Estilos de liderazgo; clima organizacional y riesgos psicosociales en entidades del sector salud. Un estudio comparativo
Neste estudo se descreve o clima organizacional, os fatores de risco psicossocial e os estilos de liderança que percebe um grupo de 400 trabalhadores da área da saúde em quatro cidades da Colômbia, e procuram-se diferenças significativas nessas cidades. Aplicaram-se o ECO o PIC e o PAT. Segundo os r...
- Autores:
-
Contreras-Torres, Françoise Venezia
Barbosa, David
Juárez-A., Fernando
Uribe, Ana Fernanda
- Tipo de recurso:
- Article of journal
- Fecha de publicación:
- 2009
- Institución:
- Universidad Católica de Colombia
- Repositorio:
- RIUCaC - Repositorio U. Católica
- Idioma:
- eng
- OAI Identifier:
- oai:repository.ucatolica.edu.co:10983/175
- Acceso en línea:
- http://hdl.handle.net/10983/175
- Palabra clave:
- LIDERAZGO
CLIMA ORGANIZACIONAL
FACTORES DE RIESGO PSICOSOCIAL
BIENESTAR DEL TRABAJADOR
RESPONSABILIDAD SOCIAL EMPRESARIAL
- Rights
- openAccess
- License
- Derechos Reservados - Universidad Católica de Colombia, 2009
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Estilos de liderazgo; clima organizacional y riesgos psicosociales en entidades del sector salud. Un estudio comparativo |
| dc.title.eng.fl_str_mv |
Leadership styles, organizational climate and psychosocial risks in the health sector agencies: a comparative study |
| dc.title.por.fl_str_mv |
Estilos de liderança, ambiente organizacional e riscos psicossociais nas entidades do sector da saúde: um estudo comparativo |
| title |
Estilos de liderazgo; clima organizacional y riesgos psicosociales en entidades del sector salud. Un estudio comparativo |
| spellingShingle |
Estilos de liderazgo; clima organizacional y riesgos psicosociales en entidades del sector salud. Un estudio comparativo LIDERAZGO CLIMA ORGANIZACIONAL FACTORES DE RIESGO PSICOSOCIAL BIENESTAR DEL TRABAJADOR RESPONSABILIDAD SOCIAL EMPRESARIAL |
| title_short |
Estilos de liderazgo; clima organizacional y riesgos psicosociales en entidades del sector salud. Un estudio comparativo |
| title_full |
Estilos de liderazgo; clima organizacional y riesgos psicosociales en entidades del sector salud. Un estudio comparativo |
| title_fullStr |
Estilos de liderazgo; clima organizacional y riesgos psicosociales en entidades del sector salud. Un estudio comparativo |
| title_full_unstemmed |
Estilos de liderazgo; clima organizacional y riesgos psicosociales en entidades del sector salud. Un estudio comparativo |
| title_sort |
Estilos de liderazgo; clima organizacional y riesgos psicosociales en entidades del sector salud. Un estudio comparativo |
| dc.creator.fl_str_mv |
Contreras-Torres, Françoise Venezia Barbosa, David Juárez-A., Fernando Uribe, Ana Fernanda |
| dc.contributor.author.spa.fl_str_mv |
Contreras-Torres, Françoise Venezia Barbosa, David Juárez-A., Fernando Uribe, Ana Fernanda |
| dc.subject.spa.fl_str_mv |
LIDERAZGO CLIMA ORGANIZACIONAL FACTORES DE RIESGO PSICOSOCIAL BIENESTAR DEL TRABAJADOR RESPONSABILIDAD SOCIAL EMPRESARIAL |
| topic |
LIDERAZGO CLIMA ORGANIZACIONAL FACTORES DE RIESGO PSICOSOCIAL BIENESTAR DEL TRABAJADOR RESPONSABILIDAD SOCIAL EMPRESARIAL |
| description |
Neste estudo se descreve o clima organizacional, os fatores de risco psicossocial e os estilos de liderança que percebe um grupo de 400 trabalhadores da área da saúde em quatro cidades da Colômbia, e procuram-se diferenças significativas nessas cidades. Aplicaram-se o ECO o PIC e o PAT. Segundo os resultados, os participantes apresentaram riscos psicossociais de vários tipos, dos quais os mais importantes foram os referidos às relações interpessoais. O ambiente organizacional, embora não ideal, não é negativo. Os dois estilos de liderança achados no estudo estiveram apenas presentes em Bogotá. Acharam-se diferenças significativas na maioria das variáveis estudadas, quiçá devido ao impacto de aspectos culturais. Nós discutimos estes resultados. |
