Núcleo de autoevaluaciones y enriquecimiento trabajo-familia: el rol mediador de las percepciones de justicia distributiva

El objetivo de este estudio fue doble: analizar las relaciones entre la personalidad de los empleados (operacionalizada como núcleo de autoevaluaciones, NAE) y el enriquecimiento trabajo-familia (ETF); y examinar si las percepciones de justicia distributiva desempeñan un rol mediador en tales relaci...

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Autores:: Omar, Alicia Graciela
Salessi, Solana
Vaamonde, Juan Diego
Urteaga, Florencia

Tipo de recurso:: Article of journal

Fecha de publicación:: 2018

Institución:: Universidad de San Buenaventura

Repositorio:: Repositorio USB

Idioma:: eng

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dc.title.spa.fl_str_mv	Núcleo de autoevaluaciones y enriquecimiento trabajo-familia: el rol mediador de las percepciones de justicia distributiva
dc.title.translated.eng.fl_str_mv	Core self-evaluations and work-family enrichment: the mediating role of distributive justice perceptions
title	Núcleo de autoevaluaciones y enriquecimiento trabajo-familia: el rol mediador de las percepciones de justicia distributiva
spellingShingle	Núcleo de autoevaluaciones y enriquecimiento trabajo-familia: el rol mediador de las percepciones de justicia distributiva core self-evaluations work-family enrichment distributive justice organizational justice. núcleo de autoevaluación enriquecimiento trabajo-familia justicia distributiva justicia organizacional
title_short	Núcleo de autoevaluaciones y enriquecimiento trabajo-familia: el rol mediador de las percepciones de justicia distributiva
title_full	Núcleo de autoevaluaciones y enriquecimiento trabajo-familia: el rol mediador de las percepciones de justicia distributiva
title_fullStr	Núcleo de autoevaluaciones y enriquecimiento trabajo-familia: el rol mediador de las percepciones de justicia distributiva
title_full_unstemmed	Núcleo de autoevaluaciones y enriquecimiento trabajo-familia: el rol mediador de las percepciones de justicia distributiva
title_sort	Núcleo de autoevaluaciones y enriquecimiento trabajo-familia: el rol mediador de las percepciones de justicia distributiva
dc.creator.fl_str_mv	Omar, Alicia Graciela Salessi, Solana Vaamonde, Juan Diego Urteaga, Florencia
dc.contributor.author.spa.fl_str_mv	Omar, Alicia Graciela Salessi, Solana Vaamonde, Juan Diego Urteaga, Florencia
dc.subject.eng.fl_str_mv	core self-evaluations work-family enrichment distributive justice organizational justice.
topic	core self-evaluations work-family enrichment distributive justice organizational justice. núcleo de autoevaluación enriquecimiento trabajo-familia justicia distributiva justicia organizacional
dc.subject.spa.fl_str_mv	núcleo de autoevaluación enriquecimiento trabajo-familia justicia distributiva justicia organizacional
description	El objetivo de este estudio fue doble: analizar las relaciones entre la personalidad de los empleados (operacionalizada como núcleo de autoevaluaciones, NAE) y el enriquecimiento trabajo-familia (ETF); y examinar si las percepciones de justicia distributiva desempeñan un rol mediador en tales relaciones. Se realizó una verificación empírica de corte transversal sobre 386 empleados de organizaciones públicas y privadas localizadas en Argentina. Análisis de ecuaciones estructurales indicaros un adecuado ajuste para un modelo de mediación total (S-Bχ2 = 3.18, GFI= .99, CFI= .99, RMSEA= .03), en el que las percepciones de justicia distributiva median las relaciones del NAE con ETF (γ = .13, IC= [-.03; .27]) y con EFT (γ = .09, IC= [-.08; .25]). Se discuten los resultados a la luz de sus implicaciones prácticas. Este estudio proporciona información valiosa para que directivos organizacionales y gerentes de recursos humanos focalicen sus esfuerzos tanto en el desarrollo de los rasgos del NAE, como en la creación de ambientes detrabajo justos.
