RESUMEN El objetivo general trata de determinar el grado de conocimiento y percepción del Feng Shui en la comunidad educativa paraguaya. Se basó en el enfoque cuantitativo, no experimental, transeccional y descriptivo. Un total de 433 colaboradores académicos de una universidad privada en Paraguay fue conformado como la población con una muestra de 157 participantes. La tasa de respuesta fue del 84% (132 participantes), pero solo se analizaron el 58% (76) de las respuestas, por conocer sobre el tema. Los criterios de inclusión fueron a académicos de la universidad analizada, activos y con participación voluntaria. Se empléo la encuesta mediante un cuestionario compuesto por 3 dimensiones (Creencias e Implementación del Feng Shui [D1], Importancia del Feng Shui [D2] e Impacto Percibido del Feng Shui [D3]), 3 indicadores y 11 ítems (Conocimiento y Aplicación [CA-4], Contexto Laboral [CL-3] y Percepción de beneficios [PB-4]) por conveniencia en el 2024. Los resultados indican que las medias de las tres dimensiones son bastante equilibradas: Creencias e Implementación del Feng Shui (x̄=2,9), Importancia del Feng Shui (x̄=2,7) e Impacto Percibido del Feng Shui (x̄=2,2) y los ítems relacionados con el Feng Shui en el indicador PB obtuvieron una puntuación alta (x̄=3,7), mientras que el ítem CL3 recibió la puntuación más baja (x̄=2,5). Se concluye que el Feng Shui es conocido por los encuestados, pero su aplicación laboral genera escepticismo. No obstante, se percibe un impacto positivo en el clima organizacional y la eficiencia. Su adopción requiere mayor sensibilización para fomentar su aceptación en el entorno empresarial.

ABSTRACT The general objective is to determine the degree of knowledge and perception of Feng Shui in the Paraguayan educational community. It was based on a quantitative, non-experimental, transactional and descriptive approach. A total of 433 academic collaborators from a private university in Paraguay was formed as the population with a sample of 157 participants. The response rate was 84% (132 participants), but only 58% (76) of the responses were analyzed, due to their knowledge of the subject. The inclusion criteria were academics from the university analyzed, active and with voluntary participation. The survey was conducted using a questionnaire composed of 3 dimensions (Beliefs and Implementation of Feng Shui [D1], Importance of Feng Shui [D2] and Perceived Impact of Feng Shui [D3]), 3 indicators and 11 items (Knowledge and Application [CA-4], Work Context [CL-3] and Perception of Benefits [PB-4]) for convenience in 2024. The results indicate that the means of the three dimensions are fairly balanced: Beliefs and Implementation of Feng Shui (x̄=2.9), Importance of Feng Shui (x̄=2.7) and Perceived Impact of Feng Shui (x̄=2.2) and the items related to Feng Shui in the PB indicator scored high (x̄=3.7), while the CL3 item received the lowest score (x̄=2.5). It is concluded that Feng Shui is known by the respondents, but its work application generates skepticism. However, a positive impact on organizational climate and efficiency is perceived. Its adoption requires greater awareness to promote its acceptance in the business environment.

Resumo Este estudo tem como objetivo adaptar e validar a Escala de Clima para Inovação em equipes de trabalho proposta por Scott e Bruce (1994) ao contexto brasileiro. Por meio da análise fatorial exploratória, examinamos uma amostra composta por 592 servidores de 140 equipes de diferentes estados brasileiros e do Distrito Federal. Os resultados revelaram três fatores distintos na estrutura da escala: suporte à inovação, inibidores da inovação e recursos disponíveis. Embora tenhamos observado bons índices de ajuste e confiabilidade, é importante ressaltar que a predominância de servidores públicos na amostra pode limitar a generalização dos achados para outros contextos organizacionais. No entanto, os achados sugerem que a escala adaptada pode ser uma ferramenta válida e confiável para avaliar o clima de inovação em equipes de trabalho no contexto brasileiro.

Abstract This study aims to adapt and validate the Climate for Innovation Scale in work teams proposed by Scott and Bruce (1994) to the Brazilian context. Through exploratory factor analysis, we examined a sample of 592 employees from 140 work teams across different Brazilian states and the Federal District. Results revealed three distinct factors in the scale’s structure: innovation support, innovation inhibitors, and resource supply. Although good fit and reliability indices were observed, it is important to note that the predominance of public servants in the sample may limit the generalizability of the findings to other organizational contexts. However, the findings suggest that the adapted scale could be a valid and reliable tool to assess innovation climate in work teams in the Brazilian context.

