| dc.description | La presente investigación tiene por objetivo identificar la relación entre Clima
Organizacional, Burnout y Mobbing en funcionarios públicos de la Región del
Maule. Para ello, se evaluó a 84 funcionarios pertenecientes a un servicio público
mediante la aplicación del Cuestionario de Clima Organizacional Validado
(CCOV), la escala Maslach Burnout Inventory- General Survey (MBI-GS), y el
Cuestionario individual sobre psicoterror, negación, estigmatismo y rechazo en
organizaciones sociales (CISNEROS). Los resultados indican que existe una
percepción positiva del clima organizacional, y que la presencia de burnout y
mobbing es baja. También, se ha encontrado que las prácticas de acoso laboral
no son frecuentes, pero cuando ocurren son medianamente intensas y propiciadas
principalmente por jefes o superiores. Asimismo, se observa que el clima
organizacional se relaciona negativa y significativamente con el síndrome de
burnout (r= -0,393; p<0,01) y el mobbing (r= -0,401; p<0,01), a la vez que estas
dos últimas se relacionan de forma positiva y significativa entre sí (r= 0,324;
p<0,01). Adicionalmente, no se encontraron diferencias significativas entre
hombres y mujeres respecto a las variables de estudio. Se concluye que, para
regularizar los niveles de burnout y las prácticas de acoso, es indispensable
implementar mejoras en el clima organizacional que permitan generar un ambiente
laboral íntegro, priorizando el desarrollo profesional y el buen trato entre
funcionarios/as de todos los niveles jerárquicos dentro de la institución. // ABSTRACT: The present research aim to identify the relationship between Organizational
climate, burnout and mobbing in public employees of the Maule region. 84 workers
belonging to a public service were evaluated through the aplication of the Validated
Organizational Climate Questionnaire (CCOV), the Maslach Burnout Inventory-
General Survey (MBI-GS) scale, and the Individual Questionnaire on psychoterror,
denial, stigmatism and rejection in social organizations (CISNERO). The results
indicate that there is a positive perception of the organizational climate, and that
the presence of burnout and mobbing is low. Also, it has been found that
workplace harassment practices are not frequent, but when they do occur they are
moderately intense and promoted mainly by bosses or superiors. Also, it is
observed that the organizational climate is significantly and negatively related to
the burnout syndrome (r = -0,393; p <0,01) as well as to mobbing (r = -0,401; p
<0,01), at the once these last two are positively and significantly related to each
other (r = 0,324; p <0,01). When conducting a linear regression study, it was
observed that mobbing (β = -0,306: T = -2,988; p = 0,004) and burnout (β = -0,294:
T = -2,865; p = 0,005) are predictors of organizational climate. Additionally, no
significant differences were found between men and women regarding the study
variables. It is concluded that, to regularize the levels of burnout and harassment
practices, it is essential to implement improvements in the organizational climate
that generate an integral work environment, prioritizing professional development and good treatment among officials of all hierarchical levels in the organization. | |
