Happiness management e intención de rotar: diferencias sectoriales en los efectos de mediación del estrés
DOI:
https://doi.org/10.17561/ree.n2.2025.9542Keywords:
happiness management , estrés laboral, intención de rotar, teoría JD-R, análisis multigrupoAbstract
La retención del talento y la reducción del estrés laboral son desafíos fundamentales en la
gestión organizacional actual. Este estudio analiza el efecto del Happiness Management
sobre la intención de rotación, considerando el estrés laboral como variable mediadora y
comparando empleados del sector público y privado. Basado en la teoría de demandas y
recursos laborales (JD-R), se utilizó un diseño cuantitativo, no experimental y transversal.
Se recolectaron datos mediante un cuestionario en línea aplicado a 414 empleados en
México, y se analizaron con modelado de ecuaciones estructurales basado en covarianza
(CB-SEM) y análisis multigrupo (MGA). Los resultados muestran que el Happiness
Management reduce significativamente la intención de rotación, tanto directa como
indirectamente, al disminuir el estrés laboral. Este efecto es más fuerte en el sector privado,
donde la menor estabilidad laboral incrementa la sensibilidad al bienestar organizacional.
En cambio, en el sector público, el estrés tiene mayor influencia sobre la rotación, lo que
sugiere que factores como la burocracia y la escasez de incentivos pueden limitar el efecto
de las políticas de felicidad. Los datos obtenidos subrayan la importancia de adaptar las
estrategias organizacionales al contexto sectorial. Las organizaciones privadas pueden
beneficiarse más de programas de bienestar, mientras que las públicas deberían enfocarse
en reducir el estrés. Este estudio aporta evidencia empírica para integrar el Happiness
Management en la gestión estratégica del talento, promoviendo entornos laborales más
saludables y sostenibles.
Downloads
References
Ahmad, A. F. (2022). The influence of interpersonal conflict, job stress, and work life balance on employee turnover intention. Journal of Humanities and Education Development, 4(2), 1–16. https://doi.org/10.22161/jhed.4.2.1
Alblihed, M., & Alzghaibi, H. A. (2022). The Impact of Job Stress, Role Ambiguity and Work–Life Imbalance on Turnover Intention during COVID-19: A Case Study of Frontline Health Workers in Saudi Arabia. International Journal of Environmental Research and Public Health, 19(20), 13132. https://doi.org/10.3390/ijerph192013132
Alnuaimi, A., & Assali, M. A. (2024). Top-management attitudes toward workplace happiness: An exploratory case study at a semi-government organization in the United Arab Emirates (UAE). Journal of Infrastructure Policy and Development, 8(10), 6304. https://doi.org/10.24294/jipd.v8i10.6304
Aminihajibashi, S., Jensen, T. K., & Skar, A. S. (2024). Exploring key job demands and resources in Norwegian child mental health services: a cross-sectional study of associations with and relationship between compassion satisfaction, burnout, secondary traumatic stress and turnover intention. Frontiers in Public Health, 12. https://doi.org/10.3389/fpubh.2024.1304345
Aragón, Ó. G., Espinet-Rius, J., Gassiot-Melian, A., Pérez-Muñoz, A., & Ribas-Boadella, A. (2024). Satisfacción laboral y COVID-19: el caso del sector de los cruceros. Revista De Estudios Empresariales, 169–194. https://doi.org/10.17561/ree.n1.2024.8132
Ayele, H. A. (2022). Determinants of turnover intention: the case of Ministry of Federal and Pastoralist Development Affairs in Ethiopia. East African Journal of Business and Economics, 5(1), 164–186. https://doi.org/10.37284/eajbe.5.1.623
Bakker, A. B., & De Vries, J. D. (2020). Job Demands–Resources theory and self-regulation: new explanations and remedies for job burnout. Anxiety Stress & Coping, 34(1), 1–21. https://doi.org/10.1080/10615806.2020.1797695
Bothma, C. F., & Roodt, G. (2013). The validation of the turnover intention scale. SA Journal of Human Resource Management, 11(1). https://doi.org/10.4102/sajhrm.v11i1.507
Browne, M. W., & Cudeck, R. (1992). Alternative ways of assessing model fit. Sociological Methods & Research, 21(2), 230–258. https://doi.org/10.1177/0049124192021002005
Byrne, B. M. (2016). Structural equation modeling with AMOS: Basic Concepts, Applications, and Programming, Third Edition. Routledge.
