<?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>1794-9998</journal-id>
<journal-title><![CDATA[Diversitas: Perspectivas en Psicología]]></journal-title>
<abbrev-journal-title><![CDATA[Divers.: Perspect. Psicol.]]></abbrev-journal-title>
<issn>1794-9998</issn>
<publisher>
<publisher-name><![CDATA[Universidad Santo Tomás]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1794-99982024000200109</article-id>
<article-id pub-id-type="doi">10.15332/22563067.10714</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Resilience and supportive climate as determinants of the influence of supportive leadership on dedication at work1]]></article-title>
<article-title xml:lang="es"><![CDATA[La resiliencia y el clima de apoyo como determinantes de la influencia del liderazgo de apoyo en la dedicación al trabajo]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Fajardo-Castro]]></surname>
<given-names><![CDATA[Leady Viky]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Díaz-Fúnez]]></surname>
<given-names><![CDATA[Pedro Antonio]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Mañas-Rodríguez]]></surname>
<given-names><![CDATA[Miguel Ángel]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universitat de València  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>España</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad de Almería  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>España</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidad de Almerí  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>España</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2024</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2024</year>
</pub-date>
<volume>20</volume>
<numero>2</numero>
<fpage>109</fpage>
<lpage>124</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S1794-99982024000200109&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S1794-99982024000200109&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S1794-99982024000200109&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract This study aims to examine the link between leaders&#8217; support and employees&#8217; dedication as a central dimension of engagement. We also test the mediation of a supportive climate in this connection, as well as the moderating role of resilience in the relationship between leaders&#8217; support and the perception of the supportive climate. The study employs a quantitative approach, with data collected from 394 employees across 15 companies within a holding company in Colombia. The results substantiate that resilience plays a crucial role in magnifying the relationship between leaders&#8217; support and employees&#8217; perception of a supportive climate. This heightened perception, in turn, correlates positively with increased dedication at work (B = .024, SE = .107, 95% BC CI from .004 to .045). This research contributes to the existing body of knowledge by unveiling the significance of resilience as a key factor that amplifies the link between leaders&#8217; support and the perception of a supportive climate. While the study provides valuable insights, certain limitations exist. The findings are based on data from a specific sector in Colombia, and generalisability to other contexts may be constrained. Future research could explore diverse industries and geographical regions for a more comprehensive understanding. The findings of this research offer practical insights for organisations and leaders seeking to enhance employee dedication. Understanding the interplay between leaders&#8217; support, supportive climate, and the moderating effect of resilience can inform the development and implementation of effective human resource strategies.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen Este estudio tiene como objetivo examinar el vínculo entre el apoyo de los líderes y la dedicación de los empleados como una dimensión central del engagement. Así mismo, se evalúa la mediación del clima de apoyo en esta relación, así como el rol moderador de la resiliencia en la relación entre el apoyo de los líderes y la percepción del clima de apoyo. El estudio emplea un enfoque cuantitativo. Los datos se recopilaron de 394 empleados de 15 empresas pertenecientes a un holding en Colombia. Los resultados confirman que la resiliencia desempeña un papel crucial al intensificar la relación entre el apoyo de los líderes y la percepción de un clima de apoyo por parte de los empleados. Esta percepción intensificada, a su vez, se correlaciona positivamente con un aumento en la dedicación laboral (B: .024, SE: .107, IC al 95% BC de .004 a .045). Esta investigación contribuye al cuerpo existente de conocimiento al revelar la importancia de la resiliencia como un factor clave que amplifica el vínculo entre el apoyo de los líderes y la percepción de un clima de apoyo. Aunque el estudio ofrece aportes valiosos, presenta ciertas limitaciones. Los hallazgos se basan en datos de un sector específico en Colombia, lo que puede limitar su generalización a otros contextos. Investigaciones futuras podrían explorar diversas industrias y regiones geográficas para una comprensión más amplia. Los resultados de esta investigación brindan implicaciones prácticas para las organizaciones y los líderes que buscan mejorar la dedicación de los empleados. Comprender la interacción entre el apoyo de los líderes, el clima de apoyo y el efecto moderador de la resiliencia puede orientar el desarrollo e implementación de estrategias efectivas de recursos humanos.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[resilience]]></kwd>
<kwd lng="en"><![CDATA[supportive climate]]></kwd>
<kwd lng="en"><![CDATA[leader support]]></kwd>
<kwd lng="en"><![CDATA[dedication at work]]></kwd>
<kwd lng="en"><![CDATA[moderated mediation]]></kwd>
<kwd lng="es"><![CDATA[resiliencia]]></kwd>
<kwd lng="es"><![CDATA[clima de apoyo]]></kwd>
<kwd lng="es"><![CDATA[apoyo del líder]]></kwd>
<kwd lng="es"><![CDATA[dedicación laboral]]></kwd>
<kwd lng="es"><![CDATA[mediación moderada]]></kwd>
</kwd-group>
</article-meta>
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