La huella que oculta el Engagement: descubriendo sus efectos sobre el Estrés Laboral y la Ocultación de Emociones

• Christos Papanestoras ^[1] ; Jacob Guinot Reinders ^[1] ; Ricardo Chiva Gómez ^[1]
  1. [1] Universitat Jaume I

     Universitat Jaume I

     Castellón, España

     
• Localización: Cuadernos de administración, ISSN-e 2256-5078, ISSN 0120-4645, Vol. 40, Nº. 79, 2024, 3 págs.
• Idioma: español
• DOI: 10.25100/cdea.v40i79.13662
• Enlaces
  • Texto completo (pdf)
• Resumen

  • En este trabajo examinamos las relaciones entre el engagement de los empleados, el estrés y la ocultación de sentimientos en el lugar de trabajo. Esta exploración arroja luz sobre las intrincadas dinámicas en juego, proporcionando una comprensión global de estos elementos y sus interacciones. Al explorar estas relaciones, contribuimos a una comprensión más precisa del impacto del engagement en el bienestar del empleado. Pese a que la mayoría de la evidencia se focalizado en descubrir los efectos positivos del engagement en el trabajo, algunas pruebas e investigaciones apuntan también a que el engagement podría tener un lado oscuro sobre el bienestar laboral. Para explorar estas relaciones, nuestra investigación emplea Modelos de Ecuaciones Estructurales (SEM) sobre datos procedentes de la Encuesta Europea de Condiciones de Trabajo (EWCS) de 2015 realizada por Eurofound, utilizando una muestra consistente de 1.007 empleados en Grecia. Aunque se observa un efecto negativo significativo entre el compromiso y el estrés, como sugieren las investigaciones principales y anteriores, el modelo descubre asociaciones positivas entre el engagement y la ocultación de sentimientos, y entre esta última y el estrés. Adicionalmente, los resultados destacan variaciones basadas en variables de control como el sector y el género, indicando que el impacto del engagement en el estrés y la ocultación de emociones puede diferir entre diferentes entornos laborales y entre géneros. Estos hallazgos permiten una mejor comprensión de los efectos potenciales del engagement, ayudando a reevaluar las intervenciones en gestión de recursos humanos y abriendo vías alternativas en la investigación sobre el bienestar.

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