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2009 |
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2009-12 |
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2011-11-21T17:31:15Z |
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2011-11-21T17:31:15Z |
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Artículo de revista |
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Contreras, F., Barbosa, D., Juárez-A., F., Uribe, A., & Mejía, C. (2009). Estilos de liderazgo, clima organizacional y riesgos psicosociales en entidades del sector salud un estudio comparativo. Acta Colombiana de Psicología, 12(2), 13-26. Recuperado de http://editorial.ucatolica.edu.co/ojsucatolica/revistas_ucatolica/index.php/acta-colombiana-psicologia/article/view/274 |
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0123-9155 |
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http://hdl.handle.net/10983/175 |
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Contreras, F., Barbosa, D., Juárez-A., F., Uribe, A., & Mejía, C. (2009). Estilos de liderazgo, clima organizacional y riesgos psicosociales en entidades del sector salud un estudio comparativo. Acta Colombiana de Psicología, 12(2), 13-26. Recuperado de http://editorial.ucatolica.edu.co/ojsucatolica/revistas_ucatolica/index.php/acta-colombiana-psicologia/article/view/274 0123-9155 |
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eng |
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eng |
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Acta Colombiana de Psicología, Vol. 12, no. 2 (jul.-dic. 2009); p. 13-26 |
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Ararat, M. (2008). A development perspective for "Corporate Social Responsibility": Case of Turkey. Corporate Governance, 8 (3), 271-285. Austin, J. (2008, 28 de agosto). Estrategias e implementación de la responsabilidad social corporativa, según James Austin. La Republica, p. 3-6. Recuperado de http://www.larepublica.com.co/RSE/pdf/infocentral_RSE_20080828.pdf Bass, B.M. (1990): Leadership in Different Countries and Cultures, En B.M. Bass (Ed.). Bass & Stogdill´s Handbook of Leadership. Nueva York: The Free Pres Bhagat, R.S., Kedia, B.L. Crawford, S.E. & Kaplan, M.R. (1990). Cross-cultural issues in organizational psychology: Emergent trends and directions for research in the 1990s. En C.L. Cooper & I.T. Robertson (Eds.). International Review of Organizational Psychology (pp. 59-99). New York: Wiley. Bloch, S. & Whiteley, P. (2003). Complete Leadership: A practical guide for developing your leadership talents. London: Pearson. Carr, J.Z., Schmidt A.M., Ford, J.K & De Shon, R.P. (2003). Climate perceptions matter: A meta-analytic path analysis relating molar climate, cognitive and affective states, and individual level work outcome. Journal of Applied Psychology, 88 (4), 605-619. Castka, P., Balzarova, M.A. & Bamber, C.J. (2004). How can SMEs Effectively Implement the CSR Agenda? A UK Case Study Perspective. Corporate Social Responsibility and Environmental Management, 11 (3), 140 149. Conger J.A., Kanungo, R.N. & Menon S. T. (2000). Charismatic leadership and follower effects. Journal of Organizational Behavior 21 (7), 747 767. Contreras, Barbosa, Juárez & Uribe (2009). Effects of leadership styles and organizational climate on psychosocial risks as a criterion for social responsibility in Colombian health organizations. Manuscrito presentado para su publicación. Denison, D.R. (1990). Corporate