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Liderazgo de servicio y su influencia en el desempeño de equipos: el rol mediador de la confianza en el líder, el compromiso laboral y la cultura colaborativa en el sector mienro-energético colombiano

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dc.contributor.advisorDíez Silva, Henry Mauricio
dc.contributor.authorNieves Plata, Manuel Enrique
dc.contributor.juryNieto-Licht, Cesar
dc.contributor.juryKurezyn Díaz, Crishelen
dc.contributor.juryPatiño Castro, Omar Alonso
dc.contributor.researchgroupEmprendimiento y gerencia::Grupo de gerencia en las grandes, mediana y pequeñas empresas G3PYMES Omar Alonso Patiño Castro Categoría A1 COL0016327
dc.creator.id91533912
dc.date.accessioned2026-09-07T12:53:57Z
dc.date.issued2026-08-06
dc.description.abstractEl presente trabajo de investigación tiene como propósito evaluar la influencia del liderazgo de servicio, incluyendo sus características de confianza en el líder, compromiso laboral y cultura colaborativa, con el desempeño de los equipos, para empresas del sector minero-energético colombiano. Estos constructos fueron conceptualizados a través de una revisión de literatura, atendiendo el llamado de Eva et al. (2019) y la brecha de investigación de Nauman et al. (2022), a partir de lo cual se construyó el modelo teórico y se identificaron siete hipótesis para su verificación de manera empírica. Para el desarrollo del estudio se consolidó un cuestionario con ítems validados por la literatura, el cual fue aplicado a través de una encuesta en línea a 380 trabajadores del sector en mención. Para el análisis se empleó una metodología cuantitativa, mediante un modelo de ecuaciones estructurales de mínimos cuadrados parciales haciendo uso del software SPSS® y SmartPLS®, que permitieron evaluar el modelo de medida y el modelo estructural. Los resultados indicaron la aceptación de cinco de las siete hipótesis establecidas, al tener una relación positiva significativa entre las variables latentes; las hipótesis que no se lograron respaldar de manera empírica hacen referencia a la relación entre el liderazgo de servicio y la influencia en el desempeño de los equipos; así como la incidencia entre la confianza en el líder sobre el desempeño de equipos que, aunque fueron significativas en términos estadísticos, presentan un comportamiento negativo o marginal. Los principales hallazgos evidencian que, si bien los trabajadores del sector minero-energético colombiano perciben en sus líderes características propias del liderazgo de servicio, este no ejerce por sí solo un efecto directo significativo sobre el desempeño de equipo; sin embargo, al articularse con mecanismos mediadores como el compromiso laboral y la cultura colaborativa, alcanza elevados niveles de significancia en la explicación de la influencia colectiva. En este sentido, dichas variables emergen como factores clave que se relacionan de manera positiva y significativa con el desempeño de los equipos. Esta investigación se constituye en un aporte pionero al analizar estas relaciones en el contexto colombiano, contribuyendo a la consolidación de un marco empírico que puede orientar tanto a la comunidad académica como a los directivos en el diseño de estrategias de liderazgo y gestión organizacional más efectivas.spa
