A STUDY ON IMPACT OF ORGANIZATION CLIMATE TOWARDS EMPLOYEE PERFORMANCE

A study on impact of organization climate towards employee Performance with special reference to TNPL paper unit-1, karurThis exploration aims to examine theimpact of organization climate towards employee Performance with special reference to TNPL paper unit-1, karur. A quantitative approach is espoused for this study by collecting primary data through a questionnaire distributed to workers working in different brigades of the organization. The sample size was 113. The tools used in this disquisition are chance analysis, Chi- Square, annova. The findings of the study reveal aimpact of organization climate towards employee Performance with special reference to TNPL paper unit-1, karur

The chain mediating effect of nursing organization climate perception and professional identity between self-disclosure and transformation impact of new nurses in oncology department / 中国实用护理杂志

Objective:To investigate the current situation and correlation between organizational climate perception, professional identity, self-disclosure and transformation impact of new nurses in oncology department, and explore the chain mediating effect between organizational climate perception and professional identity between self-disclosure and transformation shock, so as to provide basis for further formulating the intervention plan of transformation impact.Methods:This study was a cross-sectional survey. From August 2021 to April 2022, a total of 252 newly graduated nurses in oncology department from nine Class ⅢGrade A hospitals in Henan Province were selected as the research objects by the convenient sampling method. General Information Questionnaire, Transformation of New Nurses Impact Evaluation Questionnaire, Distress Disclosure Index, Nursing Organization Climate Perception Scale, Professional Identity Scale were used for survey. Pearson correlation analysis was performed, and AMOS26.0 software was used to build a chain intermediary model, and the model was tested by Bootstrap method.Results:The total score of the transformation impact of new nurses in the oncology department was (96.51 ± 13.04); the total score of the Distress Disclosure Index was (33.84 ± 7.18); the total score of Nursing Organizational Climate Perception Scale was (99.16 ± 12.97); the total score of the Professional Identity Scale was (91.23 ± 19.92). Self-disclosure, organizational climate perception and professional identity were negatively correlated with transformation impact ( r = - 0.743, - 0.684, -0.631, all P<0.05). The indirect effect of self-disclosure on transformation impact was true, and the total indirect effect was 0.435. The specific mediating effect of nursing organizational climate perception accounted for 51.5% (22.4/43.5) of the total indirect effect and that of professional identity 15.9%(6.9/43.5) of the total indirect effect. The organizational climate and professional identity accounted for 32.4%(14.1/43.5) of the total indirect effects. Conclusions:Self-disclosure, organizational climate perception and professional identity of new nurses in oncology department was negatively correlated with transformation impact. Self-disclosure is positively correlated with organizational climate perception and professional identity, organizational climate perception and professional identity play a chain mediating effect between self-disclosure and transformation impact. It is suggested that managers should adopt positive and effective self-disclosure intervention programs and develop relevant training programs to improve the organizational climate perception and professional identity level of new nurses in oncology department, so as to reduce their transformation impact.

Research on climate demand of staff organization in public hospital based on Kano model: Taking a tertiary public hospital in Hebei Province as an example / 中华医学科研管理杂志

Objective:Based on the construction of benign organizational climate of tertiary public hospitals, this paper tries to understand the practical demands of hospital staff for the internal organizational climate.Methods:A seven-dimension organizational climate questionnaire for public hospitals was designed by literature review and Delphi expert survey method. On the basis of satisfying the reliability and validity test, Kano questionnaire analysis and Better-Worse coefficient analysis were combined to identify the key climate factors to improve the satisfaction of hospital staff.Results:28 climate indicators were divided into: 9 (32.1%) attractive requirements, 7 (25.0%) one-dimensional requirements, 4 (14.3%) hybrid requirements, 6 (21.4%) must-be requirements, and 2 (7.2%) indifference requirements.Conclusions:According to Kano model classification results and satisfaction influence matrix distribution results, Some suggestions are put forward for constructing benign organizational climate in hospitals from the aspects of constructing equitable system, popularizing democratic leadership, attaching importance to cultivating scientific research and improving humanistic care.

Una aproximación al modelo médico hegemónico como representación social del colectivo enfermero / An approach to the hegemonic medical model as a social representation of the nursing collective

El artículo reporta la tesis doctoral de uno de los autores cuyo objetivo fue describir percepciones de licenciados en enfermería respecto del modelo médico hegemónico (MMH) y su relación con la gestión de enfermería. La investigación tuvo enfoque hermenéutico, nivel descriptivo, y diseño transversal. Se utilizó un muestreo voluntario de 93 licenciados en enfermería cursantes de posgrado en una universidad privada Argentina, que se desempeñan en organizaciones sanitario-asistenciales del Área Metropolitana de Buenos Aires. Se aplicó un análisis cualitativo de contenido, coherente con el método comparativo continuo de la Teoría Fundamentada. Se hallaron 26 categorías perceptuales que dan cuenta de la presencia del MMH en las organizaciones sanitario asistenciales. Estos hallazgos, constituyen un avance en el conocimiento de los modos mediante los cuales el MMH es percibido por licenciados en enfermería, y confirmaron una variedad de aportes teóricos previos sobre el mismo, así como sobre las representaciones socialesAU.

The article reports the doctoral thesis of one of the authors whose objective was to describe the perceptions of nursing graduates regarding the hegemonic medical model (HMM) and its relationship with nursing management. The research had a hermeneutic approach, descriptive level, and transversal design. A voluntary sample of 93 graduate nursing students in a private university in Argentina who work in health care organizations in the Metropolitan Area of Buenos Aires, was used. A qualitative content analysis wasAU.

Clima organizacional y liderazgo en un instituto de salud pública mexicano / Organizational climate and leadership at a Mexican public health institute

Introducción: El estilo de dirección y el clima organizacional son elementos importantes que tienden a influir sobre la manera en que un trabajador realiza sus actividades laborales y la forma en que atiende al paciente o usuario. Objetivo: Determinar los estilos de liderazgo y clima organizacional sobre la base de la comunicación, que prevalece en los trabajadores que laboran en un instituto de salud pública mexicano del centro del país. Métodos: Investigación cuantitativa, descriptiva, correlacional y transaccional. Se aplicó el cuestionario Instrumento de Medición de Clima Organizacional y Liderazgo a trabajadores subordinados y directivos que laboran en un instituto de salud pública del centro del país. Se obtuvo un coeficiente de confiabilidad Alpha de Cronbach de 0,86. Resultados: Un total de 152 trabajadores y 16 directivos, muestran una tendencia relacionada con la existencia de una calidad de clima regular para toda el área y un tipo de liderazgo autócrata consultador y administrador de consensos. Conclusiones: Cuando se obtienen resultados con niveles de clima organizacional bajos es común que se acentúen los problemas comunicativos dentro de la empresa. Esto origina que no exista una adecuada comunicación entre jefes y trabajadores, lo que trae como consecuencia una inestabilidad del clima laboral propiciada, en su mayor parte, por el estilo de liderazgo utilizado(AU)

