Acceso usuarios
Martin Quevedo Bermúdez
Una de las maneras más conocidas de evidenciar el papel que juegan los componentes físicos y sociales sobre el comportamiento humano en las organizaciones ha sido la medición del Clima Organizacional. Sin embargo, existe una gran vaguedad en la definición del concepto, que varía según el investigador que lo está evaluando. Ello genera gran polémica alrededor de lo que se supone este mide y lo que se termina midiendo. En concreto, no se sabe si lo que se midió está en función de las opiniones personales del evaluado o de las verdaderas características que identifican la organización. En este artículo se revisan, mediante la técnica de evaluación conceptual de lo que representan el signo y el concepto, las definiciones que pueden estar unidas al concepto de Clima Organizacional, con la intención de disminuir la vaguedad conceptual a través de una crítica constructiva del concepto, buscando definirlo con mayor precisión. AbstractOne of the most well-known ways to evidence the role that physical and social components play on the human behavior in the organizations has been the measurement of the organizational climate, however the concept is still vague. It's meaning varies according to the researcher that evaluates it, generating a great polemic around what is supposed to be measured and what is really measured. In short, it is not known if what was measured depends on the surveyed employees’ opinions or the organizational characteristics. In this article definitions potentially linked to the organizational climate are revised; however the main attempt is to diminish the conceptual uncertainty of “Organizational Climate“ by the constructive criticism of the concept, in order to define its meaning more precisely.
One of the most well-known ways to evidence the role that physical and social components play on the human behavior in the organizations has been the measurement of the organizational climate, however the concept is still vague. It's meaning varies according to the researcher that evaluates it, generating a great polemic around what is supposed to be measured and what is really measured. In short, it is not known if what was measured depends on the surveyed employees’ opinions or the organizational characteristics. In this article definitions potentially linked to the organizational climate are revised; however the main attempt is to diminish the conceptual uncertainty of “Organizational Climate“ by the constructive criticism of the concept, in order to define its meaning more precisely.
