Reciprocal Influence of Organizational Socialization and Psychosocial Risks in Flexible Work Arrangements / Influencia recíproca de la Socialización Organizacional y los Riesgos Psicosociales en Arreglos de Trabajo Flexible.
Resumen
Socialization in flexible work environments and burnout are important factors that affect occupational health. This descriptive, cross-sectional, and correlational study examined psychosocial risks, organizational socialization, and stress among 371 employees with various work arrangements. Correlation analyses revealed significant relationships between these variables, while regression analyses indicated that development opportunities and training can reduce the effects of both qualitative and quantitative workload. Conversely, a higher workload can diminish the effectiveness of training for employees with flexible arrangements. These findings highlight the essential role of socialization as a protective factor against psychosocial risks, providing organizations and human resource managers with tools to help employees adapt and strengthen organizational culture.
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Appel-Meulenbroek, R., Kemperman, A., van de Water, A., Weijs-Perrée, M., & Verhaegh, J. (2022). How to attract employees back to the office? A stated choice study on hybrid working preferences. Journal of Environmental Psychology, 81. https://doi.org/10.1016/j.jenvp.2022.101784
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Dienesch, R. M., & Liden, R. C. (1986). Leader-Member Ex-change Model of Leadership: A Critique and Further De-velopment. Academy of Management Review, 11(3). https://doi.org/10.5465/amr.1986.4306242
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Eyal, O., Wahrman, H., Vexler, Y. A., & Schifter, R. (2023). “I’m trying to help”: How do mentors affect principals’ person–organization fit during organizational socializa-tion? Educational Management Administration and Lead-ership. https://doi.org/10.1177/17411432231152349
Feldman, D. C. (1989). Socialization, resocialization, and train-ing: Reframing the research agenda. In Training and de-velopment in organizations.
Frögéli, E., Annell, S., Rudman, A., Inzunza, M., & Gustavsson, P. (2022). The Importance of Effective Organizational Socialization for Preventing Stress, Strain, and Early Ca-reer Burnout: An Intensive Longitudinal Study of New Professionals. International Journal of Environmental Re-search and Public Health, 19(12). https://doi.org/10.3390/ijerph19127356
Frögéli, E., Rudman, A., & Gustavsson, P. (2019). The relation-ship between task mastery, role clarity, social ac-ceptance, and stress: An intensive longitudinal study with a sample of newly registered nurses. International Jour-nal of Nursing Studies, 91. https://doi.org/10.1016/j.ijnurstu.2018.10.007
Gardner, D. G., Huang, G. H., Pierce, J. L., Niu, X., & Lee, C. (2022). Not just for newcomers: Organizational socializa-tion, employee adjustment and experience, and growth in organization-based self-esteem. Human Resource De-velopment Quarterly, 33(3). https://doi.org/10.1002/hrdq.21458
Jermier, J. M. (1993). Bass & Stogdill’s handbook of leader-ship: Theory, research & managerial applications. The Leadership Quarterly, 4(1). https://doi.org/10.1016/1048-9843(93)90006-f
Johnson, Stacey-Robin H., "Together Apart: Influences and Barriers to Engagement Among Remote Workers" (2019). CUNY Academic Works. https://academicworks.cuny.edu/bb_etds/104
Josep M., B., Miguel, S., Leonor, C., & Genís, C. (2010). Cues-tionario de Bienestar Laboral General: Estructura y Pro-piedades Psicométricas. Revista de Psicología Del Trabajo y de Las Organizaciones, 26(2). https://doi.org/10.5093/tr2010v26n2a7
Kelly, E. L., & Moen, P. (2021). OVERLOAD: HOW GOOD JOBS WENT BAD AND WHAT WE CAN DO ABOUT IT. In Over-load: How Good Jobs Went Bad and What we Can Do about It.
Knight, C., Olaru, D., Lee, J. A., & Parker, S. K. (2022). The Loneliness of the Hybrid Worker. MIT Sloan Manage-ment Review, 63(4).