Resumen Este estudio tiene como objetivo adaptar y validar la Escala de Clima para la Innovación en equipos de trabajo propuesta por Scott y Bruce (1994) al contexto brasileño. Mediante análisis factorial exploratorio, examinamos una muestra compuesta por 592 servidores de 140 equipos de diferentes estados brasileños y del Distrito Federal. Los resultados revelaron tres factores distintos en la estructura de la escala: apoyo a la innovación, inhibidores de la innovación y recursos disponibles. Aunque observamos buenas tasas de ajuste y confiabilidad, es importante resaltar que la prevalencia de empleados públicos en la muestra puede limitar la generalización de los hallazgos a otros contextos organizacionales. Sin embargo, los hallazgos sugieren que la escala adaptada puede ser una herramienta válida y confiable para evaluar el clima de innovación en equipos de trabajo en el contexto brasileño.

ABSTRACT Objective: this article aimed to accumulate evidence of construct and criterion validity of the organizational climate scale for junior enterprises (CLIMEJ). Theoretical approach: organizational climate refers to employees’ perception of the work environment and is a widely investigated construct, but with gaps in the context of junior enterprises. Method: a total of 1,218 employees from all over the country participated in an online questionnaire. Results: exploratory and confirmatory factor analyses resulted in a scale of 56 items and 10 dimensions (workload; recognition; leadership; professional development; junior movement; relevance of the activity; control; communication; conflicts and physical space), with excellent adjustment indices [χ2(gl) = 887(1.494), p < 0.001; CFI = 0,99; TLI = 0,99; RMSEA = 0,01]. The structure showed convergence with work design, perception of organizational support, and flourishing at work. Conclusion: it was concluded that CLIMEJ is an effective measure that allows an innovative understanding of the context and of development strategies.

RESUMO Objetivo: este artigo teve como objetivo acumular evidências de validade de construto e de critério da escala de clima organizacional para empresas juniores (CLIMEJ). Marco teórico: o clima organizacional refere-se à percepção dos funcionários sobre o ambiente de trabalho, sendo um construto muito investigado, mas com lacunas no contexto das empresas juniores. Método: participaram 1.218 membros de todo o país, por meio de um questionário on-line. Resultados: as análises fatoriais exploratórias e confirmatórias resultaram em uma escala de 56 itens e 10 dimensões (volume de trabalho; reconhecimento; liderança; desenvolvimento profissional; movimento júnior; relevância da atividade; controle; comunicação; conflitos e espaço físico), com ótimos índices de ajuste [χ2(gl) = 887(1.494), p < 0,001; CFI = 0,99; TLI = 0,99; RMSEA = 0,01]. A estrutura apresentou convergência com o desenho do trabalho, a percepção de suporte organizacional e o florescimento no trabalho. Conclusão: concluiu-se que o CLIMEJ é uma medida efetiva que permite uma compreensão inovadora do contexto e das estratégias de desenvolvimento.

