Job and organizational satisfaction. A strategic, multi-level measurement alternative.

Abstract

Organizational environments characterized by flexicurity and deregulation stimulate numerous reinterpretations of work. The predominance of extrinsic factors in the regulation of work behavior favors ambivalent and sometimes negative feelings, which position dissatisfaction as a global trend. Today's Cuban companies face socioeconomic conditions that require strategic management to preserve and develop authentic and intrinsic forms of satisfaction in the workplace. Identifying alternatives for feedback on this intangible asset is a challenge for managers and academics. The article aimed to characterize a metric of satisfaction through a basis for calculating and interpreting a global index that articulates strategic, systemic, and multilevel approaches for feedback on strategic human talent management. A quantitative, descriptive, non-experimental perspective was assumed. The literature review provided the references that support the interpretation of the satisfaction index. Measurement theory supports the representational approach, which shows possibilities for correlation between the intangible qualities of satisfaction and the numerical expression of the index. The results reveal the poor articulation of strategic, systemic, and multilevel perspectives in contemporary research committed to proposals for measuring satisfaction in the workplace and org