874 resultados para Work Satisfaction
Resumo:
This thesis provides a behavioural perspective to the problem of collusive tendering in the construction market by examining the decision making factors of individuals potentially involved in such agreements using marketing ethics theory and techniques. The findings of a cross disciplinary literature review were synthesised into a model of factors theoretically expected to determine the individual's behavioural intent towards a set of collusive tendering agreements and the means of reaching them. The factors were grouped as internal cognitive (the individuals' value systems) and affective (demographic and psychographic characteristics) as well as external environmental (legal, industrial and organisational codes and norms) and situational (company, market and economic conditions). The model was tested using empirical data collected through a questionnaire survey of estimators employed in the largest Australian construction firms. All forms of explicit collusive tendering agreements were considered as having a prohibitive moral content by the majority of respondents who also clearly differentiated between agreements and discussions of contract terms (which they found to be a moral concern but not prohibitive) or of prices. The comparisons between those of the respondents that would never participate in a collusive agreement and the potential offenders clearly showed two distinctly different groups. The law abiding estimators are less reliant on situational factors, happier and more comfortable in their work environments and they live according to personal value and belief systems. The potential offenders on the other hand are mistrustful of colleagues, feel their values are not respected, put company priorities above principles and none of them is religious or a member of a professional body. The research results indicate that Australian estimators are, overall law abiding and principled and accept the existing codification of collusion as morally defensible and binding. Professional bodies' and organisational codes of conduct as well as personal value and belief systems that guide one's own conduct appear to be deterrents to collusive tendering intent and so are moral comfort and work satisfaction. These observations are potential indicators of areas where intervention and behaviour modification can increase individuals' resistance to collusion.
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The literature reports that workload factors affect nurses' ability to fully engage in continuing professional development. Hence the work environment in acute care calls for innovative approaches to achieve continuous development of nursing practice and work satisfaction. This study employs a one group pre-test post-test design to test the effectiveness of nursing grand rounds on nursing worklife satisfaction and work environment in an acute surgical ward. The effect of nursing grand rounds was measured using the Nursing Worklife Satisfaction Scale and the Practice Environment Scale. There was no change between pre- and post-test on these measures but trends were evident in some component scores. Statistical results were inconclusive but observational data indicated that nursing grand rounds was found to be feasible, well attended with tested processes for implementation in an acute care environment.
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This study is motivated by, and proceeds from, a central interest in the importance of evaluating IS service quality and adopts the IS ZOT SERVQUAL instrument (Kettinger & Lee, 2005) as its core theory base. This study conceptualises IS service quality as a multidimensional formative construct and seeks to answer the main research questions: Is the IS service quality construct valid as a 1st-order formative, 2nd-order formative multidimensional construct? Additionally, with the aim of validating the IS service quality construct within its nomological net, as in prior service marketing work, Satisfaction was hypothesised as its immediate consequence. With the goal of testing the above research question, IS service quality and Satisfaction were operationalised in a quantitative survey instrument. Partial least squares (PLS), employing 219 valid responses, largely evidenced the validity of IS service quality as a multidimensional formative construct. The nomological validity of the IS service quality construct was also evidenced by demonstrating that 55% of Satisfaction was explained by the multidimensional formative IS service quality construct.
