Imagen de Portada

Leadership styles, psychosocial risk and organizational climate in a group of companies

This research analyzed the relationships among psychosocial risks, organizational climate and leadership style in Colombian companies from social and health services sector. Four hundred participants answered the Organizational Climate Scale (OCS), the questionnaire of Psychosocial Factors at Work (...

Descripción completa

Detalles Bibliográficos
Autores Principales: Contreras, Francoise, Juárez, Fernando, Barbosa, David, Uribe, Ana Fernanda
Formato: Artículo (Article)
Lenguaje:Español (Spanish)
Publicado: Universidad Militar Nueva Granada 2010
Materias:
Leadership
organizational climate
psychosocial risk
welfare.
Liderazgo
clima organizacional
riesgo psicosocial
bienestar
Liderança
de risco psicossocial
bem-estar
Acceso en línea:http://hdl.handle.net/10654/33956
id ir-10654-33956
recordtype dspace
institution Universidad Militar Nueva Granada
collection DSpace
language Español (Spanish)
topic Leadership
organizational climate
psychosocial risk
welfare.
Liderazgo
clima organizacional
riesgo psicosocial
bienestar
Liderança
clima organizacional
de risco psicossocial
bem-estar
spellingShingle Leadership
organizational climate
psychosocial risk
welfare.
Liderazgo
clima organizacional
riesgo psicosocial
bienestar
Liderança
clima organizacional
de risco psicossocial
bem-estar
Contreras, Francoise
Juárez, Fernando
Barbosa, David
Uribe, Ana Fernanda
Leadership styles, psychosocial risk and organizational climate in a group of companies
description This research analyzed the relationships among psychosocial risks, organizational climate and leadership style in Colombian companies from social and health services sector. Four hundred participants answered the Organizational Climate Scale (OCS), the questionnaire of Psychosocial Factors at Work (PFW) and Pitcher Adjective Test [PAT-]. Correlation coefficients and linear regressions were obtained. In general, the OCS dimensions were negatively correlated to PFW. Two leadership styles were obtained from PAT, one desirable and the other undesirable. Both styles correlated negatively with most of PFW dimensions and positively with OCS dimensions, but the one undesirable obtained a weaker coefficient. The impact of organizational factor and relationships (both with negative coefficient) and health manifestations (positive coefficient), together with support, predicted the desirable leadership. While support (positive coefficient) and control (negative coefficient), predicted the undesirable leadership.
format Artículo (Article)
author Contreras, Francoise
Juárez, Fernando
Barbosa, David
Uribe, Ana Fernanda
author_facet Contreras, Francoise
Juárez, Fernando
Barbosa, David
Uribe, Ana Fernanda
author_sort Contreras, Francoise
title Leadership styles, psychosocial risk and organizational climate in a group of companies
title_short Leadership styles, psychosocial risk and organizational climate in a group of companies
title_full Leadership styles, psychosocial risk and organizational climate in a group of companies
title_fullStr Leadership styles, psychosocial risk and organizational climate in a group of companies
title_full_unstemmed Leadership styles, psychosocial risk and organizational climate in a group of companies
title_sort leadership styles, psychosocial risk and organizational climate in a group of companies
publisher Universidad Militar Nueva Granada
publishDate 2010
url http://hdl.handle.net/10654/33956
_version_ 1712102013988241408