Culture and Organizational Effectiveness. New York: John Wiley & Sons. Drucker, P. (2001). The essential Drucker. New York: Harper Collins Publishers, Inc. Espinosa, J.C. & Romero, L. (2002) Cuestionario de Factores Psicosociales en el Trabajo: Manual. Bogotá: HL BIO S.A Fernandes, M.C. (2008). Clima organizacional. En M.M. Siqueira (Ed..). Medidas do Comportamento Organizacional. Ferramentas de Diagnóstico e de Gestao. (pp. 28-38). Porto Alegre, Brasil: Bookman, Artmed. Garriga, E. & Mele, D. (2004). Corporate social responsibility theories: mapping the territory. Journal of Business Ethics 53 (1 2), 51 71. Goleman, D. (2000, 1 de marzo). Leadership that Gets Results. Harvard Business Review, 1-13 Greenwood, M. R. (2002). Ethics and Human Resource Management: A Review and Conceptual Analysis. Journal of Business Ethics 36 (3), 279 290. House, R. J., Wright, N. S., & Aditya, R. N. (1997). Cross-cultural research on organizational leadership: A critical analysis and a proposed theory. In P. C. Earley & M. Erez (Eds.). New Perspectives in International Industrial Organizational Psychology (pp. 535-625). San Francisco, USA: New Lexington. Inkeles A, & Levinson, D.J. (1969). National character: the study of modal personality and sociocultural systems. En G. Lindzey & E. Aronson (Eds.).The Handbook of Social Psychology. , MA.USA: Addison-Wesley: Reading. Instituto Nacional de Seguridad e Higiene en el Trabajo [INSHT] (2004). El programa de ayuda al empleado (EAP): intervención Individual en la prevención de riesgos psicosociales. Recuperado el 20 de enero de 2009, de http://www.grupatra.org/counseling/nota780.pdf Jung, D. & Avolio, B. (2000). Opening the black box: an experimental investigation of the mediating effects of trust and value congruence on transformational and transactional leadership. Journal of Organizational Behavior. 21 (8), 949 964. King, W. (2007). A research agenda for the relationships between culture and knowledge management, and knowledge and process management. Published online in Wiley InterScience, 14 (3) 226 236 Recuperado el 20 de enero de http://www.interscience.wiley.com Kleinman, C.S. (2004). Leadership and retention: Research needed. The Journal of Nursing Administration, 34 (3), 111-113 Litwin, G. & Stringer, R. (1968). Motivation and Organizational Climate. Boston: Harvard University Press. Marchese, M. C. (2001). Matching Management Practices to National Culture in India, Mexico, Poland, and the U.S. Academy of Management Executive, 15 (2), 130- 133. Molero, F. (2002). Cultura y Liderazgo. Una relación multifacética Boletín de Psicología, 76, 53-75. Niedhammer, I., Bugel, I., Goldberg, M., Leclerc, A. & Gueguen, A. (1998). Psychosocial factors at work and sickness absence in the Gazel cohort: a prospective study. Occupational & Environmental Medicine, 55 (11), 735-741. Organización Internacional del Trabajo [OIT] (1986). Psychosocial Factors at Work: Recognition and Control. Occupational Safety and Health Series (56). OIT: Génova. Patterson, M., Warr, P.B. y West, M.A. (2004). Organizational climate and company performance: the role of employee affect and employee level. Journal of Occupational and Organizational Psychology, 77, 193 216. Patterson, M., West, M. Shackleton, V.J. Dawson, J.F., Lawthom, R., Maitlis, S., Robinson, D. & Wallace, A.. (2005). Validating the organizational climate measure: links to managerial practices, productivity and innovation. Journal of Organizational Behavior, 26 (4), 379 - 40 Pitcher, P. (1997). The drama of Leadership. New York: John Wiley and Sons. Pitcher, P. (1999). Artists, Craftsmen & Technocrats. Training & Development, 30-33. Raineri, A. (2006).Estilos de