Cheung, G. W., & Rensvold, R. B. (2002). Evaluating Goodness-of-Fit Indexes for testing measurement invariance. Structural Equation Modeling a Multidisciplinary Journal, 9(2), 233–255. https://doi.org/10.1207/s15328007sem0902_5
Cuesta-Valiño, P., Alonso-García, J., Pablo-Martí, F., & Núñez-Barriopedro, E. (2024a). Constraints and barriers on industrial customer performance in an omnichannel ecosystem. Review of Managerial Science, 18(6), 2749–2780. https://doi.org/10.1007/s11846-024-00780-y
Cuesta-Valiño, P., Gutiérrez-Rodríguez, P., García-Henche, B., & Núñez-Barriopedro, E. (2024b). The impact of corporate social responsibility on consumer brand engagement and purchase intention at fashion retailers. Psychology and Marketing, 41(5), 649–664. https://doi.org/10.1002/mar.21940
Cuesta-Valiño, P., Loranza-Valle, C., Núñez-Barriopedro, E. & Penelas-Leguía. (2023). Model based on service quality, satisfaction and trust, the antecedents of federated athletes' happiness and loyalty. Journal of Management Development, 42(6), 501–513. https://dx.doi.org/10.1108/JMD-02-2023-0056
Cuesta-Valiño, P., Yustres-Duro, P., Melendo-Rodríguez-Carmona, L., & Núñez-Barriopedro, E. (2024c). Happiness management and university entrepreneurship: literature review. Retos Revista de Ciencias de la Administración y Economía, 14(28), 255–268. https://doi.org/10.17163/ret.n28.2024.05
Dash, G., & Paul, J. (2021). CB-SEM vs PLS-SEM methods for research in social sciences and technology forecasting. Technological Forecasting and Social Change, 173, 121092. https://doi.org/10.1016/j.techfore.2021.121092
Del Socorro Encinas-Grijalva, M., Olivieri-Sangiacomo, F. A., Galván-Vela, E., & Ravina-Ripoll, R. (2024). Business readiness for dual transformation: an analysis of business capabilities for digital and sustainable transformation. Discover Sustainability, 5(1). https://doi.org/10.1007/s43621-024-00370-8
Demerouti, E., & Bakker, A. B. (2022). Job demands-resources theory in times of crises: New propositions. Organizational Psychology Review, 13(3), 209–236. https://doi.org/10.1177/20413866221135022
Diaz, J. T., Grajales, J. C., Soto, E. M. E., & Arias, G. E. E. (2024). Work stress and its influence on the employees of a service company in the city of Manizales. International Journal of Professional Business Review, 9(4), e04572. https://doi.org/10.26668/businessreview/2024.v9i4.4572
Dirzyte, A., & Patapas, A. (2022). Positive organizational practices, life satisfaction, and psychological capital in the public and private sectors. Sustainability, 14(1), 488. https://doi.org/10.3390/su14010488
Dutschke, G. (2013). Factores condicionantes de felicidad organizacional. estudio exploratorio de la realidad en Portugal. DOAJ (DOAJ: Directory of Open Access Journals). https://doaj.org/article/d59ac2bdfd8c4033a0dfdee61d54c2e6
Espasandín-Bustelo, F., Ganaza-Vargas, J., & Diaz-Carrion, R. (2020). Employee happiness and corporate social responsibility: the role of organizational culture. Employee Relations, 43(3), 609–629. https://doi.org/10.1108/er-07-2020-0343
Feitor, S., Martins, T., & Borges, E. (2022). Shorted Happiness at Work Scale: Psychometric proprieties of the Portuguese version in a sample of nurses. International Journal of Environmental Research and Public Health, 20(1), 658. https://doi.org/10.3390/ijerph20010658
Firmansyah, D., & Wahdiniwaty, R. (2023). Happiness Management: Theoretical, practical and impact. International Journal of Business Law and Education, 4(2), 747–756. https://doi.org/10.56442/ijble.v4i2.244
Fornell, C., & Larcker, D. F. (1981). Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.1177/002224378101800104
Freire, C., & Azevedo, A. (2023). “Look before you leap”: comparing the turnover intention of nurses as public servants and private employees. Journal of Organizational Effectiveness People and Performance, 11(3), 639–658. https://doi.org/10.1108/joepp-03-2023-0072
Galvan-Vela, E., Ripoll, R. R., Altamirano, M. a. S., & Rodriguez, D. M. S. (2024). El trinomio compromiso, satisfacción y justicia organizacional en el binomio felicidad e intención de rotar. Retos, 14(28), 187–202. https://doi.org/10.17163/ret.n28.2024.01
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2014). Multivariate data analysis (7th ed.). Pearson Education Limited.
