Clima organizacional y satisfacción laboral en contextos productivos del Caribe colombiano: una mirada desde distintos sectores económicos
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Fecha
2025
Autores
Aguirre Trejos, Cinthya Paola
Guerra Jiménez, Edubal Miguel
Púa Álvarez, Fray Luis
Lozano Miranda, Sofía Isabel
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Ediciones Universidad Simón Bolívar
Facultad de Ciencias de la Salud
Facultad de Ciencias de la Salud
Resumen
Objetivo: Describir las percepciones de los trabajadores de distintos sectores
económicos del Caribe colombiano respecto al clima organizacional y la
satisfacción laboral en sus entornos laborales.
Materiales y Métodos: El presente estudio adoptó un enfoque metodológico
cuantitativo con un diseño descriptivo transversal, orientado a evaluar las
percepciones sobre el clima organizacional y la satisfacción laboral. La muestra
estuvo conformada por 34 trabajadores, seleccionados mediante un muestreo
no probabilístico por conveniencia, dada la accesibilidad a los participantes.
Previo a la recolección de datos, se solicitó y obtuvo el consentimiento informado
de cada trabajador, en el cual se les explicó detalladamente los principios éticos
que rigen la investigación, garantizando así el respeto a la autonomía, privacidad
y confidencialidad de los participantes. Para la medición del clima
organizacional, se utilizó un cuestionario adaptado basado en los principios de
la norma ISO 9001:2015, un estándar internacionalmente reconocido por su
enfoque en la gestión de la calidad. Este instrumento abarcó dimensiones clave
relacionadas con la percepción del entorno laboral, tales como liderazgo,
comunicación interna, participación del personal, trabajo en equipo, compromiso
organizacional, y condiciones físicas y emocionales del ambiente de trabajo.
Cada ítem fue evaluado mediante una escala Likert de cinco puntos, lo que
permitió cuantificar de manera precisa la percepción de los trabajadores sobre
cada dimensión. Adicionalmente, para evaluar la satisfacción laboral, se aplicó
el cuestionario S20/23 desarrollado por Meliá y Peiró, que mide cinco
dimensiones fundamentales de la satisfacción en el trabajo. La recolección de
datos se realizó a través de formularios virtuales, lo que facilitó el acceso y la
participación de los trabajadores. El análisis estadístico se llevó a cabo utilizando
el lenguaje de programación Python, empleando las bibliotecas Pandas y
NumPy para la manipulación y organización de datos, y Seaborn para la
visualización gráfica de los resultados. Como primer paso, se realizó una
depuración exhaustiva del conjunto de datos, que incluyó la detección y
tratamiento de valores faltantes, la estandarización de variables categóricas y la
verificación de la consistencia interna de los registros, asegurando así la calidad
y confiabilidad del análisis posterior.
Resultados: Las dimensiones del clima organizacional con mayor percepción
negativa fueron comunicación (91.2%), trabajo en equipo (88.2%), capacitación
y desarrollo (85.3%) y estructura organizacional (70.6%). Gobierno electrónico y
mejora de la normatividad registraron un 64.7% de valoración negativa, mientras
que dirección estratégica y mejora, junto con gestión del conocimiento,
presentaron un 61.8% de percepciones negativas. En dimensiones con
percepciones divididas o neutrales, ambiente físico y cultural mostró 50%
negativo y 50% neutral; identidad tuvo 38.2% negativo, 50% neutral y 14.7%
positivo; liderazgo presentó 41% negativo, 52.9% neutral y 2.9% positivo. Las
percepciones positivas más altas se observaron en aportaciones de los
funcionarios (14.7%) e identidad (11.8%), mientras que gestión por procesos,
mejora de la normatividad, gobierno electrónico y dirección estratégica y mejora
alcanzaron un 5.9% de valoración positiva. En cuanto a la satisfacción laboral,
el 73.5% de los participantes manifestó estar satisfecho, el 23.5% insatisfecho y
el 2.9% indiferente
Objective: To describe the perceptions of workers from various economic sectors in the Colombian Caribbean regarding organizational climate and job satisfaction within their work environments. Materials and Methods: This study employed a quantitative methodological approach with a descriptive cross-sectional design aimed at evaluating perceptions of organizational climate and job satisfaction. The sample consisted of 34 workers selected through non-probabilistic convenience sampling due to participant accessibility. Prior to data collection, informed consent was obtained from each participant, with a detailed explanation of the ethical principles governing the research, thereby ensuring respect for autonomy, privacy, and confidentiality. Organizational climate was measured using an adapted questionnaire based on the ISO 9001:2015 standard, an internationally recognized quality management framework. This instrument covered key dimensions related to workplace perception, including leadership, internal