Predictores de la satisfacción laboral en la industria automotriz de Ciudad Juárez, México

Portillo, María Teresa Escobedo; Gómez, Jesús Andrés Hernández; Pérez, Lázaro Rico

doi:10.22507/rli.v13n2a8

Cited by 1 publication

(1 citation statement)

References 17 publications

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“…On the other hand, the evaluation of job satisfaction according to Carrero (2011), allows us to identify those factors that have positively or negatively influenced the achievement of job goals and thereby determine the actions that permanently guarantee compliance. In this regard, the literature mentions various related variables such as economic perception (Escobedo, Hernández, and Rico, 2016), employment benefits (Mendoza and Martha, 2019), recognition (Erazo, Álvarez and Serna, 2018), the relationship with colleagues (Linarez, Maldonado, and Gutiérrez, 2018), the supervision of the boss (Benedito, Bonavia, and Llinares, 2008), working conditions (Molina, Avalos, Valderrama, and Uribe, 2009) and freedom of action (Robbins and Judge, 2017), among others.…”

Section: Introductionmentioning

confidence: 99%

Characterization and determinants of organizational satisfaction in mexican workers of SMES

et al. 2020

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This study aimed to build a model that allows us to understand organizational satisfaction from variables related to job satisfaction; Likewise, we proceeded to validate and confirm the dimensions of a scale to measure satisfaction with the organization within the work environment based on the proposal by Cayama and Pazmiño (1998), in addition to characterizing organizational satisfaction in a sample of 646 employees, both sexes between 18 and 70 years, workers of small and medium enterprises (SMEs). From the Rasch analysis, relevant psychometric values were observed, identifying seven items as alien to the satisfaction dimension; An explanatory model was obtained that showed relevant adjustment criteria, observing that the main predictors of satisfaction with the organization were satisfaction with supervision (β = .84) and salary satisfaction (β = .75). Likewise, it was observed that the type of position, the marital status, the type of contract and the number of children had a significant impact on the differences in satisfaction. New studies are suggested that regain satisfaction with the organization as a relevant construct for a specific analysis of labor relations, as well as the extension of the sample to other types of workers and greater age ranges and seniority.

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Section: Introductionmentioning

confidence: 99%