Jazael Albalá-Genol

En ausencia de claridad en la definición de sus funciones, los empleados reducen la generación de nuevos recursos estructurales, lo cual, a su vez, se asociará con una disminución de la esperanza de éxito profesional. Las organizaciones deben analizar que los recursos son efectivos para reducir la influencia negativa de esta demanda. Este proyecto propone profundizar en el efecto del clima de apoyo en la reducción de la influencia negativa de la ambigüedad del rol sobre el aumento de los recursos estructurales y la esperanza. La muestra fue de 339 empleados del personal de servicios en una universidad pública. Los resultados encontrados muestran un efecto total de modulación del clima de apoyo que cambia la influencia de la ambigüedad del rol sobre la capacidad de desarrollar nuevos recursos estructurales y su esperanza de ser positivos. Podemos concluir que el desarrollo de políticas de apoyo para los empleados de las administraciones públicas transformará la ambigüedad en la definición de sus funciones en un desafío para ellos.

When analyzing occupational safety factors, a human factor is associated with 80–90% of incidents and accidents that occur. Controlling this factor is essential when it comes to creating healthy and safe organizations. Personality traits have shown great relevance when understanding the behavior of safety or self-protection in the workplace, affecting the motivation of subjects and, therefore, their behavior. The objective of this study is to analyze the influence of the extraversion trait on compliance with safety rules and behaviors, while evaluating the mediating effect of motivation for safety in health professionals. The sample is composed of 183 nurses and wardens of a hospital in Spain. The obtained results confirm the hypotheses raised, validating the negative influences of extraversion on motivation for security and compliance with norms, behaviors, and security, while verifying the effect of the total mediation of motivation for security in the influence of extraversion on security compliance. This confirms the effect of this personality trait on employees’ safety behaviors, and the possibility of reducing this influence by controlling personal motivations with interventions from the organization.

The perception of interpersonal justice is one of the key resources for improving employees’ performance intention. Elements such as employees’ level of satisfaction or their self-perception of their ability to cope with problematic situations are key factors in this relationship according to the job demands-resources model. The objective of this study was to analyze how the perception of job satisfaction and the self-perception of resilience influence how interpersonal justice affects employee performance. A total of 315 public sector employees, who perform administrative and customer service tasks, have contributed to this study. The results show that the relationship between interpersonal justice and intra-role performance is completely mediated by job satisfaction; however, when we include the modulating effect of resilience between interpersonal justice and job satisfaction, the influence of the former is reduced as the self-perception of resilience. This indicates that the positive effects of justice are reduced as workers’ self-perception of resilience increases.