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Cárdenas Niño, L., Arciniegas Rodríguez, Y. C., & Barrera Cárdenas, M. (2009). Modelo de intervención en clima organizacional. International Journal of Psychological Research, 2(2), 121–127. https://doi.org/10.21500/20112084.867
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The editorial board reserves the right of amendments deemed necessary in the application of the rules of publication.
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.
Resumen
El objetivo de este estudio fue evaluar si el modelo de intervención en clima organizacional PMCO, era efectivo en el Hospital de Yopal, Colombia. Se implementaron las siguientes cinco fases propuestas por el modelo: 1) análisis del problema, 2) sensibilización, 3) diseño y planeación de estrategias a nivel individual, intergrupal y organizacional, 4) implementación de estrategias y 5) evaluación del proceso. Se eligió un diseño de dos grupos, experimental y control, analizándose si hubo diferencias significativas en las medias de los grupos; se aplico la prueba t a las dimensiones de alto riesgo en el clima organizacional, tales como nivel de trabajo (t = 2,65), comunicación organizacional (t = 4,32) y modelo de gestión (t = 7,99), demostrándose que existen diferencias significativas (p = ,01) entre el grupo experimental y control. Se concluye que la implementación de este modelo logró mejorar el clima organizacional en la entidad.
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