Bienestar Laboral: Diferencias entre Empresas Sociales, Entidades Públicas y Empresas Capitalistas en España
DOI:
https://doi.org/10.21772/ripo.v38n2a04Palabras clave:
Bienestar Laboral, Orientación a la Felicidad, Forma Jurídica, Empresas Sociales, Empresas Capitalistas, Empresas PúblicasResumen
El bienestar de los trabajadores se ha convertido en uno de los resultados organizacionales más importantes. La investigación en este campo se focaliza tradicionalmente en empresas capitalistas, pero las organizaciones pueden presentar distintas formas jurídicas. Nuestro objetivo es analizar si la forma jurídica juega un papel diferencial en el bienestar de los trabajadores, operacionalizado con distintos indicadores. Los resultados revelaron diferencias en cuanto a los niveles de bienestar en tres tipos de organizaciones: empresas sociales, entidades públicas y empresas capitalistas. En trabajadores general, los de las empresas sociales presentan un mayor grado de bienestar en la mayor parte de indicadores. Sin embargo, cuando el bienestar se refiere a la satisfacción extrínseca o la orientación al bienestar hedónico, estos son mayores para los trabajadores de las empresas capitalistas.
Referencias
Al-Attiyah, A., y Nasser, R. (2016). Gender and age differences in life satisfaction within a sexsegregated society: Sampling youth in Qatar. International Journal of Adolescence and Youth, 21(1), 84-95. https://doi.org/10.1080/02673843.2013.808158
Aycan, Z., Kanungo, R. N., y Sinha, J. B. P. (1999). Organizational culture and human resource management practices. Journal of Cross-Cultural Psychology, 30(4), 501-526. https://doi.org/10.1177/0022022199030004006
Aycan, Z., Kanungo, R., Mendonca, M., Yu, K., Deller, J., Stahl, G., y Kurshid, A. (2000). Impact of culture on human resource management practices: A 10-country comparison. Applied Psychology, 49(1), 192-221. doi:10.1111/1464-0597.00010
Boon, C., den Hartog, D. N., Boselie, P., y Paauwe, J. (2011). The relationship between perceptions of HR practices and employee outcomes: Examining the role of person-organisation and person-job fit. International Journal of Human Resource Management, 22(1), 138-162. doi: 10.1080/09585192.2011.538978
Cameron, K., y Quinn, R. (2011). Diagnosing and changing organizational culture: Based on the competing values framework (3a edición). San Francisco, CA: Jossey-Bass.
Cottini, E., y Lucifora, C. (2013). Mental health and working conditions in Europe. ILR Review, 66(4), 958-988. https://doi.org/10.1177/001979391306600409
Day, A., Kelloway, E. K., y Hurrell, J. J. (2014). Workplace well-being: How to build psychologically healthy workplaces. West Sussex, Reino Unido: Wiley-Blackwell.
de Groot, J., y Steg, L. (2008). Value Orientations to Explain Beliefs Related to Environmental Significant Behavior. Environment and Behavior, 40(3), 330-354. doi: 10.1177/0013916506297831
Della Torre, E. (2012). High performance work systems and workers’ well–being: A sceptical view. International Journal of Work Innovation, 1(1), 7-23. doi: 10.1504/IJWI.2012.047974
Den Hartog, D. N., Boselie, P., y Paauwe, J. (2004). Performance management: A model and research agenda. Applied Psychology: An International Review, 53(4), 556-569. http://dx.doi.org/10.1111/j.1464-0597.2004.00188.x
Diener, E., Emmons, R. A., Larsen, R. J., y Griffin, S. (1985). The satisfaction with life scale. Journal of Personality Assessment, 49(1), 71-75. https://doi.org/10.1207/s15327752jpa4901_13
Diener, E., y Lucas, R. E. (1999). Personality and subjective well-being. En Kahneman, D., Diener, E., y Schwartz, N. (Eds), Well-being: The foundations of hedonic psychology (pp. 213–229). Nueva York: Russell Sage.
DiMaggio, P. J., y Powell, W. W. (1983). The iron cage revisited: Institutional isomorphism and collective rationality in organizational fields. American Sociological Review, 48(2), 147-160. doi: 10.2307/2095101
Doherty, B., Haugh, H., y Lyon, F. (2014). Social enterprises as hybrid organizations: A review and research agenda. International Journal of Management Reviews, 16(4), 417-436. https://doi.org/10.1111/ijmr.12028
Doolen, T., Hacker, M., y Van Aken, E. (2003). The Impact of Organizational Context on Work Team Effectiveness: A Study of Production. IEEE Transactions on Engineering Management, 50(3), 285-296. doi: 10.1109/TEM.2003.817296
Feather, N. T. (1995). Values, valences, and choice: The influence of values on the perceived attractiveness and choice of alternatives. Journal of Personality and Social Psychology, 68, 1135-1151. http://dx.doi.org/10.1037/0022-3514.68.6.1135
Feeney, M. K., y Rainey, H. G. (2010). Personnel flexibility and red tape in public and nonprofit organizations: Distinctions due to institutional and political accountability. Journal of Public Administration Research and Theory, 20(4), 801-826. https://doi.org/10.1093/jopart/mup027
Fletcher, T. D., Major, D. A., y Davis, D. D. (2008). The interactive relationship of competitive climate and trait competitiveness with workplace attitudes, stress, and performance. Journal of Organizational Behavior, 29(7), 899-922. http://dx.doi.org/10.1002/job.503
Freeman, R. (1984). Strategic management. A stakeholder approach. Londres: Pitman.
