La evaluación del bienestar organizacional. Instrumentos de medición explícitos e implícitos y su relación con el rendimiento, absentismo laboral y permanencia en la organización
DOI:
https://doi.org/10.51302/rtss.2009.5391Palabras clave:
bienestar organizacional, evaluación implícita, rendimiento, absentismoResumen
Este trabajo ha obtenido el 2.º Premio Estudios Financieros 2009 en la modalidad de Recursos Humanos.
En la última década ha existido un renovado interés en el estudio del bienestar tanto por parte de la filosofía, como por parte de las ciencias sociales y las ciencias de la salud. El estudio de las organizaciones no ha sido impermeable a esta tendencia, situando la evaluación del bienestar de los trabajadores como una de las variables centrales que más atención está recibiendo por parte de los investigadores. Con el objetivo de superar las limitaciones que presentan las medidas del bienestar organizacional de carácter auto-informado (la capacidad de corrección consciente que el individuo posee y los límites de la introspección), en este estudio se han desarrollado dos nuevas medidas implícitas que han presentado buenas propiedades psicométricas. En la primera de ellas se ha empleado una adaptación del Implicit Association Test (IAT) para la medición del bienestar organizacional, mientras que en la segunda se han utilizado estímulos parcialmente estructurados. Los análisis de ecuaciones estructurales realizados señalan que mientras que las medidas explícitas de bienestar organizacional han mostrado una débil relación con el rendimiento, el absentismo laboral y la permanencia en una organización, las medidas implícitas han mostrado una gran capacidad predictiva sobre estas variables. Finalmente y teniendo en cuenta estos resultados, se han propuesto diferentes estrategias para incrementar el bienestar a través de la gestión de los recursos humanos.
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