Clima y satisfacción laboral en el contexto universitario

• Autores: Vicente Pecino Medina, Miguel Angel Mañas Rodríguez, Pedro Antonio Díaz Fúnez, Jorge López Puga, Juan Manuel Llopis Marín
• Localización: Anales de psicología, ISSN-e 1695-2294, ISSN 0212-9728, Vol. 31, Nº. 2, 2015, págs. 658-666
• Idioma: español
• DOI: 10.6018/analesps.31.2.171721
• Títulos paralelos:
  • Climate and job satisfaction in university environment
• Enlaces
  • Texto completo
• Dialnet Métricas: 19 Citas
• Resumen
  • español

    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 sa-ludable y responsable socialmente

  • English

    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 anal-yses 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 sig-nificant and possitive effect on job satisfaction, which has important impli-cations 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

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