Los efectos del entorno laboral tóxico en el compromiso de los empleados: el enfoque del jefe como variable moderadora
DOI:
https://doi.org/10.35564/jmbe.2025.0007Palabras clave:
enfoque del jefe, empleados, compromiso de los empleados, gestión, ambiente de trabajo tóxico, formaciónResumen
En un entorno laboral caracterizado por la toxicidad, la falta de confianza y apoyo es evidente entre los miembros del equipo y la dirección. La prevalencia de las traiciones, los chismes y la cultura de la culpa pueden crear desafíos para fomentar buenas relaciones y promover la cooperación. Esta investigación tiene como objetivo examinar los efectos de un ambiente de trabajo hostil, es decir, el enfoque gerencial del jefe, sobre el compromiso de los empleados. Este estudio utilizó un diseño casual (diseño explicativo). Para esta investigación se utilizaron fuentes secundarias. Los datos secundarios se recogieron a través de varios buscadores de Internet y revistas especializadas. Para facilitar la indagación, se leyeron libros y artículos relevantes. Existe una correlación positiva entre el nivel percibido de toxicidad en un líder y un ambiente de trabajo tóxico, y la probabilidad de desinterés de los empleados. Un entorno de trabajo caracterizado por la toxicidad, incluidos aspectos tóxicos del liderazgo, tiene un efecto perjudicial en el compromiso de los empleados, lo que lleva a que los empleados muestren distanciamiento y expresen el deseo de apartarse de la organización, lo que contribuye a un aumento en la tasa de deserción. La presencia de un liderazgo tóxico afecta significativamente la conexión emocional de los empleados con sus respectivas organizaciones. Los niveles inadecuados de compromiso dentro de una entidad manufacturera pueden conducir a mayores tasas de ausentismo y menores cantidades de producción debido a una disponibilidad insuficiente de mano de obra. La importancia de este estudio de investigación se suma al corpus de información existente sobre los efectos del enfoque del jefe en un ambiente de trabajo tóxico en el compromiso de los empleados. El alcance de esta investigación se limitó al uso de datos secundarios y a la limitada disponibilidad de literatura académica.
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