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Clima organizacional: Discusión de diferentes enfoques teóricos

Visión Gerencial; No 1 (2010): Enero - Junio 2010; 179-190
Source: OAI

ABSTRACT El objetivo del presente artículo es confrontar los planteamientos de los principales autores sobre clima organizacional, sus diferentes enfoques y los factores que inciden en el mismo para establecer sus coincidencias y discrepancias, así como para formular una perspectiva teórica que pueda servir para su aplicación en el ámbito de las organizaciones universitarias de carácter público. Desde la perspectiva metodológica, esta investigación constituye un estudio de tipo documental, por cuanto se realizó un análisis de la bibliografía fundamental disponible en español sobre el tema. Como instrumentos y técnicas de recolección de la información se utilizaron fuentes secundarias. Se recurrió a la observación y análisis documental para dilucidar los enfoques conceptuales de clima organizacional, su tipología y los factores que inciden en él y permiten su medición y comprensión. El análisis comparativo de los factores considerados por diferentes autores, revela que no puede hablarse de un enfoque exclusivamente psicológico del clima organizacional, porque otros autores consideran también factores grupales y organizacionales. Se concluyó que para el estudio del clima organizacional es necesario tener en cuenta los factores psicológicos individuales, grupales y organizacionales, lo cual evidencia la necesidad de un enfoque integral, porque todos estos factores contribuyen a la medición del clima. Abstrac Organizational climate: theoretical discussion of different approaches The aim of this paper is to compare the approaches of the main authors on organizational climate, their different approaches and the factors affecting on it to establish their similarities and discrepancies, and to formulate a theoretical perspective that demonstrates its application in the area of a public university organizations. From the methodological perspective, this research is a study of documentary, because we made a fundamental review of the literature available in Spanish on the topic.As tools and techniques for gathering information from secondary sources were used. Was used to observe and document analysis to elucidate the conceptual approaches to organizational climate, their typology and the factors that affect it and allow its measurement and understanding. The comparative analysis of the factors considered by various authors, reveals that not only speak of a psychological approach to organizational climate, as other authors also consider group and organizational factors. It was concluded that for the study of organizational climate is necessary to take into account the individual psychological factors, group and organizational, which shows the need for a comprehensive, because all these factors contribute to the measurement of climate.

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    ABSTRACT: Previous research has debated whether the collective climates, produced through cluster analysis of psychological climate perceptions, are representative of meaningful organizational collectives or simply statistical artifacts. In this study we examined the extent to which collective climates are comprised of individuals with similar interpretive schemata such as work values and need strength or consist of individuals who share work group or interaction group membership. Measures of psychological climate, work values, need strength, and employee interaction patterns were collected from the management and administrative staff of a manufacturing organization. Results supported the symbolic interactionist perspective to the formation of collective climates. We found clear evidence that collective climates are related to employee interaction groups. Employee interaction based on sensemaking and information seeking activities was most strongly related to shared climate perceptions. There was also some evidence that individuals with similar levels of need strength share collective climate membership. Implications of these results on the debate over the use of collective climates are discussed. Copyright © 1999 John Wiley & Sons, Ltd.
    Journal of Organizational Behavior 01/2000; 20(7):1199 - 1218. · 3.85 Impact Factor

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