Paredes Saavedra, Maribel

Preferred name
Paredes Saavedra, Maribel
Main Affiliation
Email
maribelparedes@upeu.edu.pe
ORCID
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Mostrando 1 - 10 de 13
  • Publicacion
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    Inteligencia emocional y su influencia en los conflictos laborales-familiares. Caso de estudio
    (2022-02-25)
    Godofredo Maldonado Pomasoncco
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    Dina Valdez Calsina
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    En pleno siglo XXI quien no sabe gestionar sus emociones lo pasa muy mal. La inteligencia emocional cumple un rol fundamental al momento de manejar y controlar emociones, actitudes y sentimientos para evitar todo conflicto que altera las relaciones sociales en la actividad laboral de una organización. Bajo esta perspectiva, la presente investigación tiene como objetivo principal determinar el grado de influencia entre la inteligencia emocional y los conflictos laborales-familiares de una empresa de atención y mantenimiento de ductos de gas, siendo Delgado, et al. (2021), Duque, et al. (2017), Ramírez, et al. (2018), Frias (2020) y Rhnima, et al. (2016) los principales referentes teóricos consultados quienes a su vez fundamentan sus estudios en las teorías de Goleman y Greenhaus & Beutell. De diseño no experimental, alcance descriptivo-correlacional y una muestra probabilística de 175 empleados, se usó el cuestionario Survey Work-Home Interaction-Nijmegen (SWING) para medir los conflictos laborales-familiares y el cuestionario de inteligencia emocional. Los resultados mostraron que existe una relación significativa negativa Rho = -,785* que significa, a mayor inteligencia emocional habrá disminución de los conflictos laborales-familiares de los empleados de la empresa. En conclusión, el trabajo evidencia la necesidad de desarrollar habilidades en los trabajadores para controlar sus emociones a fin de mejorar las relaciones interpersonales en el trabajo y la mejora del desempeño laboral.
      1
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    Self-Efficacy and Emotional Intelligence as Predictors of Work Engagement in Peruvian Health Personnel
    (2024-01-01)
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    Silvia Ccalachua
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    Wilter C. Morales-García
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    Background: the crucial role of nurses within the global healthcare system is undeniable, especially considering the high demand and significant stress that characterizes their professional field. From an administrative and human resource management perspective in healthcare, the importance of emotional well-being, along with emotional intelligence and self-efficacy, has emerged as a primary focus of interest in recent research, particularly highlighted in the Peruvian nursing scenario. Objective: this study aimed to understand the relationship between self-efficacy, emotional intelligence, and work engagement among Peruvian nurses, and how these factors might influence the quality of care provided and staff retention in the healthcare sector. Methods: a quantitative analysis was conducted, based on structured surveys that measured levels of self-efficacy, emotional intelligence, and work engagement. The participants were registered nurses in Peru, and the sample was stratified according to different regions and levels of experience. Results: the findings confirmed a positive relationship between self-efficacy and work engagement, corroborating previous research. Furthermore, the positive association between emotional intelligence and work engagement in this professional group was validated. It was evidenced that nurses with higher emotional intelligence and self-efficacy tend to have a greater work engagement, positively affecting the quality of care and their retention in the healthcare sector. Conclusions: emotional intelligence and self-efficacy are fundamental for the work engagement of Peruvian nurses. These factors not only impact the academic realm but also have essential practical significance in the healthcare sector. The promotion and training in these areas could be crucial to ensure quality care and the emotional well-being of nursing staff
      5
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    INVESTIGACIÓN FORMATIVA EN INSTITUCIONES EDUCATIVAS DE NÍVEL SUPERIOR: CASO UNIVERSIDAD PRIVADA, PERÚ
    (2023-11-30)
    ;
    Willson Cruz Mamani
    Introdução: Es de conocimiento general que la investigación e innovación en latinomaméria y sobre todo en Perú son temas que han logrado acaparar interés prioritário en los últimos años. Las instituciones del sector educativo son las principales promotoras para desarrollar competencias y habilidades que permitan a sus estudiantes y docentes generar conocimiento a fin de solucionar problemas reales de la sociedad. Objetivo: El objetivo de este trabajo es mostrar una experiencia práctica sobre el desarrollo de la investigación formativa y los resultados que están impactando en el crecimiento institucional y el medio en el que se desarrolla. Método: Este es un trabajo de nível descriptivo observacional cuya técnica es la revisión documentaria de artículos científicos convinadas con el análisis de las experiencia docente y estudiantes que se sucitan en el proceso de la investigación formativa. Resultados (esperados / parciais): Los resultados encontrados estan relacionados con la aplicación de diversas estratégias respaldadas en un plan de investigación formativa que conduce a los docentes y estudiantes a aflorar diversos tipos de sinergias que finalmente son visibles en la solución de problemas reales de la sociedad. Descritores: Investigación formativa. Eixo temático: Ciências sociais aplicadas.
