<?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>1646-9895</journal-id>
<journal-title><![CDATA[RISTI - Revista Ibérica de Sistemas e Tecnologias de Informação]]></journal-title>
<abbrev-journal-title><![CDATA[RISTI]]></abbrev-journal-title>
<issn>1646-9895</issn>
<publisher>
<publisher-name><![CDATA[AISTI - Associação Ibérica de Sistemas e Tecnologias de Informação]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1646-98952024000400005</article-id>
<article-id pub-id-type="doi">10.17013/risti.56.2-20</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[El engagement como resultado del apoyo organizacional y su impacto en la calidad de vida de los colaboradores]]></article-title>
<article-title xml:lang="en"><![CDATA[Engagement as a result of organizational support and its impact on the quality of life of the collaborators]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Quezada-Avendaño]]></surname>
<given-names><![CDATA[Valeria]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[López-Inda]]></surname>
<given-names><![CDATA[Karina Azucena]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[López-Arellano]]></surname>
<given-names><![CDATA[José Ramón]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Romero-Rubio]]></surname>
<given-names><![CDATA[Salvador Abraham]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad Autónoma de Sinaloa  ]]></institution>
<addr-line><![CDATA[Sinaloa ]]></addr-line>
<country>Mexico</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>
<numero>56</numero>
<fpage>5</fpage>
<lpage>20</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_arttext&amp;pid=S1646-98952024000400005&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_abstract&amp;pid=S1646-98952024000400005&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.pt/scielo.php?script=sci_pdf&amp;pid=S1646-98952024000400005&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen Este estudio investiga la relación entre el apoyo organizacional percibido y el engagement de los colaboradores. Se trabajó sobre un estudio de caso, bajo un enfoque mixto de alcance correlacional y con diseño no experimental, transaccional. Se utilizaron como instrumentos la Escala de Apoyo Organizacional Percibido, el cuestionario de Utrecht Work Engagement Scale, ficha de observación, fotografías y la entrevista semiestructurada. Los resultados evidencian una correlación alta, positiva y directa entre el apoyo organizacional percibido y engagement cuyo indicador es RHO= .724. Asimismo, a través del modelo de regresión se concluye que el 47.7% del engagement es explicado por el apoyo organizacional percibido. Los hallazgos sugieren que las organizaciones deben implementar estrategias específicas para fortalecer la percepción de apoyo. Entre las recomendaciones se incluyen el desarrollo de programas de capacitación y el fomento de un ambiente laboral positivo, para mejorar su bienestar, motivación y rendimiento, incrementando la funcionalidad administrativa y retención del talento.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract This study investigates the relationship between perceived organizational support and employee engagement. A case study was conducted using a mixed approach of correlational scope and a non-experimental, transactional design. The instruments used were the Perceived Organizational Support Scale, the Utrecht Work Engagement Scale questionnaire, an observation form, photographs, and a semi-structured interview. The results show a high, positive, and direct correlation between perceived organizational support and engagement, whose indicator is RHO= .724. Likewise, through the regression model, it is concluded that 47.7% of engagement is explained by perceived organizational support. The findings suggest that organizations should implement specific strategies to strengthen the perception of support. Recommendations include the development of training programs and the promotion of a positive work environment to improve well-being, motivation, and performance, increasing administrative functionality and talent retention.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[Recursos humanos]]></kwd>
<kwd lng="es"><![CDATA[apoyo organizacional percibido]]></kwd>
<kwd lng="es"><![CDATA[engagement]]></kwd>
<kwd lng="es"><![CDATA[employee well-being]]></kwd>
<kwd lng="es"><![CDATA[workplace productivity.]]></kwd>
<kwd lng="en"><![CDATA[Human resources]]></kwd>
<kwd lng="en"><![CDATA[perceived organizational support]]></kwd>
<kwd lng="en"><![CDATA[engagement]]></kwd>
<kwd lng="en"><![CDATA[motivation]]></kwd>
<kwd lng="en"><![CDATA[job performance.]]></kwd>
</kwd-group>
</article-meta>
</front><back>
<ref-list>
<ref id="B1">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Armeli]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Eisenberger]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Fasolo]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
<name>
<surname><![CDATA[Lynch]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[El apoyo organizacional percibido y el desempeño policial: la influencia moderadora de las necesidades socioemocionales]]></article-title>