Introduction: Management style and organizational climate are important elements that tend to influence how workers perform work activities and how they care for the patient or user. Objective: Determine leadership styles and organizational climate based on communication, which prevails in workers at a Mexican public health institute in the central area of the country. Methods: Quantitative, descriptive, correlational and transactional research. The questionnaire Instrument for The Measurement of Organizational Climate and Leadership was applied to subordinate workers and managers working at a public health institute in the central area of the country. A Cronbach Alpha reliability coefficient of 0.86 was obtained. Results: A total of 152 workers and 16 managers show a trend related to the existence of a regular climate quality for the whole area and a type of autocrat consulting leadership and consensus manager. Conclusions: When results are obtained with low organizational climate levels, it is common that communication problems are more evident within the company. This results in inadequate communication between bosses and workers, resulting in instability of the working climate, mostly driven by the leadership style used(AU)

Analysis of burnout indices and components of organizational climate among female factory workers

Introduction@#With the growing number of females employed as factory workers, it is important to look into the phenomenon of burnout and related organizational climate affecting these workers. @*Objectives@#The study's objectives were: 1) to come up with the indices of burnout among Filipino female factory workers and; 2) to come up with indices of organizational climate components of job autonomy, the content of the job, and nature of management through exploratory factor analysis. @*Methods@#The secondary data used for this study were from a cross-sectional study involving 344 female factory workers. The indicators of the organizational climate were derived through exploratory factor analysis of items in the dataset. Exploratory Factor Analysis was used to reduce the variables into a fewer set of “Component Variables.” The technique explored the relationship of each indicator and then grouped them according to which component they were highly correlated. Using the factor loadings as weights, the index score was generated. The organizational climate indices were derived from the factor loading scores. Burnout Score was derived from respondents’ answers on nine items relating to burnout. The organizational climate indexes were also generated using factor analysis with these components- job autonomy, content of the job, and nature of management. Cronbach alpha was generated for all the items under each index to show the internal consistency and scale reliability. @*Results@#There were 344 female respondents with a mean age of 26 (SD=5.02), and the majority were single (69.21%). Nine items were measured with the lowest average response “work is boring” (0.259 ± .560) for burnout indices. The highest mean answer for the item “work requires new skills or upskilling regularly” at 1.619 ± .762, suggesting that most respondents were required to upskill regularly. “Salary is not enough to meet worker’s needs” also has a high average response, suggesting that most respondents felt that their salary was insufficient to sustain their daily needs. The total burnout score indicates that workers experienced moderate burnout. The indices for burnout have good internal consistency and scale reliability (Cronbach alpha= 0.712). The organizational climate was grouped into Indexes through factor analysis, namely, Autonomy on Quality Index, Autonomy on Rest Index, Skilled work content Index, Physical work content Index, Hazardous work content Index, Health, Safety, and Compensation Index, and Training Index. Autonomy on Quality Index has a mean of 66.877 ± 31.934, suggesting that the autonomy on quality for respondents was moderately high, while Autonomy on Rest Index was 24.159 ± 30.788, suggesting that respondents have low autonomy on rest. The skilled work content index was high at an average of 70.801 ± 22.87, while physical work content and hazardous work content index were low at 29.398 and 25.377, respectively. Health, Safety, and Compensation index average was very low at 8.891 ± 8.524. @*Conclusion@#This study came up with indices of burnout unique to female factory workers. The indexes were boredom/boring work, repetitious tasks, fast-paced work, work pressure, not sufficient compensation, work-home conflicts, upskilling, physically tiring, mentally tiring, and salary is not sufficient to meet basic needs. This study also came up with the indexes of organizational climate relating to job autonomy, content of job, and nature of management. The several items under each of these components were subjected to Factor Analysis to come up with indexes of organizational climate. Thus, the contribution of this study is coming up with a burnout index unique to the Filipino factory worker, not just based on subjective expert opinion, but data-driven and statistically derived.

LMX and well-being: psychological climates as moderators of their concurrent and lagged relationships / LMX e bem-estar: climas psicológicos como moderadores de seus relacionamentos simultâneos e retardados / LMX y bienestar: climas psicológicos como moderadores de sus relaciones concurrentes y diferidas

The importance of the quality of leader member exchange (LMX) for workers' health and well-being is acknowledged in the literature, and empirical research addressing this issue is beginning to accumulate. However, recent reviews on this topic recommend making a greater effort to include time and boundary conditions in this relationship. The present study aims to analyze the effects of LMX on employees' well-being, and the moderating role of psychological climate, by means of a longitudinal study with a 12-month time lag. Data were obtained from 119 employees working in the Public Health Service . Results show that LMX had concurrent and lagged positive effects on well-being. Perceptions of higher levels of innovation climate increased the positive effects of LMX on well-being. Perceptions of higher levels of goals orientation decreased the positive effects of LMX on well-being. In practical terms, organizations must pay attention to the environment where LMX emerges in order to promote its positive effects or reduce its potential negative effects on workers' health.

A importância da qualidade do relação líder-liderado (leader member exchange - LMX) para a saúde e o bem-estar dos trabalhadores é reconhecida na literatura, e pesquisas empíricas que abordam essa questão estão começando a se acumular. No entanto, revisões recentes sobre este tópico recomendam fazer um esforço maior para incluir as condições de tempo e limites desta relação. O presente estudo tem como objetivo analisar os efeitos do LMX no bem-estar dos funcionários e o papel moderador do clima psicológico, por meio de um estudo longitudinal com 12 meses de distância. Os dados foram obtidos junto a 119 funcionários que atuam no Serviço Público de Saúde. Os resultados mostram que o LMX teve efeitos positivos simultâneos e díspares no bem-estar. As percepções de níveis mais elevados de clima de inovação aumentaram os efeitos positivos do LMX no bem-estar. Percepções de níveis mais elevados de orientação para metas diminuíram os efeitos positivos do LMX no bem-estar. Em termos práticos, as organizações devem prestar atenção ao ambiente onde o LMX emerge, a fim de promover seus efeitos positivos ou reduzir seus potenciais efeitos negativos na saúde dos trabalhadores.

