Clima organizacional, satisfacción laboral y salud mental en trabajadores de diferentes sectores económicos: estudio basado en estándares de calidad y escalas psicométricas validadas
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Fecha
2025
Autores
Navarro Vargas, Jeniffer Amparo
Miranda Otero, Jorge Miguel
Pastrana Donado, Steven Alberto
Wilches Arcón, Zuleidy Maria
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Ediciones Universidad Simón Bolívar
Facultad de Ciencias de la Salud
Facultad de Ciencias de la Salud
Resumen
Introducción: el clima organizacional, la satisfacción laboral y la salud mental
constituyen ejes estratégicos para la sostenibilidad de las empresas y el bienestar
de los trabajadores. Desde la perspectiva de la seguridad y salud laboral, estos tres
componentes se articulan de manera dinámica: un clima percibido como justo y
respetuoso favorece niveles más altos de satisfacción laboral, mientras que la
exposición sostenida a riesgos psicosociales incrementa la probabilidad de
síntomas de depresión, ansiedad y estrés, con impacto directo en el desempeño, la
estabilidad del personal y la calidad de los servicios. En contextos latinoamericanos
y en entornos con alta heterogeneidad laboral, estas relaciones adquieren especial
relevancia, dadas las condiciones de informalidad, sobrecarga y tensiones
organizacionales que enfrentan muchos trabajadores, incluidos quienes combinan
responsabilidades laborales con procesos de formación de posgrado. En este
escenario, contar con evidencia empírica que caracterice simultáneamente clima,
satisfacción y salud mental aporta insumos valiosos para la toma de decisiones en
las organizaciones y para la formulación de estrategias preventivas desde la
Seguridad y Salud En El Trabajo.
Objetivo: Caracterizar el clima organizacional, la satisfacción laboral y la salud
mental en trabajadores de diferentes sectores económicos, evaluados mediante
estándares de calidad organizacional y escalas psicométricas validadas.
Resultados: Los resultados mostraron un perfil globalmente favorable en las
variables organizacionales y de salud mental evaluadas, sin entrar en detalle de las
características sociodemográficas. En el caso de la salud mental, las frecuencias
más elevadas se observaron en las categorías que indican ausencia o baja
intensidad de síntomas en la mayoría de los ítems de depresión, ansiedad y estrés
de la DASS-21, lo que sugiere que, en el momento de la medición, buena parte de
la muestra no presentaba niveles clínicamente relevantes de malestar psicológico.
Sin embargo, se identificó también un grupo no despreciable de participantes que
reportó la presencia de síntomas en grados leves o moderados, tales como tristeza,
irritabilidad, preocupación excesiva y sensación de tensión, lo que indica la
existencia de un subgrupo en mayor vulnerabilidad frente a las demandas laborales
y académicas. En relación con el clima organizacional, las respuestas tendieron a
concentrarse en las opciones de acuerdo y muy de acuerdo en aspectos como la
equidad, el respeto, la diversidad y la comunicación, configurando un entorno
percibido en términos generales como respetuoso, justo y apoyador. En la
satisfacción laboral, los niveles se ubicaron mayoritariamente entre categorías
medias y altas, con especial énfasis en la valoración positiva del apoyo de los
supervisores y de las relaciones interpersonales en el trabajo, mientras que la
satisfacción con aspectos como el salario y las oportunidades de promoción se situó
con mayor frecuencia en rangos intermedios. De manera relevante, una proporción
importante de participantes manifestó estar de acuerdo con que el estrés afecta su
satisfacción laboral, su calidad de vida y su sueño, lo cual indica que, aun en
presencia de un clima organizacional favorable y de una satisfacción laboral
globalmente adecuada, el estrés percibido se reconoce como un factor con impacto
concreto sobre la experiencia de trabajo. Esta percepción se reflejó de forma gráfica
en la figura que recoge la opinión sobre el efecto del estrés en la satisfacción laboral,
donde la mayoría se ubicó en las categorías de mayor acuerdo. En conjunto, los
resultados evidencian un equilibrio relativamente positivo entre clima, satisfacción y
salud mental, pero con señales claras de presión psicosocial que requieren ser
atendidas de manera preventiva
Introduction: Organizational climate, job satisfaction, and mental health are strategic pillars for corporate sustainability and worker well-being. From an occupational safety and health perspective, these three components are dynamically interrelated: a climate perceived as fair and respectful favors higher levels of job satisfaction, whereas sustained exposure to psychosocial hazards increases the likelihood of depressive, anxiety, and stress symptoms, with a direct impact on performance, staff stability, and service quality. In Latin American contexts and in settings characterized by high labor heterogeneity, these relationships become particularly salient, given the conditions of informality, work overload, and organizational tensions faced by many workers, including those who combine employment with postgraduate training. In this scenario, generating empirical evidence that simultaneously characterizes organizational climate, job satisfaction, and mental health provides valuable inputs for organizational decision-making and for the design of preventive strategies within Occupational Safety and Health. Objective: To characterize organizational climate, job satisfaction, and mental health in workers from different economic sectors, assessed using organizational