Satisfacción laboral y engagement en trabajadores del área operativa de una empresa en la ciudad de Cúcuta, Norte de Santander
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2022
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Ediciones Universidad Simón Bolívar
Facultad de Ciencias Jurídicas y Sociales
Facultad de Ciencias Jurídicas y Sociales
Resumen
Dentro del ambiente laboral se determina que el compromiso y la satisfacción son causas que determinan la aparición del ausentismo, rotación constante y abandono de las obligaciones laborales (Gómez-Rojas et al., 2014). Por otro lado, las nuevas dinámicas de globalización de los mercados y el desarrollo tecnológico impulsan alteraciones en la rotación de personal por el aumento de expectativas por parte del personal joven en la medida en que se crean escenarios de ascenso y ganas de superación para promover la calidad de vida y aumento de los ingresos económicos (Salinas & Cordero, 2014).
Cabe resaltar que la sociedad actual considera la existencia de reciprocidad entre sentirse cómodo en el trabajo y ser más productivos y eficientes (Rodríguez-Muñoz & Bakker, 2013). Actualmente, las organizaciones se encuentran en contextos caracterizados por un cambio constante, lo que requiere la creación de estrategias y herramientas competitivas en el mercado que permitan la combinación de diferentes actores (Delgado, 2001). Como resultado, las organizaciones están constantemente adoptando líneas innovadoras y adaptativas para formar grupos de trabajo listos para satisfacer sus habilidades y las rigurosas demandas del mercado (Parra & La Madriz, 2017). De acuerdo con el apartado anterior, para García-Carbonell et al., (2016), la satisfacción y el compromiso laboral son fundamentales para que las organizaciones identifiquen y definan quiénes se implican en la consecución de los objetivos de su estrategia.
El objetivo de la investigación fue analizar la relación entre la satisfacción laboral y el engagement de los trabajadores del área operativa de una empresa de la ciudad de Cúcuta, Norte de Santander, mediante la identificación del nivel de satisfacción laboral y el nivel de engagement, relacionando a su vez estas dos variables.
El presente estudio es de enfoque cuantitativo, de alcance correlacional, no experimental, y de corte transversal descriptivo; El universo del estudio estuvo conformado por los trabajadores del área operativa de una empresa, para la selección de la muestra se llevará a cabo un muestreo probabilístico, aleatorio simple; Así mismo, se construyeron dos instrumentos: uno enfocado a la satisfacción laboral que estaba conformado por 25 ítems de los cuales se encuentran divididas en cuatro dimensiones: satisfacción con los superiores, condiciones de trabajo, trabajo realizado y refuerzos positivos; Por su parte, un segundo instrumento frente al engagement que lo conformaban 25 ítems, que se dividían en cuatro dimensiones: dedicación, vigor y absorción.
De acuerdo a los resultados obtenidos se encontró que a nivel general, en el instrumento de Satisfacción Laboral se obtuvo un nivel alto obtenido por 79 colaboradores que manifiestan que la satisfacción laboral dentro de la organización es alta alcanzando un 56.4%, seguido de este, el nivel muy alto con 29 colaboradores con un porcentaje de 20.7% logrando una calificación de 77.1% de asertividad; Así mismo, a nivel general, en el instrumento de Engagement se identifico un nivel alto obtenido por 85 colaboradores que manifiestan que el Engagement dentro de la organización es alta alcanzando un 60.7%, seguidamente, el nivel muy alto con 41 colaboradores con un porcentaje de 29.3% logrando una calificación de 90% de asertividad.
Finalmente, de acuerdo con los resultados obtenidos se encontraron relaciones significativas directamente proporcionales (Rho 0,75; p 0,00), lo que indica que a mayor nivel de satisfacción laboral mayor será el nivel de engagement.Es importante resaltar que la actual demanda exige una agenda progresista donde se integran y priorizan al tiempo el bienestar del trabajador y las políticas productivas. Congruente a lo anterior se ha determinado que existe una visión laboral en donde se establecen los trabajadores como la primera fuente de prioridad de recurso humano. Por eso es indispensable concebir la satisfacción total de sus necesidades, ya sea a nivel personal o laboral, favoreciendo así el rendimiento de sus funciones dentro de la organización creando un buen ambiente con sus compañeros de trabajo.
