Bibliographic citations
Valencia, J., (2021). Factores organizacionales de la rotación voluntaria en el personal médico de la Clínica San Juan de Dios Cusco – 2020 [Universidad Andina del Cusco]. https://hdl.handle.net/20.500.12557/4529
Valencia, J., Factores organizacionales de la rotación voluntaria en el personal médico de la Clínica San Juan de Dios Cusco – 2020 []. PE: Universidad Andina del Cusco; 2021. https://hdl.handle.net/20.500.12557/4529
@misc{renati/26592,
title = "Factores organizacionales de la rotación voluntaria en el personal médico de la Clínica San Juan de Dios Cusco – 2020",
author = "Valencia Monge, José Eduardo",
publisher = "Universidad Andina del Cusco",
year = "2021"
}
The present investigation has as general objective to describe the organizational factors of the voluntary rotation in the medical area of the San Juan de Dios Clinic, for this investigation the following dimensions were considered: organizational climate, remuneration and compensations and finally career management. This is a basic type of research, with a quantitative focus, of nonexperimental design - transversal and of descriptive reach; the population and sample of the study was 83 individuals, all of them medical personnel, from whom data were collected through the survey technique and its instrument the questionnaire of 21 questions whose reliability was demonstrated after applying the statistical analysis of Cronbach's alpha which reached 0.833. The results show that in the opinion of the medical personnel of the San Juan de Dios Clinic the organizational factors of voluntary rotation are regular since they reach an average of 3.15; for the organizational climate dimension it reached an average of 4.12 qualifying it as good, in the dimension of remuneration it reached an average of 2.82 being this regular and the career management dimension reached an average of 2.51 qualifying it as low. When evaluating the organizational climate dimension, the results are 43.7%, 38.3% and 9.9%, respectively. There is a positive trend towards the work team and the institution due to institutional policies, administrative style and interpersonal skills, cooperation and teamwork, the identification of people with the organization and its principles and values, and the timely delivery of tools necessary to perform normally in their positions. With respect to the dimension of remuneration y compensations, 17.2% rate it as very bad and 21.5% as bad, highlighting work in overtime, access to social benefits, and remuneration as poorly applied. Many of the factors in the career management dimension do not show the necessary attention or benefit for the worker. This is reflected in the rating obtained, where 31.1% say it is very bad, 23.6% say it is bad, and 20.7% rate it as regular because access to higher positions and rotation to other positions is not possible for many workers. These results indicate that medical workers rate the organizational factors of voluntary rotation with a score of 3.15, which according to the interpretation of the measurement scale means that it is regular.
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