Prospectiva de la carrera de Psicología Organizacional para el Horizonte 2025–2035: Análisis de los campos académico, científico y profesional en la Universidad Técnica Particular de Loja
Prospective Analysis of the Organizational Psychology Program for the 2025–2035 Horizon: Academic, Scientific, and Professional Fields at Universidad Técnica Particular de LojaBarra lateral del artículo
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Introducción: Los cambios tecnológicos y normativos exigen actualizar la formación en psicología organizacional. Objetivo: Identificar qué elementos curriculares consolidar y qué innovaciones incorporar en la Carrera de Psicología Organizacional de la Universidad Técnica Particular de Loja para el horizonte 2025-2035. Método: Estudio prospectivo, exploratorio-descriptivo, mixto, en cuatro fases: comparación de mallas ecuatorianas con los 26 dominios SIOP/APA, revisión en Scopus y Web of Science con CAGR, consulta a actores clave y convergencia. Resultados: Destacaron IA generativa en reclutamiento (+42 % CAGR), IA y algoritmos en RR. HH. (+28,4 %), People Analytics/Big Data, salud mental laboral (+18,5 %), wearables, Green HRM, resiliencia y Job Crafting; el 38 % de graduados inicia en cargos operativos. Conclusión: El perfil debe transitar de operativo-transaccional a estratégico-preventivo, vinculado al Decreto Ejecutivo 255, el Acuerdo MDT-2025-102 y la Ley Orgánica de Salud Mental de 2024.
Introduction: Technological and regulatory changes necessitate updating training in organizational psychology. Objective: To identify the curricular components to be consolidated and the innovations to be incorporated into the Organizational Psychology Program at Universidad Técnica Particular de Loja for the 2025-2035 horizon. Method: A prospective, exploratory-descriptive, mixed-methods study conducted in four phases: comparison of Ecuadorian curricula with the 26 SIOP/APA domains, a Scopus and Web of Science review using CAGR, consultation with key stakeholders, and convergence analysis. Results: Key trends included generative AI in recruitment (+42% CAGR), AI and algorithms in HR (+28.4%), People Analytics/Big Data, occupational mental health (+18.5%), wearables, Green HRM, resilience, and Job Crafting; 38% of graduates begin in operational positions. Conclusion: The professional profile should transition from an operational-transactional to a strategic-preventive orientation, aligned with Executive Decree 255, Ministerial Agreement MDT-2025-102, and the 2024 Organic Mental Health Law.
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