La importancia de la calidad del intercambio de miembros líderes (leader member exchange - LMX) para la salud y el bienestar de los trabajadores se reconoce en la literatura, y la investigación empírica que aborda este tema está comenzando a acumularse. Sin embargo, revisiones recientes sobre este tema recomiendan hacer un mayor esfuerzo para incluir el tiempo y posibles factores condicionantes de dichas relaciones. El presente estudio tiene como objetivo analizar los efectos de LMX en el bienestar de los empleados y el papel modulador del clima psicológico, mediante un estudio longitudinal con un desfase de 12 meses. Los datos se obtuvieron de 119 empleados del Servicio de Salud Pública. Los resultados muestran que LMX tuvo efectos positivos simultáneos y diferidos sobre el bienestar. Las percepciones de niveles más altos de clima de innovación aumentaron los efectos positivos de LMX en el bienestar. Las percepciones de niveles más altos de orientación a metas disminuyeron los efectos positivos de LMX en el bienestar. En términos prácticos, las organizaciones deben prestar atención al entorno en el que surge LMX para promover sus efectos positivos o reducir sus posibles efectos negativos en la salud de los trabajadores.

Los grupos informales y su relación con el rendimiento de las MiPyMES en México / Informal groups and their relationship with the performance of MSMEs in Mexico / Grupos informais e sua relação com a atuação das MPMEs no México

Resumen Introducción: en la actualidad, el liderazgo, la cultura y el clima organizacional que ejercen los grupos informales representan algunos de los factores clave en el rendimiento empresarial de las MiPyMES debido a que fortalece el incremento de la productividad en un mercado altamente competitivo. Objetivo: el propósito de la investigación es identificar la influencia conjunta del liderazgo transformacional, la cultura clan y el clima organizacional que presentan los grupos informales de trabajo sobre el rendimiento empresarial de las MiPyMES de la región del bajío del estado de Guanajuato, México. Materiales y métodos: el diseño metodológico fue cuantitativo, explicativo, observacional y transversal. Se empleó una muestra de 225 participantes. Para la comprobación de hipótesis se desarrolló un modelo de ecuación estructural (SEM). En cuanto a los índices de bondad y ajuste del SEM (χ2=146.10 gl=52; CFI=0.969 y TLI=0.960; RMSEA=.06) fueron absolutamente aceptables. Resultados: de acuerdo con los resultados obtenidos a través del SEM, se demuestra que el liderazgo transformacional influye positiva y significativamente sobre el clima organizacional (β1=0.26; p<0.001) como también en la cultura clan (β2=0.81; p<0.001) de los grupos informales. Asimismo, la cultura clan de los grupos informales influye (β3=0.61; p<0.001) positiva y significativamente sobre el clima organizacional. Finalmente, el clima organizacional de los grupos informales influye (β4=0.68; p<0.001) positiva y significativamente sobre el rendimiento empresarial de las MiPyMES. Conclusión: Los grupos informales representan un recurso promueve en el éxito de las MiPyMES y con ello, potencializar el rendimiento del sector empresarial de las MiPyMES en estado de Guanajuato.

Abstract Introduction: At present, the leadership, culture and organizational climate exercised by informal groups represent some of the key factors in the business performance of MSMEs because it strengthens the increase in productivity in a highly competitive market. Objective: the purpose of the research is to identify the joint influence of transformational leadership, clan culture and organizational climate presented by informal work groups on the business performance of MSMEs in the Bajio region of the state of Guanajuato, Mexico. Materials and methods: the methodological design was quantitative, explanatory, observational and transversal. A sample of 225 participants was used. For hypothesis testing, a structural equation model (SEM) was developed. Regarding the goodness and fit indices of the SEM (χ2 = 146.10 gl = 52; CFI = 0.969 and TLI = 0.960; RMSEA = 0.06) they were absolutely acceptable. Results: according to the results obtained through the SEM, it is shown that transformational leadership positively and significantly influences the organizational climate (β1 = 0.26; p <0.001) as well as clan culture (β2 = 0.81; p <0.001) of informal groups. Likewise, the clan culture of informal groups influences (β3 = 0.61; p <0.001) positively and significantly on the organizational climate. Finally, the organizational climate of informal groups has a positive and significant influence (β4 = 0.68; p <0.001) on the business performance of MSMEs. Conclusions: informal groups represent a resource that promotes the success of MSMEs and with it, potentiates the performance of the business sector of MSMEs in the state of Guanajuato.

Resumo Introdução: atualmente, a liderança, a cultura e o clima organizacional exercido pelos grupos informais representam alguns dos fatores-chave no desempenho empresarial das MPMEs, pois fortalecem o aumento da produtividade em um mercado altamente competitivo. Objetivo: o objetivo da pesquisa é identificar a influência conjunta da liderança transformacional, cultura de clã e clima organizacional apresentada por grupos de trabalho informais sobre o desempenho empresarial das MPMEs na região de Bajío, no estado de Guanajuato, México. Materiais e métodos: o desenho metodológico foi quantitativo, explicativo, observacional e transversal. Uma amostra de 225 participantes foi utilizada. Para o teste de hipótese, um modelo de equação estrutural (SEM) foi desenvolvido. Em relação aos índices de bondade e ajuste do SEM (χ2 = 146,10 gl = 52; CFI = 0,969 e TLI = 0,960; RMSEA = 0,06), eles foram absolutamente aceitáveis. Resultados: de acordo com os resultados obtidos por meio do SEM, mostra-se que a liderança transformacional influência positiva e significativamente o clima organizacional (β1 = 0,26; p <0,001) e também a cultura do clã (β2 = 0,81; p <0,001) de grupos informais. Da mesma forma, a cultura de clã dos grupos informais influência (β3 = 0,61; p <0,001) positiva e significativamente no clima organizacional. Por fim, o clima organizacional dos grupos informais influência (β4 = 0,68; p <0,001) de forma positiva e significativa no desempenho empresarial das MPMEs. Conclusões: os grupos informais representam um recurso que promove o sucesso das MPMEs e com isso potencializa a atuação do setor empresarial das MPMEs no estado de Guanajuato.

