Bella Ricardo Luiz Fernandes, Quelhas Osvaldo Luiz Gonçalves, Ferraz Fernando Toledo, Barboza Douglas Vieira, França Sergio Luiz Braga
Department of Production Engineering, Fluminense Federal University, Niterói, Brazil.
Front Psychol. 2021 Nov 12;12:768290. doi: 10.3389/fpsyg.2021.768290. eCollection 2021.
Job satisfaction is a widely discussed topic in work psychology, but what might be the contributions of recent discussions of workplace spirituality? This research allows a qualitative measure of workplace spirituality relevance by workforce perspective that can be reproduced in other organizations through a questionnaire application. The spiritual factors of the workplace were classified according to the Kano model that identifies the potential for actions and investments to be transformed into job satisfaction. In this application, it was identified that investments in the coherence and purpose of work factors can generate more than proportional satisfaction in the individuals of this organization. The identity, values, cohesion, meaning, and climate of work factors could generate a proportional satisfaction to the investments. The inner life and community factors cannot generate satisfaction, but when investment levels in these factors did not meet the expectations, it potentially generates dissatisfaction. Finally, investments in belonging, connection, and environmental factors were indifferent to the satisfaction level in this organization. The researchers also pointed out opportunities of investments to the organization.
工作满意度是工作心理学中一个广泛讨论的话题，但近期关于职场精神性的讨论可能有哪些贡献呢？本研究通过员工视角对职场精神性相关性进行了定性测量，可通过问卷调查应用在其他组织中重现。职场的精神因素根据卡诺模型进行分类，该模型确定了将行动和投资转化为工作满意度的潜力。在本应用中，发现对工作因素的连贯性和目的进行投资能够在该组织的个体中产生超过比例的满意度。工作因素的身份、价值观、凝聚力、意义和氛围能够产生与投资成比例的满意度。内在生活和社区因素无法产生满意度，但当对这些因素的投资水平未达预期时，可能会产生不满。最后，对归属感、联系和环境因素的投资对该组织的满意度水平没有影响。研究人员还指出了该组织的投资机会。
