Características Organizacionales De La Satisfacción Laboral en España

Abstract

RESUMENEn el presente artículo se lleva a cabo un modelo de análisis de la incidencia de las características inherentes al trabajo sobre la satisfacción laboral. El contraste empírico tiene su origen en la Encuesta de Calidad de Vida en el Trabajo del año 2010 (Ministerio de Trabajo e Inmigración de España), siendo la metodología aplicada una regresión stepwise. Las variables independientes que se han considerado en el modelo de la satisfacción laboral fueron, por orden de inclusión y explicación : motivación, actividad, organización del trabajo, salario, jornada, valoración de los superiores, estabilidad, desarrollo personal, vacaciones y permisos y posibilidad de promoción. Se han obtenido como resultado todos los coeficientes de regresión positivos y significativos, siendo la bondad del modelo aceptable en la medida en que las variables independientes se derivan únicamente de características de la organización.PALABRAS CLAVE | Expectativas, motivación, organización, satisfacción laboral, rendimiento. Labour and Immigration, Spain), and the applied model is the stepwise regression. The independent variables which explain the labour satisfaction are by importance: motivation, activity, labour organization, wage, working day, boss valuation, stability, personal development, holidays and permissions, and promotion possibilities. Results show that all the regression coefficients are positive and significant and the goodness of the final model is satisfactory because the independent variables are referred only to the organization characteristics. RESUMO PALAVRAS-CHAVE | Expectativa, motivação, organização, satisfação no trabalho, desempenho. ABSTRACT This paper determines a model to analyze the effect of the job-related features on the labour satisfaction. The empirical contrast uses the Quality of Labour Life Survey corresponding to the year 2010 (Ministry of

A Influência da Satisfação Laboral no Bem-estar Subjetivo: Uma Perspectiva Geracional

“…Estudos sugerem que a ST pode influenciar o comportamento dos indivíduos nas organizações, alterando índices de produtividade (Sánchez-Sellero et al, 2014), comprometimento organizacional (Folami, Asare, Kwesiga, & Bline, 2014) e turnover (Zopiatis, Constanti, & Theocharous, 2014). Além disso, a ST pode influenciar a esfera extralaboral, podendo favorecer ou comprometer índices de bem-estar (Bruk-Lee, Khoury, Nixon, Goh, & Spector, 2009;Satuf et al, 2016) e felicidade (Bowling, Eschleman, & Wang, 2010) Neste estudo, interessa-nos explorar e compreender a relação entre ST e bem-estar subjetivo (BES), que pode ser definido como um termo amplo utilizado para descrever o nível de bem-estar vivenciado pela pessoa, conforme a avaliação subjetiva que ela faz de sua vida.…”

Commitment to Work and its Relationship with Organizational Culture Mediated by Satisfaction

“…As satisfaction involves affective and cognitive components (Bagliardi et al, 2012;Maciel & Camargo, 2011;Sánchez-Sellero et al, 2014;Spector, 1985), when the individual is satisfied there is an "emotional link with the organization", which is best represented by affective commitment (Maciel & Camargo, 2011). In this case, both models that were presented (1A and 2A) demonstrated a significant and positive relationship between satisfaction and affective commitment.…”

“…In Locke's view (1976), it can be considered as an individual evaluating their experiences at work as being pleasant or positive, where the elements of the organizational environment and the work itself are important conditioning factors. Similar to this perspective, Sánchez-Sellero et al (2014) believe that the individual develops expectations about their work and, in doing so, compares the actual work with those expectations. The closer the work is to the expectation, the more the individual will feel satisfied.…”

“…This emotional state would ensure work behaviors that are desired by the organization, since it leads the individual to have higher levels of performance than those who are not satisfied in their work. It is from this perspective that satisfaction is considered as a construct of an affective nature and that it is able to signal behaviors at work (Bigliardi et al, 2012;Hauff et al, 2015;Rodrigues, Barriquello, & Morin, 2016;Sánchez-Sellero et al, 2014;Siqueira, 2008).…”

Stability and Satisfaction at Work During the Spanish Economic Crisis

“…The survey covers the entire Spanish territory except for Ceuta and Melilla, and the population includes employed workers over 16 years old who reside in family households. This database was also used in the paper of job satisfaction by Sánchez-Sellero et al (2014).…”