Factores asociados a la percepción del bienestar laboral del personal asistencial de una clínica privada de la ciudad de Barranquilla
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Fecha
2025
Autores
Coronell Arteta, Elías José
López Valencia, Julián David
Sarmiento Gutiérrez, Manuel Alberto
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Ediciones Universidad Simón Bolívar
Facultad de Administración y Negocios
Facultad de Administración y Negocios
Resumen
La presente investigación tuvo como finalidad analizar los factores asociados a la
percepción del bienestar laboral en el personal asistencial de una clínica privada
ubicada en la ciudad de Barranquilla. Esta necesidad surgió ante la ausencia de
estudios actualizados que abordaran esta problemática desde la perspectiva del
personal asistencial, grupo que representa la primera línea de atención al usuario y
pilar fundamental para la operación del servicio de salud. El trabajo se desarrolló
bajo la línea de investigación de Capital Humano, como requisito para optar al título
de Magíster en Gerencia del Talento Humano.
El marco teórico se sustentó principalmente en la definición de Chiavenato (2004),
quien concibe el bienestar laboral como la protección de los intereses sociales de
los trabajadores dentro de la organización, elemento crucial para alcanzar altos
niveles de desempeño y productividad. Se incorporó también el modelo de Bienestar
Laboral General propuesto por Blanch et al. (2010), que plantea un enfoque
multidimensional basado en dos grandes categorías: el bienestar psicosocial
(afecto, competencias y expectativas) y los efectos colaterales (somatización,
desgaste y alineación). Asimismo, se consideraron referentes como el Movimiento
de Calidad de Vida Laboral (Davis & Newstrom, 1985) y marcos legales nacionales
e internacionales que respaldan la promoción de condiciones dignas de trabajo.
La metodología empleada fue de enfoque cuantitativo, diseño no experimental, de
tipo correlacional y corte transversal. Se utilizó como instrumento el Cuestionario de
Bienestar Laboral General (QBLG), validado en Colombia, el cual fue aplicado a una
muestra de 332 trabajadores del área asistencial, seleccionados de una población
total de 477. Este cuestionario consta de 55 ítems distribuidos en escalas tipo Likert
y diferenciales semánticos, lo cual permitió evaluar tanto las percepciones positivas
como negativas en torno al bienestar laboral.
Entre los resultados más relevantes se evidenció una percepción mayormente
positiva en las dimensiones de afecto, competencias y expectativas, lo cual indica
que los trabajadores sienten satisfacción con su entorno laboral, con sus funciones
y tienen expectativas optimistas respecto a su desarrollo profesional. No obstante,
también se identificaron niveles significativos de somatización, manifestados en
síntomas físicos como tensiones musculares, fatiga y malestares digestivos, así
como en la percepción de sobrecarga laboral y dificultades para conciliar la vida
laboral con la personal. Las escalas de desgaste y alineación también mostraron
puntuaciones preocupantes en ciertos grupos, reflejando señales de agotamiento
emocional, falta de realización profesional y desconexión con los valores
organizacionales.
El perfil sociodemográfico de los encuestados estuvo compuesto mayoritariamente
por mujeres jóvenes entre los 26 y 35 años, con formación técnica o universitaria, y
una antigüedad laboral media de entre 1 y 5 años. En cuanto al perfil laboral, los
cargos más representativos fueron auxiliares de enfermería, enfermeras jefes y
médicos generales. Este contexto permitió establecer correlaciones importantes
entre la percepción de bienestar y variables como el cargo, la antigüedad, el sexo y
la carga laboral.
A partir de los hallazgos obtenidos, se diseñó un plan de mejora estructurado, con
acciones orientadas a intervenir de manera focalizada en las dimensiones con
menor percepción positiva. Dentro de estas acciones se incluyen estrategias para
promover la salud física y emocional del trabajador, mejorar los canales de
comunicación interna, establecer políticas de conciliación laboral-familiar, fortalecer
los programas de desarrollo profesional y fomentar un clima organizacional más
participativo y empático.
La investigación concluye que el bienestar laboral del personal asistencial está
fuertemente influenciado por factores tanto emocionales como organizacionales. Si
bien existen aspectos positivos que reflejan niveles adecuados de satisfacción,
también se identifican riesgos psicosociales que deben ser gestionados de manera
estratégica. El bienestar laboral no solo influye en la calidad de vida de los
trabajadores, sino que tiene un impacto directo en la eficiencia, calidad del servicio
y reputación institucional del sector salud.
Este trabajo representa un aporte significativo para la gestión del talento humano
en instituciones de salud, al evidenciar la necesidad de implementar políticas
integrales que garanticen entornos laborales saludables, seguros y motivadores.
