<?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>2011-3080</journal-id>
<journal-title><![CDATA[CES Psicología]]></journal-title>
<abbrev-journal-title><![CDATA[CES Psicol]]></abbrev-journal-title>
<issn>2011-3080</issn>
<publisher>
<publisher-name><![CDATA[Universidad CES]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S2011-30802019000200126</article-id>
<article-id pub-id-type="doi">10.21615/cesp.12.2.9</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Relación del Bienestar Subjetivo de los trabajadores con su Compromiso hacia la organización]]></article-title>
<article-title xml:lang="en"><![CDATA[The relationship of the Subjective Wellbeing of the Workers with their Commitment towards the Organization]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Fonseca Herrera]]></surname>
<given-names><![CDATA[Jessica María Guadalupe]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Cruz Torres]]></surname>
<given-names><![CDATA[Christian Enrique]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad de Guanajuato Departamento de Psicología ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Mexico</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad de Guanajuato Departamento de Psicología ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Mexico</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>08</month>
<year>2019</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>08</month>
<year>2019</year>
</pub-date>
<volume>12</volume>
<numero>2</numero>
<fpage>126</fpage>
<lpage>140</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S2011-30802019000200126&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S2011-30802019000200126&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S2011-30802019000200126&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen El compromiso organizacional (CO) de los trabajadores es entendido como una actitud o estado de ánimo que deriva en comportamientos como la intención de permanecer en la organización, la identificación con sus valores y la percepción de tener una deuda moral con la misma por los beneficios recibidos. Estudios previos muestran que el CO impacta positivamente el bienestar subjetivo de los trabajadores (BS), entendido este último como la evaluación cognitiva y afectiva que hacen las personas de la satisfacción sobre su propia vida. Otros estudios afirman que es el BS el que predice el CO. El objetivo del presente estudio fue especificar la dirección de esta relación, para lo cual se aplicó el Instrumento de Compromiso Organizacional para evaluar el CO y el módulo básico del Bienestar Autorreportado (BIARE) para evaluar el BS, a 230 trabajadores de una organización educativa pública de nivel superior en México. Mediante modelos de ecuaciones estructurales se contrastaron las hipótesis de relaciones en uno y otro sentido entre ambas variables con una tercera hipótesis con relaciones recíprocas entre ambas. Se identificó como mejor modelo el que presenta relaciones recíprocas y positivas entre el CO y el BS (Chi2=21.16; gl=16; p=0.172; RMR=.043; GFI=.976; CFI=.991; RMSEA=0.03 [IC 90%= 0.00, 0.07]). Se concluye que un incremento en el CO genera un incremento en el BS de los trabajadores, y la relación positiva entre ambas variables es recíproca. Se discuten las implicaciones de estos resultados para la relación de los trabajadores con su contexto laboral.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract The organizational employee commitment conceptualizes the intention to remain in the work place, as the identification of corporative values and the moral sense of engagement due to the benefits received, under the name of organizational commitment (OC). Previous studies show that OC positively affects the subjective well-being of workers (SW), understood as the cognitive and affective assessment that people make of their own life satisfaction. Other studies state that the effect goes from SW to OC. This study aimed to specify the direction of this relationship, for this purpose OC and SW instruments were applied to 230 workers of a higher education public organization in Mexico. Using structural equation models, the hypothesis of relations in both directions between the two variables was contrasted with a third hypothesis of reciprocal relationships between both. The best model was identified as having positive and reciprocal relationships between CO and BS (Chi2 = 65,627, df = 18, p = 0.000, RMR = .074, RMSEA = .111 [CI 90%= .083, .141]; GFI = .931; CFI = .915). It is concluded that increases in OC strengthen SW, and positive relationship between both variables is reciprocal. The implications of the findings on workers´ relationships in the work place are discussed.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[Bienestar Subjetivo]]></kwd>
<kwd lng="es"><![CDATA[Bienestar en el Trabajo]]></kwd>
<kwd lng="es"><![CDATA[Bienestar Laboral]]></kwd>
<kwd lng="es"><![CDATA[Satisfacción Laboral]]></kwd>
<kwd lng="es"><![CDATA[Compromiso Organizacional]]></kwd>
<kwd lng="es"><![CDATA[Cultura Organizacional]]></kwd>
<kwd lng="es"><![CDATA[Clima Organizacional]]></kwd>
<kwd lng="en"><![CDATA[Subjective Well-Being]]></kwd>
<kwd lng="en"><![CDATA[Well-Being at Work]]></kwd>
<kwd lng="en"><![CDATA[Labor Well-Being]]></kwd>
<kwd lng="en"><![CDATA[Job Satisfaction]]></kwd>
<kwd lng="en"><![CDATA[Organizational Commitment]]></kwd>
<kwd lng="en"><![CDATA[Organizational Culture]]></kwd>
<kwd lng="en"><![CDATA[Organizational Climate]]></kwd>
</kwd-group>
</article-meta>
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