44 research outputs found

    Dise√Īo del trabajo y bienestar: Un aporte desde la psicolog√≠a organizacional positiva

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    Tesis doctoal inédita, leída en la Universidad Autónoma de Madrid. Facultad de Psicología. Departamento de Psicología Social y Metodología. Fecha de lectura: 23 de julio de 201

    Work design and life satisfaction

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    El dise√Īo del trabajo, impl√≠cita o expl√≠citamente, siempre ha sido un tema de gran preocupaci√≥n en teor√≠a y comportamientos organizacionales. El prop√≥sito de esta investigaci√≥n fue aportar evidencia emp√≠rica acerca de la existencia de una relaci√≥n significativa entre dise√Īo del trabajo y satisfacci√≥n con la vida. El dise√Īo del trabajo ha sido objeto de relaci√≥n con gran diversidad de variables como productividad, desempe√Īo, satisfacci√≥n laboral, absentismo, entre otras, pero apenas se ha considerado su contribuci√≥n a la calidad de vida y a la satisfacci√≥n con la vida de los trabajadores. La investigaci√≥n que se presenta contribuye en esta direcci√≥n: nos preguntamos si existe relaci√≥n, por obvia que pueda parecer a algunos, entre el dise√Īo del trabajo y la satisfacci√≥n con la vida. Los resultados, obtenidos mediante el Work Design Questionarie y el Satisfaction With Life Scale en una muestra de conveniencia de 194 trabajadores espa√Īoles, apuntan en dos direcciones: 1) Ciertos aspectos del dise√Īo del trabajo (apoyo social, identidad de la tarea, complejidad del trabajo, autonom√≠a en los m√©todos de trabajo y especializaci√≥n) guardan una especial relaci√≥n con satisfacci√≥n con la vida; y 2) Es necesario establecer un equilibrio entre la autonom√≠a en el trabajo y la inevitable interdependencia entre los elementos propios de toda organizaci√≥n formal.Work design, implicit or explicitly, has always been a topic of great concern in organizational theory and behavior. The purpose of this research was to contribute empirical evidence about the existence of a significant relationship between work design and life satisfaction. Work design has been related to a great diversity of variables, such as productivity, performance, work satisfaction and absenteeism, among others, but its contribution to the workers‚Äô quality of life and life satisfaction has hardly been considered. Although it may seem obvious to some, this research contributes by asking if a relationship between work design and life satisfaction exists. The results, obtained through the Work Design Questionnaire and the Satisfaction With Life Scale, using a convenience sample of 104 Spanish workers, point in two directions: 1) Certain aspects of work design, such as social support, task identity, work complexity, autonomy in work methods and specialization, have a special relationship to life satisfaction; and 2) It is necessary to establish a balance between autonomy at work and the inevitable interdependence among the elements found in all formal organizations

    Vicisitudes y apuntes desde la ripot y la eifa pot

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    Editoria

    Relación entre el compromiso organizacional y la satisfacción con la vida: la mediación del engagement

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    The aim of this study was to explore the relationship between Organizational Commitment and Life Satisfaction, as well as to determine if employee engagement act as a facilitator. A theorical model was proposed to show how affective and normative dimensions of commitment would be significantly related to life satisfaction through the mediation of engagement. To test this hypothesis, structural equation analyses (SEM)were conducted on a representative sample of 305 spanish employees. It was found that the affective dimension of commitment is the most associated with life satisfaction. This relationship is mediated by employee engagement, specifically by the vigor or energy experienced at workEl objetivo de esta investigaci√≥n fue explorar la relaci√≥n entre el Compromiso organizacional y la Satisfacci√≥n con la Vida, as√≠ como determinar si el engagement act√ļa como facilitador. Se propuso que las dimensiones afectiva y normativa del compromiso tendr√≠an una relaci√≥n significativa con la satisfacci√≥n con la vida a trav√©s del engagement. Para poner a prueba este planteamiento se recogieron datos de una muestra de 305 trabajadores espa√Īoles; estos fueron analizados con la t√©cnica de ecuaciones estructurales encontrando que la dimensi√≥n afectiva del compromiso es la que m√°s se relaciona con la satisfacci√≥n con la vida; esta relaci√≥n es mediada por el engagement, espec√≠ficamente por el vigor o energ√≠a experimentada en el trabaj