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This study proceeds from a central interest in the importance of systematically evaluating operational large-scale integrated information systems (IS) in organisations. The study is conducted within the IS-Impact Research Track at Queensland University of Technology (QUT). The goal of the IS-Impact Track is, "to develop the most widely employed model for benchmarking information systems in organizations for the joint benefit of both research and practice" (Gable et al, 2009). The track espouses programmatic research having the principles of incrementalism, tenacity, holism and generalisability through replication and extension research strategies. Track efforts have yielded the bicameral IS-Impact measurement model; the impact half includes Organisational-Impact and Individual-Impact dimensions; the quality half includes System-Quality and Information-Quality dimensions. Akin to Gregors (2006) analytic theory, the ISImpact model is conceptualised as a formative, multidimensional index and is defined as "a measure at a point in time, of the stream of net benefits from the IS, to date and anticipated, as perceived by all key-user-groups" (Gable et al., 2008, p: 381). The study adopts the IS-Impact model (Gable, et al., 2008) as its core theory base. Prior work within the IS-Impact track has been consciously constrained to Financial IS for their homogeneity. This study adopts a context-extension strategy (Berthon et al., 2002) with the aim "to further validate and extend the IS-Impact measurement model in a new context - i.e. a different IS - Human Resources (HR)". The overarching research question is: "How can the impacts of large-scale integrated HR applications be effectively and efficiently benchmarked?" This managerial question (Cooper & Emory, 1995) decomposes into two more specific research questions In the new HR context: (RQ1): "Is the IS-Impact model complete?" (RQ2): "Is the ISImpact model valid as a 1st-order formative, 2nd-order formative multidimensional construct?" The study adhered to the two-phase approach of Gable et al. (2008) to hypothesise and validate a measurement model. The initial exploratory phase employed a zero base qualitative approach to re-instantiating the IS-Impact model in the HR context. The subsequent confirmatory phase sought to validate the resultant hypothesised measurement model against newly gathered quantitative data. The unit of analysis for the study is the application, ALESCO, an integrated large-scale HR application implemented at Queensland University of Technology (QUT), a large Australian university (with approximately 40,000 students and 5000 staff). Target respondents of both study phases were ALESCO key-user-groups: strategic users, management users, operational users and technical users, who directly use ALESCO or its outputs. An open-ended, qualitative survey was employed in the exploratory phase, with the objective of exploring the completeness and applicability of the IS-Impact models dimensions and measures in the new context, and to conceptualise any resultant model changes to be operationalised in the confirmatory phase. Responses from 134 ALESCO users to the main survey question, "What do you consider have been the impacts of the ALESCO (HR) system in your division/department since its implementation?" were decomposed into 425 impact citations. Citation mapping using a deductive (top-down) content analysis approach instantiated all dimensions and measures of the IS-Impact model, evidencing its content validity in the new context. Seeking to probe additional (perhaps negative) impacts; the survey included the additional open question "In your opinion, what can be done better to improve the ALESCO (HR) system?" Responses to this question decomposed into a further 107 citations which in the main did not map to IS-Impact, but rather coalesced around the concept of IS-Support. Deductively drawing from relevant literature, and working inductively from the unmapped citations, the new IS-Support construct, including the four formative dimensions (i) training, (ii) documentation, (iii) assistance, and (iv) authorisation (each having reflective measures), was defined as: "a measure at a point in time, of the support, the [HR] information system key-user groups receive to increase their capabilities in utilising the system." Thus, a further goal of the study became validation of the IS-Support construct, suggesting the research question (RQ3): "Is IS-Support valid as a 1st-order reflective, 2nd-order formative multidimensional construct?" With the aim of validating IS-Impact within its nomological net (identification through structural relations), as in prior work, Satisfaction was hypothesised as its immediate consequence. The IS-Support construct having derived from a question intended to probe IS-Impacts, too was hypothesised as antecedent to Satisfaction, thereby suggesting the research question (RQ4): "What is the relative contribution of IS-Impact and IS-Support to Satisfaction?" With the goal of testing the above research questions, IS-Impact, IS-Support and Satisfaction were operationalised in a quantitative survey instrument. Partial least squares (PLS) structural equation modelling employing 221 valid responses largely evidenced the validity of the commencing IS-Impact model in the HR context. ISSupport too was validated as operationalised (including 11 reflective measures of its 4 formative dimensions). IS-Support alone explained 36% of Satisfaction; IS-Impact alone 70%; in combination both explaining 71% with virtually all influence of ISSupport subsumed by IS-Impact. Key study contributions to research include: (1) validation of IS-Impact in the HR context, (2) validation of a newly conceptualised IS-Support construct as important antecedent of Satisfaction, and (3) validation of the redundancy of IS-Support when gauging IS-Impact. The study also makes valuable contributions to practice, the research track and the sponsoring organisation.
Resumo:
The concept nursing grand rounds (NGR) has been reported in the nursing literature since the 1960s. Many of the reported initiatives are based on a presentation forum in the manner of medical grand rounds, as an approach to undergraduate education, or as a means to monitor patients. Among the points of difference in the design of the pilot project undertaken in a busy surgical ward to investigate the effectiveness of NGR in increasing nurses work satisfaction was the inclusion of the nursing librarian as an integral part of the NGR team and processes which previously has not reported in the literature. The nursing librarians role was to search the literature and find the best evidence on the predetermined patient topic prior to the NGR to enable the nurse presenting to integrate the research findings into the presentation of the patient. The nursing librarian attended each NGR and commented where appropriate on the level of evidence. Nurses discussed current practice and the impact the retrieved literature would have on patient care comparing best practice with current practice. Outcomes of this project include in some cases change in practice, change in culture where NGRs are now embedded into ward culture, NGR extended to other wards, enthusiasm for EBP, the initiation of a super searcher model where the nursing librarian is more of a consultant and develops the searching skills of nominated nurses who become the resource on the ward.