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ABSTRACT Objective: To determine the correlation between the organizational climate, job satisfaction and burnout in the administrative staff of the Daniel Alcides Carrión National University. Methodology: The research was designed as a quantitative study applied with a correlational approach. A cross-sectional non-experimental design was used, since the measurements of the variables were made at a single time. The study population corresponded to a total of430 employees of the Daniel Alcides Carrión National University, which is why a simple random sampling was applied, with a confidence level of 95 % and a margin of error of 5 %, which allowed to determine a sample of 157 employees. For data collection, the survey technique was applied, therefore, three questionnaires were designed as instruments, one for each variable, with a Likert-type response scale. In the case of the Organizational Climate variable, this was based on three dimensions, namely: a) Recognition, b) Teamwork and c) Innovation, which helped to configure a total of 15 items to be evaluated. For the Job Satisfaction variable, it was based on three dimensions, which were: a) Job satisfaction, b) Satisfaction with remuneration and c) Satisfaction with the physical environment, constituting in turn 15 items to be evaluated, while for the Burnout variable, three dimensions were considered: a) Personal exhaustion, b) Depersonalization and c) Demotivation, for a total of 15 items to be evaluated. The questionnaires were subjected to a validity process according to the opinion of experts, who considered that they were suitable in their construction for application, in addition a pilot test was applied with a sample of 85participants, who were not part of the one included in the study, which allowed to determine that these instruments had an internal consistency of Cronbachs Alpha of0.97, 0.95 and 0.89 for the organizational climate, job satisfaction and burnout variables respectively. The data were systematized in an Excel spreadsheet to perform the descriptive statistical analysis, using measures of central tendency to check the frequency and behavior of the variables. Then, the SPSS version 22 program was used to perform inferential statistical calculations. the distribution of the normality of the data was statistically verified using the Kolmogorov-Smirnov test, since the number of the sample was greater than fifty. For the determination of the correlation between the variables, the Spearman rank correlation coefficient was used, because the sample presented a non-normal distribution. The significance of the correlation was established by a level of p<0.05 for hypothesis testing. Results: The results showed that between the Organizational climate variable and the Recognition dimension there is an average level of satisfaction (61.14 %), 35.67 % showed a high level of satisfaction and 3.19 % a very high level of satisfaction. Between the Organizational climate and the Teamwork dimension, a result of 2.23 was obtained, which indicates a perception that there is good teamwork. Regarding the Organizational climate and Innovation, it was found that 52.23 % of employees almost alwaysfeel stimulated to innovate, 33.12 % always feel motivated to innovate and 14.6 5 % sometimes feel that motivation. With respect to the variable Job Satisfaction and the dimension satisfaction with work, it was obtained that 60.5 % feel indifferent with respect to job satisfaction and 39.5 % are satisfied. For the Satisfaction with Remuneration dimension, 36.4 % of employees feel indifferent about their remuneration, 39.8 % feel satisfied and 13.1 % feel very satisfied with their remuneration. Regarding the dimension Satisfaction with the physical environment, 38.8 % declared themselves indifferent with respect to this dimension, 23.2 %o feel satisfied and 0.8 % of the samplefeel very satisfied with the physical environment. With respect to the Burnout variable and the Personal exhaustion dimension, 47.13 % of the employees presented a high level of personal burnout, 33.12 % revealed to have an average level of burnout and 19.75% showed a very high level of burnout. As for the aspect of Depersonalization, the results showed that the majority represented by 85.35% has a very high level of depersonalization, only 0.64 % presented a high level of depersonalization and 14.01 % presented an average level of depersonalization. As for the Demotivation dimension, it was obtained that 30.57 % of employees showed an average level of demotivation, while 69.43 % of workers showed a high level. Finally, the results revealed a positive and significant correlation (Spearman's Rho = 0.299) between organizational climate and job satisfaction. Likewise, a weak negative correlation (-0.153) was observed between organizational climate and burnout. In relation to the organizational climate and burnout variables, a weak negative correlation was observed with a coefficient of-0.153. While for the variables job satisfaction and burnout, a correlation coefficient of-0.024 was observed very close to zero. Conclusion: There is a positive and significant correlation between organizational climate and job satisfaction, and a negative and significant correlation between organizational climate and burnout, suggesting that a better organizational climate is associated with higher satisfaction and lower burnout in workers. This relationship highlights the importance of promoting a positive and conducive work environment to improve the job satisfaction of administrative staff. The need to focus on recognition as an essential component to promote greater job satisfaction is highlighted, it is also observed that teamwork and innovation are key aspects that contribute to the favorable organizational climate at the university. These conclusions emphasize the importance of implementing policies and practices that promote recognition, teamwork and the promotion of innovation as strategies to improve job satisfaction and prevent burnout in administrative staff. It is also highlighted that at higher levels of organizational climate, lower levels of administrative staff are observed, which is why it is important to create a healthy work environment and support the emotional well-being of employees to prevent job burnout. Ultimately, the relationship between organizational climate, job satisfaction and burnout are a multidimensional dynamic that requires a holistic approach. By continuing to research and apply effective approaches to improving the work climate, organizations can cultivate an environment where employees feel valued, motivated, and able to contribute meaningfully. Doingso will not only benefit the workers and the organization, but also set a higher standardfor well-being in the overall work environment.

Resumen El propósito de este artículo es llevar a cabo una revisión de literatura relativa al impacto del CO (Clima Organizacional) sobre la RL (Rotación Laboral). La metodología para esta investigación es la revisión sistemática de literatura. La estrategia de búsqueda se realizó mediante la declaración PRISMA 2020, con una ventana de observación de los últimos 10 años (2013 -2023), utilizando las bases de datos Scopus, Science Direct, Emerald y EBSCO. Un ambiente laboral saludable y productivo se fomenta con un CO positivo, el cual es el resultado del constante esfuerzo de la empresa por crear un entorno de trabajo agradable y saludable; esto parte de alinear el CO a la filosofía empresarial con acciones que promuevan identidad y el trabajo en equipo. Con el fin de alcanzar la competitividad, las organizaciones deben enfocarse en mejorar el CO y disminuir la RL, haciendo un diagnóstico de necesidades organizacionales y poder tomar las decisiones acertadas. JEL: J62; J63; M12; P36.

Abstract The purpose of this article is to conduct a literature review on the impact of OC (Organizational Climate) on LR (Labor Turnover). The methodology for this research is the systematic literature review. The search strategy was conducted using the PRISMA 2020 statement, with an observation window of the last 10 years (2013 -2023), using Scopus, Science Direct, Emerald and EBSCO databases. A healthy and productive work environment is fostered by a positive CO, which is the result of the company's constant effort to create a pleasant and healthy work environment; this starts from aligning the CO to the corporate philosophy with actions that promote identity and teamwork. In order to achieve competitiveness, organizations should focus on improving CO and reducing RL, making a diagnosis of organizational needs and being able to make the right decisions. JEL: J62; J63; M12; P36.

