Study of the Relationship between Culture, Climate and Labour Force in Ecuador
DOI:
https://doi.org/10.5944/ap.14.2.17046Keywords:
work climate, culture, climate strength, structural equation modeling, organizational contextAgencies:
Escuela Politécnica Nacional, Proyecto Interno con código PII-DESODEH-002-2015Abstract
The organizational climate is the result of workers' perceptions associated with their work environment, while culture is the set of shared behaviors, ideas and feelings that define the way in which an organization works. These perceptions of the environment that define the climate, can be variable between the workers, which is known as its strength. This research corresponds to a study of the work climate in Ecuador that also includes an analysis of its strength and the aspects of the organizational culture that most affect it. A tool validated in the context of the research was used to measure differences in climate perceptions, as well as cultural aspects associated with it, in a sample of 832 workers from public and private organizations. The calculations were made taking into account mean comparisons and structural equation modeling. Our results indicated that the work climate in Ecuador in terms of strength can be considered as weak. It is interesting to note that all cultural dimensions identified correlated statistically and positively with climate, but not with the strength. Based on these results, we had a model of relationships between the variables with good adjustment indexes (CFI = 0.991, GFI = 0.983, RMSEA = 0.059, PCFI = 0.531, x2/df = 3.871). As main conclusions, we emphasize that, at least in the context of the study, the strength will be directly dependent to the type of climate prevailing and the actions that are done to improve it. This is essential because if there is a weak climate, there will be consequences both at the moment of measurement and at the moment of making decisions to improve it, because there are different perceptions at each level of analysis, whether individual, group and organizational.
Downloads
References
Abad, A., Naranjo, E. y Ramos, V. (2016). Estudio etnográfico de la cultura organizacional considerando las relaciones desde lo artefactual a lo presuntivo [Ethnographic Study of the Organizational Culture Considering. Relations from Artifactual to Presumptive]. Visión Empresarial, enero-diciembre(6), 45-69.
Agarwal, P. (2015). The Moderating Effect of Strength of Organisational Climate on the Organisational Outcomes. Journal of the Indian Academy of Applied Psychology, 41(1), 71-76.
Alarcón, H. y Cea, B. (2007). Diseño y validación de un modelo de medición del clima organizacional basado en percepciones y expectativas [Desing and Validation of a Perceptions and Expectations Based Work Climate Assessment Model]. Revista Ingeniería Industrial, 6(1), 39-54.
Álvarez, C. (2006). Clima organizacional en Colombia: El IMCOC, un método de análisis para su intervención. Bogotá, Colombia: Centro Editorial Rosarista.
Amish y Singh, A. P. (2016). Development and Validation of a Psychometric Scale for Assessing Work Group Climate. Indian Journal of Health and Wellbeing, 7(12), 113-118.
Ashkanasy, N., Wilderom, C. y Peterson, M. (2000). Handbook of Organizational Culture and Climate. London, UK: Sage.
Atkinson, R. y Flint, J. (2001). Accessing Hidden and Hard-to-Reach Populations: Snowball Research Strategies. Social Research Update, 33(1), 1-4.
Cardona Echeverri, D. R. y Cruz, R. Z. (2014). Revisión de instrumentos de evaluación de clima organizacional [Review of Organizational Climate Assessment Tools]. Estudios Gerenciales, 30(131), 184-189. https://doi.org/10.1016/j.estger.2014.04.007
Carrasco, H., Martínez-Tur, V. y Peiró, J. M. (2012). Validation of a Measure of Service Climate in Organizations. Revista de Psicología del Trabajo y de las Organizaciones, 28(2), 69-80.
Chaudhary, R. y Rangnekar, S. (2016). Development Climate & Work Engagement : A Multilevel Study Abstract. En Evidence-Based HRM: A Global Forum for Empirical Scholarship (Vol. 5, No. 2, pp. 166-182). Emerald. https://doi.org/10.1108/EBHRM-01-2016-0001
Clissold, G. (2006). Psychological Climate: What is it and what Does it Look Like? Department of Management Working Paper series No. 29/06: Monash.