Hair, J. F., Jr, Hult, G. T. M., Ringle, C., & Sarstedt, M. (2019). A primer on Partial Least squares Structural Equation Modeling (PLS-SEM). SAGE Publications.
Hair, J. F., Jr, Sarstedt, M., Ringle, C. M., & Gudergan, S. P. (2013). Advanced issues in partial least squares structural equation modeling. SAGE Publications, Incorporated.
Hartwig, T. B., Santos, T. M. D., & Bemvenuti, R. H. (2024). The principal organizational factors that lead to turnover intention: a systematic literature review. GEPROS. Gestão Da Produção, Operações E Sistemas, 1. https://doi.org/10.15675/gepros.2992
Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling a Multidisciplinary Journal, 6(1), 1–55. https://doi.org/10.1080/10705519909540118
Hubona, G. S., Schuberth, F., & Henseler, J. (2021). A clarification of confirmatory composite analysis (CCA). International Journal of Information Management, 61, 102399. https://doi.org/10.1016/j.ijinfomgt.2021.102399
Ilyas, S., Abid, G., & Ashfaq, F. (2022). The impact of perceived organizational support on professional commitment: a moderation of burnout and mediation of well-being. International Journal of Sociology and Social Policy, 43(7/8), 710–726. https://doi.org/10.1108/ijssp-06-2022-0170
Inoue, A., Kawakami, N., Shimomitsu, T., Tsutsumi, A., Haratani, T., Yoshikawa, T., Shimazu, A., & Odagiri, Y. (2014). Development of a short version of the New Brief Job Stress Questionnaire. Industrial Health, 52(6), 535–540. https://doi.org/10.2486/indhealth.2014-0114
Jambrino-Maldonado, C., Rando-Cueto, D., Núñez-Sánchez, J. M., Iglesias-Sanchez, P. P., & De Las Heras-Pedrosa, C. (2022). Bibliometric analysis of international scientific production on the Management of Happiness and Well-Being in Organizations. Social Sciences, 11(7), 272. https://doi.org/10.3390/socsci11070272
Jovović, M., Mišnić, N., Jovović, J., & Pejović, B. (2022). Relation between job engagement, stress, and turnover intentions among public and private sector employees. Ekonomske Ideje I Praksa, 47, 31–44. https://doi.org/10.54318/eip.2022.mj.338
Kaiser, H. F. (1974). An index of factorial simplicity. Psychometrika, 39(1), 31–36. https://doi.org/10.1007/bf02291575
Khairina, N. (2022). The role of perceived organizational support on employee turnover intention. Tazkiya Journal of Psychology, 10(2), 145–154. https://doi.org/10.15408/tazkiya.v10i2.23277
Kim, S., & Kim, J. (2024). The mediating effect of job involvement in the relationship between tennis Instructors’ perceived organizational justice and turnover intentions: a multi-group analysis across generations. Frontiers in Sports and Active Living, 6. https://doi.org/10.3389/fspor.2024.1382751
Lee, H. (2021). Changes in workplace practices during the COVID-19 pandemic: the roles of emotion, psychological safety and organisation support. Journal of Organizational Effectiveness People and Performance, 8(1), 97–128. https://doi.org/10.1108/joepp-06-2020-0104
Lin, C., & Huang, C. (2020). Employee turnover intentions and job performance from a planned change: the effects of an organizational learning culture and job satisfaction. International Journal of Manpower, 42(3), 409–423. https://doi.org/10.1108/ijm-08-2018-0281
Liu-Lastres, B., Wen, H., & Huang, W. (2022). A reflection on the Great Resignation in the hospitality and tourism industry. International Journal of Contemporary Hospitality Management, 35(1), 235–249. https://doi.org/10.1108/ijchm-05-2022-0551
Marsh, E., Vallejos, E. P., & Spence, A. (2021). The digital workplace and its dark side: An integrative review. Computers in Human Behavior, 128, 107118. https://doi.org/10.1016/j.chb.2021.107118
Martínez-Falcó, J., y Sánchez-García, E., Marco-Lajara, B., & Millán-Tudela, L. A. (2024). Enhancing employee wellbeing and happiness management in the wine industry: unveiling the role of green human resource management. BMC Psychology, 12(1). https://doi.org/10.1186/s40359-024-01703-y
Mercader, V., Galván-Vela, E., Salazar-Altamirano, M. A., & Ravina-Ripoll, R. (2025). Business ethics, corporate social responsibility and fostering innovation as predictors of employee happiness. Suma De Negocios, 16(34), 92–103. https://doi.org/10.14349/sumneg/2025.v16.n34.a9
