El entorno laboral como factor determinante del bienestar emocional y la calidad de vida

Abstract

Este Trabajo de Fin de Grado analiza cómo el entorno laboral influye en el bienestar emocional y la calidad de vida de trabajadores de la factoría Renault Palencia mediante un diseño cuantitativo, transversal y correlacional. Se encuestó a N=30 empleados con instrumentos validados: satisfacción laboral (Warr, Cook y Wall), bienestar psicológico (Ryff), estrés percibido (PSS-10), calidad del sueño (PSQI) y satisfacción con la vida (SWLS). Se calcularon descriptivos, correlaciones de Pearson y ANOVA por tipo de jornada (p<0,05). Los resultados muestran asociaciones clave: satisfacción laboral–estrés (r=−0,59) y satisfacción laboral–satisfacción vital (r=0,62); el bienestar psicológico es el correlato más fuerte de la satisfacción vital (r=0,84). Los turnos rotativos especialmente a tres turnos (mañana, tarde y noche) se vinculan con menor satisfacción y mayor estrés frente a la jornada fija de mañana. El estudio propone intervenir en recursos laborales (autonomía, apoyo, reconocimiento), ergonomía, liderazgo y planificación de turnos para mitigar riesgos psicosociales y mejorar la calidad de vida. Limitaciones: muestra pequeña, muestreo no probabilístico, autoinforme y diseño transversa

This thesis analyzes how the work environment influences the emotional wellbeing and quality of life of workers at the Renault Palencia factory using a quantitative, cross-sectional, and correlational design. N=30 employees were surveyed using validated instruments: job satisfaction (Warr, Cook, and Wall), psychological well-being (Ryff), perceived stress (PSS-10), sleep quality (PSQI), and life satisfaction (SWLS). Descriptive statistics, Pearson correlations, and ANOVAs were calculated by type of shift (p<0.05). The results show key associations: job satisfaction–stress (r=−0.59; p<0.001/p=0.0006 (this means that, the higher the job satisfaction, the lower the stress, and that the probability of obtaining such a result by chance, if there were no relationship in the population, is very low) r²=0.35, sharing 35% of the variance) and job satisfaction–life satisfaction (r=0.62; p<0.001/p=0.00026 (it is a positive and significant relationship; more job satisfaction is associated with greater life satisfaction) r²=0.38, sharing 38% of the variance); Psychological well-being is the strongest correlate of life satisfaction (r=0.84; p<0.001/p=0.000000006 (this tells us that these two variables share a lot of 6 variance, that is, that a large part of the differences between people in one variable are associated with differences in the other) r²=0.71, sharing 71% of the variance). Rotating shifts, especially three shifts (morning, afternoon, and night), are associated with lower satisfaction and higher stress compared to fixed morning shifts. The study proposes to intervene in job resources (autonomy, support, recognition), ergonomics, leadership, and shift planning to mitigate psychosocial risks and improve quality of life. Limitations: small sample, non-probability sampling, self-report, and cross-sectional design