Preocupaciones y demandas frente a COVID-19: Encuesta al personal de salud / Concerns and demands regarding COVID-19. Survey of health personnel

La pandemia por COVID-19 afectó la organización de los servicios de salud y tuvo consecuencias en los equipos de salud, según las condiciones laborales y de bioseguridad pre-existentes en cada institución. Durante la primera semana de abril de 2020 se realizó un estudio de corte transversal. El objetivo fue indagar acerca de las condiciones que determinan el clima organizacional: liderazgo, comunicación, recursos institucionales, cohesión/gestión de conflictos y capacitación; y cómo éstas eran percibidas por el personal de salud para hacer frente a la pandemia. Se realizaron 5670 encuestas a trabajadores/as y 50 entrevistas a informantes clave de los tres subsectores del sistema de salud (público, privado y de seguridad social). En las encuestas, el 72.9% fueron mujeres, el 51.4% médicos/as y el grupo etario predominante fue el de menores de 40 años. El 47.8% de los/as participantes refirió pluriempleo. En las entrevistas, el 52% fueron varones, el 60% médicos/ as, la edad media 44.8 años. Se estratificaron las dimensiones y se identificaron predictores independientes de percepción: edad, género, tipo de tareas, subsector y jurisdicción. La dimensión percibida con mayor frecuencia como inadecuada fue la de recursos institucionales y la disponibilidad de equipos de protección personal fue identificada como una de las principales preocupaciones. Surgieron demandas de estrategias de contención para el personal de salud y de comunicación institucional clara y uniforme. En conclusión, al momento del estudio el personal de salud percibía serios déficits en sus organizaciones respecto de las condiciones necesarias para enfrentar la pandemia, con diferencias entre subsectores del sistema.

The COVID-19 pandemic affected the organization of health services and had consequences for health teams, according to the pre-existing safety and working conditions. During the first week of April 2020, a cross sectional study was carried out with a qualitative-quantitative approach. The aim was to explore the conditions determining the organizational climate: leadership, communication, institutional resources, cohesion/conflict management, and training; and how these were perceived by health personnel to deal with the pandemic. A total of 5670 healthcare workers participated in an online survey and 50 were interviewed, from all subsectors of the Argentinean health system (public, private and union-health insurance); 72.9% were women, 51.4% were physicians, and the predominant age group was under 40 years. In the qualitative sample (interviews), 52% were men, 62% were physicians, and the average age was 44.8 years. The dimensions of the organizational climate were stratified and five independent predictors of perception of conditions were identified: age, gender, tasks performed, health system subsector, and jurisdiction. The condition most frequently perceived as inadequate were the inaccessibility of institutional resources and the access to personal protective equipment was a major concern. Claims included the need of institutional strategies to support healthcare workers and of a clear and uniform communication. In conclusion, at the time of the study, the health personnel perceived serious deficits in their organizations regarding the conditions necessary to confront COVID-19, with differences among subsectors of the health system.

Exploring shared leadership in public organizations: evidence from the educational arena / Explorando el liderazgo compartido en las organizaciones públicas: evidencias de la arena educativa / Explorando a liderança compartilhada em organizações públicas: evidências da arena educacional

Abstract Collective leadership, reflecting the representative and participatory character of bureaucracies, is known to have a good fit for public organizations. Despite the importance of the topic, very few studies have examined what triggers the emergence of shared or participative leadership in public organizations and how these plural forms of leadership translate into team outcomes. To fill this gap, this study explores whether the existence of an organizational climate characterized by participative safety (a climate characterized by shared purpose, social support, and voice) can facilitate the emergence of collective forms of leadership, such as shared leadership. Further, we investigate if shared leadership ultimately influences an important organizational outcome: voluntary turnover. To test our model, we conducted a field study with 96 public schools and more than 1,000 teachers of the public educational system of the city of Rio de Janeiro. Our results highlight the importance of the existence of a favorable organizational climate for the emergence of shared leadership and provide evidence of the positive effects of this type of leadership on reducing turnover ratings among public teachers.

Resumen El liderazgo compartido, que refleja el carácter representativo y participativo de las organizaciones públicas, es reconocido por su adecuación a este tipo de burocracia. Sin embargo, a pesar de la importancia del tema, pocos son los estudios han examinado qué desencadena la aparición del liderazgo compartido o participativo en las organizaciones públicas y cómo estas formas plurales de liderazgo se traducen en resultados organizacionales. Para llenar esta brecha, exploramos cómo la existencia de un clima organizacional caracterizado por la seguridad participativa (un clima determinado por propósito compartido, apoyo social y voz) puede facilitar estilos de colectivos de liderazgo, como el liderazgo compartido. Además, investigamos si el liderazgo puede tener impacto sobre un importante indicador organizacional: rotación de personal. Para probar nuestro modelo, realizamos un estudio de campo con 96 escuelas públicas y más de 1.000 profesores de la red pública de enseñanza de la ciudad de Río de Janeiro. Nuestros resultados resaltan la importancia de la existencia de un clima organizacional favorable al surgimiento del liderazgo compartido y evidencia los efectos positivos de ese tipo de liderazgo en la reducción de los índices de rotación de profesionales de la red pública.

Resumo A liderança coletiva, que reflete o caráter representativo e participativo das burocracias públicas, é reconhecida como um bom modelo para este tipo de organizações. No entanto, apesar da importância do tópico, poucos estudos exploraram o que promove a emergência da liderança compartilhada ou participativa em organizações públicas e como essas formas plurais de liderança se traduzem em resultados organizacionais. Para preencher essa lacuna, exploramos como a existência de um clima organizacional caracterizado pela segurança participativa (um clima marcado por propósito compartilhado, apoio social e voz) pode facilitar o de estilos de coletivos de liderança, como a liderança compartilhada. Além disso, investigamos se a liderança pode impactar um importante indicador organizacional: rotatividade. Para testar nosso modelo, realizamos um estudo de campo com 96 escolas públicas e mais de 1.000 professores da rede pública de ensino da cidade do Rio de Janeiro. Nossos resultados ressaltam a importância da existência de um clima organizacional favorável ao surgimento de liderança compartilhada e evidencia os efeitos positivos desse tipo de liderança na redução dos índices de rotatividade de profissionais da rede pública.

Cuerpos y mentes para el trabajo: la psicologización de los trabajadores en Bogotá y Medellín, 1946-1991 / Bodies and minds for work: the psychologization of workers in Bogotá and Medellín, 1946-1991

Resumen En este artículo se pretende indagar la emergencia y desarrollo de una serie de discursos psicológico-administrativos sobre la motivación laboral, el clima organizacional y la calidad de vida en el trabajo, en ciudades como Bogotá y Medellín. Con ello se trata de dar cuenta del auge y expansión del conocimiento psicológico aplicado al mundo del trabajo y orientado a la optimización de rendimientos. La puesta en marca de estrategias de medición y cuantificación se erigieron en herramientas destinadas a objetivar comportamientos y fomentar una especie de reingeniería socio-laboral, en medio de un contexto caracterizado por la creciente inestabilidad laboral y el incremento del desempleo a finales de la década de 1980 y comienzos del 1990.

Abstract This article seeks to explore the emergence and development of a series of psychological and managerial discourses on worker motivation, organizational climate and quality of life at work in cities like Bogotá and Medellín. This sheds light on the rise and expansion of psychological knowledge applied to the world of work, aimed at optimizing productivity. Strategies for measurement and quantification were put in place that became tools for objectifying behaviors and encouraging a sort of social and labor re-engineering, within the context of growing labor instability and rising unemployment in the late 1980s and early 1990s.