Resumo O objetivo deste artigo é realizar uma revisão da literatura sobre o impacto do CO (clima organizacional) na LR (rotatividade de funcionários). A metodologia para esta pesquisa é a revisão sistemática da literatura. A estratégia de busca foi conduzida usando a declaração PRISMA 2020, com uma janela de observação dos últimos 10 anos (2013 -2023), usando os bancos de dados Scopus, Science Direct, Emerald e EBSCO. Um ambiente de trabalho saudável e produtivo é promovido por um CO positivo, que é o resultado do esforço constante da empresa para criar um ambiente de trabalho agradável e saudável; isso começa com o alinhamento do CO à filosofia corporativa com ações que promovem a identidade e o trabalho em equipe. Para alcançar a competitividade, as organizações devem se concentrar em melhorar o CO e reduzir a RL, fazendo um diagnóstico das necessidades organizacionais e sendo capazes de tomar as decisões certas. JEL: J62; J63; M12; P36.

Abstract In the following study, the variables climate and organizational commitment are analyzed and how they affect labor control, psychological demands and labor social support in municipal officials. A descriptive, correlational-causal, and non-experimental cross-sectional study was carried out, collecting data through a survey of 132 public officials. Structural equations were used for data analysis. The study was subdivided into two cases, the first is divided by gender (female/male) and the second by type of training (professional/non-professional) in order to analyze if there are differences and in which case the proposed hypotheses are supported. According to the results obtained, the organizational climate positively affects labor control and labor social support, while psychological demand negatively affects it. The findings help to improve human resources management in public institutions and ensure a healthy and balanced work environment, in order to promote the quality of work life of employees.

Resumen En este estudio se analizan las variables clima y compromiso organizacional y cómo afectan al control laboral las demandas psicológicas y el apoyo social laboral en funcionarios de una municipalidad. Se realizó un estudio descriptivo, correlacional-causal, y no experimental de tipo transversal, recolectando datos mediante una encuesta a 132 funcionarios públicos. Para el análisis de los datos se utilizaron ecuaciones estructurales. El estudio se subdividió en dos casos: el primero está dividido por género (femenino/masculino) y el segundo por tipo de formación (profesional/no profesional), con el fin de analizar si existen diferencias y en qué caso se sustentan las hipótesis propuestas. De acuerdo con los resultados obtenidos, el clima organizacional afecta positivamente al control laboral y al apoyo social laboral; en cambio, a la demanda psicológica la afecta negativamente. Los hallazgos ayudan a mejorar la gestión de recursos humanos en instituciones públicas y asegurar un entorno laboral saludable y equilibrado, con el fin de fomentar la calidad de vida laboral de los colaboradores.

RESUMEN En el presente artículo se pretende determinar el clima organizacional de una empresa cartonera en la ciudad de Cuenca, a través del método de indagación apreciativa en el año 2024. Para ello se ha propuesto un estudio exploratorio-descriptivo con enfoque mixto. Los instrumentos empleados corresponden a la guía de grupo focal y el Cuestionario de Clima Organizacional de Litwin y Stringer con 9 dimensiones y 53 ítems valorados a través de escala de Likert, además del método de indagación apreciativa desarrollado por medio de talleres y diálogo apreciativo. Se realizó un pre test y post test con dicho instrumento. La muestra se conforma por 285 colaboradores de la empresa, del área operativa con quienes se desarrollan los dos grupos focales con 8 y 10 participantes. La información cuantitativa se procesó en SPSS V25. Los resultados demuestran que existe una mejora en la percepción del clima organizacional en los trabajadores de la empresa luego de aplicada la metodología apreciativa siendo confirmado a través de la prueba de Wilcoxon con un valor de .000 que indica la diferencia entre el pre test y el post test, siendo la segundo valoración la que evidencia un incremento favorable en las dimensiones: Estructura, Responsabilidad, Recompensa, Riesgo, Calor, Estándares de desempeño, Apoyo, Conflicto e Identidad.

ABSTRACT The objective of the research is to determine the organizational climate of a cardboard company in the city of Cuenca, through the appreciative inquiry method in the year 2024. For this purpose, an exploratory-descriptive study with a mixed approach has been proposed. The instruments used correspond to the focus group guide and the Litwin and Stringer Organizational Climate Questionnaire with 9 dimensions and 53 items valued through a Likert scale, in addition to the appreciative inquiry method developed through workshops and appreciative dialogue. A pre-test and post-test were carried out with said instrument. The sample is made up of 285 company employees, from the operational area, with whom the two focus groups with 8 and 10 participants were developed. The quantitative information was processed in SPSS V25. The results show that there is an improvement in the perception of the organizational climate in the company's workers after applying the appreciative methodology, being confirmed through the Wilcoxon test with a value of .000 that indicates the difference between the pre-test and the post-test, the second assessment being the one that shows a favorable increase in the dimensions: Structure, Responsibility, Reward, Risk, Warmth, Performance Standards, Support, Conflict and Identity.

