Determinantes da satisfação no trabalho e seus reflexos no desempenho: um estudo com servidores de uma universidade federal

Abstract

Job satisfaction seems to be a major focus of organizations wishing to reduce absenteeism, turnover, and increase job performance. Some organizational theories are based on the notion that organizations that are able to make their employees happier will result in employees with higher productivity. Many authors have studied the influence of personality traits or factors inherent to work on job satisfaction or performance. In order to deal simultaneously with aspects of individuals and aspects inherent to work, the objective was to investigate the personality traits (self-esteem, neuroticism, generalized self-efficacy and control locus) and the aspects of job satisfaction (challenging work , financial rewards, peer relationships and leadership, supportive working conditions, training opportunities, growth opportunities) determine the overall satisfaction and how much this influences the performance of the employees of a Federal Institution of Higher Education. To do so, the data were collected from a questionnaire composed of instruments already validated by other authors. This questionnaire sought to measure each of the constructs involved in the theoretical model that relates personality traits, specific components inherent in work, satisfaction and work performance. In this research participated 658 servers of a federal university. It was observed that 6 hypotheses were confirmed and 6 were not confirmed. Thus, it was identified that challenging work, neuroticism and self-esteem were the major determinants of overall job satisfaction. The main determinants of work performance were general satisfaction, self-efficacy and lack of attention. This allows us to conclude that managers should guide their actions in order to improve the factors that influence server satisfaction, since it positively influences the performance in the work. In addition, based on the results obtained, a proposal of intervention was formulated with the purpose of improving the management of the factors studied in this research that are presented as determinants of satisfaction and performance in the work. Thus, 14 actions were proposed, which have both theoretical basis, which justifies them, and legal grounds for the execution of each of them in university management.