Antecedentes individuales y grupales de satisfacción en el trabajo: un estudio multinivel de laboratorio.

Autores/as

  • Isabel M. Martínez Universitat Jaume I
  • Eva Cifre Universitat Jaume I
DOI: https://doi.org/10.6018/analesps.32.2.216801
Palabras clave: Autoeficacia, cohesión, satisfacción, género, multinivel

Resumen

Este estudio examina el efecto simultaneo de variables individuales (autoeficacia) y grupales (cohesión y diversidad de género) en la satisfacción. Se llevó a cabo un estudio de laboratorio con 373 estudiantes universitarios distribuidos en 79 pequeños grupos, que llevaron a cabo una tarea durante cinco horas. Se utilizaron dos niveles de análisis mediante Modelos Lineales Jerárquicos. Los resultados muestran el efecto principal de la autoeficacia en la satisfacción (ambos de nivel 1) el efecto transnivel de la cohesión grupal (nivel 2) sobre la satisfacción (nivel 1) y un efecto de interacción entre autoeficacia y diversidad de género en la satisfacción. Estos resultados sugieren que en el trabajo en grupo, la satisfacción tiene antecedentes en variables individuales y grupales. La cohesión grupal y el género tienen un importante efecto en la satisfacción. El artículo concluye con estrategias prácticas y limitaciones y sugerencias para futuras investigaciones.

Descargas

Los datos de descargas todavía no están disponibles.

Biografía del autor/a

Isabel M. Martínez, Universitat Jaume I

Doctora en Psicología. Profesora Titular de Universidad en el Departamento de Psicología Evolutiva, Educativa, Social y Metodología. Universitat Jaume I. Castellón.

Eva Cifre, Universitat Jaume I

Profesora Titular de Universidad. Departamento de Psicología Evolutiva, Educativa, Social y Metodología

Citas

Ali, M., Kulik, C.T., & Metz, I. (2011). The gender diversity performance relationship in services and manufacturing organizations. International journal of human resource management, 22, 1464-1485. http://dx.doi.org/10.1080/09585192.2011.561961

Bandura, A. (1997). Self-efficacy: The exercise of control. New York: Freeman.

Bandura, A. (2006). Guide to the Construction of Self-Efficacy Scales. In F. Pajares & T. Urdan (Eds.), Self-Efficacy Beliefs of Adolescents (pp. 307–337), Greenwich, CT: Information Age Publishing.

Birx, E., La Sala, K.B., & Wagstaff, M. (2011). Evaluation of a Team-Building Retreat to Promote Nursing Faculty Cohesion and Satisfaction. Journal of Professional Nursing, 27, 174-178. http://dx.doi.org/10.1016/j.profnurs.2010.10.007

Blau, P. M. (1977). Inequality and Heterogeneity. New York: The Free Press.

Brawley, L. R., Carron, A. V., & Widmeyer,W. N. (1993). The influence of the group and its cohesiveness on perceptions of group goal-related variables. Journal of Sport and Exercise Psychology, 15, 245-260.

Bryk, A. S., & Raudenbush, S. W. (2002). Hierarchical linear models. Newbury Park, CA: Sage.

Diego, R., Diego, J., & Olivar, S. (2001). Satisfaction in banking workers. Psicothema, 13(4), 629-635.

Giambatista, R. C., & Bhappu, A. (2010). Diversity’s harvest: Interactions of diversity sources and communication technology on creativity group performance. Organizational Behavior and Human Decision Processes, 111, 116–126. http://dx.doi.org/10.1016/j.obhdp.2009.11.003

Green, S.G., & Taber, T.D. (1980). The effects of three social decision schemes on decision group process. Organizational Behavior and Human Performance, 25, 97-106. http://dx.doi.org/10.1016/0030-5073(80)90027-6

Guzzo, R. A., & Dickson, M. W. (1996). Teams in organizations: Recent research on performance and effectiveness. Annual Review of Psychology, 47, 307-338. http://dx.doi.org/10.1146/annurev.psych.47.1.307

Hackman, J. R. (1992). Group Influences on Individuals in Organizations. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of Industrial, Work & Organizational Psychology. Palo Alto, CA: Consulting Psychology Press.

Harrison, D. A., & Klein, K. J. (2007). What’s the difference? Diversity constructs as separation variety or disparity in organizations. Academy of Management Review, 32, 1199–1228. http://dx.doi.org/10.5465/AMR.2007.26586096

Hofmann, D. A. (1997). An overview of the logic and rationale of hierarchical linear models. Journal of Management, 23, 723–744.

