Clima organizacional y su influencia en el desempeño laboral en el hospital distrital Santa Isabel del distrito El Porvenir año 2020
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Date
2023
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Universidad Nacional de Trujillo
Abstract
La presente investigación se orientó a determinar la relación entre el Clima Organizacional y su influencia en el Desempeño Laboral en el Hospital Distrital Santa Isabel del Distrito del Porvenir. Para tal fin, el diseño empleado fue correlacional y la muestra estuvo conformada por 54 participantes. Asimismo, se empleó el Cuestionario de Clima Organizacional y el Cuestionario de Desempeño laboral. Los resultados mostraron que se reportó correlación directa entre las variables planteadas r=.223 con un tamaño de efecto pequeño. Asimismo, se relación directa entre la dimensión estructura con condiciones personales (r=.178**), con competencias del colaborador (r=.192**), con actitud en el trabajo (r=.110**) y con percepción en el trabajo (r=.266**). Las correlaciones halladas con tamaño de efecto pequeño. De igual modo, se determinó relación directa entre la dimensión responsabilidad con condiciones de desempeño (r=.211**), con competencias del colaborador (r=.112*) y con actitud en el trabajo (r=.187**). Las correlaciones halladas logran una magnitud de efecto pequeño. Además, se observó relación directa entre la dimensión recompensa con condiciones de desempeño (r=.111*), con competencias del colaborador (r=.178*) y con percepción del trabajo (r=.190**). Las correlaciones halladas logran una magnitud de efecto pequeño. Se concluye mencionado la existencia de influencia del clima laboral sobre el desempeño laboral de los trabajadores y a su vez se precisa que en relación a la hipótesis de investigación se puede determinar que existe relación positiva directa entre la variable Clima Organizacional y la variable Desempeño Laboral, siendo que la hipótesis se confirmaría.
The present investigation was oriented to determine the relationship between the Organizational Climate and its influence on Labor Performance in the Santa Isabel District Hospital of the Porvenir District. For this purpose, the design used was correlational and the sample consisted of 54 participants. Likewise, the Organizational Climate Questionnaire and the Job Performance Questionnaire were used. The results showed that a direct correlation was reported between the variables raised r=.223 with a small effect size. Likewise, there is a direct relationship between the structure dimension with personal conditions (r=.178**), with the collaborator's skills (r=.192**), with attitude at work (r=.110**) and with perception at work (r=.266**). Correlations found with small effect size. Similarly, a direct relationship was determined between the responsibility dimension with performance conditions (r=.211**), with employee skills (r=.112*) and with attitude at work (r=.187**). . The correlations found achieve a small effect size. In addition, a direct relationship was observed between the reward dimension with performance conditions (r=.111*), with employee competencies (r=.178*) and with job perception (r=.190**). The correlations found achieve a small effect size. It is concluded by mentioning the existence of influence of the work environment on the work performance of workers.
The present investigation was oriented to determine the relationship between the Organizational Climate and its influence on Labor Performance in the Santa Isabel District Hospital of the Porvenir District. For this purpose, the design used was correlational and the sample consisted of 54 participants. Likewise, the Organizational Climate Questionnaire and the Job Performance Questionnaire were used. The results showed that a direct correlation was reported between the variables raised r=.223 with a small effect size. Likewise, there is a direct relationship between the structure dimension with personal conditions (r=.178**), with the collaborator's skills (r=.192**), with attitude at work (r=.110**) and with perception at work (r=.266**). Correlations found with small effect size. Similarly, a direct relationship was determined between the responsibility dimension with performance conditions (r=.211**), with employee skills (r=.112*) and with attitude at work (r=.187**). . The correlations found achieve a small effect size. In addition, a direct relationship was observed between the reward dimension with performance conditions (r=.111*), with employee competencies (r=.178*) and with job perception (r=.190**). The correlations found achieve a small effect size. It is concluded by mentioning the existence of influence of the work environment on the work performance of workers.
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Keywords
Clima organizacional, Desempeño laboral, Colaboradores, Correlación