Diagnóstico Del Clima laboral de los servidores públicos del Gobierno Autónomo Descentralizado Municipal del Cantón Macará, año 2023
The work climate within GADs refers to the psychological, emotional and socio-cultural environment that predominates in government institutions at the local, regional or municipal level, influenced by factors such as human resources policies and practices, leadership style, internal communication, e...
Sábháilte in:
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| Formáid: | bachelorThesis |
| Teanga: | spa |
| Foilsithe / Cruthaithe: |
2024
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| Ábhair: | |
| Rochtain ar líne: | https://dspace.unl.edu.ec/jspui/handle/123456789/29883 |
| Clibeanna: |
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Cuir clib leis | Achoimre: | The work climate within GADs refers to the psychological, emotional and socio-cultural environment that predominates in government institutions at the local, regional or municipal level, influenced by factors such as human resources policies and practices, leadership style, internal communication, employee participation in decision-making. Therefore, the present research project involved an analysis of the Work Climate within the Autonomous Decentralized Local Government of the Macará Canton, for the year 2023. The general objective is to diagnose the work climate of public employees, as well as to identify the most influential factors in the work environment, and to propose an improvement plan for problems identified. A non-experimental method of inductive character is employed, based on the collection and specific analysis of surveys applied to public employees and the interview with the head of human talent. Furthermore, 83 public employees hired through the Organic Law of the Public Service (Losep) are considered as the target population. Additionally, statistical tests are used to measure the reliability and relationship of variables, such as the Alpha of Cronbach, which assesses internal consistency, and the Chi-Square test, which assesses the difference between observed and expected outcomes. As a result, the Interpersonal, personal and Organizational Behaviour factors are appropriate for public employees; However, two factors require attention for potential enhancement: the Physical factor, with a score of 59%, and the Structural factor, with a score of 56%, it is due to the absence of air conditioning and ventilation systems in some departments, among other factors. |
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