Liderazgo organizacional y su relación con la rotación de personal en la Clínica San Felipe

Organizational leadership and its relationship with staff turnover at Clínica San Felipe

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Contexto: La gestión del talento humano representa un desafío estratégico para las organizaciones de salud, debido a que la rotación de personal puede afectar la calidad asistencial, la continuidad operativa y la sostenibilidad institucional. Objetivo: Determinar la relación entre el liderazgo organizacional y la rotación de personal en la Clínica San Felipe, sede Jesús María. Metodología: Se desarrolló una investigación cuantitativa, aplicada, con diseño no experimental, transversal y correlacional. La muestra estuvo conformada por 132 trabajadores seleccionados mediante muestreo intencional no probabilístico. Se aplicaron dos cuestionarios tipo Likert con evidencia de validez y confiabilidad para medir liderazgo organizacional y rotación de personal. Resultados: Los trabajadores percibieron favorablemente el liderazgo organizacional, mientras que los indicadores de rotación mostraron una tendencia predominantemente neutral. El análisis mediante Rho de Spearman no evidenció una relación estadísticamente significativa entre ambas variables (ρ = 0,041; p = 0,643). Asimismo, las hipótesis específicas relacionadas con las dimensiones del liderazgo tampoco alcanzaron significancia estadística. Conclusiones: En el contexto analizado, el liderazgo organizacional no constituye un factor determinante de la rotación de personal. Los resultados sugieren la necesidad de incorporar otras variables explicativas, como satisfacción laboral, condiciones organizacionales, remuneración, clima laboral y oportunidades de desarrollo profesional, para comprender integralmente los factores asociados a la permanencia del personal sanitario.
Background: Strategic Human Resource Management (SHRM) represents a critical challenge for healthcare organizations, as employee turnover can compromise the quality of care, operational continuity, and institutional sustainability. Objective: To determine the relationship between organizational leadership and employee turnover at Clínica San Felipe (Jesús María branch). Methodology: A quantitative, applied, non-experimental, cross-sectional, and correlational study was conducted. The sample consisted of 132 employees selected through purposive non-probability sampling. Two Likert-scale questionnaires with demonstrated evidence of validity and reliability were administered to measure organizational leadership and employee turnover. Results: Employees reported a favorable perception of organizational leadership, while turnover indicators exhibited a predominantly neutral trend. Spearman’s Rho analysis revealed no statistically significant relationship between the variables (ρ = 0.041; p = 0.643). Furthermore, specific hypotheses regarding leadership dimensions also failed to reach statistical significance. Conclusions: Within the analyzed context, organizational leadership is not a determining factor for employee turnover. These results suggest the necessity of incorporating other explanatory variables—such as job satisfaction, organizational conditions, compensation, organizational climate, and professional development opportunities—to comprehensively understand the factors associated with healthcare staff retention.

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Hinostroza Farromeque, M. M., Orihuela Palacios, S. V., & Blanco Ayala, L. F. (2026). Liderazgo organizacional y su relación con la rotación de personal en la Clínica San Felipe. Impulso, Revista De Administración, 6(15), 1-15. https://doi.org/10.59659/impulso.v.6i15.355
Número
Vol. 6 Núm. 15 (2026): Volumen 6 | Número 15 | Julio – Septiembre - 2026
Sección
Artículos de Investigación
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Esta obra está bajo una licencia internacional Creative Commons Atribución-NoComercial-CompartirIgual 4.0.

Cómo citar

Hinostroza Farromeque, M. M., Orihuela Palacios, S. V., & Blanco Ayala, L. F. (2026). Liderazgo organizacional y su relación con la rotación de personal en la Clínica San Felipe. Impulso, Revista De Administración, 6(15), 1-15. https://doi.org/10.59659/impulso.v.6i15.355

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