Labor satisfaction in workers
Labor satisfaction (ST) is an issue that is still very resumed today because it is very important for workers to feel satisfied to do their work properly, and if not to be able to look for alternatives that help improvethe satisfaction of the same.
Weinert (1985) points out that:
The ST is a function of the sum of satisfaction in different aspects of work or the satisfaction of needs in the job (taking into account the degree and quantity);In addition, the ST can be a function of the difference between the degree to which the needs (reality) and the degree to which they should be filled (ideal representation) are filled (ideal).
While Davis and Newstrom (1990) express that:
Work satisfaction is a set of favorable and unfavorable feelings through which employees perceive their work. (…). Work satisfaction is a feeling of relative pleasure or pain (I enjoy doing various tasks) that differs from objective thoughts (my work is complex) and of the intentions in behavior (I have plans to leave this work in three months).
However, Bravo, Peiró and Rodríguez (2002) mention that "studies on job satisfaction begin by verifying the importance that this social and organizational variable has had and has within the field of work psychology and organizations".
There are several definitions in which it begins by speaking that job satisfaction refers to the attitude, which reflects how the person perceives their employment in general and some aspects related to them;For this, two approaches have been created which are the general approach that covers a general perception regarding employment and also unique;And the facet approach refers more to employment conditions and with this approach you can have a vision that this complete job satisfaction.
While Bravo, Peiró and Rodríguez (2002) point out that “satisfaction is conceived as an attitude that maintains very close relationships with important consequences for the person and for the organization” (P. 343). These attitudes are not only present in the organization but also in the daily life of the worker outside their work.
It is also important to note that Peiró (cited in Bravo, Peiró and Rodríguez, 2002) points out that:
The events or conditions that cause job satisfaction are the intrinsic nature of work, remuneration, promotion, employment safety and working conditions. While job satisfaction agents are the person, supervisors, colleagues, subordinates, company characteristics.
Therefore, you should have knowledge of how your employees are satisfied to prevent negative activities and attitudes in workers.
In this regard, Spector (2002) points out that:
Job satisfaction is almost always questioned by people around their perceptions towards their jobs, either through questionnaires or interviews. In a questionnaire dozens of scales can be applied, so satisfaction is usually evaluated in this way (p.193).
Now Santillán (2005) who mentions that:
Work satisfaction depends on all favorable physical and psychological conditions that the company gives to the worker in their fundamental needs. And then the man by nature, experiences a set of different needs looking for ways to satisfy them.
In this way, retaking this definition, a worker must feel good with the physical and psychological conditions that the company is providing to perform efficiently at work and give the expected results regarding productivity.
However, it is not the only definition that Santillán (2005) addresses, since he also points out that it is an attitude that derives from many specific attitudes that are determining the work factors and group relationships. Therefore there is still this constant interaction between the physical space where the worker develops his tasks and the relationships he has with his co -workers;that is, the work environment.
It is necessary to highlight what Vara (2006) mentions that: ‘Labor satisfaction is understood as a taste and disposition to perform work properly with positive attitudes and willingness to collaborate in all aspects of the workplace”. It is for this reason that when a worker feels really satisfied he will perform his tasks in a very positive way, with joy, he will feel really motivated to perform his corresponding tasks in his workplace.
However, Newstrom (2007) addresses that “job satisfaction or dissatisfaction arises when an employee obtains more and more information about his workplace. However, satisfaction in dynamic work, and can decline even faster than it develops ”
On the other hand, job satisfaction is the attitude that a worker has towards the work he does, linking it with aspects that have to do with their personal development, the labor benefits it has and also the remuneration it receives, the administrative policies of the placewhere it is working and above all the relations with the other members of the organization, with the authority and finally the physical conditions of its work space and the materials that facilitate the performance of their tasks Palma.
While, Zayas, Báez, Zayas and Hernández (2015) mention that:
The study of job satisfaction is a problem that arises from the same processes of division of labor and is systematized when psychology and administration arise as sciences.(…) job satisfaction has been one of the most studied variables in the field of work activity, but there is no consensus regarding its definition, even some specialists, they point out that this concept is free of theory, so we see that inCurrently there is no unanimous definition of the concept of job satisfaction.
