Antecedentes y consecuencias de los comportamientos prosociales de voz y silencio

Alicia Omar

doi:10.18682/pd.v10i0.399

Alicia Omar Universidad Nacional de Rosario

DOI: https://doi.org/10.18682/pd.v10i0.399

Palabras clave: Comportamientos prosociales de voz y de silencio, Dimensiones de personalidad, Justicia organizacional

Resumen

Los comportamientos prosociales son aquellos que propician la solidaridad y la armonía en las relaciones interpersonales, y producen beneficios personales o colectivos. Si bien las primeras investigaciones sobre prosocialidad laboral estuvieron orientadas al estudio de conductas convencionales tales como ayuda, cortesía y espíritu deportivo, la identificación y operacionalización de nuevas dimensiones está ampliando rápidamente esta red nomológica. Tal es el caso de los comportamientos de voz y de silencio prosociales, recientemente introducidos en la literatura científica. El objetivo del presente estudio fue explorar las posibles relaciones entre la ejecución de comportamientos de voz y de silencio por parte de los trabajadores y su estructura de personalidad, así como examinar el rol de las percepciones de justicia interpersonal sobre tales relaciones. Se trabajó con una muestra de 316 empleados de empresas públicas y privadas santafesinas, con una edad promedio de 37 años y una antigüedad laboral media de 4,2 años. Los sujetos completaron la Escala de Justicia Organizacional de Colquitt, el Cuestionario de Personalidad de Eysenck y las Escalas de Voz y Silencio Prosociales de Van Dyne. La extraversión y el neuroticismo emergieron como los predictores más fuertes de la voz y del silencio prosocial, respectivamente. Las percepciones de justicia interpersonal surgieron como moderadoras de la ‘natural’ tendencia de los trabajadores extravertidos a involucrarse en comportamientos de voz prosocial, y de los trabajadores emocionalmente controlados a desplegar comportamientos de silencio prosocial. Tales hallazgos estarían indicando que la promoción de altos niveles de justicia interpersonal en contextos laborales podría ayudar a los trabajadores a involucrarse en más comportamientos prosociales con los consiguientes efectos positivos para la organización.

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