Satisfacción laboral y clima organizacional en funcionarios de atención primaria de salud de una comuna en Chile / Job satisfaction and organizational climate in primary health care staff of a commune in Chile

Resumen Introducción: La satisfacción laboral y el clima organizacional son variables esenciales en la gestión de organizaciones. Su carencia contribuye a la aparición de efectos adversos como el ausentismo, rotación profesional y aparición de disfunciones o enfermedades, lo cual impacta en la organización, personal de salud y usuarios. Objetivo: Determinar si existe relación entre la satisfacción laboral y el clima organizacional percibido por funcionarios de atención primaria de salud de una comuna en Chile. Materiales y métodos: Estudio analítico de corte transversal en 110 funcionarios pertenecientes a dos Centros de Salud Familiar de una comuna en Chile. Se aplicó las escalas para medir satisfacción laboral y clima organizacional de Chiang et al. (2010). Para explorar correlaciones se utilizó prueba Rho de Spearmann. Resultados: Ambos centros de salud presentaron un nivel medio de satisfacción laboral (3,32 ± 0,93) y clima organizacional (3,45 ± 0,83) de un máximo de 5. La dimensión con promedio general más bajo de satisfacción laboral fue satisfacción por el ambiente físico (2,80 ± 0,93) y para clima organizacional fue reconocimiento (3,12 ± 0,77). En cuanto al promedio general más alto fue satisfacción con que realiza su trabajo (3,56 ± 0,87) y confianza (3,66 ± 0,88) respectivamente. La correlación entre los puntajes globales de ambas escalas fue estadísticamente significativa 0,636 (p≤0,001). Conclusión: La percepción de un clima organizacional alto se relaciona con un mayor nivel de satisfacción laboral en los funcionarios de salud estudiados.

Abstract Introduction: Job satisfaction and organizational climate are essential variables in the management of organizations. Its lack contributes to the appearance of adverse effects such as absenteeism, professional rotation and appearance of dysfunctions or diseases, which impacts the organization, health personnel and users. Objective: To determine if there is a relationship between job satisfaction and the organizational climate perceived by primary health care officials of a commune in Chile. Materials and Methods: Analytical cross-sectional study in 110 health staff belonging to two Family Health Centers of a commune in Chile. Scales were applied to measure job satisfaction and organizational climate of Chiang et al. (2010). SPSS version 22 was used for the bivariate analysis of the data and Spearman's Rho correlation coefficient was applied. Results: Both health centers presented an average level of job satisfaction (3.32 ± 0.93) and organizational climate (3.45 ± 0.83) out of a maximum of 5. The dimension with the lowest general average of job satisfaction was satisfied by the physical environment (2.80 ± 0.93) and for organizational climate it was recognition (3.12 ± 0.77). Regarding the highest general average, he was satisfied with the fact that he performed his work (3.56 ± 0.87) and confidence (3.66 ± 0.88) respectively. The correlation between the global scores of both scales was statistically significant 0.636 (p≤0.001). Conclusions: The perception of a high organizational climate is related to a higher level of job satisfaction in the health staff studied.

Clima Organizacional: estudio de caso en un Centro de Salud del primer nivel de atención Morelos México / Organizational climate: case study of a primary-care health facility in Morelos México / Ambiente organizacional: estudo de caso num centro de saúde de Morelos México / Climat organisationnel: étude de cas d'un établissement de santé de premierniveau de prise en charge, État de Morelos, Mexique

Resumen Objetivo: Analizar el clima organizacional de un Centro de Salud de Primer Nivel de Atención Morelos, México. Materiales y Métodos: Estudio de tipo transversal, descriptivo y analítico que utilizó métodos cuantitativos para conocer el nivel de las cuatro dimensiones del Clima Organizacional que se presentan en esa unidad de salud, Población de estudio: todo el personal de salud del Centro. Para la recolección de los datos se utilizó la metodología propuesta por la OPS/OMS para el programa (PASCAP), modificado. El instrumento usado: cuestionario estructurado auto-aplicable, en dos partes: datos socioeconómicos y 80 preguntas sobre el clima organizacional de cuatro dimensiones: Liderazgo, Motivación, Reciprocidad y Participación. Resultados: Total de integrantes: 13 la mayor representación fue de enfermeras (39%), la motivación fue la dimensión con menor representación (1.3 Sd.0.761), la dimensión del liderazgo al estímulo a la excelencia fue el menor calificado. El centro presenta un clima organizacional en los niveles de medio a poco satisfactorio; el género en el liderazgo (p=0.032) y la reciprocidad (p=0.032) presentan diferencias significativas. Conclusión: El estudio muestra que el Clima Organizacional del Centro presenta niveles poco satisfactorios. Lo anterior influye en el desempeño del Centro.

Abstract Objective: To analyze the organizational climate in a primary-care health facility in Morelos México. Material and method: We conducted a descriptive and analytical cross-sectional study using quantitative methods to assess the levels of the four organizational climate dimensions (leadership, motivation, reciprocity and participation) exhibited by the facility of interest. Our study population included all health personnel in the facility. To collect data, we adopted and partially modified the methodology proposed by the WHO/PAHO for the Program for Health Training in Central America and Panama (PASCAP). Our instrument was divided into two sections: the first explored socio-demographics and the second the organizational climate at the facility. The second section was designed on the basis of 80 randomly distributed items which were used to evaluate the four dimensions of the organizational climate; each dimensional element, in turn, corresponded to four subdimensions. Results: Our sample included a total of 13 participants, with nurses contributing the largest proportion (39%). Of the four dimensions examined, motivation was the least represented (1.3 Sd.0.761), while leadership - the stimulus for excellence - was the lowest rated. The facility analyzed was assessed as having an average to unsatisfactory organizational climate, with gender yielding significant differences as regards leadership (p=0.032) and reciprocity (p=0.032). Discussion: The study shows that the levels of organizational climate at the facility analyzed were only marginally satisfactory. The above influences the performance of the facility.

