Acceso usuarios
Lina María Espinal Ramírez, Juliana Ximena Trujillo, Alejandro Sanín Posada
El objetivo del presente estudio fue explorar qué tanto el tipo de vinculación laboral predice el nivel de bienestar subjetivo en el trabajo. Para ello se trabajó con una muestra de 333 trabajadores de una organización pública del orden municipal. Aplicándose la escala F7, de Felicidad laboral a todos ellos. Posteriormente, se hizo un análisis de varianza múltiple para identificar qué tanto la variable dependiente difería en función de la pertenencia a diversos tipos de contrato laboral tenidos en cuenta como variable categórica. Los resultados no permitieron confirmar la hipótesis de estudio, se encontró ausencia de diferencias estadísticas significativas cuando se compararon los resultados por tipo de vinculación. Esto indica que las realidades asociadas a uno u otro tipo de vinculación no parecen estar afectando los niveles de bienestar de las personas.Resumen alternativo:This study explores whether the type of employment contract predicts the subjective overall well-being in the workplace. For this, we applied the F7 Workplace Happiness Survey to a sample of 333 employees in a municipal entity. MANOVA was performed in order to identify whether the dependent variable varies with the type of employment contract, as a categorical variable. The resulting absence of statistically significant differences between the employment contract fails to confirm the study hypotheses. This suggests that the conditions imposed by each type of employment contract do not seem to make a difference in the overall well-being of the employee.
This study explores whether the type of employment contract predicts the subjective overall well-being in the workplace. For this, we applied the F7 Workplace Happiness Survey to a sample of 333 employees in a municipal entity. MANOVA was performed in order to identify whether the dependent variable varies with the type of employment contract, as a categorical variable. The resulting absence of statistically significant differences between the employment contract fails to confirm the study hypotheses. This suggests that the conditions imposed by each type of employment contract do not seem to make a difference in the overall well-being of the employee.