dc.description.abstractEl presente trabajo de investigación tiene como propósito evaluar la influencia del liderazgo de servicio, incluyendo sus características de confianza en el líder, compromiso laboral y cultura colaborativa, con el desempeño de los equipos, para empresas del sector minero-energético colombiano. Estos constructos fueron conceptualizados a través de una revisión de literatura, atendiendo el llamado de Eva et al. (2019) y la brecha de investigación de Nauman et al. (2022), a partir de lo cual se construyó el modelo teórico y se identifican siete hipótesis para su verificación de manera empírica. Para el desarrollo del estudio se consolidó un cuestionario con ítems validados por la literatura, el cual fue aplicado a través de una encuesta en línea a 380 trabajadores del sector en mención. Para el análisis se empleó una metodología cuantitativa, mediante un modelo de ecuaciones estructurales de mínimos cuadrados parciales haciendo uso del software SPSS® y SmartPLS®, que permitieron evaluar el modelo de medida y el modelo estructural. Los resultados indicaron la aceptación de cinco de las siete hipótesis establecidas, al tener una relación positiva significativa entre las variables latentes; las hipótesis que no se lograron respaldar de manera empírica hacen referencia a la relación entre el liderazgo de servicio y la influencia en el desempeño de los equipos; así como la incidencia entre la confianza en el líder sobre el desempeño de equipos que, aunque fueron significativas en términos estadísticos, presentan un comportamiento negativo o marginal. Los principales hallazgos evidencian que, si bien los trabajadores del sector minero-energético colombiano perciben en sus líderes características propias del liderazgo de servicio, este no ejerce por sí solo un efecto directo significativo sobre el desempeño de equipo; Sin embargo, al articularse con mecanismos mediadores como el compromiso laboral y la cultura colaborativa, alcanza elevados niveles de significancia en la explicación de la influencia colectiva. En este sentido, dichas variables emergen como factores clave que se relacionan de manera positiva y significativa con el desempeño de los equipos. Esta investigación se constituye en un aporte pionero al analizar estas relaciones en el contexto colombiano, contribuyendo a la consolidación de un marco empírico que puede orientar tanto a la comunidad académica como a los directivos en el diseño de estrategias de liderazgo y gestión organizacional más efectivas.eng
dc.description.degreelevelDoctoradospa
dc.description.degreenameDoctor en Gestiónspa
dc.description.researchareaEMPRENDIMIENTO Y GERENCIA::GRUPO DE GERENCIA EN LAS GRANDES, MEDIANA Y PEQUEÑAS EMPRESAS G3PYMES OMAR ALONSO PATIÑO CASTRO Categoría A1 COL0016327::Liderazgo organizacional
dc.description.tableofcontentsTabla de Contenido LISTA DE FIGURAS 9 LISTA DE TABLAS 11 1 CAPÍTULO UNO - PLANTEAMIENTO DEL PROBLEMA 14 1.1 INTRODUCCIÓN 14 1.2 ANTECEDENTES Y DESCRIPCIÓN DEL PROBLEMA 18 1.3 OBJETIVOS 24 1.3.1 Objetivo general 24 1.3.2 Objetivos específicos 24 1.4 PREGUNTA DE INVESTIGACIÓN 24 1.5 JUSTIFICACIÓN 29 1.5.1 Valor teórico 29 1.5.2 Implicaciones prácticas 30 1.6 HIPÓTESIS 31 2 CAPÍTULO DOS - LIDERAZGO 39 2.1 INTRODUCCIÓN 39 2.2 ANTECEDENTES 40 2.3 CONCEPTUALIZACIÓN DEL LIDERAZGO 43 2.4 TEORÍAS DEL LIDERAZGO 46 2.4.1 Teorías tradicionales 47 2.4.1.1 Teoría de los rasgos 49 2.4.1.2 Teoría del comportamiento 49 2.4.1.3 Teoría de la contingencia 50 2.4.1.4 Teoría de liderazgo del intercambio social - relacional 50 2.4.1.5 Teoría de liderazgo y tratamiento de la información 50 2.4.1.6 Teoría de liderazgo centrado en el seguidor 51 2.4.1.7 Teoría de poder e influencia del liderazgo 51 2.4.1.8 Teoría de liderazgo y diversidad 51 2.4.1.9 Teorías neocarismáticas 52 2.4.2 Teorías emergentes 52 2.4.2.1 Teoría del liderazgo estratégico 54 2.4.2.2 Teoría del liderazgo de equipos 54 2.4.2.3 Teoría de perspectivas contextuales, de complejidad y sistémicas 55 2.4.2.4 Teorías del surgimiento y desarrollo de líderes 55 2.4.2.5 Teorías éticas y morales 55 2.4.2.6 Teorías del liderazgo para la creatividad, la innovación y el cambio 56 2.4.2.7 Teorías de liderazgo basadas en la identidad 56 2.4.2.8 Otras teorías con enfoques emergentes 56 2.5 CONSIDERACIONES 57 3 CAPÍTULO TRES – LIDERAZGO DE SERVICIO 60 3.1 INTRODUCCIÓN 60 3.2 ANTECEDENTES DEL LIDERAZGO DE SERVICIO. 