    Organisational factors in the implementation of educational modules at schools in Barranquilla (Colombia)

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    Job design affects motivational aspects and working conditions and, consequently, impacts the process of implementing programmes. This study examines the influence of the organisational context on the implementation of a psycho-educational programme and an academic levelling module at Colombian schools. Specifically, we evaluate the work design characteristics of teachers and their impact on the fidelity, effectiveness, and sustainability of the intervention. Information was collected from 102 teachers who acted as facilitators in the implementation of these interventions at a total of 72 schools in the city of Barranquilla. With a work design questionnaire, the characteristics of the task and working conditions of the teaching staff were analysed. To evaluate the implementation of the programme, indicators of fidelity, dose, frequency, and perceived effectiveness of the intervention were obtained. The results show that the autonomy and intrinsic characteristics of the task are positively related to the fidelity of the implementation. A certain influence of the working conditions of the teaching staff was also observed in the dose of the educational activities performed. Complementary to this, we describe the impact of confinement during the coronavirus pandemic on the implementation of programmes. Work design influences the process of implementing programmes in educational contexts. Both active hierarchical supervision and the motivational characteristics of teachers’ work affect the sustainability of interventions, especially in crisis circumstances. To conclude, we reflect on the organisational characteristics that facilitate the sustainability of the interventions

    Validación de la escala Job Crafting en trabajadores latinoamericanos

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    In this study, the psychometric properties of the Spanish version (Bakker et al., 2018) of the Job Crafting scale of Tims et al. (2012), was analyzed in a Latin American population. We applied the scale to a sample of 903 employees (42.6% women & 57.4% men) from Colombia and Ecuador. Reliability and validity were examined. The results of the confirmatory factor analysis showed an adequate fit both in Colombia (CFI = .916, TLI = .900, IFI = .917, RMSEA = .060) and in Ecuador (CFI = .918, TLI = .903, IFI = .919, RMSEA = .064), in the four-factor structure of the original scale. Evidence of validation, related to criterion for psychological well-being for the dimensions of increasing structural resources and increasing challenging demands, was found. The Spanish version of the scale demonstrates its usefulness for research in the Latin American context.En este estudio, se analizaron las propiedades psicom√©tricas de la versi√≥n en espa√Īol (Bakker et al., 2018) de la escala Job Crafting de Tims et al. (2012) en poblaci√≥n latinoamericana. Aplicamos la escala a una muestra de 903 empleados (42.6% mujeres y 57.4% hombres) de Colombia y Ecuador. Se examinaron la fiabilidad y la validez. Los resultados del an√°lisis factorial confirmatorio mostraron un ajuste adecuado tanto en Colombia (CFI = .916, TLI = .900, IFI = .917, RMSEA = .060) como en Ecuador (CFI = .918, TLI = .903, IFI = .919, RMSEA = .064), en la estructura de cuatro factores de la escala original. Se encontr√≥ evidencia de validaci√≥n, relacionada con el criterio de bienestar psicol√≥gico, para las dimensiones de recursos estructurales crecientes y demandas desafiantes crecientes. La versi√≥n en espa√Īol de la escala demuestra su utilidad para la investigaci√≥n en el contexto latinoamericano

    Relationships Between Work Design, Engagement, and Life Satisfaction

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    The study aimed to determine the type of relationships that could exist between work design, engagement, and life satisfaction. This research was carried out in Madrid, Spain, where a random sample of 305 people answered a survey. All those constructs were assessed with the following instruments: Work Design Questionnaire (WDQ); Utrecht Work Engagement Scale (UWES) in its short version of 9 items; and Satisfaction with Life Scale (SWLS). The Structural Equation Model (SEM) was decided on in order to determine how work design, engagement and life satisfaction are related. Results from SEM showed that work design indirectly affects life satisfaction and also can serve as a predictor of engagement. In other words, work design fully mediates the relationship between engagement and life satisfaction

