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Propuesta de cuestionario sobre desempeño laboral e interrelaciones humanas administrado por directivos de Universidad
(Proposal of a questionnaire on work performance and human interrelations administered by university managers)
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Proposal of questionnaire about performance labor and interrelations Humanities
managed by university directors
Romel Luis Ramos Quispe 1 * : https://orcid.org/0000-0002-4319-2351
1 University National of Education Henry Guzman and Valley, Peru
*Author for the correspondence: romelrq0@gmail.com
Received: 11/06/2022 Accepted: 07/27/2022 Published: 08/08/2022
Summary:
The design of a questionnaire on job performance and human relations administered by management staff is
essential for
institutions seeking to improve their efficiency and competitiveness. Measuring these key factors allows for
the
identification of areas of improvement in productivity and relations labor. A questionnaire structured and standardized provides
a
tool
reliable
for
the
harvest
of
data,
facilitating
he
analysis
so much
qualitative
as
quantitative.
This
allows
institutions
to align
their practices with strategic objectives and foster a healthy work culture. Furthermore, being
replicable,
this
questionnaire
facilitates
studies
comparatives
and
longitudinal,
expanding
his
utility
in
future
research.
In
In the university context, these
measurements are crucial to optimize the performance of administrators, improve educational quality
and
strengthen
the
relations
interpersonal,
it
that
impacts
directly
in
the
satisfaction
and
effectiveness
organizational. Its application can generate concrete
improvement actions that contribute to a more harmonious and productive work environment.
Words
clue:
questionnaire,
performance
labor,
interrelations
human,
executive
Proposal
of
to
questionnaire
on
work
performance
and
human
interrelations
administered
by
university
managers.
Abstract
The design of to questionnaire on work performance and human interrelations administered by managers es essential
for
institutions
seeking
to
improve
their
efficiency
and
competitiveness.
Measuring
these
key
factors
allows
the
identification
of
areas for improvement in productivity and labor relations. A structured and standardized questionnaire provides a reliable to ol for
data
collection, facilitating both qualitative and quantitative analysis. This allows institutions to align their practices with
strategic
objectives and foster a healthy work culture. Furthermore, being replicable, this questionnaire facilitates
comparative and
longitudinal studies, expanding its usefulness in future research. In the university context, these
measurements are crucial to optimize the performance of administrative staff, improve educational quality and strengthen
interpersonal relationships, which
has a direct impact on organizational satisfaction and effectiveness. Their application can
generate concrete improvement actions
that contribute to to more harmonious and productive work environment.
Key
words:
questionnaire,
work
performance,
human
interrelationships,
manager.
Proposal for a questionnaire on work performance and human inter-relationships administered by
university managers.
Summary
TO
preparation
of
um
questionnaire
about
performance
No
work
and
inter-relations
human
administered
hairs
managers
It
is
essential for institutions that seek to improve their efficiency and competitiveness. The measurement of these key factors allows
identification of areas for melhoria gives productivity and you relations workers. Um questionnaire structured and Standardized
data provides a reliable tool for data collection, facilitating qualitative and quantitative analysis. Isso allows
institutions to align
their practices with strategic objectives and promote a healthy work culture. Além disso, for being
replicated, this questionnaire
facilitates comparative studies and
longitudinais, expanding its usefulness in future research. No context
university,
these
measurements
I am
crucian carp
for
optimize
either
performance
administrative,
to improve
to
educational quality
and
strengthen
ace
relations
interpersonal,
either
that
afeta
directly
to
satisfaction
and
to
effectiveness
organizational.
Its
application can generate concrete moments of happiness that contribute to a more harmonious and productive work environment.
Keywords:
questionnaire, work performance, human inter-relations, managerial
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Propuesta de cuestionario sobre desempeño laboral e interrelaciones humanas administrado por directivos de Universidad
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I. Introduction
The design of a questionnaire on job performance and human interrelations administered by management
staff faces challenges such as the lack of a clear conceptual framework, which can generate ambiguity and
affect the validity of the results. Without a defined structure, the questions may lack consistency, making
it difficult to measure key aspects of performance and interpersonal relationships. A well-founded
reference model is essential to ensure that the questionnaire is valid and reliable, aligning the questions
with the research objectives and improving the accuracy of the results.
