ESTUDIO DE LA INFLUENCIA DEL CLIMA ORGANIZACIONAL EN EL DESEMPEÑO LABORAL DE LOS SERVIDORES Y SERVIDORAS DEL PROCESO AGREGADOR DE VALOR DEL MINISTERIO DE INCLUSIÓN ECONÓMICA Y SOCIAL
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2016
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Universidad de Guayaquil Facultad de Ciencias Psicológicas
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La presente investigación tuvo como finalidad conocer el Clima Organizacional y de qué manera éste influía en el Desempeño Laboral de los servidores y servidoras del Ministerio de Inclusión Económica y Social del proceso Agregador de Valor, específicamente los Técnicos de Acompañamiento Familiar.
La investigación se desarrolló a través de un estudio descriptivo, de diseño transversal no experimental conociendo, describiendo y evaluando las variables al año 2013; se aplicó el Cuestionario de Litwing y Stringer (1968) Revisado en el 2002, apoyándolo con el diseño de un instrumento de recolección de datos (Cuestionario) adaptado a la organización objeto del estudio, el mismo que fue aplicado a una población representada por doce (12) personas pertenecientes al Área de Trabajo Social. De los resultados de la aplicación del instrumento se concluyó en que si bien es cierto el desempeño no se ve afectado de manera considerable existen dimensiones que son parte del clima organizacional que deben ser consideradas, estudiadas a profundidad y trabajadas, por cuanto se expresó un alto porcentaje de servidores que afirmaban que se utilizan mayormente las sanciones que la motivación como parte del sistema de Recompensa, de igual modo el personal percibe la existencia de un clima de trabajo tenso, poco agradable, relaciones entre los Jefes Inmediatos y subordinados difíciles, en este sentido el modelo burocrático que predomina en la institución no permite el crecimiento profesional de los miembros de la entidad; estas observaciones encontradas en el análisis sino son atendidas con el transcurrir del tiempo probablemente pueden generar que se vea afectada la permanencia del recurso humano en la organización provocando rotación y pérdidas para el Ministerio
The purpose of this research was to know the Organizational Climate and how it influenced the Work Performance of the servants of the Ministry of Economic and Social Inclusion of the Value Aggregator process, specifically the Family Support Technicians. The research was developed through a descriptive study, of non-experimental transversal design, knowing, describing and evaluating the variables to the year 2013; The Litwing and Stringer Questionnaire (1968), revised in 2002, was applied, supporting it with the design of a data collection instrument (Questionnaire) adapted to the organization object of the study, which was applied to a population represented by twelve ( 12) people belonging to the Social Work Area. From the results of the application of the instrument it was concluded that although it is true that performance is not affected in a considerable way, there are dimensions that are part of the organizational climate that should be considered, studied in depth and worked on, as a high percentage of servers that claimed that sanctions are used more than motivation as part of the reward system, in the same way the staff perceives the existence of a tense, unpleasant work environment, relations between the immediate bosses and difficult subordinates, in this sense the bureaucratic model that predominates in the institution does not allow the professional growth of the members of the entity; these observations found in the analysis but are addressed with the passage of time can probably generate that the permanence of human resources in the organization is affected causing rotation and losses for the Ministeri
The purpose of this research was to know the Organizational Climate and how it influenced the Work Performance of the servants of the Ministry of Economic and Social Inclusion of the Value Aggregator process, specifically the Family Support Technicians. The research was developed through a descriptive study, of non-experimental transversal design, knowing, describing and evaluating the variables to the year 2013; The Litwing and Stringer Questionnaire (1968), revised in 2002, was applied, supporting it with the design of a data collection instrument (Questionnaire) adapted to the organization object of the study, which was applied to a population represented by twelve ( 12) people belonging to the Social Work Area. From the results of the application of the instrument it was concluded that although it is true that performance is not affected in a considerable way, there are dimensions that are part of the organizational climate that should be considered, studied in depth and worked on, as a high percentage of servers that claimed that sanctions are used more than motivation as part of the reward system, in the same way the staff perceives the existence of a tense, unpleasant work environment, relations between the immediate bosses and difficult subordinates, in this sense the bureaucratic model that predominates in the institution does not allow the professional growth of the members of the entity; these observations found in the analysis but are addressed with the passage of time can probably generate that the permanence of human resources in the organization is affected causing rotation and losses for the Ministeri
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Clima Organizacional, Desempeño Laboral