Job satisfaction in technology-based companies: an approach from happiness, organizational resilience, and personality

Abstract Introduction This study examines the relationships between happiness, organizational resilience, personality traits, and job satisfaction among technology workers in the Tijuana-San Diego binational region. In an environment marked by technological innovation and competitiveness, employee well-being and organizations' ability to adapt to change are critical factors that directly impact productivity and talent retention. Literature review The literature indicates that organizational resilience is essential for facing external challenges and maintaining internal stability, which can positively affect job satisfaction. At the personal and organizational levels, happiness is associated with better commitment and well-being at work. Personality traits have been shown to influence how employees perceive their work environment and manage stress, directly affecting their level of satisfaction. Methodology A quantitative approach was employed, with surveys administered to mid-level managers, supervisors, and technology workers at companies in the Tijuana-San Diego binational region. The measured variables included happiness, organizational resilience, personality, and job satisfaction. The data collected comprised a sample of 364 individuals and were analyzed using PLS-SEM to identify significant relationships among the variables. Results All hypothesized direct and indirect relationships were supported. Organizational resilience emerged as the strongest predictor of job satisfaction. Personality showed a significant direct effect on job satisfaction and significant indirect effects through happiness and organizational resilience, indicating partial mediation. These findings suggest that a stronger overall study-specific dispositional composite personality profile is associated with higher job satisfaction, primarily through resilience-related organizational mechanisms and, to a lesser extent, through happiness. Discussions The findings confirm that happiness, organizational resilience, and personality are relevant antecedents of job satisfaction among technology workers. Companies that prioritize well-being and foster resilient organizational environments may enhance employee satisfaction more effectively. In addition, employees with a stronger overall dispositional profile appear better positioned to maintain positive work evaluations in dynamic and demanding work contexts. Limitations This study was developed in the Tijuana (MX)–San Diego (USA) binational region, which may limit the generalizability of the results to other geographic areas or industrial sectors. Additionally, the quantitative approach does not allow for an in-depth exploration of individual experiences, suggesting the need for complementary qualitative studies.