Relación entre el clima organizacional y la evaluación del desempeño del personal en una empresa de servicios turísticos : caso PTS Perú 2015
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Date
2016-11-16
Authors
Montoya Meza, Daniel Alfredo
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Pontificia Universidad Católica del Perú
Abstract
La presente investigación busca analizar y determinar la relación entre dos variables de
suma importancia en la gestión de los recursos humanos: el clima organizacional y la evaluación
del desempeño. El presente estudio es relevante, ya que buscar aportar conocimiento en la
búsqueda de la relación entre las variables mencionadas, pues la literatura no muestra una sólida
evidencia al respecto. El estudio es transversal correlacional. Se utilizaron técnicas cuantitativas
(instrumentos de medición) y cualitativas (un focus group confirmatorio y entrevistas a
expertos) con el total de los trabajadores de la empresa de servicios turísticos PTS Perú. Para
medir el clima organizacional, se utilizó el instrumento OCQ [Organizacional Climate
Questionnaire] de Litwin & Stringer, creado en 1968, el cual posee 50 ítems y mide 9
dimensiones del clima organizacional. Para medir el desempeño, se confeccionó un
cuestionario, el cual posee 21 ítems y mide 6 dimensiones. Se elaboró una pauta de focus group
y se aplicó el mismo a una muestra de trabajadores de las diferentes áreas de la empresa;
asimismo, se realizaron entrevistas a expertos en recursos humanos a partir de la información
obtenida de la matriz de levantamiento de información. Los resultados de la investigación
muestran una relación directa entre el clima organizacional y la evaluación del desempeño del
personal, así como una relación entre las nueve dimensiones del clima organizacional con el
desempeño laboral general y con algunas de sus dimensiones.
This research analyzes and determines the relationship between two variables in the management of human resources: organizational climate and performance evaluation. This study is relevant because it provides knowledge about the relationship of the variables mentioned, because literature does not give solid evidence about it. The study is cross-sectional and correlational. Quantitative techniques (measuring instruments) and qualitative techniques (confirmatory focus groups and interviews with experts) were used in the total workforce of the company of tourist services of PTS Peru. The OCQ [Organizational Climate Questionnaire] of Litwin & Stringer, created in 1968, which has 50 items and measures 9 dimensions of organizational climate, was used to measure the organizational climate, while a questionnaire was created in order to measure the job performance, which has 21 items and measures 6 dimensions. Also, a pattern of focus group was prepared and it was applied to a sample of workers from different areas of the company. Interviews with experts in human resources were made from the information obtained from the matrix of gathering information. The research results show a significant and positive relationship between organizational climate and evaluation of staff performance and relationship between the nine dimensions of organizational climate with the overall work performance and some of its dimensions.
This research analyzes and determines the relationship between two variables in the management of human resources: organizational climate and performance evaluation. This study is relevant because it provides knowledge about the relationship of the variables mentioned, because literature does not give solid evidence about it. The study is cross-sectional and correlational. Quantitative techniques (measuring instruments) and qualitative techniques (confirmatory focus groups and interviews with experts) were used in the total workforce of the company of tourist services of PTS Peru. The OCQ [Organizational Climate Questionnaire] of Litwin & Stringer, created in 1968, which has 50 items and measures 9 dimensions of organizational climate, was used to measure the organizational climate, while a questionnaire was created in order to measure the job performance, which has 21 items and measures 6 dimensions. Also, a pattern of focus group was prepared and it was applied to a sample of workers from different areas of the company. Interviews with experts in human resources were made from the information obtained from the matrix of gathering information. The research results show a significant and positive relationship between organizational climate and evaluation of staff performance and relationship between the nine dimensions of organizational climate with the overall work performance and some of its dimensions.
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Keywords
Comportamiento organizacional, Administración de personal, Personal--Evaluación
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