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The aim of this study was to investigate the relationship between merit pay system and work environment and foremens work satisfaction and work motivation. There has been a lot of investigation on rewarding. Less research has been done on previous surveys among the merit pay systems and motivation investigations. According to former surveys, rewarding systems cannot be released from its context. Therefore this survey expanded to deal with work environment. It was also essential to investigate different dimensions of extrinsic and intrinsic motivation and equity of rewarding. Investigation or work motivation and work satisfaction was challenging because both of these concepts have been investigated under quite traditional frame of reference of work motivation theories. In some surveys, the concepts have not been even separated or they have been used even as synonyms. The data were collected with the 193 foremen working in the profit centers of the different chains of the company in the field of retail trade. The questions were: Are the experiences of merit pay system and work environment related to foremens work satisfaction and work motivation? Are the backround variables related to foremens work satisfaction and work motivation? The data collection was carried out by an electronic inquiry during May 2010. 137 replied from foremen working under merit pay system. The research material was analyzed with PASW-software. Various analyzing methods were used: factor analyses, regression analyses and group of different parametric and non-parametric analyses. In contrast to theoretical framework in the factor analyses work satisfaction and work motivation clustered into the same dimension. As a main result the atmosphere, possibilities to influence and the atmosphere of leading were strongly positively related to foremens work satisfaction and work motivation. According to regression analyses these factors were able to explain 55 % of the foremens work satisfaction and work motivation. The best explanatory variable was atmosphere. Instead, the backround variables (age, sex, working years, group of profession, education) were not associated with work satisfaction and work motivation.
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Estudo que possui como objeto violncia laboral em hospital psiquitrico como risco psicossocial sade dos trabalhadores de enfermagem, cujo interesse investigativo iniciou-se na graduao e posteriormente ao trabalhar como enfermeiro em um hospital psiquitrico. Tais experincias marcaram de forma peculiar a minha trajetria profissional e o interesse acerca do objeto de estudo, por entender que a violncia em mbito psiquitrico precisa ser desvelada e discutida para que medidas preventivas sejam adotadas no coletivo dos trabalhadores com vistas ao bem estar, a satisfao no trabalho e qualidade do servio ofertado a populao. Objetivou-se neste estudo, identificar os tipos de violncia presentes no trabalho da enfermagem em hospital psiquitrico; descrever as repercusses da violncia laboral para a sade dos trabalhadores de enfermagem em hospital psiquitrico e analisar os mecanismos de enfrentamento adotados pelos trabalhadores da enfermagem diante da violncia laboral em hospital psiquitrico. Estudo qualitativo, descritivo, cujos dados foram obtidos em um hospital psiquitrico situado no municpio do Rio de Janeiro, no perodo janeiro a fevereiro de 2013 com 16 trabalhadores (7 enfermeiros e 9 tcnicos de enfermagem), a partir dos critrios de incluso adotados. Trabalhou-se com a tcnica de entrevista semiestruturada, mediante um roteiro contendo questes sobre o objeto de estudo. O projeto atendeu as exigncias presentes na Resoluo 196/96, do Ministrio da Sade (MS), tendo sido aprovado pela Comisso de tica em Pesquisa (CEP) com o nmero 070.3.2012. Aplicada a tcnica de contedo ao material emergiram os seguintes resultados: na vivencia dos trabalhadores do hospital psiquitrico h trs tipos de violncia. A primeira refere-se violncia sofrida, principalmente durante as emergncias psiquitricas, momento em que o trabalhador sofre com as agresses verbais e, em alguns casos, fsicas cometidas pelo paciente. Outro tipo de violncia no trabalho foi a perpetrada pelo familiar em momentos de tenso e a terceira envolveu a violncia simblica por parte dos mdicos, principalmente os residentes. A violncia do trabalho foi identificada em decorrncia da precarizao das condies de trabalho em termos de recursos humanos e materiais. A violncia laboral revelou-se como um risco psicossocial a sade do trabalhador por acarretar sofrimento psquico e fsico evidenciado atravs de queixas de desgaste, estresse e medo, levando a insatisfao e desmotivao no trabalho. Para se manterem no trabalho, os trabalhadores elaboram estratgias de enfrentamento centradas na resoluo dos problemas decorrentes da violncia e na regulao da emoo. Diante dos resultados, concluiu-se que a violncia em hospital psiquitrico um risco psicossocial que afeta a sade dos trabalhadores de enfermagem, cabendo a organizao juntamente com os trabalhadores propor medidas que deem visibilidade a violncia sofrida, atravs do diagnostico, da preveno e enfrentamento coletivo, o que pode ser realizado mediante denuncia dos prprios trabalhadores junto a instituio, sindicatos e rgos de classe. Salienta-se a importncia de suporte psicoterpico dos trabalhadores de enfermagem vitimas de violncia com vistas identificao dos fatores de risco e fortalecimento dos fatores protetores. Recomenda-se a continuidade de estudos na rea, considerando a incipincia dos mesmos.
