La flexibilité est souvent vue comme condition nécessaire à la survie des marchés de travail nationaux et à celle des organisations dans un monde en rapide changement où s'accroît la compétition globale. Elle a adopté diverses formes tels les contrats à durée déterminée, l'externalisation, les horaires flexibles, le temps partiel, les heures complémentaires, le roulement fonctionnel. De plus, il a été déclaré que la flexibilité organisationnelle se doit d'être accompagnée d'une flexibilité personnelle. Quoi qu'il en soit, face aux nouvelles opportunités de travail, les gens diffèrent tant sur le plan de leurs préférences que sur celui de leur comportement.Le but de cette étude est d'identifier les antécédents psychologiques et démographiques de la résistance individuelle à accepter les demandes de flexibilité tels qu'un emploi sous qualifié, le manque d'occasions d'apprendre, un emploi exigent (challenging job), un travail en tant qu'indépendant, un emploi qui requière un changement de localité.
In a changing and flexible labour market it is important to clarify the role of environmental and personal variables that contribute to obtaining adequate levels of job satisfaction. The aim of the present study is to analyze the direct effects of employability and personal initiative on intrinsic, extrinsic and social job satisfaction, clarifying their cumulative and interactive effects. The study has been carried out in a sample of 1319 young Spanish workers. Hypotheses were tested by means of the moderated hierarchical regression analysis. Results show that employability and personal initiative predict in a cumulative way the intrinsic, extrinsic and social job satisfaction. Moreover, the interaction between employability and personal initiative increases the prediction of these two variables on intrinsic and extrinsic job satisfaction. Results also indicate that higher values of employability when initiative is also high are associated to higher levels of intrinsic and extrinsic satisfaction. These results have implications for theory and practice in a context of new employment relations. Keywords: employability, personal initiative and job satisfaction.En un mercado laboral cambiante y flexible, es importante clarificar el papel de variables ambientales y personales que permitan obtener niveles adecuados de satisfacción laboral. El objetivo de este trabajo es analizar el efecto directo de la empleabilidad y la iniciativa personal sobre la satisfacción laboral intrínseca, extrínseca y social, clarificando si esos efectos son acumulativos e interactivos. El estudio se realizó con una muestra de 1319 trabajadores españoles jóvenes. Las hipótesis se probaron por medio del análisis de regresión jerárquica modulado. Los resultados muestran que la empleabilidad y la iniciativa personal contribuyen de forma acumulativa a predecir la satisfacción extrínseca, intrínseca y social y su interacción incrementa la predicción de la satisfacción extrínseca e intrínseca. Los resultados también indican que niveles altos de empleabilidad, cuando la iniciativa personal es alta, se asocian con niveles mayores de satisfacción extrínseca e intrínseca. Estos resultados tienen implicaciones teóricas y prácticas para las relaciones laborales actuales. Palabras clave: empleabilidad, iniciativa personal, satisfacción laboral.
Mindful organizing (also known as collective mindfulness) is a collective capability that allows teams to anticipate and swiftly recover from unexpected events. This collective capability is especially relevant in high-risk environments where reliability in performance is of utmost importance. In this paper, we build on current mindful organizing theory by showing how two front-line communication and participatory conditions (perceived safety for upward dissent and climate for employee engagement) interact to predict mindful organizing. We shed light on the controversy around mindful organizing's effect on team's subjective experience at work by showing that it leads to greater team job satisfaction and thus lowers individual turnover intentions. These relationships were tested using a time-lagged design with two datacollection points using a sample of 47 teams within the nuclear power industry.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.