Gestión equitativa, fuente de empoderamiento personal y compromiso afectivo
DOI:
https://doi.org/10.15665/dem.v17i3.1643Palabras clave:
Equity, Work-Life Enrichment, Affective Commitment, IdentificationResumen
This research article aims to establish whether equitable management by managers improves the personal role of their employees thanks to the skills acquired in the work and if this improvement of the personal role could mediate the relationship between equitable management and identification with the company. The method used was a self-reported questionnaire to 19 working groups led by a manager, 398 women and 413 men. Structural equations by partial least squares (SEM-PLS) are applied. Results: the equitable behavior of the managers favors the personal life of the employees although the relationship and its intensity are not high. The models with a mediating variable of work-life enrichment explain the relationship between an equitable management with the identification with the company. Other results and differences between sexes and the gender of the manager are discussed.
RESUMEN
Este artículo de investigación pretende establecer si la gestión equitativa por parte de los gerentes mejora el rol personal de sus empleados gracias a las habilidades adquiridas en el trabajo y si esta mejora del rol personal pudiera mediar la relación entre la gestión equitativa y la identificación con la empresa. El método empleado fue un cuestionario auto-informado a 19 grupos de trabajo dirigidos por un gerente/a, 398 trabajadoras y 413 trabajadores. Se aplican ecuaciones estructurales por mínimos cuadrados parciales (SEM-PLS). Resultados: la conducta equitativa de los gerentes favorece la vida personal de los/las empleados, aunque la relación y su intensidad no son elevados. Los modelos con variable mediadora de enriquecimiento laboral – vida personal explican en mayor medida la relación entre una gestión equitativa con la identificación con la empresa. Se discuten otros resultados y las diferencias entre sexos y el sexo del gerente.
RESUMO
Este artigo de pesquisa visa estabelecer se a gestão eqüitativamente pelos gerentes melhora o papel pessoal de seus trabalhadores graças às habilidades adquiridas no trabalho e se essa melhoria do papel pessoal poderia mediar a relação entre gestão equitativa e identificação com a empresa. Método: questionário auto-relatado para 19 grupos de trabalho liderados por um gestor, 398 trabalhadores homens e 413 trabalhadores mulheres. Equações estruturais são aplicadas por mínimos quadrados parciais (SEM-PLS). Resultados: o comportamento equitativo dos gerentes favorece a vida pessoal dos trabalhadores, embora o relacionamento e sua intensidade não sejam altos. Modelos com uma variável mediadora de enriquecimento do trabalho - vida pessoal explicam em maior grau a relação entre a gestão equitativa e a identificação com a empresa. Outros resultados e diferenças entre os sexos e o gênero do gerente são discutidos.
Citas
Adams, J. (1963). Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67 (5), 422-436. http://dx.doi.org/10.1037/h0040968.
Adams, J. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology , Vol. 2 New York: Academic, 267-299. http://dx.doi.org/10.1016/S0065-2601(08)60108-2.
Agarwala, T., Arizkuren-Eleta, A., Del Castillo, E., Muñiz-Ferrer, M., & Gartzia, L. (2014). Influence of managerial support on work-life conflict and organizational commitment: an international comparison for India, Peru and Spain. International Journal of Human Resource Management, 25 10), 1460-1483. http://dx.doi.org/10.1080/09585192.2013.870315
Akhtar, S., & Faisal, M. (2016). Effect of Boredom and Flexible Work Practices on the Relationship of WFC with Procrastination and Affective Commitment: Mediation of Non-Work-Related Presenteeism. Global Journal of Flexible Systems Management, 17 (4), 343-356. http://dx.doi.org/10.1007/s40171-016-0132-6
Ambrose, M., & Cropanzano, R. (2003). A longitudinal analysis of organizational fairness: An examination of reactions to tenure and promotion decisions. Journal of Applied Psychology, 88, 266-275. http://dx.doi.org/10.1037/0021-9010.88.2.266.
Ambrose, M., & Schminke, M. (2009). The role of overall justice judgments in organizational justice research: A test of mediation. Journal of Applied Psychology, 94, 491-500. http://dx.doi.org/10.1037/a0013203.
