El salario emocional y la satisfacción laboral
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Abstract
Se entiende por salario emocional toda aquella compensación no económica que las empresas u organizaciones brindan a sus colaboradores, es un concepto que afecta la motivación de los empleados, así como la percepción que tienen de la empresa; Por otro lado, entendemos la satisfacción laboral como el grado de conformidad que presenta el colaborador con respecto a las condiciones y ambiente de trabajo. El presente artículo de revisión bibliográfica tiene como objetivo demostrar la incidencia del salario emocional en la satisfacción laboral, a partir de los antecedentes de investigación sobre el tema. Es una investigación descriptiva, realizando una consulta profunda a fuentes secundarias sobre el tema. Se hace un análisis entre la información recolectada en esta investigación de ambos conceptos y su interacción entre ellos, debido a que hoy en día el denominado salario emocional es uno de los principales motivadores considerados por los colaboradores, motivando a los empleados. Teniendo en cuenta, según la investigación revisada, que hasta hace poco tiempo el salario emocional no era un concepto muy conocido en el país, se concluye que existe una relación directa debido a que el salario emocional se está convirtiendo en el principal motivador de los colaboradores, permitiéndoles trabajar cómodamente, reduciendo el estrés y logrando un aumento en la satisfacción laboral y por ende un incremento en su desempeño, impactando en la rentabilidad de la empresa.
Emotional salary is understood as all that non-economic compensation that companies or organizations provide to their collaborators, it is a concept that affects the motivation of employees, as well as the perception they have of the company; On the other hand, we understand job satisfaction as the degree of conformity that the collaborator presents with respect to the conditions and work environment. The objective of this bibliographic review article is to demonstrate the incidence of emotional salary on job satisfaction, based on the background of research on the subject. It is a descriptive investigation, making a deep consultation to secondary sources on the subject. An analysis is made between the information collected in this investigation of both concepts and their interaction between them, because today the so-called emotional salary is one of the main motivators considered by collaborators, motivating employees. Taking into account, according to the reviewed research, that until recently the emotional salary was not a well-known concept in the country, it is concluded that there is a direct relationship, since the emotional salary is becoming the main motivator of the collaborators, allowing them to work comfortably, reducing stress and achieving an increase in job satisfaction and therefore an increase in their performance, impacting the profitability of the company.
Emotional salary is understood as all that non-economic compensation that companies or organizations provide to their collaborators, it is a concept that affects the motivation of employees, as well as the perception they have of the company; On the other hand, we understand job satisfaction as the degree of conformity that the collaborator presents with respect to the conditions and work environment. The objective of this bibliographic review article is to demonstrate the incidence of emotional salary on job satisfaction, based on the background of research on the subject. It is a descriptive investigation, making a deep consultation to secondary sources on the subject. An analysis is made between the information collected in this investigation of both concepts and their interaction between them, because today the so-called emotional salary is one of the main motivators considered by collaborators, motivating employees. Taking into account, according to the reviewed research, that until recently the emotional salary was not a well-known concept in the country, it is concluded that there is a direct relationship, since the emotional salary is becoming the main motivator of the collaborators, allowing them to work comfortably, reducing stress and achieving an increase in job satisfaction and therefore an increase in their performance, impacting the profitability of the company.
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Vol. 2, No. 3