Mulaik, S. A., James, L. R., Van Alstine, J., Bennett, N., Lind, S., & Stilwell, C. D. (1989). Evaluation of goodness-of-fit indices for structural equation models. Psychological Bulletin, 105(3), 430–445. https://doi.org/10.1037/0033-2909.105.3.430
Nigoti, U., David, R., Singh, S., Jain, R., & Kulkarni, N. M. (2025). Does flexibility really matter to employees? A mixed methods investigation of factors driving turnover intention in the context of the Great Resignation. Global Journal of Flexible Systems Management. https://doi.org/10.1007/s40171-024-00436-6
Nunnally, J. C. (1975). Psychometric Theory— 25 years ago and now. Educational Researcher, 4(10), 7–21. https://doi.org/10.3102/0013189x004010007
Núñez-Barriopedro, E., Penelas-Leguía, A., López-Sanz, J. M., & Loranca-Valle, M. C. (2024). A public service management model as an antecedent for citizen satisfaction and fiscal policy. Management Decision, 62(2), 725–739. https://doi.org/10.1108/MD-11-2022-1547
Peltokorpi, V., Allen, D. G., & Shipp, A. J. (2022). Time to leave? The interaction of temporal focus and turnover intentions in explaining voluntary turnover behaviour. Applied Psychology, 72(1), 297–316. https://doi.org/10.1111/apps.12378
Penelas-Leguía, A., Núñez-Barriopedro, E., López-Sanz, J. M., & Ravina-Ripoll, R. (2023). Positioning analysis of Spanish politicians through their Twitter posts versus Spanish public opinion. Humanities and Social Sciences Communications, 10(1), 307. https://doi.org/10.1057/s41599-023-01805-9
Podsakoff, P. M., MacKenzie, S. B., Lee, J., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903. https://doi.org/10.1037/0021-9010.88.5.879
Pradhan, R. K., Jandu, K., Panda, M., Hati, L., & Mallick, M. (2021). In pursuit of happiness at work: exploring the role of psychological capital and coping in managing COVID-19 stress among Indian employees. Journal of Asia Business Studies, 16(6), 850–867. https://doi.org/10.1108/jabs-03-2021-0097
Ravina-Ripoll, R., Díaz-García, G. A., Ahumada-Tello, E., & Galván-Vela, E. (2024). Emotional wage, happiness at work and organisational justice as triggers for happiness management. Journal of Management Development, 43(2), 236–252. https://doi.org/10.1108/jmd-02-2023-0046
Ravina-Ripoll, R., Nunez-Barriopedro, E., Almorza-Gomar, D., & Tobar-Pesantez, L. (2021). Happiness Management: a culture to explore from brand orientation as a sign of responsible and sustainable production. Frontiers in Psychology, 12. https://doi.org/10.3389/fpsyg.2021.727845
Ravina-Ripoll, R., Rodríguez, M. J. F., & Sánchez, J. A. L. (2021). Certification Happiness Management: an integral instrument for human resources management in post-COVID-19 era. International Journal of Business Environment, 12(3), 287. https://doi.org/10.1504/ijbe.2021.116606
Rebolledo, P. I., & Maturana, C. R. (2021). Riesgo psicosocial en socios y socias de cooperativas de trabajo: antecedentes para la discusión de la salud laboral. Revista De Estudios Empresariales, 1, 47–65. https://doi.org/10.17561/ree.n1.2021.6258
Rusbadrol, N., Panatik, S. A., Sarip, A., & Fakhruddin, F. M. (2021). Effects of organizational justice and organizational citizenship behavior on employee turnover intention. International Journal of Academic Research in Business and Social Sciences, 11(17). https://doi.org/10.6007/ijarbss/v11-i17/11393
Şahin, M., & Aybek, E. (2019). Jamovi: an easy to use statistical software for the social scientists. International Journal of Assessment Tools in Education, 6(4), 670–692. https://doi.org/10.21449/ijate.661803
Salama, W., Abdou, A. H., Mohamed, S. a. K., & Shehata, H. S. (2022). Impact of Work Stress and Job Burnout on Turnover Intentions among Hotel Employees. International Journal of Environmental Research and Public Health, 19(15), 9724. https://doi.org/10.3390/ijerph19159724
Salazar-Altamirano, M. A., Galván-Vela, E., Ravina-Ripoll, R., & Bello-Campuzano, M. R. (2024a). Exploring job satisfaction in fitness franchises: a study from a human talent perspective. BMC Psychology, 12(1). https://doi.org/10.1186/s40359-024-01855-x