Resumo Objetivo: Analisar o ambiente organizacional no Centro de Saúde de Morelos México. Material e Método: Estudo de tipo transversal, descritivo e analítico que utilizou métodos quantitativos para conhecer o nivel das 4 dimensoes do ambiente organizacional (Liderança, Motivaçâo, Reciprocidade e Participaçâo) existente nesta unidade da saúde; a populaçâo do estudo consistiu em todo os profissionais do centro de saúde. Os dados foram colhidos utilizando a metodologia proposta pela OPS/ OMS para o programa (PASCAP) modificado. Utilizou-se um questionário estruturado autopreenchido com 2 partes. A primeira permite caracterizar sociodemográficamente a amostra e a segunda conhecer o ambiente organizacional (Liderança, Motivaçâo, Reciprocidade e Participaçâo) através de 80 questoes. Resultados: Total de participantes 13; a maior representaçâo foi a das enfermeiras (39%), a motivaçâo foi a dimensâo com menos representatividade (1.3 Sd.0.761), a dimensâo da liderança para estimular à excelência foi a menor qualificada. O centro apresenta um ambiente organizacional com níveis que vâo de médio a pouco satisfatório, a questâo do genero na liderança (p=0.032) e reciprocidade (p=0.032) apresentam diferenças significativas. Discussao: O estudo demonstra que o ambiente organizacional no Centro apresenta níveis pouco satisfatórios, o que afeta o seu desempenho.

Résumé Objectif: Analyser le climat organisationnel d'un établissement de santé de premier niveau de prise en charge situé dans l'État de Morelos, au Mexique. Matériaux et méthode: Une étude transversale, descriptive et analytique a été réalisée en utilisant des méthodes quantitatives pour évaluer le niveau des quatre dimensions du climat organisationnel. La population à l'étude a été la totalité du personnel de santé de cet établissement. Pour la collecte des données, la méthodologie a été celle proposée par l'OPS/OMS pour le Programme de formation en santé de l'Amérique centrale et du Panama (PASCAP), avec des modifications. L'instrument utilisé a été un questionnaire auto-administrable composé de deux parties (données socio-économiques et climat organisationnel) avec un total de 80 questions englobant les quatre dimensions (Leadership, Motivation, Réciprocité et Participation). Résultats: 13 membres du personnel de santé ont participé à l'étude, avec une prédominance d'infirmières (39%). La motivation a été la dimension la moins représentée (1,3 Sd. 0,761) et la dimension du leadership pour encourager l'excellence la moins bien qualifiée. L'établissement présente un climat organisationnel de niveau peu satisfaisant à moyen. Il existe des différences significatives liées au genre pour le leadership (p = 0,032) et la réciprocité (p = 0,032). Discussion: L'étude montre que le climat organisationnel de l'établissement présente des niveaux peu satisfaisants, ce qui affecte son fonctionnement.

Construção de uma Escala de Clima Organizacional para uma Organização Pública / Construction of Organizational Climate Scale for a Public Organization / Construcción de una Escala de Clima Organizacional para una Institución de Carácter Público

O presente estudo objetivou construir uma Escala de Clima Organizacional para uma instituição pública. A construção da escala foi composta por três etapas: definição das dimensões/temáticas a serem avaliadas; formulação dos itens; e reunião de indícios de validade do construto. Participaram da análise semântica do instrumento 16 servidores da instituição; da análise de juízes, 3 pesquisadores da área; e da etapa de validação estatística, em que 260 servidores da instituição responderam a um questionário de 39 itens e 6 dimensões teóricas. Submetido à análise fatorial exploratória, o instrumento foi reduzido para 29 itens distribuídos em 5 fatores. Esses fatores explicam 64,90% da variância do construto e alcançaram Alpha de Cronbach entre 0,84 a 0,95. Os resultados indicaram evidências de validade, de confiabilidade e de consistência interna do instrumento.

This study aimed to construct an Organizational Climate Scale for a public organization. The construction of the scale had three phases: definition of the factors that would be tested; elaboration of the items; and validation of the items. The samples were composed by 5 public servants from the sector (semantic analysis); 3 judges who were organizational climate researchers; 16 public servants from the institution; and 260 public servants who answered the questionnaire. The instrument had 39 items and 6 variables, and was analyzed using exploratory factor analysis. The final scale consisted of 29 items and 5 factors. These factors explain 64.90% of the variance of the construct and attained a Cronbach's alpha between 0.84 and 0.95. The results indicated evidence of the validity, reliability, and internal consistency of the instrument.

El presente trabajo tuvo como objetivo construir una Escala de Clima Organizacional para una institución pública. La construcción de la escala se compuso de tres etapas: definición de las dimensiones/temáticas para ser evaluadas; formulación de los ítems; y reunión de indicios de validez de constructo. Participaron del análisis semántico 16 funcionarios de la institución; del análisis de jueces, 3 investigadores del área; y de la etapa de validación estadística, en que 260 servidores de la institución respondieron al cuestionario que contenía 39 ítems y 6 dimensiones teóricas. El instrumento, al ser sometido al análisis factorial exploratorio, se redujo para 29 ítems que se distribuyeron en 5 factores. Estos factores explican 64,90% de la variación del constructo y alcanzaron Alpha de Cronbach entre 0,84 y 0,95. Los resultados indicaron evidencias de validad, confiabilidad y consistencia interna del instrumento.

Clima e suporte organizacional: avaliação e relação entre as temáticas / Climate and Organizational Support: Evaluation and Relationship between the Thematic Areas / Clima y Soporte Organizacional: Evaluación y relación entre las temáticas

Resumo É cada vez mais comum o discurso de que as organizações visam proporcionar melhores condições de trabalho a seus funcionários, o que pode ser entendido como uma busca crescente pelo oferecimento de suporte e melhorias quanto à percepção de adequado clima de trabalho. Nesse sentido, a presente pesquisa investigou a percepção de clima e suporte organizacionais em uma amostra de 300 trabalhadores, analisou-se também possíveis diferenças de médias de respostas em relação a variáveis sociodemográficas com base nas pontuações obtidas pelos trabalhadores nos instrumentos aplicados: Escala de Clima Organizacional (CLIMOR) e à Escala de Suporte Laboral (ESUL), bem como verificou-se as correlações entre as temáticas clima e suporte organizacionais. Dos resultados, os participantes apresentaram pontuações classificadas com Média-Baixa, Média-Alta e Alta (ESUL) e Média-Baixa (CLIMOR), houve diferenças significativas em relação a variável tipo de organização e as associações entre os instrumentos foram positivas, indicando que maior percepção de um adequado clima organizacional tende a estar associada a maiores indicadores de suporte organizacional. Esses e outros resultados são discutidos com base na literatura.

Abstract It is increasingly common the statement about organizations are aimed to provide better working conditions for their employees, it can be understood as a growing search to provide support and improve the perception of a suitable work climate. In this sense, this the present study investigated the perception of climate and organizational support in a sample of 300 workers; it was also analyzed possible differences in the average of responses in relation to sociodemographic variables based on the scores obtained by the workers in the applied instruments: Climate Scale (CLIMOR) and the Labor Support Scale (ESUL); as well as correlations between the areas of organizational climate and support. The participants' scores classified as Medium-Low, Medium-High and High (ESUL) and Medium-Low (CLIMOR), there were significant differences regarding the type of organization variable, and the associations between the instruments were positive, indicating that greater perception of suitable work climate tends to be associated with higher indicators of organizational support. These and other results are discussed on the basis of literature.

