SATISFAÇÃO NO TRABALHO: PERCEPÇÕES E EXPECTATIVAS COM OS  FATORES MOTIVACIONAIS

Mário Teixeira Reis Neto,Simone Costa Nunes,Cláudia Aparecida Avelar Ferreira

doi:10.19177/reen.v14e22021195-216

Abstract

The aim of this study was to identify the perceived motivational factors and expectations of different professionals in the public and private sectors, based on the theories of Herzberg and Vroom. The study used a quantitative and descriptive research survey, which showed that administration/marketing professionals had a significant perception regarding motivational factors (p = 0.001), being the most satisfied. Professionals working in the private sector were the most satisfied (p = 0.003). Therefore, the study showed how satisfaction is differentiated by career, education, employment bond, and gender.

Highlights

The satisfaction of professionals in contemporary organizations can be identified both by the importance that human capital has acquired as a competitive advantage for organizations, as well as from the process of humanization in labor relations.Satisfaction is an important aspect of the organization, and complete employee satisfaction is a challenge for management
This situation rarely occurs due to unsatisfied needs perceived by employees who require new forms of motivation (PANG; LU, 2018; REIS NETO; MARQUES, 2018)
There is a positive association between employee mood and job satisfaction (RUEDA et al, 2010); emotions are an important factor of employee satisfaction (LOCKE, 1969, 1976; PEDRAZA, 2020)

Summary

Introduction

Satisfaction is an important aspect of the organization, and complete employee satisfaction is a challenge for management. This situation rarely occurs due to unsatisfied needs perceived by employees who require new forms of motivation (PANG; LU, 2018; REIS NETO; MARQUES, 2018). Because satisfaction is important for workers and managers, identifying the perceptions and expectations of professionals, whether in the public or private sector, promotes the continuous support of work teams and reduces turnover. In the work context, perceived individual differences and labor characteristics can lead to differences in employee motivation, performance, and job satisfaction, in both the public and private sectors (REIS NETO; MARQUES, 2003; MANOLOPOULOS, 2008; PANG; LU, 2018)

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