Acceso usuarios
Sharon Reimel De Carrasquel
Artículo publicado en abril de 1998.Con el propósito de identificar y describir las características que distinguen los estudios de Ia CVL de otros estudios que se realizan en el ámbito empresarial (Motivación en el Trabajo; Satisfacción Laboral; Clima Organizacional; Cultura Organizacional), se comparan cuatro variables inherentes a todos ellos: a) objetivos que persigue, b) focalización del estudio, c) método y; d) alcances del trabajo. Los resultados del análisis comparativo indicaron que todos los 5 tipos de estudio utilizan métodos iguales y/o similares y que los resultados de todos los estudios, exceptuando los del estudio de cultura organizacional, se expresan en términos de una actitud de satisfacción (o insatisfacción). Las diferencias encontradas revelaron que los estudios de la CVL persiguen un mayor número de objetivos, se centran en el mayor número de indicadores psicosociales y abarcan situaciones y condiciones dentro y fuera del contexto laboral los mismos por lo que se pueden considerar útil cuando se requiere una visión amplia y precise de la situación en su totalidad. Igualmente, se concluye que los estudios de Ia CVL, debido a Ia amplitud de los indicadores empleados, pueden orientar futuras investigaciones más específicas en áreas de satisfacción, motivación y/o clima organizacional.AbstractIn order to identify and describe the features distinguish QWL studies from other types of studies often undertaken in organizational settings (Motivation; Satisfaction; Organizational Climate; Organizational Culture), four variables inherent to all five types of study: a) objectives; b) focal point; c) method and; d) scope were compared. Results indicated that all 5 studies use the same or similar research methods and, with the exception of organizational culture studies, the results of all are usually expressed in terms of an attitude satisfaction (or insatisfaction). Results also revealed that QWL studies present a larger number of objetives, focus on a greater number of psicosocial indicators and take into account situations and conditions within the work setting as well as in other life settings, making QVVL studies useful when a precise, extensive vision of the situation is required. Futhermore, due to the diversity and quantity of indicators used, QWL studies have the potential for orienting future studies of a more specific nature, such as job satisfaction, work motivation and/or organizational climate.
In order to identify and describe the features distinguish QWL studies from other types of studies often undertaken in organizational settings (Motivation; Satisfaction; Organizational Climate; Organizational Culture), four variables inherent to all five types of study: a) objectives; b) focal point; c) method and; d) scope were compared. Results indicated that all 5 studies use the same or similar research methods and, with the exception of organizational culture studies, the results of all are usually expressed in terms of an attitude satisfaction (or insatisfaction). Results also revealed that QWL studies present a larger number of objetives, focus on a greater number of psicosocial indicators and take into account situations and conditions within the work setting as well as in other life settings, making QVVL studies useful when a precise, extensive vision of the situation is required. Futhermore, due to the diversity and quantity of indicators used, QWL studies have the potential for orienting future studies of a more specific nature, such as job satisfaction, work motivation and/or organizational climate.
