<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1659-4932</journal-id>
<journal-title><![CDATA[Revista Nacional de Administración]]></journal-title>
<abbrev-journal-title><![CDATA[Rev. Nac. Adm.]]></abbrev-journal-title>
<issn>1659-4932</issn>
<publisher>
<publisher-name><![CDATA[Universidad Estatal a Distancia]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1659-49322020000200002</article-id>
<article-id pub-id-type="doi">10.22458/rna.v11i2.2646</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Gestión del compromiso, prácticas laborales que la fortalecen. Caso de estudio]]></article-title>
<article-title xml:lang="en"><![CDATA[Commitment management, labor practices strengthening it. Study case]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Arias Pérez]]></surname>
<given-names><![CDATA[Stefanya Leonela]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[López Paredes]]></surname>
<given-names><![CDATA[Héctor]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Tecnológica Equinoccial  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Ecuador</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Internacional del Ecuador  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Ecuador</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2020</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2020</year>
</pub-date>
<volume>11</volume>
<numero>2</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.sa.cr/scielo.php?script=sci_arttext&amp;pid=S1659-49322020000200002&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.sa.cr/scielo.php?script=sci_abstract&amp;pid=S1659-49322020000200002&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.sa.cr/scielo.php?script=sci_pdf&amp;pid=S1659-49322020000200002&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN: El propósito de este trabajo es analizar ¿Cuáles son las prácticas de talento humano (TTHH) que tienen una relación positiva con la gestión del compromiso? tomando como caso de estudio una empresa de tecnología de la ciudad de Quito - Ecuador. Se empleó el cuestionario como instrumento para la recolección de información y el análisis correlacional para responder la pregunta de investigación. Los resultados permiten identificar los factores que influyen de manera directa y positiva en el compromiso de los colaboradores con la organización y sus objetivos, evidenciando la influencia de la gestión de talento humano como un componente estratégico.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT: The purpose of this work is to analyze the kinds of human talent practices that have a positive relation on commitment management based on the study case of a technological company in Quito, Ecuador. A questionnaire was used as an instrument to gather information and make a correlational analysis to answer the research question. The results enable to identify the factors that have a direct and positive influence on the collaborators&#8217; commitment to the organization and its objectives while evidencing the influence of human talent management as a strategic component.]]></p></abstract>
<abstract abstract-type="short" xml:lang="fr"><p><![CDATA[RÉSUMÉ: Le but de ce travail est d&#8217;analyser les types de pratiques de talent humain qui ont une relation positive sur la gestion des engagements sur base du sujet d&#8217;étude d&#8217;une entreprise technologique dans la ville de Quito, Équateur. Un questionnaire a été utilisé comme instrument de collecte d&#8217;informations et d&#8217;analyse corrélationnelle afin de répondre à la question de la recherche. Les résultats permettent d&#8217;identifier les facteurs qui influencent de manière directe et positive les engagements des collaborateurs envers l&#8217;organisation et ses objectifs, en mettant en évidence l&#8217;influence de la gestion du talent humain comme composante stratégique.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[RESUMO: ¿O objetivo deste trabalho é analisar quais são as práticas de talento humano (TTHH) que têm uma relação positiva com a gestão do compromisso?, tendo como estudo de caso uma empresa de tecnologia da cidade de Quito - Equador. O questionário foi utilizado como instrumento de coleta de informação e análise correlacional para responder à questão de investigação. Os resultados permitem identificar os fatores que influenciam de maneira direta e positivamente no compromisso dos colaboradores com a organização e os seus objetivos, evidenciando a influência da gestão do talento humano como componente estratégico.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[COMPROMISO ORGANIZACIONAL]]></kwd>
