<?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>0124-0137</journal-id>
<journal-title><![CDATA[Psicogente]]></journal-title>
<abbrev-journal-title><![CDATA[Psicogente]]></abbrev-journal-title>
<issn>0124-0137</issn>
<publisher>
<publisher-name><![CDATA[Universidad Simón Bolívar]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0124-01372020000100043</article-id>
<article-id pub-id-type="doi">10.17081/psico.23.43.3084</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Efecto de la Socialización Organizacional en el Engagement de Trabajadores Mexicanos: Claridad y Futuro]]></article-title>
<article-title xml:lang="en"><![CDATA[Effect of Organizational Socialization on Mexican workers&#8217; engagement: Clarity and Future]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Calderón-Mafud]]></surname>
<given-names><![CDATA[José Luis]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Pando-Moreno]]></surname>
<given-names><![CDATA[Manuel]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Preciado-Serrano]]></surname>
<given-names><![CDATA[Ma. de Lourdes]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Colunga-Rodríguez]]></surname>
<given-names><![CDATA[Cecilia]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad de Colima  ]]></institution>
<addr-line><![CDATA[Colima ]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad de Guadalajara  ]]></institution>
<addr-line><![CDATA[Guadalajara ]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidad de Guadalajara  ]]></institution>
<addr-line><![CDATA[Guadalajara ]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="Af4">
<institution><![CDATA[,Universidad de Guadalajara  ]]></institution>
<addr-line><![CDATA[Guadalajara ]]></addr-line>
<country>Mexico</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2020</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2020</year>
</pub-date>
<volume>23</volume>
<numero>43</numero>
<fpage>43</fpage>
<lpage>63</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S0124-01372020000100043&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S0124-01372020000100043&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S0124-01372020000100043&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen  Introducción: En el estudio del comportamiento organizacional se destaca con más frecuencia la importancia del proceso de socialización organizacional, relacionado con la adaptación al trabajo y el desarrollo de las competencias para el rol laboral; así como un interés creciente por los estados positivos en el trabajo como el work engagement (caracterizado por el vigor, dedicación y absorción) y que puede evidenciar la identificación del trabajador con la cultura de la organización.  Objetivo:  Examinar el efecto de los dominios de la socialización organizacional sobre el work engagement que reportan tener los trabajadores mexicanos de la muestra.  Método:  Estudio transversal-correlacional analítico, mediante análisis de regresión con los datos del Inventario de Socialización Organizacional de Taormina (1994), y el Utrecht Work Engagement Scale, en su versión al español por Schaufeli, Bakker y Salanova (2006), en 187 trabajadores mexicanos.  Resultados:  Los análisis de regresión mostraron que la combinación de la comprensión funcional y las perspectivas de futuro se combinan para la aparición del vigor (Beta .29, .21), la absorción (Beta .23, .23) y la dedicación al trabajo (Beta .34, .25) en los trabajadores de la muestra. Se encontró que los cuatro factores de la socialización organizacional correlacionan con el vigor (.35), la absorción (.34) y la dedicación (.47).  Conclusiones:  En los trabajadores de la muestra la comprensión y las perspectivas de beneficios, generan efectos en el vigor, la absorción y la dedicación al trabajo. Se señala la importancia de la socialización en la aparición de engagement como antecedente y componente de la productividad y el bienestar en el trabajo.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract  Introduction: not only the importance of the process of organizational socialization related to work adaptability and the development of competencies for the job role, has recently been highlighted more frequently in organizational behavior studies, but also a growing interest in positive states of work such as work engagement (characterized by vigor, dedication and absorption) and which can demonstrate the identification of the worker with the culture of the organization.  Objective:  to examine the effect of the domains of organizational socialization on the work engagement reported by the Mexican workers in the sample.  Method:  A transversal-correlational analytical study through a regression analysis with the data of the Inventory of Organizational Socialization of Taormina (1994), and the Utrecht Work Engagement Scale, in its Spanish version by Wilmar Schaufeli, Arnold Bakker and Salanova (2006), in 187 Mexican workers, was conducted.  Results:  Regression analysis showed that the combination of understanding and future prospects were integrated for the display of vigor (Beta .29, .21), absorption (Beta .23, .23) and dedication to work (Beta .34, .25) in the sample workers. It was found that the four factors of organizational socialization correlate with vigor (.35), absorption (.34) and dedication (.47).dedication.  Conclusions:  In the workers of the sample the understanding and the perspectives of benefits, generate effects in the vigor, the absorption and the dedication to the work. The importance of socialization in the appearance of engagement as a psychological state related to productivity and well-being at work is pointed out.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[socialización organizacional]]></kwd>
<kwd lng="es"><![CDATA[work engagement]]></kwd>
<kwd lng="es"><![CDATA[comportamiento en el trabajo.]]></kwd>
<kwd lng="en"><![CDATA[organizational socialization]]></kwd>
<kwd lng="en"><![CDATA[work engagement]]></kwd>
<kwd lng="en"><![CDATA[behavior at work]]></kwd>
</kwd-group>
</article-meta>
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<article-title xml:lang=""><![CDATA[Work engagement and financial returns: A diary study on the role of job and personal resources]]></article-title>
<source><![CDATA[Journal of Occupational and Organizational Psychology]]></source>
<year>2009</year>
<volume>82</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>183-200</page-range></nlm-citation>
</ref>
</ref-list>
</back>
</article>
