Jurisprudencia y Ciencias Sociales
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Item Cultura Organizacional y Derecho a la Desconexión Digital Laboral(Universidad Técnica de Ambato, Facultad de Jurisprudencia y Ciencias Sociales, Carrera de Trabajo Social, 2026-07-09) Lizano Paredes, Jennifer Paulina; Ortiz Díaz, Marcelo IvánThis research aimed to determine the influence of organizational culture on the right to digital disconnection at work among employees of Corporación Impactex and Static Moda, located in Ambato, Ecuador. The study arose from the need to understand how organizational dynamics and the increasing use of digital technologies may affect employees' rest periods and overall wellbeing. The research was conducted using a quantitative approach with descriptive and correlational levels. The population consisted of 100 employees from both administrative and operational areas of the two companies; therefore, the entire population was included in the study. Data were collected through the Denison Organizational Culture Survey and an instrument adapted from the Digital Disconnection Survey developed by the National Institute for Safety and Health at Work (INSST). The results revealed favorable levels of organizational culture, particularly regarding employee commitment, organizational mission, adaptability, and consistency. However, limited knowledge about the right to digital disconnection and a moderate level of availability outside working hours were identified, especially among administrative staff. The Spearman correlation test yielded a correlation coefficient of ρ = -0.018 and a significance level of 0.856, indicating that there is no statistically significant relationship between organizational culture and the right to digital disconnection at work. Consequently, the null hypothesis was accepted. It was concluded that although the organizations studied exhibit a favorable organizational culture, this does not necessarily guarantee the effective exercise of the right to digital disconnection. Therefore, it is necessary to strengthen institutional policies, employee training, and organizational strategies aimed at preventing workplace hyperconnectivity.