<kwd lng="es"><![CDATA[GESTIÓN DE TALENTO HUMANO]]></kwd>
<kwd lng="es"><![CDATA[BUENAS PRÁCTICAS DE TALENTO HUMANO]]></kwd>
<kwd lng="es"><![CDATA[GESTIÓN DEL COMPROMISO]]></kwd>
<kwd lng="en"><![CDATA[ORGANIZATIONAL COMMITMENT]]></kwd>
<kwd lng="en"><![CDATA[HUMAN TALENT MANAGEMENT]]></kwd>
<kwd lng="en"><![CDATA[GOOD PRACTICES OF HUMAN TALENT]]></kwd>
<kwd lng="en"><![CDATA[COMMITMENT MANAGEMENT]]></kwd>
<kwd lng="fr"><![CDATA[ENGAGEMENT ORGANISATIONNEL]]></kwd>
<kwd lng="fr"><![CDATA[GESTION DU TALENT HUMAIN]]></kwd>
<kwd lng="fr"><![CDATA[BONNES PRATIQUES DU TALENT HUMAIN]]></kwd>
<kwd lng="fr"><![CDATA[GESTION DES ENGAGEMENTS]]></kwd>
<kwd lng="pt"><![CDATA[COMPROMISSO ORGANIZACIONAL]]></kwd>
<kwd lng="pt"><![CDATA[GESTÃO DE TALENTO HUMANO]]></kwd>
<kwd lng="pt"><![CDATA[BOAS PRÁTICAS DE TALENTO HUMANO]]></kwd>
<kwd lng="pt"><![CDATA[GESTÃO DE COMPROMISSO]]></kwd>
</kwd-group>
</article-meta>
</front><back>
<ref-list>
<ref id="B1">
<nlm-citation citation-type="">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Antón]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
<name>
<surname><![CDATA[González]]></surname>
<given-names><![CDATA[l.]]></given-names>
</name>
</person-group>
<source><![CDATA[evidencia empírica de la naturaleza multidimensional del compromiso con la organización]]></source>
<year>2000</year>
</nlm-citation>
</ref>
<ref id="B2">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Arnett]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
</person-group>
<source><![CDATA[Emerging adulthood]]></source>
<year>2004</year>
<publisher-loc><![CDATA[New York ]]></publisher-loc>
<publisher-name><![CDATA[Oxford University Press]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B3">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Batt]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Valcour]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Human resources practices as predictors of work-family outcomes and employee turnover]]></article-title>
<source><![CDATA[Industrial Relations]]></source>
<year>2003</year>
<volume>42</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>189-96</page-range></nlm-citation>
</ref>
<ref id="B4">
<nlm-citation citation-type="">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Calderón]]></surname>
<given-names><![CDATA[G.]]></given-names>
</name>
<name>
<surname><![CDATA[Álvarez]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
</person-group>
<source><![CDATA[Características y sentido]]></source>
<year>2006</year>
<volume>42</volume>
<numero>142</numero>
<issue>142</issue>
<page-range>26-45</page-range></nlm-citation>
</ref>
<ref id="B5">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Claure]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Bohrt]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<source><![CDATA[Tres Dimensiones Del Compromiso Organizacional: Identificación, Membresía Y Lealtad]]></source>
<year>2015</year>
<volume>1991</volume>
<page-range>7</page-range><publisher-name><![CDATA[Ajayu Órgano de Difusión Científica Del Departamento de Psicología UCBSP]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B6">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Cuenca]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[López]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Estudio de la gestión del compromiso y cultura organizacional de FLACSO Rotation of Public Managers]]></article-title>
<source><![CDATA[Problem of management or solution of political trust?]]></source>
<year>2020</year>
<volume>37</volume>
<page-range>43-56</page-range></nlm-citation>
</ref>
<ref id="B7">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Dorenbosch]]></surname>
<given-names><![CDATA[L.]]></given-names>
</name>
<name>
<surname><![CDATA[Van Engen]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[Verhagen]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[On- the-job Innovation: The Impact of Job Design and Human Resource Management through Production Ownership]]></article-title>
<source><![CDATA[Creativity and Innovation Management]]></source>
<year>2005</year>
<volume>14</volume>
<page-range>129-41</page-range></nlm-citation>
</ref>
<ref id="B8">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Dolan]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Schuler]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Valle]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
</person-group>
<source><![CDATA[La gestión de los Recursos Humanos]]></source>
<year>1999</year>
<publisher-loc><![CDATA[Madrid ]]></publisher-loc>
<publisher-name><![CDATA[McGraw Hill]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B9">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Eby]]></surname>
