Workforce ageing and the need to work longer implies several challenges worldwide. Due to the potential for career prolongation, one such implication is to understand how age and perceived employability buffers relationship effects between job insecurity and job satisfaction. Therefore, this research aims to investigate the moderating roles of perceived employability and age on the relationship between job insecurity and job satisfaction. Hypotheses were tested using a three-way interaction model based on a cross-sectional design with a representative sample of 1,116 Chilean workers. Results show that age plays an important role in employees with high perceived employability; however, it has no effect on employees with low perceived employability. Younger workers with high perceived employability suffer less than do older employees with high perceived employability in terms of intrinsic job satisfaction. From a theoretical point of view, perceived employability in older workers does not reduce the unfavorable consequences of job insecurity. Regarding practical implications, organizations should manage and develop older workers by focusing on intrinsic aspects of their careers and on retirement preparation, as this will improve control and other positive resources in this population.

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The purpose of this study is to investigate the mediating role of work design characteristics (task, knowledge, social, and contextual characteristics) in the relationship between professional self-efficacy and job satisfaction. Research has shown how motivational job design has positive consequences for individuals, increasing control and perception of internal forces (such as self-efficacy) and affects positively job satisfaction. However, little is known about how self-efficacy affects job satisfaction through job enrichment. In this study, 353 Chilean workers answered a self-reported survey. Regression analyses confirmed partially the hypotheses, showing a complete mediation of task and social characteristics of work design in the relationship between professional self-efficacy and job satisfaction. These results show how professional self-efficacy relates to work design and highlight the importance of social and task characteristics to improve job satisfaction, contributing to a better understanding of how self-efficacy improves job satisfaction through work design. Autoeficacia profesional y satisfacción laboral: el rol mediador del diseño del trabajo R E S U M E N Un importante volumen de investigación ha mostrado cómo las características motivacionales del diseño del trabajo tienen consecuencias positivas para las personas, al aumentar la percepción de control y creencias como la autoeficacia, afectando positivamente a la satisfacción laboral. Sin embargo, se tiene poca información respecto a cómo puede la autoeficacia, a través del trabajo enriquecido, afectar la satisfacción laboral. Tomando esto en cuenta, el propósito de este estudio fue investigar el rol mediador de las características del diseño del trabajo (características de tarea, conocimiento, sociales y físicas) en la relación entre autoeficacia profesional y satisfacción laboral. Participaron 353 trabajadores chilenos voluntarios, quienes respondieron una encuesta de autoinforme. Los análisis de regresión lineal permitieron sostener parcialmente las hipótesis de investigación. Se observó una mediación total de las características de tarea y conocimiento en la relación entre autoeficacia profesional y satisfacción laboral. Se advierte que la autoeficacia se relaciona con el diseño del trabajo y que las dimensiones social y de tarea del diseño del trabajo pueden incidir en la satisfacción laboral. A partir de esto se puede avanzar en la comprensión de cómo la autoeficacia aumenta la satisfacción laboral a través del diseño del puesto.

The research of employability shows tension in the social field of career, where variables such as market value, gender, and personal skills are important. The aim of this study was to identify the predicted weight of market value of type of occupation, sex, and career competences (self-efficacy, pro-activity, and locus of control) over objective employability and perceived opportunities for a future career and satisfaction of young professionals. In this study, 294 graduates from 27 different undergraduate degree programs participated, describing their labor situation, satisfaction with career opportunities, and their level in the studied competences. Each type of occupation has a specific market value score, according to national and international criteria. It was possible to identify that the market value of their occupations had significant effects on objective employability (p < .000, f = .48). Also, self-efficacy and locus of control were significant predictors of perceived employability opportunities (p < .000, f = .26). This predictive value of personal variables was different between males (p = .011, f = .82), and females (p < .000, f = .34), and between occupations with low market value (p = .016, f = .45), medium market value (p < .000, f = .34), and high market value (p = .006, f = .21), which allows the development of specific intervention strategies to promote equality in labor opportunities and job placement.

Este artículo es una revisión teórica del emprendimiento social, entendido como cualquier iniciativa de negocio, con o sin fin de lucro, cuyo principal objetivo es la generación de valor social. Este es un campo de investigación reciente y atractivo que progresivamente, hace acopio de información, aunque poca de ella sea empírica. El objetivo de esta revisión es identificar, desde la psicología social, preguntas de investigación relevantes sobre emprendimiento social. A partir del estudio de diversas investigaciones, se identifican posibles variables psicosociales requeridas para este tipo de emprendimiento, tales como características individuales, motivos sociales y una identidad laboral específica.Además, se incorporan algunas miradas respecto de la sociedad, los objetivos de las organizaciones y aspectos psicosociales del comportamiento organizacional.