<?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>S2007-74672026000101062</article-id>
<article-id pub-id-type="doi">10.23913/ride.v16i32.2878</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Liderazgo: habilidad socioemocional como estrategia para el Desarrollo Organizacional]]></article-title>
<article-title xml:lang="en"><![CDATA[Leadership: A Socio-Emotional Skill as a Strategy for Organizational Development]]></article-title>
<article-title xml:lang="pt"><![CDATA[Liderança: uma habilidade socioemocional como estratégia para o desenvolvimento organizacional]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Berra Barona]]></surname>
<given-names><![CDATA[Claudia]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Rodríguez León]]></surname>
<given-names><![CDATA[Yirandy Josué]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Autónoma de Baja California  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>México</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Autónoma de Baja California  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>México</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2026</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2026</year>
</pub-date>
<volume>16</volume>
<numero>32</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_arttext&amp;pid=S2007-74672026000101062&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_abstract&amp;pid=S2007-74672026000101062&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.mx/scielo.php?script=sci_pdf&amp;pid=S2007-74672026000101062&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen El liderazgo es un factor clave en el desarrollo organizacional, ya que influye directamente en la motivación, cultura y efectividad de los equipos. Este estudio tiene como objetivo investigar la relación entre las habilidades socioemocionales del liderazgo y el desarrollo organizacional. La hipótesis central plantea que un mayor desarrollo de dichas habilidades incrementa el nivel de liderazgo, lo que a su vez mejora el desarrollo organizacional. Para probar esta hipótesis, se llevó a cabo un estudio cuantitativo, descriptivo y correlacional utilizando el Análisis Factorial Exploratorio (AFE) para identificación de factores, con una muestra de colaboradores de microempresas de la ciudad de Tijuana, México. Los resultados confirman que el liderazgo tiene un impacto significativo en el desarrollo organizacional, con una validación estructural a través de un Modelo de Ecuaciones Estructurales, que indica correlaciones relevantes entre las variables. Los hallazgos sugieren que la inversión en la formación continua de líderes, enfocada en habilidades interpersonales como la empatía, la comunicación y la gestión de conflictos, contribuye significativamente para mejorar el rendimiento y desarrollo organizacional. Además, se destaca la importancia de una cultura de retroalimentación continua que permita a los líderes adaptar su estilo de gestión a las necesidades cambiantes de sus equipos. En conclusión, las organizaciones con líderes efectivos muestran un mejor desempeño, menor rotación de personal y mayor compromiso de los empleados, lo cual refuerza la hipótesis planteada.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract Leadership is a key factor in organizational development, as it directly influences team motivation, culture, and effectiveness. This study aims to investigate the relationship between socioemotional leadership skills and organizational development. The central hypothesis posits that greater development of these skills increases the level of leadership, which in turn improves organizational development. To test this hypothesis, a quantitative, descriptive, and correlational study was conducted using Exploratory Factor Analysis (EFA) for factor identification, with a sample of employees from microenterprises in Tijuana, Mexico. The results confirm that leadership has a significant impact on organizational development, with structural validation through a Structural Equation Model, which indicates relevant correlations between the variables. The findings suggest that investment in ongoing leadership training, focused on interpersonal skills such as empathy, communication, and conflict management, significantly contributes to improving organizational performance and development. Furthermore, the importance of a culture of continuous feedback is highlighted, enabling leaders to adapt their management style to the evolving needs of their teams. In conclusion, organizations with effective leaders demonstrate better performance, lower staff turnover, and greater employee engagement, thus reinforcing the hypothesis.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo A liderança é um fator-chave no desenvolvimento organizacional, pois influencia diretamente a motivação, a cultura e a eficácia da equipe. Este estudo visa investigar a relação entre as habilidades socioemocionais de liderança e o desenvolvimento organizacional. A hipótese central postula que um maior desenvolvimento dessas habilidades aumenta o nível de liderança, o que, por sua vez, melhora o desenvolvimento organizacional. Para testar essa hipótese, foi realizado um estudo quantitativo, descritivo e correlacional, utilizando Análise Fatorial Exploratória (AFE) para identificação de fatores, com uma amostra de funcionários de microempresas em Tijuana, México. Os resultados confirmam que a liderança tem um impacto significativo no desenvolvimento organizacional, com validação estrutural por meio de um Modelo de Equações Estruturais, que indica correlações relevantes entre as variáveis. Os achados sugerem que o investimento na formação contínua de líderes, com foco em habilidades interpessoais como empatia, comunicação e gestão de conflitos, contribui significativamente para a melhoria do desempenho e do desenvolvimento organizacional. Além disso, destaca-se a importância de uma cultura de feedback contínuo, permitindo que os líderes adaptem seu estilo de gestão às necessidades em constante evolução de suas equipes. Em conclusão, organizações com líderes eficazes demonstram melhor desempenho, menor rotatividade de pessoal e maior engajamento dos funcionários, reforçando assim a hipótese proposta.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[desarrollo organizacional]]></kwd>
<kwd lng="es"><![CDATA[habilidades socioemocionales]]></kwd>
<kwd lng="es"><![CDATA[liderazgo organizacional]]></kwd>
<kwd lng="en"><![CDATA[organizational development]]></kwd>
<kwd lng="en"><![CDATA[socioemotional skills]]></kwd>
<kwd lng="en"><![CDATA[organizational leadership]]></kwd>
<kwd lng="pt"><![CDATA[desenvolvimento organizacional]]></kwd>
<kwd lng="pt"><![CDATA[habilidades socioemocionais]]></kwd>
<kwd lng="pt"><![CDATA[liderança organizacional]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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