Detalhes do Documento

Although the literature acknowledges several determinants of job satisfaction, the relative contribution of organizational factors, such as benefits, career development, and organizational structure, remains unclear, particularly in specific contexts such as the golf sector. Thus, the present study aims to analyze the impact of these factors on job satisfaction of employees in organizations in the golf sector. To achieve this objective, a quantitative approach was employed, involving the collection of data through an online questionnaire distributed to employees of companies operating within the golf sector in Portugal. This process yielded a total of 57 valid responses. Data analysis was conducted using the Partial Least Squares Structural Equation Modeling (PLS-SEM) technique, allowing the assessment of relationships between the constructs under study. The results indicate that organizational structure has a positive and statistically significant effect on job satisfaction, emerging as the main determinant of the model. Career development also shows a positive and significant impact, although of lower magnitude, whereas organizational benefits do not present a significant effect. The model demonstrates good explanatory power (R² = 0.6292) and high predictive relevance (Q² = 0.5388). This study contributes to the literature by reinforcing the key role of organizational structure and career development, suggesting that organizations should prioritize these factors in promoting employee satisfaction.

Although the literature acknowledges several determinants of job satisfaction, the relative contribution of organizational factors, such as benefits, career development, and organizational structure, remains unclear, particularly in specific contexts such as the golf sector. Thus, the present study aims to analyze the impact of these factors on job satisfaction of employees in organizations in the golf sector. To achieve this objective, a quantitative approach was employed, involving the collection of data through an online questionnaire distributed to employees of companies operating within the golf sector in Portugal. This process yielded a total of 57 valid responses. Data analysis was conducted using the Partial Least Squares Structural Equation Modeling (PLS-SEM) technique, allowing the assessment of relationships between the constructs under study. The results indicate that organizational structure has a positive and statistically significant effect on job satisfaction, emerging as the main determinant of the model. Career development also shows a positive and significant impact, although of lower magnitude, whereas organizational benefits do not present a significant effect. The model demonstrates good explanatory power (R² = 0.6292) and high predictive relevance (Q² = 0.5388). This study contributes to the literature by reinforcing the key role of organizational structure and career development, suggesting that organizations should prioritize these factors in promoting employee satisfaction.

Embora a literatura reconheça diversos determinantes da satisfação no trabalho, permanece pouco claro o contributo relativo de fatores organizacionais, como os benefícios, o desenvolvimento de carreira e a estrutura organizacional, especialmente em contextos específicos como o setor do golfe. Assim, o presente estudo tem como objetivo analisar o impacto destes fatores na satisfação no trabalho dos colaboradores de organizações da área do golfe. Para o efeito, adotou-se uma abordagem quantitativa, com recolha de dados por meio de um questionário online aplicado a funcionários de empresas do setor do golfe em Portugal, tendo sido obtidas 57 respostas válidas. A análise dos dados foi realizada recorrendo à técnica estatística PLS-SEM (Partial Least Squares Structural Equation Modeling), permitindo avaliar as relações entre os construtos em estudo. Os resultados evidenciam que a estrutura organizacional apresenta um efeito positivo e estatisticamente significativo na satisfação no trabalho, assumindo-se como o principal determinante do modelo. O desenvolvimento de carreira revela igualmente um impacto positivo e significativo, embora de menor magnitude, enquanto os benefícios organizacionais não apresentam efeito significativo. O modelo apresentou uma boa capacidade explicativa (R² = 0,6292) e elevada relevância preditiva (Q² = 0,5388). Este estudo contribui para a literatura ao reforçar o papel determinante da estrutura organizacional e do desenvolvimento de carreira, sugerindo que as organizações devem privilegiar estes fatores na promoção da satisfação dos colaboradores.