Search

Your search keyword '"Isabel Rodríguez-Molina"' showing total 2 results
Start Over Author "Isabel Rodríguez-Molina" Language english
2 results on '"Isabel Rodríguez-Molina"'

1. The effect of job characteristics on intrinsic and extrinsic job satisfaction: the moderating role of psychological capital

Author

David Montesa García, Isabel Rodríguez Molina, and Jorge Magdaleno Marco

Subjects
job characteristics, psychological capital, job satisfaction, Psychology, BF1-990
Abstract

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.

Published
2019
Full Text
View/download PDF

2. The Happy-Productive Worker Model and Beyond: Patterns of Wellbeing and Performance at Work

Author

Núria Tordera, José M. Peiró, Isabel Rodríguez-Molina, and Malgorzata W. Kozusznik

Subjects
Adult, Employment, Male, IMPACT, Health, Toxicology and Mutagenesis, Happiness, lcsh:Medicine, 050109 social psychology, Environmental Sciences & Ecology, Efficiency, Disease cluster, Logistic regression, GOALS, Eudaimonia, ORGANIZATIONAL CITIZENSHIP, Article, Job Satisfaction, RATINGS, happy-productive worker, 0502 economics and business, Covariate, Humans, 0501 psychology and cognitive sciences, occupational wellbeing, Work Performance, Public, Environmental & Occupational Health, HAPPINESS, Science & Technology, 05 social sciences, lcsh:R, Public Health, Environmental and Occupational Health, Middle Aged, JOB-SATISFACTION, Work (electrical), Spain, YOUNG, Female, EMPLOYEES, HEALTH, Psychology, Social psychology, Life Sciences & Biomedicine, 050203 business & management, Environmental Sciences, performance
Abstract

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.

Published
2019

Catalog

Books, media, physical & digital resources
See catalog results