Satisfacción laboral, clima cooperativo y rasgos de personalidad

Óscar Llopis Córcoles; Anabel Fernández Mesa; Ana García Granero; Susana Martí Aragonés; Marc Borrás Femenia

doi:10.51302/rtss.2015.2598

Authors

Óscar Llopis Córcoles GREThA UMR CNRS. University of Bordeaux INGENIO (CSIC-UPV). Universitat Politècnica de València (España)
Anabel Fernández Mesa Departamento Direcció d'Empreses «Juan José Renau Piqueras». Universitat de València INGENIO (CSIC-UPV). Universitat Politècnica de València (España)
Ana García Granero Grenoble Ecole Management INGENIO (CSIC-UPV), Universitat Politècnica de València (España)
Susana Martí Aragonés Máster en Dirección y Gestión de Recursos Humanos Consultora de Recursos Humanos en Mohure (España)
Marc Borrás Femenia Máster en Dirección y Gestión de Recursos Humanos Responsable de Sección en Decathlon (España)

DOI:

https://doi.org/10.51302/rtss.2015.2598

Keywords:

job satisfaction, organizational climate, personality traits theory, collaborative organizational climate, moderation

Abstract

The relationship between organizational climate and job satisfaction has been extensively studied. Current studies assume that a favorable working climate increases employees´ job satisfaction. Recent literature has differentiated types of organizational climate that can explain job satisfaction, such as the organizational climate of justice, organizational climate of entrepreneurship or organizational climate of collaboration. In this study we focus on the latter proposing that a collaborative climate will help employees to be more satisfied. In addition we also propose that issues related with individual personality traits, such as whether the employee is more responsible or more extrovert, will also affect the satisfaction of the workforce. The theory of personal traits helps us to demonstrate that character, besides influencing job satisfaction per se, also moderates the relationship between collaborative work climate and job satisfaction.

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