Resumo:
Background: To study the differences in ophthalmology resident training between China and the Hong Kong Special Administrative Region (HKSAR).Methods: Training programs were selected from among the largest and best-known teaching hospitals. Ophthalmology residents were sent an anonymous 48-item questionnaire by mail. Work satisfaction, time allocation between training activities and volume of surgery performed were determined.Results: 50/75 residents (66.7 %) from China and 20/26 (76.9 %) from HKSAR completed the survey. Age (28.92.5 vs. 30.22.9 years, p=0.15) and number of years in training (3.41.6 vs. 2.81.5, p=0.19) were comparable between groups. The number of cataract procedures performed by HKSAR trainees (extra-capsular, median 80.0, quartile range: 30.0, 100.0; phacoemulsification, median: 20.0, quartile range: 0.0, 100.0) exceeded that for Chinese residents (extra-capsular: median=0, p<0.0001; phacoemulsification: median=0, p<0.0001). Chinese trainees spent more time completing medical charts (>50 % of time on charts: 62.5 % versus 5.3 %, p<0.0001) and received less supervision (90 % of training supervised: 4.4 % versus 65 %, p<0.0001). Chinese residents were more likely to feel underpaid (96.0 % vs. 31.6 %, p < 0.0001) and hoped their children would not practice medicine (69.4 % vs. 5.0 %, p=0.0001) compared HKSAR residents.Conclusions: In this study, ophthalmology residents in China report strikingly less surgical experience and supervision, and lower satisfaction than HKSAR residents. The HKSAR model of hands-on resident training might be useful in improving the low cataract surgical rate in China.
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Dissertao apresentada ao Instituto Superior de Contabilidade e Administrao do Porto para obteno do grau de Mestre em Gesto das Organizaes, Ramo de Gesto de Empresas Orientada por Professora Doutora Diana Margarida Pinheiro de Aguiar Vieira Esta dissertao no inclui as crticas e as sugestes feitas pelo jri
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Depuis 2006, le Programme Hors Normes (PHN) dicte une nouvelle marche suivre que doivent privilgier les quipes de sant au travail (SAT) lorsque des travailleurs sont exposs des concentrations environnementales de produits chimiques suprieures aux valeurs dexposition admissibles, cest--dire des hors normes . Le PHN encadre les activits de signalements des hors normes aux instances concernes et demande des suivis plus rigoureux en tablissements. Ce faisant, il redfinit les rles des infirmires et des membres des quipes SAT. Dans le but de mieux comprendre limplication des infirmires dans le cadre du PHN, sept entretiens individuels semi-dirigs ont t raliss afin dexplorer et de dcrire leurs reprsentations. Lanalyse qualitative de ces reprsentations, par catgorisation et comparaisons constantes des discours, rvle que les infirmires se reprsentent de diverses faons leur pratique dans le cadre du PHN. En effet, les rsultats de ltude montrent quafin de comprendre limplication des infirmires dans ce programme dintervention, il importe de considrer les quatre lments suivants : lorganisation du travail, les aspects relationnels (dynamique de relations), les cibles dintervention et lutilit du travail des infirmires (sens donn au travail). Afin de faciliter leur participation dans les programmes dintervention et dencourager la collaboration, tant intersectorielle quinterprofessionnelle, il est suggr en premier lieu de favoriser limplication des infirmires dans les processus dlaboration et dimplantation de programmes dintervention. En second lieu, il est propos de mettre en place une formation continue interprofessionnelle permettant une meilleure harmonisation des pratiques professionnelles.