<source><![CDATA[Journal of Applied Psychology]]></source>
<year>1998</year>
<volume>83</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>288-97</page-range></nlm-citation>
</ref>
<ref id="B2">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Cárdenas Aguilar]]></surname>
<given-names><![CDATA[T. D. J.]]></given-names>
</name>
<name>
<surname><![CDATA[Jaik Dipp]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Inventario para la medición del engagement (Ilusión por el trabajo). Un estudio instrumental]]></article-title>
<source><![CDATA[Psicogente]]></source>
<year>2014</year>
<volume>17</volume>
<numero>32</numero>
<issue>32</issue>
<page-range>294-306</page-range></nlm-citation>
</ref>
<ref id="B3">
<nlm-citation citation-type="">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Córdoba]]></surname>
<given-names><![CDATA[N.]]></given-names>
</name>
</person-group>
<source><![CDATA[Niveles de engagement en los colaboradores de una industria de detergentes ubicada en Escuintla]]></source>
<year>2015</year>
</nlm-citation>
</ref>
<ref id="B4">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Eder]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
<name>
<surname><![CDATA[Eisenberger]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Soporte organizacional percibido: reduciendo la influencia negativa del comportamiento de retirada de compañeros de trabajo]]></article-title>
<source><![CDATA[Journal of Management]]></source>
<year>2008</year>
<volume>34</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>55-68</page-range></nlm-citation>
</ref>
<ref id="B5">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Eisenberger]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Huntington]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Hutchison]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Sowa]]></surname>
<given-names><![CDATA[D.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Apoyo organizacional percibido]]></article-title>
<source><![CDATA[Journal of Applied Psychology]]></source>
<year>1986</year>
<volume>71</volume>
<numero>3</numero>
<issue>3</issue>
<page-range>500-7</page-range></nlm-citation>
</ref>
<ref id="B6">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Eisenberger]]></surname>
<given-names><![CDATA[R.]]></given-names>
</name>
<name>
<surname><![CDATA[Armeli]]></surname>
<given-names><![CDATA[S.]]></given-names>
</name>
<name>
<surname><![CDATA[Rexwinkel]]></surname>
<given-names><![CDATA[B.]]></given-names>
</name>
<name>
<surname><![CDATA[Lynch]]></surname>
<given-names><![CDATA[P. D.]]></given-names>
</name>
<name>
<surname><![CDATA[Rhoades]]></surname>
<given-names><![CDATA[L.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Reciprocidad del apoyo organizacional percibido]]></article-title>
<source><![CDATA[Journal of Applied Psychology]]></source>
<year>2001</year>
<volume>86</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>42-51</page-range></nlm-citation>
</ref>
<ref id="B7">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Flores]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Gómez]]></surname>
<given-names><![CDATA[I.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[El apoyo organizacional percibido y el compromiso organizacional en una empresa privada en Lima, Perú]]></article-title>
<source><![CDATA[Ajayu Órgano de DiFusión Científica del departamento de Psicología Ucbsp]]></source>
<year>2018</year>
<volume>16</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>1-30</page-range></nlm-citation>
</ref>
<ref id="B8">
<nlm-citation citation-type="">
<person-group person-group-type="author">
<name>
<surname><![CDATA[López]]></surname>
<given-names><![CDATA[F. F.]]></given-names>
</name>
</person-group>
<source><![CDATA[Apoyo administrativo a la gestión de recursos humanos. UF0345. Tutor Formación]]></source>
<year>2017</year>
</nlm-citation>
</ref>
<ref id="B9">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Maslach]]></surname>
<given-names><![CDATA[C.]]></given-names>
</name>
<name>
<surname><![CDATA[Schaufeli]]></surname>
<given-names><![CDATA[W. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Leiter]]></surname>
<given-names><![CDATA[M. P.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Job burnout]]></article-title>
<source><![CDATA[Annual Review of Psychology]]></source>
<year>2022</year>
<volume>52</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>397-422</page-range></nlm-citation>
</ref>
<ref id="B10">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Morales Vásquez]]></surname>
<given-names><![CDATA[F. A.]]></given-names>
</name>
<name>
<surname><![CDATA[Zenteno Villar]]></surname>
<given-names><![CDATA[P. A.]]></given-names>
</name>
<name>
<surname><![CDATA[Jiménez Figueroa]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<source><![CDATA[Compromiso Organizacional y Apoyo Organizacional Percibido en relación con Políticas Familiarmente Responsables en empresas de la región del Maule]]></source>