Within the work environment, it is determined that commitment and satisfaction are causes that determine the appearance of absenteeism, constant rotation and abandonment of work obligations (Gómez-Rojas et al., 2014). On the other hand, the new dynamics of market globalization and technological development drive alterations in staff turnover due to increased expectations on the part of young staff to the extent that scenarios of promotion and desire for self-improvement are created to promote quality of life and increased economic income (Salinas & Cordero, 2014). It should be noted that today's society considers the existence of reciprocity between feeling comfortable at work and being more productive and efficient (Rodríguez-Muñoz & Bakker, 2013). Currently, organizations are in contexts characterized by constant change, which requires the creation of competitive strategies and tools in the market that allow the combination of different actors (Delgado, 2001). As a result, organizations are constantly adopting innovative and adaptive lines to form work groups ready to meet their skills and the rigorous demands of the market (Parra & La Madriz, 2017). In accordance with the previous section, for García-Carbonell et al., (2016), job satisfaction and commitment are fundamental for organizations to identify and define who is involved in achieving the objectives of their strategy. The objective of the research was to analyze the relationship between job satisfaction and engagement of workers in the operational area of a company in the city of Cúcuta, Norte de Santander, by identifying the level of job satisfaction and the level of engagement, relating in turn these two variables. The present study is quantitative in approach, correlational in scope, non-experimental, and descriptive cross-sectional; The universe of the study was made up of workers in the operational area of a company, for the selection of the sample a simple random probability sampling was carried out; Likewise, two instruments were constructed: One focused on job satisfaction, which consisted of 25 items divided into four dimensions: satisfaction with superiors, working conditions, work performed and positive reinforcement. The second instrument focused on engagement, which consisted of 25 items divided into four dimensions: dedication, vigor and absorption. According to the results obtained, it was found that at a general level, in the Job Satisfaction instrument, a high level was obtained by 79 employees who stated that job satisfaction within the organization is high, reaching 56.4%, followed by the very high level with 29 employees with a percentage of 20.7%, achieving a score of 77.1% of assertiveness. At the same time, at a general level, in the Engagement instrument, a high level was identified, obtained by 85 employees who stated that the Engagement within the organization is high, reaching 60.7%, followed by the very high level with 41 employees with a percentage of 29.3%, achieving a score of 90% of assertiveness. Finally, according to the results obtained, significant directly proportional relationships were found (Rho 0.75; p 0.00), indicating that the higher the level of job satisfaction, the higher the level of engagement. It is important to highlight that the current demand requires a progressive agenda where the well-being of the worker and productive policies are integrated and prioritized at the same time. Congruent with the above, it has been determined that there is a labor vision in which workers are established as the first source of priority of human resources. That is why it is essential to conceive the total satisfaction of their needs, either at a personal or work level, thus favoring the performance of their functions within the organization by creating a good environment with their coworkers.
Within the work environment, it is determined that commitment and satisfaction are causes that determine the appearance of absenteeism, constant rotation and abandonment of work obligations (Gómez-Rojas et al., 2014). On the other hand, the new dynamics of market globalization and technological development drive alterations in staff turnover due to increased expectations on the part of young staff to the extent that scenarios of promotion and desire for self-improvement are created to promote quality of life and increased economic income (Salinas & Cordero, 2014). It should be noted that today's society considers the existence of reciprocity between feeling comfortable at work and being more productive and efficient (Rodríguez-Muñoz & Bakker, 2013). Currently, organizations are in contexts characterized by constant change, which requires the creation of competitive strategies and tools in the market that allow the combination of different actors (Delgado, 2001). As a result, organizations are constantly adopting innovative and adaptive lines to form work groups ready to meet their skills and the rigorous demands of the market (Parra & La Madriz, 2017). In accordance with the previous section, for García-Carbonell et al., (2016), job satisfaction and commitment are fundamental for organizations to identify and define who is involved in achieving the objectives of their strategy. The objective of the research was to analyze the relationship between job satisfaction and engagement of workers in the operational area of a company in the city of Cúcuta, Norte de Santander, by identifying the level of job satisfaction and the level of engagement, relating in turn these two variables. The present study is quantitative in approach, correlational in scope, non-experimental, and descriptive cross-sectional; The universe of the study was made up of workers in the operational area of a company, for the selection of the sample a simple random probability sampling was carried out; Likewise, two instruments were constructed: One focused on job satisfaction, which consisted of 25 items divided into four dimensions: satisfaction with superiors, working conditions, work performed and positive reinforcement. The second instrument focused on engagement, which consisted of 25 items divided into four dimensions: dedication, vigor and absorption. According to the results obtained, it was found that at a general level, in the Job Satisfaction instrument, a high level was obtained by 79 employees who stated that job satisfaction within the organization is high, reaching 56.4%, followed by the very high level with 29 employees with a percentage of 20.7%, achieving a score of 77.1% of assertiveness. At the same time, at a general level, in the Engagement instrument, a high level was identified, obtained by 85 employees who stated that the Engagement within the organization is high, reaching 60.7%, followed by the very high level with 41 employees with a percentage of 29.3%, achieving a score of 90% of assertiveness. Finally, according to the results obtained, significant directly proportional relationships were found (Rho 0.75; p 0.00), indicating that the higher the level of job satisfaction, the higher the level of engagement. It is important to highlight that the current demand requires a progressive agenda where the well-being of the worker and productive policies are integrated and prioritized at the same time. Congruent with the above, it has been determined that there is a labor vision in which workers are established as the first source of priority of human resources. That is why it is essential to conceive the total satisfaction of their needs, either at a personal or work level, thus favoring the performance of their functions within the organization by creating a good environment with their coworkers.
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Palabras clave
Satisfacción laboral, Engagement, Organizaciones, Trabajadores