quality standards and validated psychometric scales. Materials and Methods: A quantitative, observational, cross-sectional study was conducted in a sample of workers from various productive sectors who were simultaneously engaged in training processes related to a specialization in Occupational Safety and Health. Participants were selected through non-probability convenience sampling, based on inclusion criteria such as having an active employment relationship and voluntarily agreeing to anonymous and confidential participation in the study. Data were collected using a self-administered questionnaire comprising several components: a block of sociodemographic and occupational questions, an organizational climate instrument aligned with quality standards, the S20/23 job satisfaction scale, and the 21-item Depression, Anxiety and Stress Scale (DASS-21). The organizational climate component assessed dimensions such as equity in hiring and opportunities, respect for diversity and gender equity, quality of internal communication, respectful treatment by supervisors and coworkers, and perceived organizational justice. Each item was rated on a Likert-type agreement scale, allowing the calculation of frequency distributions and the identification of overall perception trends. Job satisfaction was measured with the S20/23 questionnaire, which evaluates key dimensions including satisfaction with salary, physical working conditions, job stability, promotion and development opportunities, supervisor support, and coworker relationships. The DASS-21 was used to assess symptoms of depression, anxiety, and stress across three differentiated subscales, based on 21 items with response options ranging from “Did not apply to me at all” to “Applied to me very much or most of the time” during the previous week. Data were analyzed using descriptive statistics, with absolute and relative frequencies calculated for each response category in the climate and satisfaction items and in the DASS-21, and summarized in tables and figures showing the distribution of perceptions and levels of emotional distress.
Introduction: Organizational climate, job satisfaction, and mental health are strategic pillars for corporate sustainability and worker well-being. From an occupational safety and health perspective, these three components are dynamically interrelated: a climate perceived as fair and respectful favors higher levels of job satisfaction, whereas sustained exposure to psychosocial hazards increases the likelihood of depressive, anxiety, and stress symptoms, with a direct impact on performance, staff stability, and service quality. In Latin American contexts and in settings characterized by high labor heterogeneity, these relationships become particularly salient, given the conditions of informality, work overload, and organizational tensions faced by many workers, including those who combine employment with postgraduate training. In this scenario, generating empirical evidence that simultaneously characterizes organizational climate, job satisfaction, and mental health provides valuable inputs for organizational decision-making and for the design of preventive strategies within Occupational Safety and Health. Objective: To characterize organizational climate, job satisfaction, and mental health in workers from different economic sectors, assessed using organizational quality standards and validated psychometric scales. Materials and Methods: A quantitative, observational, cross-sectional study was conducted in a sample of workers from various productive sectors who were simultaneously engaged in training processes related to a specialization in Occupational Safety and Health. Participants were selected through non-probability convenience sampling, based on inclusion criteria such as having an active employment relationship and voluntarily agreeing to anonymous and confidential participation in the study. Data were collected using a self-administered questionnaire comprising several components: a block of sociodemographic and occupational questions, an organizational climate instrument aligned with quality standards, the S20/23 job satisfaction scale, and the 21-item Depression, Anxiety and Stress Scale (DASS-21). The organizational climate component assessed dimensions such as equity in hiring and opportunities, respect for diversity and gender equity, quality of internal communication, respectful treatment by supervisors and coworkers, and perceived organizational justice. Each item was rated on a Likert-type agreement scale, allowing the calculation of frequency distributions and the identification of overall perception trends. Job satisfaction was measured with the S20/23 questionnaire, which evaluates key dimensions including satisfaction with salary, physical working conditions, job stability, promotion and development opportunities, supervisor support, and coworker relationships. The DASS-21 was used to assess symptoms of depression, anxiety, and stress across three differentiated subscales, based on 21 items with response options ranging from “Did not apply to me at all” to “Applied to me very much or most of the time” during the previous week. Data were analyzed using descriptive statistics, with absolute and relative frequencies calculated for each response category in the climate and satisfaction items and in the DASS-21, and summarized in tables and figures showing the distribution of perceptions and levels of emotional distress.
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Palabras clave
Cultura organizacional, Satisfacción laboral, Salud mental, Trabajadores
