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Cárdenas Niño, L., Arciniegas Rodríguez, Y. C., & Barrera Cárdenas, M. (2009). Intervention model in organizational climate. International Journal of Psychological Research, 2(2), 121–127. https://doi.org/10.21500/20112084.867
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To give up copyright, the authors allow that, International Journal of Psychological Research, distribute the work more broadly, check for the reuse by others and take care of the necessary procedures for the registration and administration of copyright; at the same time, our editorial board represents the interests of the author and allows authors to re-use his work in various forms. In response to the above, authors transfer copyright to the journal, International Journal of Psychological Research. This transfer does not imply other rights which are not those of authorship (for example those that concern about patents). Likewise, preserves the authors rights to use the work integral or partially in lectures, books and courses, as well as make copies for educational purposes. Finally, the authors may use freely the tables and figures in its future work, wherever make explicit reference to the previous publication in International Journal of Psychological Research. The assignment of copyright includes both virtual rights and forms of the article to allow the editorial to disseminate the work in the manner which it deems appropriate.
The editorial board reserves the right of amendments deemed necessary in the application of the rules of publication.
Abstract
The aim of this study was to assess whether the intervention model in organizational climate PMCO, was effective in the Hospital of Yopal, Colombia. The following five phases, proposed by the model, were implemented: 1) problem analysis, 2) awareness, 3) strategies design and planning, at the individual, intergroup, and organizational levels, 4) implementation of the strategy, and 5) process evaluation. A design composed of two groups, experimental and control, was chosen, analyzing whether there was significant differences between the means of the groups; the t test was applied to high risk dimensions in the organizational climate, such as level of work (t = 2.65), organizational communication (t = 4.32), and the management model (t = 7.99), showing all of them a significant difference (p = ,01) between experimental and control group. It is concluded that the implementation of this model improved the organizational climate in the entity.
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