<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1578-908X</journal-id>
<journal-title><![CDATA[Acción Psicológica]]></journal-title>
<abbrev-journal-title><![CDATA[Acción psicol.]]></abbrev-journal-title>
<issn>1578-908X</issn>
<publisher>
<publisher-name><![CDATA[Universidad Nacional de Educación a Distancia (UNED)]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1578-908X2017000200015</article-id>
<article-id pub-id-type="doi">10.5944/ap.14.1.17046</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Estudio de relaciones entre cultura, clima y fuerza de clima laboral en Ecuador]]></article-title>
<article-title xml:lang="en"><![CDATA[Study of the relationship between culture, climate and labour force in Ecuador]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Ramos]]></surname>
<given-names><![CDATA[Valentina]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Tejera]]></surname>
<given-names><![CDATA[Eduardo]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Escuela Politécnica Nacional  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Ecuador</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad de las Américas  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Ecuador</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2017</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2017</year>
</pub-date>
<volume>14</volume>
<numero>2</numero>
<fpage>225</fpage>
<lpage>240</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_arttext&amp;pid=S1578-908X2017000200015&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_abstract&amp;pid=S1578-908X2017000200015&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_pdf&amp;pid=S1578-908X2017000200015&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen El clima laboral es el resultado de las percepciones de los trabajadores asociados a su ambiente de trabajo mientras que la cultura es el conjunto de comportamientos, ideas y sentimientos compartidos que describen la forma en que se trabaja en una organización y que, por tanto, la definen. Estas percepciones del ambiente que definen al clima, se caracterizan porque pueden ser variables entre las personas, lo que se conoce como fuerza del clima laboral. La presente investigación se corresponde con un estudio del clima laboral en Ecuador, donde además se incluye un análisis de su fuerza y de los aspectos de la cultura organizacional que más lo afectan. Para ello se aplicó una herramienta que se validó en el contexto de la investigación, para medir diferencias en las percepciones del clima, así como aspectos culturales asociados al mismo, en una muestra constituida por 832 trabajadores de organizaciones públicas y privadas. Los cálculos se realizaron tomando en cuenta comparaciones de medias y modelos de ecuaciones estructurales. Nuestros resultados indicaron que el clima laboral en Ecuador en términos de fuerza puede considerarse como débil. Es de interés destacar que todas las dimensiones culturales identificadas correlacionaron de forma estadísticamente significativa y positiva con el clima, pero no con la fuerza. A partir de estos resultados, se elaboró un modelo de relaciones entre las variables de estudio con buenos índices de ajuste (CFI = 0.991, GFI = 0.983, RMSEA = 0.059, PCFI = 0.531, x2/df = 3.871). Como principales conclusiones destacamos que, al menos en el contexto de estudio, la variable fuerza va a estar directamente relacionada con el tipo de clima predominante y las acciones que se hagan para mejorarlo. Esto resulta esencial pues al existir un clima débil, van a haber consecuencias tanto al momento de su medición como al momento de tomar decisiones para mejorarlo, debido a que existen percepciones diferentes en cada nivel de análisis del mismo, ya sea individual, grupal y organizacional.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract The organizational climate is the result of workers' perceptions associated with their work environment, while culture is the set of shared behaviors, ideas and feelings that define the way in which an organization works. These perceptions of the environment that define the climate, can be variable between the workers, which is known as its strength. This research corresponds to a study of the work climate in Ecuador that also includes an analysis of its strength and the aspects of the organizational culture that most affect it. A tool validated in the context of the research was used to measure differences in climate perceptions, as well as cultural aspects associated with it, in a sample of 832 workers from public and private organizations. The calculations were made taking into account mean comparisons and structural equation modeling. Our results indicated that the work climate in Ecuador in terms of strength can be considered as weak. It is interesting to note that all cultural dimensions identified correlated statistically and positively with climate, but not with the strength. Based on these results, we had a model of relationships between the variables with good adjustment indexes (CFI = 0.991, GFI = 0.983, RMSEA = 0.059, PCFI = 0.531, x2/df = 3.871). As main conclusions, we emphasize that, at least in the context of the study, the strength will be directly dependent to the type of climate prevailing and the actions that are done to improve it. This is essential because if there is a weak climate, there will be consequences both at the moment of measurement and at the moment of making decisions to improve it, because there are different perceptions at each level of analysis, whether individual, group and organizational.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[Fuerza del clima]]></kwd>
<kwd lng="es"><![CDATA[Clima laboral]]></kwd>
<kwd lng="es"><![CDATA[Cultura]]></kwd>
<kwd lng="es"><![CDATA[Ecuaciones estructurales]]></kwd>
<kwd lng="es"><![CDATA[Contexto organizacional]]></kwd>
<kwd lng="en"><![CDATA[Work climate]]></kwd>
<kwd lng="en"><![CDATA[Culture]]></kwd>
<kwd lng="en"><![CDATA[Climate strength]]></kwd>
<kwd lng="en"><![CDATA[Structural equation modeling]]></kwd>
<kwd lng="en"><![CDATA[Organizational context]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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