Does visual aesthetics of the workplace matter? analyzing the assessment of visual aesthetics as antecedent of affective commitment and job crafting

In this work, two objectives were addressed. First, the visual aesthetics assessment of the workplace was explored for the first time as a potential antecedent of the proactive behaviors of job crafting. Second, the potential mediating role of the affective organizational commitment in this relationship was analyzed. To address these purposes, a field study was conducted with a sample of 428 workers. Following a set of hypotheses, the results of the measurement model, χ2 (df) = 494.288 (215); CFI = .920; TLI = .906; RMSEA = .066, showed that the visual aesthetics assessment of the workplace was significantly correlated with three of the four dimensions of job crafting (r = .19 with ISO-JR, r = .15 with IC-JD and; r = .17 with IST-JR; p < .001) and with affective organizational commitment (r = .27, p < .001). In addition, through a structural equation model, χ2(df) = 494.895 (219); CFI = .921; TLI = .909; RMSEA = .065, positive and significant indirect effects were found from the visual aesthetic assessment of the workplace to the same three dimensions of job crafting, all through the affective organizational commitment: .17 with ISO-JR, .25 with IC-JD and, .23 with IST-JR; 95% CI [.097, .276], [.161, .361] and [.161, .361], respectively. The results obtained provide useful evidence for researchers and managers about the value of providing an aesthetically satisfactory workplace, which would enhance the affective commitment of employees and, consequently, positively affect the proactive behaviors of job crafting

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Between a rock and hard place: combined effects of authentic leadership, organizational identification, and team prototypicality on managerial prohibitive voice

Managers are installed by the organization's stakeholders and shareholders to increase the organization's value; at the same time, they depend on their subordinates' acceptance to fulfill this leadership role. If the interest of the organization collides with the interest of their team, some managers act in the interest of their followers accepting potential disadvantages for their organizations and/or external stakeholders. In two experimental studies comprised mainly of German (N = 111) and US (N = 323) managers, we examined combined effects of authentic leadership, organizational identification, and self-perceived team prototypicality on managerial integrity operationalized as expressing work-related concerns to prevent organizations from harm (i.e., managerial voice). Our results show direct effects of authentic leadership and organizational identification on voice behavior across both studies. Furthermore, organizational identification increased voice for managers' low in authentic leadership pointing at a compensation effect. Finally, leader team prototypicality decreased the effect of identification on voice for managers high in authentic leadership but increased voice for managers low in authentic leadership, but only if these managers identified with their organization. In sum, our findings complement prior research that focused mainly on safety and instrumentality concerns by emphasizing the relevance of self-related antecedents of managerial voice

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A psychometric assessment of a human resources practice measure for temporary agency workers

Studies have proposed and validated several measures that evaluate employee's perceptions of the human resources practices (HRP). However, given the changes occurring in the labor market, there is a need to develop a measure specially adapted to the contingent workers specific employment relationship. Thus, this study assesses an HRP system scale that was administered to temporary agency workers (TAW) to examine the scale's response process, internal structure and relation to other variables (i.e., affective commitment). The measure was administered to 4,551 Portuguese TAW. The Messick's validation framework (1995) was use and two sectors were compared. Descriptive analyses, scale reliabilities, item characteristics, exploratory, confirmatory, and multiple group analyses demonstrated that the measure had good psychometric properties. Moreover, there were positive correlations between the HRP scale and affective commitment. The results contribute to a better understanding of managing TAW's in agencies and client companies. HRP are a valuable method for "communicating" with these workers, who are then able to recognize and respond to the investment. This is the first study to develop and assess the psychometric properties of an HRP system measure for TAW and to cross-validate it with workers' affective commitment towards both companies that are involved in this employment relation

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Development and validation of a questionnaire on normative organizational commitment: A pilot study in Mexicans workers / Desarrollo y validación de un cuestionario sobre compromiso organizacional normativo: Un estudio piloto en trabajadores Mexicanos

A questionnaire for measuring commitment in its normative dimension, based on reciprocity and responsibility as value to the work where a link to the organization based on loyalty of workers set was developed. An initial 30 item bank, built and reviewed with rigorous criteria were applied to a sample of 298 employees in a department store chain (168 women, 56.4%, 130 men), aged between 18 and 65 (M = 32.5, SD = 9.6) years and schooling Baccalaureate (199, 67.8%). The seniority ranging from 1 to 34 years (M = 4.4 years, SD = 5.7). Using exploratory factor analysis with 28 items two factors explaining 45.1% of variance was identified: the first known loyalty-reciprocity; and the second compliance-responsibility. Reliability analysis indicated adequate internal consistency, α = .88. Concurrent validity was assessed by Pearson correlation with Organizational Commitment Questionnaire and Scale Values to Work. The results indicated that the dimensions of the Organizational Commitment Questionnaire Standards may be an option to assess this construct

