<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>2007-7467</journal-id>
<journal-title><![CDATA[RIDE. Revista Iberoamericana para la Investigación y el Desarrollo Educativo]]></journal-title>
<abbrev-journal-title><![CDATA[RIDE. Rev. Iberoam. Investig. Desarro. Educ]]></abbrev-journal-title>
<issn>2007-7467</issn>
<publisher>
<publisher-name><![CDATA[Centro de Estudios e Investigaciones para el Desarrollo Docente A.C.]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2007-74672024000100666</article-id>
<article-id pub-id-type="doi">10.23913/ride.v14i28.1914</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Relación entre compromiso organizacional y estilo de liderazgo en personal de una universidad pública en Chihuahua, México]]></article-title>
<article-title xml:lang="en"><![CDATA[Relation between Organization Commitment and Leadership Style in staff of a Public University in Chihuahua, Mexico]]></article-title>
<article-title xml:lang="pt"><![CDATA[Relação entre comprometimento organizacional e estilo de liderança em pessoal de uma universidade pública em Chihuahua, México]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Frescas Villalobos]]></surname>
<given-names><![CDATA[Raúl Hiram]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Prieto Quintana]]></surname>
<given-names><![CDATA[César Omar]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Sánchez Baltasar]]></surname>
<given-names><![CDATA[Laura Berenice]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Mayett Moreno]]></surname>
<given-names><![CDATA[Yésica]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Autónoma de Chihuahua  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>México</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Popular Autónoma del Estado de Puebla  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>México</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidad Popular Autónoma del Estado de Puebla  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>México</country>
</aff>
<aff id="Af4">
<institution><![CDATA[,Universidad Popular Autónoma del Estado de Puebla  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>México</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2024</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2024</year>
</pub-date>
<volume>14</volume>
<numero>28</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_arttext&amp;pid=S2007-74672024000100666&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_abstract&amp;pid=S2007-74672024000100666&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_pdf&amp;pid=S2007-74672024000100666&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen  El objetivo de la presente investigación es dimensionar el compromiso organizacional y desarrollar un modelo de gestión en torno a dicho concepto con el fin de estudiar su relación con los estilos de liderazgo y determinar estrategias de crecimiento y motivación en el personal docente y administrativo de una universidad pública en la ciudad de Chihuahua. Para ello, se empleó el modelo multidimensional del compromiso organizacional (afectivo, de continuidad y normativo) y la versión reducida del MLQ (Multifactor Leadership Questionnaire) para evaluar los estilos de liderazgo (transformacional, transaccional y laissez faire). A través de un estudio de diseño no experimental y con alcance descriptivo y correlacional, se administró un instrumento estructurado compuesto por 21 ítems para medir el compromiso organizacional y 25 ítems para medir el estilo de liderazgo. Posteriormente, se llevó a cabo un muestreo no probabilístico por conveniencia con 698 empleados (60.1 % docentes y 39.9 % administrativos). Los datos obtenidos se analizaron con el software SPSS, aplicando estadística descriptiva y la herramienta de correlación no paramétrica Rho Spearman. Los resultados indicaron un grado fuerte de compromiso organizacional en las dimensiones afectiva y normativa, aunque en un punto límite inferior. Además, se encontró que tanto el estilo de liderazgo transformacional como el transaccional tienen un nivel fuerte. Asimismo, se observó una estrecha relación positiva entre el compromiso organizacional y los estilos de liderazgo, por lo que se sugiere desarrollar estrategias para aumentar el compromiso organizacional y mejorar el liderazgo en instituciones de educación superior. Finalmente, se recomienda llevar a cabo futuras investigaciones sobre compromiso organizacional y liderazgo en universidades públicas y privadas en otras regiones del país.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract The objective of this research was measuring organizational commitment as well as developing a commitment management model and their relation with leadership styles to determine growth and motivation strategies in faculty and staff in a public university in the City of Chihuahua. A multidimensional (affective, continuance, and normative) model of organizational commitment and the short version of the MLQ (Multifactor Leadership Questionnaire) for leadership styles (transformational, transactional, and laissez-faire) were used. A non-experimental study with a descriptive and correlational scope was carried out, applying an instrument comprising 21 items to measure organizational commitment and 25 items to measure leadership style. Non probabilistic convenience sampling was conducted with 698 employees (60.1% faculty and 39.9% administrative staff). Data were analyzed with the SPSS statistics system, applying descriptive statistics, and Spearman's Rho nonparametric correlation tool. Results showed a strong degree of organizational commitment in the affective and normative dimensions, in a limit inferior; in addition to this, it was determined that the transformational and transactional leadership styles have a strong level. Furthermore, it is claimed that there is a close positive relation between organizational commitment and leadership styles. It is proposed to establish strategies to improve organizational commitment and leadership in higher education institutions. It is suggested to develop future research on organizational commitment and leadership in public and private universities for other regions in the country.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo O objetivo desta pesquisa é medir o comprometimento organizacional e desenvolver um modelo de gestão em torno deste conceito para estudar sua relação com os estilos de liderança e determinar estratégias de crescimento e motivação no corpo docente e administrativo de uma universidade pública da cidade de Chihuahua. Para tanto, foram utilizados o modelo multidimensional de comprometimento organizacional (afetivo, de continuidade e normativo) e a versão reduzida do MLQ (Multifactor Leadership Questionnaire) para avaliar os estilos de liderança (transformacional, transacional e laissez faire). Por meio de um estudo de desenho não experimental com escopo descritivo e correlacional, foi administrado um instrumento estruturado composto por 21 itens para medir o comprometimento organizacional e 25 itens para medir o estilo de liderança. Posteriormente, foi realizada uma amostragem não probabilística por conveniência com 698 funcionários (60,1% docentes e 39,9% administrativos). Os dados obtidos foram analisados no software SPSS, aplicando-se estatística descritiva e ferramenta de correlação não paramétrica Rho Spearman. Os resultados indicaram um forte grau de comprometimento organizacional nas dimensões afetiva e normativa, embora num limite inferior. Além disso, constatou-se que tanto o estilo de liderança transformacional quanto o transacional apresentam um nível forte. Da mesma forma, observou-se uma estreita relação positiva entre o comprometimento organizacional e os estilos de liderança, razão pela qual se sugere o desenvolvimento de estratégias para aumentar o comprometimento organizacional e melhorar a liderança nas instituições de ensino superior. Por fim, recomenda-se a realização de pesquisas futuras sobre comprometimento organizacional e liderança em universidades públicas e privadas de outras regiões do país.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[compromiso organizacional]]></kwd>
<kwd lng="es"><![CDATA[estilos de liderazgo]]></kwd>
<kwd lng="es"><![CDATA[educación superior]]></kwd>
<kwd lng="es"><![CDATA[docentes]]></kwd>
<kwd lng="es"><![CDATA[instituciones públicas]]></kwd>
<kwd lng="en"><![CDATA[organizational commitment]]></kwd>
<kwd lng="en"><![CDATA[leadership styles]]></kwd>
<kwd lng="en"><![CDATA[higher education]]></kwd>
<kwd lng="en"><![CDATA[faculty]]></kwd>
<kwd lng="en"><![CDATA[public institutions]]></kwd>
<kwd lng="pt"><![CDATA[comprometimento organizacional]]></kwd>
<kwd lng="pt"><![CDATA[estilos de liderança]]></kwd>
<kwd lng="pt"><![CDATA[ensino superior]]></kwd>
<kwd lng="pt"><![CDATA[professores]]></kwd>
<kwd lng="pt"><![CDATA[instituições públicas]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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