, ambiente, desarrollo y bienestar, dentro de las
cuales se cuentan con diversas prácticas; en base a las cuales se propone un modelo de salario
emocional basado en cinco áreas clave: estrategia de compensaciones, atracción de talento,
bienestar, clima y cultura organizacional. La propuesta de salario emocional planteada servirá
de modelo a las empresas para desarrollar prácticas de compensación necesarias y así lograr
el bienestar, motivación, atracción y retención del talento, constituyendo a su vez un factor
clave para alcanzar el éxito del negocio.
The present study identifies and describes the most valued dimensions and practices associated with emotional salary in workers of generations X and Y, who are under the remote work modality in companies from Lima Metropolitana - Perú, in a context of the COVID-19 pandemic, a scenario which forced companies to develop strategies that allow them to face complex situations and choose for a better salary proposal towards workers or new employees recruited. This qualitative research uses the case study methodology based in interviews which were carried out in 13 workers from various private companies, and from generations X and Y. The results show that the dimensions associated with the most valued emotional salary are flexibility, work environment, development and well-being, within also there are various practices related. Consequently, an emotional salary model is proposed based on five key areas: compensation strategy, talent recruiting, well-being, workplace environment and organizational culture. The present proposal of emotional salary will serve as a model for companies to develop the necessary compensation practices to achieve well-being, motivation, recruitment and retention of talent, which will finally become a key factor to achieve business success.
The present study identifies and describes the most valued dimensions and practices associated with emotional salary in workers of generations X and Y, who are under the remote work modality in companies from Lima Metropolitana - Perú, in a context of the COVID-19 pandemic, a scenario which forced companies to develop strategies that allow them to face complex situations and choose for a better salary proposal towards workers or new employees recruited. This qualitative research uses the case study methodology based in interviews which were carried out in 13 workers from various private companies, and from generations X and Y. The results show that the dimensions associated with the most valued emotional salary are flexibility, work environment, development and well-being, within also there are various practices related. Consequently, an emotional salary model is proposed based on five key areas: compensation strategy, talent recruiting, well-being, workplace environment and organizational culture. The present proposal of emotional salary will serve as a model for companies to develop the necessary compensation practices to achieve well-being, motivation, recruitment and retention of talent, which will finally become a key factor to achieve business success.
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Keywords
COVID-19 (Enfermedad), Adultos jóvenes--Perú--Lima, Jóvenes--Trabajo--Perú, Salarios
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