<?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>0121-4381</journal-id>
<journal-title><![CDATA[Suma Psicológica]]></journal-title>
<abbrev-journal-title><![CDATA[Suma Psicol.]]></abbrev-journal-title>
<issn>0121-4381</issn>
<publisher>
<publisher-name><![CDATA[Fundación Universitaria Konrad Lorenz]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0121-43812024000100037</article-id>
<article-id pub-id-type="doi">10.14349/sumapsi.2024.v31.n1.5</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[El papel del clima organizacional como mediador entre la disposición al cambio y el bienestar eudaimónico]]></article-title>
<article-title xml:lang="en"><![CDATA[The role of organizational climate as a mediator between the will to change and eudaimonic well-being]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[García-Rubiano]]></surname>
<given-names><![CDATA[Mónica]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Toro]]></surname>
<given-names><![CDATA[Ronald]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Díaz-Fúnez]]></surname>
<given-names><![CDATA[Pedro Antonio]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Mañas-Rodríguez]]></surname>
<given-names><![CDATA[Miguel Ángel]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Pazmay-Ramos]]></surname>
<given-names><![CDATA[Segundo Gonzalo]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Matabanchoy]]></surname>
<given-names><![CDATA[Sonia Maritza]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Católica de Colombia  ]]></institution>
<addr-line><![CDATA[Bogotá ]]></addr-line>
<country>Colombia</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad de Almería  ]]></institution>
<addr-line><![CDATA[Almería ]]></addr-line>
<country>España</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Pontificia Universidad Católica del Ecuador  ]]></institution>
<addr-line><![CDATA[Quito ]]></addr-line>
<country>Ecuador</country>
</aff>
<aff id="Af4">
<institution><![CDATA[,Universidad de Nariño  ]]></institution>
<addr-line><![CDATA[Pasto ]]></addr-line>
<country>Colombia</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2024</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2024</year>
</pub-date>
<volume>31</volume>
<numero>1</numero>
<fpage>37</fpage>
<lpage>44</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S0121-43812024000100037&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S0121-43812024000100037&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S0121-43812024000100037&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen  Introducción: la gestión eficiente del cambio y el bienestar de los empleados se han convertido en factores determinantes para el éxito organizacional. Este estudio se centró en analizar el papel mediador del clima organizacional en la relación entre la disposición al cambio y el bienestar eudaimónico de los colaboradores.  Método: se contó con una muestra de 510 participantes de tres países (Colombia: n = 158, 31 %; España: n = 201, 39.4 %; Ecuador: n = 151, 29.6 %), con una edad media de 36.47 años (DE = 12.61), quienes respondieron el Test de Clima Organizacional (Focus-93), un Test de Disposición al Cambio Organizacional (CEDCO ) y un Índice de Bienestar Eudaimónico (EWB).  Resultados:  los análisis multivariados y de regresión con ecuaciones estructurales indicaron una capacidad predictiva limitada del cambio organizacional en el bienestar, y la influencia positiva de aquel en el clima organizacional, además de una relación moderada entre el bienestar y el clima organizacional. No obstante, la relación entre el cambio organizacional y el clima subraya la importancia de la gestión efectiva del cambio para incidir en el bienestar de los empleados.  Conclusiones: estos hallazgos enfatizan la necesidad de diseñar estrategias que fomenten el bienestar de los empleados a través de la gestión del cambio y la promoción del clima organizacional positivo en entornos organizacionales específicos.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract  Introduction: Efficient change management and employee well-being have become determining factors for organizational success. This study focused on analyzing the mediating role of organizational climate in the relationship between willingness to change and eudaimonic well-being of employees.  Method: There was a sample of 510 participants from three countries (Colombia: n = 158, 31%; Spain: n = 201, 39.4%; Ecuador: n = 151, 29.6%), with an average age of 36.47 years (SD = 12.61), who responded to the Organizational Climate Test (Focus-93), a Test of Readiness for Organizational Change (Cedco ) and an Index of Eudaimonic Well-being (EWB).  Results: The multivariate and regression analyzes with structural equations indicated a limited predictive capacity of organizational change in well-being and the positive influence on the organizational climate, in addition to a moderate evaluation between well-being and organizational climate. However, the evaluation between organizational change and climate highlights the importance of effective change management to influence employee well-being.  Conclusions: These findings emphasize the need to design strategies that foster employee well-being through change management and the promotion of a positive organizational climate in specific organizational settings.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[Cambio organizacional]]></kwd>
<kwd lng="es"><![CDATA[bienestar]]></kwd>
<kwd lng="es"><![CDATA[bienestar eudaimónico]]></kwd>
<kwd lng="es"><![CDATA[clima organizacional]]></kwd>
<kwd lng="es"><![CDATA[mediación]]></kwd>
<kwd lng="en"><![CDATA[Organizational Change]]></kwd>
<kwd lng="en"><![CDATA[well-being]]></kwd>
<kwd lng="en"><![CDATA[eudaimonic well-being]]></kwd>
<kwd lng="en"><![CDATA[organizational climate]]></kwd>
<kwd lng="en"><![CDATA[mediation]]></kwd>
</kwd-group>
</article-meta>
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