Gkorezis, P., y Petridou, E. (2012). The effect of extrinsic rewards on public and private sector employees’ psychological empowerment: A comparative approach. The International Journal of Human Resource Management, 23(17), 3596-3612. https://doi.org/10.1080/09585192.2011.639025
Guest, D. (2002). Human resource management, corporate performance and employee wellbeing: Building the worker into HRM. Journal of Industrial Relations, 44(3), 335-358. https://doi.org/10.1111/1472-9296.00053
Guest, D. (2017). Human resource management and employee well‐being: towards a new analytic framework. Human Resource Management Journal, 27, 22-38. doi: 10.1111/1748-8583.12139
Heller, F., Pusic, E., Strauss, G., y Wilpert, B. (1998). Organisational Participation: Myth and Reality. Oxford: Oxford University Press.
Henderson, L. W., Knight, T., y Richardson, B. (2014). The Hedonic and Eudaimonic Validity of the Orientations to Happiness Scale. Social Indicators Research, 115(3), 1087-1099. doi: 10.1007/s11205-013-0264-4
Huta, V. (2015). An overview of hedonic and eudaimonic well-being concepts. En L. Reinecke y M. B. Oliver (Eds.), The Routledge handbook of media use and well-being: International perspectives on theory and research on positive media effects (pp. 14-33). Nueva York: Routledge/Taylor & Francis Group.
Huta, V., y Waterman, A. S. (2014). Eudaimonia and its distinction from hedonia: Developing a classification and terminology for understanding conceptual and operational definitions. Journal of Happiness Studies, 15(6), 1425-1456. doi: 10.1007/s10902-013-9485-0
Irvine, D. M., y Evans, M. G. (1995). Job satisfaction and turnover among nurses: Integrating research findings across studies. Nursing Research, 44(4), 246-253. http://dx.doi.org/10.1097/00006199-199507000-00010
Judge, T. A., Thoresen, C. J., Bono, J. E., y Patton, G. K. (2001). The job satisfaction–job performance relationship: A qualitative and quantitative review. Psychological Bulletin, 127(3), 376-407. doi: 10.1037//0033-2909.I27.3.376
Kalleberg, A. L., Marsden, P. V., Reynolds, J., y Knoke, D. (2006). Beyond profit? Sectoral differences in high-performance work practices. Work and Occupations, 33(3), 271-302. https://doi.org/10.1177/0730888406290049
Kanungo, R. N., y Aycan, Z. (1998). Issue of culture fit in human resource management practices. Vision, 2(1), 5-11. https://doi.org/10.1177/09722629X98002001002
Keyes, C. L. M., Shmotkin, D., y Ryff, C. D. (2002). Optimizing well-being: The empirical encounter of two traditions. Journal of Personality and Social Psychology, 82(6), 1007-1022. doi: 10.1037//0022-3514.82.6.1007
Light, P. (2002). The content of their character: The state of the nonprofit workforce. Nonprofit Quarterly, 9(3), 6. Disponible en. https://nonprofitquarterly.org/the-content-of-their-character-the-state-of-the-nonprofit-workforce/
Macklin, D. S., Smith, L. A., y Dollard, M. F. (2006). Public and private sector work stress: Workers compensation, levels of distress and job satisfaction, and the demand-control-support model. Australian Journal of Psychology, 58(3), 130-143. https://doi.org/10.1080/00049530600940190
Medina, E. (2012). Job satisfaction and employee turnover intention: What does organizational culture have to do with it? Tesis de master. Columbia University.
Ostroff, C., Kinicki, A. J., y Tamkins, M. M. (2003). Organizational culture and climate. Handbook of psychology. Nueva Jersey: John Wiley and Sons, Inc.
Paauwe, J. (2004). HRM and performance: Unique approaches for achieving long term viability. Oxford: Oxford University Press.
