Medidas de bienestar en empleados: análisis de los estudios realizados entre 2002 y 2012 desde la noción de organización saludable
| Contribuinte(s) |
Grueso-Hinestroza, Merlín-Patricia |
|---|---|
| Data(s) |
01/05/2014
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| Resumo |
Actualmente se considera que las organizaciones con resultados positivos y rendimientos crecientes tienen aspectos y características particulares que las diferencian de aquellas organizaciones que no obtienen los mejores resultados en el mercado. Para que las organizaciones sean saludables deben garantizar el bienestar del empleado y comprometerse con el mejoramiento continuo del mismo. Es así como surgen las escalas de medidas de bienestar, las cuales contribuyen directamente al bienestar del empleado y sus resultados positivos dentro de la organización. Este estudio hace referencia a las medidas de bienestar más utilizadas en un periodo de diez años (2002-2012), con el propósito de establecer la relación entre las medidas de bienestar, el bienestar de los empleados y las organizaciones saludables. Para determinar dicha relación, se llevó a cabo un análisis detallado de los estudios realizados sobre las escalas de medidas de bienestar utilizadas durante el periodo de tiempo 2002 y 2012. Los resultados arrojados señalan que las medidas de bienestar más utilizadas durante este periodo son: Satisfacción laboral, Clima organizacional, Engagement y Calidad de vida laboral, mientras que las cuatro medidas de bienestar menos utilizadas son: Remuneración y Bienestar subjetivo. Universidad del Rosario Nowadays it considers healthy organizations with positive results and increasing returns have different aspects and particular characteristics to organizations with bad results in the market. If the organizations want to be healthy, they should guarantee wellbeing of employees and must commit their activities with continuous improvement of employee quality life. The measures of well-being contribute directly to employee well-being and their positive results in any organization. This study refers to the measures of well–being more used during ten years (from 2002 to 2012), with the purpose of set the relation between measures of well-being, employee well-being and healthy organizations. It made a detailed analysis about the measures of employee well-being of different studies made during that period of time. As a result, the measures more used by organizations were: job satisfaction, organizational climate, engagement and quality life; meanwhile the measures less used by organizations were: wages and subjective well-being. |
| Formato |
application/pdf |
| Identificador | |
| Idioma(s) |
spa |
| Publicador |
Facultad de administración |
| Direitos |
info:eu-repo/semantics/openAccess |
| Fonte |
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| Palavras-Chave | #Clima organizacional #Salud ocupacional #Administración de empresas #Administración de personal #658.314 #Healthy organizations #Measures of well-being #Job satisfaction #Organizational climate #Engagement #Quality life |
| Tipo |
info:eu-repo/semantics/bachelorThesis |
