Variables relacionadas con la satisfacción laboral: un estudio transversal a partir del modelo EFQM

Robles-García, Mónica; Dierssen-Sotos, Trinidad; Martínez-Ochoa, Eva; Herrera-Carral, Pedro; Díaz-Mendi, Ana Rosa; Llorca-Díaz, Javier

doi:10.1157/13074368

Cited by 49 publications

(22 citation statements)

References 9 publications

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“…Salgado et al 1996Robles, et al 2005;Chiang, Salazar and Núñez, 2007;Chiang, Salazar, Huerta and Núñez, 2008) leadership (Alves, 2000;Gonzalez Parra, 2008;Contreras, et al 2009) the culture of the organization (Méndez Hernández andVargas, 2013, González et al, 2008) with the quality of service and quality of life at work (Bernal, Pedraza and Sánchez, 2015;Casas, Repullo, Lorenzo and Cañas, 2002). Studies have reported that organizational climate is a variable that relates to other variables interacting in the context of the organization.…”

Section: Archives Of Business Research (Abr)mentioning

confidence: 99%

Organizational climate and oil companies. Multidimensional study with workers from the drilling department in Tabasco, Mexico

López

Caraveo

Pérez

2016

ABR

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Section: Archives Of Business Research (Abr)mentioning

confidence: 99%

Organizational climate and oil companies. Multidimensional study with workers from the drilling department in Tabasco, Mexico

López

Caraveo

Pérez

2016

ABR

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“…Por lo tanto, los cimientos de un buen clima laboral se relacionan básicamente con el adecuado funcionamiento de la organización y, más específicamente, con indicadores tales como la conciliación del trabajo con la vida familiar, las prestaciones sociales en la empresa, la satisfacción en el puesto de trabajo y la calidad directiva o el liderazgo, entre otros (Cuadra-Peralta & Veloso-Besio, 2010). Así pues, queda suficientemente acreditado que el aná-lisis del clima organizacional es muy relevante para la determinación del grado de satisfacción en el trabajo y, a su vez, dicha satisfacción está fuertemente asociada a la valoración positiva de las características propias de la organización (Robles-García, Dierssen-Sotos, Martínez-Ochoa, Herrera-Carral, Díaz-Mendi, & Llorca-Díaz, 2005). Chiang, Martín, y Nuñez (2010) afirman que la satisfacción laboral es importante en el análisis del comportamiento organizacional porque para la mayoría de los trabajadores representa un fin en sí misma o un medio para conseguir la satisfacción personal.…”

Section: Fundamentos Teóricosunclassified

Características Organizacionales De La Satisfacción Laboral en España

et al. 2014

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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

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“…There are other questionnaires which have been used in several studies, but not with the same frequency, such as the Index of Work Satisfaction (IWS) (Jernigan, Beggs & Kohut, 2002; Other questionnaires found with a scarce use in the literature are the Jobsat survey (Westover, Westover & Westover, 2010); the Dubai Job Satisfaction Survey (Abdulla et al, 2011); the Work Motivation and Job Satisfaction Scale (WMJSS) (Saleem, Mahmood & Mahmood, 2010); the German Job Satisfaction Survey (GJSS) (Liu et al, 2004); the WES-10 (Workplace and Employee survey) (Rossberg, Eiring & Friis, 2004); the Work Environment Survey (WES) (Houston, Meyer & Paewi, 2006); the European Employee Index; the Occupational Stress Indicator 2 (OSI2) (Spector & Fox, 2003); and the "encuesta de satisfacción de las personas", created by "Servicio Vasco de Salud" (Osakidetza) (Robles-García, Dierssen-Sotos, Martínez-Ochoa, Herrera-Carral, Rosa Díaz-Mendi & Llorca-Díaz, 2005).…”

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confidence: 99%

Validation of the JDS satisfaction scales applied to educational university environments

Giraldo-O’Meara

Marín-García

Martínez-Gómez³

2014

JIEM

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Purpose: The aim of this study is to review and summarize the main satisfaction scales used in publications about human Resource Management and educational research, in order to adapt the satisfaction scales of the Job Diagnostic Survey (JDS) to higher education and validate it with a sample of university students and to assess the concept of satisfaction in two different ways: as a single-item measure, with a global indicator and as a multi-item measure, analyzed as a global model and composed by several scales.Design/methodology/approach: Confirmatory factor analysis with maximum likelihood, using structural equations model, was employed to assess the model fit in 152 business management undergraduates.Findings and originality/value: The satisfaction model measured as multi-item scale present an acceptable fit. Even though, some of the satisfaction scales did not present a satisfactory fit, they can be used and interpreted independently with carefulness. Nevertheless, the satisfaction single-item scale presents a better fit and has been validated as a simpler and less costly measure of satisfaction.-72-Journal of Industrial Engineering and Management -http://dx.doi.org/10. 3926/jiem.906 Originality/value: In the current process of change that is taking place in universities according to the plan developed by the European Space of higher Education, validated instruments as the satisfaction scale of JDS, adapted to teaching, may facilitate this process through the diagnosis, and follow-up of changes in satisfaction levels in university classrooms.

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Variables relacionadas con la satisfacción laboral: un estudio transversal a partir del modelo EFQM

Abstract: Almost half of the staff surveyed in our hospital were satisfied or highly satisfied with the organizational climate. Satisfaction was strongly associated with positive evaluation of organizational characteristics.

Cited by 49 publications

References 9 publications

Organizational climate and oil companies. Multidimensional study with workers from the drilling department in Tabasco, Mexico

Organizational climate and oil companies. Multidimensional study with workers from the drilling department in Tabasco, Mexico

Características Organizacionales De La Satisfacción Laboral en España

Validation of the JDS satisfaction scales applied to educational university environments

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