Job Satisfaction and Socioemotional Competencies in Middle Managers from Companies in Córdoba

Abstract Book of the 7th International Conference on Research in Human Resource Management

Year: 2025

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Job Satisfaction and Socioemotional Competencies in Middle Managers from Companies in Córdoba

Diego Cmet, F. Susino, G. Muller, D. Rincónez, L. Corab, I. Pagliarone, J. Francitorra, C. S. Funes

ABSTRACT:

This study explores the relationship between job satisfaction and socioemotional competencies—specifically self-management and social cognition—among middle managers in SMEs based in Córdoba, Argentina. Objective: To examine the relationship between job satisfaction, self-management, and social cognition, and to identify differences in these competencies according to satisfaction levels. Method: A quantitative, cross-sectional, and ex post facto design was applied to a sample of 100 employees. Validated scales were used, and statistical analyses included correlation tests, multiple linear regression, and Welch’s ANOVA. Results: Positive correlations were found between job satisfaction and self-management (r = .49, p < .001), and between job satisfaction and social cognition (r = .59, p = .002). The regression model explained 41% of the variance in job satisfaction (R² = .41, F(2, 97) = 33.5, p < .001), with social cognition emerging as the strongest predictor (β = .46, p < .001), followed by self-management (β = .29, p = .001). Welch’s ANOVAs revealed large effect sizes (self-management: η²p = .51; social cognition: η²p = .58), and Games-Howell post hoc tests confirmed significantly higher satisfaction levels among those scoring higher in both competencies (p < .05). Conclusions: Socioemotional competencies significantly influence job satisfaction, and their development through training programs may enhance organizational well-being, overall productivity, and employee retention.

Keywords: Emotional Intelligence, Human Capital, Organizational Climate, Self-Efficacy, Soft Skills