Liderazgo camaleónico en el clima organizacional de una empresa alimentaria en Junín, Perú – 2024
Chameleon-like leadership in the organizational climate of a food company in Junín, Peru – 2024Contenido principal del artículo
El liderazgo camaleónico es un estilo de liderazgo adaptable que permite a los líderes modificar su comportamiento y enfoque según las necesidades de sus equipos y situaciones particulares. En contextos organizacionales en rápida evolución, este tipo de liderazgo se ha posicionado como una herramienta estratégica para mejorar el clima organizacional. El objetivo de esta investigación fue determinar el impacto del liderazgo camaleónico en el clima organizacional de una empresa del sector alimentario en Junín, Perú. Se empleó un enfoque cuantitativo, de tipo básico y nivel correlacional causal, con un diseño no experimental y transversal. Se aplicaron cuestionarios a 70 trabajadores, con una confiabilidad de α=0,947 para el instrumento de liderazgo camaleónico y α=0,962 para el de clima organizacional. Los resultados mostraron que el liderazgo camaleónico afecta las condiciones de trabajo en un 32,7%, influye en la autorrealización en un 46,6%, afecta la supervisión en un 42,1% e impacta la comunicación en un 25,0%. Se concluye que el liderazgo camaleónico tiene un impacto significativo y positivo en el clima organizacional, lo que subraya la necesidad de estilos de liderazgo flexibles para mejorar el entorno laboral.
Chameleonic leadership is an adaptive leadership style that enables leaders to modify their behavior and approach according to the needs of their teams and particular situations. In rapidly evolving organizational contexts, this type of leadership has emerged as a strategic tool for improving organizational climate. The objective of this research was to determine the impact of chameleonic leadership on the organizational climate of a food company in Junín, Peru. A quantitative approach was employed, with a basic type and causal correlational level, and a non-experimental, cross-sectional design. Questionnaires were administered to 70 employees, with a reliability of α=0.947 for the chameleonic leadership instrument and α=0.962 for the organizational climate instrument. The results showed that chameleonic leadership affects working conditions by 32.7%, influences self-realization by 46.6%, affects supervision by 42.1%, and impacts communication by 25.0%. It is concluded that chameleonic leadership has a significant and positive impact on the organizational climate, highlighting the need for flexible leadership styles to improve the work environment.
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