<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1688-4221</journal-id>
<journal-title><![CDATA[Ciencias Psicológicas]]></journal-title>
<abbrev-journal-title><![CDATA[Cienc. Psicol.]]></abbrev-journal-title>
<issn>1688-4221</issn>
<publisher>
<publisher-name><![CDATA[Universidad Católica del Uruguay.]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1688-42212020000210201</article-id>
<article-id pub-id-type="doi">10.22235/cp.v14i2.2202</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Predictores individuales, contextuales y organizacionales de engagement en el trabajo y job crafting]]></article-title>
<article-title xml:lang="pt"><![CDATA[Preditores individuais, contextuais e organizacionais de engajamento no trabalho e job crafting]]></article-title>
<article-title xml:lang="en"><![CDATA[Individual, contextual and organizational predictors of work engagement and job crafting]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Altamirano]]></surname>
<given-names><![CDATA[Jhoanna]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Oviedo]]></surname>
<given-names><![CDATA[Paula]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Simões Tocchetto]]></surname>
<given-names><![CDATA[Bruna]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Ziebell de Oliveira]]></surname>
<given-names><![CDATA[Manoela]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Pontificia Universidad Católica de Río Grande del Sur (PUCRS)  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Brazil</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Fundación Universidad Federal de Ciencias de la Salud de Porto Alegre (UFCSPA)  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Brazil</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>00</month>
<year>2020</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>00</month>
<year>2020</year>
</pub-date>
<volume>14</volume>
<numero>2</numero>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.edu.uy/scielo.php?script=sci_arttext&amp;pid=S1688-42212020000210201&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.edu.uy/scielo.php?script=sci_abstract&amp;pid=S1688-42212020000210201&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.edu.uy/scielo.php?script=sci_pdf&amp;pid=S1688-42212020000210201&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen: El propósito de esta investigación fue identificar, en un grupo de motivadores, los predictores de engagement en el trabajo y comportamientos de job crafting con base en la teoría de demandas y recursos laborales junto con el modelo de las ocho fuerzas motivacionales de permanencia y turnover. Integraron la muestra 215 trabajadores brasileños del área de comunicación y marketing. Los resultados mostraron que: a) los aspectos individuales no predicen engagement ni job crafting, b) los aspectos contextuales (expectativas de amigos y empleabilidad) predicen de forma diferenciada ambas variables; y finalmente, c) los aspectos organizacionales (identificación afectiva, posibilidades de crecimiento, relaciones interpersonales y costos asociados a dejar la organización) predicen positivamente tanto engagement como job crafting. Considerando los beneficios de ambas variables a nivel individual y organizacional, el estudio contribuye a la literatura del área al destacar elementos que las promueven.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo: O objetivo deste estudo foi identificar, a partir de um grupo de motivadores, os preditores de engajamento no trabalho e comportamentos de job crafting com base na teoria de demandas e recursos de trabalho e no modelo das oito forças motivacionais de permanência e turnover. A amostra foi composta por 215 trabalhadores brasileiros da área de comunicação e marketing. Os resultados mostraram que: a) os aspectos individuais não predizem engajamento e job crafting; b) os aspectos contextuais (expectativas de amigos e empregabilidade) predizem de forma diferenciada ambas as variáveis; e por fim, c) os aspectos organizacionais (identificação afetiva, possibilidades de crescimento, relações interpessoais e custos associados a deixar a organização) predizem positivamente tanto engajamento como job crafting. Considerando os benefícios de ambas variáveis em relação aos níveis individual e organizacional, o estudo contribui para a literatura da área ao destacar elementos que as promovem.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract: The purpose of this research was to identify, in a group of motivators, the predictors of engagement at work and job crafting based on the job demand-resources theory with the eight motivational forces model of permanence and turnover. The sample comprised 215 Brazilian workers of the communication and marketing area. The results showed that: a) the individual aspects do not predict engagement at work nor job crafting, b) the contextual aspects (friends expectations and employability) predict in a different way both variables; and finally, c) the organizational aspects (affective identification, growth possibilities, interpersonal relationships and costs associated with leaving the organization) positively predict both engagement at work and job crafting. Considering the benefits of both variables at the individual and organizational level, the study contributes to the literature of the area by highlighting elements that promote them.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[engagement laboral]]></kwd>
<kwd lng="es"><![CDATA[job crafting]]></kwd>
<kwd lng="es"><![CDATA[comportamiento organizacional]]></kwd>
<kwd lng="es"><![CDATA[motivación]]></kwd>
<kwd lng="pt"><![CDATA[engajamento no trabalho]]></kwd>
<kwd lng="pt"><![CDATA[job crafting]]></kwd>
<kwd lng="pt"><![CDATA[comportamento organizacional]]></kwd>
<kwd lng="pt"><![CDATA[motivação]]></kwd>
<kwd lng="en"><![CDATA[work engagement]]></kwd>
<kwd lng="en"><![CDATA[job crafting]]></kwd>
<kwd lng="en"><![CDATA[organizational behavior]]></kwd>
<kwd lng="en"><![CDATA[motivation]]></kwd>
</kwd-group>
</article-meta>
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