Bakker, A., & Geurts, S. (2004). Toward a Dual-Process Model of Work-Home Interference. Work and Occupations, vol 31, n° 3, 345-366. http://dx.doi.org/10.1177/0730888404266349
Bass, B. (1990). From Transactional to Transformational Leadership: Learning to Share the Vision. Organizational Dynamics, 19-31. http://dx.doi.org/10.1016/0090-2616(90)90061-S.
Betanzos-Díaz, N., & Paz-Rodríguez, F. (2007). Análisis psicométrico del compromiso organizacional como variable actitudinal. anales de psicología, 23 (2), 207-215.
Bies, R., & Moag, J. (1986). Interactional justice: Communication criteria of fairness. En R. Lewicki, B. Sheppard, & M. Bazerman, Research on negotiation in organizations (págs. 43-55). Greenwich: JAI Press.
Caballero Domínguez, A. J. (2006). SEM vs. PLS: Un enfoque basado en la práctica. IV Congreso de Metodología de Encuestas. Pamplona, 20, 21 y 22 de septiembre.
Carlson, D., Kacmar, K., & Willians, L. (2000). Construction and Initial Validation of a Multidimensional Measure of Work–Family Conflict. Journal of Vocational Behavior 56(2), 249-276. http://dx.doi.org/10.1006/jvbe.1999.1713
Carrell, M., & Dittrich, J. (1978). Equity Theory: The Recent Literature, Methodological Considerations, and New Directions. The Academy of Management Review. 3;2, 202-210. http://dx.doi.org/10.2307/257661
Chen, Y., Huang, M., Wang, J., & Chen, H. (2013). Mediating effect of organizational equity on freshmen' organizational commitment in the workplace. Life Science Journal, 10 (3), 1162-1170.
Colquitt, J. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386-400. http://dx.doi.org/10.1037/0021-9010.86.3.386.
Cropanzano, R., Rupp, D., Mohler, C., & Schminke, M. (2001). Three roads to organizational justice. En J. Ferris, Research in personnel and human resources management (págs. 1-113). Greenwich: JAI Press.
Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance and retention strategies. International Journal of Contemporary Hospitality Management, 27 (3), 453-472. http://dx.doi.org/10.1108/IJCHM-12-2013-0538
Donovan, M., Drasgow, F., & Munson, L. (1998). The perceptions of fair interpersonal treatment scale: Development and validation of a measure of interpersonal treatment in the workplace. Journal of Applied Psychology, 83, 683-692. doi:http://dx.doi.org/10.1037/0021-9010.83.5.683
Ferrando, P. J., & Anguiano-Carrasco, C. (2010). El análisis factorial como técnica de investigación en psicología. Papeles del Psicólogo, Vol 31 (1), 18-33.
Ferrando, P. J., & Lorenzo-Seva, U. (2013). Unrestricted item factor analysis and some relations with item response theory. Tarragona: Technical Report. Department of Psychology, Universitat Rovira i Virgili.
Flora, D., LaBrish, C., & Chalmers, R. (2012). Old and New Ideas for Data Screening and Assumption Testing for Exploratory and Confirmatory Factor Analysis. Frontiers in Quantitative Psychology and Measurement, 3 (55), 1-21. http://dx.doi.org/10.3389/fpsyg.2012.00055.
Forero, C., Maydeu-Olivares, A., & Gallardo-Pujol, D. (2009). Factor analysis with ordinal indicators: A monte Carlo study comparing DWLS and ULS estimation. Structural Equation Modeling, 16, 625-641. http://dx.doi.org/10.1080/10705510903203573.
Freiberg, A., Stover, J., de la Iglesia, G., & Fernández, M. (2013). Correlaciones policóricas y tetracóricas en estudios factoriales exploratorios y confirmatorios. Ciencias Psicológicas VII (2), 151-164.
Geurts, S., Schaufeli, W., & De Jonge, J. (1998). Burnout and intention to leave among mental health-care professionals: A social psychological approach. Journal of Social and Clinical Psychology, 17, 341-362. http://dx.doi.org/10.1521/jscp.1998.17.3.341.
Geurts, S., Taris, T., Kompier, M., Dikkers, J., Van Hooff, M., & Kinnunen, U. (2005). Work-home interaction from a work psychological perspective: Development and validation of a new questionnaire, the SWING. Work & Stress, 19(4), 319-339.
Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12(1), 9-22. http://dx.doi.org/10.5465/AMR.1987.4306437
Greenberg, J. (1993). The social side of fairness: Interpersonal and informational classes of organizational justice. En R. Cropanzano, (1993). Justice in the workplace: Approaching fairness in human resource management. New Jersey: Erlbaum Associates.
Greenberg, j., & Scott, K. (1996). Why do workers bite the hands that feed Them? Employe theft as a social exchange process. En B. Staw, & L. Cummings, Research in Organizational Behavior: An Annual Series of Analytical Essays and Critical Reviews. v. 18 (págs. 111-156). JAI Press.
Greenhaus, J., & Powell, G. (2006). When work and family are allies: A theory of work-family enrichment. Academy of Management Review, 31(1), 72-92. http://dx.doi.org/10.5465/AMR.2006.19379625
Greenhaus, J., Parasuman, S., & Collins, K. (2001). Career involvement and family as moderators of relationships between work-family conflict and withdrawal from profession. Journal of Occupational Health Psychology, 6, 91-100.
Grzywacz, J., & Marks, N. (2000). Reconceptualizing the work-family interface: An ecological perspective on the correlates of positive and negative spillover between work and family. Journal of Occupational Health Psychology, 5, 111-126.
Hair, J., Hult, G., Ringle, C., & Sarstedt, M. (2016). A primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). 2nd edition. California: Sage Publications, inc.
Hair, J., Ringle, C., & Sarstedt, M. (2012). The Better Approach to Structural Equation Modeling? Long Range Planning, Volume 45, Issue 5-6, 312-319. http://dx.doi.org/10.1016/j.lrp.2012.09.01
Hair, J., Sarstedt, M., Ringle, C., & Mena, J. (2012). An assessment of the use of partial least squares structural equation modeling in marketing research. Journal of the Academy of Marketing Science (40). http://dx.doi.org/10.1007/s11747-011-0261-6
Henseler, J., Ringle, C., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academic Marketing Sciencie, 43, 115-135. http://dx.doi.org/10.1007/s11747-014-0403-8
Hu, L., & Bentler, P. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal Vol. 6 , Iss.1, 1-55. http://dx.doi.org/10.1080/10705519909540118
Huseman, R., Hatfield, J., & Miles, E. (1987). A New Perspective on Equity Theory: The Equity Sensitivity Construct. Academy of Management Review, Vol. 12, No. 2, 222-234.
Iverson, R., & Roy, P. (1994). A causal model of behavioral commitment: Evidence from a study of Australian blue-collar employees. Journal of Management, 20, 15-41. http://dx.doi.org/10.1177/014920639402000102.
Jordan, J., & Turner, B. (2008). The feasibility of single-item measures for organizational justice. Measurement in Physical Education and Exercise Science, 12, 237-257. http://dx.doi.org/10.1080/10913670802349790.
Jöreskog, K. (1970). A general method for analysis of covariance structure. Biometrika, 57, 239-251. http://dx.doi.org/10.1093/biomet/57.2.239
Kickul, J., Gundry, L., & Posig, M. (2005). Does trust matter? the relationship between equity sensitivity and perceived organizational justice. Journal of Business Ethics. Volume 56, Issue 3, 205-218.
Lapierre, L., Li, Y., Kwan, H., Greenhaus, J., DiRenzo, M., & Shao, P. (2016). A Meta‐Analysis of the Antecedents of Work–Family Enrichment. Journal of Organizational Behavior, 39(4), 385-401. http://dx.doi.org/10.1002/job.2234
McNall, L., Nicklin, J., & Masuda, A. (2010). A Meta-Analytic Review of the Consequences Associated with Work–Family Enrichment. Journal of Business and Psychology, 25(3), 381-396. https://doi.org/10.1007/s10869-009-9141-1
Meyer, J., & Allen, N. (1991). A three component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-98.
Meyer, J., & Allen, N. (1997). Commitment in the workplace: Theory, research and application. London: Sage publications.
Moreno Jiménez, B., Sanz Vergel, A. I., Rodríguez Muñoz, A., &
Geurts, S. (2009). Propiedades psicométricas de la versión española del Cuestionario de Interacción Trabajo-Familia (SWING). Psicothema, 21(2), 331-337. Obtenido de http://www.psicothema.es/pdf/3635.pdf
Mowday, R., Steers, R., & Porter, L. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14,, 224-247.