Resumo A cultura de segurança do paciente é o conjunto de crenças, valores, costumes, percepções, normas, habilidades e práticas presentes no clima organizacional dos profissionais de saúde, especificamente na área de Enfermagem, que se reflete em reagentes proativos ou de segurança clínica. O exposto gera a necessidade de promover o desenvolvimento de habilidades nos estudantes de Enfermagem que lhes permitam garantir a segurança do paciente durante os cuidados prestados por este serviço de assistência médica. O estudo teve como objetivo propor um sistema de procedimentos visando o treinamento da competência em segurança do paciente durante a prática da assistência de enfermagem nos estudantes desta carreira. Realizou-se uma pesquisa quantitativa pré-experimental transversal em uma amostra de 50 estudantes de Enfermagem selecionados pela técnica de amostragem aleatória simples, assumindo 30,0% do volume da população, que realizam atendimentos de enfermagem. Foi possível verificar melhorias no desempenho dos estudantes de Enfermagem com o objetivo de melhorar a qualidade dos serviços de segurança do paciente durante as práticas de enfermagem.

Abstract The patient safety culture is the set of beliefs, values, customs, perceptions, norms, competencies and practices present in the organizational climate of health professionals, specifically those in the field of nursing, which is reflected in the proactive or reactive actions of clinical safety. This generates the need to enhance the development of competencies in nursing students that allow them to ensure patient safety during the care provided by this health care service. The objective of the study was to propose a system of procedures aimed at the development of patient safety competencies during the practice of nursing care in students of this career. A quantitative pre-experimental cross-sectional research was carried out on a sample of 50 nursing students selected by simple random sampling technique assuming 30.0% of the population volume, who perform nursing care services.

Resumen La cultura de seguridad al paciente es el conjunto de creencias, valores, costumbres, percepciones, normas, competencias y prácticas presentes en el clima organizacional de los profesionales de la salud, en específico de los del campo de la Enfermería, lo cual se refleja en las acciones proactivas o reactivas de seguridad clínica. Lo anterior genera la necesidad de potenciar el desarrollo de competencias en los estudiantes de la carrera de Enfermería que le permitan garantizar la seguridad del paciente durante el cuidado que lleva a cabo este servicio de atención médica. El estudio tuvo como objetivo proponer un sistema de procedimientos dirigidos a la formación de la competencia seguridad del paciente durante la práctica del cuidado de enfermería en estudiantes de esta carrera. Se realizó una investigación cuantitativa pre-experimental de corte transversal en una muestra de 50 estudiantes de Enfermería seleccionada mediante la técnica de muestreo aleatorio simple asumiendo el 30,0% del volumen de la población, los cuales realizan los servicios de cuidados de enfermería.

Resumo: A qualidade e a segurança em saúde têm gradualmente se consolidado como temas centrais nas agendas de diversas organizações de saúde, embora ainda sejam conceitos em estágio inicial dentro da área. O objetivo deste estudo foi descrever os conceitos e a aplicação da cultura de qualidade e segurança do paciente na atualidade, em diferentes contextos organizacionais de saúde. A pesquisa adotou uma metodologia qualitativa com abordagem fenomenológica, por meio de uma revisão narrativa de artigos científicos das bases de dados Scielo, Scopus e Web of Science (WOS), realizada entre abril e junho de 2023. Foram selecionados 12 artigos que atenderam aos critérios de publicação em espanhol ou inglês e cuja data de publicação não ultrapassasse seis anos. Os resultados destacam a importância de avaliar a percepção da cultura de qualidade utilizando instrumentos validados, revelando resultados predominantemente neutros e evidenciando o estágio inicial do desenvolvimento da cultura de segurança do paciente. Em conclusão, o estudo identificou cinco categorias relevantes, ressaltando que um bom clima e uma cultura organizacional positiva são fatores essenciais para a implementação de uma cultura de segurança, pois não há qualidade no cuidado sem garantir a segurança.

Abstract: Quality and safety in health is a concept that has gradually been installed on the agendas of different health organizations; however, it is still an incipient concept within the area. The objective of this research was to describe the concepts and application of the culture of quality and patient safety today in different health organizations. For this purpose, a qualitative methodology was carried out, with a phenomenological approach through the narrative review of scientific articles from the Scielo, Scopus and WOS databases, during the months of April to June 2023. 12 articles that met the criteria were obtained. with the requirements of not being older than 6 years and in Spanish and English. The results show the relevance of determining the perception of quality culture with a validated instrument, obtaining neutral results, showing the incipient development of the patient safety culture. In conclusion, the lifting of five categories and the relevance of a good organizational climate and culture are determining factors to be able to implement a safety culture, since there is no quality of care without safety.