<year>2014</year>
<publisher-name><![CDATA[Universidad de Talca Chile, Facultad de Psicología]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B11">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Ortega]]></surname>
<given-names><![CDATA[V.]]></given-names>
</name>
<name>
<surname><![CDATA[Martín-Quirós]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Adaptación Al Castellano de la Versión Revisada de Lass Scales de Meyer de Meyer, Allen y Smith (1993)]]></article-title>
<source><![CDATA[Encuentros en Psicología Social]]></source>
<year>2003</year>
<volume>1</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>7-11</page-range></nlm-citation>
</ref>
<ref id="B12">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Ortiz-Isabeles]]></surname>
<given-names><![CDATA[C. J.]]></given-names>
</name>
<name>
<surname><![CDATA[García-Avitia]]></surname>
<given-names><![CDATA[C. A.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Relación entre el apoyo organizacional percibido y el engagement en los trabajadores mexicanos]]></article-title>
<source><![CDATA[Psicogente]]></source>
<year>2021</year>
<volume>24</volume>
<numero>45</numero>
<issue>45</issue>
<page-range>59-76</page-range></nlm-citation>
</ref>
<ref id="B13">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Parapar]]></surname>
<given-names><![CDATA[C. C. P.]]></given-names>
</name>
</person-group>
<source><![CDATA[Apoyo organizacional percibido y engagement en una empresa de construcción]]></source>
<year>2019</year>
<publisher-name><![CDATA[Pontificia Universidad Católica del Perú, Facultad de Psicología. Mención: Psicología Social]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B14">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Salazar Cueva]]></surname>
<given-names><![CDATA[P. M.]]></given-names>
</name>
</person-group>
<source><![CDATA[Relación entre satisfacción laboral y compromiso organizacional: un estudio en una entidad pública ecuatoriana]]></source>
<year>2018</year>
<publisher-name><![CDATA[Universidad Andina Simón Bolívar]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B15">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Schaufeli]]></surname>
<given-names><![CDATA[W. B.]]></given-names>
</name>
<name>
<surname><![CDATA[Salanova]]></surname>
<given-names><![CDATA[M.]]></given-names>
</name>
<name>
<surname><![CDATA[González-Romá]]></surname>
<given-names><![CDATA[V.]]></given-names>
</name>
<name>
<surname><![CDATA[Bakker]]></surname>
<given-names><![CDATA[A. B.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[La medición del compromiso y el agotamiento: un enfoque analítico factor confirmatorio de dos muestras]]></article-title>
<source><![CDATA[Journal of Happiness Studies]]></source>
<year>2002</year>
<volume>3</volume>
<page-range>71-92</page-range></nlm-citation>
</ref>
<ref id="B16">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Schaufeli]]></surname>
<given-names><![CDATA[W. Y]]></given-names>
</name>
<name>
<surname><![CDATA[Bakker]]></surname>
<given-names><![CDATA[A.]]></given-names>
</name>
</person-group>
<source><![CDATA[Escala Utrecht de compromiso en el Trabajo]]></source>
<year>2011</year>
<publisher-loc><![CDATA[Utrecht, Países Bajos ]]></publisher-loc>
<publisher-name><![CDATA[Unidad de Psicología de la Salud Ocupacional. Universidad Utrecht]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B17">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Smith]]></surname>
<given-names><![CDATA[T. R.]]></given-names>
</name>
<name>
<surname><![CDATA[Collins]]></surname>
<given-names><![CDATA[P.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[Employee engagement and organizational outcomes: A systematic review]]></article-title>
<source><![CDATA[Human Resource Management Review]]></source>
<year>2021</year>
<volume>31</volume>
<numero>2</numero>
<issue>2</issue>
<page-range>100-13</page-range></nlm-citation>
</ref>
<ref id="B18">
<nlm-citation citation-type="book">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Varas Constanzo]]></surname>
<given-names><![CDATA[I.]]></given-names>
</name>
</person-group>
<source><![CDATA[Apoyo Organizacional Percibido y Satisfacción Laboral en Teletrabajadores]]></source>
<year>2019</year>
<publisher-name><![CDATA[Universitat de Barcelona]]></publisher-name>
</nlm-citation>
</ref>
<ref id="B19">
<nlm-citation citation-type="journal">
<person-group person-group-type="author">
<name>
<surname><![CDATA[Xie]]></surname>
<given-names><![CDATA[J.]]></given-names>
</name>
<name>
<surname><![CDATA[Yang]]></surname>
<given-names><![CDATA[X.]]></given-names>
</name>
<name>
<surname><![CDATA[Zhang]]></surname>
<given-names><![CDATA[Z.]]></given-names>
</name>
</person-group>
<article-title xml:lang=""><![CDATA[The role of organizational support in employee engagement and job performance]]></article-title>
<source><![CDATA[Journal of Applied Psychology]]></source>
<year>2023</year>
<volume>108</volume>
<numero>1</numero>
<issue>1</issue>
<page-range>79-95</page-range></nlm-citation>
</ref>
</ref-list>
</back>
</article>
