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Updated: Jan 28, 2026
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Demandas laborales, control e identificación como predictores de la satisfacción laboral
Samuel Fernández-Salinero1, Giulia Foti2, Gabriele Giorgi2
1Department of Psychology, Rey Juan Carlos University, 28922 Madrid, Spain.
Resumen
Las altas demandas laborales impactan negativamente la satisfacción laboral, mientras que los recursos como el desarrollo de competencias y una fuerte identificación con la organización la mejoran. Comprender estos factores es crucial para el bienestar de los empleados.
Área de la Ciencia:
- Psicología Organizacional; Psicología Social
Sus antecedentes:
- La satisfacción laboral es vital para el bienestar y el rendimiento organizacional.; El modelo de Demandas-Recursos Laborales y la teoría de la identidad social proporcionan marcos para comprender la satisfacción laboral.
Objetivo del estudio:
- Investigar las relaciones entre las características del trabajo (demandas y recursos), la identificación organizacional y grupal, y la satisfacción laboral afectiva.; Aplicar el modelo de Demandas-Recursos Laborales y la teoría de la identidad social para explicar la satisfacción laboral.
Principales métodos:
- Estudio transversal con 420 individuos empleados (49% hombres, 51% mujeres).; Cuestionario en línea que evalúa las demandas laborales (cantidad, complejidad), los recursos laborales (desarrollo de competencias, uso, latitud de decisión) y la identificación (organizacional, grupal).; Se utilizó el modelado MIMIC para analizar las relaciones.
Principales resultados:
- Las altas demandas de cantidad de trabajo se asociaron inversamente con la satisfacción laboral.; El desarrollo y uso de competencias se relacionaron positivamente con la satisfacción laboral.; La identificación organizacional y grupal predijeron positivamente la satisfacción laboral, mientras que la complejidad de las tareas y la latitud de decisión no lo hicieron.
Conclusiones:
- El diseño del trabajo (demandas y recursos) y la identidad social (identificación organizacional y grupal) son predictores significativos de la satisfacción laboral.; La integración de los factores de diseño del trabajo y de identidad social es esencial para las estrategias organizacionales para mejorar el bienestar de los empleados.
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