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Abstract(s)
A satisfação no trabalho e as recompensas representam áreas de elevada importância para a Gestão de Recursos Humanos. Pessoas satisfeitas contribuem mais para os objetivos da organização que pessoas insatisfeitas, devendo as recompensas ser geridas de forma integrada e alinhada com a estratégia e os objetivos da organização.
Assim, a presente investigação pretende identificar e caracterizar os tipos de recompensas utilizados pelas empresas e a importância para a satisfação, mensurar os níveis de satisfação dos trabalhadores, verificar o impacto das variáveis sociodemográficas na satisfação, e Identificar o efeito dos fatores organizacionais na satisfação: categorias profissionais e dimensão da empresa.
Durante o presente estudo recorreu-se a uma investigação quantitativa, cuja amostra foi constituída por 157 trabalhadores de três empresas diferentes, utilizando-se como instrumento de recolha de dados a versão portuguesa do questionário Job Satisfaction Survey (JSS).
Em relação à satisfação no trabalho, os resultados relevam que a satisfação no trabalho é influenciada pelos níveis salariais dos trabalhadores e que a dimensão da empresa também influencia a satisfação dos trabalhadores.
Em relação às recompensas salariais, verifica-se que apenas são utilizadas as previstas nos contratos coletivos de trabalho dos respetivos setores de atividade, em que a retribuição salarial é composta por: salário base, subsídio de alimentação, diuturnidades e horas extra. Salientando-se a ausência de quaisquer outras formas de retribuição variáveis nas empresas estudadas.
Job satisfaction and rewards represent areas of elevated importance to Human Resource Management. Satisfied people contribute most to objectives of the organization then dissatisfied people, the rewards should be integrated and aligned with the strategy and objectives of the organization. Thus, the present research aims to identify and characterize the types of rewards used by enterprises and importance for satisfaction, measure the levels of employee satisfaction, verify the impact of sociodemographic factors in global satisfaction and identify organizational factors in satisfaction: professional categories and dimension of the company. This study, a quantitative research, was based on a sample of 157 employees of three different organizations, using as instrument for data collection the questionnaire Job Satisfaction Survey (JSS). In relation to job satisfaction, the results reveal the existence of statistically significant differences between the salary levels of employees and satisfaction, and between dimension of enterprise and the job satisfaction. Regarding the rewards, only are used those stipulated in the collective labor agreements the respective sectors of activity, in that wage retribution is comprised of: base salary, food allowance, seniority and overtime. Emphasizing the absence of any other forms of variable retribution in the companies studied.
Job satisfaction and rewards represent areas of elevated importance to Human Resource Management. Satisfied people contribute most to objectives of the organization then dissatisfied people, the rewards should be integrated and aligned with the strategy and objectives of the organization. Thus, the present research aims to identify and characterize the types of rewards used by enterprises and importance for satisfaction, measure the levels of employee satisfaction, verify the impact of sociodemographic factors in global satisfaction and identify organizational factors in satisfaction: professional categories and dimension of the company. This study, a quantitative research, was based on a sample of 157 employees of three different organizations, using as instrument for data collection the questionnaire Job Satisfaction Survey (JSS). In relation to job satisfaction, the results reveal the existence of statistically significant differences between the salary levels of employees and satisfaction, and between dimension of enterprise and the job satisfaction. Regarding the rewards, only are used those stipulated in the collective labor agreements the respective sectors of activity, in that wage retribution is comprised of: base salary, food allowance, seniority and overtime. Emphasizing the absence of any other forms of variable retribution in the companies studied.
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Keywords
Gestão de Recursos Humanos Recompensas Satisfação No Trabalho