Acceso usuarios
[1]
Perú
Introducción: el estudio de la satisfacción laboral está siendo abordado, actualmente, desde un enfoque integrador, enriqueciéndose de diversas teorías clásicas como actuales. En Perú han surgido nuevas necesidades laborales después del periodo postpandemia, por lo que será necesario contar con instrumentos de medición confiables y válidos para medir la satisfacción laboral. La escala de satisfacción laboral genérica demuestra contar con estas características de calidad. Objetivo: evaluar las características psicométricas de la escala de satisfacción laboral genérica, creada por MacDonald y MacIntyre en 1997 y adaptada por Salessi y Omar en 2016, en una empresa de Lima. Metodología: enfoque cuantitativo-descriptivo, diseño instrumental, no experimental, de naturaleza prospectiva, corte transversal y de uso psicométrico. La técnica de muestreo fue no probabilística y , participaron 300 colaboradores. Resultados: se obtuvieron evidencias de validez de contenido por su representatividad, el análisis factorial exploratorio identificó un solo factor que explicaba la mayor parte de variabilidad (54.57%) de los ítems con cargas factoriales entre .54 y .94. Se puso a prueba el modelo con el análisis factorial confirmatorio obteniendo resultados óptimos en el modelo reespecificado (CMIN/DF = 2.24; GFI = .98; RMSEA = .64; CFI = .98; TLI / NNFI = .97; SRMR = .03). Los índices de confiabilidad fueron altos (a = .86; w = .86), identificando evidencias de validez convergente con el engagement, correlación positiva y mediana (p < .01, rho = .498; CR = .88; AVE = .52). Conclusiones: se encontraron evidencias óptimas de propiedades psicométricas y se establecieron datos normativos generales para la muestra del estudio.
Background: The study of job satisfaction is currently approached from an integrative perspective, incorporating various classical and contemporary theories. In Peru, the post-pandemic period has brought about new labour needs, which highlight the importance of having reliable and valid measurement instruments to assess job satisfaction. The Generic Job Satisfaction Scale has demonstrated these quality characteristics. Objective: The aim of this study is to evaluate the psychometric characteristics of the Generic Job Satisfaction Scale created by MacDonald and MacIntyre in 1997 and adapted by Salessi and Omar in 2016 for use in a company in Lima. Method: The study employed a quantitative approach with a descriptive, non-experimental, and instrumental design, with a prospective and cross-sectional methodology, and psychometric analysis. The sampling technique employed was non-probabilistic with a total of 300 employees participating in the study. Results: Content validity evidence was obtained through representativeness, and Exploratory Factor Analysis identified a single factor that explained most of the variability (54.57%) of the items with factorial loads between .54 and .94. The model was tested using Confirmatory Factor Analysis, and optimal results were obtained in the re-specified model (CMIN/DF = 2.24; GFI = .98; RMSEA = .64; CFI = .98; TLI / NNFI = .97; SRMR = .03). Reliability indices were high (a = .86; w = .86), identifying evidence of convergent validity with Engagement, with a positive and moderate correlation (p < .01, rho = .498; CR = .88; AVE = .52). Conclusions: Adequate evidence of psychometric properties was found, and general normative data were established for the study sample.