Institutions, in their desire to improve their efficiency and competitiveness, they recognize the importance
of measuring job performance and human interrelations, key factors for organizational success. The
proposal for a questionnaire to collect data on these aspects is justified below, offering a useful tool for
future research.
He performance labor is essential for measure the productivity organizational. Assess as the Employees
manage their responsibilities, time and goals, allowing them to identify areas for improvement and
optimize decisions about training, rewards, and organizational structure. A questionnaire focused on this
topic provides valuable data that helps align work practices with institutional objectives.
Human interrelations are key to a positive work environment. An organizational climate based on
respectful relationships improves employee motivation, satisfaction, and performance. Measuring these
interactions helps detect conflicts and strengthens the cohesion of work teams, which fosters a
collaborative and productive environment.
The structured questionnaire is a standardized tool that facilitates the collection of both qualitative and
quantitative data. Being replicable and applicable in different contexts, it allows obtaining an accurate
view of performance and work interrelations. Its direct application provides key feedback for
implementing organizational improvements.
The need to have standardized questionnaires on job performance administered by the management staff
of a university is very important and urgent, because it influences human relations and there is a lack of
variety of such instruments to choose from; universities are complex organizations that require the joint
work of their members to achieve their objectives, with administrators being the personnel who mediate
personal and work relationships between managers and teaching staff.
Job performance and human relationships are two key factors for the success of any organization, and in
the case of universities, these factors are even more important. Job performance refers to the ability of
members of an organization to perform their tasks effectively and efficiently. The job performance of
university administrators is important because it affects the quality of education provided to students.
Human relationships refer to the relationships between members of an organization. Good human
relationships contribute to a positive and productive work environment.
The administration of a questionnaire on job performance by the management staff of a university has the
following benefits: It allows the evaluation of job performance and human interrelations of the
administrative. Identify areas of opportunity for improve the performance labor and the
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Propuesta de cuestionario sobre desempeño laboral e interrelaciones humanas administrado por directivos de Universidad
(Proposal of a questionnaire on work performance and human interrelations administered by university managers)
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human interrelations. Provides valuable information for decision-making regarding the development of
administrative staff.
In the specific case of the university mentioned in the text, the questionnaire could help identify the
following areas of opportunity: Difficulties in resolving administrative problems and behavior of the
workers, polarization of the staff, it that makes difficult the take of decisions, poor level of interpersonal
relations.
The information obtained from the questionnaire could be used to implement improvement actions that
contribute to improving the job performance and human relations of university administrators. These
actions could include: Problem-solving training, Leadership development programs, Integration activities
and strengthening of interpersonal relationships; in other words, the administration of a questionnaire on
job performance and human relations is a valuable tool that can help universities improve the performance
of their administrators. and, consequently, the quality of the education they provide.
Some research linked the present job
Cedeño Catagua T, & Saltos Briones G. (2020) mention that performance evaluation is a human talent
management tool that allows measuring employee performance. This tool can be used to improve
customer service processes, creating an organizational climate that motivates employees. The research
proposed in the text aims to propose a performance evaluation model for the Manta Municipal Property
Registry Company (the same as some aspects that may be considered for university administrative staff).
The proposed model consists of four phases:
Identification of elements to be assessed: In this phase, the elements to be assessed in employees are
identified. These elements may include aspects related to job performance, professional competencies and
personal skills.
Weighing of the factors: In this phase HE ponder the items identified in the phase former, according to
their importance to the organization.
Parameter evaluation: In this phase, the parameters that will be used to evaluate each element are
established.
Rating scale: In this phase, a rating scale is established that will be used to rate employee performance.
According to Medina León, A, et al., (2019). Job satisfaction of educational administrators is an important
factor for the success of educational institutions. Satisfied administrators are more productive, more
committed to their work, and less likely to leave the organization.