Pando, M., Varillas, W., Aranda, C., & Elizalde, F. (2016). Análisis factorial exploratorio del “Cuestionario de fac-tores psicosociales en el trabajo” en Perú Exploratory and factorial analysis of the “Questionnaire of psychoso-cial factors at work” in Peru. Anales Facultad Medicina, 77(4).
Pando-Moreno, M., Gascón-Santos, S., Varillas-Vilchez, W., & Aranda-Beltrán, C. (2019). Exposición a factores psicoso-ciales laborales y sintomatología de estrés en trabajado-res peruanos. Ciencia Unemi, 12(29).
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Quintero Bedoya, M. D. C., Zuluaga García, Y. V., & Motta Plazas, N. V. (2017). Factores psicosociales, autoeficacia percibida y engagement en docentes ocasionales de la Universidad de Caldas. https://ridum.umanizales.edu.co/handle/20.500.12746/3057
Ragu-Nathan, T. S., Tarafdar, M., Ragu-Nathan, B. S., & Tu, Q. (2008). The consequences of technostress for end users in organizations: Conceptual development and validation. Information Systems Research, 19(4). https://doi.org/10.1287/isre.1070.0165
Ricaldi Rivera, R., Ruiz Pinto, A., Camero Ricalde, S., Denis Del Mar, D., & Vértiz Osores, R. I. (2021). El trabajo remoto y teletrabajo en tiempo de Post-pandemia COVID-19 en la Ciudad de Lima. Yotantsipanko, 1(2). https://doi.org/10.54288/yotantsipanko.v1i2.2
Saks, A. M., & Gruman, J. A. (2018). Socialization resources theory and newcomers’ work engagement: A new pathway to newcomer socialization. In Career Develop-ment International (Vol. 23, Issue 1). https://doi.org/10.1108/CDI-12-2016-0214
Salazar-Concha, C., Ficapal-Cusí, P., & Boada-Grau, J. (2020). Tecnoestrés. Evolución del concepto y sus principales consecuencias. Teuken Bidikay - Revista Latinoamericana de Investigación En Organizaciones, Ambiente y Socie-dad, 11(17). https://doi.org/10.33571/teuken.v11n17a9
Schein, E. H. (1990). Organizational Culture: What it is and How to Change it. In Human Resource Management in Inter-national Firms. https://doi.org/10.1007/978-1-349-11255-5_4
Schein, E. H. (1995). The Role of the Founder in Creating Or-ganizational Culture. Family Business Review, 8(3). https://doi.org/10.1111/j.1741-6248.1995.00221.x
Shirmohammadi, M., Au, W. C., & Beigi, M. (2022). Remote work and work-life balance: Lessons learned from the covid-19 pandemic and suggestions for HRD practition-ers. Human Resource Development International, 25(2). https://doi.org/10.1080/13678868.2022.2047380
Simpson Jr., K. F. (1994). Organizational Culture and Leader-ship, 2nd Edition - Schein, E.H. Personnel Psychology, 47(2).
Song, Y., & Gao, J. (2020). Does Telework Stress Employees Out? A Study on Working at Home and Subjective Well-Being for Wage/Salary Workers. Journal of Happiness Studies, 21(7). https://doi.org/10.1007/s10902-019-00196-6
Thomas, C. H., & Lankau, M. J. (2009). Preventing burnout: The effects of LMX and mentoring on socialization, role stress, and burnout. Human Resource Management, 48(3). https://doi.org/10.1002/hrm.20288
Villavicencio-Ayub, E., Jurado-Cárdenas, S., & Valencia-Cruz, A. (2014). Work engagement and occupational burnout: Its relation to organizational socialization and psychologi-cal resilience. Journal of Behavior, Health & Social Issues, 6(2).