<given-names><![CDATA[L.T.]]></given-names>
</name>
<name>
<surname><![CDATA[Casper]]></surname>
<given-names><![CDATA[W.J.]]></given-names>
</name>
<name>
<surname><![CDATA[Lockwood]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Bordeaux]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
<name>
<surname><![CDATA[Brinley]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[&#8220;Work and fam- ily research in IO/OB: Content analysis and review of the literature&#8221;]]></article-title>
<source><![CDATA[Journal of Vocational Behavior]]></source>
<year>2005</year>
<volume>66</volume>
<page-range>124-97</page-range></nlm-citation>
</ref>
<ref id="B10">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Gatewood]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Riordan]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The development and test of a model of total quality: Organizational practices, TQ principles, employee attitudes and customer satisfaction]]></article-title>
<source><![CDATA[Journal of Quality Management]]></source>
<year>1997</year>
<volume>2</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>41-65</page-range></nlm-citation>
</ref>
<ref id="B11">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Gómez Mejía]]></surname>
<given-names><![CDATA[L. R.]]></given-names>
</name>
<name>
<surname><![CDATA[Balkin]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Cardy]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
</person-group>
<source><![CDATA[Dirección y gestión de Recursos Humanos (3a. ed.)]]></source>
<year>2001</year>
<publisher-loc><![CDATA[Madrid ]]></publisher-loc>
<publisher-name><![CDATA[Prentice Hall]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B12">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Grandey]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
<name>
<surname><![CDATA[Cordeiro]]></surname>
<given-names><![CDATA[B.L.]]></given-names>
</name>
<name>
<surname><![CDATA[Crouter]]></surname>
<given-names><![CDATA[A.C.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[A longitudinal and multisource test of the work-family conflict and job satisfaction]]></article-title>
<source><![CDATA[Journal of Occupational and Organizational Psychology]]></source>
<year>2005</year>
<volume>78</volume>
<page-range>305-23</page-range></nlm-citation>
</ref>
<ref id="B13">
<nlm-citation citation-type="">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Grueso]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
</person-group>
<source><![CDATA[Implementación de buenas prácticas de promoción de personal y su relación con su cultura y el compromiso con la organización]]></source>
<year>2010</year>
<volume>20</volume>
<page-range>79.90</page-range></nlm-citation>
</ref>
<ref id="B14">
<nlm-citation citation-type="">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Harter]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Schmidt]]></surname>
<given-names><![CDATA[F.]]></given-names>
</name>
<name>
<surname><![CDATA[Hayes]]></surname>
<given-names><![CDATA[T.]]></given-names>
</name>
</person-group>
<source><![CDATA[Bussines unit level relationship between employee satisfaction, employee engagement and bussines outcomes a meta-analysis]]></source>
<year>2002</year>
</nlm-citation>
</ref>
<ref id="B15">
<nlm-citation citation-type="">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Hughes]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Bozionelos]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
</person-group>
<source><![CDATA[Work life balance as source of job dissatisfaction and withdrawal attitudes. An exploratory study on the views of male workers]]></source>
<year>2007</year>
</nlm-citation>
</ref>
<ref id="B16">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Jones, Bosco]]></surname>
<given-names><![CDATA[S]]></given-names>
</name>
<name>
<surname><![CDATA[Bianco]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Influence of mater- nal work patterns and socio-economic estatus on Gen Y lifestyle choice]]></article-title>
<source><![CDATA[Journal of Career Deve- lopment]]></source>
<year>2005</year>
<volume>32</volume>
<page-range>165-82</page-range></nlm-citation>
</ref>
<ref id="B17">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Lewis]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Smithson]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Kugelberg]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
</person-group>
