<?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>2708-0412</journal-id>
<journal-title><![CDATA[Revista científica en ciencias sociales]]></journal-title>
<abbrev-journal-title><![CDATA[Rev. cient. cienc. soc.]]></abbrev-journal-title>
<issn>2708-0412</issn>
<publisher>
<publisher-name><![CDATA[Universidad del Pacífico]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2708-04122021000100008</article-id>
<article-id pub-id-type="doi">10.53732/rccsociales/03.01.2021.8</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Diagnóstico del clima organizacional en colaboradores de una empresa financiera en Asunción, Paraguay]]></article-title>
<article-title xml:lang="en"><![CDATA[Diagnosis of the organizational climate in collaborators of a financial company in Asunción - Paraguay]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Villalba-Medina]]></surname>
<given-names><![CDATA[Liza Mabel]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad de la Integración de las Américas Facultad de Gestión ]]></institution>
<addr-line><![CDATA[Asunción ]]></addr-line>
<country>Paraguay</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2021</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2021</year>
</pub-date>
<volume>3</volume>
<numero>1</numero>
<fpage>8</fpage>
<lpage>15</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.iics.una.py/scielo.php?script=sci_arttext&amp;pid=S2708-04122021000100008&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.iics.una.py/scielo.php?script=sci_abstract&amp;pid=S2708-04122021000100008&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.iics.una.py/scielo.php?script=sci_pdf&amp;pid=S2708-04122021000100008&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN El objetivo de la investigación basó en el diagnóstico del clima organizacional en colaboradores de una empresa financiera en Paraguay. Se basó en un estudio cuantitativo, diseño no experimental con corte transaccional y descriptivo. Se encuestó a un total de 30 funcionarios de una empresa financiera en Asunción por conveniencia, mediante un cuestionario compuesto por 6 dimensiones y 21 reactivos elaborado por Ramos, Morales y Ortiz con base en los autores Araujo, De la Torre y López, vía WhatsApp en julio de 2020. Los criterios de inclusión fueron de pertenecer como trabajador activo y participar de forma voluntaria en el momento de la recolección de datos. Los resultados más relevantes fueron: las medias de puntuaciones correspondientes a las seis dimensiones Trabajo en equipo (&#63426;: 4,8), Comunicación (&#63426;: 5,0), Igualdad (&#63426;: 4,4), Condición física (&#63426;: 4,8), Liderazgo (&#63426;: 5,2) y Motivación (&#63426;: 4,7). Se concluye que las empresas deben implementar políticas de fidelización como planes de formación profesional, planes de motivación, políticas de igualdad, entre otros, con el fin de valorizar los puestos de trabajos y lograr de este modo un clima organizacional que vaya enfocado a la productividad laboral de los colaboradores.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT The objective of the research was based on the diagnosis of the organizational climate in collaborators of a financial company in Paraguay. It was based on a quantitative study, non-experimental with a transactional design and descriptive. A total of 30 officials of a financial company in Asunción were surveyed for convenience, through a questionnaire composed of 6 dimensions and 21 items prepared by Ramos, Morales and Ortiz based on the authors Araujo, De la Torre and López, via WhatsApp in July 2020. The inclusion criteria were to belong as an active worker and participate voluntarily at the time of data collection. The most relevant results were: the means of scores corresponding to the six dimensions Teamwork (&#63426;: 4.8), Communication (&#63426;: 5.0), Equality (&#63426;: 4.4), Physical condition (&#63426;: 4,8), Leadership (&#63426;: 5.2) and Motivation (&#63426;: 4.7). It is concluded that companies must implement loyalty policies such as professional training plans, motivation plans, and equality policies, among others, in order to enhance jobs and thus achieve an organizational climate that is focused on productivity work of the collaborators.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[Empresa]]></kwd>
<kwd lng="es"><![CDATA[servicio]]></kwd>
<kwd lng="es"><![CDATA[clima]]></kwd>
<kwd lng="es"><![CDATA[ambiente]]></kwd>
<kwd lng="es"><![CDATA[mano de obra]]></kwd>
<kwd lng="es"><![CDATA[Paraguay]]></kwd>
<kwd lng="en"><![CDATA[Enterprise]]></kwd>
<kwd lng="en"><![CDATA[service]]></kwd>
<kwd lng="en"><![CDATA[climate]]></kwd>
<kwd lng="en"><![CDATA[environment]]></kwd>
<kwd lng="en"><![CDATA[manpower]]></kwd>
<kwd lng="en"><![CDATA[Paraguay]]></kwd>
</kwd-group>
</article-meta>
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