Más allá de la gestión de las demandas laborales y extralaborales: El rol de las iniciativas organizacionales de conciliación trabajo-vida en la relación entre la interacción trabajo-vida y la satisfacción laboral.
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En las últimas décadas, los cambios en los roles de género, las familias, el trabajo y las carreras han impulsado el interés en la interacción trabajo-vida como un campo de estudio fundamental. Estas transformaciones han generado desafíos tanto para los empleados, que se ven forzados a conciliar las demandas laborales y extralaborales en escenarios cada vez más complejos, como para las organizaciones, que deben brindar recursos, conocidos como iniciativas organizacionales de conciliación trabajo-vida, para ayudar a sus trabajadores a cumplir eficazmente con ambas responsabilidades. Si bien gran parte de la investigación sobre la interacción trabajo-vida se ha centrado en el conflicto trabajo-vida y sus efectos negativos sobre la satisfacción laboral, familiar y vital, los estudios también han resaltado la importancia del enriquecimiento trabajo-vida, es decir, el proceso mediante el cual las
dinámicas positivas entre el trabajo y la vida personal mejoran el bienestar y el desempeño. A pesar de su naturaleza interconectada, el conflicto y el enriquecimiento trabajo-vida suelen estudiarse de manera aislada, lo que limita la comprensión de las dinámicas más complejas de la interacción trabajo-vida. Por ello, es crucial seguir investigando los factores y procesos más efectivos para gestionar tanto el conflicto como el enriquecimiento trabajo-vida. Este estudio analiza el papel de las iniciativas organizacionales de conciliación trabajo-vida en la relación entre la interacción trabajo-vida y la satisfacción laboral, utilizando una muestra no probabilística de 362 empleados argentinos. El análisis de regresión múltiple revela que estas iniciativas, particularmente aquellas relacionadas con la flexibilidad laboral, son fundamentales para mitigar el conflicto trabajo-vida y promover el enriquecimiento trabajo vida. Estos hallazgos contribuyen a la literatura al ofrecer una comprensión más integral de cómo las iniciativas organizacionales de conciliación trabajo-vida influencian las respuestas afectivas de los empleados a la interacción trabajo-vida.
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