Predictores individuales, contextuales y organizacionales de engagement en el trabajo y job crafting

Jhoanna  Altamirano; Paula  Oviedo; Bruna  Simões Tocchetto; Manoela  Ziebell de Oliveira

doi:10.22235/cp.v14i2.2202

Autores/as

Jhoanna Altamirano Pontificia Universidad Católica de Río Grande del Sur https://orcid.org/0000-0002-5136-9700
Paula Oviedo Pontificia Universidad Católica de Río Grande del Sur http://orcid.org/0000-0003-1771-0247
Bruna Simões Tocchetto Fundación Universidad Federal de Ciencias de la Salud de Porto Alegre http://orcid.org/0000-0001-9141-8370
Manoela Ziebell de Oliveira Pontificia Universidad Católica de Río Grande del Sur http://orcid.org/0000-0003-0243-5115

DOI:

https://doi.org/10.22235/cp.v14i2.2202

Palabras clave:

engagement laboral, job crafting, comportamiento organizacional, motivación

Resumen

El propósito de esta investigación fue identificar, en un grupo de motivadores, los predictores de engagement en el trabajo y comportamientos de job crafting con base en la teoría de demandas y recursos laborales junto con el modelo de las ocho fuerzas motivacionales de permanencia y turnover. Integraron la muestra 215 trabajadores brasileños del área de comunicación y marketing. Los resultados mostraron que: a) los aspectos individuales no predicen engagement ni job crafting, b) los aspectos contextuales (expectativas de amigos y empleabilidad) predicen de forma diferenciada ambas variables; y finalmente, c) los aspectos organizacionales (identificación afectiva, posibilidades de crecimiento, relaciones interpersonales y costos asociados a dejar la organización) predicen positivamente tanto engagement como job crafting. Considerando los beneficios de ambas variables a nivel individual y organizacional, el estudio contribuye a la literatura del área al destacar elementos que las promueven.

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Citas

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