Conference Agenda

Abstract: The objective of this research study is to determine the relationship between leadership styles and work climate in supermarkets in Cajamarca, Peru, in 2024. A quantitative, basic typological approach was used in the methodology. The level of investigation was correlational, and the study design was nonexperimental and cross-sectional. The study population consisted of 20 employees from a supermarket in Cajamarca, selected through a census sampling method. Data collection was conducted using surveys, and the instruments used were validated by experts, achieving a Cronbach's alpha reliability of 0.890 for both leadership styles and work climate variables. The results indicated a strong positive correlation between leadership styles and work climate, with a Spearman's Rho coefficient of 0.854 and a significance level of 0.000, confirming the research hypothesis.

This study analyzed the relationship between sensory marketing and brand positioning in a children's events company in Chiclayo (Peru). A quantitative, non-experimental, cross-sectional and correlational approach was used, for which 120 clients were surveyed in the last year. To measure sensory marketing and brand positioning, a questionnaire was used and Spearman's Rho correlation coefficient was applied to determine the relationship between these variables. The results showed a positive and significant correlation (0.615), indicating that the application of sensory strategies has a positive influence on brand perception and loyalty.

Innovation, leadership and competitiveness are fundamental pillars of Peru's textile medium and small businesses (SMEs), which are important for the country's industry and economy, since they represent the largest percentage of formal companies, and generate a great contribution to formal employment. However, MYPES face low competitiveness, derived from their limited capacity to implement innovative processes, develop effective leadership and adapt to dynamic business environments. The Peruvian textile sector, concentrated in the Gamarra Commercial Emporium, has been affected by these challenges, with a 20.6% drop in its post-pandemic production. Therefore, this study analyzes the influence of organizational innovation and leadership on the competitiveness of Gamarra's MYPES, considering its potential to boost profitability, productivity and business sustainability. The study carried out is an empirical study of associative strategy with predictive design whose participants were 385 businessmen. The instruments used were developed for the study, whose psychometric analyzes indicated that they had evidence of validity and reliability. At the end of the study, it was found that there is a positive and significant influence of organizational innovation and leadership on the competitiveness of the companies analyzed.

This research compares the traditional methodology with Industry 4.0 in the maintenance of industrial machines. Traditional methods, including preventive, corrective, condition-based maintenance, and TPM, are effective, but have significant limitations such as long downtime and high costs. On the other hand, Industry 4.0 uses advanced technologies such as the Internet of Things (IoT), artificial intelligence (AI) and data analysis to offer more automated and efficient production. These tools enable continuous monitoring and early failure detection, reducing unplanned downtime and improving efficiency and productivity. Industry 4.0 is gradually replacing traditional methods, especially in developing countries, where these new methodologies are significantly improving maintenance processes. It is worth mentioning that Industry 4.0 is still being implemented in this field, and most of the current results are qualitative. It is expected that future research will allow for more detailed and efficient comparisons

This study analyzed the relationship between labor inclusion and productivity in employees in a home center in Trujillo - Peru in 2024. A quantitative approach and a non-experimental cross-sectional design were used for a sample of 92 collaborators selected by simple random sampling. To evaluate both variables, questionnaires validated by experts, consisting of 20 and 18 questions, were used for the variables labor inclusion and productivity, respectively. The results showed that there was a positive relationship of strong and significant intensity between the variables under study (Kendall's Tau-b = 0.622, p = 0.024 <0.05). In addition, the relational analysis of the labor inclusion variable with the dimensions efficiency and effectiveness of productivity revealed a positive relationship of moderate intensity, so a Kendall Tau-b = 0.521 and 0.433, respectively, was obtained, in addition to a significant relationship (p-value <0.05) between variable and dimensions. The results confirm that labor inclusion is not only a matter of social and ethical justice, but also an effective strategy to enhance the productivity, efficiency, effectiveness and success of an organization. An inclusive environment needs to be fostered to fully harness the potential of all employees to achieve optimal outcomes.

The present research was carried out with the fundamental purpose of identifying the association about the Work Climate and Staff Rotation, prevalent within a private fishing organization in Villa María del Triunfo. It was carried out under a quantitative approach, with a non-experimental design and a correlational descriptive scope. The selected study subjects were composed of 41 workers who are on the payroll, both administrative and operational. The results to be highlighted, according to the Shapiro-Wilk tests, it was stated that they were going to work with non-parametric data, because the P value with respect to the work environment was greater than the equivalent alpha of 0.05. In summary, it was presented that there was a moderately optimal association between variables, since the correlational measure Rho Spearman gave us the value of 0.567 where the alternative hypothesis was approved, that is, if there was an association in relation to the Work Climate and Staff Turnover. Therefore, in view of the results exposed, it was inferred that, by reinforcing the work environment, the incidences in staff turnover are reduced, since this directly influences the stability of the workers, likewise, this can occur in a reverse way, that is, if the management policies of the collaborators are properly managed, it can have an impact on generating fewer incidences of departures, which can result and be appreciated a better climate in the environment of work.