Poder y liderazgo en las organizaciones contemporáneas: percepción social de la autoridad e institucionalización como determinantes de la estabilidad organizacional
DOI:
https://doi.org/10.69849/mpd96x52Palabras clave:
poder, liderazgo, autoridad institucional, percepción social, estabilidad organizacionalResumen
Este artículo analiza la relación entre poder, liderazgo y estabilidad organizacional, con énfasis en la percepción social de la autoridad y la institucionalización del poder en las organizaciones contemporáneas. El estudio parte del problema de que liderazgos técnicamente competentes y éticamente orientados no siempre aseguran estabilidad organizacional, mientras que otros logran mantener autoridad institucional incluso sin elevado consenso relacional. Se plantea como hipótesis que la estabilidad organizacional aumenta cuando el poder se institucionaliza mediante normas, roles y procesos previsibles, y cuando la autoridad es socialmente percibida como legítima. La investigación adopta un enfoque cualitativo teórico basado en revisión bibliográfica narrativa y método deductivo, integrando aportes de la teoría institucional, sociología de las organizaciones y comportamiento organizacional. El análisis permitió identificar categorías como poder, legitimidad, percepción social de la autoridad y previsibilidad institucional, sistematizadas en un modelo explicativo de la estabilidad organizacional. Los resultados indican que la estabilidad organizacional depende de la articulación entre autoridad institucionalizada, consistencia decisoria y legitimidad social, reduciendo ambigüedades y disputas informales de poder. Se concluye que el poder y el liderazgo constituyen dimensiones complementarias de la estabilidad organizacional, siendo la percepción social de la autoridad y la institucionalización del poder factores determinantes de la coordinación colectiva y la sostenibilidad organizacional.
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