El papel moderador de la autoeficacia profesional entre situaciones de acoso laboral y la salud en una muestra multiocupacional

Abstract

Resumen: La autoeficacia es una competencia personal que actúa frente a los estresores incrementando o disminuyendo el malestar psicológico que estos pueden generar; por su parte el acoso psicológico o mobbing es uno de los factores psicosociales del medio laboral más dañinos para la salud de los trabajadores. Utilizando como marco de referencia el modelo teórico de demandas-recursos (JD-R model), este trabajo tiene como objetivo principal analizar el papel moderador de la autoeficacia profesional entre el acoso laboral y la salud autopercibida en una muestra multiocupacional de 772 trabajadores (379 hombres y 383 mujeres). Se administró un protocolo que contenía la escala NAQ para la medida del acoso laboral, el cuestionario de salud GHQ-12 y la subescala de autoeficacia profesional del MBI. Como resultado destaca el papel moderador de la autoeficacia sobre la salud en situaciones de acoso psicológico. Se discuten los resultados de este trabajo, las limitaciones y sus posibles implicaciones en las organizaciones.

The role of Resilience between Workplace Bullying and Health: A Mediational Analysis

“…According to the results of this study, resilient people are better adapted to this psychosocial stressor and therefore enjoy higher perceived health despite exposure to adversity. Studies analysing other personal resources in situations of workplace bullying have shown that moderating roles, when they are present, are most relevant at lower levels of perceived bullying and disappear at higher levels (Lokke et al, 2011;Matthiesen & Einarsen, 2004;Meseguer et al, 2014;Mikkelsen & Einarsen, 2002;Nielsen, Matthiesen, & Einarsen, 2008). However, according to our results, resilience also reduces discomfort in situations where serious bullying is perceived.…”

“…Nevertheless, the role played by personal resources in the relationship between mobbing and health is not clear. Studies that have analysed other personal resources, such as generalised self-efficacy (Matthiesen & Einarsen, 2004), professional self-efficacy (Meseguer, Soler, & García-Izquierdo, 2014), negative affectivity (Mikkelsen & Einarsen, 2002), sense of coherence (Nielsen, Matthiesen, & Einarsen, 2008), hardiness (Rekness et al, 2018), or self-labelling (Lokke, Glaso, & Einarsen, 2011), have shown that these resources moderate the relationship between workplace bullying and health. However, the few studies that have analysed the role of resilience have discovered that it works as a mediating variable between workplace bullying and health (Lokke et al, 2011;Maidaniuc-Chirila 2015a, 2015b.…”

“…In that sense, some authors have applied Warr's (1994) Vitamin Model of Psychological Wellbeing (e.g., McGrath, 2012) while others have preferred Hobfoll's (2001) the Conservation of Resources Theory (e.g., Rousseau, Eddelston, Pater, & Kellermanns, 2014). Also, the Job Demands-Resources Model (J-DR model; Bakker & Demerouti, 2013) has been frequently applied by researchers when investigating the workplace bullying phenomenon (Ariza-Montes, Muniz, Noel, Leal-Rodríguez, & Leal-Millán, 2014;Einarsen, Skogstad, Rorvik, Lande, & Nielsen, 2018;Meseguer et al, 2014;Van den Broeck et al, 2014). In this study, we will follow this last model since it integrates the relationship between demands and job resources and its influence on organizational outputs, such as workers' health, in the same approach.…”

Professional Self-efficacy and Job Satisfaction: The Mediator Role of Work Design

“…Selfefficacy provides people with confidence regarding their capacity to take control over different life aspects. In this manner, self-efficacy would be a personal competence that works triggered by stressors, increasing or decreasing the psychological discomfort that they could generate (Meseguer, Soler, & García-Izquierdo, 2014). In fact, people who show high self-efficacy levels are also confident about their ability to respond to external stimuli, influencing their way to perceive and process environmental demands or threats (Salanova, Grau, & Martínez, 2005).…”

Análisis psicométrico preliminar de una medida breve de autoeficacia profesional en trabajadores peruanos: AU-10

“…El supuesto teórico de la TSC sobre la autoeficacia es contrastable en el mundo del trabajo y las organizaciones laborales. La autoeficacia cumple el papel de moderador (Jex, Bliese, Buzzell & Primeau, 2001) minimizando el impacto de las demandas laborales como la sobrecarga cuantitativa (Jex & Bliese, 1999;Salanova, Grau et al, 2005), la rutina (Grau, Salanova & Peiró, 2012) y el acoso laboral (Meseguer, Soler & García-Izquierdo, 2014). Así también, influye de forma inversa sobre consecuentes relacionados con el malestar psicosocial, tales como el síndrome de burnout (Evers, Brouwers & Tomic, 2002;Gil-Monte, García-Juesas & Caro, 2008) o el presentismo laboral (Lu, Peng, Yen & Cooper, 2014) y, de manera directa con constructos vinculados bienestar como el engagement (Consiglio, Borgogni, Di Tecco & Schaufeli, 2005;Juárez, 2015;Xanthopolou, Bakker, Demerouti & Schaufeli, 2007) o la satisfacción en el trabajo (Boluarte & Merino, 2015;Klassen & Chiu, 2010;Siu, Spector, Cooper & Lu, 2014;Yañez, Arenas, & Ripoll, 2010).…”