Job boredom is a common experience at work; however, it has been neglected in research and practice compared to other well-being states. Based on the person-job fit theory, this article aims to examine the association between employees’ perceived overqualification and job boredom, analyzing potential moderators. In Study 1, we analyzed job crafting as a moderator using a sample of 832 employees from different organizations in Puerto Rico. Results supported the relation between employees’ perceived overqualification and job boredom but did not support the moderating effect of job crafting since only two dimensions (i.e., increasing structural resources and increasing challenging demands) significantly moderate this association in an opposite direction. In Study 2, we analyzed the moderating role of meaningful work with a sample of 394 employees. Results supported the moderating effect of meaningful work on the relation between employees’ perceived overqualification and job boredom. While job crafting dimensions of increasing structural resources and increasing challenging demands strengthen or have little effect on reducing the association between employees’ perceived overqualification and job boredom, meaningful work buffers this effect. These findings suggest that organizations must provide opportunities for employees to find meaning in their jobs. Additional research is needed to understand the role of job crafting to reduce job boredom.

Based on the Job Demands Resources Model (JD-R), this study investigates the mediating role of meaningful work and work engagement in the association between job resources and employees' intention to stay. A cross-sectional study was conducted through an online survey of 217 employees from different organizations in Puerto Rico. We examined a serial mediation analysis through structural equation modeling. The results indicate that job resources are positively related to meaningful work, while meaningful work is positively associated with work engagement. Further, job resources are indirectly associated with the intention to stay through meaningful work and work engagement. This study contributes to understanding the role of meaningful work and engagement in the JD-R model's motivational-driven process and how these mechanisms promote positive work outcomes in terms of the retention of human capital. Designing jobs and strategies at the workplace to develop meaning and engagement seems crucial to retain employees.

El propósito central de este ensayo es estudiar la precariedad laboral desde aproximaciones teóricas e histórico sociales, al puntualizar el contexto de Puerto Rico. El ensayo permite comprender cómo este fenómeno ha sido conceptualizado y cuáles han sido algunas de sus consecuencias sociales. Esta problemática ha alcanzado visibilidad mundial, lo cual ha contribuido a generar una gran cantidad de estudios. En estos estudios se evalúan las consecuencias negativas de la precariedad laboral, en particular sobre la salud mental de quienes la perciben. Esta precariedad se ha profundizado en países que han implantado políticas de austeridad, como, por ejemplo, en Puerto Rico. Palabras clave: historia, precariedad laboral, psicología social del trabajo, Puerto Rico, salud mental en el trabajo.

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The central purpose of this essay is to study precarious work from a theoretical and historical social approach, emphasizing the context of Puerto Rico. The essay allows to comprehend conceptualizations on this phenomenon and what some of its social consequences have been. This problem has gained worldwide visibility, which has contributed to generate considerable research. These studies evaluate the negative consequences of this phenomenon, particularly on the mental health of those who perceive it. The essay makes possible to comprehend this problem as a global phenomenon. This precariousness has deepened in countries that have implemented austerity policies, which is the case of Puerto Rico.