Costanza, D. P., Blacksmith, N., Coats, M. R., Severt, J. B. y DeCostanza, A. H. (2016). The Effect of Adaptive Organizational Culture on Long-Term Survival. Journal of Business and Psychology, 31(3), 361-381. https://doi.org/10.1007/s10869-015-9420-y
Dickson, M. W. y Resick, C. J. (2006). When Organizational Climate is Unambiguous, it is also Strong. Journal of Applied Psychology, 91(2), 351-364. https://doi.org/10.1037/0021-9010.91.2.351
Fanning, S. F. (2014). Data sources : Uses and evaluation. The Appraisal Journal, 82(4), 295-307.
Hernández, R. (2014). Metodologia de la investigacion. México D.F.: McGraw-Hill.
Hernández, R. y Valencia, S. M. (2014). Construcción de un instrumento para medir el clima organizacional en función del modelo de los valores en competencia [Building an Instrument to Measure the Organizational Climate as a Function of the Competing Values Framework]. Contaduría y Administración, 59(1), 229-257.
Hofstede, G., Neuijen, B., Ohayv, D. D. y Sanders, G. (1990). Measuring Organizational Cultures: A Qualitative and Quantitative Study across Twenty Cases. Administrative Science Quarterly, 35(2), 286-316.
Hooper, D., Coughlan, J. y Mullen, M. (2008). Structural Equation Modelling : Guidelines for Determining Model Fit. Dublin Institute of Technology, 6(1), 53-60.
Hudrea, A. y Tripon, C. (2016). Organizational Culture of the Public Sector. A Study of Romanian Public Organizations. Revista de Cercetare Si Interventie Sociala, 53, 97-113.
IBM. (2011). IBM SPSS staTistic (Version 20). New York: IBM.
Iljins, J., Skvarciany, V. y Gaile-Sarkane, E. (2015). Impact on Organizational Climate trough Organizational Culture Factors. Case Study of Latvia and Lithuania. Trends Economics and Management, IX(24), 9-17.
INEVAL. (2016). Resultados medición clima laboral 2016. Quito, Ecuador: Instituto Nacional de Evaluación Educativa.
Israel, G. D. (1992). Determining Sample Size. Florida: University of Florida. https://doi.org/10.4039/Ent85108-3
Jacobs, S. R., Weiner, B. J. y Bunger, A. C. (2014). Context Matters: Measuring Implementation Climate among Individuals and Groups. Implementation Science : IS, 9(46). https://doi.org/10.1186/1748-5908-9-46
James, L. R., Choi, C. C., Ko, C.-H. E., McNeil, P. K., Minton, M. K., Wright, M. A. y Kim, K. (2008). Organizational and Psychological Climate: A Review of Theory and Research. European Journal of Work & Organizational Psychology, 17(1), 5-32. https://doi.org/10.1080/13594320701662550
Kumar, U., Budhwar, P y Nisha Bamel. (2013). Revisiting Organizational Climate: Conceptualization, Interpretation and Application. In 3rd Biennial Conference of the Indian Academy of Management (IAM) (pp. 1-26). Vastrapur, India: Indian Institute of Management.
Kundu, K. (2007). Development of the Conceptual Framework of Organizational Climate. Vidyasagar University Journal of Commerce, 12, 99-108.
Liu, X. y Liu, J. (2013). Effects of Team Leader Emotional Intelligence and Team Emotional Climate on Team Member Job Satisfaction. Nankai Business Review International, 4(3), 180-198. https://doi.org/10.1108/NBRI-07-2013-0023
Madan, M. y Jain, E. (2015). Impact of Organizational Culture and Climate on Managerial Effectiveness. Delhi Business Review, 16(2), 47-57.
Marôco, J. (2010). Análise de equações estruturais. Fundamentos teóricos, software & aplicações [Analysis of Structural Equations. Theoretical Fundamentals, Software, & Applications]. Porto, Portugal: ReportNumber.
Moncada, S., Llorens, C., Andrés, R., Moreno, N. y Molinero, E. (2014). Manual del método CoPsoQ-istas21 para la evaluación y la prevención de los riesgos psicosociales en empresas con 25 o más trabajadores. Barcelona, España: Instituto Sindical de Trabajo, Ambiente y Salud (ISTAS)-CCOO.
