El impacto del salario emocional en la motivación y el desempeño laboral en las empresas del rubro de construcción en San Pedro Sula, Honduras
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Date
2025-10-01
Journal Title
Journal ISSN
Volume Title
Publisher
Universidad Tecnológica Centroamericana UNITEC
Abstract
El presente trabajo de investigación tuvo como propósito analizar el impacto del salario emocional en la motivación y el desempeño laboral de los colaboradores del Departamento de Maquinaria y Equipo de Grupo Platino en San Pedro Sula, Honduras. La investigación surge de la necesidad de comprender cómo los beneficios no monetarios influyen en el compromiso, la satisfacción y la productividad del personal técnico y operativo, en un contexto donde los incentivos económicos, por sí solos, no garantizan la permanencia ni el rendimiento óptimo de los colaboradores. El estudio adoptó un enfoque cuantitativo, de tipo descriptivo-correlacional, con un diseño no experimental y de corte transversal. La población estuvo conformada por 44 colaboradores del departamento, de los cuales se seleccionó una muestra representativa de 33 mediante muestreo estratificado. Se utilizó un cuestionario estructurado validado con escalas tipo Likert, cuyo análisis incluyó pruebas de fiabilidad y correlación de Pearson. Los resultados evidencian que el salario emocional tiene una correlación positiva con la motivación (r = 0.329) y con el desempeño laboral (r = 0.669), siendo más fuerte la relación con el desempeño. Se confirmó que los beneficios no monetarios como el reconocimiento, la flexibilidad y el clima organizacional contribuyen al bienestar integral de los colaboradores y potencian su rendimiento. Asimismo, se observó que la falta de estrategias claras de salario emocional se asocia a desmotivación y fluctuaciones en la productividad. En conclusión, el salario emocional constituye una herramienta estratégica clave para fortalecer la motivación y elevar el desempeño del personal técnico. La investigación ofrece un diagnóstico aplicable a la realidad organizacional de Grupo Platino y aporta conocimiento relevante para la gestión del talento humano en contextos similares en Honduras y América Latina.
This research aimed to analyze the impact of emotional salary on motivation and job performance among the collaborators of the Machinery and Equipment Department at Grupo Platino in San Pedro Sula, Honduras. The study arises from the need to understand how non-monetary benefits influence commitment, satisfaction, and productivity of technical and operational staff, in a context where financial incentives alone are not sufficient to ensure retention or optimal performance. A quantitative, descriptive-correlational approach was applied, with a non-experimental, crosssectional design. The population consisted of 44 employees, from which a representative sample of 33 was selected using stratified sampling. Data collection was carried out through a validated structured questionnaire with Likert-type scales, and the analysis included reliability tests and Pearson correlation. The results show that emotional salary has a positive correlation with motivation (r = 0.329) and job performance (r = 0.669), with a stronger relationship observed with performance. Non-monetary benefits such as recognition, flexibility, and a positive work climate were found to contribute to employees’ overall well-being and enhance their productivity. Additionally, the lack of structured emotional salary strategies was associated with demotivation and fluctuations in performance. In conclusion, emotional salary is a key strategic tool to strengthen motivation and improve job performance among technical staff. This research provides a diagnostic applicable to Grupo Platino’s organizational reality and contributes relevant knowledge for human talent management in similar contexts in Honduras and Latin America.
This research aimed to analyze the impact of emotional salary on motivation and job performance among the collaborators of the Machinery and Equipment Department at Grupo Platino in San Pedro Sula, Honduras. The study arises from the need to understand how non-monetary benefits influence commitment, satisfaction, and productivity of technical and operational staff, in a context where financial incentives alone are not sufficient to ensure retention or optimal performance. A quantitative, descriptive-correlational approach was applied, with a non-experimental, crosssectional design. The population consisted of 44 employees, from which a representative sample of 33 was selected using stratified sampling. Data collection was carried out through a validated structured questionnaire with Likert-type scales, and the analysis included reliability tests and Pearson correlation. The results show that emotional salary has a positive correlation with motivation (r = 0.329) and job performance (r = 0.669), with a stronger relationship observed with performance. Non-monetary benefits such as recognition, flexibility, and a positive work climate were found to contribute to employees’ overall well-being and enhance their productivity. Additionally, the lack of structured emotional salary strategies was associated with demotivation and fluctuations in performance. In conclusion, emotional salary is a key strategic tool to strengthen motivation and improve job performance among technical staff. This research provides a diagnostic applicable to Grupo Platino’s organizational reality and contributes relevant knowledge for human talent management in similar contexts in Honduras and Latin America.
Keywords
Salario Emocional, Desempeño Laboral, Retención de Personal, Motivación Laboral, Destión del Talento Humano