publishDate	2018
dc.date.accessioned.none.fl_str_mv	2018-01-04T00:00:00Z 2025-08-25T21:58:41Z
dc.date.available.none.fl_str_mv	2018-01-04T00:00:00Z 2025-08-25T21:58:41Z
dc.date.issued.none.fl_str_mv	2018-01-04
dc.type.spa.fl_str_mv	Artículo de revista
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dc.type.content.eng.fl_str_mv	Text
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dc.type.local.eng.fl_str_mv	Journal article
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dc.identifier.doi.none.fl_str_mv	10.21500/19002386.3182
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dc.identifier.issn.none.fl_str_mv	1900-2386
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identifier_str_mv	10.21500/19002386.3182 2665-4202 1900-2386
url	https://hdl.handle.net/10819/29243 https://doi.org/10.21500/19002386.3182
dc.language.iso.eng.fl_str_mv	eng
language	eng
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dc.relation.citationendpage.none.fl_str_mv	58
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dc.relation.ispartofjournal.spa.fl_str_mv	Psychologia
dc.relation.references.eng.fl_str_mv	Bagozzi, R. & Yi, Y. (2012). Specification, evaluation, and interpretation of structural equation models. Journal of the Academy of Marketing Science, 40, 8-34. https://doi.org/10.1007/s11747-011-0278-x. Bakker, A. B., & Demerouti, E. (2016). Job demands-resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273-285. https://doi.org/10.1037/ocp0000056 Baral, R., & Bhargava, S. (2011). Predictors of work-family enrichment: moderating effect of core self-evaluations. Journal of Indian Business Research, 3, 220-243. https://doi.org/10.1108/17554191111180573 Bentler, P. (2006). EQS 6 Structural Equations Program Manual. Los Angeles, CA: Multivariate Software Inc. Boyar, S., & Mosley, D. C. (2007). The relationship between core self-evaluations and work and family satisfaction: The mediating role of work-family conflict and facilitation. Journal of Vocational Behavior, 71, 265-281. https://doi.org/10.1016/j.jvb.2007.06.001 Brummelhuis, L. L., & Bakker, A. B. (2012). A resource perspective on the work-home interface. American Psychologist, 67, 545-556. https://doi.org/10.1037/a0027974 Byron, K. (2005). A meta-analytic review of work-family conflict and its antecedents. Journal of Vocational Behavior, 67, 169-198. https://doi.org/10.1016/j.jvb.2004.08.009 Carlson, D. S., Kacmar, M. K., Wayne, J. H., & Grzywacz, J. G. (2006). Measuring the positive side of the work-family interface: Development and validation of a work-family enrichment scale. Journal of Vocational Behavior, 68, 131-164. https://doi.org/10.1016/j.jvb.2005.02.002 Chang, Ch.H., Ferris, D. L., Johnson, R.E., Rosen, C.C. & Tan, J.A. (2012). Core Self- Ealuations: A review and evaluation of the literature. Journal of Management, 38(1), 81-128. https://doi.org/10.1177/0149206311419661 Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & Wesson, M. J. (2013). Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. Journal of Applied Psychology, 98, 199-236. https://doi.org/10.1037/a0031757 Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The management of organizational justice. Academy of Management Perspectives, 21, 34-48. https://doi.org/10.5465/AMP.2007.27895338 Fulcher, M. & Coyle, E.F. (2011). Breadwinner and caregiver: A cross-sectional analysis of children´s and emerging adults’ visions of their future family roles. British Journal of Developmental Psychology, 29(2), 330-346. https://doi.org/10.1111/j.2044-835X.2011.02026.x Greenhaus, J. H., & Powell, G. N. (2017). Making work and family work: From hard choices to smart choices. Florence, KY: Taylor & Francis. Grzywacz, J. C., & Butler, A. B. (2005). The impact of job characteristics on work-to-family facilitation: testing a theory and distinguishing a construct. Journal of Occupational Health Psychology, 10, 97-109. https://doi.org/10.1037/1076-8998.10.2.97 Hair, J. E., Black, W. C., Babin, B. J., Anderson, R. E., &Tatham, R. L. (2010). Multivariate data analysis (6th ed.). Upper Saddle River, NJ: Pearson-Prentice Hall. Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modelling. Journal of the Academy of Marketing Science, 43(1), 115-135. https://doi.org/10.1007/s11747-014-0403-8 Hogg, M. A. (2016). Social Identity Theory. In McKeown, S., Haji, R. & Ferguson, N. (Eds.), Understanding peace and conflict through social identity theory contemporary global perspectives (pp.3-18). Cham, Switzerland: Springer International Publishing. Jiang, Z., Wang, Z., Jing, X., Wallace,R., Jiang, X., & Kim, D. (2017). Core self-evaluation: Linking career social support to life satisfaction. Personality & Individual Differences, 112, 128-135. https://doi.org/10.1016/j.paid.2017.02.070 Judge, T., Bono, J., Erez, A., & Locke, E. (2016). Core self-evaluations and job and life satisfaction: The role of self-concordance and goal attainment. In G. Boyle, J. O'Gorman, & G. Fogarty (Eds), Work and organisational psychology: Research methodology. Assessment and selection. Organisational change and development. Human resource and performance management. Emerging trends: Innovation/globalisation/technology (pp145-169.) Thousand Oaks, CA: Sage Publications. Judge, T. A., Erez, A., Bono, J. E., & Thoresen, C. J. (2003). The Core Self-Evaluations Scale (CSES): Development of a measure. Personnel Psychology, 56, 303-331. https://doi.org/10.1111/j.1744-6570.2003.tb00152.x Kim, T., Liden, R., Kim, S., & Lee, D. (2015). The Interplay between follower core self-evaluation and transformational leadership: Effects on employee outcomes. Journal of Business & Psychology, 30(2), 345-355. https://doi.org/10.1007/s10869-014-9364-7 Kossek, E. E., Baltes, B. B., & Matthews, R. A. (2011). How work-family research can finally have an impact in organizations. Industrial and Organizational Psychology: Perspectives on Science and Practice, 4, 352-359. https://doi.org/10.1111/j.1754-94342011. 01353.x Lee, S., Lei, M., & Brody, G. (2015). Constructing confidence intervals for effect size measures of an indirect effect. Multivariate Behavioral Research, 50(6),600-613. https://doi.org/10.1080/00273171.2015.1040542 Lee, H. R., Murrmann, S. K., Murrmann, K. F., & Kim, K. (2010). Organizational justice as a mediator of the relationships between leader-member exchange and employees’ turnover intentions. Journal of Hospitality Marketing & Management, 19, 97-114. https://doi.org/10.1080/19368620903455237 Lv, A., Shen, X., Cao, Y., Su, Y., & Chen, X. (2012). Conscientiousness and organizational citizenship behavior: the mediating role of organizational justice. Social Behavior and Personality, 40, 1293-1300. https://doi.org/10.2224/sbp.2012.40.8.1293 Ma, H., Shen, C., Yang, J., Tang, H., & Xie, J. (2014). Boundary flexibility and work-family conflict and enrichment: From person-environment fit perspective. Acta Psychologica Sinica, 46(4), 540-551. https://doi.org/10.3724/sp.j.1041.2014.00540 Mäkikangas, A., Kinnunen, U., Mauno, S., & Selenko, E. (2016). Factor structure and longitudinal factorial validity of the Core Self-Evaluation Scale: Exploratory structural equation modeling. European Journal of Psychological Assessment [Electronic version]. Retrieved from: http://dx.doi.org/10.1027/1015-5759/a000357 Marks, S. R. (1977). Multiple roles and role strain: Some notes on human energy, time and commitment. American Sociological Review, 42, 921-936. https://doi.org/10.2307/2094577 Michel J. & Clark, M. (2013). Investigating the relative importance of individual differences on the work-family interface and the moderating role of boundary preference for segmentation. Stress and Health: Journal of the International Society for the Investigation of Stress, 29(4), 324-36. https://doi.org/10.1002/smi.2474 Moazami-Goodarzi, A., Nurmi, J., Mauno, S., & Rantanen, J. (2015). Cross-lagged relations between work–family enrichment, vigor at work, and core self-evaluations: A three-wave study. Journal of Business and Psychology, 30(3), 473-482. https://doi.org/10.1007/s10869-014-9376-3 Moazami-Goodarzi, A., Rantanen, J., Nurmi, J. E., & Mauno, S. (2015). Work–Family