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Les tudes mettent en vidence des problmes de sant psychologique chez les professionnels de la sant. Par contre, les facteurs permettant dexpliquer ces difficults sont peu connus (p. ex., Cohen & Patten, 2005). Le but de cette thse est dtudier les dterminants de la sant psychologique des professionnels de la sant en se basant sur une thorie valide empiriquement. cette fin, la thorie de lautodtermination (Deci & Ryan, 1985, 2000) est utilise comme cadre conceptuel et le soutien lautonomie (Black & Deci, 2000; Grolnick & Ryan, 1989) est propos comme dterminant principal de la sant psychologique. Le premier article consiste en une recension des consquences et corrlats associs au soutien lautonomie dans divers domaines de vie. Le deuxime article a pour objectif de tester un modle prdictif de la sant psychologique auprs de mdecins rsidents. Le modle propose que la concordance des tches (Sheldon & Elliot, 1999) et la conscience de soi (Goldman & Kernis, 2002) sont deux sources distinctes dautonomie qui prdisent de faon indpendante la sant psychologique. De plus, le soutien lautonomie de la part des superviseurs est suggr comme tant un dterminant important de la concordance des tches et de la conscience de soi. Au total, 333 mdecins rsidents de la province de Qubec (Canada) ont rempli un questionnaire comportant diffrentes mesures. Des analyses par quations structurelles rvlent une excellente adquation du modle. Le troisime article examine linfluence du soutien lautonomie des collgues sur la satisfaction au travail ainsi que sur la sant psychologique des professionnels de la sant. Au total, 597 jeunes professionnels de la sant ont rempli un questionnaire incluant diverses mesures. Les rsultats confirment que le soutien lautonomie peru de la part des collgues prdit la sant psychologique et la satisfaction au travail. De plus, des rgressions hirarchiques dmontrent que le soutien lautonomie des collgues contribue la prdiction de la satisfaction au travail, du bien-tre subjectif et des idations suicidaires au-del de ce qui est prdit par le soutien lautonomie des superviseurs. Les implications thoriques et pratiques de ces recherches sont discutes.
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Rapport de stage prsent la Facult des arts et sciences en vue de l'obtention du grade de Matrise s sciences (M. Sc.) en criminologie (option Analyse Criminologique).
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Lquipe de travail reprsente, de nos jours, une forme dorganisation du travail incontournable pour accrotre la performance des entreprises. Il est maintenant largement reconnu que la composition dune quipe de travail est susceptible daffecter son efficacit et, plus particulirement, la qualit des relations interpersonnelles au sein de lquipe et la performance de ses membres. Des tudes se sont donc attardes isoler certaines caractristiques individuelles permettant dinfluencer le contexte des quipes de travail. Ainsi, leffet de la composition des quipes a t tudi sous langle des traits de personnalit des membres, de leurs attitudes et de leurs valeurs, ou encore en fonction des habilets cognitives dmontres par chacun des coquipiers. Malgr quelques invitations rptes tudier davantage la motivation des quipes de travail et de leurs membres, peu de travaux ont port sur la composition motivationnelle de ce contexte collectif. Dans la foule des tudes portant sur les quipes de travail, on observe une tendance ne considrer que la performance des quipes et des coquipiers comme unique critre dvaluation de leur efficacit. Devant les donnes alarmantes concernant les problmes de sant psychologique vcus par les travailleurs, il appert quil est essentiel de se pencher sur les conditions ncessaires mettre en place dans ce contexte de travail interpersonnel pour contribuer la fois au bien-tre et la performance des coquipiers. Avec lutilisation du cadre danalyse propos par la thorie de lautodtermination, la prsente thse vise rpondre ces enjeux. Le premier article de la thse propose un modle thorique qui dfinit en quoi la composition dune quipe de travail, en regard des styles de rgulations individuelles des membres de lquipe, est susceptible daffecter les relations interpersonnelles au sein de lquipe et davoir un impact sur la performance et le bien-tre des membres. Sappuyant sur les mcanismes dmergence proposs par les thories multiniveaux, ce cadre thorique suggre galement que, sous certaines conditions, la composition motivationnelle dune quipe de travail puisse entraner la formation dun phnomne singulier de motivation dquipe. Les mcanismes favorisant cette mergence sont prsents dans larticle. Le second article de la thse reprsente une premire vrification empirique de certaines des propositions de larticle thorique. partir dun chantillon de 138 quipes, regroupant 680 travailleurs, il a t possible de vrifier, partir danalyses multiniveaux, limpact de la composition autonome ou contrle dune quipe sur la satisfaction au travail des participants. Les rsultats de ltude montrent quune forme de composition dquipe de nature plus autonome est positivement relie la satisfaction des travailleurs. Plus encore, on observe une interaction entre la rgulation autonome individuelle et la rgulation autonome dquipe quant la satisfaction vcue au travail. Ainsi, la satisfaction au travail est plus leve pour les participants dont le style de rgulation est plus autonome et qui voluent dans une quipe composition motivationnelle plus autonome. Paralllement, les rsultats montrent que la composition motivationnelle plus contrle est ngativement relie la satisfaction au travail. De faon gnrale, la prsente thse souligne la pertinence de considrer le contexte sociomotivationnel mergeant de la composition de lquipe en regard des styles de rgulations individuelles des membres qui la composent. Cette thse permet de considrer, avec un regard nouveau, la motivation des quipes de travail et les variables de motivation valuer dans la formation des quipes de travail au sein de nos organisations.