Parent-Thirion, A., Fernández, E., Hurley, J., y Vermeylen, G. (2007). Fourth european working conditions survey. (Nº EF/06/98/EN). Luxemburg: Office for Official Publications of the European Communities. Disponible en: publications.europa.eu
Peiró, J.M., Ayala, Y., Tordera, N., Lorente, L., y Rodríguez, I. (2014). Bienestar sostenible en el trabajo: Revisión y reformulación. Papeles del Psicólogo, 35, 7-16. Disponible en: http://www.papelesdelpsicologo.es/pdf/2316.pdf
Pérotin, V. (2013). Worker cooperatives: Good, sustainable jobs in the community. Journal of Entrepreneurial and Organizational Diversity, 2(2), 34-47. Disponible en: https://ssrn.com/abstract=2437929
Peterson, C., Park, N., y Seligman, M. E. P. (2005). Orientations to happiness and life satisfaction: The full life versus the empty life. Journal of Happiness Studies, 6(1), 25-41. doi 10.1007/s10902-004-1278-z
Petrescu, A., y Simmons, R. (2008). Human resource management practices and workers’ job satisfaction. International Journal of Manpower, 29(7), 651-667. doi 10.1108/01437720810908947
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., y Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903. http://dx.doi.org/10.1037/0021-9010.88.5.879
Roccas, S. y Sagiv, L. (2010). Personal Values and Behavior: Taking the Cultural Context into Account. Social and Personality Psychology Compass, 4, 30-41. https://doi.org/10.1111/j.1751-9004.2009.00234.x
Roy, M. J., Donaldson, C., Baker, R., y Kerr, S. (2014). The potential of social enterprise to enhance health and well-being: A model and systematic review. Social Science & Medicine, 123, 182-193, doi: 10.1016/j.socscimed.2014.07.031
Ryan, R., y Deci, E. (2001). On happiness and human potentials: A review of research on hedonic and eudaimonic well-being. Annual Review of Psychology, 52, 141-166. https://doi.org/10.1146/annurev.psych.52.1.141
Ryff, C.D. (1989). Happiness is everything, or is it? Explorations on the meaning of psychological well-being. Journal of Personality and Social Psychology, 57, 1069–1081. http://dx.doi.org/10.1037/0022-3514.57.6.1069
Ryff, C., y Singer, B. (2008). Know thyself and become what you are: A eudaimonic approach to psychological well-being. Journal of Happiness Studies, 9(1), 13-39. doi 10.1007/s10902-006-9019-0
Schneider, B., Smith, D. B., y Paul, M. C. (2001). P–E fit and the attraction-selection-attrition model of organizational functioning: Introduction and overview. En M. Erez, U. Kleinbeck, y H. Thierry (Eds.), Work motivation in the context of a globalizing economy (pp. 231-246). Mahwah, Nueva Jersey: Lawrence Erlbaum Associates Publishers.
Songfa, Z., Idan, S., David, K., Ebstein, R. P., y Chew, S. H. (2018). Competitiveness and stress. International Economic Review, 59, 1263-1281. doi:10.1111/iere.12303
Tarcan, G. Y., Tarcan, M., y Top, M. (2017). An analysis of relationship between burnout and job satisfaction among emergency health professionals. Total Quality Management and Business Excellence, 28(11-12), 1339-1356. https://doi.org/10.1080/14783363.2016.1141659
Tedmanson, D., y Guerin, P. (2011). Enterprising social wellbeing: social entrepreneurial and strengths based approaches to mental health and wellbeing in “remote” Indigenous community contexts. Australasian Psychiatry, 19(1), 30-33. doi: 10.3109/10398562.2011.583078
Van de Voorde, K., Paauwe, J., y Van Veldhoven, M. (2012). Employee Well‐Being and the HRM - organizational performance relationship: A review of quantitative studies. International Journal of Management Reviews, 14(4), 391-407. doi: 10.1111/j.1468-2370.2011.00322.x
Vandenabeele, W., Brewer, G. A., y Ritz, A. (2014). Past, present, and future of public service motivation research. Public Administration, 92(4), 779-789. doi: 10.1111/padm.12136
Warr, P., y Nielsen, K. (2018). Wellbeing and work performance. En E. Diener, S. Oishi y L. Tay (Eds.), Handbook of well-being (pp. 1-22). Salt Lake City: UT: DEF Publishers.
Warr, P. (2013). Fuentes de felicidad e infelicidad en el trabajo: Una perspectiva combinada. Revista de Psicología del Trabajo y de las Organizaciones, 29(3), 99-106. https://doi.org/10.5093/tr2013a15
Warr, P., Cook, J., y Wall, T. (1979). Scales for the measurement of some work attitudes and aspects of psychological well-being. Journal of Occupational Psychology, 52(2), 129-148. https://doi.org/10.1111/j.2044-8325.1979.tb00448.x
Wright, B. E., y Pandey, S. K. (2011). Public organizations and mission valence: When does mission matter? Administration and Society, 43(1), 22-44. doi: 10.1177/0095399710386303
