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This paper analyzes the differential effects of autonomy, skill variety, work significance, feedback from the job, and information processing on intrinsic and extrinsic job satisfaction, and the moderating role of psychological capital (PsyCap) in these relationships. The influence of job characteristics on job satisfaction has been well established in previous research, but the distinction between intrinsic and extrinsic satisfaction has hardly been considered. Moreover, their effects also depend on workers’ characteristics. PsyCap is a set of resources (self-efficacy, optimism, hope, and resilience) that could strengthen the positive effects of job characteristics and provide protection from negative ones. Hierarchical regressions analyzed data from 1647 workers in Spanish organizations. Results showed positive relationships between autonomy and feedback from the job and the two satisfaction dimensions, whereas significance and information processing were negatively related to extrinsic satisfaction. Moreover, PsyCap strengthens the positive effect of information processing and autonomy on intrinsic satisfaction, and it weakens the negative effect of information processing on extrinsic satisfaction. However, it also increases the negative effect of significance on extrinsic satisfaction. Therefore, job enrichment would be beneficial for intrinsic satisfaction, especially for people with high PsyCap, but it could be negative for extrinsic satisfaction., Este artigo analisa os efeitos diferenciais da autonomia, variedade de habilidades, significado do trabalho, feedback do trabalho e processamento de informação sobre a satisfação laboral intrínseca e extrínseca; assim como o papel moderador do capital psicológico (PsyCap) nessas relações. A influência das características do trabalho na satisfação laboral está bem estabelecida na literatura, mas a distinção entre a satisfação intrínseca e a satisfação extrínseca raramente foi considerada. Além disso, os seus efeitos também dependem das características dos trabalhadores, como o seu PsyCap. Este remete para um conjunto de recursos (autoeficácia, otimismo, esperança e resiliência) que pode potenciar os efeitos positivos das características do trabalho e oferecer proteção face aos negativos. Por recurso a regressões hierárquicas foram analisados dados de 1647 trabalhadores em organizações espanholas. Os resultados mostraram relações positivas entre autonomia e feedback no trabalho e ambas as dimensões da satisfação, enquanto o significado e o processamento de informação foram negativamente relacionados com a satisfação extrínseca. Embora o PsyCap aumente o efeito positivo do processamento de informação e da autonomia na satisfação intrínseca e enfraqueça o efeito negativo do processamento de informação na satisfação extrínseca, também aumenta o efeito negativo do significado na satisfação extrínseca. Portanto, o enriquecimento do trabalho tende a ser benéfico para a satisfação intrínseca, especialmente para pessoas com alto nível de PsyCap, mas negativo considerando a satisfação extrínseca.

The objective of this article is to test the roles of self-efficacy and resilience as consecutive mediators in the relationship between the four dimensions of transformational leadership and well-being (operationalized as psychosomatic complaints and psychological distress). The sample consists of 225 social services employees in Spain. Data were gathered at two time points with a time-lag of 6 months. We used path analysis to test the hypothesized model and Monte Carlo confidence intervals to check the significance of the indirect effects. Our results showed that only two of the four transformational leadership dimensions have a direct impact on self-efficacy: inspirational motivation and individualized consideration, although contrary to our hypothesis, the latter had a negative effect on self-efficacy. As for the indirect effects, self-efficacy did not mediate between the leadership dimensions and well-being, whereas resilience mediated between self-efficacy and well-being. Self-efficacy and resilience consecutively mediated between the leadership dimensions and well-being. Our findings contribute to understanding the underlying mechanisms connecting different dimensions of transformational leadership and well-being, and they highlight the importance of developing employees’ personal resources.

According to the happy-productive worker thesis (HPWT), &ldquo, happy&rdquo, workers perform better than &ldquo, less happy&rdquo, ones. This study aimed to explore the different patterns of relationships between performance and wellbeing, synergistic (i.e., unhappy-unproductive and happy-productive) and antagonistic (i.e., happy-unproductive and unhappy-productive), taking into account different operationalizations of wellbeing (i.e., hedonic vs. eudaimonic) and performance (i.e., self-rated vs. supervisors&rsquo, ratings). It also explored different demographic variables as antecedents of these patterns. We applied two-step cluster analysis to the data of 1647 employees. The results indicate four different patterns&mdash, happy-productive, unhappy-unproductive, happy-unproductive, and unhappy-productive&mdash, when performance is self-assessed, and three when it is assessed by supervisors. On average, over half of the respondents are unhappy-productive or happy-unproductive. We used multidimensional logistic regression to explain cluster membership based on demographic covariates. This study addresses the limitations of the HPWT by including both the hedonic and eudaimonic aspects of wellbeing and considering different dimensions and sources of evaluation. The &ldquo, antagonistic&rdquo, patterns identify employees with profiles not explicitly considered by the HPWT.

The main objective of the present study is to analyse the role of cynicism as a coping strategy in the process of burnout, considering gender as a key variable in this process. The sample comprised 555 teachers from Spanish primary and secondary schools. A two-wave panel study was carried out: data were gathered during the first term and again during the third and last term of the academic year. Several t-tests for independent samples and moderated hierarchical regression analysis were carried out. Results showed that women have a higher level of exhaustion than men, whereas men have a higher level of cynicism than women. Furthermore, cynicism has a direct and positive effect on exhaustion for women. In the case of men, cynicism is not an effective coping strategy but it has some buffering effect on exhaustion. Thus, a high level of cynicism seems to lead to a lower increase of exhaustion. Results, contributions, and limitations of the present study are discussed.