Zhou, T., Xu, C., Wang, C., Sha, S., Wang, Z., Zhou, Y., Zhang, X., Hu, D., Liu, Y., Tian, T., Liang, S., Zhou, L., & Wang, Q. (2022). Burnout and well-being of healthcare workers in the post-pandemic period of COVID-19: a perspective from the job demands-resources model. BMC Health Services Research, 22(1). https://doi.org/10.1186/s12913-022-07608-z
Bauer, T. N., Erdogan, B., Liden, R. C., & Wayne, S. J. (2006). A longitudinal study of the moderating role of extraversion: Leader-member exchange, performance, and turnover during new executive development. Journal of Applied Psychology, 91(2). https://doi.org/10.1037/0021-9010.91.2.298
Bernuzzi, C., Sommovigo, V., Maffoni, M., Setti, I., & Argen-tero, P. (2023). A Mixed-method Study on the Bright Side of Organizational Change: Role Clarity and Supervisor Support as Resources for Employees’ Resilience. Journal of Change Management, 23(2). https://doi.org/10.1080/14697017.2023.2172057
Blanco-Donoso, L. M., Moreno-Jiménez, J., Amutio, A., Gallego-Alberto, L., Moreno-Jiménez, B., & Garrosa, E. (2021). Stressors, Job Resources, Fear of Contagion, and Secondary Traumatic Stress Among Nursing Home Workers in Face of the COVID-19: The Case of Spain. Journal of Applied Gerontology, 40(3). https://doi.org/10.1177/0733464820964153
Bravo, M., Gómez-Jacinto, L., & Montalbán, F. M. (2004). So-cialización policial: Un estudio con una promoción de nue-vo ingreso. Revista de Psicologia Social, 19(1). https://doi.org/10.1174/021347404322726535
Brito-Ortíz, J. F., Juárez-García, A., Nava-Gómez, M. E., Casti-llo-Pérez, J. J., & Brito-Nava, E. (2019). Factores psicoso-ciales, estrés psicológico y burnout en enfermería: un modelo de trayectorias. Enfermería Universitaria, 16(2). https://doi.org/10.22201/eneo.23958421e.2019.2.634
Buchanan, N. D., Aslaner, D. M., Adelstein, J., MacKenzie, D. M., Wold, L. E., & Gorr, M. W. (2021). Remote Work During the COVID-19 Pandemic: Making the Best of It. In Physiology (Bethesda, Md.) (Vol. 36, Issue 1). https://doi.org/10.1152/physiol.00035.2020
Calderón Mafud, J. L., Pando Moreno, M., & Aranda Beltrán, C. (2020). Efectos de la Socialización Organizacional en la Salud Mental Positiva en el Trabajo. Journal of Behavior, Health & Social Issues, 12(2). https://doi.org/10.22201/fesi.20070780e.2020.12.2.71533
Calderón-Mafud, J. L., Pando-Moreno, M., Preciado-Serrano, Ma. de L., & Colunga-Rodríguez, C. (2019). Efecto de la Socialización Organizacional en el Engagement de Traba-jadores Mexicanos: Claridad y Futuro. Psicogente, 23(43). https://doi.org/10.17081/psico.23.43.3084
Calderón-Mafud, J.-L., & Galán Jiménez, J. S. F. (2022). Valida-ción del inventario de socialización organizacional en Mé-xico. Psicogente, 26(49). https://doi.org/10.17081/psico.26.49.5723
Chafi, M. B., Hultberg, A., & Yams, N. B. (2022). Post-pandemic office work: Perceived challenges and oppor-tunities for a sustainable work environment. Sustainabil-ity (Switzerland), 14(1). https://doi.org/10.3390/su14010294
Chan, X. W., Shang, S., Brough, P., Wilkinson, A., & Lu, C. qin. (2023). Work, life and COVID-19: a rapid review and practical recommendations for the post-pandemic work-place. In Asia Pacific Journal of Human Resources (Vol. 61, Issue 2). https://doi.org/10.1111/1744-7941.12355
Chao, G. T., O’Leary-Kelly, A. M., Wolf, S., Klein, H. J., & Gardner, P. D. (1994). Organizational Socialization: Its Content and Consequences. Journal of Applied Psycholo-gy, 79(5). https://doi.org/10.1037/0021-9010.79.5.730
Danielson, M. M. (2004). A Theory of Continuous Socialization for Organizational Renewal. Human Resource Develop-ment Review, 3(4). https://doi.org/10.1177/1534484304271528
Dienesch, R. M., & Liden, R. C. (1986). Leader-Member Ex-change Model of Leadership: A Critique and Further De-velopment. Academy of Management Review, 11(3). https://doi.org/10.5465/amr.1986.4306242
Ewers, M., & Kangmennaang, J. (2023). New spaces of ine-quality with the rise of remote work: Autonomy, tech-nostress, and life disruption. Applied Geography, 152. https://doi.org/10.1016/j.apgeog.2023.102888
Eyal, O., Wahrman, H., Vexler, Y. A., & Schifter, R. (2023). “I’m trying to help”: How do mentors affect principals’ person–organization fit during organizational socializa-tion? Educational Management Administration and Lead-ership. https://doi.org/10.1177/17411432231152349
Feldman, D. C. (1989). Socialization, resocialization, and train-ing: Reframing the research agenda. In Training and de-velopment in organizations.
