Investigación sobre las relaciones entre la compensación total, la satisfacción laboral y el compromiso organizacional de empleados y mandos intermedios en España
(English) Total Compensation is currently understood as the set of elements, not exclusively financial, that employees receive as compensation for their work. In this sense, it can be a decisive factor in attracting and retaining talent in organizations acquiring special relevance when salaries reac...
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| Tipo de recurso: | tesis doctoral |
| Fecha de publicación: | 2022 |
| País: | España |
| Institución: | Universitat Politècnica de Catalunya (UPC) |
| Repositorio: | UPCommons. Portal del coneixement obert de la UPC |
| Idioma: | español |
| OAI Identifier: | oai:upcommons.upc.edu:2117/380807 |
| Acceso en línea: | https://hdl.handle.net/2117/380807 https://dx.doi.org/10.5821/dissertation-2117-380807 |
| Access Level: | acceso abierto |
| Palabra clave: | Àrees temàtiques de la UPC::Economia i organitzacio d'empreses |
| Sumario: | (English) Total Compensation is currently understood as the set of elements, not exclusively financial, that employees receive as compensation for their work. In this sense, it can be a decisive factor in attracting and retaining talent in organizations acquiring special relevance when salaries reach the limits of equity and are placed at hygienic levels. Some previous research, referring to the concept of Total Compensation, address the issue exclusively in terms of fixed and variable compensation and benefits, leaving out elements such as Supervisor Support, Career Development, Pay Transparency, Performance Appraisal, Pay Satisfaction or Work-Life Balance. Factors that we do consider in this thesis and that integrate this broader concept of Total Compensation. More precisely, knowing the level of influence of Total Compensation on Job Satisfaction or on Organizational Commitment, in diverse economic and social contexts, can be of great interest to extend scientific knowledge to other organizational environments and thus apply more effective compensation policies For this reason, this thesis develops two research studies on Total Compensation of employees and middle managers of Spanish companies. The first study aims to determine how Job Satisfaction is influenced by four factors of Total Compensation: Pay Satisfaction, Work-Life Balance, Supervisor Support, and Career Development. The results of this study show that Supervisor Support and Work-Life Balance have a strong influence on Job Satisfaction and that Professional Development also has an influence, although to a lesser extent. The second work analyzes the influence of Pay Satisfaction, Pay Transparency and Performance Appraisal on Organizational Commitment. The second study results determine that the perception regarding Performance Appraisal positively influences Organizational Commitment, but not Pay Transparency, which influence is not significant. Regarding Pay Satisfaction, it does not have any significant influence in any case, neither on Job Satisfaction in the first study, nor on Organizational Commitment in the second. |
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