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Problmatique : De par les fonctions quelles exercent diffrentes tapes du continuum de soins, les infirmires jouent un rle de premier plan dans loffre des services de sant. La qualit des services repose en grande partie sur du personnel infirmier motiv, judicieusement dploy et travaillant dans des conditions qui permettent doptimiser leur exprience de travail. Cependant, diffrentes tudes suggrent que les modalits actuelles dorganisation du travail ne permettent pas toujours de crer des conditions et des environnements susceptibles doptimiser le travail des infirmires et leur qualit de vie au travail (Institute of Medicine, 2001; Hickam & al., 2003; Shojania, Duncan, McDonald, & Wachter, 2001). Une meilleure comprhension des conceptions et prfrences des infirmires est utile pour guider les actions dans les milieux de soins visant amliorer lorganisation du travail infirmier. Objectifs : Cette recherche qualitative descriptive a pour but dexplorer les conceptions et prfrences des infirmires par rapport aux modalits dorganisation de leur travail pouvant amliorer leur qualit de vie au travail, dans un contexte de centre hospitalier et plus spcifiquement, dans une unit de mdecine. Mthodologie : Des entrevues semi-diriges ont t effectues auprs de huit infirmires. La technique danalyse de contenu a t utilise pour analyser les rsultats de ltude. Le modle conceptuel de lorganisation du travail de Filion-Ct qui a t utilis soriente autour des processus de soins, la dotation en personnel et lenvironnement de travail. Rsultats : Cette tude a tabli que les conceptions de lorganisation du travail partages par les infirmires touchent deux principales dimensions soit la dfinition des rles et la rpartition des tches ainsi que lorganisation du travail en temps que modes de coordination du travail et dinteraction entre les membres de lquipe de travail. Cette analyse a aussi dmontr que les principales prfrences des infirmires sont exprimes propos des lments ayant trait la disponibilit adquate du personnel ncessaire lexcution des diffrentes tches, le soutien du suprieur immdiat, le soutien de ladministration au dveloppement professionnel et de la pratique ainsi que lamnagement des conditions matrielles de travail. On peut aussi constater que plusieurs prfrences exprimes par les infirmires donnent cho leurs conceptions de lorganisation du travail. Conclusion : Cette tude a permis de comprendre les conceptions et les prfrences des infirmires par rapport lorganisation de leur travail. Elle aura ainsi permis didentifier plusieurs modalits sur lesquels les gestionnaires peuvent agir pour dvelopper des projets dorganisation du travail, soit la dotation en personnels des milieux des soins, le soutien des quipes, la communication et lamnagement de lenvironnement physique des soins. De plus, les infirmires ont elles-mmes un rle jouer pour modifier positivement leur milieu de travail et peuvent influencer plusieurs de ces modalits.
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El objetivo del presente trabajo es formular, mediante una profunda revisin documental, bibliogrfica y emprica, una fundamentacin terica sobre si existe o no incidencia de las prcticas de recursos humanos sobre el bienestar laboral de los empleados, y el que grado en que esta se presenta sobre aspecto como el engagement y la satisfaccin laboral. Se realiz la revisin de mltiples estudios empricos que aportaran evidencia sobre la relacin que se presenta entre las principales prcticas de recursos humanos provisin de personal, formacin y desarrollo, promocin de personal, evaluacin de desempeo, compensacin y pago, y balance trabajo-familia y el bienestar laboral, representado en el engagement y satisfaccin en el trabajo de los empleados. Los resultados de este trabajo indican la existencia de una relacin e incidencia de las prcticas de recursos humanos, el bienestar laboral, el engagement y la satisfaccin laboral. De igual forma se encontr que estas relaciones son principalmente de carcter positivo, lo cual indica que las organizaciones que desarrollan este tipo de prcticas en su interior, fomentan tanto el desarrollo y la presencia de bienestar laboral en sus empleados, como su perdurabilidad.