Frögéli, E., Annell, S., Rudman, A., Inzunza, M., & Gustavsson, P. (2022). The Importance of Effective Organizational Socialization for Preventing Stress, Strain, and Early Ca-reer Burnout: An Intensive Longitudinal Study of New Professionals. International Journal of Environmental Re-search and Public Health, 19(12). https://doi.org/10.3390/ijerph19127356
Frögéli, E., Rudman, A., & Gustavsson, P. (2019). The relation-ship between task mastery, role clarity, social ac-ceptance, and stress: An intensive longitudinal study with a sample of newly registered nurses. International Jour-nal of Nursing Studies, 91. https://doi.org/10.1016/j.ijnurstu.2018.10.007
Gardner, D. G., Huang, G. H., Pierce, J. L., Niu, X., & Lee, C. (2022). Not just for newcomers: Organizational socializa-tion, employee adjustment and experience, and growth in organization-based self-esteem. Human Resource De-velopment Quarterly, 33(3). https://doi.org/10.1002/hrdq.21458
Jermier, J. M. (1993). Bass & Stogdill’s handbook of leader-ship: Theory, research & managerial applications. The Leadership Quarterly, 4(1). https://doi.org/10.1016/1048-9843(93)90006-f
Johnson, Stacey-Robin H., "Together Apart: Influences and Barriers to Engagement Among Remote Workers" (2019). CUNY Academic Works. https://academicworks.cuny.edu/bb_etds/104
Josep M., B., Miguel, S., Leonor, C., & Genís, C. (2010). Cues-tionario de Bienestar Laboral General: Estructura y Pro-piedades Psicométricas. Revista de Psicología Del Trabajo y de Las Organizaciones, 26(2). https://doi.org/10.5093/tr2010v26n2a7
Kelly, E. L., & Moen, P. (2021). OVERLOAD: HOW GOOD JOBS WENT BAD AND WHAT WE CAN DO ABOUT IT. In Over-load: How Good Jobs Went Bad and What we Can Do about It.
Knight, C., Olaru, D., Lee, J. A., & Parker, S. K. (2022). The Loneliness of the Hybrid Worker. MIT Sloan Manage-ment Review, 63(4).
Pando, M., Varillas, W., Aranda, C., & Elizalde, F. (2016). Análisis factorial exploratorio del “Cuestionario de fac-tores psicosociales en el trabajo” en Perú Exploratory and factorial analysis of the “Questionnaire of psychoso-cial factors at work” in Peru. Anales Facultad Medicina, 77(4).
Pando-Moreno, M., Gascón-Santos, S., Varillas-Vilchez, W., & Aranda-Beltrán, C. (2019). Exposición a factores psicoso-ciales laborales y sintomatología de estrés en trabajado-res peruanos. Ciencia Unemi, 12(29).
