摘要：El presente estudio propone un cuestionario simplificado en términos de factores e ítems para medir las percepciones de clima organizacional en instituciones proveedoras de servicios de salud. Se aplica un cuestionario a una muestra de 1018 profesionales hospitalarios de la región del Maule (Chile) y del Guayas (Ecuador). Se realiza un análisis factorial exploratorio para formular un sistema de factores y variables, confirmados mediante modelamiento estructural y ratificados por índices de bondad de ajuste. Como resultado, se sintetiza el cuestionario original conformando un constructo con 14 reactivos agrupados en dos factores. El primer factor, “gestión interna y estabilidad laboral”, reúne 8 ítems correlacionados y se comporta como factor causal. El segundo factor, “tensión organizacional y desarrollo”, se estructura sobre la base de 6 variables y asume el rol de factor efecto. Se concluye que los estimadores de varianza y covarianzas confirman que el factor “gestión interna y estabilidad laboral” incide en forma inversa sobre el factor “tensión organizacional y desarrollo”.
其他摘要：The present study proposes a simplified questionnaire in terms of factors and items to measure organizational climate perceptions in health care institutions. A questionnaire is applied to a sample of 1018 health care professionals from the Maule region (Chile) and from Guayas (Ecuador). An exploratory factor analysis is conducted to formulate a system of factors and variables for the construct, which are confirmed by structural modeling and ratified by goodness of fit indices. As a result, the initial questionnaire is condensed into a construct containing 14 items grouped into two factors. The first factor, “internal management and job stability,” contains 8 correlated items and behaves as a causal factor. The second factor, “organizational tension and development,” is structured on the basis of 6 variables and behaves as an effect factor. It is concluded that variance and covariance factors confirm that the “internal management and job stability” factor inversely influences the “organizational tension and development” factor.