    Liderazgo, factores de riesgo psicosocial y estrés en la Dirección de Tránsito y Movilidad en Zapotlán el Grande, Jalisco

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    Objetivo: El presente trabajo se centra en evaluar algunos factores de riesgo psicosocial como son, organizaci√≥n del tiempo de trabajo, liderazgo y relaci√≥n, ambiente de trabajo y factores propios de la actividad, as√≠ como el estr√©s y el liderazgo en trabajadores de la Direcci√≥n de Tr√°nsito y Movilidad de Zapotl√°n el Grande. M√©todos: Se aplicaron los instrumentos de factores de riesgo de la Norma 035 de M√©xico, el cuestionario de liderazgo (MQL) y el cuestionario de estr√©s de la Organizaci√≥n Internacional del Trabajo y la Organizaci√≥n Mundial para la Salud. Resultados: El nivel de estr√©s encontrado fue de M = 51.09 (D.E. = 20.97) y el nivel de factores de riesgo psicosociales fue de M = 66.19 (D.E. = 15.53) puntos. El estr√©s se encontr√≥ relacionado con la escala global de factores de riesgo (r = 0.422; p < 0.01). El liderazgo transformacional se correlacion√≥ de manera inversa con factores de riesgo psicosocial (r = -0.642; p < 0.01). Conclusiones: Se encontraron niveles de estr√©s que pueden no ser da√Īinos y factores de riesgo propios de la actividad elevados. Los factores de riesgo de ambiente de trabajo, jornada de trabajo, interferencia familia-trabajo y violencia se correlaci√≥n con el estr√©s. El liderazgo present√≥ una correlaci√≥n inversa con factores de riesgo. Se recomienda realizar una intervenci√≥n en la poblaci√≥n con el fin de brindar un apoyo psicol√≥gico, emocional y consejer√≠a, con el fin de evitar el estr√©s y disminuir los factores de riesgo presentes en el trabajo

    Descriptive study of autopsies in the Atlantic and Magdalena departments/Estudio descriptivo de las autopsias en los departamentos Atl√°ntico y Magdalena

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    The present study is aimed to determine some epidemiological aspects related to homicides committed by hired killers with firearms. We conducted a data collection survey of historical records from the Institute of Legal Medicine and Forensic Sciences. The sample (n = 310) is composed of homicide victims in 2007 in the departments of Atl√°ntico and Magdalena. We found that 93.5 % of the victims were male. Most of the victims (38.7 %) were found in the age range between 21 and 30 years old. A high percentage (32.9 %) of the victims were unmar- ried. The most common racial trait was the ‚Äúmestizo‚ÄĚ (94.2 %). A percentage of 48.4 % of the victims had a height between 161 and 170 cms. The days with higher incidence of killings were Mondays (19 %) and Fridays (18.4 %). The places where most of the murders happened were ‚Äúin public‚ÄĚ places with a percentage of 33.2 %. The most common number of bullet impacts was ‚Äú2‚ÄĚ with a 21.3 %. The most common body region impacted was on the head. Finally the paper presents the findings of the study

    Riesgos psicosociales: La psicología organizacional positiva como propuesta de promoción, prevención e intervención.

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     El objetivo de este trabajo fue conceptualizar las bases de una psicología organizacional positiva para la prevención de problemas y riesgos psicosociales en el contexto organizacio- nal. Se utilizaron fuentes bibliográficas de primer y segundo orden. El análisis se realizó a partir de las categorías encontradas en el esquema teórico. Existe la necesidad de plantear un modelo comprehensivo que, basado en investigación empírica, permita disminuir, prevenir o erradicar los riesgos psicosociales en el contexto organizacional. La psicología organizacional positiva ofrece un modelo que podría facilitar el desarrollo de este modelo. Argumentamos que es necesario desarrollar, desde la psicología organizacional positiva, un programa de intervención que nos permita estructurar tanto las condiciones del trabajo como los recursos laborales que tienen las personas
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