Satisfacción laboral del personal en el Servicio de Nefrología del Hospital Guillermo Kaelin de la Fuente (Villa María) en 2019

Morales, Yojani Holguin; Camarena, Carlos Contreras

doi:10.24265/horizmed.2020.v20n2.09

Cited by 6 publications

(5 citation statements)

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“…The results show that most of the respondents had a low level of job satisfaction, with 50.47%, being these percentages much higher than those found in other public workers in Peru where most of them had average job satisfaction, (Abarca Arias et al, 2021;Aliaga-Zamora et al, 2022;Holguin Morales & Contreras Camarena, 2020).This is a negative factor because it can influence job performance (Chen & Sun, 2009;Obi, 2009). (Chen & Sun, 2009;Obiunu & Yalaju, 2020;Sudiardhita et al, 2018) affecting the quality of public services (Hernández Junco et al, 2009).. During the COVID-19 pandemic, drastic changes were made in the way job functions were performed, generating dissatisfaction, discomfort (Silva et al, 2021), stress and burnout (Kitsios & Kamariotou 2021).…”

Section: Discussionmentioning

confidence: 86%

Job satisfaction of public workers in northern peru during the covid-19 pandemic

Ezcurra-Zavaleta

Ruiz-Montealegre

Saavedra-López

et al. 2023

SDJ

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Objective: The objective of the study was to determine the job satisfaction of public workers in the provincial municipalities of the Tumbes region (Peru). Method: The method used was a descriptive, non-experimental cross-sectional design. The sample consisted of 319 male and female workers from the 3 provincial municipalities. A sociodemographic questionnaire and the Job Satisfaction Questionnaire were used as data collection instruments. Results: The results showed that only 10% of the participants had high job satisfaction. Within the dimensions, the majority showed low satisfaction (67%) with the remuneration received. No significant differences were found between men and women with respect to job satisfaction, and those with permanent employment status had lower levels than those who work on a temporary basis. Conclusions: It is concluded that most of the personnel working in the provincial municipalities of the Tumbes region have low levels of job satisfaction, so it is important to develop programs aimed at strengthening the bond and favorable attitude of workers with the institution where they work.

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Section: Discussionmentioning

confidence: 86%

Job satisfaction of public workers in northern peru during the covid-19 pandemic

Ezcurra-Zavaleta

Ruiz-Montealegre

Saavedra-López

et al. 2023

SDJ

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“… 9 mention that perceived self-efficacy, schedules, age, job status, continuity, assigned responsibility, job benefits and physical working conditions are factors that directly influence employees’ job satisfaction. From this, Cercado 10 and Holguin & Contreras 11 indicate that job benefits refer to the respect of employees’ rights by promoting fair and equitable control of compensation that increases economic benefits to improve employee performance.…”

Section: Introductionmentioning

confidence: 99%

The effect of burnout syndrome on the job satisfaction of employees in the municipalities of South Lima: a cross-sectional study

Pacheco,

Alvarez,

Peñaranda

et al. 2023

Annals of Medicine &Amp; Surgery

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Introduction and Importance: Nowadays, improving the performance of employees is essential to increase productivity and achieve continuous improvement, therefore it is necessary to achieve job satisfaction among all members of the organisation to avoid negative attitudes, professional burnout, health problems and lack of commitment. Therefore, our objective was to determine the level of burnout and its relationship with the level of job satisfaction among employees in the municipalities of southern Lima. Method: The research is basic research, with a quantitative approach and a cross-sectional, non-experimental, correlational design. The survey technique was used and the data collection instrument was a questionnaire addressed to 271 workers of the municipalities of South Lima on the variable burnout syndrome with the dimensions depersonalisation and emotional exhaustion, as well as on the variable job satisfaction with the dimensions work benefits, administrative policies and social relations, with a Cronbach’s alpha reliability of 0.801. Results: The results show that 50.2% of the employees state that they have an overload of mental effort that causes a high level of emotional exhaustion, 50.2% state that the work develops in them negative and insensitive attitudes that increase their level of depersonalisation and 77.9% state that the company is unable to satisfy the personal demands of the employees through the work benefits it offers. Conclusions: These findings reflect that burnout is a common illness in organisations due to workload, poor organisational climate and neglect of employees’ emotional health. Therefore, more research is needed on the role of organisations in reducing levels of occupational burnout in order to promote improvements in mental health.

