Acceso usuarios
Pablo Sebastián Pérez Vilar, Juan I. Laino, Anahí Fernández, Leandro García Cuerva
En este trabajo se presentan los resultados de la puesta a prueba de un instrumento original diseñado para diagnosticar la cultura organizacional en las organizaciones que forman parte del Gobierno de la Ciudad Autónoma de Buenos Aires (GCABA). Este cuestionario está compuesto por 64 ítems que identifican la presencia e intensidad de los valores organizacionales, a partir del uso del diferencial semántico como escala de evaluación para la cultura actual. A partir de la conceptualización de la cultura organizacional por valores en competencia y el concepto de antivalores (o valores negativos) se realizó una prueba del instrumento con 643 personas pertenecientes a un hospital público de la Ciudad Autónoma de Buenos Aires. Los resultados obtenidos muestran propiedades psicométricas adecuadas de fiabilidad (mediante el método de coeficiente alfa de Cronbach) y los análisis factoriales exploratorios dieron resultados promisorios relacionados con la estructura del modelo propuesto, lo que permitió realizar un análisis factorial confirmatorio para cada una de las cuatro dimensiones del modelo que también ha dado resultados adecuados en los índices de la calidad del ajuste, junto con los índices de ajuste incrementales y absolutos. Estos resultados permitieron adecuar la estructura de las subdimensiones, excluir ítems en base a la experiencia empírica y mejorar el diseño con el rediseño de los reactivos y avanzar en nuevas pruebas para la mejora y utilización del instrumento en el ámbito específico para el que se creó.
This work presents the results of the testing of an original instrument designed to discover the organizational culture in organizations that are part of the Government of the Autonomous City of Buenos Aires. For this, we start from the conceptualization of the organizational culture from the characterization of the values, since these establish priorities for people and according to these priorities, competing values can appear on the meaning of the organization and the way of proceeding in them. To carry out this conceptualization, the concept of anti-values (or negative values) was added, which are related to characteristics such as the tendency to corruption, Machiavellianism, harassment, manipulation, lack of integrity or collaboration, to name a few. From there, a questionnaire was developed that is made up of 64 items that identify the presence and intensity of organizational values, based on the use of the semantic differential as a scale for evaluating the current culture. This type of bipolar scale is a linearly ordered set with minimum and maximum elements that can be interpreted as corresponding negative and positive poles, and its elements can have numerical scores and its symmetry is reflected in the symmetry of the scores. Based on this conceptualization, a test of the instrument was carried out with 643 people belonging to a public hospital in the Autonomous City of Buenos Aires. The results obtained adequately show psychometric properties of reliability with Cronbach's Alpha reliability of 0.98 for the instrument and greater than 0.8 for the different dimensions that compose it (dimension 1: 0.83; dimension 2: 0.93; dimension 3:0.93 and dimension 4:0.94). On the other hand, the exploratory factor analyzes carried out using the principal components extraction method yielded promising results related to the structure of the proposed model, which allowed the restructuring of the sub dimensions after the elimination of five elements (10 values). These results allowed modifying the structure of the subdimensions, elements based on empirical experience, in order to improve the design from the redesign of the reagents and thus advance in new tests for the improvement and use of the instrument in the specific area for which was designed.
