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Introduction: In recent years, job crafting has greatly interested Work and Organizational Psychology. Different research studies have shown its positive impact on people and organizational performance. However, it knows little about the differential effect of the two dimensions that make up this variable (prevention-focused and promotion-focused) and its role in the health-impairment spiral process of the job demand-resources theory (JD-R). Method: This research aims to analyze the mediating effect of the different dimensions of job crafting on the influence of burnout on performance and self-efficacy in the workplace. The study used a sample of 339 administrative employees of a university. Results: The results indicate that promotion-focused job crafting is a mediating variable in the relationship between the influence of burnout on performance and self-efficacy. Unexpectedly, prevention-focused job crafting does not have this mediating role in the same relationship. Discussion: These findings confirm the adverse impact of burnout on personal and organizational improvement, while showing the absence of prevention/protection responses of employees when they are burned out. The theoretical and practical implications show an advance in knowledge about the process of health deterioration and about the spiral of health deterioration in the JD-R theory.
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The perception of interpersonal justice is one of the key resources for improving employees' performance intention. Elements such as employees' level of satisfaction or their self-perception of their ability to cope with problematic situations are key factors in this relationship according to the job demands-resources model. The objective of this study was to analyze how the perception of job satisfaction and the self-perception of resilience influence how interpersonal justice affects employee performance. A total of 315 public sector employees, who perform administrative and customer service tasks, have contributed to this study. The results show that the relationship between interpersonal justice and intra-role performance is completely mediated by job satisfaction; however, when we include the modulating effect of resilience between interpersonal justice and job satisfaction, the influence of the former is reduced as the self-perception of resilience. This indicates that the positive effects of justice are reduced as workers' self-perception of resilience increases.
Assuntos
Satisfação no Emprego , Justiça Social , Humanos , AutoimagemRESUMO
Most previous research has shown the negative influence of role ambiguity on employes' motivational process. This has led to role ambiguity being perceived as a main hindrance demand in the workplace, with a negative effect on the Job Demands Resources (JD-R) model's motivational process. Recent theories propose that job demands can be perceived by employes as a challenge, rather than a hindrance. However, there is little evidence on which elements of the organizational context shape this perception. The objective of this study is to elucidate the possible effect of performance recognition from the team leader on employes' interpretation of role ambiguity as a hindrance or a challenge. Data were obtained from 706 employes of a multinational company headquartered in Almería, Spain. Results confirmed that performance recognition moderates the effects of role ambiguity: specifically, performance recognition changes the effect of role ambiguity on engagement from negative to positive and reduces role ambiguity's negative influence on extra-role behaviors.
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The global economic recession is relevant in public administration, especially in terms of the human factor. If we pretend to empower people as a resource, a key aspect is the perception of equity in their relationships. Previous research has shown how a positive shared interpersonal justice climate (IJC) in a work team impacts employee well-being, affecting the level of engagement and burnout. This influence is crucial in achieving positive results in the organization and for employees. The objective was to analyze the relationship between IJC and extra-role performance (ERP) and the mediating role of two indicators of well-being (burnout and engagement) in work teams. Furthermore, the study examined the Job Demands and Resources model (JD-R) including the relationship with the work family balance (WFB) of public employees. The sample was composed of 404 technical and administrative staff in a Spanish public university. The results indicated the significant relationships between the perceptions of IJC and burnout, engagement, and the two work outcomes WFB and ERP. When burnout and engagement were introduced in the regression equations, total mediation effects were produced.
Assuntos
Esgotamento Profissional/psicologia , Relações Interpessoais , Local de Trabalho/psicologia , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Análise Multinível , Inquéritos e Questionários , UniversidadesRESUMO
Este trabajo analiza el papel que ejerce el clima organizacional como elemento modulador entre la comunicación de funciones directivas y el conflicto de rol. En el presente estudio han participado 315 trabajadores de cooperativas hortofrutícolas almerienses. Los resultados generales mostraron que el clima es un elemento modulador de la relación entre la comunicación de funciones directivas y el conflicto rol. En concreto, indicaron que la influencia de la comunicación de funciones directivas hace disminuir el conflicto de rol y este efecto se incrementa cuando aumenta la percepción de clima de apoyo, clima de innovación y clima de orientación a reglas. Se discuten las implicaciones prácticas del estudio, junto con las limitaciones y sugerencias para futuras investigaciones derivadas del mismo.
This paper analyzes the role exerted by the organizational climate as a modulator of communication between leadership and role conflict. To do this, the study involved 315 workers of cooperatives in horticulture. The overall results showed that the weather is an element modulator of communication regarding leadership and role conflict. Specifically, the data indicated that the negative influence of communication in leadership on role conflict increases with increasing perceived supportive climate, weather and climate innovation orientation rules, although with lower modulation effects the first two. We discuss the practical implications of the study, along with the limitations and suggestions for future research arising therefrom.
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En este trabajo, se estudia la influencia que ejerce la comunicación de funciones directivas sobre el compromiso de los trabajadores, en diferentes equipos de la Administración Pública. Para esto, la muestra del presente trabajo fue de 355 empleados públicos. Se utilizó la escala de J. M. Peiró y V. González-Roma (1994) para analizar la comunicación de funciones directivas (alfa de Cronbach de 0.89) y la escala de O'Reilly y Chatman (1986) para analizar el compromiso de los trabajadores (alfa de Cronbach de 0.8). Los resultados indican que existen diferencias estadísticamente significativas en la comunicación de funciones directivas y el compromiso en función de los servicios. Además, se encontró que en algunos equipos el impacto que ejerce la comunicación de funciones directivas en el compromiso de los trabajadores es relevante.
We study the influence of communication in leadership on workers' commitment in different teams in Public Administration. The sample of this study was 355 employees of Public Administration. The communication in leadership was evaluated with scale of Peiró and González-Roma (1994) (Cronbach's alpha of 0.89) and scale of O'Reilly and Chatman (1986) to analyze the commitment of workers (Cronbach's alpha of 0.8). The results indicate that there are significant differences in the communication of leadership and commitment in different teams. Also, in some teams, the communication of leadership impact significantly in commitment.
