Influencia de la marca empleadora, la diversidad, discriminación e inclusión en la permanencia o renuncia de los empleados

Jossa Montiel, Doris Enith; Gómez Ruiz, Catherin Julieth; Matallana Salazar, Andres Santiago

Influencia de la marca empleadora, la diversidad, discriminación e inclusión en la permanencia o renuncia de los empleados

dc.contributor.advisor	Cendales Ayala, Boris
dc.contributor.author	Jossa Montiel, Doris Enith
dc.contributor.author	Gómez Ruiz, Catherin Julieth
dc.contributor.author	Matallana Salazar, Andres Santiago
dc.date.accessioned	2025-07-07T21:19:01Z
dc.date.available	2025-07-07T21:19:01Z
dc.date.issued	2025-06
dc.description.abstract	La presente investigación tiene como objetivo responder a la pregunta: ¿La marca empleadora y las políticas de diversidad, equidad e inclusión (DDI) explican el perfil de renuncia o permanencia de los empleados? Estudios previos han demostrado que una marca empleadora sólida mejora la satisfacción y la retención laboral, mientras que la discriminación incrementa la intención de renunciar. No obstante, la interacción entre estos factores no ha sido ampliamente explorada, lo que evidencia un vacío en la literatura. Desde una perspectiva teórica, se considera que los empleados tienden a permanecer en la organización cuando perciben equidad, inclusión y oportunidades de desarrollo profesional, mientras que la falta de coherencia entre la imagen proyectada por la empresa y la experiencia laboral real aumenta la rotación. La investigación adopta un diseño cuantitativo correlacional transversal, con una muestra mínima de 131 participantes pertenecientes a los sectores de alimentos, construcción y humanitario en Colombia. Empleando encuestas digitales con escalas validadas para medir las variables de estudio, y los datos analizados mediante regresión jerárquica en Jamovi. Los hallazgos permitirán identificar estrategias organizacionales que fortalezcan la marca empleadora y fomenten entornos laborales diversos e inclusivos. De acuerdo con la literatura revisada, una marca empleadora alineada con las expectativas de los empleados, junto con políticas efectivas de DDI, reduce la intención de renuncia. Sin embargo, dada la ausencia de estudios que analicen estos elementos de manera conjunta, se concluye que esta investigación proporcionará evidencia empírica para el desarrollo de estrategias que favorezcan la retención del talento y fortalezcan el compromiso laboral, resaltando la importancia de evaluar y ajustar continuamente las políticas organizacionales de DDI.
dc.description.abstractenglish	The present research aims to answer the question: Do employer branding and diversity, equity, and inclusion (DEI) policies explain employees' resignation or retention profiles? Previous studies have demonstrated that a strong employer brand enhances job satisfaction and retention, while discrimination increases the intention to resign. However, the interaction between these factors has not been widely explored, revealing a gap in the literature. From a theoretical perspective, employees tend to remain in an organization when they perceive equity, inclusion, and professional development opportunities, whereas a lack of consistency between the company's projected image and the actual work experience increases turnover. This study employs a cross-sectional quantitative correlational design with a minimum sample of 131 participants from the food, construction, and humanitarian sectors in Colombia. Digital surveys with validated scales will be used to measure the study variables, and the data will be analyzed using hierarchical regression in Jamovi. The findings will help identify organizational strategies that strengthen employer branding and promote diverse and inclusive work environments. According to the reviewed literature, an employer brand aligned with employees' expectations, along with effective DEI policies, reduces resignation intent. However, given the lack of studies analyzing these elements together, this research is expected to provide empirical evidence for developing strategies that enhance talent retention and strengthen employee commitment, emphasizing the importance of continuously evaluating and adjusting organizational DEI policies.
dc.identifier.uri	https://hdl.handle.net/20.500.12495/14886
dc.language.iso	es
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dc.rights.accessrights	info:eu-repo/semantics/closedAccess
dc.rights.accessrights	http://purl.org/coar/access_right/c_14cb
dc.rights.local	Acceso cerrado
dc.subject	Deserción
dc.subject	Empleo
dc.subject	Entorno
dc.subject	Retención
dc.subject	Inequidad
dc.subject	Pluralidad
dc.subject.keywords	Dropout
dc.subject.keywords	Employment
dc.subject.keywords	Environment
dc.subject.keywords	Retention
dc.subject.keywords	Inequity
dc.subject.keywords	Plurality
dc.title	Influencia de la marca empleadora, la diversidad, discriminación e inclusión en la permanencia o renuncia de los empleados
dc.title.translated	Influence of employer brand, diversity, discrimination and inclusion on employee retention or resignation