62 3.3 CONCEPTUALIZACIÓN DEL LIDERAZGO DE SERVICIO. 63 3.3.1 Características del liderazgo de servicio. 68 3.4 VALIDEZ DEL LIDERAZGO DE SERVICIO. 74 3.5 CONSIDERACIONES 76 4 CAPÍTULO CUATRO – DESEMPEÑO DE EQUIPOS 80 4.1 INTRODUCCIÓN 80 4.2 ANTECEDENTES 82 4.3 GENERALIDADES DEL DESEMPEÑO DE EQUIPO 84 4.3.1 Conceptualización de equipo 85 4.3.2 Análisis del equipo 88 4.3.2.1 Características clave de los resultados del desempeño del equipo 89 4.3.2.2 Variables que influyen en el desempeño del equipo 89 4.3.2.3 Medición del desempeño de equipo 91 4.3.3 Resultados del equipo a lo largo del tiempo 93 4.3.3.1 Fase de transición del equipo 94 4.3.3.2 Fase de acción del equipo 95 4.4 TEORÍA DEL APRENDIZAJE SOCIAL 96 4.5 CONSIDERACIONES 98 5 CAPÍTULO CINCO – MEDIADORES ORGANIZACIONALES 100 5.1 INTRODUCCIÓN 100 5.2 ANTECEDENTES SOBRE MEDIADORES ORGANIZACIONALES 101 5.3 CONCEPTUALIZACIÓN 105 5.3.1 Análisis de mediación causal 106 5.3.2 Mediación en modelos PLS-SEM 106 5.3.2.1 Procedimiento avanzado para el análisis de mediación en PLS-SEM 108 5.3.2.2 Aspectos adicionales para evaluar el ajuste y la solidez de los modelos de mediación en PLS-SEM 110 5.3.2.3 Manejo de mediaciones múltiples 110 5.4 RED NOMOLÓGICA ENTRE LIDERAZGO DE SERVICIO Y MEDIADORES ORGANIZACIONALES 112 5.4.1 Mediadores organizacionales 114 5.4.1.1 Mediadores centrados en el empleado y el puesto de trabajo 114 5.4.1.2 Mediadores centrados en el equipo 114 5.4.1.3 Mediadores centrados en el líder 115 5.4.1.4 Mediadores centrados en el clima y la organización 115 5.4.2 Resultados 115 5.4.2.1 Resultados conductuales 116 5.4.2.2 Resultados actitudinales 116 5.4.2.3 Resultados relacionados con el líder 116 5.4.2.4 Resultados relacionados con el rendimiento 117 5.5 CONSIDERACIONES 117 6 CAPÍTULO SEIS – CONFIANZA EN EL LÍDER 119 6.1 INTRODUCCIÓN 119 6.2 ANTECEDENTES DE LA CONFIANZA EN EL LÍDER 120 6.3 CONCEPTUALIZACIÓN 121 6.3.1 Confianza afectiva 123 6.3.2 Confianza Cognitiva 124 6.3.3 Vulnerabilidad 125 6.4 RELACIÓN ENTRE EL LIDERAZGO DE SERVICIO Y LA CONFIANZA EN EL LÍDER 127 6.5 CONSIDERACIONES 129 7 CAPÍTULO SIETE – COMPROMISO LABORAL 131 7.1 INTRODUCCIÓN 131 7.2 ANTECEDENTES 134 7.3 CONCEPTUALIZACIÓN 136 7.3.1 Vigor 138 7.3.2 Dedicación 139 7.3.3 Absorción 140 7.3.4 Vía cognitiva directa: teoría del intercambio social 141 7.3.5 Vía conductual directa: Teoría del aprendizaje social 142 7.3.6 Vía motivacional directa: teoría de la autodeterminación 143 7.3.7 Vía afectiva directa: teoría del contagio emocional 143 7.3.8 Vía material directa: teoría de las demandas y recursos laborales 144 7.4 RELACIÓN ENTRE EL LIDERAZGO DE SERVICIO Y EL COMPROMISO LABORAL 144 7.5 CONSIDERACIONES 147 8 CAPÍTULO OCHO – CULTURA COLABORATIVA 150 8.1 INTRODUCCIÓN 150 8.2 ANTECEDENTES 152 8.3 CONCEPTUALIZACIÓN 157 8.3.1 Aspectos contemporáneos de cultura colaborativa 164 8.4 RELACIÓN ENTRE EL LIDERAZGO DE SERVICIO Y LA CULTURA COLABORATIVA 167 8.5 CONSIDERACIONES 169 9 CAPÍTULO NUEVE – SECTOR MINERO-ENERGÉTICO EN COLOMBIA 173 9.1 INTRODUCCIÓN 173 9.2 CONCEPTUALIZACIÓN 175 9.2.1 Subsector Energía Eléctrica 176 9.2.2 Subsector Minería 176 9.2.3 Subsector Hidrocarburos 