Individual, contextual and organizational predictors of work engagement and job crafting
Predictores individuales, contextuales y organizacionales de engagement en el trabajo y job crafting
Preditores individuais, contextuais e organizacionais de engajamento no trabalho e job crafting
| 2020 | |
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work engagement job crafting organizational behavior motivation engagement laboral job crafting comportamiento organizacional motivación engajamento no trabalho job crafting comportamento organizacional motivação |
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| Español | |
| Universidad Católica del Uruguay | |
| LIBERI | |
|
https://revistas.ucu.edu.uy/index.php/cienciaspsicologicas/article/view/2202
https://hdl.handle.net/10895/3103 |
|
| Acceso abierto |
| _version_ | 1815178691804659712 |
|---|---|
| author | Altamirano, Jhoanna |
| author2 | Oviedo, Paula Simões Tocchetto, Bruna Ziebell de Oliveira, Manoela |
| author2_role | author author author |
| author_facet | Altamirano, Jhoanna Oviedo, Paula Simões Tocchetto, Bruna Ziebell de Oliveira, Manoela |
| author_role | author |
| collection | LIBERI |
| dc.creator.none.fl_str_mv | Altamirano, Jhoanna Oviedo, Paula Simões Tocchetto, Bruna Ziebell de Oliveira, Manoela |
| dc.date.accessioned.none.fl_str_mv | 2023-08-31T18:54:08Z |
| dc.date.available.none.fl_str_mv | 2023-08-31T18:54:08Z |
| dc.date.none.fl_str_mv | 2020-09-03 |
| dc.description.en-US.fl_txt_mv | The purpose of this research was to identify, in a group of motivators, the predictors of engagement at work and job crafting based on the job demand-resources theory with the eight motivational forces model of permanence and turnover. The sample comprised 215 Brazilian workers of the communication and marketing area. The results showed that: a) the individual aspects do not predict engagement at work nor job crafting, b) the contextual aspects (friends expectations and employability) predict in a different way both variables; and finally, c) the organizational aspects (affective identification, growth possibilities, interpersonal relationships and costs associated with leaving the organization) positively predict both engagement at work and job crafting. Considering the benefits of both variables at the individual and organizational level, the study contributes to the literature of the area by highlighting elements that promote them. |
| dc.description.es-ES.fl_txt_mv | 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. |
| dc.description.pt-PT.fl_txt_mv | O objetivo deste estudo foi identificar, a partir de um grupo de motivadores, os preditores de engajamento no trabalho e comportamentos de job crafting com base na teoria de demandas e recursos de trabalho e no modelo das oito forças motivacionais de permanência e turnover. A amostra foi composta por 215 trabalhadores brasileiros da área de comunicação e marketing. Os resultados mostraram que: a) os aspectos individuais não predizem engajamento e job crafting; b) os aspectos contextuais (expectativas de amigos e empregabilidade) predizem de forma diferenciada ambas as variáveis; e por fim, c) os aspectos organizacionais (identificação afetiva, possibilidades de crescimento, relações interpessoais e custos associados a deixar a organização) predizem positivamente tanto engajamento como job crafting. Considerando os benefícios de ambas variáveis em relação aos níveis individual e organizacional, o estudo contribui para a literatura da área ao destacar elementos que as promovem. |
| dc.format.none.fl_str_mv | application/pdf application/pdf |
| dc.identifier.none.fl_str_mv | https://revistas.ucu.edu.uy/index.php/cienciaspsicologicas/article/view/2202 10.22235/cp.v14i2.2202 |
| dc.identifier.uri.none.fl_str_mv | https://hdl.handle.net/10895/3103 |
| dc.language.iso.none.fl_str_mv | spa eng |
| dc.publisher.es-ES.fl_str_mv | Universidad Católica del Uruguay |
| dc.relation.none.fl_str_mv | https://revistas.ucu.edu.uy/index.php/cienciaspsicologicas/article/view/2202/2114 https://revistas.ucu.edu.uy/index.php/cienciaspsicologicas/article/view/2202/2115 |