Hofmann, D. A., & Gavin, M. B. (1998). Centering decisions in hierarchical linear models: Implications for research in organizations. Journal of Management, 24, 623-641. http://dx.doi.org/10.1177/014920639802400504

Jackson, S. E., Brett, J. F., Sessa, V. I., Cooper, D. M., Julin, J. A., & Pey-ronnin, K. (1991). Some differences make a difference: Individual dissimilarity and group heterogeneity as correlates of recruitment, promotions, and turnover. Journal of Applied Psychology, 76, 675-689. http://dx.doi.org/10.1037/0021-9010.76.5.675

James, L. R., Demaree, R. G., & Wolf, G. (1984). Estimating within-group interrater reliability with and without response bias. Journal of Applied Psychology, 69, 85–98. http://dx.doi.org/10.1037/0021-9010.69.1.85

Joshi, A., & Roh, H. (2009). The role of context in work team diversity research: A meta-analytic review. Academy of Management Journal, 52, 599–627. http://dx.doi.org/10.5465/AMJ.2009.41331491

Judge, T. A., &. Bono, J. E. (2001). Relationship of Core Self-Evaluations, Traits Self Esteem, Generalized Self-Efficacy, Locus of Control, and Emotional stability with Satisfaction and Job Performance: A Meta-Analysis. Journal of Applied Psychology, 86, 80–92. http://dx.doi.org/10.1037/0021-9010.86.1.80

Kirchmeyer, C. (1995). Demographic similarity to the work group: A longitudinal study of managers at the early career stage. Journal of Organizational Behavior, 16, 67-83. http://dx.doi.org/10.1002/job.4030160109

Konrad, A.M., Winter, S., & Gutek, B.A. (1992). Diversity in work group sex composition: Implications for majority and minority members. Research in the Sociology of Organizations, 10, 115–140.

Kunin, T. (1955). The construction of a new type of attitude measure. Personnel Psychology, 9, 65–78.

Lee, C., & Farh, J.L. (2004). Joint effects of group efficacy and gender diversity on group cohesion and performance. Applied Psychology: An International Review, 53(1), 136-154. http://dx.doi.org/10.1111/j.1464-0597.2004.00164.x

Locke, E. A. (1976). The nature and causes of satisfaction. In M. D. Dunnette (Ed.), Handbook of industrial and organizational psychology (pp. 1297–1343). Chicago: Rand McNally.

Marquis, D.G. (1962). Individual responsibility and group decision involving risk. Industrial Management Review, 3, 8-23.

Martens, R., & Peterson, J. A. (1971). Group cohesiveness as a determi-nant of success and member satisfaction in team performance. International Review of Sport Sociology, 6, 49-61. http://dx.doi.org/10.1177/101269027100600103

Martínez, I. M., & Mejías, R. J. (2003). Efectos del anonimato y el género sobre el nivel de consenso, cohesión y satisfacción en grupos con apoyo de sistemas informáticos. Revista de Psicología Social, 18, 107-120. http://dx.doi.org/10.1174/021347403321645230

McGrath, J. E. (1984). Groups: interaction and performance. Prentice Hall, Englewood Cliffs, NJ.

Mullen, B., & Cooper, C. (1994). The relation between group cohe-siveness and performance: integration. Psychological Bulletin, 115, 210–227.

Osca, A., & García-Salmonez, L. (2010). El impacto del tamaño y la diversidad en los procesos y resultados grupales. Psicothema, 22(1), 137-142.

Price, J. L., & Muller, C. W. (1986). Handbook of organizational measurement. Marchfield, MA: Pittman Publishing Inc.

Raudenbush, S.W., & Bryk, A. S. (2002). Hierarchical linear models: Applica-tions and data analysis methods (2nd ed.). Thousand Oaks, CA: Sage.

Salanova, M., Llorens, S., Cifre, E., Martinez, I. M., & Schaufeli, W. B. (2003). Perceived collective efficacy, subjective well-being and task performance among electronic work groups: An experimental study. Small Group Research, 34, 43-73. http://dx.doi.org/10.1177/1046496402239577

Skaalvik, E. M., & Skaalvik, S. (2010). Teacher self-efficacy and teacher burnout: A study of relations. Teaching and Teacher Education, 26, 1059–1069. http://dx.doi.org/10.1016/j.tate.2009.11.001

Snijders, T., & Bosker, R. (1999). Multilevel analysis: An introduction to basic and advanced multilevel modeling. Thousand Oaks, CA: Sage.

Smith, P. C. (1992). In pursuit of happiness. In C. J. Cranny, P. C. Smith, & E. F. Stone (Eds), Satisfaction. New York: Lexington.

Tsui, A., Egan, T., & O’Reilly, C. (1992). Being different: Relational demography and organizational attachment. Administrative Science Quarterly, 37, 549–588. http://dx.doi.org/10.2307/2393472

Van Andel, P., Erdman, R.A., Karsdorp, P.A, Appels, & Trijsburg, R.V. (2003). Group cohesion and working alliance: prediction of treatment outcome in cardiac patients receiving cognitive behavioral group psychotherapy. Psychother Psychosom, 72, 141-149. http://dx.doi.org/10.1159/000069733

Wegge, J., Roth, C., Neubach, B, Schmidt, K.H., & Kanfer, R, (2008). Age and gender diversity as determinants of performance and health in a public organization: The role of task complexity and group size. Journal of Applied Psychology, 93, 1301–1313. http://dx.doi.org/10.1037/a0012680

Williams, K. Y., & O’Reilly, C. A. (1998). The complexity of diversity: A review of forty years of research. In B. Staw & R. Sutton (Eds.), Research in Organizational Behavior (pp. 21-140). Greenwich, CT: JAI Press.

Publicado
03-04-2016
Cómo citar
Martínez, I. M., & Cifre, E. (2016). Antecedentes individuales y grupales de satisfacción en el trabajo: un estudio multinivel de laboratorio. Anales de Psicología / Annals of Psychology, 32(2), 565-570. https://doi.org/10.6018/analesps.32.2.216801
Número
Sección
Psicología social