Hernández HL, Oramas VA

Language: Spanish
References: 0
Page: 19-23
PDF size: 198.51 Kb.

ABSTRACT

Introduction: The Job Demands-Resources Model (JD-R) explain s psychosocial job factors and identifies occupational risks and psychosocial protectors. Work engagement or psychological connection with the work is a construct that reflects a positive relationship between the employee and his work and implies high performance. Objective: To identify the job psychosocial factors related to work engagement from the Demand-Occupational Resources model in Cuban workers. Material and method: Descriptive study with cross-sectional design, of quantitative methodology in a sample of 889 subjects of 73 work centers of the productive sector and services of the country, with predominance of the state sector, which perform managerial, professional or manual work, with different levels of schooling and of both sexes. Quantitative techniques were applied, such as the Job Demands- Resources Questionnaire by Jackson and Rothmann (2005), and the Utrecht Work Engagement Scale (UWES) by Schaufeli (2002) to determine the levels of work engagement and its three dimensions. The data were analyzed through the statistical program SPSS. We worked with a reliability coefficient of 0.05. Results: The analysis of the relationship between the two scales demands and resources, and the work engagement shows that the demands are not related to it, only the resources have a direct relationship with the three dimensions and the total work engagement. We identify those work resources that appear related to work engagement. Conclusions: According to this analysis, job resources are psychosocial factors that determine how the employees link to their work, but not the demands, which have no relation.