176 9.2.4 Organización del sector minero-energético en Colombia 177 9.3 RELACIÓN SECTOR MINERO-ENERGÉTICO CON EL DESARROLLO DE COLOMBIA 179 9.4 TRANSICIÓN ENERGÉTICA 182 9.5 CONSIDERACIONES 190 10 CAPÍTULO DIEZ - METODOLOGÍA Y DISEÑO DE LA INVESTIGACIÓN 194 10.1 INTRODUCCIÓN 194 10.2 FASE 1: FUNDAMENTACIÓN TEÓRICA 196 10.3 FASE 2: DISEÑO DE INVESTIGACIÓN, MUESTRA Y PROCEDIMIENTO 200 10.4 FASE 3: INSTRUMENTOS DE MEDICIÓN 203 10.4.1 Liderazgo de servicio 207 10.4.2 Desempeño de equipos 207 10.4.3 Confianza en el líder 208 10.4.4 Compromiso laboral 209 10.4.5 Cultura colaborativa 209 10.5 FASE 4: PROCESAMIENTO DE LOS DATOS 210 10.6 CONSIDERACIONES 211 11 CAPÍTULO ONCE - ANÁLISIS Y DISCUSIÓN DE LOS RESULTADOS 213 11.1 ANÁLISIS PRELIMINAR UNIVARIADO 214 11.1.1 Análisis demográfico 214 11.1.2 Estadísticas descriptivas 218 11.1.3 Prueba de multicolinealidad 220 11.2 ANÁLISIS MULTIVARIADO 221 11.2.1 Análisis del modelo de medida 221 11.2.2 Fiabilidad y validez convergente del modelo de primer orden 221 11.2.3 Validez discriminante 223 11.2.4 Fiabilidad y validez del modelo de segundo orden 224 11.2.5 Análisis del modelo estructural y prueba de hipótesis 228 11.2.5.1 Índice de ajuste del modelo SRMR 230 11.2.5.2 Coeficiente de Determinación (R²) 230 11.2.5.3 Tamaño del efecto f² 231 11.2.5.4 Mediación estadística del modelo 232 11.2.6 Evaluación de la predicción 235 11.2.6.1 Relevancia Predictiva Q² 235 11.2.6.2 Prueba de capacidad predictiva con validación cruzada 237 11.3 CONSIDERACIONES 238 11.3.1 Implicaciones metodológicas para líderes 241 12 CAPÍTULO DOCE - CONCLUSIONES, LIMITACIONES Y RECOMENDACIONES 242 12.1 CONCLUSIONES 242 12.2 LIMITACIONES 248 12.3 RECOMENDACIONES Y FUTURAS INVESTIGACIONES 249 13 REFERENCIAS BIBLIOGRÁFICAS 251
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dc.format.extent328 páginas
dc.format.mediumRecurso electrónicospa
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dc.identifier.instnameinstname:Universidad Ean spa
dc.identifier.localBDM-DG
dc.identifier.reponamereponame:Repositorio Institucional MINERVAspa
dc.identifier.repourlrepourl:https://repository.universidadean.edu.co/
dc.identifier.urihttps://hdl.handle.net/10882/19546
dc.language.isospa
dc.publisher.facultyFacultad de Administración, Finanzas y Ciencias Económicas
dc.publisher.programDoctorado en Gestiónspa
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dc.rights.licenseAtribución-NoComercial-CompartirIgual 4.0 Internacional (CC BY-NC-SA 4.0)
dc.rights.localAbierto (Texto Completo)spa
dc.rights.urihttps://creativecommons.org/licenses/by-nc-sa/4.0/
dc.subject.armarcLiderazgospa
dc.subject.armarcCultura organizacionalspa
dc.subject.armarcTécnicas administrativasspa
dc.subject.armarcAptirtud de mandospa
dc.subject.proposalLiderazgo de servicio
dc.subject.proposalDesempeño de equipos
dc.subject.proposalConfianza
dc.subject.proposalCompromiso laboral
dc.subject.proposalCultura colaborativa
dc.subject.proposalSector minero energético
dc.titleLiderazgo de servicio y su influencia en el desempeño de equipos: el rol mediador de la confianza en el líder, el compromiso laboral y la cultura colaborativa en el sector mienro-energético colombianospa
dc.titleServant leadership and Its influence on team performance: the mediating role of trust in the leader, work engagement, and a collaborative culture in Colombia’s mining and energy sectoreng
dc.typeTrabajo de grado - Doctorado
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dc.type.driverinfo:eu-repo/semantics/doctoralThesis
dc.type.otherTrabajo de grado - Doctorado
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