Resumen: Es cada vez más común el discurso respecto a que las organizaciones apuntan a proporcionar mejores condiciones de trabajo a sus funcionarios, lo que puede entenderse como una búsqueda creciente por ofrecer soporte y mejorar la percepción de un adecuado clima de trabajo. En este sentido, el presente estudio investigó la percepción del clima y soporte organizacional en una muestra de 300 trabajadores, se analizaron también posibles diferencias de promedios de respuestas en relación a variables sociodemográficas con base en las puntuaciones obtenidas por los trabajadores en los instrumentos aplicados: Escala de Clima (CLIMOR) y Escala de Soporte Laboral (ESUL), y además, se verificaron las correlaciones entre las temáticas clima y soporte organizacional.). Los participantes presentaron puntuaciones clasificadas con Media-Baja, Media-Alta y Alta (ESUL) y Media-Baja (CLIMOR), se encontraron diferencias significativas en relación a la variable tipo de organización, y las asociaciones entre los instrumentos fueron positivas, indicando que una mayor percepción de un adecuado clima organizacional tiende a estar asociada a mayores indicadores de soporte organizacional. Estos y otros resultados se discuten con base en la literatura.

Relación del Bienestar Subjetivo de los trabajadores con su Compromiso hacia la organización / The relationship of the Subjective Wellbeing of the Workers with their Commitment towards the Organization

Resumen El compromiso organizacional (CO) de los trabajadores es entendido como una actitud o estado de ánimo que deriva en comportamientos como la intención de permanecer en la organización, la identificación con sus valores y la percepción de tener una deuda moral con la misma por los beneficios recibidos. Estudios previos muestran que el CO impacta positivamente el bienestar subjetivo de los trabajadores (BS), entendido este último como la evaluación cognitiva y afectiva que hacen las personas de la satisfacción sobre su propia vida. Otros estudios afirman que es el BS el que predice el CO. El objetivo del presente estudio fue especificar la dirección de esta relación, para lo cual se aplicó el Instrumento de Compromiso Organizacional para evaluar el CO y el módulo básico del Bienestar Autorreportado (BIARE) para evaluar el BS, a 230 trabajadores de una organización educativa pública de nivel superior en México. Mediante modelos de ecuaciones estructurales se contrastaron las hipótesis de relaciones en uno y otro sentido entre ambas variables con una tercera hipótesis con relaciones recíprocas entre ambas. Se identificó como mejor modelo el que presenta relaciones recíprocas y positivas entre el CO y el BS (Chi2=21.16; gl=16; p=0.172; RMR=.043; GFI=.976; CFI=.991; RMSEA=0.03 [IC 90%= 0.00, 0.07]). Se concluye que un incremento en el CO genera un incremento en el BS de los trabajadores, y la relación positiva entre ambas variables es recíproca. Se discuten las implicaciones de estos resultados para la relación de los trabajadores con su contexto laboral.

Abstract The organizational employee commitment conceptualizes the intention to remain in the work place, as the identification of corporative values and the moral sense of engagement due to the benefits received, under the name of organizational commitment (OC). Previous studies show that OC positively affects the subjective well-being of workers (SW), understood as the cognitive and affective assessment that people make of their own life satisfaction. Other studies state that the effect goes from SW to OC. This study aimed to specify the direction of this relationship, for this purpose OC and SW instruments were applied to 230 workers of a higher education public organization in Mexico. Using structural equation models, the hypothesis of relations in both directions between the two variables was contrasted with a third hypothesis of reciprocal relationships between both. The best model was identified as having positive and reciprocal relationships between CO and BS (Chi2 = 65,627, df = 18, p = 0.000, RMR = .074, RMSEA = .111 [CI 90%= .083, .141]; GFI = .931; CFI = .915). It is concluded that increases in OC strengthen SW, and positive relationship between both variables is reciprocal. The implications of the findings on workers´ relationships in the work place are discussed.

Liderazgo y clima organizacional en trabajadores de establecimientos de salud de una microred de Perú / Leadership and organizational climate in workers of health facilities of a micro-network in Peru

RESUMEN Introducción: El gerente de un establecimiento de salud es el encargado de gestionar y ejecutar las acciones integradas dentro de una institución, por lo que, el tipo de liderazgo que pueda ejercer en sus trabajadores puede influir en el clima organizacional y en el servicio de calidad ofrecido hacia el paciente. Objetivo: Determinar la relación entre el liderazgo y clima organizacional en trabajadores de establecimientos de salud que comprenden una microred de Perú. Método: Estudio descriptivo transversal y correlacional realizado en trabajadores de establecimientos de salud que comprenden una microred de la ciudad de Huaraz, Perú. Se aplicaron dos cuestionarios válidos y confiables al contexto de la población, para recolectar los datos de interés. El análisis de correlación se realizó con el estadígrafo de Spearman (rs) con un nivel de significancia del 5 %. Resultados: Del total de 88 trabajadores, 54,5 % presentaron liderazgo transaccional y 55,7 % transformacional alto y bajo, respectivamente. El nivel de liderazgo de la gerente de la microred fue medio (50 %) y el clima organizacional de los trabajadores fue por mejorar (68,2 %). El coeficiente de Correlación de Spearman (rs) evidenció relación positiva y significativa entre el clima organizacional y el liderazgo transaccional (rs = 0,644; p = 0,000) y transformacional (rs = 0,660; p = 0,000). Conclusiones: La relación entre los tipos de liderazgo de la gerente y el clima organizacional de los trabajadores es positiva y significativa, por lo que, a mayor liderazgo, mejor clima organizacional.

ABSTRACT Introduction: The manager of a health facility is responsible for managing and executing the integrated actions within the institution, so, the type of leadership that can exercise in their workers can influence the organizational climate and quality service offered to the patient. Objective: To determine the relationship between leadership and organizational climate in workers of health facilities that comprise a micro-network in Peru. Method: Cross-sectional and correlational descriptive study carried out in workers of health establishments that comprise a micro-network of the city of Huaraz, Peru. Two valid and reliable questionnaires were applied to the context of the population, to collect the data of interest. The correlation analysis was performed with the Spearman statistician (rs) with a level of significance of 5%. Results: Of the total of 88 workers, 54,5% and 55,7% presented high and low transactional and transformational leadership respectively. The level of leadership of the manager of the micro-network was medium (50,0%) and the organizational climate of the workers was to improve (68,2%). The Spearman correlation coefficient (rs) showed a positive and significant relationship between the organizational climate and the transactional leadership (rs = 0,644, p = 0,000) and transformational leadership (rs = 0,660, p = 0,000). Conclusions: The relationship between the managerial types of the manager and the organizational climate of the workers is positive and significant, so, the greater the leadership, the better the organizational climate.

