Las tareas ilegítimas y su relación con el burnout  en el contexto educacional. El rol de la identidad laboral

Claudio Esteban Picón Chapana; Mauricio E. Garrido Vásquez

doi:10.22235/cp.v18i2.3771

Autores/as

Claudio Esteban Picón Chapana University of Concepción https://orcid.org/0000-0003-1999-3332
Mauricio E. Garrido Vásquez University of Concepción https://orcid.org/0000-0001-6451-4308

DOI:

https://doi.org/10.22235/cp.v18i2.3771

Palabras clave:

estrés laboral, tareas ilegitimas, Burnout, identidad laboral, mediación

Resumen

Las tareas ilegítimas se definen como las asignaciones que los empleados consideran injustas e innecesarias, las cuales pueden causar estrés laboral y afectar la identidad laboral, lo que aumenta los niveles de burnout, especialmente en organizaciones complejas. El presente estudio plantea que la identidad laboral ejerce un rol mediador en la relación entre las tareas ilegítimas y el burnout, por lo que, a mayor percepción de tareas ilegítimas, el empleado reportará menores niveles de identidad laboral y mayores niveles de burnout. Para evaluar esta relación, un grupo de 135 trabajadores de una institución educativa chilena contestó un cuestionario sociodemográfico y los instrumentos Bern Illegitimate Tasks Scale (BITS), Maslach Burnout Inventory (MBI-GS) y Workplace Identity Scale (WIS). El estudio tiene un diseño longitudinal y los datos se obtuvieron en dos momentos (T1 y T2), separados entre sí por seis semanas. En primer lugar, se realizaron análisis considerando solo T1 y posteriormente se realizaron análisis considerando ambos tiempos de medición (T1 y T2). Los resultados revelaron que las tareas ilegítimas tienen un efecto directo sobre el burnout, mayor que el efecto mediado por la identidad laboral, y que las tareas ilegítimas tendrían un efecto significativo directo sobre el burnout, pero no sobre el burnout reportado seis semanas después. Las tareas ilegítimas tienen un impacto directo en el agotamiento laboral y la identidad laboral actúa como un factor mediador en esta relación. Es esencial que, dentro del ámbito organizacional, se reconozca la relevancia de estas variables. Optimizar las condiciones de trabajo y reforzar la identidad laboral no solo beneficia a los empleados, sino que también a las organizaciones.

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