Leadership Styles and Organizational Climate in workers of a District Municipality, Cajamarca, Peru

Velarde-Molina J.F.; Gil-Ibañez W.; Laura-De La Cruz K.M.; Maldonado-Davila S.; Fernández-Argandoña R.A.; Arias-Santana V.A. · RISTI - Revista Iberica de Sistemas e Tecnologias de Informacao (2024)

Resumen

General Objective of this study was to examine the impact of leadership styles on the organizational climate of Namballe District Municipality employees. Quantitative, theoretical, correlational, non-experimental, cross-sectional investigation. We worked with a sample population of 84 employees of both sexes, chosen non-probabilistically at the researcher’s discretion. The Leadership Styles Questionnaire (CELID-A) was administered; it has content validity, internal consistency, and a Cronbach’s alpha total scale reliability of 972. In addition, the Organizational Climate Questionnaire, developed by Litwin and Stringer, was used. It consists of 53 items, has content and construct validity, and a high Cronbach’s alpha reliability. It was discovered that Leadership Styles and Organizational Climate have a substantial, highly significant relationship and positive influence with a correlation coefficient of r=,760 and bilateral significance of,000. However, the Laissez-Faire Leadership Style has a weakly significant inverse relationship with Organizational Climate at a significance level of p .05. On the other hand, low and moderate levels of the transformational style predominated with 38.1% and 33.3%, respectively. The majority of moderate leaders have a transactional leadership style, with 47.6%, and a laissez-faire leadership style, with 42.2%. Regarding Organizational Climate, the deficient level predominates at 29.8%, followed by the level that should be improved at 27.4%, and the outstanding level at only 20.2%.

Instituciones: Universidad Privada de Tacna; Universidad Nacional de Cajamarca; Escuela de Posgrado Newman