<?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>1390-8618</journal-id>
<journal-title><![CDATA[RETOS. Revista de Ciencias de la Administración y Economía]]></journal-title>
<abbrev-journal-title><![CDATA[Retos]]></abbrev-journal-title>
<issn>1390-8618</issn>
<publisher>
<publisher-name><![CDATA[Universidad Politécnica Salesiana]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1390-86182024000200203</article-id>
<article-id pub-id-type="doi">10.17163/ret.n28.2024.02</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Compromiso con la tarea y satisfacción laboral: evidencia en el sector comercial peruano]]></article-title>
<article-title xml:lang="en"><![CDATA[Engagement and job satisfaction: evidence in the Peruvian commercial sector]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[García-Tamariz]]></surname>
<given-names><![CDATA[Pilar Esperanza]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Mansilla-Mahmud]]></surname>
<given-names><![CDATA[Macarena Ayleen]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Mateo-Dueñas]]></surname>
<given-names><![CDATA[Ricardo]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad de Piura  ]]></institution>
<addr-line><![CDATA[Lima ]]></addr-line>
<country>Peru</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad de Piura  ]]></institution>
<addr-line><![CDATA[Lima ]]></addr-line>
<country>Peru</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidad de Navarra  ]]></institution>
<addr-line><![CDATA[Pamplona ]]></addr-line>
<country>Spain</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>03</month>
<year>2024</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>03</month>
<year>2024</year>
</pub-date>
<volume>14</volume>
<numero>28</numero>
<fpage>203</fpage>
<lpage>220</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.senescyt.gob.ec/scielo.php?script=sci_arttext&amp;pid=S1390-86182024000200203&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.senescyt.gob.ec/scielo.php?script=sci_abstract&amp;pid=S1390-86182024000200203&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.senescyt.gob.ec/scielo.php?script=sci_pdf&amp;pid=S1390-86182024000200203&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen El objetivo principal de este estudio fue investigar cuáles son los componentes del compromiso con la tarea más relevantes para la satisfacción laboral de los empleados pertenecientes al sector comercial en Perú. Se distribuyeron cuestionarios en línea y en formato impreso a empleados de 25 empresas que operan en los sectores comerciales de Lima. La Escala de Compromiso Laboral de Utrecht (UWES) fue seleccionada como instrumento de encuesta después de una exhaustiva revisión de la literatura, lo que resultó en la recopilación de 260 encuestas. Se establecieron criterios específicos para la participación de empresas, exigiendo que pertenecieran al sector privado, y la investigación adoptó un diseño transversal. Es importante destacar que la encuesta se administró de forma gratuita, garantizando completa anonimidad para los encuestados. El instrumento utilizado en este estudio fue un modelo de mínimos cuadrados ordinarios, incorporando una variable cuadrática para la edad. Los resultados de este modelo brindaron el respaldo necesario para demostrar una estrecha relación entre las variables de compromiso, como el desafío (&#946; = 0.0147, p &lt; 0.05), la inspiración (&#946; = 0.0224, p &lt; 0.01), el flow o la inmersión en el trabajo (&#946; = 0.0156, p &lt; 0.05) y la satisfacción laboral en empleados comerciales. Además, estas variables fueron analizadas gráficamente según la edad de los trabajadores, observándose una tendencia cuadrática específicamente en la relación entre la satisfacción laboral y la edad. Los hallazgos contribuyen a la literatura al presentar una perspectiva diferente sobre el estudio del compromiso, proporcionando valiosos conocimientos para la formulación de políticas de gestión humana más efectivas.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract The primary objective of this study was to explore the components of engagement that are most significant to the job satisfaction of employees in Peru&#8217;s commercial sector. Questionnaires were distributed online and printed to employees from 25 businesses operating within Lima&#8217;s commercial sectors. Following an exhaustive literature review, the Utrecht Work Engagement Scale (UWES) was chosen as the survey instrument, resulting in the collection of 260 responses. The participating companies were required to be part of the private sector, and the research adopted a cross-sectional design. The survey was administered free of charge, ensuring complete anonymity for the respondents. The study employed an ordinary least squares model as the instrument, incorporating a quadratic variable for age. The model&#8217;s results provided the necessary support to demonstrate a close relationship between the engagement variables of challenge (&#946; = 0.0147, p &lt; 0.05), inspiration (&#946; = 0.0224, p &lt; 0.01), flow state (&#946; = 0.0156, p &lt; 0.05), and job satisfaction among commercial employees. Additionally, these variables were graphically analyzed according to the workers&#8217; age. A quadratic trend is specifically observed in the relationship between job satisfaction and age. Our findings contribute to the literature by offering a unique perspective on engagement studies, providing valuable insights for the development of improved human management policies.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[desafío]]></kwd>
<kwd lng="es"><![CDATA[trabajadores comerciales]]></kwd>
<kwd lng="es"><![CDATA[compromiso con la tarea]]></kwd>
<kwd lng="es"><![CDATA[inspiración]]></kwd>
<kwd lng="es"><![CDATA[satisfacción laboral]]></kwd>
<kwd lng="es"><![CDATA[comportamiento organizacional]]></kwd>
<kwd lng="es"><![CDATA[flow]]></kwd>
<kwd lng="en"><![CDATA[Challenge]]></kwd>
<kwd lng="en"><![CDATA[commercial workers]]></kwd>
<kwd lng="en"><![CDATA[engagement]]></kwd>
<kwd lng="en"><![CDATA[inspiration]]></kwd>
<kwd lng="en"><![CDATA[job satisfaction]]></kwd>
<kwd lng="en"><![CDATA[organizational behavior]]></kwd>
<kwd lng="en"><![CDATA[flow]]></kwd>
</kwd-group>
</article-meta>
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