Please use this identifier to cite or link to this item: http://hdl.handle.net/10609/129326
|Influència de les mesures de conciliació laboral, familiar i personal a la satisfacció laboral i a la interacció treball-família. Anàlisi comparatiu de la satisfacció laboral i de la interacció treball-família segons el gènere i la mida empresarial a l'Estat espanyol
|Pey Saumell, Gemma
|measures for work
family and personal reconciliation
work-family and family-work interaction
work satisfaction; size business
|Encouraging work-life balance from organizations, is an important element in managing talent. This fact is widely known by companies although in Spain could be complicated due to the business tissue that presents that is made, mainly, by small and medium organizations (SMEs) that can make it difficult to apply and implement measures capable to impact in greater job satisfaction in employees, reducing the work-family conflict and increasing the enrichment due to presenting fewer resources than a big company. At the same time, the result of living into a patriarchal system that marks differences between genders in terms of the dedication of unpaid work driving, in many cases, a much higher double burden on women than in men who usually dedicate much more time in his paid work instead of domestic and care tasks, it can also lead to gender differences in the same variables. Due to these two situations, the main objective of the present research has been to determine whether there are significant differences between men and women and between people working in SMEs and big companies in relation to job satisfaction and the positive/negative work-family and family-work interaction through collecting data with the Job Satisfaction questionnaire of Melià & Peiró (1989) and the SWING questionnaire of Moreno, Sanz, Rodríguez & Geurts (2009). At the same time, the degree that participants perceive that they can adopt the 11 Flexible Family Responsible Practices proposed by Pérez, Vela, Abella & Martínez (2015) that are directly linked to reconciliation to determine differences in sizes has been taken into account and, also has been taken to account the dedication of unpaid work to determinate whether there are gender differences. Finally, this research tries to determinate if, in general and after experiencing a global pandemic and taking account of all the benefits that have promoting reconciliation, Spain presents companies that are applying enough measures or, on the contrary, it remains a pending subject. The results obtained conclude that there are no significant differences between genders in these variables due to observing strong co-responsibility between men and women. There are also no differences between business sizes except for the positive work-family interaction in the case of people working in big companies which is higher than in SME workers. Finally, the reconciliation measures do not end up satisfying Spanish office workers, obtaining the evidence that half of the sample considers them insufficient independently of the gender and the business size to which they belong.
|Appears in Collections:
|Trabajos finales de estudios de género
Treballs finals de carrera, treballs de recerca, etc.
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|Memòria del TFM