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    Translation and Validation of a Transformational Leadership Scale in Peruvian Public Servants
    (2024-09-09)
    Josue Pilco-Pezo
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    Alcides Flores Paredes
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    Background Transformational leadership has been identified as an essential component for success and innovation within the public sector, especially in the digital age and in the face of global challenges. This form of leadership, which seeks to change and inspire people, has been shown to be crucial for improving organizational performance and the quality of public services. However, the application of these principles in Peru faces specific challenges, and there is a notable lack of empirical research on this phenomenon in the Peruvian public sector, particularly in the evaluation of the tools used for its measurement. Objective This study aimed to examine the psychometric properties of the Global Transformational Leadership (GTL) scale in a sample of Peruvian public servants. Methods An instrumental research design was adopted, using non-probabilistic sampling. The sample included 290 Peruvian public servants (M = 34.61, SD = 9.2), with an analysis that encompassed confirmatory factor analysis (CFA) and reliability estimates. Results Descriptive analysis results indicated a high tendency to respond positively on the scale. The CFA confirmed the proposed unidimensional structure of the scale, with acceptable fit according to various indices (χ2 = 39.130, CFI = 0.97, TLI = 0.95, RMSEA = 0.08, SRMR = 0.03), and all factor loadings were significant and greater than 0.50, indicating a strong association with the transformational leadership dimension and exceptionally high internal consistency (α = 0.94). Conclusions The study confirmed that the GTL transformational leadership scale is a psychometrically robust tool and applicable to the Peruvian context. The unidimensional structure and high reliability of the scale suggest that it is suitable for measuring transformational leadership among public servants in Peru.
      1
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    Cohesión de equipos de trabajo y clima laboral percibido por los empleados de la Universidad de Montemorelos
    (2019-09-24)
    Esta investigación pretendió dar respuesta a la pregunta: ¿Existe relación entre el grado de cohesión de los equipos de trabajo y el grado de calidad del clima laboral percibidos por los empleados de la Universidad de Montemorelos, Nuevo León, México? La investigación fue de tipo cuantitativa, descriptiva, correlacional, de campo y transversal. La población estuvo compuesta por 334 empleados, de los cuales se tomó una muestra de 211. Para la recolección de los datos se elaboraron dos instrumentos: el primero dirigido a medir la cohesión de equipos de trabajo y el segundo enfocado a medir el clima laboral percibido, conformados por 20 ítems cada uno. Como resultado se observó que existe una relación lineal positiva y significativa de grado fuerte entre la variable cohesión de equipos de trabajo (CET) y la variable clima laboral (CL). Al correr la prueba estadística se encontró un valor r de .803 y un nivel de significación p de .000. Los resultados de la investigación mostraron que existe una relación lineal positiva y significativa de grado fuerte entre la variable cohesión de equipos de trabajo (CET) y la variable clima laboral (CL). El estudio también mostró una percepción en grado buena de la cohesión de equipos de trabajo según los niveles utilizados en la escala de Likert y en grado bueno la calidad del clima laboral percibido según los niveles utilizados en la escala Likert.
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    Cohesión de equipos de trabajo y clima laboral percibido por los empleados de la universidad de Montemorelos
    (2013-11-17)
    Esta investigación pretendió dar respuesta a la pregunta: ¿Existe relación entre el\ngrado de cohesión de los equipos de trabajo y el grado de calidad del clima laboral\npercibidos por los empleados de la Universidad de Montemorelos, Nuevo León,\nMéxico? La investigación fue de tipo cuantitativa, descriptiva, correlacional, de\ncampo y transversal. La población estuvo compuesta por 334 empleados, de los\ncuales se tomó una muestra de 211. Para la recolección de los datos se elaboraron\ndos instrumentos: el primero dirigido a medir la cohesión de equipos de trabajo y\nel segundo enfocado a medir el clima laboral percibido, conformados por 20 ítems\ncada uno. Como resultado se observó que existe una relación lineal positiva y\nsignificativa de grado fuerte entre la variable cohesión de equipos de trabajo (CET)\ny la variable clima laboral (CL). Al correr la prueba estadística se encontró un valor\nr de .803 y un nivel de significación p de .000. Los resultados de la investigación\nmostraron que existe una relación lineal positiva y significativa de grado fuerte entre\nla variable cohesión de equipos de trabajo (CET) y la variable clima laboral (CL). El\nestudio también mostró una percepción en grado buena de la cohesión de equipos\nde trabajo según los niveles utilizados en la escala de Likert y en grado bueno la\ncalidad del clima laboral percibido según los niveles utilizados en la escala Likert.
      3
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    Translation and Validation of a Team Viability Scale for Peruvian Workers
    (2025-02-25)
    Josue Pilco-Pezo
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    Liset Z. Sairitupa-Sanchez
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    Oriana Rivera‐Lozada
    Background: Team viability, understood as the ability to adapt and collaborate effectively over time, is a key concept in organizational literature. In Peru, where changes are constant, culturally adapted tools are needed for its measurement. Objective: To translate and validate a team viability scale for Peruvian workers. Methods: An instrumental design was used with 290 public sector employees (M = 34.61; SD = 9.2). The translation followed a cultural adaptation process, and validity was assessed through descriptive, correlational, and confirmatory factor analysis. Results: Confirmatory factor analysis supported a unidimensional structure with excellent fit indices (CFI and TLI > 0.99, RMSEA and SRMR < 0.01). The scale showed high invariance across gender and good internal consistency (α = 0.90). Conclusions: The validated scale is a reliable tool for measuring team viability in Peru. Its implementation can enhance human resource management and improve collaboration in the public sector.