Resumen: La Calidad y seguridad en salud, es un concepto que de a poco se ha instalado en las agendas de las distintas organizaciones sanitarias, sin embargo, es aún un concepto incipiente dentro del área. El objetivo de esta investigación fue describir los conceptos y aplicación de la cultura de calidad y seguridad del paciente en la actualidad en distintas organizaciones de salud. Para ello se llevó a cabo una metodología cualitativa, con un enfoque fenomenológico a través de la revisión narrativa de artículos científicos de las bases de datos Scielo, Scopus y WOS, durante los meses de abril a junio de 2023. Se obtuvieron 12 artículos que cumplían con los requisitos de no ser mayores a 6 años de antigüedad y en idioma español e inglés. Los resultados muestran la relevancia de determinar la percepción de la cultura de la calidad con un instrumento validado, obteniendo resultados neutrales, mostrando el desarrollo incipiente de la cultura de la seguridad del paciente. Como conclusión toma relevancia el levantamiento de cinco categorías y la relevancia de un buen clima y cultura organizacional, son factores determinantes para poder implementar cultura de la seguridad, ya que no existe calidad de la atención, sin seguridad.

Abstract The organizational climate is related to the degree of motivation of its employees. This perception is essentially felt, it is neither seen nor touched, but it is real. This study aims to identify difficulties and potentialities related to the organizational climate of the nursing staff at a public hospital in the Federal District. Methodologically, a descriptive and exploratory study was carried out characterized by a qualitative approach. The thematic content analysis led to three interpretative dimensions: environment and working conditions; communication, interpersonal relationship and work flows; motivation to improve the work environment. The results indicate a deficit of human resources, scarcity of material resources, supplies, precarious physical structure, in addition to interpersonal relationship problems, such as the (de)valuation of professional nurses and nursing. The challenges posed to managers go beyond the technical and structural dimension, the technological complexity of equipment without maintenance, as it unfolds through the human dimension, feelings and unmet needs (of appreciation) of nursing, which needs to be cared for, valued, heard and seen in their care process.

Resumo O ambiente organizacional está relacionado com o grau de motivação de seus colaboradores. Essa percepção é essencialmente sentida, não se vê e nem se toca, mas tem uma existência real. Este estudo objetiva identificar as dificuldades e potencialidades relacionadas ao clima organizacional dos servidores de enfermagem de um hospital público do Distrito Federal. Metodologicamente foi realizado um estudo descritivo e exploratório caracterizado por uma abordagem qualitativa. A análise de conteúdo temática conduziu a três dimensões interpretativas: ambiente e condições de trabalho; comunicação, relacionamento interpessoal e fluxos de trabalho; e motivação para a melhoria do ambiente de trabalho. Os resultados apontam para um déficit de recursos humanos, escassez de recursos materiais, insumos, estrutura física precária, além de problemas de relacionamento interpessoal, como a (des)valorização do profissional enfermeiro e da enfermagem. Os desafios postos para os gestores estão para além da dimensão técnica e estrutural, da complexidade tecnológica dos equipamentos sem manutenção, desdobra-se pela dimensão humana, pelos sentimentos e pelas necessidades não atendidas (de valorização) da enfermagem, que precisa ser cuidada, valorizada, ouvida e vista no seu processo de cuidar.

Resumen Introducción: la gestión eficiente del cambio y el bienestar de los empleados se han convertido en factores determinantes para el éxito organizacional. Este estudio se centró en analizar el papel mediador del clima organizacional en la relación entre la disposición al cambio y el bienestar eudaimónico de los colaboradores. Método: se contó con una muestra de 510 participantes de tres países (Colombia: n = 158, 31 %; España: n = 201, 39.4 %; Ecuador: n = 151, 29.6 %), con una edad media de 36.47 años (DE = 12.61), quienes respondieron el Test de Clima Organizacional (Focus-93), un Test de Disposición al Cambio Organizacional (CEDCO ) y un Índice de Bienestar Eudaimónico (EWB). Resultados: los análisis multivariados y de regresión con ecuaciones estructurales indicaron una capacidad predictiva limitada del cambio organizacional en el bienestar, y la influencia positiva de aquel en el clima organizacional, además de una relación moderada entre el bienestar y el clima organizacional. No obstante, la relación entre el cambio organizacional y el clima subraya la importancia de la gestión efectiva del cambio para incidir en el bienestar de los empleados. Conclusiones: estos hallazgos enfatizan la necesidad de diseñar estrategias que fomenten el bienestar de los empleados a través de la gestión del cambio y la promoción del clima organizacional positivo en entornos organizacionales específicos.

