Satisfacción laboral y su influencia en el rendimiento del personal del consorcio Metroquil de la ciudad de Guayaquil, año 2014
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2015
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Facultad de Ciencias Psicológicas
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La satisfacción laboral es un sentimiento de identificación y empatía con la institución en la que se labora, producto de un grupo de factores de tipo físico ambientales y psicológicos sociales, que influyen sobre el comportamiento del individuo. Dicho comportamiento, desde el punto de vista de la empresa es considerado el rendimiento laboral del colaborador. Esta investigación tiene como objetivo determinar los factores que intervienen en la satisfacción laboral su influencia en el rendimiento del personal del Consorcio Metroquil, ubicado en la ciudad de Guayaquil durante el año 2014. Debido al enfoque humanista bajo el que se encuadra esta tesis, se determinó prudente trabajar con los siete factores propuestos por Fernández Ríos (1999): Retribución económica, relaciones con los compañeros, reconocimiento, posibilidad de desarrollo profesional y personal en el trabajo, apoyo y respeto a los superiores, seguridad y estabilidad que ofrece la empresa, condiciones físicas del entorno de trabajo. Para la investigación de campo se utilizó un cuestionario de 36 preguntas con una escala de Likert del 1 al 5, el cual fue aplicado a una muestra total de 80 personas dividida en 8 personas del área administrativa, 36 del área operativa y 36 de talleres. También fueron analizadas 80 evaluaciones de desempeño realizadas en el año 2014 por el departamento de talento humano del Consorcio, con la finalidad de relacionar resultados. Mediante el análisis de datos se logró relacionar coincidencia entre el porcentaje de trabajadores insatisfechos, con el porcentaje de empleados con bajo rendimiento en sus evaluaciones. Por tal motivo, se pudo concluir que si existe una relación de influencia entre la satisfacción y el rendimiento laboral. Por otra parte se determinó que el personal del Consorcio Metroquil se encuentra insatisfecho en el factor Reconocimiento y que por lo tanto se debe trabajar mediante un plan de acción el reforzamiento no económico hacia los colaboradores, con la finalidad de optimizar su rendimiento y armonizar la relación entre el sujeto y su entorno laboral.
Job satisfaction is a feeling of identification and empathy with the institution in which it works, the product of a group of factors of the physical and social psychological and social type that influence the behavior of the individual. Such behavior, from the point of view of the company is considered the employee's work performance. The objective of this research is to determine the factors that influence job satisfaction in its influence on the performance of the Metroquil Consortium personnel, located in the city of Guayaquil during the year 2014. Due to the humanistic approach under this thesis, it was determined prudent work with the seven factors proposed by Fernández Ríos (1999): Economic remuneration, relations with colleagues, recognition, possibility of professional and personal development at work, support and respect to superiors, security and stability offered by the company, conditions physical environment of the work environment. A 36-question questionnaire with a Likert scale from 1 to 5 was used for field research, which was applied to a total sample of 80 people divided into 8 people from the administrative area, 36 from the operational area and 36 from workshops. Also analyzed were 80 performance evaluations carried out in 2014 by the human talent department of the Consortium, in order to relate results. Through the data analysis, it was possible to relate a coincidence between the percentage of dissatisfied workers, and the percentage of employees with low performance in their evaluations. For this reason, it was possible to conclude that there is a relationship of influence between satisfaction and work performance. On the other hand, it was determined that the staff of the Metroquil Consortium is dissatisfied with the recognition factor and that, therefore, the non-economic reinforcement of employees should be worked through a plan of action in order to optimize their performance and harmonize the relationship between the subject and his work environment.
Job satisfaction is a feeling of identification and empathy with the institution in which it works, the product of a group of factors of the physical and social psychological and social type that influence the behavior of the individual. Such behavior, from the point of view of the company is considered the employee's work performance. The objective of this research is to determine the factors that influence job satisfaction in its influence on the performance of the Metroquil Consortium personnel, located in the city of Guayaquil during the year 2014. Due to the humanistic approach under this thesis, it was determined prudent work with the seven factors proposed by Fernández Ríos (1999): Economic remuneration, relations with colleagues, recognition, possibility of professional and personal development at work, support and respect to superiors, security and stability offered by the company, conditions physical environment of the work environment. A 36-question questionnaire with a Likert scale from 1 to 5 was used for field research, which was applied to a total sample of 80 people divided into 8 people from the administrative area, 36 from the operational area and 36 from workshops. Also analyzed were 80 performance evaluations carried out in 2014 by the human talent department of the Consortium, in order to relate results. Through the data analysis, it was possible to relate a coincidence between the percentage of dissatisfied workers, and the percentage of employees with low performance in their evaluations. For this reason, it was possible to conclude that there is a relationship of influence between satisfaction and work performance. On the other hand, it was determined that the staff of the Metroquil Consortium is dissatisfied with the recognition factor and that, therefore, the non-economic reinforcement of employees should be worked through a plan of action in order to optimize their performance and harmonize the relationship between the subject and his work environment.
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SATISFACCIÓN EN EL TRABAJO, CULTURA DEL TRABAJO