FACTORS AND INDICATORS OF JOB SATISFACTION IN UNIVERSITY ADMINISTRATIVE WORKERS

About job satisfaction, it has been said that it is the well-being that an individual feels about the actions, even about the functions that he fulfills in a certain context. In general, it has been said of satisfaction that it is a state of mind, also of fullness. However, satisfaction is the feeling that someone feels when seeing that both their demands as a subject are met correctly and consistently, as long as this subject has actions that allow them to show that they have made a good use of both their work and their activities. responsibilities. From various currents of studies, methodological and scientific currents there is no consensus related to job satisfaction and this is because it is related from a variety of internal variants such as efficiency, work performance itself and the behavior of the organization. For Wright and Bonett cited by Holguin and Contreras (2020) they point out that "satisfaction is the most common and oldest form of operationalization of happiness at work" (p.2)
Currently, job satisfaction of people is a key point for all organizations, both in the public and private sectors, since the staff is important to achieve the goals of these organizations, as some theorists who have dealt with have pointed out. of these topics. Nowadays, many organizations face various problems in performance, caused largely by internal problems in the individuals that are part of these organizations, within them, one of the main ones is the lack of job satisfaction, which inhibits the development of creative and innovative work. In Peru, concern for the excellence of organizational behavior has increased, translating into a better system for providing services to students, teachers and the general public. In this context, it is considered of fundamental interest to determine, through a descriptive analysis, some factors that predict the job satisfaction of the administrative staff that works at the Universidad Nacional del Altiplano, as well as in any institution where the administrative staff plays an important role in the development organizational goals and plans.
Those who are part of organizations understand that satisfaction levels are decisive in terms of productivity, among other aspects. From the highest positions in the hierarchical chain, to those who occupy lower positions, satisfaction is important since one's behavior will have influences on others, so the decisions that are made will have direct impacts on the actions that are taken. manage to start According to the theories derived from humanism, they consider that the most satisfied worker is the one who largely satisfies his social and psychological needs in his work performance and, therefore, usually puts a high dedication to the tasks and tasks he carries out. . An aspiration in this sense that most organizations have is to have a high satisfaction of their workers in the assignments that are entrusted to them, since these will generate important results, thus increasing the productivity and performance of the organization.
The possible causes that affect job satisfaction are attributed in the literature to various variables in the organizational environment, such as physical and/or material conditions, labor or remunerative benefits, administrative policies, social relationships, personal development, job performance, etc. tasks and relationship with authority. Today, seeking customer satisfaction implies seeking employee job satisfaction. That cannot be achieved if it does not materialize before. The question: “who is more important: the customer or the worker?” it is impossible to answer. Not because it is a mystery or because it forces philosophical wills, but because it is, theoretically, poorly planned. The importance of one implies the importance of the other. In this sense, if we affirm that the client is important, we are assuming that the worker is also important. On the other hand, every day the markets become more competitive and the need to "do things well", to move from words to action, within companies or organizations, is today, more than ever, conclusive. Since it is the workers who are in charge of setting the organization in motion, it is essential that they permanently reflect on improving the quality of their work. However, such purpose will be an illusion if there is no job satisfaction. Consequently, those responsible for Personnel Management must design and implement the technical processes that favor the development and satisfaction of the worker; which will result in customer satisfaction.

Personnel Management must mean the design of strategies aimed at developing and taking advantage of the potential of workers. In these lies the knowledge, experience and the gift of making things change positively; but, provided that high levels of job satisfaction are achieved. Otherwise, the worker will spend a large part of his time destructively criticizing the organization and looking for better horizons. Companies immersed in a competitive market where this happens will be doomed to failure and extinction.
It is impossible for companies or organizations with dissatisfied workers to compete with another where the situation is diametrically different. And not so much because they have a poor performance in the former, but because in this one, in addition to a good performance, there is the production of new ideas; that are based on the generation of competitive advantages.