Factores del clima organizacional que influyen en el ausentismo del personal operativo de una empresa de seguridad privada en Barranquilla
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Fecha
2025
Autores
Arteta Padilla, Daniela Carolina
Gonzalez Zapateiro, Estiven Norbey
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Ediciones Universidad Simón Bolívar
Facultad de Adminitración y Negocios
Facultad de Adminitración y Negocios
Resumen
El presente trabajo de investigación tiene como propósito analizar los factores del
clima organizacional que influyen en el ausentismo del personal operativo de una
empresa de seguridad privada en Barranquilla, utilizando un enfoque cuantitativo,
con diseño no experimental, se aplicó una encuesta estructurada a una muestra de
60 empleados operativos. Se logró identificar variables clave del clima
organizacional tales como estructura, responsabilidad, recompensa, relaciones e
identidad y su relación con dos tipos de ausentismo: por calamidad y por
enfermedad. Teniendo en cuenta el contexto de esta empresa, el ausentismo
representa un desafío para la productividad y la estabilidad laboral, el personal
operativo enfrenta condiciones laborales que generan problemas de salud,
desmotivación, estrés y desgaste físico y emocional influyendo directamente en la
disposición del personal operativo para cumplir con sus responsabilidades. A través
de este estudio, se logra reconocer que los empleados tienen ideas claras sobre la
estructura y el ambiente de la organización, así como de las debilidades en aspectos
como la autonomía, la posibilidad de ascender, y el reconocimiento por sus labores.
Todas estas situaciones inciden de forma negativa en el sentido de pertenencia a la
organización y la motivación, favoreciendo el incremento del ausentismo. También
se detectó que las razones más comunes de inasistencia están relacionadas tanto
con aspectos de salud como con circunstancias personales; sin embargo, en gran
parte obedecen a un entorno organizacional que carece de estímulos adecuados.
Concluye este estudio, aseverando que, al mejorar el clima organizacional, a través
de una comunicación más efectiva, políticas de reconocimiento y liderazgo
participativo se puede contribuir en la reducción del ausentismo, beneficiando
significativamente la estabilidad operativa de la empresa.
The purpose of this research work is to analyze the organizational climate factors that influence absenteeism of the operational personnel of a private security company in Barranquilla, using a quantitative approach, with a non-experimental design, a structured survey was applied to a sample of 60 operational employees. It was possible to identify key variables of the organizational climate such as structure, responsibility, reward, relationships and identity and their relationship with two types of absenteeism: calamity and sickness. Taking into account the context of this company, absenteeism represents a challenge for productivity and labor stability; the operational personnel face working conditions that generate health problems, demotivation, stress and physical and emotional wear directly influencing the willingness of the operating personnel to fulfill their responsibilities. Through this study, it is possible to recognize that employees have clear ideas about the structure and environment of the organization, as well as weaknesses in aspects such as autonomy, the possibility of promotion, and recognition for their work. All these situations have a negative impact on the sense of belonging to the organization and motivation, favoring an increase in absenteeism. It was also found that the most common reasons for absenteeism are related to health issues as well as personal circumstances; however, they are largely due to an organizational environment that lacks adequate incentives. This study concludes by asserting that improving the organizational climate through more effective communication, recognition policies and participative leadership can contribute to the reduction of absenteeism, significantly benefiting the company's operational stability.
The purpose of this research work is to analyze the organizational climate factors that influence absenteeism of the operational personnel of a private security company in Barranquilla, using a quantitative approach, with a non-experimental design, a structured survey was applied to a sample of 60 operational employees. It was possible to identify key variables of the organizational climate such as structure, responsibility, reward, relationships and identity and their relationship with two types of absenteeism: calamity and sickness. Taking into account the context of this company, absenteeism represents a challenge for productivity and labor stability; the operational personnel face working conditions that generate health problems, demotivation, stress and physical and emotional wear directly influencing the willingness of the operating personnel to fulfill their responsibilities. Through this study, it is possible to recognize that employees have clear ideas about the structure and environment of the organization, as well as weaknesses in aspects such as autonomy, the possibility of promotion, and recognition for their work. All these situations have a negative impact on the sense of belonging to the organization and motivation, favoring an increase in absenteeism. It was also found that the most common reasons for absenteeism are related to health issues as well as personal circumstances; however, they are largely due to an organizational environment that lacks adequate incentives. This study concludes by asserting that improving the organizational climate through more effective communication, recognition policies and participative leadership can contribute to the reduction of absenteeism, significantly benefiting the company's operational stability.
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Palabras clave
Clima organizacional, Estructura organizacional, Responsabilidad, Recompensa, Relaciones, Identidad, Ausentismo, Enfermedad, Calamidad
