Stability and Satisfaction at Work During the Spanish Economic Crisis

Sellero, María Carmen Sánchez; Sánchez‐Sellero, Pedro; Fernández-González, María; Sellero, Francisco Javier Sánchez

doi:10.18267/j.pep.596

Cited by 15 publications

(10 citation statements)

References 28 publications

(23 reference statements)

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“…Stronger business competition is linked with an extensive use of human resource management practices [37][38][39][40][41][42][43][44][45][46][47][48][49][50][51][52]. Career management plays an important role in modern human resource management systems [53][54][55].…”

Section: Introduction and Theoretical Backgroundmentioning

confidence: 99%

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

et al. 2019

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The ability to do business successfully and to stay on the market is a unique feature of each company ensured by highly engaged and high-quality employees. Therefore, innovative leaders able to manage, motivate, and encourage other employees can be a great competitive advantage of an enterprise. Knowledge of important personality factors regarding leadership, incentives and stimulus, systematic assessment, and subsequent motivation factors are parts of human capital and essential conditions for effective development of its potential. Familiarity with various ways to motivate leaders and their implementation in practice are important for improving the work performance and reaching business goals. Pearson’s chi-square test is used to test correlation between the motivation factors relating to career aspiration and education. Following the research results, the fact that there is dependence between the motivation factors relating to career aspiration and completed education can be stated. The motivation factors relating to career aspiration are important, even very important for highly educated employees and employees with upper secondary education. Following the research results, the fact that the requirements and expectations relating to career aspiration are more demanding when the education completed by employees is higher is confirmed.

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Section: Introduction and Theoretical Backgroundmentioning

confidence: 99%

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

et al. 2019

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“…Employee motivation is one of the essential parts of HRM [42]. Current research [43][44][45][46][47][48][49][50][51][52][53][54][55][56][57][58] shows that it is necessary to motivate with respect to different socio-demographic characteristics. Considering the scope of individual factors included in our research, we dealt with differences in motivation in terms of occupational classification and the age.…”

Section: Introductionmentioning

confidence: 99%

Strategic Instrument for Sustainability of Human Resource Management in Small and Medium-Sized Enterprises Using Management Data

et al. 2018

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Quality human resources are an integral part of corporate strategy. Human capital development is an essential step towards the success of the business on the market. This paper fills the hole by providing the information about the ways how to motivate employees in terms of occupational classification and the age. The aim of the research was to determine whether there are statistically significant differences in the level of importance of employee motivation in terms of occupational classification and the age of respondents and the studied areas of motivation. A total of 3720 employees in small and medium-sized enterprises were analysed all over Slovakia using the method of simple random sampling. Descriptive statistics were used to describe sampling units. The differences in the values of the importance of motivation factors of individual groups were tested using the method of Tukey’s HSD at the level of significance α = 5%. Following the results, the fact that there are significant differences in terms of occupational classification and the age in the analysed areas of motivation can be stated. Therefore, the managers have to motivate employees in different ways that result in the more complicated management of human resources associated with meeting enterprise goals. Thus, the issue of individual motivation programmes created for individual employees tailored to employees’ needs must be discussed.

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“…El estadístico de Wald es el cuadrado de la relación entre el parámetro y su error típico. Este mismo procedimiento consistente en la realización de una regresión ordinal a partir de la variable grado de satisfacción transformada puede verse en Sánchez-Sellero et al (2017). En la tabla 7 calculamos las probabilidades estimadas para cada uno de los casos, es decir, si el puesto es correcto, si el puesto es más bajo que la formación, si el puesto está por encima, y si el puesto necesita distinta formación.…”

Section: Correctounclassified

“…En la tabla 8 podemos ver cómo las cifras medias de satisfacción laboral aumentan de manera generalizada en años de crisis y además (tabla 9), ese incremento se produce para todos los colectivos estudiados, y en particular, para los trabajadores sobrecualificados. En palabras de Sánchez-Sellero et al (2017), en la evolución entre 2007-2010 del nivel medio de satisfacción laboral se produce en general ligeros incrementos; este resultado -que inicialmente no era el que habíamos previsto-puede explicarse porque ante la elevada tasa de desempleo, los trabajadores ocupados se consideran afortunados por tener trabajo y su nivel de exigencia en él disminuye.…”

Section: Correctounclassified

Relación entre sobrecualificación y satisfacción laboral durante la crisis española de 2008

Sánchez-Sellero

Sánchez‐Sellero

Cruz-González

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<p>En la actualidad se produce una espiral de crecimiento del nivel de estudios de la población que busca trabajo, hecho que genera un desajuste con el mercado laboral, puesto que el incremento de las necesidades educativas de los empleadores crece más despacio. Queremos conocer la satisfacción de los trabajadores sobrecualificados en el mercado laboral español, afectado por una crisis económica. Los datos proceden del Ministerio de Empleo y Seguridad Social. Del análisis de correspondencias se deriva asociación entre la sobrecualificación y grados de satisfacción bajos (en una escala de 0 a 10, se asocia con las puntuaciones 1, 2 y 3). La originalidad está en la combinación de distintas metodologías en el estudio de los conceptos sobrecualificación y satisfacción en el marco de la economía española. Concluimos que el grado de satisfacción de los trabajadores sobrecualificados es menor que en aquellos trabajadores cuyo puesto de trabajo es acorde con su formación. Por tanto, este hecho (sobrecualificación - insatisfacción) que era inicialmente nuestro punto de partida, sigue siendo válido aunque el panorama económico sea inestable. Sin embargo, hay que resaltar que las cifras de satisfacción laboral aumentan en los años de crisis económica de manera general, y en particular en los trabajadores sobrecualificados.</p>

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Stability and Satisfaction at Work During the Spanish Economic Crisis

Cited by 15 publications

References 28 publications

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

Strategic Instrument for Sustainability of Human Resource Management in Small and Medium-Sized Enterprises Using Management Data

Relación entre sobrecualificación y satisfacción laboral durante la crisis española de 2008

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