Se desarrolló un cuestionario de medición del compromiso en su dimensión normativa, fundamentada en la reciprocidad y responsabilidad como valor hacia el trabajo en donde se estableció un vínculo hacia la organización basado en la lealtad de los trabajadores. Un banco inicial de 30 ítems, construidos y revisados con criterios rigurosos, se aplicaron a una muestra de 298 trabajadores de una cadena de tiendas departamentales (168 Mujeres, 56.4%; 130 Hombres), con edades comprendidas entre 18 y 65 años (M = 32.5 años, DT = 9.6 y escolaridad Bachillerato (199, 66.8%). La antigüedad en la empresa abarca entre 1 y 34 años (M = 4.4 años, DT = 5.7). Mediante análisis factorial exploratorio se identificaron dos factores con 28 ítems que explican el 45.1 % de varianza: el primero denominado lealtad-reciprocidad; y el segundo cumplimiento-responsabilidad. El análisis de fiabilidad indicó una adecuada consistencia interna, α = .925 y .912. La validez concurrente se comprobó mediante correlación de Pearson con el Cuestionario de Compromiso Organizacional y Escala de Valores Hacia el Trabajo. Los resultados obtenidos indicaron que las dimensiones del Cuestionario de Compromiso Organizacional Normativo puede ser una opción para valorar este constructo

Compromiso organizativo de los médicos de urgencias de los hospitales públicos españoles / The organizational commitment of emergency physicians in Spanish public hospitals

Fundamento: Existen pocos estudios sobre las actitudes de los médicos de los servicios de urgencias respecto a sus organizaciones. La actitud de los trabajadores «compromiso con la organización» ha mostrado ser relevante para el rendimiento en el puesto de trabajo y el global de las organizaciones. El objetivo de este trabajo es analizar el grado de compromiso de los médicos de urgencias de los servicios públicos españoles y los posibles determinantes del mismo. Método: Encuesta en línea a médicos de servicios de urgencias de hospitales públicos españoles mediante la aplicación informática SurveyMonkey. Resultados: Se obtuvieron 205 respuestas, de las que 162 correspondían a médicos de urgencias y 43 a jefes de servicio. Los resultados reflejan un nivel medio de compromiso, siendo la modalidad de compromiso afectivo la que presenta un nivel más bajo y la de compromiso de continuidad el nivel más alto. Las capacidades del médico y la opinión que los mismos tienen sobre lo bien que está organizado su servicio influyen sobre el grado de compromiso afectivo, mientras que la formación específica en urgencias y la antigüedad lo hacen sobre el compromiso de continuidad. Conclusiones: Los médicos de urgencias manifiestan un sentido de obligación con el servicio del hospital en el que trabajan de nivel medio (3,8 en una escala de 1 a 5), sienten un afecto medio por el mismo (3,4), y tienen una elevada intención de continuar en su hospital (4,0). Los medios de los que dispone el hospital en función de su nivel no influyen sobre este nivel de compromiso, mientras que la formación y percepción del médico sobre su servicio sí que la tienen (AU)

Background: There are not too many studies that deal with the organizational commitment of emergency physicians. This commitment has been shown to impact organizational performance. The aim of this paper is to analyse the degree of commitment of the emergency physicians in Spanish public hospitals and the factors that may influence it. Method: Online survey using SurveyMonkey to emergency physicians in Spanish public hospitals. Results: Two hundred and five questionnaires were received, 162 from physicians and 43 from heads of the emergency service. Results show an intermediate level of commitment, with affective commitment showing the lowest level and continuance commitment showing the highest level. The capabilities of the physician have an influence on their affective commitment; specific training in emergency procedures and seniority has an influence on their continuance commitment; and the opinion they hold about the organization of their service influences affective commitment. Conclusions: Emergency physicians show an average involvement in the hospital in which they work (average 3.8 on a range of 1 to 5), feel an average affection for it (3.4), and have a high intention to keep working there (4.0). The resources the hospital has due to its level do not have an influence on this commitment, while the training and perceptions of the service do have an influence (AU)

Validation of the Spanish version of Soane’s ISA Engagement Scale / Validación de la versión española de la Escala de Engagement (ISA) de Soane et al