La asociación entre el apoyo organizacional con el clima organizacional y la sintomatologia depresiva / Association between organizational support with organizational climate and depressive symptomatology

Resumen El objetivo de este estudio es verificar si el clima organizacional y la sintomatología depresiva predicen el apoyo organizacional, así como realizar análisis complementarios que consideran variables sociodemográficas. Participaron 510 individuos que ejercían una actividad profesional a por lo menos seis meses, quienes respondieron la Escala de Apoyo Laboral (ESUL), la Escala de Evaluación de Clima Organizacional (Climor) y la Escala Baptista de Depresión-Versión Adulto (EBADEP-A). Los resultados mostraron que los modelos de regresión que mejor explicaron el apoyo organizacional fueron compuestos por dimensiones del clima organizacional, y que la sintomatología depresiva no ejerció ninguna influencia. En los análisis complementarios se observó que la variable relacionada con el tamaño de la empresa mostró una puntuación media mayor relacionada con el apoyo organizacional en empresas de gran porte, al compararlas con empresas de pequeño y mediano porte.

Abstract The objective of the study was to verify if the organizational climate and depressive symptomatology predict organizational support, as well as to perform complementary analyzes considering sociodemographic variables. Participants were 510 individuals who had a professional activity for at least six months, and who answered the Labor Support Scale (ESUL), the Organizational Climate Assessment Scale (Climor) and the Baptista Depression ScaleAdult Version (EBADEP-A). The results showed that the regression models that best explained the organizational support were composed by dimensions of the organizational climate, and that the depressive symptomatology did not exert any influence in model. In the complementary analyzes it was observed that the variable related to the size of the company showed a higher average score related to organizational support in large companies, when compared with small and medium size companies.

Clima organizacional en la atención a pacientes con morbilidad materna extremadamente grave / Organizational climate in the care to patients with extremely severe maternal morbidity

Introducción: La comprensión del fenómeno organizacional es una necesidad en las organizaciones de servicios de salud. En hospitales, es particularmente importante. Las enfermedades durante el embarazo y el parto constituyen las principales causas de muerte entre las mujeres en edad reproductiva. Objetivos: Evaluar el clima organizacional durante el proceso obstétrico en relación con la atención a las pacientes con morbilidad materna extremadamente grave en el hospital ginecobstétrico provincial Julio Rafael Alfonso Medina de Matanzas. Método: Se desarrolló una investigación descriptiva de corte transversal. Para lo cual se aplicó el instrumento denominado Evaluación del Clima Organizacional en Salud por Segredo (ECOS-S), el mismo se centró en el proceso de referencia enfocado a la morbilidad materna extremadamente grave en diferentes estratos, según las unidades organizacionales participantes. Las dimensiones estudiadas fueron: comportamiento organizacional, estructura organizacional y estilo de dirección en diferentes categorías. Resultados: La dimensión más afectada en las estimaciones puntuales fue estructura organizacional con 4,86 de promedio y el estrato salas de hospitalización (3,50); la categoría más afectada fue condiciones de trabajo con 3,64. La estimación puntual del clima organizacional global arroja un promedio de 53,4. Conclusiones: El clima organizacional de la atención a la morbilidad materna extremadamente grave corresponde a un rango inadecuado en salas de hospitalización. Todas las dimensiones, la mayor parte de las categorías estudiadas y el clima global, clasifican como clima organizacional en riesgo(AU)

Introduction: The understanding of the organizational phenomenon is a necessity in health service's organizations, especially in hospitals. The diseases during pregnancy and childbirth are the leading causes of death among women on reproductive ages. Objectives: To assess the organizational climate in the midwifery process in the care of patients with extremely severe maternal morbidity in Julio Rafael Alfonso Medina Gyneco-Obstetric Provincial Hospital of Matanzas province. Method: A cross-sectional, descriptive study was carried out. The climate assessment was made through the application of a tool called Assessment of the Organizational Climate in Health, by Segredo (ECOS-S, by its acronym in Spanish) that is focused in the reference process of extremely severe maternal morbidity in different strata according to some organizational units. The dimensions studied were: organizational behavior, organizational structure and management style in different categories. Results: The most affected dimension in the detailed estimations was Organizational Structure (average of 4,86) and of the stratum the one called Hospitalization Ward (3,50); the most affected category was Working Conditions (3,64). The estimates of the overall organizational climate showed an average of 53,4. Conclusions: The organizational climate of extremely severe maternal morbidity corresponds to an inappropriate range in Hospital Wards. All dimensions assessed, most of the categories studied and the global organizational climate are classified at risk(AU)

Clima organizacional y competencias no técnicas. Enfoque sistémico y propuesta de acciones para emergencias obstétricas / Organizational climate and non-technical competences. Systemic approach and propositions of actions for obstetric emergencies

RESUMEN La necesidad de garantizar calidad en salud demanda métodos de pensamiento y gestión diferentes. Especialmente ante las transformaciones que implementa el Sistema Nacional de Salud de Cuba. Dentro de estos se enmarca el clima organizacional como elemento que media entre los factores del sistema organizacional y el comportamiento individual y que se relaciona con las llamas "competencias no técnicas" a que se hace referencia. En la práctica obstétrica se redobla la necesidad de tener en cuenta estos factores y se necesita un enfoque sistémico. Las complicaciones durante el embarazo y el parto tienen frecuencia considerable y existe interés creciente en el análisis de la morbilidad materna extremadamente grave como un indicador de calidad del cuidado materno y el enfrentamiento a las emergencias obstétricas. El artículo presenta la opinión de los autores y propuestas de acciones.

ABSTRACT The necessity of guaranteeing the quality in health demands different methods of thoughts and management, especially in front of the transformations implemented in the Cuban National Health System. Among them, it could be found the organizational climate seen as an element mediating between the factors of the organizational climate and individual behavior, what is related to the so called "non-technical competences" the authors refers to. In the obstetric practice, the necessity of taking into account these factors increases and a systemic approach is needed. The complications during pregnancy and delivery have a considerable frequency and there is a growing interest in the analysis of the extremely serious maternal morbidity as an indicator of quality of the maternal care and obstetric emergencies facing. The article presents the authors' opinion and propositions of actions.