<?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>2218-3620</journal-id>
<journal-title><![CDATA[Revista Universidad y Sociedad]]></journal-title>
<abbrev-journal-title><![CDATA[Universidad y Sociedad]]></abbrev-journal-title>
<issn>2218-3620</issn>
<publisher>
<publisher-name><![CDATA[Editorial "Universo Sur"]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2218-36202021000400369</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Cultura y compromiso organizacional: efectos indirectos de la experiencia de marca empleadora]]></article-title>
<article-title xml:lang="en"><![CDATA[Organizational culture and commitment: indirect effects of the employer brand experience]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Hurtado Palomino]]></surname>
<given-names><![CDATA[Américo]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Dante De la Gala Velásquez]]></surname>
<given-names><![CDATA[Bernardo Ramon]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Ccorisapra Quintana]]></surname>
<given-names><![CDATA[Flor de Meliza]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Quispe Ambrocio]]></surname>
<given-names><![CDATA[Abelardo David]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Nacional de San Agustín de Arequipa  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Perú</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>08</month>
<year>2021</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>08</month>
<year>2021</year>
</pub-date>
<volume>13</volume>
<numero>4</numero>
<fpage>369</fpage>
<lpage>377</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.sld.cu/scielo.php?script=sci_arttext&amp;pid=S2218-36202021000400369&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.sld.cu/scielo.php?script=sci_abstract&amp;pid=S2218-36202021000400369&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.sld.cu/scielo.php?script=sci_pdf&amp;pid=S2218-36202021000400369&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN El dinamismo del entorno de las universidades las obliga a desarrollar estrategias diferenciadoras para captar y retener a los mejores docentes. El estudio analiza los efectos indirectos de la experiencia de marca empleadora como un factor impulsor en la influencia de la cultura sobre el compromiso organizacional. La metodología del estudio, sigue la ruta del enfoque cuantitativo, se realizó en una muestra de 369 docentes universitarios de la región Arequipa - Perú, contrastando las hipótesis utilizando mínimos cuadrados parciales mediante ecuaciones estructurales. Los resultados muestran que existen relaciones directas positivas y significativas entre la experiencia de marca empleadora, cultura y compromiso organizacional. Asu vez, la experiencia de marca empleadora media y modera significativamente la relación entre cultura y compromiso organizacional. La cultura organizacional por sí sola no tiene tanta repercusión en compromiso organizacional. Sin embargo, la mediación - moderada de la experiencia de marca empleadora mejora esta relación. Por lo tanto, para fortalecer la cultura y el compromiso organizacional, deben incluirse prioritariamente la gestión de la marca empleadora como un factor dinamizador.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT The dynamic environment of universities forces them to develop differentiating strategies to attract and retain the best teachers. The study analyses the indirect effects of employer brand experience as a driving factor in the influence of culture on organisational commitment. The methodology of the study, following the route of the quantitative approach, was carried out on a sample of 369 university teachers in the Arequipa region of Peru, testing the hypotheses using partial least squares through structural equations. The results show that there are positive and significant direct relationships between employer brand experience, culture and organisational commitment. In turn, employer brand experience significantly moderates the relationship between culture and organisational commitment. Organisational culture alone does not have as much impact on organisational commitment. However, the moderate mediation of the employer brand experience enhances this relationship. Therefore, in order to strengthen organisational culture and organisational commitment, employer brand management should be included as a priority as an energising factor.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[Cultura organizacional]]></kwd>
<kwd lng="es"><![CDATA[experiencia marca empleadora]]></kwd>
<kwd lng="es"><![CDATA[compromiso organizacional]]></kwd>
<kwd lng="en"><![CDATA[Organizational culture]]></kwd>
<kwd lng="en"><![CDATA[employer brand experience]]></kwd>
<kwd lng="en"><![CDATA[organizational commitment]]></kwd>
</kwd-group>
</article-meta>
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