Since job performance is linked to job satisfaction, the research by Alfaro, Girón, Solano and Torres
(2014) has been considered in their research work entitled “Job satisfaction and its relationship with some
occupational variables in three Municipalities”. Regarding the impact of each of the factors on job
satisfaction in each municipality studied, the workers of the three municipalities reported he elderly
percentage for the factors
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Propuesta de cuestionario sobre desempeño laboral e interrelaciones humanas administrado por directivos de Universidad
(Proposal of a questionnaire on work performance and human interrelations administered by university managers)
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significance of the task and benefits economic (of Average to Satisfied), it that would indicate that The
workers have a good disposition towards their work and are satisfied with the salary they receive.
(Miles, et al., 2018) mention that in the current business environment, competitiveness is a key factor for he
success. The companies that achieve be competitive are those that achieve manage of efficiently
manage their human resources (HR). HR management includes a series of practices that seek to attract,
develop and and retain to the best talents. Are practices they can include the selection, the training,
performance evaluation, promotion and compensation.
Variable: job performance: According to Bravo, Peiró and Rodríguez (1996), job satisfaction is a concept
that refers to the attitudes that people have towards their work. These attitudes can be positive or negative,
and can refer to work in general or to specific aspects, such as salary, working conditions or interpersonal
relationships; that is, such as those generated within an educational institution.
Job satisfaction is an important factor for employee well-being and for the success of organizations.
Teachers, administrative staff, service personnel and managers are more productive, more committed to
their work and less likely to leave the company. Work motivation is a concept that refers to the factors
that drive people to work. These factors can be internal, such as people's needs and aspirations, or
external, such as the rewards they receive for their work.
Job satisfaction and work motivation are closely related. Job satisfaction can increase work motivation, as
employees who are satisfied with their jobs are more likely to feel motivated to do a good job.
Job satisfaction is therefore an important factor for employee well-being and for the success of
organisations. Universities can improve the job satisfaction of teaching staff, administrative staff, service
staff and managers by offering professional development opportunities and rewarding good performance.
Dimensions of the variable: performance labor
Dimension 1: he performance labor with the conditions of work
Peiró and Prieto (1996) Satisfaction with working conditions is linked to the objectives, goals and
productivity rates that must be achieved; as well as with the cleanliness, hygiene and healthiness of the
workplace; which will be measured with the indicators:
The goals, goals and rates of production that has to achieve
the cleanliness, hygiene and health of your workplace
Dimension 2: he performance labor with the organization
According to Peiró and Prieto (1996), satisfaction with the organization refers to conformity with
environmental conditions, available spaces for movement that allow favorable interaction between
workers; which will be measured with the indicators:
He around physical and he space of that has in his place of work
The temperature of your workplace
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(Proposal of a questionnaire on work performance and human interrelations administered by university managers)
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Dimensions of the variable interrelations human
Cornejo and Tapia (2011) mention some determining aspects in human interrelations, such as: emotions,
beliefs, impulses, behaviors, choices, work environment; which are related to the following aspects
respectively:
The supervision that exercise about you
The proximity and frequency with that is supervised
The "equality" and "justice" of deal that receives of his
Company The support you receive from your supervisors
He degree in that the company fulfills he agreement, the provisions and labor laws.
II. Methodology
This is a descriptive purposeful study, as it has the purpose of proposing a instrument to measure the job
performance of administrative staff working at a university in Peru.
Procedure for elaboration of items.
After reviewing various theories linked to job performance, the theory proposed by Peiró and Prieto (1996)
has been considered, from which theory it can be deduced that there are four indicators.
For their part, Cornejo and Tapia (2011) mention some determining aspects in human interrelations, such
as: emotions, beliefs, impulses, behaviors, choices, work environment.
After each indicator, several items can be obtained; optionally, the dimensions can be established
beforehand. In this work, for didactic reasons, only two items are shown for each indicator, which are
shown in the Results chapter.
Board 1. Indicators of the variables performance labor and interrelations human
Dimensions
Indicators
Job
performance
1. The goals, goals and rates of production that has to reach
2. The cleaning, hygiene and healthiness of his place of job
3. He around physical and he space of that has in his place of job
4. The temperature of his local of job
Human
interrelations
5.