Nei, D., Sneyder, L., & Litwiller, B. (2015). Promoting retention of nurses: A meta-Analytic examination of causes of nurse turnover. Health Care Management Review, 40 (3), 237-253. http://dx.doi.org/10.1097/HMR.0000000000000025
Niehoff, B., & Moorman, R. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management journal, 36, 527-556. http://dx.doi.org/10.2307/256591.
Nozick, R. (1974). Anarchy, State, and Utopia. New York: Basic Books.
Ouweneel, E., Le Blanc, P., Schaufeli, W., & van Wijhe, C. (2012). Good morning, good day: A diary study on positive emotions,hope, and work engagement. Human Relations, 65(9), 1129-1154. http://dx.doi.org/10.1177/0018726711429382
Paik, Y., Parboteeah, K., & Shim, W. (2007). The relationship between perceived compensation, organizational commitment and job satisfaction: the case of Mexican workers in the Korean Maquiladoras. The International Journal of Human Resource Management, 18, 1768-1781. http://dx.doi.org/10.1080/09585190701570940
Payne, S., Culbertson, S., López, Y., Boswell, W., & Barger, E. (2014). Contract breach as a trigger for adjustment to the psychological contract during the first year of employment. Journal of Occupational and Organizational Psychology, 1-20. http://dx.doi.org/10.1111/joop.12077
Perry, L. (1993). Effects of inequity on job satisfaction and self-evaluation in a national simple of African-American workers. Journal of Social Psychology, 133, 565–573, 565-573.
Rahim, M., Magner, N., & Shapiro, D. (2000). Do justice perceptions influence styles of handling conflict with supervisors?: What justice perceptions, precisely? International Journal of Conflict Management 11, 9-31. http://dx.doi.org/10.1108/eb022833.
Rawls, J. (1991). Theory of Justice. Cambridge, Massachusetts. USA.: The belknap press of harvard university press. Revised Edition of 1971.
Ringle, C., Wende, S., & Becker, J. (2015). SmartrtPLS. Boenningstedt, Germany: SmartPLS GmbH.
Robbins, S., & Judge, T. (2009). Comportamiento organizacional (13a. ed.). . Mexico: Editorial: Pearson Educación.
Rousseau, D. (1989). Psychological and implied contracts in organizations. Employee Responssibilities andd Rights Journal, 2, 121-139. http://dx.doi.org/10.1007/BF01384942.
Schaufeli, W., Van Dierendonck, D., & Van Gorp, K. (1996). Burnout and reciprocity: Towards a dual-level social exchange model. Work & Stress, 10, 224-237.
Schwartzhoffer, R. (2011). Psychology of Burnout: Predictors and Coping Mechanisms. Rachel V. Schwartzhoffer.
Shuhaimi, S., & Marzuki, N. (2015). The moderating effects of basic
needs satisfaction at work on the relationships between burnout, work-family conflict and organizational commitment: Relevance of the conservation of resources (COR) theory. Mediterranean Journal of Social Sciences, 6, 506-516.
http://dx.doi.org/10.5901/mjss.2015.v6n4s3p506
Spoor, J., & Hoye, R. (2014). Perceived Support and Women's Intentions to Stay at a Sport Organization. British Journal of Management, 25 (3), 407-424. http://dx.doi.org/10.1111/1467-8551.12018
Sweeney, P., & McFarlin, D. (1997). Porcess and outcome: Gender differences in the assessment of justice. Journal of Organizational Behavior, 18, 83-93. http://dx.doi.org/10.1002/(SICI)1099-1379(199701)18:1<83::AID-JOB779>3.0.CO;2-3.
Taris, T., Van Horn, J., Schaufeli, W., & Schreurs, J. (2004). Inequity, burnout and psychological withdrawal among teachers: a dynamic exchange model. Anxiety, Stress, & Coping: An international journal, 17 (1), 103-122. http://dx.doi.org/10.1080/1061580031000151620
Van Dierendonck, D., Schaufeli, W., & Buunk, B. (1996). Inequality among human service professionals: Measurement and relation to burnout. Basic and Applied Social Psychology, 18. http://dx.doi.org/10.1207/s15324834basp1804_5, 429-451.
