Job-person fit and well-being from a gender perspective

• Autores: Eva Cifre Gallego, María Vera Perea, Alma María Rodríguez Sánchez, M. Carmen Pastor Verchili
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 29, Nº 3, 2013, págs. 161-168
• Idioma: inglés
• DOI: 10.5093/tr2013a22
• Enlaces
  • Texto completo
• Dialnet Métricas: 3 Citas
• Resumen
  • español

    Partiendo del modelo de Ajuste Persona-Puesto, en este estudio se analiza si el ajuste entre las características del trabajo deseadas (persona) y las reales (puesto) influye de igual manera sobre bienestar (engagement y satisfacción laboral) en hombres y mujeres. En este estudio participaron 840 empleados de 29 países de los que el 53% eran hombres. Los resultados de las pruebas t de Student, ANOVA y análisis de regresión jerárquicas mostraron que aunque no hay diferencias de género en cuanto al bienestar percibido ni en las características laborales ideales, sí que las hay en cuanto a las características del puesto reales y en el ajuste, percibiendo siempre los hombres unas mejores características laborales así como un mejor ajuste. Además, se comprueba que tanto las características reales percibidas como el ajuste persona-trabajo influyen en el bienestar de hombres y mujeres. Finalmente, se debaten implicaciones teóricas y aplicadas en los procesos de gestión y desarrollo de recursos humanos

  • English

    Drawing on the Job-Person Fit Model, this study examines whether the wanted (person) and the actual (job) features fit has similar effects on job related well-being (work engagement and satisfaction) in both men and women. A sample of 840 employees from 29 countries (53% men) participated in this study. The results of the Student's t-test, ANOVA, and hierarchical regression analyses showed that there were no gender differences on perceived job well-being or on the ideal job features but, interestingly, differences did appear for the real job features and fit, with men perceiving better fit and work characteristics. Moreover, it is found that both actual job features and the job-person fit affect men's and women's wellbeing. Finally, theoretical and practical implications on human resources management and development are discussed.

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