Abstract Introduction: Efficient change management and employee well-being have become determining factors for organizational success. This study focused on analyzing the mediating role of organizational climate in the relationship between willingness to change and eudaimonic well-being of employees. Method: There was a sample of 510 participants from three countries (Colombia: n = 158, 31%; Spain: n = 201, 39.4%; Ecuador: n = 151, 29.6%), with an average age of 36.47 years (SD = 12.61), who responded to the Organizational Climate Test (Focus-93), a Test of Readiness for Organizational Change (Cedco ) and an Index of Eudaimonic Well-being (EWB). Results: The multivariate and regression analyzes with structural equations indicated a limited predictive capacity of organizational change in well-being and the positive influence on the organizational climate, in addition to a moderate evaluation between well-being and organizational climate. However, the evaluation between organizational change and climate highlights the importance of effective change management to influence employee well-being. Conclusions: These findings emphasize the need to design strategies that foster employee well-being through change management and the promotion of a positive organizational climate in specific organizational settings.

RESUMEN Introducción: La intersectorialidad aún muestra potencial para el perfeccionamiento de su conceptualización en el contexto gerencial y tecnológico, para alcanzar mejoras en los programas de salud. Objetivo: Diseñar y evaluar una estrategia de perfeccionamiento intersectorial tecnológica gerencial para mejorar el programa de medicina familiar. Métodos: Se realizó un estudio cuasiexperimental de intervención de tipo antes y después, a través de una estrategia perfeccionamiento intersectorial. Del universo de 771 usuarios de la salud se escogió una muestra de 389 por muestreo estratificado proporcional; quedó constituida por 330 de la salud, 38 actores de la comunidad y 21 de otros sectores. Fue realizado en 4 etapas: diagnóstico, diseño y validación, implementación y evaluación. Se estudiaron las variables: nivel de conocimientos, clima organizacional y acciones intersectoriales. Se emplearon frecuencias absolutas y porcentajes para el análisis de los datos cualitativos y la prueba de McNemar para los resultados de la intervención. Resultados: Resultó pertinente la aplicación de la estrategia en la práctica social por los resultados de la efectividad esperada (9,5). Mejoró el nivel de conocimientos de los profesionales (92,5 %), el clima organizacional en las 3 dimensiones (8,1, 8,2 y 9,3). El 90 % (9) de las acciones intersectoriales resultaron satisfactorias con una asociación significativa entre la intervención y los resultados (p= 0,001). Conclusiones: La estrategia diseñada optimiza la intersectorialidad tecnológica gerencial y mejora el programa de medicina familiar en el nivel de conocimiento de los profesionales, el clima organizacional y las acciones intersectoriales.

ABSTRACT Introduction: Intersectorality still shows potential for perfecting its conceptualization in the managerial and technological context to achieve improvements in programs. Objective: Design and evaluate a strategy for intersectoral technological management improvement, to improve the family medicine program. Methods: A quasi-experimental before and after intervention study was carried out, through an intersectoral improvement strategy. From the universe of 771 health users, a sample of 389 was chosen by proportional stratified sampling; It was made up of 330 from health, 38 community actors and 21 from other sectors. It was carried out in 4 stages: diagnosis, design and validation, implementation and evaluation. The variables were studied: level of knowledge, organizational climate and intersectoral actions. Absolute frequencies and percentages were used for the analysis of qualitative data and the McNemar test for the results of the intervention. Results: The application of the strategy in social practice was pertinent due to the results of the expected effectiveness (9.5). The level of knowledge of professionals improved (92.5%), the organizational climate in the 3 dimensions (8.1, 8.2 and 9.3). 90% (9) of the intersectoral actions were satisfactory with a significant association between the intervention and the results (p= 0.001). Conclusions: The designed strategy optimizes managerial technological intersectorality, and improves the family medicine program in the level of knowledge of professionals, the organizational climate and intersectoral actions.

RESUMEN El objetivo de este estudio fue determinar la relación que existe entre el estilo de liderazgo directivo y el clima organizacional de las escuelas de educación de una universidad pública de Perú. El estudio es de enfoque cuantitativo, no experimental, de nivel correlacional. La muestra estuvo conformada por 138docentes de las escuelas de educación inicial, primaria y secundaria de una universidad pública de Perú. Se utilizó la encuesta y el instrumento empleado para la recolección de datos fue el cuestionario tipo Likert de 40 ítems para evaluar las dos variables, este fue validado por juicio de expertos y se comprobó su fiabilidad mediante el coeficiente Alfa de Cronbach. Los resultados señalan que los participantes percibieron un nivel alto en el estilo de liderazgo directivo con el 50.72% (70) y un nivel bueno con el 65.22% (90) en el clima organizacional. Mientras que en las dimensiones del estilo de liderazgo directivo en su mayoría alcanzó el nivel medio, mientras que en las dimensiones del clima organizacional se encontró en su mayoría un nivel bueno. Se concluye que existe una relación directa y moderada entre el estilo de liderazgo directivo y el clima organizacional en las escuelas de educación de una universidad pública en Perú. Esta conexión se evidenció con un p-valor = 0.000 < 0.05 y un coeficiente Rho = 0.521, lo que permitió confirmar la hipótesis planteada, por tanto, al aumentar el nivel del estilo de liderazgo directivo mejorará el clima organizacional en dicha institución.