boundary management profiles in two finnish samples: A person-oriented approach. International Journal of Business Administration, 6(6), 12-25. https://doi.org/10.5430/ijbav6n6p12 Morganson, V. J., Litano, M. L., & O’Neill, S. K. (2014). Promoting work-family balance through positive psychology: A practical review of the literature. The Psychologist Manager Journal, 17, 221-244. https://doi.org/10.1037/mgr0000023 Omar, A. (2017). Justicia organizacional. En Littlewood, H. & Uribe Prado F. (Eds.), Psicología organizacional en Latinoamericana: un enfoque de comportamiento, productividad y factores psicosociales para académicos, estudiantes y consultores (pp. 336-379). México, DF: Universidad Autónoma de México. Omar, A., Vaamonde, J.D., Salessi, S., & Urteaga. F. (en prensa). Psychometric properties of Colquitt’s Organizational Justice Scale in Argentinean workers. Paidéia (Ribeirão Preto). Omar, A. (2009). The moderating role of interpersonal justice on the relationship between Eysenckian personality dimensions and employee voice and employee silence. In A. Antoniou, C. Cooper, G. Chrousos, Ch. Spielberger, & M. Eysenck (Eds.), Handbook of managerial behavior and occupational health (pp. 143-156). London, UK: Edward Elgar Publishing. Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2012). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63, 539-569. https://doi.org/10.1146/annurev-psych-120710-100452 Powell, G. N., & Greenhaus, J. H. (2010). Sex, gender, and the work-to-family interface: Exploring negative and positive interdependencies. Academy of Management Journal, 53, 513-534. https://doi.org/10.5465/amj.2010.51468647 Qing, G. & Zhou, R. (2017). Bidirectional work–family enrichment mediates the relationship between family-supportive supervisor behaviors and work engagement. Social Behavior and Personality: An international journal, 45, 299-308. https://doi.org/10.2224/sbp.6023 Rantanen, J., Kinnunen, U., & Pulkkinen, L. (2013). The role of personality and role engagement in work-family balance. Horizons of Psychology, 22, 14-26. https://doi.org/10.20419/2013.22.376 Sahin, S. (2013). Mediator role of organizational justice in the relationship between learning organization and organizational commitment. International Journal of Academic Research Part B, 5(6), 57-67. Tabachnick, B. G., & Fidell, L. S. (2013). Using multivariate statistics (6th ed.). Boston, MA: Pearson. Wayne, J., Casper, W., Matthews, R., & Allen, T. (2013). Family-supportive organization perceptions and organizational commitment: the mediating role of work-family conflict and enrichment and partner attitudes. Journal of Applied Psychology, 98(4), 606-22. https://doi.org/10.1037/a0032491 Zheng, C., Molineux, J., Mirshekary, & Scarparo, S. (2015). Developing individual and organisational work-life balance strategies to improve employee health and wellbeing. Employee Relations, 37, 354-379. https://doi.org/10.1108/er-10-2013-0142
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spelling	Omar, Alicia GracielaSalessi, SolanaVaamonde, Juan DiegoUrteaga, Florencia2018-01-04T00:00:00Z2025-08-25T21:58:41Z2018-01-04T00:00:00Z2025-08-25T21:58:41Z2018-01-04El objetivo de este estudio fue doble: analizar las relaciones entre la personalidad de los empleados (operacionalizada como núcleo de autoevaluaciones, NAE) y el enriquecimiento trabajo-familia (ETF); y examinar si las percepciones de justicia distributiva desempeñan un rol mediador en tales relaciones. Se realizó una verificación empírica de corte transversal sobre 386 empleados de organizaciones públicas y privadas localizadas en Argentina. Análisis de ecuaciones estructurales indicaros un adecuado ajuste para un modelo de mediación total (S-Bχ2 = 3.18, GFI= .99, CFI= .99, RMSEA= .03), en el que las percepciones de justicia distributiva median las relaciones del NAE con ETF (γ = .13, IC= [-.03; .27]) y con EFT (γ = .09, IC= [-.08; .25]). Se discuten los resultados a la luz de sus implicaciones prácticas. Este estudio proporciona información valiosa