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Study on the relationship between job satisfaction and social perception of self-performance in nurses of the children's hospital of Mexico "Federico Gómez"
Work is a source of belonging and is considered important, necessary and valuable. Working for an individual means having a purpose, expressing oneself and feeling satisfied contributing to society (Milcovich, T. 1994).
We spent about 9 years in life working and 23 years sleeping (Microsiervos, 2013). But if work is not a source of satisfaction, it will surely take hours off. On the contrary, if we feel satisfied at work we will surely be even more productive.
The scientific concern of job satisfaction dates back to 1959, when Frederick Herzberg formulated his theory of the two factors and from that date it was extended in the USA and Europe (Olivar C, González S, Martínez MM, 1999). Unfortunately in Mexico, it does not have the same level of importance to match job satisfaction to the scientific preparation of the professional and the availability of a certain technology.
Nor does it match it in job satisfaction to the scientific preparation of the professional and the most humane treatment between colleagues and users, even in the case of institutions dedicated to health care.
In the original approach of Herzberg, He mentions that Labor Satisfaction is explained by two factors, one external or hygiene (outside the control of people) and another internal or motivational (or impulses that depend on people and use them to achieve a goal).
However, when we observe ourselves in a certain means of interaction, for example; the work, the premise that, our social perception describes how our thoughts determine our behavior, being positive or negative processes that shape our social relationships (Fischer, 1990).
The cognitive and emotional aspects of the model produce positive or negative elements that influence the way of perceiving Job Satisfaction. And, the central and peripheral qualities of work perception influence each other and their result set up a new form of interaction between the factors.
The objective of this research was to: Know if there is a relationship between Job Satisfaction and the social perception of Self-Performance in nurses of the Federico Gómez Children's Hospital of Mexico. The importance of the study is that the principles of social perception theory are retaken, which describe how our thoughts determine our behavior, being positive or negative processes that shape our social relationships (Fischer, 1990).
194 nurses (men and women) were interviewed during the months of February and March 2013. A simple random sampling was carried out including the three shifts. The sample had a level of reliability of 95% and a degree of error of 6% (Netquest, 2013).
Two Likert-type scales were applied, to which internal and external validity criteria were applied, as well as reliability tests (Nadelsticher, 1983).
The presence of two main factors was verified for the Labor Satisfaction scale: extrinsic (with six subfactors) and intrinsic (with five subfactors) that explain 46.76% of the total variance, with a total of 72 reagents and a global Cronbach's Alpha of .975.
For the Self-Performance scale, the presence of a main factor that explains 59.18% of the total variance was found, with a total of 27 reagents, a Cronbach's Alpha of .964 and a total of six subfactors.
It was found that if there is a relationship between the Labor Satisfaction scale and the Self-Performance scale (r = .655 **) in the nurses of the HIMFG.
- Internal and external validity was achieved (construct validity), and reliability (Cronbach's Alpha) of the Labor Satisfaction and Self-Performance scales, where the correspondence between the variables, the indicators, the conceptual definitions and the operationalization is shown.
- At the same time both scales could be adapted: Job Satisfaction and Self-Performance, to the working conditions of nurses at the Federico Gómez Children's Hospital of Mexico.
- The null hypothesis (Ho) is rejected, the alternate hypothesis (H1) is accepted at a level of significance of α = 0.05. The test turned out to be significant and shows a high correlation. If there is a relationship between the Labor Satisfaction scale and the Self-Performance scale (r = .655 **) in HIMFG nurses.
- The Labor Satisfaction variable could be predicted by means of the extrinsic interaction subfactor, with the CHAID qualitative regression technique.
- Álvarez, R. (1995) Multivariate and non-parametric statistics with SPSS (Application to health sciences), Editorial Diaz de Santos, Madrid.
- Fischer, G. N. (1990). Social Psychology: Fundamental concepts. Madrid: Narcea
- Milkovich, T., Boudreau W. (1994). Management and administration of human resources, a strategic approach. Addison Wesley Iberoamericana, USA
- Microserves, (2013) We spent 23 years sleeping and other curiosities of everyday life, accessed on March 19, 2013, online: //www.microsiervos.com/archivo/mundoreal/cuanto-tiempo-de-nuestra-vida-pasamos -very interesting.html
- Nadelsticher, A. (1983) Techniques for collecting attitudes and multiple choice questionnaires (Notebooks of the National Institute of Criminal Sciences), Mexico, Inacipe.
- Netquest (2013) Sample calculator, accessed January 30, 2013, online: //www.netquest.com/panel_netquest/calculadora_muestras.php
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