Relación de las Variables del Clima Organizacional y la Satisfacción Laboral en la Clínica Good Hope, Lima, Perú, en al Año 2009

<p>Problem</p> <p>This study explores the relationship between leader practices, peer collaboration, acknowledgment towards the leader, employee development, work environment, and identification with the company’s objectives with employee satisfaction at the Good Hope Clinic, during 2009.</p> <p>Methodology</p> <p>An adaptation of Merck, Sharp, & Dohme’s questionnaire was used to measure organizational climate. The instrument measures six dimensions of organizational climate: leader practices, peer collaboration, acknowledgment towards the leader, employee development, work environment, and identification with the company’s objectives. Employee satisfaction was measured with a short scale. The population consisted of 467 employees from the Good Hope Clinic. The employees were gathered to participate in the survey, and those dates coincided with employee monthly meetings in their respective areas. Employees who were on vacation, medical leave, or in a work assignment did not participate. The total number of participants was 377, or 80.7% of the population.</p> <p>Results</p> <p>The results show that from the six variables (leader practices, peer collaboration, acknowledgment towards the leader, employee development, work environment, and identification with the company’s objectives) of the original model, only three beta coefficients are significant predictors (employee development with a/? = 0.129 [t - 2.206, p = 0.028]; work environment with a/? = 0.267 [t - 4.375,p = 0.00] and identification with the company’s objectives with a/? = 0.220 [t = 3.746.p - 0.00]) in regard to employee satisfaction among those who work at the Good Hope Clinic. The model that includes the six variables of the organizational climate explains 35% of the variability in employee satisfaction.</p> <p>Conclusions</p> <p>The three variables that explained the major portion of the variability in employee satisfaction are mentioned in order of relevance: employee development (/?=0.057, p = 0.028), work environment (/? = 0.085,/? = 0.000), and identification with the company’s objectives (fi =0.112, p = 0.009). Leader practices, peer collaboration, and acknowledgment of the leader did not show a significant relationship with employee satisfaction. The variables of organizational climate explained 35% of the variability employee satisfaction among the studied population.</p>

Name thesis:degree_name

Doctor of Philosophy

Level thesis:degree_level

Dissertation

Discipline thesis:degree_discipline

Leadership PhD

Year dc:date.available

2010

Author dc:creator

• Robles Lirio, Freddy

Contributors dc:contributor

• Tevni Grajales Guerra
• Alfredo Mejia
• Salomon Vasquez Villanueva

• Work Satisfaction
• Organization
• Leadership
• Peru
• Good Hope
• Educational Leadership

Repository record dc:identifier

https://digitalcommons.andrews.edu/dissertations/1706

OAI identifier oai:identifier

oai:digitalcommons.andrews.edu:dissertations-2977