Predictores organizacionales del acoso psicológico en el trabajo: Aplicación del modelo de demandas y recursos laborales

• Autores: Alfredo Rodríguez Muñoz, Mariano Martínez Gamarra, Bernardo Moreno Jiménez, Macarena Gálvez Herrer
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 22, Nº 3, 2006 (Ejemplar dedicado a: Acoso Psicológico en el Trabajo), págs. 333-346
• Idioma: español
• Títulos paralelos:
  • Organizational predictors of workplace bullying: Application of job demands-resources model
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• Dialnet Métricas: 6 Citas
• Resumen
  • español

    Durante las últimas décadas, los investigadores se han ido interesando cada vez más por las relaciones existentes entre los factores organizacionales y el acoso psicológico. Sin embargo, existe una carencia de estudios que se basen en modelos teóricos establecidos. El objetivo del presente estudio consiste en examinar, desde el modelo de demandas y recursos laborales, los predictores organizacionales del acoso. Un total de 352 trabajadores de 11 empresas participaron en el estudio. Los resultados de los análisis de regresión múltiple jerárquica mostraron que las demandas laborales (ritmo de trabajo y dificultad de la tarea) se encontraban positivamente relacionadas con el acoso, mientras que los recursos laborales (autonomía y reconocimiento) se relacionaban negativamente con este problema. Además, se puso a prueba un modelo de mediación mediante los procedimientos recomendados por Baron y Kenny (1986). Se encontró que tanto la autonomía como el reconocimiento mediaban la relación entre la sobrecarga y el acoso. El estudio que aquí se presenta confirma y extiende las investigaciones previas al demostrar que los recursos laborales pueden mediar en la relación entre las demandas laborales y el acoso

  • English

    During the last few decades, researchers have become more interested in the existing relationships between organizational factors and workplace bullying. However, there is a lack of studies based on comprehensive theoretical models. The aim of the present study is to examine the organizational predictors of workplace bullying from the job demandsresources model. A sample of 352 employees from 11 organizations participated in the study. Results of hierarchical regression analysis showed that job demands (work rhythm and task difficulty) were positively related to bullying whereas job resources (autonomy and recognition) were negatively related to this problem. Also, a job resources mediation model was tested trough procedures recommended by Baron and Kenny (1986). Both autonomy and recognition were found to mediate the relationship between overload and mobbing. Thus, this study extends previous research demonstrating that job resources play a role in mediating the relationship between job demands and workplace bullying.

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