Keywords
organizational climate
government
How to Cite
Abstract
In this article, the relationship between social skills and the organizational climate of the collaborators of the Regional Management of Social Development of the Regional Government of Callao, in Peru, was analyzed, based on the conceptions of Goleman and Palma as the highest representatives of each construct used. The research developed by 73 collaborators in the area of the social development of the aforementioned institution, was of a basic type, nonexperimental design, and correlational scope. Validating by experts and subsequently applying two questionnaires. In the case of Goleman's social skills, and adaptation to the general model was made, while in the case of the organizational climate, the original scheme was followed, obtaining the reliability of 0,973 and 0,949. Finally, it was concluded that both variables presented mostly an inadequate level (59% and 64%), and the existence of a direct and very intense linear relationship of 0,979 between the variables in question.
Keywords: Social skills, organizational climate, government.
References
[2] R. Angrehs, P. Crespi y C. Muñoz, Habilidades Sociales, España: Paraninfo, 2011.
[3] M. Martin, «Clima de trabajo y eficiencia de centros docentes: Relaciones causales,» España, 1999.
[4] S. Palma Carrillo, «Escala de clima laboral,» 2004.
[5] H. Rojas, Habilidades Sociales, Perú: Lunajras, 2010.
[6] D. Goleman y C. Chernis, Inteligencia emocional. Cómo seleccionar y mejorar la inteligencia emocional en individuos, grupos y organizaciones, Barcelona: Kairos, 2005.
[7] I. Chiavenato, Comportamiento organizacional, la dinámica del éxito en las organizaciones, México: Mc Graw Hill, 2009.
[8] C. Kwan, «Helping People with Disabilities in the Workplace: Mezzo-Level Interventions Targeting Corporate Culture,» Social work, 2021.
[9] J. Li, T. Sekiguchi y J. Qui, «When and why skill variety influences employee job crafting: Regulatory focus and social exchange perspectives,» 2020.
[10] X. Hou, Q. Yuan, K. Hu, R. Huang y Y. Liu, «Employees' Emotional Intelligence and Innovative Behavior in China: Organizational Political Climate as Moderator,» Comportamiento Social y Personalidad, 2020.
[11] A. Saramolee, Y. Hareebin, S. Boonkaew, S. Aujirapongpan y J. Jutidharabongse, «Professional Skills Development Affecting Organizational Learning and Corporate Performance: An Empirical Study in Thailand,» TEM Journal, 2022.
[12] H. Pradoto, S. Haryono y S. Wahyuningsih, «The role of job stress, organizational climate, and improving employee performance in the implementation of work from home,» Work, 2022.
[13] A. Bhartia y V. Vijayalakshmi, «Does Emotional Social Competence Foster Team Climate?,» Psychological Studies, 2019.
[14] C. Méndes, «Clima Organizacional en Colombia: EL IMCOC un método de análisis para su intervención.,» Universidad del Rosario, Colombia, 2006.
[15] P. Titisari, A. Susanto y I. Swastika, «Organisational and individual linkages on employee performance: A case study on state-owned enterprises in Indonesia,» International Journal of Innovation, Creativity and Change, 2020.
[16] C. Wang, T. Yuan y J. Feng, «Instrumental ties or expressive ties? The impact mechanism of supervisor-subordinate ties based on enterprise social media on employee performance,» Journal of Enterprise Information Management, 2021.
[17] L. Huang, M. Gao y P. Hsu, «Effects of organizational justice on organizational climate and organizational performance in ecology industry,» Ekoloji, 2019.
[18] A. Wihler, G. Blickle, P. Ellen, W. Hochwarter y G. Ferris, «Personal Initiative and Job Performance Evaluations: Role of Political Skill in Opportunity Recognition and Capitalization,» Journal of Management, 2017.
This work is licensed under a Creative Commons Attribution 4.0 International License.