<?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>2448-7678</journal-id>
<journal-title><![CDATA[Investigación administrativa]]></journal-title>
<abbrev-journal-title><![CDATA[Investig. adm.]]></abbrev-journal-title>
<issn>2448-7678</issn>
<publisher>
<publisher-name><![CDATA[Instituto Politécnico Nacional, Escuela Superior de Comercio y Administración]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2448-76782011000100007</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Las recompensas en el trabajo dentro de la empresa familiar mexicana: desde la perspectiva de la generación Y]]></article-title>
<article-title xml:lang="en"><![CDATA[The rewards in the Mexican family business: an perspective on generation Y]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Madero Gómez]]></surname>
<given-names><![CDATA[Sergio Manuel]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Trevinyo-Rodríguez]]></surname>
<given-names><![CDATA[Rosa Nelly]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Tecnológico de Monterrey Escuela de Negocios ]]></institution>
<addr-line><![CDATA[Monterrey N. L.]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Tecnológico de Monterrey Escuela de Negocios Centro de Empresas Familiares]]></institution>
<addr-line><![CDATA[Monterrey N. L.]]></addr-line>
<country>Mexico</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2011</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2011</year>
</pub-date>
<volume>40</volume>
<numero>107</numero>
<fpage>7</fpage>
<lpage>18</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_arttext&amp;pid=S2448-76782011000100007&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_abstract&amp;pid=S2448-76782011000100007&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_pdf&amp;pid=S2448-76782011000100007&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN Una de las tareas más importantes que se tiene en el área de recursos humanos cuando se habla de empresas familiares es el diseño de las estrategias para la instrumentación de las diversas prácticas de gestión, en particular de las estructuras y los diversos componentes de los sistemas de pagos. El presente trabajo tiene como objetivo, conocer las expectativas de pago de los jóvenes universitarios. Lo anterior nos lleva a reflexionar sobre el impacto que esto puede tener en los resultados, así como posiblemente en la supervivencia del negocio a través de las generaciones. Mediante este estudio exploratorio llevado a cabo en un contexto mexicano, en el cual 95% de las empresas son de origen familiar, se pudo identificar que la mezcla de compensaciones esperada tomando en cuenta las expectativas de 404 jóvenes universitarios estaba compuesta por salario base (58.8%), compensación variable (14.8%) prestaciones y beneficios (13.8%) y pago en acciones (12.6%). Además, observamos que los aspectos no monetarios tienen un papel significativo dentro de las diversas maneras de recompensar.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT One of the most important tasks that we have in human resources management, when it comes to family business, is the design of strategies for the implementation of various management practices, in particular the structures and the various components of payments systems. This research reflects the impact it can have on the results, and the possibility of survival of the business through the generations. In this exploratory study in a Mexican context, in which 95% are family business, was possible to identify the mix expected of the compensation of the 404 college students, which is composed of base salary (58.8%), variable compensation (14.8%), features and benefits (13.8%) and long-term incentives (stock-options) (12.6%), and that non-monetary aspects have an important role in various ways to reward in business.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[Satisfacción en el trabajo]]></kwd>
<kwd lng="es"><![CDATA[compensaciones]]></kwd>
<kwd lng="es"><![CDATA[empresa familiar]]></kwd>
<kwd lng="es"><![CDATA[recursos humanos]]></kwd>
<kwd lng="es"><![CDATA[generación Y]]></kwd>
<kwd lng="en"><![CDATA[Job Satisfaction]]></kwd>
<kwd lng="en"><![CDATA[Executive Compensation]]></kwd>
<kwd lng="en"><![CDATA[Family Business]]></kwd>
<kwd lng="en"><![CDATA[Human Resource Management]]></kwd>
<kwd lng="en"><![CDATA[Generation Y]]></kwd>
</kwd-group>
</article-meta>
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