The supervision that exercise about you
6.
The proximity and frequency with that is supervised
7.
The "equality" and "justice" of deal that receives of your company
8.
He support that receives of their supervisors
9.
The degree to which the company complies with the agreement, provisions
and laws labor.
10.
The shape in that HE gives the negotiation in his company about aspects labor
Fountain: Adapted of Peiro and Prieto (1996) and of Cornel and Wall (2011)
The questionnaires elaborated, HE they can consolidate in one only (for ease the administration),
previously,
ha past by judgment of
three experts: two of they are experts in the theme that verse
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(Proposal of a questionnaire on work performance and human interrelations administered by university managers)
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each variable, in addition to an expert teacher specialized in scientific research methodology, The average
rating of the three experts indicates a 97% approval; with which approval the Test for each variable
(shown in only one, according to the numbering of the indicators); which will be measured with a Likert
scale, shown in the results section.
III. Results
After the indicators have been shown, for each variable for didactic reasons two items have been obtained
for each of the indicators, constituting a total of 20 items, which are shown below, to quantify the answers
answered according to the following alternatives with their respective weights:
Always: 5
Almost Always: 4
Undecided: 3
Almost Never: 2
Never: 1
To quantify the responses to the questionnaire shown below, each response is usually assigned a value in
advance, placing one of the letters (a, b, c, d, e) in the boxes of the columns on the right and recording the
respective values using Excel or SPSS software.
Board 2. Test with two items for each indicator of the Board 1; in total 20 items
Items of the questionnaire
1.1
The production objectives that the University's administrative staff must achieve
are established
1.2
He staff administrative of the University reaches the goals of production
2.1
The University's administrative staff maintains the cleanliness of the workplace
2.2
The University's administrative staff takes care of the integrity of their workplace
3.1
He staff administrative University promotes he order of his around physical
3.2
University administrative staff make appropriate use of their workplace space
4.1
The ventilation of the local of job is relevant for he staff administrative
4.2
He staff administrative HE order of keep a level of temperature crazy
5.1
HE feel correctly evaluated by he staff administrative
5.2
He staff university administrator feels comfortable with the supervision of
administrative staff
6.1
He staff administrative university student HE sample willing to absolve
their concerns
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(Proposal of a questionnaire on work performance and human interrelations administered by university managers)
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6.2
HE feel comfortable with the frequency with the that is supervised by
administrative staff
7.1
Consider that is treaty with equality by he staff administrative university student
7.2
Consider that is treaty with justice by he staff administrative
8.1
Consider enough he support labor that receives of the staff administrative
8.2
Consider relevant he support moral that receives of the staff administrative
9.1
He staff administrative
of the University has a high degree of
responsibility to comply with agreements
9.2
University administrative staff have a high degree of commitment to labor
provisions
10.1
Do you agree with the way the administrative staff coordinates within the
University?
10.2
This of agreement with the shape in that he staff administrative generates
Negotiation within the University
IV. Discussions
A questionnaire on job performance and human relations is a valuable tool that can help institutions and
researchers improve the quality of the education they provide. This questionnaire allows to evaluate the
job performance and human relations of administrative staff, and From this, areas of opportunity for
improvement can be identified. However, the application of a reference model requires adaptation to the
specific context of the organization, considering its culture and characteristics. In addition, it can become
rigid if it limits the exploration of new perspectives. Administration of the questionnaire by management
staff offers advantages, such as better interpretation of the results due to their knowledge of the
organizational context, and fosters trust among employees; it also involves risks of bias and lack of
anonymity, which could affect the sincerity of the responses.
The standardized questionnaire not only benefits the institution that applies it, but is also useful for other
research. Its replicability allows for comparative and longitudinal studies, improving the external validity
of the results. These data can help identify patterns, evaluate the impact of interventions, and understand
how labor relations affect organizational performance; the same ones that, according to Rojas Fernández
(2021), are influential in administrative management and teaching practice in a public educational
institution, impacting the data of both those investigated and personnel who carry out some work Caján et
al (2021) when referring to the Metadata, health system, and pension regimes of Peruvian artists, through
the management of working conditions and Motivation Caján (2022).
