Suchergebnisse

Actualizaciones y revisiones ; [ES] Los cambios económicos y sociales de los últimos años han generado nuevas estructuras organizacionales y familiares que afectan a los trabajadores. Aparecen así nuevos riesgos psicosociales, como el conflicto entre la vida laboral y familiar. Para poder enfrentarse a las demandas del trabajo y de la familia, es necesario tener un tiempo para recuperarnos del esfuerzo realizado. Así pues, para mejorar la calidad de vida del empleado, es necesario atender al bienestar de la persona en su conjunto. El objetivo del presente artículo es revisar las principales líneas de investigación surgidas en las últimas décadas en torno a estos temas. En primer lugar, se analizan los factores antecedentes del conflicto trabajofamilia así como sus consecuencias y diversas variables que intervienen en este proceso. Posteriormente, se examina la literatura reciente sobre "recuperación del estrés", atendiendo a las estrategias que pueden ayudar a los trabajadores a superar los esfuerzos llevados a cabo en la rutina diaria. Por último, se presentan las principales líneas de prevención e intervención a nivel organizacional e individual, dirigidas a reducir los estresores laborales, promover políticas de conciliación y desarrollar estrategias de recuperación. [EN] The economic and social changes of the last years have created new organizational and family structures that affect workers. As a result, new psychosocial risks appear, as the conflict between work and family life. To meet work and family demands, people need time to recover from the expended effort. Thus, to improve the quality of life of the employee, it is necessary to attend to the well-being of the person in general. The aim of this paper is to review the main lines of research emerged during the last decades on these topics. First, we analyze the background and consequences of work-family conflict as well as the main variables affecting this process. Second, we examine recent literature on "recovery from stress", focusing on the strategies that may help workers to overcome the efforts made during the daily routine. Finally, we present the main lines of prevention and intervention in the organizational and individual levels, aimed at reducing job stressors, promoting family-friendly policies and developing recovery strategies. ; No

In this study among 206 employees (103 dyads), we followed the job demands–resources approach of job crafting to investigate whether proactively changing one's work environment influences employee's (actor's) own and colleague's (partner's) work engagement. Using social cognitive theory, we hypothesized that employees would imitate each other's job crafting behaviours, and therefore influence each other's work engagement. Results showed that the crafting of social and structural job resources and the crafting of challenge job demands was positively related to own work engagement, whereas decreasing hindrance job demands was unrelated to own engagement. As predicted, results showed a reciprocal relationship between dyad members' job crafting behaviours – each of the actor's job crafting behaviours was positively related to the partner's job crafting behaviours. Finally, employee's job crafting was related to colleague's work engagement through colleague's job crafting, suggesting a modelling process.

Is 'switching off' from work and home more or less necessary for individuals depending on role salience? The present study focuses on this question by assessing the importance of trait role salience for the relationship between daily detachment from work and home on the one hand, and several outcomes on the other hand. Forty-nine employees from different organizations in Spain filled out a general questionnaire and a daily questionnaire three times a day, during five consecutive working days. Results show that detaching from home particularly helps individuals with low work role salience to perform better at work and reduce home—work interference. Contrary to our expectations, detaching from work is especially important for individuals with high home role salience, increasing evening cognitive liveliness and reducing work—home interference. Our findings indicate that differences in trait role salience may affect the beneficial impact of detachment from work and non-work domains.