dirección como determinantes del clima laboral en Chile. Revista Abante, 9 (1), 3-33 Singh, A.P. (1998). Supervision and organizational effectiveness: Role conflict as a moderator. Journal of the Indian Academy of Applied Psychology, 24 (1-2), 19-25. Siwatch, A. (2004). Leadership Style Strategies and Organizational Climate. New Delhi: Shree. Stringer, R. (2002). Leadership and Organizational Climate. New Jersey: Prentice Hall. Tafel, K. & Alas, R. (2008). Conceptualizing the dynamics of social responsibility: Evidence from a case study of Estonia. Journal of Business Ethics, 81, 371 385. Wilkinson, A.D., & Wagner, R.M. (1993). Supervisory leadership styles and state vocational rehabilitation, counselor, job satisfaction and productivity. Rehabilitation Counseling Bulletin, 37 (1), 15 -24. Windsor, D. (2006). Corporate Social Responsibility: Three key approaches. Journal of Management Studies, 43 (1), 93 114. |
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Contreras-Torres, Françoise Venezia a0cc55ed-93be-4cfb-80ef-31703a4e2741Barbosa, David44312ba5-fada-4d6c-8775-419c4587d0f0-1Juárez-A., Fernando395886e4-cb77-4990-bc5c-1edec88fb642-1Uribe, Ana Fernanda6a71dc55-9347-478f-85a2-20f797e964ba-12011-11-21T17:31:15Z2011-11-21T17:31:15Z2009-12Neste estudo se descreve o clima organizacional, os fatores de risco psicossocial e os estilos de liderança que percebe um grupo de 400 trabalhadores da área da saúde em quatro cidades da Colômbia, e procuram-se diferenças significativas nessas cidades. Aplicaram-se o ECO o PIC e o PAT. Segundo os resultados, os participantes apresentaram riscos psicossociais de vários tipos, dos quais os mais importantes foram os referidos às relações interpessoais. O ambiente organizacional, embora não ideal, não é negativo. Os dois estilos de liderança achados no estudo estiveram apenas presentes em Bogotá. Acharam-se diferenças significativas na maioria das variáveis estudadas, quiçá devido ao impacto de aspectos culturais. Nós discutimos estes resultados.The purpose of this study was to describe the organizational climate, psychosocial risk factors and leadership styles perceived by a group of 400 workers of the health sector in four Colombian cities and to observe whether there are significant differences between them. In order to achieve this objective, the instruments entitled ECO, CFP and PAT_were administered. According to the results, the participants showed psychosocial risks factors of diverse nature and the most relevant ones were those related to interpersonal relationships. Although the organizational climate found was not optimal, it was not adverse either. The two resulting leadership styles were evidenced only in Bogota. Significant differences were found in most variables studied which could be attributed to cultural aspects. These findings are discussed.El propósito de este estudio fue describir el clima organizacional; los factores de riesgo psicosocial y los estilos de liderazgo que perciben un grupo de 400 trabajadores del sector salud en cuatro ciudades colombianas; y observar si existen diferencias significativas entre ellas. Para ello se aplicó el ECO; el CFP y el PAT. De acuerdo con los resultados; los participantes presentaron riesgos psicosociales de diversa índole; siendo más relevantes los referidos a las relaciones interpersonales El clima organizacional; aunque no es óptimo; tampoco es adverso. Los dos estilos de liderazgo resultantes en el estudio fueron evidenciados solamente en Bogotá. Se encontraron diferencias significativas en la mayoría de las variables estudiadas; lo cual podría deberse al efecto de aspectos culturales. Se discuten estos hallazgos.application/pdfContreras, F., Barbosa, D., Juárez-A., F., Uribe, A., & Mejía, C. (2009). Estilos de liderazgo, clima organizacional y riesgos psicosociales en entidades del sector salud un estudio comparativo. Acta Colombiana de Psicología, 12(2), 13-26. Recuperado de http://editorial.ucatolica.edu.co/ojsucatolica/revistas_ucatolica/index.php/acta-colombiana-psicologia/article/view/2740123-9155http://hdl.handle.net/10983/175engUniversidad Católica de Colombia. Facultad de PsicologíaActa Colombiana de Psicología, Vol. 12, no. 2 (jul.