Knowledge workers are highly valued by organizations, but there is a lack of evidence about the role of work engagement in the satisfaction and performance of these workers. Harmonization and Person–Job Fit theory state that workers who have similar characteristics to those present in the context (i.e., give similar importance to the characteristics present in the context) perform better. The aim of this paper is twofold: to test the congruence effect between five knowledge characteristics and their rated influence on job satisfaction and job performance; and test the mediational role of work engagement between the knowledge characteristics’ fit and job performance. Using a time-lagged design, 531 Colombian employees from 20 economic sectors answered questionnaires about work engagement (i.e., UWES-9), knowledge characteristics (i.e., WDQ), importance given to knowledge characteristics, job satisfaction, and job performance. Using polynomial regression, surface response methodology, and ordinary least squares path analyses, we found a congruence effect of the relationship between knowledge characteristics and their levels of importance on job performance in four out of five comparisons (i.e., job complexity, information processing, problem solving, and specialization). In addition, we found that knowledge characteristics’ fit indirectly influenced job satisfaction and performance through its effect on work engagement.

The purpose of this study is to validate the Spanish version of the Work Design Questionnaire (WDQ; Morgeson & Humphrey, 2006). Employees from three Colombian samples completed the questionnaire (N=831). Confirmatory factor analyses revealed a 21-factor structure (χ2/df ratio = 2.40, SRMR = .06, RMSEA = .04, CFI = .90) with adequate levels of convergent and discriminant validity. Additional support for construct validity was found from significant differences among different occupational groups (professional and nonprofessional, health-focused, commercial, and manufacturing workers). Furthermore, knowledge, social, and work context characteristics showed incremental validity over task characteristics on job satisfaction and perceived performance. Possible interpretations of these relationships are offered. It is concluded that the study provides evidence for the validity of a Spanish version of the scale, and presents further support for the generalization of the 21-factor structure of work design characteristics in different cultural settings

The purpose of this study is to validate a Spanish-speaking version of the internal corporate social responsibility questionnaire (ICSR Q), a questionnaire that is based on the social exchange theory and assess the perception of employees related to seven internal practices that reflect how responsible are organizations toward its workforce The questionnaire was applied to two samples of Colombian employees (N = 433). Confirmatory factor analysis revealed that the original structure of seven factors was maintained in the Spanish—speaking version, with appropriate levels of convergent and discriminant validity. Positive and significant relationships were found between internal corporate social responsibility and organizational commitment, both at affective and normative levels. Finally, type of employment contract (permanent or fixed term) implied significant differences in employee perceptions of internal corporate social responsibility. Our results provide evidence for the validity of the Spanish—speaking version of the internal corporate responsibility scale, suggesting its future application in investigations of internal aspects of corporate social responsibility in Spanish-speaking organizational contexts.