Cultura de seguridad organizacional y satisfacción laboral: Un análisis en el contexto de Seguridad y Salud en el Trabajo
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Fecha
2024
Autores
Barros Lara, Dayana Patricia
Orozco Herrera, Carolina del Carmen
Sanjuanelo Reales, Katherine Judith
Dederle Pérez, Diana Carolina
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Ediciones Universidad Simón Bolívar
Facultad de Ciencias de la Salud
Facultad de Ciencias de la Salud
Resumen
Objetivo: Analizar la relación entre la cultura de seguridad organizacional y la satisfacción laboral de los trabajadores en el ámbito de la seguridad y salud en el trabajo.
Materiales y Métodos: Esta investigación empleó un enfoque cuantitativo y se clasificó como un estudio descriptivo transversal, ya que se evaluaron las dimensiones la cultura organizacional y la satisfacción laboral de los trabajadores de la Región Caribe Colombiana en un único momento temporal, por medio del cuestionario Nórdico sobre seguridad en el trabajo.Esta investigación se realizó en las empresas del sector salud, durante el periodo de febrero del 2024 a noviembre del 2024 en la ciudad de Barranquilla /Atlántico. La población total de estudio estuvo constituida por: 78 trabajadores. En el análisis de la percepción de seguridad laboral, construimos tablas de frecuencia que nos permitieron comprender en profundidad cómo los empleados percibían la gestión de la seguridad. Estos análisis cuantitativos nos ayudarán a identificar fortalezas y áreas de mejora en aspectos como el diseño de rutinas de seguridad, la participación en las decisiones y la implicación de los empleados. Para el análisis de la satisfacción laboral, transformamos las respuestas de los empleados a una escala numérica de Likert, que va desde 1 (Muy insatisfecho) hasta 7 (Muy satisfecho). Esta conversión nos permitió realizar un análisis estadístico más preciso y objetivo.
Resultados: la población evaluada está mayoritariamente compuesta por mujeres (67.95%) y pertenecientes al estrato socioeconómico 2 y 1 (ambos con 30.77%). En cuanto al nivel educativo, la mayoría tienen educación profesional (48.72%), seguida por técnica (21.79%). En términos de antigüedad laboral, el mayor grupo se encuentra entre 1 a 5 años (38.46%), y los solteros representan casi la mitad de los participantes (48.72%). Los cargos operativos predominan (69.23%), y la autopercepción de salud mayoritaria es "buena" (42.31%), seguida de "muy buena" y "excelente" (ambas con 25.64%). Con Respecto a la percepción de los trabajadores sobre la seguridad revela que la mayoría considera que la dirección se esfuerza en diseñar rutinas de seguridad efectivas (67.95% de acuerdo), permite influir en seguridad (78.21%) y fomenta la participación en decisiones sobre seguridad (71.79%). Sin embargo, un porcentaje significativo opina que la dirección no tiene la capacidad adecuada para manejar la seguridad (43.59% en desacuerdo). Además, un 56.41% indica que la dirección no considera las sugerencias de los empleados, y un 60.26% percibe que no se les consulta antes de tomar decisiones sobre seguridad. Estas cifras destacan fortalezas y áreas de mejora en la gestión de seguridad laboral. En general, la satisfacción laboral muestra una distribución
equilibrada, pero hay un margen importante para optimizar los factores relacionados con el crecimiento y las oportunidades internas.
Conclusión: Cada organización presenta factores críticos únicos que inciden directamente en la cultura de seguridad, entre los que se destacan las actitudes, la satisfacción y las creencias individuales de los trabajadores. La prevención efectiva de accidentes y enfermedades laborales requiere una estrategia integral que comprenda procesos claramente definidos, personal altamente capacitado y líderes con sólidas competencias para gestionar la actividad laboral. Es fundamental mantener un proceso de socialización continuo que permita generar conciencia entre el personal, transformando gradualmente los hábitos y fortaleciendo la cultura de seguridad. Este enfoque no solo busca reducir riesgos, sino también optimizar la satisfacción y el desempeño de cada trabajador en su labor específica. Las organizaciones modernas deben ir más allá de la simple creación de procesos y actividades. Se requiere un compromiso sostenido con la formación integral del personal, tanto administrativo como asistencial, mediante capacitaciones periódicas sobre normativas vigentes, nuevos procesos y desarrollo de habilidades de liderazgo. El objetivo final es construir un ambiente que genere confianza, seguridad y un profundo sentido de pertenencia, contribuyendo así a elevar los estándares de seguridad organizacional y la satisfacción laboral.