-dic. 2009); p. 13-26Ararat, M. (2008). A development perspective for "Corporate Social Responsibility": Case of Turkey. Corporate Governance, 8 (3), 271-285.Austin, J. (2008, 28 de agosto). Estrategias e implementación de la responsabilidad social corporativa, según James Austin. La Republica, p. 3-6. Recuperado de http://www.larepublica.com.co/RSE/pdf/infocentral_RSE_20080828.pdfBass, B.M. (1990): Leadership in Different Countries and Cultures, En B.M. Bass (Ed.). Bass & Stogdill´s Handbook of Leadership. Nueva York: The Free PresBhagat, R.S., Kedia, B.L. Crawford, S.E. & Kaplan, M.R. (1990). Cross-cultural issues in organizational psychology: Emergent trends and directions for research in the 1990s. En C.L. Cooper & I.T. Robertson (Eds.). International Review of Organizational Psychology (pp. 59-99). New York: Wiley.Bloch, S. & Whiteley, P. (2003). Complete Leadership: A practical guide for developing your leadership talents. London: Pearson.Carr, J.Z., Schmidt A.M., Ford, J.K & De Shon, R.P. (2003). Climate perceptions matter: A meta-analytic path analysis relating molar climate, cognitive and affective states, and individual level work outcome. Journal of Applied Psychology, 88 (4), 605-619.Castka, P., Balzarova, M.A. & Bamber, C.J. (2004). How can SMEs Effectively Implement the CSR Agenda? A UK Case Study Perspective. Corporate Social Responsibility and Environmental Management, 11 (3), 140 149.Conger J.A., Kanungo, R.N. & Menon S. T. (2000). Charismatic leadership and follower effects. Journal of Organizational Behavior 21 (7), 747 767.Contreras, Barbosa, Juárez & Uribe (2009). Effects of leadership styles and organizational climate on psychosocial risks as a criterion for social responsibility in Colombian health organizations. Manuscrito presentado para su publicación.Denison, D.R. (1990). Corporate Culture and Organizational Effectiveness. New York: John Wiley & Sons.Drucker, P. (2001). The essential Drucker. New York: Harper Collins Publishers, Inc.Espinosa, J.C. & Romero, L. (2002) Cuestionario de Factores Psicosociales en el Trabajo: Manual. Bogotá: HL BIO S.AFernandes, M.C. (2008). Clima organizacional. En M.M. Siqueira (Ed..). Medidas do Comportamento Organizacional. Ferramentas de Diagnóstico e de Gestao. (pp. 28-38). Porto Alegre, Brasil: Bookman, Artmed.Garriga, E. & Mele, D. (2004). Corporate social responsibility theories: mapping the territory. Journal of Business Ethics 53 (1 2), 51 71.Goleman, D. (2000, 1 de marzo). Leadership that Gets Results. Harvard Business Review, 1-13Greenwood, M. R. (2002). Ethics and Human Resource Management: A Review and Conceptual Analysis. Journal of Business Ethics 36 (3), 279 290.House, R. J., Wright, N. S., & Aditya, R. N. (1997). Cross-cultural research on organizational leadership: A critical analysis and a proposed theory. In P. C. Earley & M. Erez (Eds.). New Perspectives in International Industrial Organizational Psychology (pp. 535-625). San Francisco, USA: New Lexington.Inkeles A, & Levinson, D.J. (1969). National character: the study of modal personality and sociocultural systems. En G. Lindzey & E. Aronson (Eds.).The Handbook of Social Psychology. , MA.USA: Addison-Wesley: Reading.Instituto Nacional de Seguridad e Higiene en el Trabajo [INSHT] (2004). El programa de ayuda al empleado (EAP): intervención Individual en la prevención de riesgos psicosociales. Recuperado el 20 de enero de 2009, de http://www.grupatra.org/counseling/nota780.pdfJung, D. & Avolio, B. (2000). Opening the black box: an experimental investigation of the mediating effects of trust and value congruence on transformational and transactional leadership. Journal of Organizational Behavior. 