<source><![CDATA[In- to work: job insecurity and changing psychological contracts. In J. Brannen, S. Lewis, A. Nilsen and J. Smithson (Eds.), Young Europeans, work and family]]></source>
<year>2002</year>
<page-range>69-88</page-range><publisher-loc><![CDATA[London ]]></publisher-loc>
<publisher-name><![CDATA[Routledge]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B18">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[LONG]]></surname>
<given-names><![CDATA[R. A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Analisis Correlación y regresión]]></article-title>
<source><![CDATA[Journal of Accountancy]]></source>
<year>1966</year>
<volume>121</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>84-5</page-range></nlm-citation>
</ref>
<ref id="B19">
<nlm-citation citation-type="">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Macías y Escobar]]></surname>
<given-names><![CDATA[A. R.]]></given-names>
</name>
</person-group>
<source><![CDATA[Recursos Humanos People &amp; Change. Mejores Prácticas En Recursos Humanos]]></source>
<year>2013</year>
<page-range>1.12.</page-range></nlm-citation>
</ref>
<ref id="B20">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Martín]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Horizonte 2020 ¿Esperanza o advertencia?]]></article-title>
<source><![CDATA[Revista Estudios de Juventud]]></source>
<year>2015</year>
<volume>108</volume>
<numero>6</numero>
<issue>6</issue>
<page-range>9-20</page-range></nlm-citation>
</ref>
<ref id="B21">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Meyer]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Smith]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
<name>
<surname><![CDATA[Allen]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Commitment to organizations and occupations: extension and test of a three-component conceptualization]]></article-title>
<source><![CDATA[Journal of Applied Psychology]]></source>
<year>1993</year>
<volume>78</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>538-51</page-range></nlm-citation>
</ref>
<ref id="B22">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Meyer]]></surname>
<given-names><![CDATA[J.P.]]></given-names>
</name>
<name>
<surname><![CDATA[Allen]]></surname>
<given-names><![CDATA[N.J.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[A three component conceptualization of organizational commitment]]></article-title>
<source><![CDATA[Human Resource Management Review]]></source>
<year>1991</year>
<volume>1</volume>
<page-range>61-98</page-range></nlm-citation>
</ref>
<ref id="B23">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Netemeyer]]></surname>
<given-names><![CDATA[R. G.]]></given-names>
</name>
<name>
<surname><![CDATA[Boles]]></surname>
<given-names><![CDATA[J. S.]]></given-names>
</name>
<name>
<surname><![CDATA[McMurrian]]></surname>
<given-names><![CDATA[R]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Development and Validation of Work- Family Conflict and Family-Work Conflict Scales]]></article-title>
<source><![CDATA[Journal of Applied Psychology]]></source>
<year>1996</year>
<volume>81</volume>
<numero>4</numero>
<issue>4</issue>
<page-range>400-10</page-range></nlm-citation>
</ref>
<ref id="B24">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Pardo]]></surname>
<given-names><![CDATA[C]]></given-names>
</name>
</person-group>
<source><![CDATA[Gestión del talento humano basado en competencias, la clave para lograr el éxito empresarial (tesis de maestría)]]></source>
<year>2007</year>
<publisher-loc><![CDATA[Bogotá ]]></publisher-loc>
<publisher-name><![CDATA[Universidad de La Salle]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B25">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Pardo]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
<name>
<surname><![CDATA[Porras]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[La gestión del talento humano ante el desafío de organizaciones competitivas]]></article-title>
<source><![CDATA[Gestión &amp; Sociedad,]]></source>
<year>2011</year>
<volume>4</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>167-83</page-range></nlm-citation>
</ref>
<ref id="B26">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Pons Verdú]]></surname>
<given-names><![CDATA[F. J.]]></given-names>
</name>
<name>
<surname><![CDATA[Ramos López]]></surname>
<given-names><![CDATA[J]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Influencia de los Estilos de Liderazgo y las Prácticas de Gestión de RRHH sobre el Clima Organizacional de Innovación Influence of Leadership Styles and Human Resources Management Practices on Innovation Climate in Organizations]]></article-title>
<source><![CDATA[Revista de Psicología Del Trabajo y de Las Organizaciones]]></source>
