Engagement e inteligencia emocional: análisis de su contribución a la satisfacción laboral
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2017-07-03
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Jaén: Universidad de Jaén
Resumen
El propósito del presente trabajo era analizar el rol conjunto de los niveles de
engagement y de la inteligencia emocional grupal (IEG) sobre los niveles de
satisfacción laboral. Participaron en el estudio 142 personas divididas en 8
equipos de trabajo, con una media de edad de 36.76 (DT = 9.3) de diferentes
sectores ocupacionales. Empleando diferentes medidas de auto-informe, y tras
realizar análisis de correlación de Pearson y análisis de regresión lineal múltiple,
se encuentran relaciones positivas y significativas entre las dimensiones del
engagement y los niveles de satisfacción laboral de los empleados y entre las
dimensiones de la IEG y los niveles de satisfacción. De forma conjunta, el
engagement y la IEG consiguen explicar un 28% de la varianza de los niveles de
satisfacción laboral; de ahí la importancia de que constructos de la Psicología
positiva se consideren en las áreas de RR.HH.
The purpose of the present study was to analyze the joint role of levels of engagement and group emotional intelligence (IEG) on levels of job satisfaction. 142 people were divided into 8 work teams, with a mean age of 36.76 (SD = 9.3) from different occupational sectors. Using different self-report measures, and following Pearson's correlation analysis and multiple linear regression analysis, we find positive and significant relationships between engagement dimensions and employee satisfaction levels and between the dimensions of IEG and levels of satisfaction. Together, engagement and IEG manage to account for 28% of the variance in job satisfaction levels; Hence the importance of constructs of positive psychology to be considered in the areas of HR.
The purpose of the present study was to analyze the joint role of levels of engagement and group emotional intelligence (IEG) on levels of job satisfaction. 142 people were divided into 8 work teams, with a mean age of 36.76 (SD = 9.3) from different occupational sectors. Using different self-report measures, and following Pearson's correlation analysis and multiple linear regression analysis, we find positive and significant relationships between engagement dimensions and employee satisfaction levels and between the dimensions of IEG and levels of satisfaction. Together, engagement and IEG manage to account for 28% of the variance in job satisfaction levels; Hence the importance of constructs of positive psychology to be considered in the areas of HR.