spelling ir-10654-339562020-01-08T19:29:00Z Leadership styles, psychosocial risk and organizational climate in a group of companies Estilos de liderazgo, riesgo psicosocial y clima organizacional en un grupo de empresas colombianas Estilosde liderança, risco psicossocial e clima organizacional em um grupo de firmas Contreras, Francoise Juárez, Fernando Barbosa, David Uribe, Ana Fernanda Leadership organizational climate psychosocial risk welfare. Liderazgo clima organizacional riesgo psicosocial bienestar Liderança clima organizacional de risco psicossocial bem-estar This research analyzed the relationships among psychosocial risks, organizational climate and leadership style in Colombian companies from social and health services sector. Four hundred participants answered the Organizational Climate Scale (OCS), the questionnaire of Psychosocial Factors at Work (PFW) and Pitcher Adjective Test [PAT-]. Correlation coefficients and linear regressions were obtained. In general, the OCS dimensions were negatively correlated to PFW. Two leadership styles were obtained from PAT, one desirable and the other undesirable. Both styles correlated negatively with most of PFW dimensions and positively with OCS dimensions, but the one undesirable obtained a weaker coefficient. The impact of organizational factor and relationships (both with negative coefficient) and health manifestations (positive coefficient), together with support, predicted the desirable leadership. While support (positive coefficient) and control (negative coefficient), predicted the undesirable leadership. Se analizaron las relaciones entre los riesgos psicosociales, el clima organizacional y el estilo de liderazgo, en empresas colombianas del sector de servicios sociales y de salud. Cuatrocientos participantes respondieron la Escala de Clima Organizacional (ECO), el Cuestionario de Factores Psicosociales en el Trabajo (CFP) y el Test de Adjetivos de Pitcher (Pitcher Test Adjectives [PAT-]). Se obtuvieron coeficientes de correlación y regresiones lineales. En general, las dimensiones del ECO correlacionaron negativamente con las del CFP. En el PAT se obtuvieron dos estilos de liderazgo, uno deseable y otro no deseable. Ambos estilos correlacionaron negativamente con la mayoría de las dimensiones del CFP y positivamente con las del ECO, pero el no deseable obtuvo coeficientes más débiles. El impacto del factor organizacional y del de relaciones (ambos con coeficiente negativo) y las manifestaciones de salud (coeficiente positivo), junto con el apoyo, predijeron el liderazgo deseable. El apoyo (coeficiente positivo) y el control (coeficiente negativo), predijeron el liderazgo no deseable. Este estudo analisou a relação entre os riscos psicossociais, o clima organizacional e o estilo de liderança em empresas colombianas do sector dos serviços sociais e de saúde. Quatrocentos participantes responderam a Escala de Clima Organizacional (ECO), o Questionário de Fatores Psicossociais no Trabalho (QFP) e o Teste de Adjetivos de Pitcher (Pitcher Test Adjectives – PAT). Obtiveram-secoeficientes de correlação e de regressão linear. Em geral, a correlação entre as dimensões da ECO eas do QFP foram negativas. No PAT, apresentaram-se dois estilos de liderança: um desejável e outro indesejável. A correlação de ambos os estilos com a maioria das dimensões do PCP foi negativa, e positiva com as do ECO. O não desejável obtive coeficientes mais fracos. O efeito dos fatores organizacionais e de relaciones (ambos com coeficiente negativo) e as manifestações de saúde (coeficiente positivo), com o apoio, predisseram uma liderança desejável. O apoio (coeficiente positivo) e o controle (coeficiente negativo) predisserama liderança não desejável. 