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    Work Team Effectiveness: Importance of Organizational Culture, Work Climate, Leadership, Creative Synergy, and Emotional Intelligence in University Employees
    (2024-11-01)
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    María Asunción Vallejos
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    Wilter C. Morales-García
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    Luis Alberto Geraldo Campos
    (1) Background: In university contexts, the effectiveness of work teams is vital for institutional success and the personal development of an institution’s members. Objective: Our aim is to understand the relationships between emotional intelligence, team leadership, organizational culture, work climate, and creative synergy with team effectiveness. (2) Methods: We used a cross-sectional predictive design study using structural equation modeling (SEM), in which 512 surveys of employees of a private Peruvian university were analyzed. (3) Results: Leadership and emotional intelligence were found to significantly improve team effectiveness. In addition, organizational culture, work climate, and creative synergy act as mediators in these relationships, enhancing team effectiveness. The adjusted model presented adequate incremental (x2=9452.498, gl=3391, p<0.001) and comparative (TLI=0.998, CFI=0.998, RMSEA=0.017 y SRMR=0.033) goodness-of-fit indices. (4) Conclusions: The results showed that the development of emotional competencies and leadership skills is essential to optimize the effectiveness of work teams in universities. This integrated model not only provides a solid theoretical framework for future research, but also offers practical recommendations for improving the management and performance of work teams.
      38
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    Sociodemographic Factors, Work Motivation, Emotional Intelligence, Quality of Work Life, and Their Association with Work Performance in Peruvian Health Workers
    (2023-09-18)
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    Cesar Alvarez-Guzman
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    Angely Alvarez-Guzman
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    Liset Z. Sairitupa-Sanchez
    Introduction: This study addresses the influence of Emotional Intelligence (EI), work motivation, and quality of work life on the performance of health workers in Peru. Considering the relevance of these variables in clinical contexts, especially during stressful situations like the COVID-19 pandemic. Objective: The aim was to determine how these sociodemographic and psychosocial factors are associated with work performance in this sector. Methods: A descriptive cross-sectional design was adopted, using a random sample of health workers from a significant hospital, with a minimum calculated sample size of 110 professionals. The tools used included the Quality of Life Scale, the Emotional Intelligence Scale, the Work Motivation Scale, and the Individual Work Performance Questionnaire. Results: The results showed higher participation of health workers between the ages of 28 and 37. A significant correlation was found between Emotional Intelligence (EI) and work performance (r = 0,398, p < 0,01), as well as between quality of work life and work performance (r = 0,484, p < 0,01). However, work motivation did not show a significant correlation with performance (r = 0,099, p > 0,05). Additionally, the variables of being female and working in the care area were significantly related to better work performance. Conclusion: The study concludes that work performance in the health sector is positively influenced by Emotional Intelligence and quality of work life. These findings highlight the importance of emotional support, cooperation, and communication in health environments, as well as recognition through non-monetary incentives. This comprehensive approach may be key to improving productivity and the quality of patient care in health facilities.
      3
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    Emotional Intelligence, Transformational Leadership, and Team Effectiveness: A Systematic Review and Correlational Meta-Analysis
    (2026-02-28)
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    Jhomira Milagros Huanca-Cruz
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    Zarai Ruth Mamani-De la Cruz
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    Jaquelin Calsin-Pacompia
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    Wilter C. Morales-García
    Emotional intelligence (EI) and transformational leadership (TL) have been identified as key factors in team effectiveness (TE); however, the empirical evidence remains fragmented and exhibits substantial conceptual and methodological heterogeneity, particularly in studies that simultaneously integrate these three variables. To address this gap, the present study examined the relationships among TL, EI, and TE by applying the PRISMA 2020 protocol and the PICO-S framework. A total of 728 studies published in Scopus, Web of Science, ScienceDirect, Emerald, ProQuest, and APA PsycNet were identified, of which 22 studies were included in the systematic review and 15 documents in the meta-analysis. The results revealed positive and statistically significant correlations between TL–TE (9 studies, 18 effects, N = 3480; r ≈ 0.45), EI–TE (8 studies, 15 effects, N = 3440; r ≈ 0.41), and EI–TL (4 studies, 6 effects, N = 1955; r ≈ 0.63), with effect sizes and levels of heterogeneity ranging from moderate to high. Additionally, variations in the strength of these relationships were observed according to sample size, year of publication, and methodological quality. In conclusion, EI emerges as a central resource that strengthens TL and, through psychological and relational mechanisms, consistently enhances TE in complex organizational contexts.