Objective: To analyze the relationship between organizational safety culture and job satisfaction of workers in the context of occupational safety and health. Materials and Methods: This research employed a quantitative approach and was classified as a cross-sectional descriptive study, as it evaluated the dimensions of organizational culture and job satisfaction of workers in the Colombian Caribbean Region at a single point in time, using the Nordic Occupational Safety Climate Questionnaire. This research was conducted in companies within the health sector, from February 2024 to November 2024 in Barranquilla, Atlántico. The total study population consisted of 78 workers. In analyzing the perception of occupational safety, we constructed frequency tables that allowed us to comprehensively understand how employees perceived safety management. These quantitative analyses helped identify strengths and areas for improvement in aspects such as the design of safety routines, participation in decisions, and employee involvement. For the analysis of job satisfaction, we transformed employee responses to a numerical Likert scale, ranging from 1 (Very dissatisfied) to 7 (Very satisfied). This conversion allowed for more precise and objective statistical analysis. Results: The evaluated population is predominantly composed of women (67.95%) and belongs to socioeconomic strata 2 and 1 (both at 30.77%). Regarding educational level, the majority have professional education (48.72%), followed by technical education (21.79%). In terms of job tenure, the largest group is between 1 to 5 years (38.46%), and single individuals represent almost half of the participants (48.72%). Operational positions predominate (69.23%), and the majority self- perception of health is "good" (42.31%), followed by "very good" and "excellent" (both at 25.64%). Regarding workers' perception of safety, the majority considers that management strives to design effective safety routines (67.95% agree), allows influence on safety (78.21%), and encourages participation in safety decisions (71.79%). However, a significant percentage believes that management does not have adequate capacity to handle safety (43.59% disagree). Additionally, 56.41% indicate that management does not consider employee suggestions, and 60.26% perceive that they are not consulted before making safety decisions. These figures highlight strengths and areas for improvement in occupational safety management. Overall, job satisfaction shows a balanced distribution, but there is significant room for optimizing factors related to growth and internal opportunities. Conclusion: Each organization presents unique critical factors that directly affect the safety culture, among which the attitudes, satisfaction, and individual beliefs of workers stand out. Effective prevention of occupational accidents and diseases requires a comprehensive strategy that includes clearly defined processes, highly trained personnel, and leaders with solid competencies to manage work activity. It is essential to maintain a continuous socialization process that allows for generating awareness among personnel, gradually transforming habits and strengthening the safety culture. This approach not only seeks to reduce risks but also to optimize the satisfaction and performance of each worker in their specific task. Modern organizations must go beyond simply creating processes and activities. A sustained commitment to the comprehensive training of personnel, both administrative and care-related, is required through periodic training on current regulations, new processes, and leadership skill development. The ultimate goal is to build an environment that generates trust, security, and a profound sense of belonging, thus contributing to raising the standards of organizational safety and job satisfaction.
Objective: To analyze the relationship between organizational safety culture and job satisfaction of workers in the context of occupational safety and health. Materials and Methods: This research employed a quantitative approach and was classified as a cross-sectional descriptive study, as it evaluated the dimensions of organizational culture and job satisfaction of workers in the Colombian Caribbean Region at a single point in time, using the Nordic Occupational Safety Climate Questionnaire. This research was conducted in companies within the health sector, from February 2024 to November 2024 in Barranquilla, Atlántico. The total study population consisted of 78 workers. In analyzing the perception of occupational safety, we constructed frequency tables that allowed us to comprehensively understand how employees perceived safety management. These quantitative analyses helped identify strengths and areas for improvement in aspects such as the design of safety routines, participation in decisions, and employee involvement. For the analysis of job satisfaction, we transformed employee responses to a numerical Likert scale, ranging from 1 (Very dissatisfied) to 7 (Very satisfied). This conversion allowed for more precise and objective statistical analysis. Results: The evaluated population is predominantly composed of women (67.95%) and belongs to socioeconomic strata 2 and 1 (both at 30.77%). Regarding educational level, the majority have professional education (48.72%), followed by technical education (21.79%). In terms of job tenure, the largest group is between 1 to 5 years (38.46%), and single individuals represent almost half of the participants (48.72%). Operational positions predominate (69.23%), and the majority self- perception of health is "good" (42.31%), followed by "very good" and "excellent" (both at 25.64%). Regarding workers' perception of safety, the majority considers that management strives to design effective safety routines (67.95% agree), allows influence on safety (78.21%), and encourages participation in safety decisions (71.79%). However, a significant percentage believes that management does not have adequate capacity to handle safety (43.59% disagree). Additionally, 56.41% indicate that management does not consider employee suggestions, and 60.26% perceive that they are not consulted before making safety decisions. These figures highlight strengths and areas for improvement in occupational safety management. Overall, job satisfaction shows a balanced distribution, but there is significant room for optimizing factors related to growth and internal opportunities. Conclusion: Each organization presents unique critical factors that directly affect the safety culture, among which the attitudes, satisfaction, and individual beliefs of workers stand out. Effective prevention of occupational accidents and diseases requires a comprehensive strategy that includes clearly defined processes, highly trained personnel, and leaders with solid competencies to manage work activity. It is essential to maintain a continuous socialization process that allows for generating awareness among personnel, gradually transforming habits and strengthening the safety culture. This approach not only seeks to reduce risks but also to optimize the satisfaction and performance of each worker in their specific task. Modern organizations must go beyond simply creating processes and activities. A sustained commitment to the comprehensive training of personnel, both administrative and care-related, is required through periodic training on current regulations, new processes, and leadership skill development. The ultimate goal is to build an environment that generates trust, security, and a profound sense of belonging, thus contributing to raising the standards of organizational safety and job satisfaction.
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Palabras clave
Cultura organizacional, Satisfacción en el trabajo, Seguridad y Salud en el Trabajo