Peters, S. E., Dennerlein, J. T., Wagner, G. R., & Sorensen, G. (2022). Work and worker health in the post-pandemic world: a public health perspective. In The Lancet Public Health (Vol. 7, Issue 2). https://doi.org/10.1016/S2468-2667(21)00259-0
Quintero Bedoya, M. D. C., Zuluaga García, Y. V., & Motta Plazas, N. V. (2017). Factores psicosociales, autoeficacia percibida y engagement en docentes ocasionales de la Universidad de Caldas. https://ridum.umanizales.edu.co/handle/20.500.12746/3057
Ragu-Nathan, T. S., Tarafdar, M., Ragu-Nathan, B. S., & Tu, Q. (2008). The consequences of technostress for end users in organizations: Conceptual development and validation. Information Systems Research, 19(4). https://doi.org/10.1287/isre.1070.0165
Ricaldi Rivera, R., Ruiz Pinto, A., Camero Ricalde, S., Denis Del Mar, D., & Vértiz Osores, R. I. (2021). El trabajo remoto y teletrabajo en tiempo de Post-pandemia COVID-19 en la Ciudad de Lima. Yotantsipanko, 1(2). https://doi.org/10.54288/yotantsipanko.v1i2.2
Saks, A. M., & Gruman, J. A. (2018). Socialization resources theory and newcomers’ work engagement: A new pathway to newcomer socialization. In Career Develop-ment International (Vol. 23, Issue 1). https://doi.org/10.1108/CDI-12-2016-0214
Salazar-Concha, C., Ficapal-Cusí, P., & Boada-Grau, J. (2020). Tecnoestrés. Evolución del concepto y sus principales consecuencias. Teuken Bidikay - Revista Latinoamericana de Investigación En Organizaciones, Ambiente y Socie-dad, 11(17). https://doi.org/10.33571/teuken.v11n17a9
Schein, E. H. (1990). Organizational Culture: What it is and How to Change it. In Human Resource Management in Inter-national Firms. https://doi.org/10.1007/978-1-349-11255-5_4
Schein, E. H. (1995). The Role of the Founder in Creating Or-ganizational Culture. Family Business Review, 8(3). https://doi.org/10.1111/j.1741-6248.1995.00221.x
Shirmohammadi, M., Au, W. C., & Beigi, M. (2022). Remote work and work-life balance: Lessons learned from the covid-19 pandemic and suggestions for HRD practition-ers. Human Resource Development International, 25(2). https://doi.org/10.1080/13678868.2022.2047380
Simpson Jr., K. F. (1994). Organizational Culture and Leader-ship, 2nd Edition - Schein, E.H. Personnel Psychology, 47(2).
Song, Y., & Gao, J. (2020). Does Telework Stress Employees Out? A Study on Working at Home and Subjective Well-Being for Wage/Salary Workers. Journal of Happiness Studies, 21(7). https://doi.org/10.1007/s10902-019-00196-6
Thomas, C. H., & Lankau, M. J. (2009). Preventing burnout: The effects of LMX and mentoring on socialization, role stress, and burnout. Human Resource Management, 48(3). https://doi.org/10.1002/hrm.20288
Villavicencio-Ayub, E., Jurado-Cárdenas, S., & Valencia-Cruz, A. (2014). Work engagement and occupational burnout: Its relation to organizational socialization and psychologi-cal resilience. Journal of Behavior, Health & Social Issues, 6(2).
Zhou, T., Xu, C., Wang, C., Sha, S., Wang, Z., Zhou, Y., Zhang, X., Hu, D., Liu, Y., Tian, T., Liang, S., Zhou, L., & Wang, Q. (2022). Burnout and well-being of healthcare workers in the post-pandemic period of COVID-19: a perspective from the job demands-resources model. BMC Health Services Research, 22(1). https://doi.org/10.1186/s12913-022-07608-z
Publicado
2025-04-13
##submission.howToCite##
CALDERÓN MAFUD, José Luis.
Reciprocal Influence of Organizational Socialization and Psychosocial Risks in Flexible Work Arrangements / Influencia recíproca de la Socialización Organizacional y los Riesgos Psicosociales en Arreglos de Trabajo Flexible..
Red de Investigación en Salud en el Trabajo, [S.l.], v. 8, n. 14, p. 26-34, abr. 2025.
ISSN 2594-0988.
Disponible en: <https://rist.zaragoza.unam.mx/index.php/rist/article/view/861>. Fecha de acceso: 15 abr. 2025
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