<year>2012</year>
<volume>28</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>81-98</page-range></nlm-citation>
</ref>
<ref id="B27">
<nlm-citation citation-type="">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Powell]]></surname>
<given-names><![CDATA[G.]]></given-names>
</name>
</person-group>
<source><![CDATA[Reflections on the glass ceiling: Recent trends and future prospects]]></source>
<year>1999</year>
</nlm-citation>
</ref>
<ref id="B28">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Rodríguez-Garza]]></surname>
<given-names><![CDATA[B. N.]]></given-names>
</name>
<name>
<surname><![CDATA[Terán-Cázares]]></surname>
<given-names><![CDATA[M. M.]]></given-names>
</name>
<name>
<surname><![CDATA[García-Dela Peña]]></surname>
<given-names><![CDATA[M. E.]]></given-names>
</name>
</person-group>
<source><![CDATA[Factores que influyen en el trabajo colaborativo de la generación Millennials: Estudio de alumnos universitarios en México]]></source>
<year>2016</year>
<volume>3</volume>
<numero>1</numero>
<issue>1</issue>
<publisher-name><![CDATA[VinculaTégica]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B29">
<nlm-citation citation-type="">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Rodríguez]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
</person-group>
<source><![CDATA[Diagnóstico organizacional SupleEEMer \ Clase Ejecutiva]]></source>
<year>2015</year>
<volume>2015</volume>
</nlm-citation>
</ref>
<ref id="B30">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Sánchez]]></surname>
<given-names><![CDATA[E.]]></given-names>
</name>
<name>
<surname><![CDATA[Cegarra]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
<name>
<surname><![CDATA[Cegarra]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[¿Influye el conflicto trabajo-vida personal de los empleados en la empresa? Does the Work to Life Conflict Affect the Organization?]]></article-title>
<source><![CDATA[Universia Business Review]]></source>
<year>2011</year>
</nlm-citation>
</ref>
<ref id="B31">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Twenge]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Campbell]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Hoffman]]></surname>
<given-names><![CDATA[B.]]></given-names>
</name>
<name>
<surname><![CDATA[Lance]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Generational differences in work values: leisure and extrinsic values increasing, social and intrinsic values decreasing]]></article-title>
<source><![CDATA[Journal of Management]]></source>
<year>2010</year>
<volume>36</volume>
<numero>5</numero>
<issue>5</issue>
<page-range>1117-42</page-range></nlm-citation>
</ref>
<ref id="B32">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Vandenbergue]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
<name>
<surname><![CDATA[Bentein]]></surname>
<given-names><![CDATA[K.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[A closer look at the relationship between affective commitment to supervisors and organizations and turnover]]></article-title>
<source><![CDATA[Journal of Occupational and Organizational Psychology]]></source>
<year>2009</year>
<volume>82</volume>
<page-range>331-48</page-range></nlm-citation>
</ref>
<ref id="B33">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Villacrés]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[López]]></surname>
<given-names><![CDATA[H.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[INCIDENCIA DEL TIPO DE LIDERAZGO EN EL CLIMA LABORAL CASO: ÁREA DE CAJAS DE LAS AGENCIAS DE QUITO DE UNA ENTIDAD FINANCIERA]]></article-title>
<source><![CDATA[Economía y Negocios]]></source>
<year>2018</year>
<volume>9</volume>
</nlm-citation>
</ref>
<ref id="B34">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Werther]]></surname>
<given-names><![CDATA[W. B. Jr.]]></given-names>
</name>
<name>
<surname><![CDATA[Davis]]></surname>
<given-names><![CDATA[K]]></given-names>
</name>
</person-group>
<source><![CDATA[Dirección de Personal y Recursos Humanos]]></source>
<year>2000</year>
<publisher-loc><![CDATA[México ]]></publisher-loc>
<publisher-name><![CDATA[McGraw Hill]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B35">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Whitener]]></surname>
<given-names><![CDATA[E. M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Do &#8216;high commitment&#8217; human resource practices affect employee commitment?]]></article-title>
<source><![CDATA[Journal of Management]]></source>
<year>2001</year>
<volume>27</volume>
<page-range>515-35</page-range></nlm-citation>
</ref>
</ref-list>
</back>
</article>
