Diagnóstico del clima organizacional y su incidencia en la rotación del personal operativo en Gaudium Inversiones S.De R.L., con enfoque de intervención organizacional
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2026-07-01
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Universidad Tecnológica Centroamericana UNITEC
Resumen
El presente estudio tiene como objetivo analizar el clima organizacional y su incidencia en la rotación del personal operativo en la empresa Gaudium Inversiones S. de R.L., ubicada en la ciudad de Tegucigalpa, Honduras, durante el año 2026, a partir de una problemática caracterizada por altos niveles de rotación que afectan la estabilidad operativa, la productividad y la calidad del servicio. La investigación se desarrolló bajo un enfoque cuantitativo, con alcance correlacional y diseño no experimental de corte transversal, aplicando un muestreo censal a los colaboradores operativos mediante un cuestionario tipo Likert, complementado con entrevistas semiestructuradas y análisis documental, lo que permitió una comprensión integral del fenómeno. Los resultados evidenciaron fortalezas en dimensiones como liderazgo, trato equitativo y claridad de instrucciones; sin embargo, se identificaron debilidades críticas en el flujo de información, la comunicación entre turnos, los procesos de retroalimentación y la equidad en los sistemas de motivación, especialmente en el área de tienda, generando incertidumbre operativa y desmotivación laboral. Asimismo, se determinó que la rotación responde a un fenómeno multifactorial estrechamente vinculado al clima organizacional, generando costos significativos asociados a la sustitución del personal y pérdida de productividad. En función de estos hallazgos, se propone un enfoque de intervención organizacional basado en el fortalecimiento de la comunicación interna, la implementación de sistemas de motivación equitativos y el desarrollo del liderazgo operativo, con el propósito de mejorar el clima organizacional y reducir los niveles de rotación del personal.
This study aims to analyze the organizational climate and its incidence on the turnover of operational staff at Gaudium Inversiones S. de R.L., located in Tegucigalpa, Honduras, during the year 2026, based on a critical issue characterized by high levels of employee turnover, which negatively affect operational stability, productivity, and service quality. The research was conducted using a quantitative approach, with a correlational scope and a non-experimental crosssectional design. A census sampling method was applied to operational staff through a structured Likert-type questionnaire, complemented by semi-structured interviews and documentary analysis, allowing for a comprehensive understanding of the phenomenon. The results revealed strengths in dimensions such as leadership, fair treatment, and clarity of instructions; however, critical weaknesses were identified in information flow, communication between shifts, feedback processes, and equity in motivation systems, particularly in the convenience store area, generating operational uncertainty and low employee motivation. Furthermore, it was determined that turnover responds to a multifactorial phenomenon closely linked to the organizational climate, generating significant costs associated with staff replacement and productivity loss. Based on these findings, an organizational intervention approach is proposed, focused on strengthening internal communication, implementing equitable motivation systems, and developing operational leadership skills, with the aim of improving the organizational climate and reducing employee turnover levels
This study aims to analyze the organizational climate and its incidence on the turnover of operational staff at Gaudium Inversiones S. de R.L., located in Tegucigalpa, Honduras, during the year 2026, based on a critical issue characterized by high levels of employee turnover, which negatively affect operational stability, productivity, and service quality. The research was conducted using a quantitative approach, with a correlational scope and a non-experimental crosssectional design. A census sampling method was applied to operational staff through a structured Likert-type questionnaire, complemented by semi-structured interviews and documentary analysis, allowing for a comprehensive understanding of the phenomenon. The results revealed strengths in dimensions such as leadership, fair treatment, and clarity of instructions; however, critical weaknesses were identified in information flow, communication between shifts, feedback processes, and equity in motivation systems, particularly in the convenience store area, generating operational uncertainty and low employee motivation. Furthermore, it was determined that turnover responds to a multifactorial phenomenon closely linked to the organizational climate, generating significant costs associated with staff replacement and productivity loss. Based on these findings, an organizational intervention approach is proposed, focused on strengthening internal communication, implementing equitable motivation systems, and developing operational leadership skills, with the aim of improving the organizational climate and reducing employee turnover levels
Palabras clave
Clima organizacional, Comunicación organizacional, Gestión del talento humano, Motivación laboral, Rotación de personal