Van Yperen, N., Hagedoorn, M., & Geurts, S. (1996). Intent to leave and absenteeism as reactions to perceived inequity: The role of psychological and social constraints. Journal of Occupational and Organizational Psychology, 69, 367-372. http://dx.doi.org/10.1111/j.2044-8325.1996.tb00622.x.
Vara-Horna, A. A. (2015). Modelo de gestión empresarial para prevenir la violencia contra las mujeres. Una propuesta integral para involucrar a las empresas en la prevención de la violencia contra las mujeres en relaciones de pareja. Lima: USMP - GIZ ComVoMujer.
Vella, J., Caruana, A., & Pitt, L. (2014). Elements of a talent strategy for effective relationship building: A study among bank sales and service providers. Journal of Financial Services Marketing, 19, 118-131. http://dx.doi.org/10.1057/fsm.2014.14
Westwood, R., Sparrow, P., & Leung, A. (2001). Challenges to the psychological contract in Hong Kong. International Journal of Human Resource Management. Volume 12, Issue 4, 621-651. http://dx.doi.org/10.1080/09585190122611
Descargas
Publicado
Cómo citar
Número
Sección
Licencia
Tenga en cuenta que al presionar el botón "guardar y continuar" que está al final, Usted está asumiendo todos los compromisos éticos y legales que aquí se enuncian. Ellos establecen las responsabilidades de la legislación en materia de derechos de propiedad intelectual. Para esto se asume que quien está efectuando la acción de presentar el escrito obra de buena fe y se representa a sí mismo y a los demás autores del artículo postulado.
En este sentido, los autores conservan todos los derechos de los cuales son titulares y autorizan la reproducción gratuita del documento enviado. En el evento de ser necesario, asumirán, al presionar el botón "guardar y continuar", la responsabilidad legal derivada de los derechos patrimoniales los cuales son gratuitos en razón al no cobro por ningún procedimiento de la Revista.
En consecuencia, El(Los) autor(es) representados por quien adelanta la postulación del artículo a evaluación y eventual publicación,
Declaro(amos):
1. Que soy (somos) el (los) autor(es) del artículo {aquí va el nombre del artículo colocado automáticamente}.
2. Que ésta es una obra original conforme a la ley de propiedad intelectual de derechos de autor colombiana.
3. Que el contenido del artículo de la referencia no ha sido publicado y que no se presentará a ningún otro medio de publicación en soporte escrito o electrónico antes de conocer la decisión del Comité Editorial de Dimensión Empresarial.
4. Que el firmante de esta certificación garantiza que el compromiso que aquí adquiere no infringe ningún tipo derechos de terceros.
5. Que la autorización de publicación incluye su archivo electrónico y su adaptación, de ser necesario, para su incorporación en la red o en cualquier formato electrónico o base de datos, así como anexar los metadatos necesarios para realizar el registro de la obra, marcas de agua o cualquier otro sistema de seguridad o de protección.
6. Que la autorización de publicación incluye la reproducción en soportes digitales. Así como su distribución y la puesta a disposición a través de archivos institucionales a través de Internet, distribuir copias, y exhibirlo en Colombia y fuera del país, así como incluir el artículo en índices nacionales e internacionales.
7. Que el autor asume toda la responsabilidad, incluyendo las indemnizaciones por daños, que pudieran ejercitarse contra la Universidad Autónoma del Caribe por terceros que vieran infringidos sus derechos e intereses a causa de la cesión.
Por su parte, Dimensión Empresarial se obliga a respetar, en todo caso, los derechos del autor contenido en el artículo 30 de la Ley 23 de 1982, o cualquiera posterior a esta y pondrá el artículo a disposición de los usuarios de la Revista para que hagan un uso legítimo de él, según lo permitido por la legislación aplicable, siempre que se cite su autoría, no se obtenga beneficio comercial, y no se realicen obras derivadas.
Los autores/as se comprometen a aceptar las condiciones de esta nota de propiedad intelectual, que se aplicarán a este envío cuando sea publicado en esta revista (más abajo se pueden añadir comentarios al editor/a).