Measuring job performance and human interrelations is crucial for the proper functioning of any
institution. A questionnaire designed to assess these aspects not only helps in decision making internal,
but that also contributes to the knowledge about the management organizational. His
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Propuesta de cuestionario sobre desempeño laboral e interrelaciones humanas administrado por directivos de Universidad
(Proposal of a questionnaire on work performance and human interrelations administered by university managers)
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Applicability and flexibility make it a valuable tool for future research, promoting a more efficient and
harmonious work environment.
The questionnaire developed in this work, in comparison with the studies by Alfaro, Girón, Solano and
Torres (2014) as well as Pérez and Rivera (2015) agree that the levels of job satisfaction in public and
private institutions in Peru are, in general, average. This indicates that there is room for improvement, and
that universities can benefit from the administration of a questionnaire on job performance and human
interrelations.
The questionnaire could help to identify the following areas of opportunity: Difficulties in resolving
administrative problems, Polarization of staff, which makes decision-making difficult, Poor level of
interpersonal relations. Work motivation is a key factor for business competitiveness. Companies that
manage to motivate their employees are those that achieve better results.
Authors Miles, et al. (2018) argue that internal factors are those that have the greatest impact on business
competitiveness. Therefore, companies that manage their human resources efficiently are more likely to be
competitive.
The study of Barria et al. (2021) addresses the psychometric properties of the ECALS scale for assessing
organizational climate. This instrument is useful for measuring key dimensions that affect job performance
and human interactions, providing a robust and valid framework for future research in the organizational
field. Its application can enrich the measurement of factors such as satisfaction and commitment in
universities.
Brito et al. (2020) explore how organizational climate influences employee performance in a service
company. Their analysis demonstrates how a positive work environment can improve employee
productivity and well-being. This research is relevant for developing questionnaires that measure the
impact of human interrelations and climate on job performance within educational institutions.
The work of Cevallos et al. (2021) analyzes the labor modeling of graduates from the Faculty of Computer
Sciences of a university, which allows identifying the relationship between academic training and job
performance. This research is key to assessing the impact of training on the development of professional
skills, useful to include in a questionnaire on job performance and labor relations in universities.
Slim, C., You see, YO., Avalos, M., and Gahona, EITHER. (2021)
Delgado et al. (2021) investigate the role of emotional intelligence and work-family conflict in teacher
satisfaction and performance. Their study highlights how these factors impact teacher motivation. and
productivity in the educational environment, suggesting the importance of including emotional variables
and well-being in a questionnaire addressed to academic staff at universities.
Pedraza (2020) investigates job satisfaction and organizational commitment of human capital in higher
education institutions. His approach highlights how employees' perception of the organizational climate
influences their performance and commitment, making the use of this type of questionnaires relevant to
measure the impact of these factors in universities.
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Vesga et al. (2020) examine the relationship between organizational culture and readiness to change
within organizations. This study provides key insights into how shared values and beliefs can influence the
adoption of organizational change, an aspect that should be considered when developing a questionnaire
on performance and the interrelations humans in environments university students.
V. Conclusions
The information obtained from the questionnaire could be used to implement improvement actions that
contribute to improving the performance of administrators and, consequently, the quality of the education
they provide. These actions could include: Problem-solving training, Leadership development programs,
Integration activities and strengthening of interpersonal relationships.
Having a reference model for the design of the questionnaire is essential, but it must be flexible and
adapted to the organization to guarantee valid, reliable and useful results for decision-making. The
administration of a questionnaire on job performance and human relations is a valuable tool that can help
universities improve the quality of the education they provide.
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Conflict of interests: The authors declare No have none conflict of interests.
Financing of the investigation: With resources own.
Declaration of interests: The author declares that he has no conflict of interest that could have influenced
the results obtained or the proposed interpretations.
Informed consent statement: The study has been carried out in compliance with the Ethical Code and
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