Satisfacción laboral y compromiso organizacional: prueba de equivalencia de medición entre México y Estados Unidos

• Daniel Arturo Cernas Ortiz ^[1] ; Patricia Mercado Salgado ^[1] ; Filadelfo León Cázares ^[2]
  1. [1] Universidad Autónoma del Estado de México

     Universidad Autónoma del Estado de México

     México

     
  2. [2] Universidad de Guadalajara

     Universidad de Guadalajara

     México

     
• Localización: Contaduría y administración, ISSN 0186-1042, ISSN-e 2448-8410, Vol. 63, Nº. 2, 2018
• Idioma: español
• DOI: 10.22201/fca.24488410e.2018.986
• Títulos paralelos:
  • Job satisfaction and organizational commitment: Test of measurement equivalence between Mexico and the United States
• Enlaces
  • Texto completo (pdf)
• Dialnet Métricas: 15 Citas
• Resumen
  • español

    El propósito de este trabajo fue analizar la equivalencia de medición de una escala de satisfacción laboral (Judge, Bono y Locke, 2000) y de una de compromiso organizacional (Allen y Meyer, 1990) entre la cultura mexicana y la estadounidense. Los datos se recolectaron por medio de un cuestionario auto administrado que se aplicó a una muestra no probabilística de estudiantes de maestría en ambas naciones (México = 287, Estados Unidos = 273). Los resultados indicaron que las escalas analizadas no son invariantes entre las culturas. Una implicación de este hallazgo es que los estudios transculturales de satisfacción laboral y compromiso organizacional pueden reportar resultados inválidos en cuanto a la comparación directa de los niveles de los conceptos. Para evitarlo, se recomienda tomar ciertas precauciones en la preparación y en el análisis de los datos.

  • English

    The purpose of this study was to analysis the measurement invariance of a job satisfaction (Judge, Bono and Locke, 2000) and an organizational commitment (Allen and Meyer, 1990) scale between the Mexican and the U.S. cultures. Data were collected by means of a self-administered survey applied to a non-probabilistic sample of MBA students in both nations (Mexico = 287, United States = 273). The results indicated that the scales under analysis were not invariant between the cultures. An implication of this finding is that cross-cultural studies of job satisfaction and organizational commitment might report invalid results concerning the direct comparison of the concepts´ levels. In order to avoid this, it is recommended to take some precautions in the preparation and analysis of data.

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