Maestría en Desarrollo Humano Organizacional · 2025

Percepción de los maestros del Colegio La Salle Envigado sobre el sistema de compensación y beneficios y su relación con el bienestar organizacional

This research is relevant given the evidence that one of the main reasons teachers leave the institution is that they find better opportunities in terms of salary and professional growth. This has led to high teacher turnover in recent years, as shown in the exit survey 2021–2024 conducted with teachers who resign. Furthermore, the school has experienced a 50% change in teaching staff between 2021 and 2025. According to the latest staff data update, teachers with one to five years of experience represent 59.41%, those with five to ten years 16.83%, and those with ten to fifteen years 17.82% (Colegio La Salle Envigado, 2025). As of today, all employment contracts are fixed-term, which creates ongoing uncertainty among staff members. These realities not only affect teacher retention but also hinder the development of a positive climate of organizational well-being within the community and the long-term continuity of the Lasallian charism, for a school without teachers is a dead school. As Calderón Hernández et al. (2006) state, people are essential in building organizational capacities that sustain both competitiveness and institutional identity (p. 226). In this context, the study delves into the needs and improvements that must be addressed in the school’s compensation and benefits system, including strategic categories that highlight its importance and relevance from both a financial and organizational perspective. The research subjects are teachers, and through a qualitative case study method with methodological tools specific to this approach, the study aims to document their perceptions of the concepts explored. This will contribute to a rigorous diagnosis that supports the development of improvement strategies for the organization, focused on strengthening the institutional compensation and benefits system. Keywords: Strategic compensation, Compensation and benefits, Organizational well-being, Job perception.

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