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      <depositor_name>Rubén Belío Cano</depositor_name>
      <email_address>rbelio@uat.edu.mx</email_address>
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    <registrant>Universidad Autónoma de Tamaulipas</registrant>
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        <full_title>CienciaUAT</full_title>
        <abbrev_title>CienciaUAT</abbrev_title>
        <issn media_type="electronic">2007-7858</issn>
        <issn media_type="print">2007-7521</issn>
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        <titles>
          <title>Relación entre las teorías X y Y de McGregor, las formas de retribuir y la satisfacción de las personas en su trabajo</title>
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          <title>Relationships between McGregor’s X and Y theory, compensation form, and job satisfaction</title>
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          <person_name contributor_role="author" sequence="first" language="es">
            <given_name>Sergio M.</given_name>
            <surname>Madero-Gómez</surname>
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          <person_name contributor_role="author" sequence="additional" language="es">
            <given_name>Daniela Rachel</given_name>
            <surname>Rodríguez-Delgado</surname>
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          <jats:p>Cuando Douglas McGregor inició sus trabajos relacionados con el lado humano de las empresas, la forma de pensar y de administrar era muy diferente a la que se tiene actualmente. El objetivo de este trabajo fue, determinar en el contexto mexicano, la validez y confiabilidad del instrumento de medida utilizado en la investigación de grupos de personas anglosajonas, y conocer la relación que existe entre: a) las características de las teorías X y Y de McGregor; b) las formas de retribuir a las personas en una empresa; y c) la satisfacción en el trabajo. Se usó un instrumento de medida con 51 preguntas, que se aplicó a una muestra aleatoria de 233 trabajadores, enel noreste de México. Mediante un modelo de ecuaciones estructurales, se llevó a cabo un análisis factorial exploratorio. Se encontraron resultados que mostraron validez y confiabilidad en los constructos utilizados. Además, se detectó la existencia de una relación positiva entre la teoría Y con la satisfacción en el trabajo (r = 0.46), mientras que en la teoría X no hubo relación con ninguna variable. Con los diversos hallazgos, se comprueba la relevancia que tienen, en el ambiente laboral mexicano, los aspectos monetarios de la compensación y su influencia positiva en la satisfacción, y en la motivación y actitudes de las personas hacia las actividades que realizan, así como la relevancia de las estrategias de recursos humanos para mantener la satisfacción de los colaboradores.</jats:p>
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          <jats:p>When Douglas McGregor started working on the human side of businesses, the way of thinking and managing was very different from the present time. The goal of this research is to determine the validity and reliability of a survey commonly used in the research for Anglo-Saxons population within the Mexican context, to identify the relationship among: a) the components of McGregor’s XY theory; b) the different kinds of payment to people; and c) job satisfaction. For this research, we employed a survey with 51 items applied to a random sample of 233 workers in northeastern region of Mexico. Through structural equation modeling, an exploratory factor analysis (EFA) was carried out giving the constructs a reliable and valid approach. In addition, the existence of a positive relationship between theory Y and job satisfaction was found (r = 0.46). On the other hand, theory X showed no relation with any variable. Findings confirm the relevance of the strategies used by human resources departments to maintain employees’ motivation and satisfaction. Monetary retribution issues were highly valued within the Mexican work-place environment since they positively influence job satisfaction and workers’ motivation to fulfill assigned activities.</jats:p>
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          <month>07</month>
          <day>19</day>
          <year>2018</year>
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        <pages>
          <first_page>95</first_page>
          <last_page>107</last_page>
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          <doi>10.29059/cienciauat.v13i1.1014</doi>
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