2010-06-30 2020-01-08T19:29:00Z 2020-01-08T19:29:00Z info:eu-repo/semantics/article info:eu-repo/semantics/publishedVersion http://revistas.unimilitar.edu.co/index.php/rfce/article/view/2270 10.18359/rfce.2270 http://hdl.handle.net/10654/33956 spa http://revistas.unimilitar.edu.co/index.php/rfce/article/view/2270/1980 /*ref*/Adamek, M (2007). Elements of Leadership Development: What Contributes to Effective Leadership? En: Music Therapy Perspectives, 25: 121-124. http://dx.doi.org/10.1093/mtp/25.2.121 /*ref*/Aranda, C, Pando, M, Salazar, J, Torres, T, Aldrede, M. & Pérez, M. (2004). Factores psicosociales laborales y síndrome del burnout. En: Médicos del primer nivel de atención. Investigación en Salud, 6: 28-34. /*ref*/Bloch, S. & Whiteley, P. (2003). Complete Leadership: A practical guide for developing your leadership talents. London: Pearson. /*ref*/Carr, J, Schmidt, A, Ford, J. & De Shon, R. (2003). Climate perceptions matter: A meta-analytic path analysis relating molar climate, cognitive and affective states, and individual level work outcome. En: Journal of Applied Psychology, 88: 605619. http://dx.doi.org/10.1037/0021-9010.88.4.605 /*ref*/Castro, A. & Lupano, I. (2005). Diferencias individuales en las teorías implícitas del liderazgo y la cultura organizacional percibida. Boletín de Psicología, 85, 89-109. /*ref*/Conger J, Kanungo, R. & Menon, S. (2000). Charismatic leadership and follower effects. En: Journal of Organizational Behavior, 21: 747-767. http://dx.doi.org/10.1002/1099-1379(200011)21:7<747::AID-JOB46>3.0.CO;2-J /*ref*/Contreras, F, Barbosa, D, Juárez, F, Uribe, A, & Mejía, C. (2009). Estilos de liderazgo, clima organizacional y riesgos psicosociales en entidades del sector salud, como criterios de Responsabilidad Social Empresarial. Estudio comparativo en cuatro ciudades colombianas. En: Revista Acta Colombiana de Psicología. 12: 13-26. /*ref*/Coyle, I, Sleeman, S & Adams, N. (1995). Safety Climate. En: Journal of Safety Research, 26: 247-254. http://dx.doi.org/10.1016/0022-4375(95)00020-Q /*ref*/Denison, D. (1990). Corporate Culture and Organizational Effectiveness. New York: John Wiley & Sons. /*ref*/Escobar, A, Dávila, D, Mulett, L. & Uribe, A. (2007, Septiembre). El clima organizacional de un cluster de innovación tecnológica de la ciudad de Cali. Ponencia presentada en el III Congreso de Psicología Cognitivo Conductual, Cali, Colombia. /*ref*/Espinosa, J & Romero, L. (2002). Cuestionario de Factores Psicosociales en el Trabajo: Manual. Bogotá: HL BIO S.A. /*ref*/Fernandes, M. (2008). Clima organizacional. Medidas do Comportamento Organizacional. Ferramentas de Diagnóstico e de Gestao. En: M.M. Siqueira, falta volumen: 28-38. /*ref*/García, M, Rubio, P & Bravo, L. (2007). Relación entre los factores de riesgo psicosocial y la resistencia al cambio organizacional en personal de seguridad de una empresa del sector económico terciario. En: Diversitas Perspectivas en Psicología, 3: 301-315. /*ref*/Grojean, M, Resick, C, Dickson, M. & Smith, B. (2004). Leaders, Values, and Organizational Climate: Examining Leadership Strategies for Establishing an Organizational Climate Regarding Ethics. En: Journal of Business Ethics, 55: 223-241. http://dx.doi.org/10.1007/s10551-004-1275-5 /*ref*/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. En: Journal of Organizational Behavior, 21: 949-964. http://dx.doi.org/10.1002/1099-1379(200012)21:8<949::AID-JOB64>3.0.CO;2-F /*ref*/King, W. (2007). A research agenda for the relationships between culture and knowledge management. En: Knowledge and process management, 14: 226-236. http://dx.doi.org/10.1002/kpm.281 /*ref*/Kleinman, C. (2004). Leadership and retention: Research needed. En: The Journal of Nursing Administration, 34: 111-113. http://dx.doi.org/10.1097/00005110-200403000-00001 /*ref*/Martín, J, Luce-o, L, Jaén, M. & Rubio, S. (2007). Relación entre factores psicosociales adversos, evaluados a través del cuestionario multidimensional Decore, y salud laboral deficiente. En: Psicothema, 19: 95-101. /*ref*/Medina, P. (2004). El líder y su competencia en la contención de la ansiedad grupal. En: Intangible Capital, 3: 1-8. /*ref*/Meseguer, M, Soler, M, García-Izquierdo, M, Sáez, M. & Sánchez, J. (2007). Los factores psicosociales de riesgo en el trabajo como