Gestión de Riesgos Laborales en las Prácticas de Responsabilidad Social Corporativa en el Ecuador

  1. Pinos Mora, Lilián Patricia
Dirigida per:
  1. Francisco Juan Navarro Roldán Director
  2. Carlos Ruiz Frutos Director

Universitat de defensa: Universidad de Huelva

Fecha de defensa: 18 de de desembre de 2015

  1. Manuel Vaquero Abellán President/a
  2. José Andrés Lorca Marín Secretari
  3. Juan Luis Cabanillas Moruno Vocal

Tipus: Tesi


BACKGROUND: Occupational Health and Safety Management in practices of Corporate Social Responsibility is something not sufficiently studied, being of importance in that ratifies the importance of human resources, as a transforming labor force, organizational culture and productivity. AIMS: Assess Occupational Health and Safety Management in Practices of Corporate Social Responsibility. METHODOLOGY: It begins with a comparative analysis of the legislation Ecuador-Spain. The study population sum 112 organizations and 79,661 workers, performing surveys a total of 671 people. Facts specialized agencies and informants allowed for the characterization of both institutions as informants. The survey consisted of 53 questions of the Global Reporting Initiative, 18 validated in previous PhD. thesis and the inclusion of another 15 questions, all with answers Likert scale of 5 options. Study pilot and participation of experts. In an initial workshop, a pre-test was done and trained the participants, with 24 months follow-up and implementation of the second survey. Cronbach's alpha for internal consistency, descriptive analysis and contingency tables were used. After verifying that the data did not follow a normal distribution (Kolmogorov-Smirnov) nonparametric analysis, Mann-Whitney test for independent data, Wilcoxon test for paired and Kruskal-Wallis test for differences between the two study phases were applied. Relative risk was calculated and built predictive models using logistic regressions and suitability for the Hosmer-Lemeshow. RESULTAS AND DISCUSSION: The model of the Occupational Safety and Health Management is very compatible with the Corporate Social Responsibility because the latter includes it, with the system of regulation of the Andean Instrument on Safety and Health in the most suitable job to apply. A high percentage of the studied institutions shall comply with occupational risk management but only 6.3% of them exceeding 80% level of efficiency (legal obligation). Less than 1% of women are members of the boards of government companies and the biggest occupational hazard perceived is the psychosocial (71.39%). The post-intervention assessments are higher in all levels of education, going on Institutionalization of 64.44 to 74.44, at 53.33 to 62.22 Legitimacy and Social Aspect of 55.46 to 62.28, with an overall improvement of 19.2%. There are differences between multinational and national companies and in accordance with the business organizations is greater in the case of services organizations and commercial product.The study perception is higher among members of the Governing Council and always worse for women. Obtaining the highest score psychosocial assessment work over the last six months and periodic planning activities; worsening the promotion of gender equality, knowledge of family work activities, supplemental health insurance, and work hours schedule according to their study needs. The predictive model of the variable Real Corporate Social Responsibility is explained by a member of the specific Ecuadorian Association on Corporate Social Responsibility while commercial activity appeared as explanatory studying all institutions and multinationals. The organization variable was significant in the case of multinational institutions, although not in the public and mixed modes. National institutions are explained only by belonging to the Consortium of Corporate Social Responsibility. The model determines the effectiveness of the level of implementation of the Occupational Safety and Health Management System is explained by having Corporate Social Responsibility and commercial activity. Among the limitations we note difficulty of integration, economic organizations political situations, fear government sanctions, and the time required to achieve a change in organizational culture. CONCLUSIONS: After intervention increased awareness is perceived assuming a socially responsible organization should consider the characteristics of the worker, welfare and working conditions, in pursuit of empowerment and improving its institutional image (legitimacy and survival), through political and organizational culture of excellence, higher productivity and competitiveness, and with the participation of all stakeholders.