para que directivos organizacionales y gerentes de recursos humanos focalicen sus esfuerzos tanto en el desarrollo de los rasgos del NAE, como en la creación de ambientes detrabajo justos.The aim of this study was twofold: to analyze the possible relationships between employees’ personality (as measured by core self-evaluations or CSE) and their feelings of work-family enrichment (WFE); and to examine whether distributivejustice perceptions act as a mediator in such relationships. A cross-sectional survey was conducted to collect data from 386 employees in public and private organizations located in Argentina. Structural equation modelling wasused to examine two integrative models that combined CSE, distributive justice, and WFE. Results reveal a good fit of the full mediation model (S-Bχ2 = 3.18, GFI= .99, CFI= .99, RMSEA= .03), in which distributive justice perceptions fully mediated the relations between CSE and WFE (γ = .13, IC= [-.03; .27]) and between CSE and FEW (γ = .09, IC= [-.08; .25]). Findings are discussed in the light of its theoretical and practical implications. The study provides valuable information for organizational authorities and HR managers to focus their efforts on both the development of CSE traits and the creation of fair and equitable work environments.application/pdfapplication/mswordapplication/mswordapplication/mswordapplication/mswordapplication/msword10.21500/19002386.31822665-42021900-2386https://hdl.handle.net/10819/29243https://doi.org/10.21500/19002386.3182engUniversidad San Buenaventura - USB (Colombia)https://revistas.usb.edu.co/index.php/Psychologia/article/download/3182/2940https://revistas.usb.edu.co/index.php/Psychologia/article/download/3182/3117https://revistas.usb.edu.co/index.php/Psychologia/article/download/3182/3118https://revistas.usb.edu.co/index.php/Psychologia/article/download/3182/3119https://revistas.usb.edu.co/index.php/Psychologia/article/download/3182/3120https://revistas.usb.edu.co/index.php/Psychologia/article/download/3182/31215814512PsychologiaBagozzi, R. & Yi, Y. (2012). Specification, evaluation, and interpretation of structural equation models. Journal of the Academy of Marketing Science, 40, 8-34. https://doi.org/10.1007/s11747-011-0278-x.Bakker, A. B., & Demerouti, E. (2016). Job demands-resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273-285. https://doi.org/10.1037/ocp0000056Baral, R., & Bhargava, S. (2011). Predictors of work-family enrichment: moderating effect of core self-evaluations. Journal of Indian Business Research, 3, 220-243. https://doi.org/10.1108/17554191111180573Bentler, P. (2006). EQS 6 Structural Equations Program Manual. Los Angeles, CA: Multivariate Software Inc.Boyar, S., & Mosley, D. C. (2007). The relationship between core self-evaluations and work and family satisfaction: The mediating role of work-family conflict and facilitation. Journal of Vocational Behavior, 71, 265-281. https://doi.org/10.1016/j.jvb.2007.06.001Brummelhuis, L. L., & Bakker, A. B. (2012). A resource perspective on the work-home interface. American Psychologist, 67, 545-556. https://doi.org/10.1037/a0027974Byron, K. (2005). A meta-analytic review of work-family conflict and its antecedents. Journal of Vocational Behavior, 67, 169-198. https://doi.org/10.1016/j.jvb.2004.08.009Carlson, D. S., Kacmar, M. K., Wayne, J. H., & Grzywacz, J. G. (2006). Measuring the positive side of the work-family interface: Development and validation of a work-family enrichment scale. Journal of Vocational Behavior, 68, 131-164. https://doi.org/10.1016/j.jvb.2005.02.002Chang, Ch.H., Ferris, D. L., Johnson, R.E., Rosen, C.C. & Tan, J.A. (2012). Core Self- Ealuations: A review and evaluation of the literature. Journal of Management, 38(1), 81-128. https://doi.org/10.1177/0149206311419661Colquitt, J. A., Scott, B. A., Rodell, J. B., Long, D. M., Zapata, C. P., Conlon, D. E., & Wesson, M. J. (2013). Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives. Journal of Applied Psychology, 98, 199-236. https://doi.org/10.1037/a0031757Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The management of organizational justice. Academy of Management Perspectives, 21, 34-48. https://doi.org/10.5465/AMP.2007.27895338Fulcher, M. & Coyle, E.F. (2011). Breadwinner and caregiver: A cross-sectional analysis of children´s and emerging adults’ visions of their future family roles. British Journal of Developmental Psychology, 29(2), 330-346. https://doi.org/10.1111/j.2044-835X.2011.02026.xGreenhaus, J. H., & Powell, G. N. (2017). Making work and family work: From hard choices to smart choices. Florence, KY: Taylor & Francis.Grzywacz, J. C., & Butler, A. B. (2005). The impact of job characteristics on work-to-family facilitation: testing a theory and distinguishing a construct. Journal of Occupational Health Psychology, 10, 97-109. https://doi.org/10.1037/1076-8998.10.2.97Hair, J. E., Black, W. C., Babin, B. J., Anderson, R. E., &Tatham, R. L. (2010). Multivariate data analysis (6th ed.). Upper Saddle River, NJ: Pearson-Prentice Hall.Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modelling. Journal of the Academy of Marketing Science, 43(1), 115-135. https://doi.org/10.1007/s11747-014-0403-8Hogg, M. A. (2016). Social Identity Theory. In McKeown, S., Haji, R. & Ferguson, N. (Eds.), Understanding peace and conflict through social identity theory contemporary global perspectives (pp.3-18). Cham, Switzerland: Springer International Publishing.Jiang, Z., Wang, Z., Jing, X., Wallace,R., Jiang, X., & Kim, D. (2017). Core self-evaluation: Linking career social support to life satisfaction. Personality & Individual Differences, 112, 128-135. https://doi.org/10.1016/j.paid.2017.02.070Judge, T., Bono, J., Erez, A., & Locke, E. (2016). Core self-evaluations and job and life satisfaction: The role of self-concordance and goal attainment. In G. Boyle, J. O'Gorman, & G. Fogarty (Eds), Work and organisational psychology: Research methodology. Assessment and selection. Organisational change and development. Human resource and performance management. Emerging trends: Innovation/globalisation/technology (pp145-169.) Thousand Oaks, CA: Sage Publications.Judge, T. A., Erez, A., Bono, J. E., & Thoresen, C. J. (2003). The Core Self-Evaluations Scale (CSES): Development of a measure. Personnel Psychology, 56, 303-331. https://doi.org/10.1111/j.1744-6570.2003.tb00152.xKim, T., Liden, R., Kim, S., & Lee, D. (2015). The Interplay between follower core self-evaluation and transformational leadership: Effects on employee outcomes. 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Employee Relations, 37, 354-379. https://doi.org/10.1108/er-10-2013-0142Psychologia - 2018info:eu-repo/semantics/openAccesshttp://purl.org/coar/access_right/c_abf2https://creativecommons.org/licenses/by-nc-sa/4.0/https://revistas.usb.edu.co/index.php/Psychologia/article/view/3182core self-evaluationswork-family enrichmentdistributive justiceorganizational justice.núcleo de autoevaluaciónenriquecimiento trabajo-familiajusticia distributivajusticia organizacionalNúcleo de autoevaluaciones y enriquecimiento trabajo-familia: el rol mediador de las percepciones de justicia distributivaCore self-evaluations and work-family enrichment: the mediating role of distributive justice perceptionsArtículo de revistahttp://purl.org/coar/resource_type/c_6501http://purl.org/coar/resource_type/c_2df8fbb1http://purl.org/coar/version/c_970fb48d4fbd8a85Textinfo:eu-repo/semantics/articleJournal articleinfo:eu-repo/semantics/publishedVersionPublicationOREORE.xmltext/xml2816https://bibliotecadigital.usb.edu.co/bitstreams/66f5269b-4e95-47aa-acc0-3e09d618a2e9/download3cfc9acac2b61db666c51d377360af5eMD5110819/29243oai:bibliotecadigital.usb.edu.co:10819/292432025-08-25 16:58:41.934https://creativecommons.org/licenses/by-nc-sa/4.0/https://bibliotecadigital.usb.edu.coRepositorio Institucional Universidad de San Buenaventura Colombiabdigital@metabiblioteca.com

Núcleo de autoevaluaciones y enriquecimiento trabajo-familia: el rol mediador de las percepciones de justicia distributiva

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