communication, staff participation, teamwork, organizational commitment, and the physical and emotional conditions of the work environment. Each item was assessed via a five-point Likert scale, enabling precise quantification of workers’ perceptions across dimensions. Additionally, job satisfaction was evaluated using the S20/23 questionnaire developed by Meliá and Peiró, which measures five fundamental dimensions of job satisfaction. Data collection was conducted through virtual forms, facilitating access and participation. Statistical analysis was performed using Python programming language, employing the Pandas and NumPy libraries for data manipulation and organization, and Seaborn for graphical visualization. Data cleaning involved thorough detection and treatment of missing values, standardization of categorical variables, and verification of internal consistency, ensuring the quality and reliability of subsequent analyses. Results: The organizational climate dimensions with the highest negative perceptions were communication (91.2%), teamwork (88.2%), training and development (85.3%), and organizational structure (70.6%). E-government and regulatory improvement registered 64.7% negative evaluations, while strategic direction and improvement, along with knowledge management, showed 61.8% negative perceptions. Dimensions with divided or neutral perceptions included physical and cultural environment (50% negative, 50% neutral); identity (38.2% negative, 50% neutral, 14.7% positive); and leadership (41% negative, 52.9% neutral, 2.9% positive). The highest positive perceptions were observed in employee contributions (14.7%) and identity (11.8%), whereas process management, regulatory improvement, e-government, and strategic direction and improvement reached 5.9% positive ratings. Regarding job satisfaction, 73.5% of participants reported being satisfied, 23.5% dissatisfied, and 2.9% indifferent.
Objective: To describe the perceptions of workers from various economic sectors in the Colombian Caribbean regarding organizational climate and job satisfaction within their work environments. Materials and Methods: This study employed a quantitative methodological approach with a descriptive cross-sectional design aimed at evaluating perceptions of organizational climate and job satisfaction. The sample consisted of 34 workers selected through non-probabilistic convenience sampling due to participant accessibility. Prior to data collection, informed consent was obtained from each participant, with a detailed explanation of the ethical principles governing the research, thereby ensuring respect for autonomy, privacy, and confidentiality. Organizational climate was measured using an adapted questionnaire based on the ISO 9001:2015 standard, an internationally recognized quality management framework. This instrument covered key dimensions related to workplace perception, including leadership, internal communication, staff participation, teamwork, organizational commitment, and the physical and emotional conditions of the work environment. Each item was assessed via a five-point Likert scale, enabling precise quantification of workers’ perceptions across dimensions. Additionally, job satisfaction was evaluated using the S20/23 questionnaire developed by Meliá and Peiró, which measures five fundamental dimensions of job satisfaction. Data collection was conducted through virtual forms, facilitating access and participation. Statistical analysis was performed using Python programming language, employing the Pandas and NumPy libraries for data manipulation and organization, and Seaborn for graphical visualization. Data cleaning involved thorough detection and treatment of missing values, standardization of categorical variables, and verification of internal consistency, ensuring the quality and reliability of subsequent analyses. Results: The organizational climate dimensions with the highest negative perceptions were communication (91.2%), teamwork (88.2%), training and development (85.3%), and organizational structure (70.6%). E-government and regulatory improvement registered 64.7% negative evaluations, while strategic direction and improvement, along with knowledge management, showed 61.8% negative perceptions. Dimensions with divided or neutral perceptions included physical and cultural environment (50% negative, 50% neutral); identity (38.2% negative, 50% neutral, 14.7% positive); and leadership (41% negative, 52.9% neutral, 2.9% positive). The highest positive perceptions were observed in employee contributions (14.7%) and identity (11.8%), whereas process management, regulatory improvement, e-government, and strategic direction and improvement reached 5.9% positive ratings. Regarding job satisfaction, 73.5% of participants reported being satisfied, 23.5% dissatisfied, and 2.9% indifferent.
Descripción
Palabras clave
Cultura organizacional, Satisfacción en el trabajo, Sector público-privado, Condiciones de trabajo
