Bibliographic citations
Chavez, H., Jimenez, J. (2022). Los estilos de liderazgo y su implicancia en el clima organizacional [Trabajo de Suficiencia Profesional, Universidad Peruana de Ciencias Aplicadas (UPC)]. http://hdl.handle.net/10757/667095
Chavez, H., Jimenez, J. Los estilos de liderazgo y su implicancia en el clima organizacional [Trabajo de Suficiencia Profesional]. PE: Universidad Peruana de Ciencias Aplicadas (UPC); 2022. http://hdl.handle.net/10757/667095
@misc{renati/403716,
title = "Los estilos de liderazgo y su implicancia en el clima organizacional",
author = "Jimenez Falcón, Jeniffer Teresa",
publisher = "Universidad Peruana de Ciencias Aplicadas (UPC)",
year = "2022"
}
This research aims to analyze the positions regarding the conditioning of leadership styles in the organizational climate. For this, an investigation was carried out based on the documentary investigation of articles from journals indexed in electronic databases such as Mendeley, ScienceDirect, Ebsco, Scopus, among others. As a result of the bibliographical investigation, 37 articles related to the study variables were obtained, which exposed positive, neutral and negative positions regarding the relationship between leadership styles (transformational, transactional, laissez faire, democratic and autocratic) and the climate organizational, having as conditioning factors of this relationship the motivation, innovation, teamwork, satisfaction, commitment and work performance factors. In this regard, it was shown that the transformational leadership style is the one that is best positively related to the development of an optimal organizational climate, and that this is followed by democratic leadership. In contrast, the laissez faire leadership style is the one that is most negatively related to the climate in the organization. It can be concluded that the transformational leadership style is the most recommended if you seek to establish a good climate in the organization, due to the positive effect it has on the behavior of the followers through the correct stimulation of the aforementioned conditioning factors. On the contrary, the laissez faire leadership style would be the least appropriate if what is wanted is to obtain a good response from the collaborators and an excellent organizational climate.
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