Salazar-Altamirano, M. A., Galván-Vela, E., Ravina-Ripoll, R., & Sánchez-Limón, M. L. (2025). Happiness management and workplace well-being: Evolution, key insights, and future directions. A systematic review. Methaodos Revista De Ciencias Sociales, 13(1), m251301a01. https://doi.org/10.17502/mrcs.v13i1.848
Salazar-Altamirano, M. A., Martínez-Arvizu, O. J., & Sánchez, D. G. (2024b). “Integration of internal marketing to optimise workplace happiness and reduce turnover intentions in the era of Industry 5.0”. IROCAMM-International Review of Communication and Marketing Mix, 2(7), 26–50. https://doi.org/10.12795/irocamm.2024.v07.i02.02
Saraswati, K. D. H., & Lie, D. (2021). Work Engagement and Turnover Intention: The Moderating Effect of Organizational Justice. Advances in Social Science, Education and Humanities Research/Advances in Social Science, Education and Humanities Research. https://doi.org/10.2991/assehr.k.210805.009
Satata, D. B. M., Rarindo, H., & Nopriyanto, R. (2022). Overview of stress levels in work organization. Deleted Journal, 1(1), 31–34. https://doi.org/10.26480/mbmj.01.2022.31.34
Shujahat, M., Wang, M., Ali, M., Zhu, Q., & Škerlavaj, M. (2024). The dual effects of job design on knowledge hiding: expanding job demands–resources theory to employee rational-choice behaviour. The International Journal of Human Resource Management, 1–33. https://doi.org/10.1080/09585192.2024.2442081
Subramaniam, S. H., Wider, W., Tanucan, J. C. M., Lim, K. Y., Jiang, L., & Prompanyo, M. (2024). Key factors influencing long-term retention among Contact Centre employee in Malaysia: a Delphi method study. Cogent Business and Management, 11(1). https://doi.org/10.1080/23311975.2024.2370444
Sylejmani, M., & Meško, M. (2024). Managing workplace stress in businesses in the Prishtina region to enhance performance. Green and Digital Transition – Challenge or Opportunity., 973–986. https://doi.org/10.18690/um.fov.3.2024.70
Van Heerden, J., Du Plessis, M., & Becker, J. R. (2022). Walking the tightrope of job demands and resources: Leveraging work engagement to counter turnover intentions of information technology professionals. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.660308
Wang, Q., Gan, K., Wei, H., Sun, A., Wang, Y., & Zhou, X. (2022). Public service motivation and public employees’ turnover intention: the role of job satisfaction and career growth opportunity. Personnel Review, 53(1), 99–118. https://doi.org/10.1108/pr-11-2020-0836
Watermeyer, R., Bolden, R., Knight, C., & Crick, T. (2024). Academic anomie: implications of the ‘great resignation’ for leadership in post-COVID higher education. Higher Education. https://doi.org/10.1007/s10734-024-01268-0
Xue, J., Wang, H., Chen, M., Ding, X., & Zhu, M. (2022). Signifying the relationship between psychological factors and turnover intension: the mediating role of Work-Related stress and moderating role of job satisfaction. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.847948
Xue, Y., Jiang, C., Guo, Y., Liu, J., Wu, H., & Hao, Y. (2022). Corporate social responsibility and high-quality development: Do green innovation, environmental investment and corporate governance matter? Emerging Markets Finance and Trade, 58(11), 3191–3214. https://doi.org/10.1080/1540496x.2022.2034616
Published
Issue
Section
License
Copyright (c) 2025 Orlando Josué Martínez-Arvizu, Mario Salazar-Altamirano, Esthela Galván-Vela, Rafael Ravina-Ripoll
This work is licensed under a Creative Commons Attribution 4.0 International License.
- Authors maintain the copyright, but they guarantee the journal its right for publication, that is under Creative Commons Licence, permitting others share the work, whereas clearly indicating the author and the first publication of the journal.
- Authors could adopt non-exclusive licence agreements for delivering the published version, whereas clearly indicating the first publishing in Revista de Estudios Empresariales. Second Era.
- Authors are encouraged to spread their works through Internet before and during the sending process, in order to make interesting scientific discussions that could increase the cites of the published work (Open Citation Project).
Revista de Estudios Empresariales. Second Era, uses PKP Preservation Network (PN).
