Antecedentes. El clima organizacional (CO) es un constructo fundamental en entornos laborales y organizacionales, ya que permite la exploración de comportamientos individuales y grupales dentro de las organizaciones. El objetivo del presente estudio fue desarrollar una nueva escala llamada Escala de Clima Organizacional del Ambiente Laboral Subjetivo (ECALS) en el contexto chileno. Método. La muestra estuvo formada por 1.442 trabajadores con una media de edad de 30,48 años (DT: 11,13). Un total de 55% fueron trabajadores públicos, un 34,5% fueron trabajadores de organizaciones privadas con fines de lucro y un 10,5% pertenecían a organizaciones privadas sin fines de lucro. Se llevaron a cabo diferentes análisis factoriales exploratorios y el mejor modelo exploratorio se comprobó en un análisis factorial confirmatorio. Además, se analizó si existían diferencias en las dimensiones del ECALS entre los trabajadores pertenecientes a las diferentes organizaciones. Resultados. La escala estuvo formada por 38 ítems con adecuadas propiedades psicométricas y una estructura bifactor, con un factor general (CO) y cinco dimensiones específicas (Confianza organizacional, Tensión laboral, Apoyo social, Retribución, y Satisfacción laboral). Conclusiones. Estos resultados indican que la nueva escala tiene adecuadas propiedades psicométricas, permitiendo evaluar de manera fiable y válida el clima organizacional en el contexto chileno. Background. Organizational climate is a fundamental construct in work and organizational settings, as it provides an appropriate context for studying organizational behavior, allowing the exploration of individual and group behaviors. The aim of this study was to develop a new scale called the Organizational Climate Scale of the Subjective Work Environment (Escala de Clima Organizacional del Ambiente Laboral Subjetivo; ECALS) in a Chilean context. Method. The sample consisted of 1,442 workers with a mean age of 30.48 years old (SD: 11.13). A total of 55% were public employers, 34.5% were employers of for-profit organizations and, 10.5% worked for non-profit organizations. Various exploratory factor analyses were carried out and the best exploratory model was checked in confirmatory factor analysis. In addition, it was analyzed whether there were differences in the dimensions of the ECALS among workers belonging to the different organizations. Results. The scale was made up of 38 items with adequate psychometric properties and a bifactorial structure, with a general factor (organizational climate) and five specific dimensions (Work confidence, Work stress, Social support, Compensation and Job satisfaction). Conclusions. These results indicate that the new scale has adequate psychometric properties, allowing reliable, valid assessment of organizational climates in the Chilean context.
Grit is a non-cognitive variable that helps predict important variables in people’s lives, such as academic, sport, and work performance, physical and mental health, and subjective well-being. However, there are few instruments measuring grit in the Chilean context. The aim of this study is to contribute new evidence of validity of the Oviedo Grit Scale (Escala Grit de Oviedo; EGO) through its adaptation to a Chilean sample. A sample of 359 Chilean participants was used (Myears= 41.28; SDyears= 11.09; 69.4% women), from the 16 regions that make up the Chilean territory. The unidimensionality of the EGO was confirmed in the Chilean context, also showing scalar invariance in terms of sex. The reliability of the scores on the EGO was excellent (α = .92; ω = .92), showing high correlations with grit, measured through the Grit-S scale (r = .577), self-control (r = .500), self-efficacy (r = .809), and productiveness (r = .679). In addition, the EGO showed statistically significant differences in terms of age. It is concluded that it is a reliable, valid, and brief scale to evaluate grit, and thus this construct can be studied in relation to important variables that affect people’s lives.
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