In addition to this Ivancevich and Donnelly (cited in Faya, Venturo, Herrera and Hernández, 2018) mention a general panorama about job satisfaction could be separated into two different perspectives where the first would be an emotional state, an attitude towards work andsecond would be more focused on the comparison between the needs or results that are current in the position. It is also like the different authors cover in different ways the concept of job satisfaction but it should be clear that all concepts are related to each other, due to the relationship between their workplace, their work environment and if you feel happy to be doingthat job.
Therefore it is concluded that the job satisfaction of a worker is influenced by both internal and external factors, in which the environment and relationships influence their co -workers, such as having a workplace with conditions thatare favorable;These two general factors produce a good attitude, an attitude that is positive, which will allow the worker to perform his activities without any problem. Because the worker’s attitude is very important to know if he is satisfied with his work, with the environment where he must perform his tasks.
Job satisfaction is an issue in which it is allowed to know how workers feel;Because currently workers mention that they do not feel satisfied with their work because their work schedules are not the most accessible, and they are not facilitated to be in mixed shifts, or because the conditions of their physical space where they perform their tasksThey are not the most appropriate, also the relationships with their co -workers are not the best, nor the most appropriate to be able to work as a team, there is no motivation on the part of the bosses towards their workers, or concern about those basic personal needs. Some years ago an investigation was conducted where job satisfaction is very low to compare dissatisfaction.
Maldonado (2019) in Forbes addresses that for a long time Mexico has been one of the countries that have shown more job dissatisfaction in the world. A 2016 Gallup firm report showed that Mexico only 12% of workers are satisfied with their work, 60% are disconnected, while 28% do not hesitate to affirm that they are totally dissatisfied with their employment.
On the other hand Camuñas (2019) in El Economista mentions that employee satisfaction is becoming an aspect in which more and more companies invest, since it has been shown that there is a relationship between an improvement in the results of the companiesAnd the satisfaction of its workers, there is also talk of creative incentive programs as well as the preparations for business transfers in which the welfare of workers is prioritized to increase the happiness of their employees.
While the (ORH) Observatory of HR (2019) points out that Homelike collects six tips that can implement companies that seek to improve the satisfaction of their employees and increase their productivity, starting to recognize the achievements, according to homeelike, 58%Professionals recommend that their managers recognize the work of their employees to increase, up to 60%, their commitment to the company, from the company explain that this recognition must be made based on the specificity of the achievements;Continue with contributing meaning to work 9 out of 10 people would be willing to earn less money for doing a more significant job, according to a study by Harvard Business Review. In the end, a work that likes is valued above salary;Also promoting professional development and not staying in the same position performing the same functions is not an option for many employees, from Homeelike, they affirm that “we must not forget that 32% of employees who change their work do so due to lackof opportunities for promotion and advancing in their careers ”;Like adopting a global vision of well -being, as far as possible, companies must ensure the well -being of their employees beyond the work environment, they must even have time flexibility, a study collected by Homeelike, points out that employees that employees that employees that employees that employees that employees that employees that employees that employees that employees that employees that employees that employees that employees that employees that employees that employeesThey work at a distance, at least once a month, they are 24% happier than those who do not. But not only that, but a 2018 survey states that 76% of potential employees value this incentive as the best that can be offered. The hourly flexibility allows to reconcile family and professional life, save money on displacements and better organize time so the productivity of employees grows by improving their satisfaction with the company and finally and not least develops a business culture, employeesThey are not only their work but also, a business culture must be promoted within companies to improve their satisfaction. Do surveys to know your needs and concerns, perform analysis through Big Data to improve commitment and use data to make the most successful decisions are tools that can already be used today to develop business culture.
Labor Pulse (2018) addresses that for many business owners, having employees in disgust with their work can cause a decrease in productivity. However, the reality is that as the technological explosion has grown, job satisfaction has become a need, and thanks to the use of mobile devices, it has grown, the growth of independent work has been promoted, thehiring and project work. Labor concerns have changed. Lacking the main benefits for companies, such as health insurance and retirement savings accounts, many workers have opted for other types of work models. This, as a way of facing constant instability in their jobs.
Based on previous research is what leads us to know what is the level of satisfaction in the workers of Toluca and the conurbation area.
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