La interacción de los valores personales y la cultura organizacional: evidencia de un estudio de caso en el Sur de Brasil
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https://doi.org/10.15517/pvs0qh96Palabras clave:
Cultura organizacional, Valores personales (Schwartz), Autodirección y conformidad, MPES, Estudio de caso, Gestión de personalResumen
El objetivo de este estudio fue analizar la configuración interrelacional entre los valores personales (modelo de Schwartz) y los elementos de la cultura organizacional (modelo de Schein) en una micro y pequeña empresa (MPE) brasileña. Para ello, se adoptó un enfoque cualitativo mediante un diseño de estudio de caso único. La muestra intencional estuvo compuesta por 10 colaboradores de una empresa del sector de ingeniería en el oeste de Santa Catarina. La recolección de datos se realizó mediante la triangulación de técnicas: cuestionario de valores (PVQ), observación participante, análisis documental y grupos focales. Los resultados revelan una dinámica cultural de “complementariedad paradójica”: los valores de autodirección (innovación/autonomía) y conformidad (reglas/jerarquía), aunque teóricamente opuestos, coexisten funcionalmente. Se evidenció que la estructura proporcionada por la conformidad y la seguridad psicológica derivada de la benevolencia actúan como soportes necesarios para viabilizar la autodirección técnica. A partir de los hallazgos, se concluye que la cultura organizacional en este contexto no es estática, sino que actúa como un mecanismo regulador mediado por el liderazgo, que equilibra el control con la libertad. De esta manera, el estudio contribuye empíricamente al demostrar cómo la gestión de valores contradictorios puede favorecer la sostenibilidad en empresas de recursos limitados.
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