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“…Es decir, fomentar un ambiente laboral adecuado, puede promover efectos productivos en los colaboradores, tales como el esfuerzo, logrando, además de, una mayor productividad, mejores niveles de desempeño en las actividades diarias. La satisfacción también influye en el orgullo que manifiestan los trabajadores dentro de sus labores cotidianas estableciendo, pues los lazos fuertes conllevan a compartir la visión y objetivos de la organización (Holguin & Contreras, 2020).…”

Section: Planteamiento Del Problema De Investigaciónunclassified

“…Además, se puede apreciar que existe una necesidad de implementar diseños de trabajo para desarrollar y preparar vínculos entre las distintas disciplinas en salud, que son indispensables para incrementar la satisfacción laboral y el grado en el que se sienten comprometidos los empleados de la compañía (Holguin & Contreras, 2020). De igual modo, la satisfacción laboral presenta una suma importancia en el contexto laboral, pues promueve la retención de colaboradores valiosos y reduce el estrés generado por las crisis económicas, facilitando así, la estabilidad laboral y elcompromiso; por ese motivo, es necesario supervisar el nivel de satisfacción laboral durante las crisis de la empresa, con la finalidad de obtener oportunidades para incrementar el compromiso laboral y el desarrollo profesional (Gutiérrez et al, 2022).…”

Section: Resumen Históricounclassified

“…Posteriormente, se elaboró un modelo que permitió reconocer algunas dimensiones de la satisfacción: la satisfacción con el entorno físico del trabajo, satisfacción con las prestaciones recibidas, satisfacción con la participación, satisfacción con la supervisión y satisfacción intrínseca del trabajo (De la Cruz, 2020). En consecuencia, el marco teórico presentado anteriormente promovió el desarrollo de diferentes estudios, los cuales proponen la necesidad de implementar diseños de trabajo para desarrollar y preparar vínculos para incrementar la satisfacción laboral (Holguin & Contreras, 2020). De la misma manera, sugieren que la satisfacción laboral presenta una mayor relevancia, puesto que permite retener a los colaboradores valiosos y reducir el estrés generado por la crisis, facilitando la estabilidad laboral y compromiso (Gutiérrez et al, 2022).…”

Section: Principales Hallazgosunclassified

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Satisfaccion Laboral Y Su Influencia Con La Productividad en El Personal Asistencial De Hospitales De Categoria Iii-I en Lima Metropolitana

LINDO INGA,

GUZMAN GARAY

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El presente estudio tiene como objetivo principal determinar de qué manera la satisfacción laboral influye en la productividad en el personal asistencial de hospitales de categoría III-1 en Lima Metropolitana, 2022; para ello, se planteó una investigación de enfoque cuantitativo y tipo básica, alcance explicativo con diseño de investigación no experimental. En relación con la población la misma estuvo conformada por 11387 personal asistenciales perteneciente a los hospitales considerados de nivel III-1 en Lima Metropolitana y una muestra representativa de 372 calculada a través del empleo de una formula muestral para población finita, en cuanto a los instrumentos, se emplearon dos cuestionarios bajo la técnica de la encuesta. Se obtuvo por resultado que, a nivel descriptivo el 69,4% del total de la muestra presentan un nivel de satisfacción laboral alto y el 60,5% una productividad media; mientras que, a nivel inferencial se obtuvo una significancia de 0,000 y un coeficiente de correlación de 0,269 para la hipótesis general. En las conclusiones, se determinó de forma estadística que la satisfacción laboral influye de forma significativa en la productividad del personal asistencial de hospitales de categoría III-1 en Lima Metropolitana, 2022.

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Satisfacción laboral del personal en el Servicio de Nefrología del Hospital Guillermo Kaelin de la Fuente (Villa María) en 2019

Cited by 6 publications

References 5 publications

Job satisfaction of public workers in northern peru during the covid-19 pandemic

Job satisfaction of public workers in northern peru during the covid-19 pandemic

The effect of burnout syndrome on the job satisfaction of employees in the municipalities of South Lima: a cross-sectional study

Satisfaccion Laboral Y Su Influencia Con La Productividad en El Personal Asistencial De Hospitales De Categoria Iii-I en Lima Metropolitana

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