Clima y satisfacción laboral en el contexto universitario

Abstract

Resumen: El objetivo del estudio es comprobar la relación del clima y la satisfacción laboral en el contexto de una universidad pública. Los datos fueron recogidos de 318 empleados públicos del personal de administración y servicios. Se realizaron análisis multinivel para comprobar los efectos transnivel del clima, operacionalizado a nivel de las áreas administrativas, y la satisfacción laboral individual. El modelo de Kopelman, Brief y Guzzo (1990) sirve de marco teórico para mostrar las relaciones entre el clima y los estados cognitivos y afectivos, como la satisfacción laboral. Los resultados muestran que el clima de las áreas tiene una relación positiva y significativa con la satisfacción laboral, lo que tiene implicaciones para el desarrollo de prácticas innovadoras de recursos humanos que fomenten el bienestar y el compromiso de los empleados, en la construcción de una organización saludable y responsable socialmente. Palabras clave: Clima; satisfacción laboral; personal de administración y servicios; universidad pública.Title: Climate and job satisfaction in university environment. Abstract: The aim of this paper is to determine the relationship between climate and job satisfaction in the context of a public university. Data were collected from 318 administrative and technical employees. Multilevel analyses were conducted to test the cross level effects of climate −occurring at a level of administrative areas− and individual job satisfaction. Kopelman, Brief and Guzzo's (1990) model provides a theoretical framework to show the relationships between climate and cognitive and affective states, such as job satisfaction. Results show that climate in administrative areas has a significant and possitive effect on job satisfaction, which has important implications for the development of innovative practices of human resources that encourage the welfare and commitment of employees on the building of a healthy and socially responsible organization.

Organisational Climate, Role Stress, and Public Employees’ Job Satisfaction

“…In this study, climate showed a significant and positive reciprocal influence on job satisfaction (0.746), confirming the motivational process of the JD-R model. Furthermore, previous studies showed that when employees perceive their organisational climate in a more positive way, they are more satisfied [31]. Also, we found that role stress and burnout are significantly and positively related (0.953).…”

“…Job resources seem to play a motivating role, fostering the learning, growth, and development of employees. Numerous studies have confirmed that the more positively employees perceive the organisational climate, the more satisfied they are [31].…”

Incertidumbre laboral y salud mental: una revisión meta-analítica de las consecuencias del trabajo precario en trastornos mentales

“…Interest in the field of study of job insecurity has grown constantly, as flexible and changing labour relations have become an intrinsic element of the current labour market. It is assumed that job insecurity is not a transitory solution to adapt to a service-based economy, but rather that this way of organizing work is already a structural element (Crespo, Prieto Rodríguez, & Serrano Pascual, 2009), with important consequences for the well-being of workers (López-Araújo & Segovia, 2010;Pecino-Medina, Mañas-Rodriguez, Díaz-Fúnez, López-Puga, & Llopis-Marín, 2015;Serrano Rosa, Moya Albiol, & Salvador, 2009). This same approach proposed by Crespo and collaborators coincides with the approach defined by many authors, in different manners, over the last few years.…”

Empoderamiento y relación con la satisfacción laboral en personas con movilidad reducida | Empowerment and its relationship with job satisfaction in people with reduced mobility

“…Uno de los indicadores más relevantes estudiados en el contexto laboral en trabajadores con discapacidad es la satisfacción laboral. Este constructo ha sido definido por diferentes autores como la respuesta evaluativa, afectiva y conductual hacia el trabajo que se desempeña (Pecino-Medina et al, 2015;Veloso-Besio et al, 2015).…”