Asimismo, brinda a los tomadores de decisiones información clave para
priorizarrecursos, mejorar la experiencia laboral y fortalecer el compromiso
organizacional desde una perspectiva preventiva y de sostenibilidad
This research aimed to analyze the factors associated with the perception of occupational well-being among healthcare personnel at a private clinic in the city of Barranquilla. The study arose from the absence of updated evaluations addressing this issue from the perspective of healthcare personnel—key frontline workers who represent the foundation of care delivery. The project was carried out under the Human Capital research line as a requirement to obtain the degree of Master in Human Talent Management. The theoretical framework was primarily supported by Chiavenato (2004), who defines occupational well-being as the protection of the social interests of employees within the organization—an essential factor in achieving high levels of performance and productivity. The study also incorporated the General Occupational Well-Being Model developed by Blanch et al. (2010), which proposes a multidimensional approach encompassing two main categories: psychosocial well-being (affect, competencies, and expectations) and collateral effects (somatization, burnout, and alienation). Additional references included the Quality of Work Life Movement (Davis & Newstrom, 1985) and national and international legal frameworks promoting dignified working conditions. The methodology adopted a quantitative approach, with a non-experimental, correlational, and cross-sectional design. Data collection was carried out using the General Occupational Well-Being Questionnaire (QBLG), validated in Colombia and applied to a sample of 332 healthcare workers selected from a total population of 477. The instrument consists of 55 items organized in Likert scales and semantic differentials, allowing the assessment of both positive and negative dimensions of occupational well-being. The results showed a generally positive perception in the dimensions of affect, competencies, and expectations, indicating that workers are satisfied with their job roles and hold optimistic views about their professional growth. However, significant levels of somatization were identified, with physical symptoms such as muscle tension, fatigue, and digestive discomfort being prevalent. These were compounded by perceptions of work overload and difficulty balancing work and personal life. Burnout and alienation also scored moderately in specific subgroups, reflecting emotional exhaustion, a lack of professional fulfillment, and disconnection from organizational values. The sociodemographic profile of the participants was primarily composed of young women between 26 and 35 years old, with technical or university education and anaverage tenure of 1 to 5 years. In terms of occupational roles, the majority were nursing assistants, head nurses, and general practitioners. This context enabled the identification of meaningful correlations between well-being perception and variables such as job position, tenure, gender, and workload. Based on the findings, a structured improvement plan was developed, targeting the dimensions with the lowest perceived well-being. Proposed actions include initiatives to promote physical and emotional health, improve internal communication, implement work-life balance policies, strengthen career development programs, and foster a participatory and empathetic organizational climate. In conclusion, the study highlights that the occupational well-being of healthcare personnel is influenced by both emotional and organizational factors. While several positive aspects were observed, there are also psychosocial risks that require strategic management. Occupational well-being directly affects the quality of life of employees and has a tangible impact on institutional performance, service quality, and the organization's reputation in the healthcare sector. This research offers a significant contribution to human talent management in healthcare institutions by underscoring the need to implement comprehensive strategies that guarantee healthy, safe, and motivating work environments. Furthermore, it provides key decision-makers with valuable information to prioritize resources, enhance the employee experience, and reinforce organizational commitment from a preventive and sustainable perspective
This research aimed to analyze the factors associated with the perception of occupational well-being among healthcare personnel at a private clinic in the city of Barranquilla. The study arose from the absence of updated evaluations addressing this issue from the perspective of healthcare personnel—key frontline workers who represent the foundation of care delivery. The project was carried out under the Human Capital research line as a requirement to obtain the degree of Master in Human Talent Management. The theoretical framework was primarily supported by Chiavenato (2004), who defines occupational well-being as the protection of the social interests of employees within the organization—an essential factor in achieving high levels of performance and productivity. The study also incorporated the General Occupational Well-Being Model developed by Blanch et al. (2010), which proposes a multidimensional approach encompassing two main categories: psychosocial well-being (affect, competencies, and expectations) and collateral effects (somatization, burnout, and alienation). Additional references included the Quality of Work Life Movement (Davis & Newstrom, 1985) and national and international legal frameworks promoting dignified working conditions. The methodology adopted a quantitative approach, with a non-experimental, correlational, and cross-sectional design. Data collection was carried out using the General Occupational Well-Being Questionnaire (QBLG), validated in Colombia and applied to a sample of 332 healthcare workers selected from a total population of 477. The instrument consists of 55 items organized in Likert scales and semantic differentials, allowing the assessment of both positive and negative dimensions of occupational well-being. The results showed a generally positive perception in the dimensions of affect, competencies, and expectations, indicating that workers are satisfied with their job roles and hold optimistic views about their professional growth. However, significant levels of somatization were identified, with physical symptoms such as muscle tension, fatigue, and digestive discomfort being prevalent. These were compounded by perceptions of work overload and difficulty balancing work and personal life. Burnout and alienation also scored moderately in specific subgroups, reflecting emotional exhaustion, a lack of professional fulfillment, and disconnection from organizational values. The sociodemographic profile of the participants was primarily composed of young women between 26 and 35 years old, with technical or university education and anaverage tenure of 1 to 5 years. In terms of occupational roles, the majority were nursing assistants, head nurses, and general practitioners. This context enabled the identification of meaningful correlations between well-being perception and variables such as job position, tenure, gender, and workload. Based on the findings, a structured improvement plan was developed, targeting the dimensions with the lowest perceived well-being. Proposed actions include initiatives to promote physical and emotional health, improve internal communication, implement work-life balance policies, strengthen career development programs, and foster a participatory and empathetic organizational climate. In conclusion, the study highlights that the occupational well-being of healthcare personnel is influenced by both emotional and organizational factors. While several positive aspects were observed, there are also psychosocial risks that require strategic management. Occupational well-being directly affects the quality of life of employees and has a tangible impact on institutional performance, service quality, and the organization's reputation in the healthcare sector. This research offers a significant contribution to human talent management in healthcare institutions by underscoring the need to implement comprehensive strategies that guarantee healthy, safe, and motivating work environments. Furthermore, it provides key decision-makers with valuable information to prioritize resources, enhance the employee experience, and reinforce organizational commitment from a preventive and sustainable perspective
Descripción
Palabras clave
Bienestar laboral, Personal asistencial, Percepción, Seguridad y Salud en el Trabajo