ABSTRACT The objective of this study was to determine the relationship that exists between the directive leadership style and the organizational climate of the schools of education of a public university in Peru. The study has a quantitative, non-experimental, correlational approach. The sample was made up of 138 teachers from the initial, primary and secondary schools of a public university in Peru. The survey was used and the instrument used for data collection was the 40-item Likert-type questionnaire to evaluate the two variables. This was validated by expert judgment and its reliability was verified using Cronbach's Alpha coefficient. The results indicate that the participants perceived a high level in the directive leadership style with 50.72% (70) and a good level with 65.22% (90) in the organizational climate. While in the dimensions of the directive leadership style it mostly reached the average level, while in the dimensions of the organizational climate a good level was found for the most part. It is concluded that there is a direct and moderate relationship between the directive leadership style and the organizational climate in the schools of education of a public university in Peru. This connection was evidenced with a p-value = 0.000 < 0.05 and a Rho coefficient = 0.521, which allowed us to confirm the proposed hypothesis; therefore, increasing the level of the directive leadership style will improve the organizational climate in said institution.

Abstract: The importance of administrative simplification as an essential strategy to optimize bureaucratic processes is highlighted. This review article focuses on analyzing administrative simplification in local governments through a literature review selecting 19 articles published between 2018 and 2022 in databases such as Scielo, Scopus, Latindex and Google Scholar, meeting specific inclusion criteria. The contextual analysis considered articles developed in municipal contexts, selecting a total of 19 articles that met the inclusion requirements. The review of the literature on administrative simplification in local governments highlights the importance of effective leadership, modernization of tools and attention to citizen needs to achieve an efficient administration. Despite simplification efforts, deficiencies persist, especially in remote areas, generating dissatisfaction. Efficient management of human resources and planning for citizen participation are key.

Resumen: Se destaca la importancia de la simplificación administrativa como estrategia esencial para optimizar los procesos burocráticos. Este artículo de revisión se enfoca en analizar la simplificación administrativa en gobiernos locales a través de una revisión bibliográfica que selecciona 19 artículos publicados entre 2018 y 2022 en bases de datos como Scielo, Scopus, Latindex y Google Scholar, cumpliendo con criterios de inclusión específicos. El análisis contextual consideró los artículos desarrollados en contextos municipales, seleccionando un total de 19 artículos que cumplían con los requisitos de inclusión. La revisión de la literatura sobre simplificación administrativa en gobiernos locales destaca la importancia de liderazgos efectivos, modernización de herramientas y atención a las necesidades ciudadanas para lograr una administración eficiente. A pesar de esfuerzos en la simplificación, persisten deficiencias, especialmente en áreas remotas, generando insatisfacción. La gestión eficiente de recursos humanos y la planificación de la participación ciudadana son clave.

ABSTRACT To determine the correlation between the perception of organizational climate and the safety culture in the surgery department of the José Casimiro Ulloa Emergency Hospital (HEJCU), a descriptive and correlational study was conducted with 100 healthcare professionals, using the ECO-S and MOSPS questionnaires, respectively. The correlation was analyzed using Spearman's correlation coefficient, with p<0.05 considered statistically significant. Of the total, 57% were men and 43% women; 62% were physicians and 38% nurses. The organizational climate was adequate (43%), at risk (40%), and inadequate (17%); the safety culture was high (14%), medium (82%), and low (4%). A significant positive correlation was found between safety culture and organizational climate (rho=0.501), organizational behavior (rho=0.477), organizational structure (rho=0.494), and management style (rho=0.474) (p<0.001). In conclusion, there is a positive correlation between organizational climate and safety culture in the surgery department of HEJCU.

RESUMEN Para determinar la correlación entre la percepción del clima organizacional y la cultura de seguridad en el servicio de cirugía del Hospital de Emergencias José Casimiro Ulloa (HEJCU), se realizó un estudio descriptivo y correlacional con 100 profesionales de salud, utilizando los cuestionarios ECO-S y MOSPS, respectivamente. La correlación se analizó con el coeficiente de correlación de Spearman, siendo p<0,05 estadísticamente significativo. Del total, 57% fueron hombres y 43% mujeres; 62% médicos y 38% enfermeros. El clima organizacional fue adecuado (43%), en riesgo (40%) e inadecuado (17%); la cultura de seguridad fue alta (14%), media (82%) y baja (4%). Se encontró una correlación positiva significativa entre la cultura de seguridad y el clima organizacional (rho=0,501), comportamiento organizacional (rho=0,477), estructura organizacional (rho=0,494) y estilo de dirección (rho=0,474) (p<0,001). En conclusión, existe una correlación positiva entre el clima organizacional y la cultura de seguridad en el servicio de cirugía del HEJCU.