Aburrimiento Laboral ¿Un Posible Mediador de la Intención de Abandono?
DOI:
https://doi.org/10.71332/9wbyj638Palabras clave:
Aburrimiento Laboral, Intención de Abandono, Demandas, Recursos, Teoría de Demandas y Recursos LaboralesResumen
Puerto Rico pasa por momentos de inestabilidad social, económica y laboral. Es importante para los psicólogos industriales organizacionales tener un efecto positivo en las organizaciones de la isla durante esta situación precaria a través del desarrollo de conocimiento y estrategias laborales. Investigando variables como el engagement, el aburrimiento laboral y su relación con la intención de abandono posibilitan mayor entendimiento de las relaciones que ocurren y nos permite auscultar los efectos que tienen en la empleomanía y los empleados. Esta investigación añadió a la escaza información que existe en Puerto Rico sobre la relación del aburrimiento laboral y el engagement con la intención de abandono permitiendo desarrollar intervenciones que limiten los efectos negativos. Utilizando el modelo de Demandas y Recursos laborales, se busca conocer la relación entre la autonomía y la infraexigencia en la intención de abandono cuando el engagement y el aburrimiento median la relación. Se obtuvo una muestra de 258 trabajadores puertorriqueños y se llevaron a cabo análisis descriptivos, correlacionales, de mediación y Ecuaciones Estructurales (PLS). Los resultados obtenidos confirman nuestra hipótesis reflejando una mediación total entre la autonomía y la intención de abandono mientras que se observó una mediación parcial entre infraexigencia e intención de abandono. Estos resultados recalcan la importancia de fomentar el engagement y limitar el aburrimiento en los empleados.
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