Perfiles generacionales y rotación de personal. Un análisis a través de los factores de ajuste trabajo-vida personal.
DOI:
https://doi.org/10.56913/teceo.6.11.5-24Palabras clave:
Rotación de personal, intención de rotar, estabilidad en el empleo, cohorte generacional, ajuste trabajo-vida personalResumen
La rotación de personal representa un problema complejo, y un retos para la gestión de las empresas del sector manufacturero en México. El objetivo de esta investigación fue determinar si las cohortes generacionales conocidas como “Generación Z”, “Millenial”, “Generación X” y “Baby Boomer” jerarquizan de forma semejante los factores de ajuste trabajo-vida personal, y si esa estructura se relaciona con la intención de rotar y con la estabilidad en el empleo. Se llevó a cabo una investigación cuantitativa, de alcance correlacional y diseño no experimental transversal, con un tamaño de muestra n=291 trabajadores de la zona industrial de San Luis Potosí. Para validar el instrumento de recolección de información se utilizó el método de Escalamiento Multidimensional (MDC); y para el análisis de la información se utilizó estadística descriptiva y el algoritmo de aprendizaje no supervisado Clusters de K-Means. Se encontró que cada cohorte generacional jerarquiza los factores de distinta forma; que la Generación Z tiene mayor correspondencia con la categoría “con intención de rotar”; la generación Baby Boomer es más parecida a la categoría “sin intención de rotar” y la Generación Millenial tiene mayor parecido con la categoría “permanece un año o más en el trabajo”.
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