El efecto moderador de la flexibilidad de recursos humanos sobre la relación entre la autonomía o la retroalimentación y la satifacción docente

Abstract

The objective of this paper is to explore the relationship between autonomy and feedback with respect to faculty's job satisfaction, as well as the moderating effect of human resource flexibility on the previous relationships. The research problem is posed in the following question: will the moderating effect of human resource flexibility affect on job satisfaction of university teachers? Data to test our hypotheses were collected through questionnaires administered to university professors in the Faculty of Economics and Finance at Juan Misael Saracho Autonomous University (Tarija, Bolivia). Results indicate that both autonomy and feedback are positively related to job satisfaction, which has a positive impact on organizational commitment. Furthermore, human resource flexibility does not affect the relationship between autonomy and faculty satisfaction, but it has a positive moderating effect on the relationship between feedback and faculty satisfaction. Then human resource flexibility is compatible with feedback, this combination is recommended considering its benefit for organizational management, in terms of the positive impact on job satisfaction. These findings could be important inputs for the designing and implementation of human resource policies and flexible work practices, in order to improve the satisfaction of teachers at work and their contributions to the optimal organizational performance.

Differences in Work–Family Interaction: A Gender-Based Comparison in the Colombian Working Population

“…Frente a esta necesidad, se propone extender a diferentes contextos socioculturales el estudio de las demandas y recursos asociados al dominio familiar y laboral bajo la teoría de demandas y recursos laborales (Bakker et al, 2023;Cao y Zhang, 2022). Sumado a esto, los estudios proponen considerar muestras más amplias e incluir diversidad de organizaciones y condiciones de trabajo, con el fin de establecer comparaciones más sólidas (Balogun y Afolabi, 2019;Jijena-Michel y Jijena Michel, 2011).…”