| dc.rights.es-ES.fl_str_mv | Derechos de autor 2020 Universidad Católica del Uruguay http://creativecommons.org/licenses/by/4.0 |
| dc.rights.none.fl_str_mv | info:eu-repo/semantics/openAccess |
| dc.source.en-US.fl_str_mv | Ciencias Psicológicas; 2020, Volumen 14(2); e-2202 |
| dc.source.es-ES.fl_str_mv | Ciencias Psicológicas; 2020, Volumen 14(2); e-2202 |
| dc.source.none.fl_str_mv | 1688-4221 10.22235/cp.v14i2 reponame:LIBERI instname:Universidad Católica del Uruguay instacron:Universidad Católica del Uruguay |
| dc.source.pt-PT.fl_str_mv | Ciencias Psicológicas; 2020, Volumen 14(2); e-2202 |
| dc.subject.en-US.fl_str_mv | work engagement job crafting organizational behavior motivation |
| dc.subject.es-ES.fl_str_mv | engagement laboral job crafting comportamiento organizacional motivación |
| dc.subject.pt-PT.fl_str_mv | engajamento no trabalho job crafting comportamento organizacional motivação |
| dc.title.none.fl_str_mv | Individual, contextual and organizational predictors of work engagement and job crafting Predictores individuales, contextuales y organizacionales de engagement en el trabajo y job crafting Preditores individuais, contextuais e organizacionais de engajamento no trabalho e job crafting |
| dc.type.none.fl_str_mv | info:eu-repo/semantics/article info:eu-repo/semantics/publishedVersion |
| dc.type.version.none.fl_str_mv | info:eu-repo/semantics/publishedVersion |
| description | The purpose of this research was to identify, in a group of motivators, the predictors of engagement at work and job crafting based on the job demand-resources theory with the eight motivational forces model of permanence and turnover. The sample comprised 215 Brazilian workers of the communication and marketing area. The results showed that: a) the individual aspects do not predict engagement at work nor job crafting, b) the contextual aspects (friends expectations and employability) predict in a different way both variables; and finally, c) the organizational aspects (affective identification, growth possibilities, interpersonal relationships and costs associated with leaving the organization) positively predict both engagement at work and job crafting. Considering the benefits of both variables at the individual and organizational level, the study contributes to the literature of the area by highlighting elements that promote them. |
| eu_rights_str_mv | openAccess |
| format | article |
| id | LIBERI_c1679f7f3a0d977c3abcb41c23c95c3b |
| identifier_str_mv | 10.22235/cp.v14i2.2202 |
| instacron_str | Universidad Católica del Uruguay |
| institution | Universidad Católica del Uruguay |
| instname_str | Universidad Católica del Uruguay |
| language | spa eng |
| network_acronym_str | LIBERI |
| network_name_str | LIBERI |
| oai_identifier_str | oai:liberi.ucu.edu.uy:10895/3103 |
| publishDate | 2020 |
| reponame_str | LIBERI |
| repository.mail.fl_str_mv | franco.pertusso@ucu.edu.uy |
| repository.name.fl_str_mv | LIBERI - Universidad Católica del Uruguay |
| repository_id_str | 10342 |
| rights_invalid_str_mv | Derechos de autor 2020 Universidad Católica del Uruguay http://creativecommons.org/licenses/by/4.0 |
| spelling | Altamirano, JhoannaOviedo, PaulaSimões Tocchetto, BrunaZiebell de Oliveira, Manoela2020-09-032023-08-31T18:54:08Z2023-08-31T18:54:08Zhttps://revistas.ucu.edu.uy/index.php/cienciaspsicologicas/article/view/220210.22235/cp.v14i2.2202https://hdl.handle.net/10895/3103The purpose of this research was to identify, in a group of motivators, the predictors of engagement at work and job crafting based on the job demand-resources theory with the eight motivational forces model of permanence and turnover. The sample comprised 215 Brazilian workers of the communication and marketing area. The results showed that: a) the individual aspects do not predict engagement at work nor job crafting, b) the contextual aspects (friends expectations and employability) predict in a different way both variables; and finally, c) the organizational aspects (affective identification, growth possibilities, interpersonal relationships and costs associated with leaving the organization) positively predict both engagement at work and job crafting. Considering the benefits of both variables at the individual and organizational level, the study contributes to the literature of the area by highlighting elements that promote them.