Moreira-Moreira, L. M. (2016). Clima organizacional en la educación superior, Ecuador [Organizational Climate in Higher Education, Ecuador]. Revista Científica Dominio de Las Ciencias, 2(4), 296-307.
Nuñez, C. I. (2016). Diseño y validación de una herramienta para medir clima laboral en Ecuador. Escuela Politécnica Nacional.
Oviedo, H. C. y Campo-Arias, A. (2005). Aproximación al uso Coeficiente Alfa de Cronbach. Revista Colombiana de Psquiatría, 34(4), 572-580. https://doi.org/10.1590/S1135-57272002000200001
Peña-Suárez, E., Muñiz, J., Campillo-Álvarez, A., Fonseca-Pedrero, E. y García-Cueto, E. (2013). Assessing Organizational Climate: Psychometric Properties of the CLIOR Scale. Psicothema, 25(1), 137-144. https://doi.org/10.7334/psicothema2012.260
Pérez, E. R. y Medrano, L. (2010). Análisis factorial exploratorio: Bases conceptuales y metodológicas [Exploratory Factor Analysis; Psychological Tests: Extraction Methods.]. Revista Argentina de Ciencias del Comportamiento, 2(1), 58-66.
Prieto, G. y Delgado, A. R. (2010). Fiabilidad y validez [Reliability and Validity]. Papeles del Psicólogo, 31(1), 67-74.
Ramos, F., Morales, M. y Ortíz, M. (2011). Diseño de un instrumento para evaluar el clima organizacional en un complejo petroquímico del Estado de Veracruz. Ciencia Administrativa, 2, 30-35.
Ramos, V., Jordão, F. y Morais, T. (2012). Desarrollo y Validación del Inventario para Medir la Articulación entre la Persona y la Organización (Inventario APO) [Development and Validation of a Mesaure of Person-Organization Fit]. Evaluar, 12, 60-82.
Ramos, V., Mejía, S., Mejía, K. y Unda, X. L. (2017). Estudio de Validación para el Contexto Ecuatoriano del Inventario APO Creado en Portugal [Validation for the Ecuadorian Context of the APO Inventory Created in Portugal]. Revista Iberoamericana de Diagnóstico y Evaluación - E Avaliação Psicológica. RIDEP, 1(43), 16-26.
Randhawa, G. y Kaur, K. (2014). Organizational Climate and its Correlates. Journal of Management Research (09725814), 14(1), 25-40.
Rodríguez, H. R. (2015). Propuesta de mejora del clima laboral y cultura organizacional en el Ministerio de Coordinación de Desarrollo Social. ESPE.
Schneider, B., Ehrhart, M. G. y Macey, W. H. (2013). Organizational Climate and Culture. Annual Review of Psychology, 64, 361-388. https://doi.org/0.1146/annurev-psych-113011-143809
Schneider, B., Salvaggio, A. N. y Subirats, M. (2002). Climate Strength: A New Direction for Climate Research. Journal of Applied Psychology, 87(2), 220-229. https://doi.org/10.1037//0021-9010.87.2.220
Toro, E. (2014). El clima laboral en Ecuador. Con energía hacia el futuro, 7(29).
Varnali, R. (2015). An Exploratory Study of the Cultural Context of Organisational Climate and Human Resource Practices. Asia Pacific Journal of Human Resources, 53(4), 432-447. https://doi.org/10.1111/1744-7941.12080
Weiner, B. J., Belden, C. M., Bergmire, D. M. y Johnston, M. (2011). The Meaning and Measurement of Implementation Climate. Implementation Science : IS, 6(1), 78. https://doi.org/10.1186/1748-5908-6-78
Work, G. P. to. (2013). Valoración del clima laboral. Quito, Ecuador: Ministerio de Ambiente.
Zeas, N. y Granda, P. (2012). Estudio del impacto en el clima laboral de las empresas provincia del Guayas. Guayaquil, Ecuador: Universidad Politécnica Salesiana Sede Guayaquil.
