Clima organizacional, en el departamento de Talento Humano del Gobierno Autónomo Descentralizado Municipal de Loja, año 2023
This research work was conducted in the Municipal GAD of Loja. Its general objective was to Diagnose the Organizational Climate within the Human Resources Department of the Municipal Decentralized Autonomous Government of Loja in 2023. Additionally, its specific objectives were as follows: Identify...
محفوظ في:
| المؤلف الرئيسي: | |
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| التنسيق: | bachelorThesis |
| اللغة: | spa |
| منشور في: |
2024
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| الموضوعات: | |
| الوصول للمادة أونلاين: | https://dspace.unl.edu.ec/jspui/handle/123456789/30673 |
| الوسوم: |
إضافة وسم
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إضافة وسم | الملخص: | This research work was conducted in the Municipal GAD of Loja. Its general objective was to Diagnose the Organizational Climate within the Human Resources Department of the Municipal Decentralized Autonomous Government of Loja in 2023. Additionally, its specific objectives were as follows: Identify factors that influence the organizational climate of the human resources department and design specific strategies to improve the organizational climate in department of the Municipal Decentralized Autonomous Government of Loja. The methodology involved a mixed approach study with an exploratory-descriptive and cross- sectional scope, and a non-experimental research design. A survey developed under the Litwin and Stringer model was employed as a measurement instrument to collect necessary data and information. It consisted of 9 organizational climate factors: structure, responsibility, reward, challenge, relationships, cooperation, conflict, identity, motivation, work environment, communication, schedule, which use the Likert measurement scale. The population included 32 public servants from the human resources department of the Municipal GAD of Loja, to whom the surveys were applied. Likewise, the department director answered an interview to obtain relevant information for the research work. With the achievement of objectives, the conclusion was: The organizational climate is unfavorable. It is not optimal for the servers to develop their daily activities. In fact, the weakest points within the department were these organizational climate factors: Structure, motivation, and reward. Finally, there was a design of specific strategies to improve the climate. |
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