Leadership and Organizational Climate in a Public Sector Organization: Evidence during the Later Phase of the COVID-19 Pandemic

Objective: To evaluate the association between leadership dimensions and employees’ perceived organizational climate in a regional public health organization in Peru during the post-COVID-19 pandemic period. Materials and Methods: A quantitative, observational, cross-sectional study was conducted among 306 healthcare workers from the Regional Health Directorate of Callao (DIRESA Callao) in 2022. Participants were selected through convenience sampling. Data were collected using a previously validated questionnaire comprising 98 items assessing leadership (10 dimensions) and perceived organizational climate. Descriptive statistics were used to summarize participant characteristics. Spearman’s rank correlation coefficients were calculated to examine bivariate associations. Multivariable logistic regression models were fitted to estimate adjusted odds ratios (aORs) and 95% confidence intervals (95% CIs), controlling for age, sex, occupation, length of service, and employment contract. Results: Positive correlations were observed between most leadership dimensions and organizational behaviour and organizational structure, whereas correlations with management style were generally weaker and less consistent. Vision (aOR = 3.36; 95% CI: 1.85–6.09), competencies (aOR = 1.18; 95% CI: 1.01–1.38), and ambition (aOR = 1.33; 95% CI: 1.05–1.67) were positively associated with a favorable perceived organizational climate. Conversely, commitment (aOR = 0.78; 95% CI: 0.65–0.94) and autonomous leadership (aOR = 0.58; 95% CI: 0.41–0.84) were inversely associated. Overall leadership was associated with higher odds of reporting a favorable perceived organizational climate (aOR = 1.09; 95% CI: 1.06–1.11). Conclusions: Leadership dimensions were significantly associated with employees' perceived organizational climate in this public health institution.