Relationships between McGregor’s X and Y theory, compensation form, and job satisfaction

When Douglas McGregor started working on the human side of businesses, the way of thinking and managing was very different from the present time. The goal of this research is to determine the validity and reliability of a survey commonly used in the research for Anglo-Saxons population within the Me...

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Autori principali:	Madero-Gómez, Sergio M., Rodríguez-Delgado, Daniela Rachel
Natura:	Online
Lingua:	spa
Pubblicazione:	Universidad Autónoma de Tamaulipas 2018
Accesso online:	https://revistaciencia.uat.edu.mx/index.php/CienciaUAT/article/view/1014
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spelling	oai:ojs.pkp.sfu.ca:article-10142020-08-24T17:27:15Z Relationships between McGregor’s X and Y theory, compensation form, and job satisfaction Relación entre las teorías X y Y de McGregor, las formas de retribuir y la satisfacción de las personas en su trabajo Madero-Gómez, Sergio M. Rodríguez-Delgado, Daniela Rachel human resources organizational behavior motivation leadership Mexico recursos humanos comportamiento organizacional motivación liderazgo México When Douglas McGregor started working on the human side of businesses, the way of thinking and managing was very different from the present time. The goal of this research is to determine the validity and reliability of a survey commonly used in the research for Anglo-Saxons population within the Mexican context, to identify the relationship among: a) the components of McGregor’s XY theory; b) the different kinds of payment to people; and c) job satisfaction. For this research, we employed a survey with 51 items applied to a random sample of 233 workers in northeastern region of Mexico. Through structural equation modeling, an exploratory factor analysis (EFA) was carried out giving the constructs a reliable and valid approach. In addition, the existence of a positive relationship between theory Y and job satisfaction was found (r = 0.46). On the other hand, theory X showed no relation with any variable. Findings confirm the relevance of the strategies used by human resources departments to maintain employees’ motivation and satisfaction. Monetary retribution issues were highly valued within the Mexican work-place environment since they positively influence job satisfaction and workers’ motivation to fulfill assigned activities. Cuando Douglas McGregor inició sus trabajos relacionados con el lado humano de las empresas, la forma de pensar y de administrar era muy diferente a la que se tiene actualmente. El objetivo de este trabajo fue, determinar en el contexto mexicano, la validez y confiabilidad del instrumento de medida utilizado en la investigación de grupos de personas anglosajonas, y conocer la relación que existe entre: a) las características de las teorías X y Y de McGregor; b) las formas de retribuir a las personas en una empresa; y c) la satisfacción en el trabajo. Se usó un instrumento de medida con 51 preguntas, que se aplicó a una muestra aleatoria de 233 trabajadores, enel noreste de México. Mediante un modelo de ecuaciones estructurales, se llevó a cabo un análisis factorial exploratorio. Se encontraron resultados que mostraron validez y confiabilidad en los constructos utilizados. Además, se detectó la existencia de una relación positiva entre la teoría Y con la satisfacción en el trabajo (r = 0.46), mientras que en la teoría X no hubo relación con ninguna variable. Con los diversos hallazgos, se comprueba la relevancia que tienen, en el ambiente laboral mexicano, los aspectos monetarios de la compensación y su influencia positiva en la satisfacción, y en la motivación y actitudes de las personas hacia las actividades que realizan, así como la relevancia de las estrategias de recursos humanos para mantener la satisfacción de los colaboradores. Universidad Autónoma de Tamaulipas 2018-07-19 info:eu-repo/semantics/article info:eu-repo/semantics/publishedVersion application/pdf text/html application/xml https://revistaciencia.uat.edu.mx/index.php/CienciaUAT/article/view/1014 10.29059/cienciauat.v13i1.1014 CienciaUAT; Vol 13 No. 1. July-December 2018; 95-107 CienciaUAT; Vol. 13 No. 1: Julio-Diciembre 2018; 95-107 2007-7858 2007-7521 spa https://revistaciencia.uat.edu.mx/index.php/CienciaUAT/article/view/1014/441 https://revistaciencia.uat.edu.mx/index.php/CienciaUAT/article/view/1014/470 https://revistaciencia.uat.edu.mx/index.php/CienciaUAT/article/view/1014/658 Derechos de autor 2018 CienciaUAT
institution	CIENCIA UAT
collection	OJS
language	spa
format	Online
author	Madero-Gómez, Sergio M. Rodríguez-Delgado, Daniela Rachel
spellingShingle	Madero-Gómez, Sergio M. Rodríguez-Delgado, Daniela Rachel Relationships between McGregor’s X and Y theory, compensation form, and job satisfaction
author_facet	Madero-Gómez, Sergio M. Rodríguez-Delgado, Daniela Rachel
author_sort	Madero-Gómez, Sergio M.
title	Relationships between McGregor’s X and Y theory, compensation form, and job satisfaction
title_short	Relationships between McGregor’s X and Y theory, compensation form, and job satisfaction
title_full	Relationships between McGregor’s X and Y theory, compensation form, and job satisfaction
title_fullStr	Relationships between McGregor’s X and Y theory, compensation form, and job satisfaction
title_full_unstemmed	Relationships between McGregor’s X and Y theory, compensation form, and job satisfaction
title_sort	relationships between mcgregor’s x and y theory, compensation form, and job satisfaction
description	When Douglas McGregor started working on the human side of businesses, the way of thinking and managing was very different from the present time. The goal of this research is to determine the validity and reliability of a survey commonly used in the research for Anglo-Saxons population within the Mexican context, to identify the relationship among: a) the components of McGregor’s XY theory; b) the different kinds of payment to people; and c) job satisfaction. For this research, we employed a survey with 51 items applied to a random sample of 233 workers in northeastern region of Mexico. Through structural equation modeling, an exploratory factor analysis (EFA) was carried out giving the constructs a reliable and valid approach. In addition, the existence of a positive relationship between theory Y and job satisfaction was found (r = 0.46). On the other hand, theory X showed no relation with any variable. Findings confirm the relevance of the strategies used by human resources departments to maintain employees’ motivation and satisfaction. Monetary retribution issues were highly valued within the Mexican work-place environment since they positively influence job satisfaction and workers’ motivation to fulfill assigned activities.
publisher	Universidad Autónoma de Tamaulipas
publishDate	2018
url	https://revistaciencia.uat.edu.mx/index.php/CienciaUAT/article/view/1014
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Relationships between McGregor’s X and Y theory, compensation form, and job satisfaction

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