Análisis de la relación entre sobrecarga, remuneración, clima laboral y burnout en Eventos PCA, 2026
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Date
2026-03-01
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Universidad Tecnológica Centroamericana UNITEC
Abstract
El estudio desarrollado en la Embotelladora de Sula S.A, se centró en analizar las diferentes expectativas laborales, entre las cuatro generaciones que conforman la fuerza laboral, con el fin fundamental de poder diseñar estrategias diferentes de gestión del talento. El estudio se realizó con una metodología de métodos mixtos secuencial, comenzando con grupos focales y entrevistas que permitieron observar las particularidades de cada cohorte generacional, en el personal de Choloma, se aplicaron 33 encuestas que cuantificaron las bases en el cumplimiento del contrato psicológico. Los hallazgos demostraron diferencias significativas en las prioridades laborales, donde los colaboradores de generaciones más jóvenes valoraron importante el desarrollo profesional y la flexibilidad, mientras que los de las generaciones mayores pidieron la estabilidad y el reconocimiento institucional. Con base a los resultados obtenidos, se realizó un modelo integral de gestión multigeneracional que segmento las estrategias de retención, desarrollo y comunicación, el cual fue validado mediante talleres participativos con los líderes de la organización.
The objective of this study is to analyze whether there is a significant relationship between work overload, compensation, work climate, and burnout at PCA Events, 2026, based on the Demands-Resources Theory (DRL), Edelwich and Brodsky’s study of burnout as a process of disillusionment in the helping professions, and Christina Maslach’s theory of burnout, using a quantitative approach with descriptive and correlational scope through the application of instruments to a sample of 74 employees using the Maslach Burnout Inventory, where it was found that 58% of PCA Events employees had exhibited at least one symptom of burnout in the past six months. In contrast, with the results obtained on the work factors scale, which determined that 27% of the sample considered their workload to exceed their capacity, 72% perceived their compensation as consistent with their duties, and finally, 29% rated the work environment as negative. Based on the above, emotional exhaustion and depersonalization emerge as recurring factors. Consequently, preventive, and corrective strategies are proposed, including an incentive plan, the creation of stress-relief spaces, and rotating staff schedules.
The objective of this study is to analyze whether there is a significant relationship between work overload, compensation, work climate, and burnout at PCA Events, 2026, based on the Demands-Resources Theory (DRL), Edelwich and Brodsky’s study of burnout as a process of disillusionment in the helping professions, and Christina Maslach’s theory of burnout, using a quantitative approach with descriptive and correlational scope through the application of instruments to a sample of 74 employees using the Maslach Burnout Inventory, where it was found that 58% of PCA Events employees had exhibited at least one symptom of burnout in the past six months. In contrast, with the results obtained on the work factors scale, which determined that 27% of the sample considered their workload to exceed their capacity, 72% perceived their compensation as consistent with their duties, and finally, 29% rated the work environment as negative. Based on the above, emotional exhaustion and depersonalization emerge as recurring factors. Consequently, preventive, and corrective strategies are proposed, including an incentive plan, the creation of stress-relief spaces, and rotating staff schedules.
Keywords
Sobrecarga laboral, Remuneración, Clima laboral, Burnout, Despersonalización