The interest in the study of engagement in the academic field can be seen through the increasing number of results in Google Scholar and in Scopus, going from barely 20 results between 2000 and 2005 to more than 500 in Scopus and more than 1100 in Google Scholar between 2011 and 2015. Soane et al. (2012) propose a unified theoretical framework as the basis of the psychological mechanism of engagement, grounded on the approach of Kahn (1990). The aim of this paper is to analyze the psychometric properties of the Spanish version of the ISA engagement scale in a sample of 477 employees of the administration and services sector in a Spanish public university. Keeping the original design of the English version of the scale, the proposed factorial structure is validated with the good fit of the data according to the revised goodness of fit indices; reliability and the results of the analysis of construct validity (AU)

A través del creciente número de resultados en Google Académico y en Scopus puede verse el interés en el estudio del engagement [compromiso] en el terreno académico, pasando de apenas 20 resultados entre los años 2000 y 2005, a más de 500 en Scopus y más de 1100 en Google Académico entre 2011 y 2015. Soane et al. (2012) proponen un marco teórico unificado como la base del mecanismo psicológico de engagement, con raíces en la aproximación de Kahn (1990). El objetivo de este artículo es analizar las propiedades psicométricas de la versión española de la escala ISA en una muestra compuesta por 477 empleados del sector servicios de una universidad pública española. Probado el buen ajuste de los datos muestrales recogidos según los índices de ajuste revisados, los índices de fiabilidad y los resultados de los análisis de validez de constructo efectuados, se valida la estructura factorial propuesta, manteniendo el diseño original de la versión inglesa de la escala (AU)

Social identity and engagement: an exploratory study at university / La identidad social y el compromiso: estudio exploratorio en la universidad

Within the framework of research on students' active performance in their study habits, the aim of this study is to analyze a model predicting the effect of social identity and personal initiative on engagement in university students. We conducted a cross-sectional study on 266 students from different Spanish universities. The resulting data were analyzed using SPSS Macro MEDIATE. Evidence was found for the proposed model. Only group-identity predicted personal initiative and engagement. Analysis revealed the mediating role of proactive behavior on engagement in university students. It is concluded that the university management may intervene, from an organizational-culture approach, promoting guidelines to reinforce students' sense of belonging by enhancing initiative and autonomous problem solving in learning behaviors (AU)

Dentro del marco de investigación sobre desempeño activo de estudiantes, el objetivo de este trabajo es analizar un modelo predictor del efecto de identidad social e iniciativa personal en el compromiso de estudiantes universitarios. Se llevó a cabo un estudio transversal con 266 alumnos de diversas universidades españolas. Los datos se analizaron con la Macro MEDIATE de SPSS. Se encontraron pruebas para el modelo propuesto. Sólo la identidad grupal predecía la iniciativa personal y el engagement. El análisis mostró el papel mediador de la iniciativa personal en el engagement de estudiantes universitarios. Entre las conclusiones se destaca la posibilidad de promover desde la Universidad el sentido de pertenencia para generar iniciativa personal y la solución autónoma de problemas en los comportamientos de aprendizaje (AU)

A loyalty nmodel according to memership longevity of low-cost fitness center: quality value, satisfaction, and behavioral intention / Un modelo de fidelidad según la permanencia de clientes en centros de fitness low-cost: calidad, valor, satisfacción e intenciones de comportamiento

Client loyalty is crucial to fitness centers. Studies have analyzed the relationship between different subjective variables and consumer behavior intentions in these types of sport services within fitness centers. Nevertheless, few are those who have studied the influence of such variables on objective measures like membership longevity. For this reason, the objective of this study was to examine a loyalty model by means of the relationship between perceived quality, satisfaction, and future intentions with regard to client loyalty. The study counted with 15820 client (8462 women and 7358 men) participants who answered an online questionnaire. A descriptive analysis, factorial confirmatory and multi-group analysis were conducted. The findings demonstrate a valid and reliable model where relationships among the variables are positive and significant, with differences among the groups according to the longevity of membership

Debido a que la fidelidad del cliente es un tema crucial en los centros de fitness, algunos trabajos han analizado la relación entre diferentes variables subjetivas y las intenciones de comportamiento del consumidor en estos servicios deportivos. No obstante, son pocos los que han estudiado cómo repercuten dichas variables según medidas objetivas como la permanencia. Por esta razón, el objetivo de este trabajo fue examinar un modelo de fidelidad mediante la relación entre la calidad percibida, el valor percibido, la satisfacción y las intenciones futuras según la permanencia de los clientes. Para ello se contó con la participación de 15820 clientes (8462 mujeres y 7358 hombres) que contestaron a un cuestionario on-line. Se realizaron análisis descriptivos, factorial confirmatorio y análisis multigrupo. Los hallazgos muestran un modelo válido y fiable donde las relaciones entre las variables son positivas y significativas, existiendo diferencias entre los diferentes grupos según la permanencia

The exchange relationship between work-family enrichment and affective commitment: the moderating role of gender