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.O objetivo deste estudo foi identificar, a partir de um grupo de motivadores, os preditores de engajamento no trabalho e comportamentos de job crafting com base na teoria de demandas e recursos de trabalho e no modelo das oito forças motivacionais de permanência e turnover. A amostra foi composta por 215 trabalhadores brasileiros da área de comunicação e marketing. Os resultados mostraram que: a) os aspectos individuais não predizem engajamento e job crafting; b) os aspectos contextuais (expectativas de amigos e empregabilidade) predizem de forma diferenciada ambas as variáveis; e por fim, c) os aspectos organizacionais (identificação afetiva, possibilidades de crescimento, relações interpessoais e custos associados a deixar a organização) predizem positivamente tanto engajamento como job crafting. Considerando os benefícios de ambas variáveis em relação aos níveis individual e organizacional, o estudo contribui para a literatura da área ao destacar elementos que as promovem.application/pdfapplication/pdfspaengUniversidad Católica del Uruguayhttps://revistas.ucu.edu.uy/index.php/cienciaspsicologicas/article/view/2202/2114https://revistas.ucu.edu.uy/index.php/cienciaspsicologicas/article/view/2202/2115Derechos de autor 2020 Universidad Católica del Uruguayhttp://creativecommons.org/licenses/by/4.0info:eu-repo/semantics/openAccessCiencias Psicológicas; 2020, Volumen 14(2); e-2202Ciencias Psicológicas; 2020, Volumen 14(2); e-2202Ciencias Psicológicas; 2020, Volumen 14(2); e-22021688-422110.22235/cp.v14i2reponame:LIBERIinstname:Universidad Católica del Uruguayinstacron:Universidad Católica del Uruguaywork engagementjob craftingorganizational behaviormotivationengagement laboraljob craftingcomportamiento organizacionalmotivaciónengajamento no trabalhojob craftingcomportamento organizacionalmotivaçãoIndividual, contextual and organizational predictors of work engagement and job craftingPredictores individuales, contextuales y organizacionales de engagement en el trabajo y job craftingPreditores individuais, contextuais e organizacionais de engajamento no trabalho e job craftinginfo:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/publishedVersion10895/31032023-08-31 15:54:08.554oai:liberi.ucu.edu.uy:10895/3103Universidadhttps://www.ucu.edu.uy/https://liberi.ucu.edu.uy/oai/requestfranco.pertusso@ucu.edu.uyUruguayopendoar:103422023-08-31T18:54:08LIBERI - Universidad Católica del Uruguayfalse |
| spellingShingle | Individual, contextual and organizational predictors of work engagement and job crafting Altamirano, Jhoanna work engagement job crafting organizational behavior motivation engagement laboral job crafting comportamiento organizacional motivación engajamento no trabalho job crafting comportamento organizacional motivação |
| status_str | publishedVersion |
| title | Individual, contextual and organizational predictors of work engagement and job crafting |
| title_full | Individual, contextual and organizational predictors of work engagement and job crafting |
| title_fullStr | Individual, contextual and organizational predictors of work engagement and job crafting |
| title_full_unstemmed | Individual, contextual and organizational predictors of work engagement and job crafting |
| title_short | Individual, contextual and organizational predictors of work engagement and job crafting |
| title_sort | Individual, contextual and organizational predictors of work engagement and job crafting |
| topic | work engagement job crafting organizational behavior motivation engagement laboral job crafting comportamiento organizacional motivación engajamento no trabalho job crafting comportamento organizacional motivação |
| url | https://revistas.ucu.edu.uy/index.php/cienciaspsicologicas/article/view/2202 https://hdl.handle.net/10895/3103 |
