Clima laboral y su incidencia en el sentido de pertenencia en una empresa pública, ubicada en el municipio de Soledad Atlántico
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Fecha
2023
Autores
Racedo Thorne, Martha Lucia De Jesús
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Ediciones Universidad Simón Bolívar
Facultad de Administración y Negocios
Facultad de Administración y Negocios
Resumen
El manejo y administración eficiente de los recursos humanos juega un rol fundamental para
proteger a las organizaciones, pues los trabajadores son los responsables de asimilar y
ejecutar los planes y políticas empresariales; por lo tanto, cuanto mayores sean los vínculos
que se establecen entre los trabajadores y las organizaciones, mayores probabilidades de éxito
tendrán estas últimas. En este contexto, se cree que el sentido de pertenencia es un precursor
de la productividad del trabajo y que éste puede ser medido en términos del compromiso que
los trabajadores experimentan con la organización a la que pertenecen. A su vez, se ha
establecido que este compromiso puede ser expresado en tres dimensiones: afectiva,
normativa y de continuidad. Sin embargo, falta saber, cómo el clima laboral, es decir, la
forma en que los trabajadores perciben su contexto o entorno laboral, en cuanto a beneficios,
relaciones, ambiente y comunicación, influye sobre el sentido de pertenencia. Por ello, se
presenta una investigación diseño no experimental, transversal y de campo cuyo objetivo
general es determinar la incidencia del clima laboral en el sentido de pertenencia de los
trabajadores de la empresa EDUMAS, ubicada en el municipio de Soledad, Atlántico, para
identificar las dimensiones del clima laboral que mayor impacto ejercen sobre el sentido de
pertenencia y facilitar con ello, el diseño de estrategias y políticas que contribuyan al
mejoramiento de esta. La medición de las variables se hizo mediante las escalas de Palma
(2004) para el clima laboral y la versión en castellano de Ortega y Marín (2003) de las
Commintment Scales de Meyer, Allen y Smith 1993. El hallazgo más significativo de la
investigación es que, la correlación entre el clima laboral y el sentido de pertenencia es débil
y sin significación estadística, aunque individualmente, se pudo observar que, de las cinco
dimensiones prestablecidas para la medición del clima laboral, la única que guarda
correlación media con alguna significancia estadística es la supervisión con el compromiso
afectivo. Se pudo concluir la necesidad imperante de una revisión de los procesos
organizacionales los cuales promuevan la participación de los empleados y el
empoderamiento de los mismos en sus funciones de manera que se genere una marca
emocional entre el empleado y la empresa
The efficient management and administration of human resources plays a fundamental role in protecting organizations, since workers are responsible for assimilating and executing business plans and policies; therefore, the greater the links established between workers and organizations, the greater the chances of success for the latter. In this context, it is believed that the sense of belonging is a precursor of work productivity and that this can be measured in terms of the commitment that workers experience with the organization to which they belong. In turn, it has been established that this commitment can be expressed in three dimensions: affective, normative and continuity. However, it remains to be known how the work climate, that is, the way in which workers perceive their context or work environment, in terms of benefits, relationships, environment and communication, influences the sense of belonging. For this reason, a non-experimental, cross-sectional and field research design is presented whose general objective is to determine the incidence of the work environment in the sense of belonging of the workers of the EDUMAS company, located in the municipality of Soledad, Atlántico, to identify the dimensions of the work environment that have the greatest impact on the sense of belonging and thereby facilitate the design of strategies and policies that contribute to its improvement. The variables were measured using the Palma (2004) scales for the work climate and the Spanish version by Ortega and Marín (2003) of the Commitment Scales by Meyer, Allen and Smith 1993. The most significant finding of the research is that the correlation between the work climate and the sense of belonging is weak and without statistical significance, although individually, it could be observed that, of the five pre-established dimensions for the measurement of the work climate, the only one that has an average correlation with some significance Statistics is supervision with affective commitment. It was possible to conclude the prevailing need for a review of the organizational processes which promote the participation of employees and their empowerment in their functions so that an emotional brand is generated between the employee and the company
The efficient management and administration of human resources plays a fundamental role in protecting organizations, since workers are responsible for assimilating and executing business plans and policies; therefore, the greater the links established between workers and organizations, the greater the chances of success for the latter. In this context, it is believed that the sense of belonging is a precursor of work productivity and that this can be measured in terms of the commitment that workers experience with the organization to which they belong. In turn, it has been established that this commitment can be expressed in three dimensions: affective, normative and continuity. However, it remains to be known how the work climate, that is, the way in which workers perceive their context or work environment, in terms of benefits, relationships, environment and communication, influences the sense of belonging. For this reason, a non-experimental, cross-sectional and field research design is presented whose general objective is to determine the incidence of the work environment in the sense of belonging of the workers of the EDUMAS company, located in the municipality of Soledad, Atlántico, to identify the dimensions of the work environment that have the greatest impact on the sense of belonging and thereby facilitate the design of strategies and policies that contribute to its improvement. The variables were measured using the Palma (2004) scales for the work climate and the Spanish version by Ortega and Marín (2003) of the Commitment Scales by Meyer, Allen and Smith 1993. The most significant finding of the research is that the correlation between the work climate and the sense of belonging is weak and without statistical significance, although individually, it could be observed that, of the five pre-established dimensions for the measurement of the work climate, the only one that has an average correlation with some significance Statistics is supervision with affective commitment. It was possible to conclude the prevailing need for a review of the organizational processes which promote the participation of employees and their empowerment in their functions so that an emotional brand is generated between the employee and the company
Descripción
Palabras clave
Clima Laboral, Sentido de Pertenencia, Escala de Medición, Correlación, Significación estadística, Labor Climate, Sense of Belonging, Measurement Scale, Correlation, Statistical Significance