predictores del mobbing. En: Psicothema, 19: 225-230. /*ref*/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. En: Occupational & Environmental Medicine, 55: 735-741. http://dx.doi.org/10.1136/oem.55.11.735 /*ref*/Pareek, U. (2004). Understanding organisational behaviour. New Delhi: Oxford University Press. /*ref*/Patterson, M, West, M, Shackelton, V, Dawson, J, Lawthom, R, Maitlis, S, et al. (2005). Validating the organizational climate measure: to managerial practices, productivity and innovation. En: Journal of Organizational Behavior, 26: 379408. http://dx.doi.org/10.1002/job.312 /*ref*/Patterson, M, Warr, P. & West, M (2004). Organizational climate and company performance: the role of employee affect and employee level. En: Journal of Occupational and Organizational Psychology, 77: 193-216. http://dx.doi.org/10.1348/096317904774202144 /*ref*/Peiró, J. (1995). Psicología de la Organización. Madrid: Toran S.A. /*ref*/Peiró, J. (1999). El Modelo AMIGO: Marco contextualizador del desarrollo y la gestión de recursos humanos en las organizaciones.En: Papeles del psicólogo, 72, 3-15. /*ref*/Pitcher, P. (1997). The drama of Leadership. New York: John Wiley and Sons. /*ref*/Pitcher, P. (1999). Artists, Craftsmen & Technocrats. En: Training & Development, 53: 30-33. /*ref*/Reichers, A & Schneider, B. (1990). Climate and Culture: An Evolution of constructs En: Schneider, B. (Ed.) Organizational climate and culture (pp. 5-39). San Francisco: Jossey-Bass. /*ref*/Rentería, J, Fernández, E, Tenjo, A & Uribe, A. (2009). Identificación de factores psicosociales de riesgo en una empresa de producción. En: Divérsitas Perspectivas en Psicología, 5: 161-175. /*ref*/Singh, A. (1998). Supervision and organizational effectiveness: Role conflict as a moderator. En: Journal of the Indian Academy of Applied Psychology, 24: 19-25. /*ref*/Srivastav, A. (2005). Differential Climate in the Organization-An Empirical Study Across Functions. En: GITAM Journal of Management, 3: 90-98. /*ref*/Srivastav, A. (2006). Organizational Climate as a Dependent Variable-Relationship with Role Stress, Coping Strategy and Personal Variables. En: Journal of Management Research, 6: 125 -136. /*ref*/Stansfeld, S, Bosman, H, Hemingway, H & Marmot, M (1998). Psychosocial work characteristics and social support as predictors of SF-36 health functioning: The Whitehall II Study. En: Psychosomatic Medicine 60: 247-255. http://dx.doi.org/10.1097/00006842-199805000-00004 /*ref*/Toro, F. (1998). Distinciones y relaciones entre clima, motivación, satisfacción y cultura organizacional. En: Revista Interamericana de Psicología Ocupacional, 17: 27-41. /*ref*/Uribe, A. (2007). Riesgos psicosociales y productividad. Ponencia presentada en el I Congreso del Colegio Colombiano de Psicólogos. Psicología y Sociedad, Bogotá, Colombia. /*ref*/Waldman, D, De Luque, M, Washburn, N, House, R, Adetoun, B, Barrasa, A. et al. (2006). Cultural and leadership predictors of corporate social responsibility values of top management: a Globe stud y of 15 countries. En: Journal of International Business Studies, 37: 823-837. http://dx.doi.org/10.1057/palgrave.jibs.8400230 /*ref*/Wilkinson, A & Wagner, R. (1993). Supervisory leadership styles and state vocational rehabilitation, counselor, job satisfaction and productivity. En: Rehabilitation Counseling Bulletin, 37: 15 -24. /*ref*/Zaccaro, S & Klimoski, R. (2001). The Nature of Organizational Leadership: An Introduction. The Nature of Organizational Leadership. En: S.J. Zaccaro & R.J. Klimoski (Eds.). (pp. 3-41). SanFrancisco: Qossey Bass. Derechos de autor 2016 Revista Facultad de Ciencias Económicas https://creativecommons.org/licenses/by-nc-nd/4.0 application/pdf Universidad Militar Nueva Granada Revista Facultad de Ciencias Económicas; Vol. 18 Núm. 2 (2010); 7-17 1909-7719 0121-6805
score 12,131701

Ejemplares similares