21 (8), 949 964.King, W. (2007). A research agenda for the relationships between culture and knowledge management, and knowledge and process management. Published online in Wiley InterScience, 14 (3) 226 236 Recuperado el 20 de enero de http://www.interscience.wiley.comKleinman, C.S. (2004). Leadership and retention: Research needed. The Journal of Nursing Administration, 34 (3), 111-113Litwin, G. & Stringer, R. (1968). Motivation and Organizational Climate. Boston: Harvard University Press.Marchese, M. C. (2001). Matching Management Practices to National Culture in India, Mexico, Poland, and the U.S. Academy of Management Executive, 15 (2), 130- 133.Molero, F. (2002). Cultura y Liderazgo. Una relación multifacética Boletín de Psicología, 76, 53-75.Niedhammer, I., Bugel, I., Goldberg, M., Leclerc, A. & Gueguen, A. (1998). Psychosocial factors at work and sickness absence in the Gazel cohort: a prospective study. Occupational & Environmental Medicine, 55 (11), 735-741.Organización Internacional del Trabajo [OIT] (1986). Psychosocial Factors at Work: Recognition and Control. Occupational Safety and Health Series (56). OIT: Génova.Patterson, M., Warr, P.B. y West, M.A. (2004). Organizational climate and company performance: the role of employee affect and employee level. Journal of Occupational and Organizational Psychology, 77, 193 216.Patterson, M., West, M. Shackleton, V.J. Dawson, J.F., Lawthom, R., Maitlis, S., Robinson, D. & Wallace, A.. (2005). Validating the organizational climate measure: links to managerial practices, productivity and innovation. Journal of Organizational Behavior, 26 (4), 379 - 40Pitcher, P. (1997). The drama of Leadership. New York: John Wiley and Sons.Pitcher, P. (1999). Artists, Craftsmen & Technocrats. Training & Development, 30-33.Raineri, A. (2006).Estilos de dirección como determinantes del clima laboral en Chile. Revista Abante, 9 (1), 3-33Singh, A.P. (1998). Supervision and organizational effectiveness: Role conflict as a moderator. Journal of the Indian Academy of Applied Psychology, 24 (1-2), 19-25.Siwatch, A. (2004). Leadership Style Strategies and Organizational Climate. New Delhi: Shree.Stringer, R. (2002). Leadership and Organizational Climate. New Jersey: Prentice Hall.Tafel, K. & Alas, R. (2008). Conceptualizing the dynamics of social responsibility: Evidence from a case study of Estonia. Journal of Business Ethics, 81, 371 385.Wilkinson, A.D., & Wagner, R.M. (1993). Supervisory leadership styles and state vocational rehabilitation, counselor, job satisfaction and productivity. Rehabilitation Counseling Bulletin, 37 (1), 15 -24.Windsor, D. (2006). Corporate Social Responsibility: Three key approaches. Journal of Management Studies, 43 (1), 93 114.Derechos Reservados - Universidad Católica de Colombia, 2009info:eu-repo/semantics/openAccessAtribución-NoComercial 4.0 Internacional (CC BY-NC 4.0)https://creativecommons.org/licenses/by-nc/4.0/http://purl.org/coar/access_right/c_abf2LIDERAZGOCLIMA ORGANIZACIONALFACTORES DE RIESGO PSICOSOCIALBIENESTAR DEL TRABAJADORRESPONSABILIDAD SOCIAL EMPRESARIALEstilos de liderazgo; clima organizacional y riesgos psicosociales en entidades del sector salud. 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