How Temporary/Permanent Employment Status and Mindfulness Redraw Employee Organizational Citizenship Responses to Person-Organization Fit

• Pablo Ruiz-Palomino ^[3] ; Pablo Zoghbi-Manrique-de-Lara ^[1] ; Graça Miranda Silva ^[2]
  1. [1] Universidad de Las Palmas de Gran Canaria

     Universidad de Las Palmas de Gran Canaria

     Gran Canaria, España

     
  2. [2] Universidade de Lisboa

     Universidade de Lisboa

     Socorro, Portugal

     
  3. [3] University of Castilla-La Mancha, Cuenca, Spain

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• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 39, Nº 1, 2023, págs. 23-36
• Idioma: inglés
• DOI: 10.5093/jwop2023a3
• Títulos paralelos:
  • Cómo redibujan el estatus de empleo temporal/permanente y el mindfulness las respuestas de ciudadanía organizacional de los empleados al ajuste personaorganización
• Enlaces
  • Texto completo  1    2 (pdf) 
• Dialnet Métricas: 1 Cita
• Resumen
  • español

    Este trabajo analiza el papel del estatus laboral temporal/permanente en la forma en que los empleados responden al ajuste persona-organización con comportamientos de ciudadanía organizacional, y si el mindfulness redibuja esta relación. En comparación con los empleados fijos, los temporales pueden tener menos perspectivas de futuro en su organización, lo que les lleva a participar menos en este tipo de comportamientos, cuyos rendimientos potenciales suelen ser indeterminados en el tiempo y probablemente están fuera de su alcance temporal. Sin embargo, las funciones de autorregulación, conciencia del momento presente y aceptación sin prejuicios del mindfulness podrían invertir esta relación. La modelización de ecuaciones estructurales con datos de 280 empleados de 10 hoteles españoles reveló que los empleados temporales (fijos) reaccionaban al ajuste persona-organización con un menor (mayor) comportamiento de ciudadanía organizacional, a menos que tuvieran mindfulness, en cuyo caso su comportamiento de ciudadanía organizacional aumentaba (disminuía). Los resultados muestran que el estatus laboral y el mindfulness redibujan la relación entre ajuste persona-organización y comportamiento de ciudadanía organizacional y que el mindfulness hace que los empleados temporales (fijos) respondan a dicho ajuste con un mayor (menor) nivel de comportamiento de ciudadanía organizacional.

  • English

    This paper analyzes the role of temporary/permanent employment in the way employees respond to person-organization fit (P-O Fit) with organizational citizenship behaviors (OCBs), and whether mindfulness redraws this relationship. Compared to permanent employees, temporary employees may have fewer future prospects in their organization, thus leading them to engage less in this type of behavior, the potential returns of which are typically unspecified in time and are likely beyond their temporary reach. However, the self-regulatory, present-moment awareness and non-judgmental acceptance functions of mindfulness could reverse this relationship. Structural equation modeling using data from 280 employees of 10 Spanish hotels revealed that temporary (permanent) employees reacted to P-O Fit with lower (higher) OCBs, unless they were mindful, in which case their OCBs increased (decreased). The findings show that employment status and mindfulness redraw the P-O Fit - OCB relationship and that mindfulness makes temporary (permanent) employees respond to P-O Fit with increased (decreased) OCBs.

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