Workers’ perception that their job experience enriches their family life has been considered a mechanism that explains their positive attitudes toward the organization where they work. However, because women and men live their work and family differently, gender may condition this relationship between the work-family enrichment and workers’ attitudes. With a sample of 1885 workers from one Portuguese bank, with 802 women, the current study investigated the relationship between work-family enrichment and organizational affective commitment as well as the role of sex as a moderator of this relationship. The hypotheses were tested by using regression analysis. The results indicated that the perception held by workers that their work enriches their family is positively correlated with their affective commitment toward the organization. Furthermore, the data revealed that this relationship is stronger for women than for men. Study results have implications for management, particularly for human resource management, enhancing their knowledge about the relationship of work-family enrichment and workers’ affective commitment toward organization (AU)

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Followers agreeableness and extraversion and their loyalty towards authentic leadership / La afabilidad y extroversión de los seguidores y su lealtad hacia el liderazgo auténtico

BACKGROUND: Effective leaders understand that loyal followers are the key for success. To win their loyalty, leaders usually build social exchange relationships with them, through a wide range of behaviours, such as honouring agreements or using open and transparent communication. However, the effect of these behaviours on their followers' loyalty can differ depending on followers' individual differences, especially in relational traits such as agreeableness and extraversion. METHOD: We explored the moderating role of followers' agreeableness and extraversion in the relationship between authentic leadership (using transactional leadership as reference group) and followers' loyalty. A two-wave experiment, where 224 participants with and without work experience were randomly assigned to either a transactional or authentic leadership style condition was conducted. RESULTS: Our results show that followers in the authentic leadership condition had higher levels of loyalty toward their leader. Moreover, followers' agreeableness played a negative moderating role in this relationship whereas extraversion played a positive moderating role in it. CONCLUSIONS:Our results indicate that followers' characteristics influence the effect of situational factors on their attitudes, such as loyalty, providing support for the need of a more integrative approach to leadership, where followers need to be considered as active elements of this process influence

ANTECEDENTES: los líderes efectivos entienden que la lealtad de sus seguidores es clave para el éxito. Para conseguirla, establecen intercambios sociales, a través de conductas tales como recompensar con justicia o utilizar una comunicación transparente. Sin embargo, el efecto de estas conductas sobre la lealtad de sus seguidores puede variar en función de las diferencias individuales de esos seguidores, en especial en aquellos aspectos que in fluyen en la forma en que se relacionan las personas, como por ejemplo su extroversión o afabilidad. MÉTODO: se realizó un experimento de diseño longitudinal donde 224 participantes, con o sin experiencia laboral, fueron asignados al azar a un líder con estilo auténtico o estilo transaccional. RESULTADOS: nuestros resultados muestran que los seguidores bajo un líder auténtico reportan mayores niveles de lealtad que aquellos bajo un líder transaccional. La afabilidad y la extroversión de los seguidores modulan la relación entre el estilo de liderazgo y la lealtad hacia el líder. CONCLUSIÓN: las características de los seguidores modulan el efecto del estilo de liderazgo sobre las actitudes de los seguidores, apoyando la necesidad de un enfoque más integrador del estudio del liderazgo, donde los seguidores han de ser considerados como elementos activos de este proceso

Organizational Leadership: Motives and Behaviors of Leaders in Current Organizations

Organizational leadership is fundamental for the working and development of current organizations. It helps members of an organization to face transcendental challenges. One of the fundamental aspects of leaders is their personal characteristics and behaviour as perceived by their co-workers. Although research has established a relationship between these components, findings have failed to come up with any congruent evidence and further to this the organizations and contexts used are from several decades ago. This article, which forms part of the international GLOBE project, analyses the relationship between motives and behaviour as perceived by co-workers in organizations, using quantitative and qualitative methods and including technological innovations. Using samples from 40 corporate directors and 84 of their co-workers, from different companies, it confirms how the main motives of leaders (power, affiliation and achievement) are related to different behavioral patterns (power to authoritarian, non-depenent and non-social-skill behaviours; affiliation to relationship and dependent behaviors, and achievement to proactive behaviors). It discusses the results with relation to traditional research and suggests practical measures and proposals for future investigations in this area (AU)

El liderazgo organizacional resulta fundamental para el funcionamiento y desarrollo de las organizaciones actuales, implicando a sus miembros para afrontar retos transcendentales. Uno de los aspectos fundamentales del liderazgo son las características de personalidad de los líderes y las conductas percibidas por parte de los colaboradores. Aunque algunas investigaciones establecen relaciones entre ambas, no hay una evidencia congruente, y reflejan organizaciones y contextos de hace varias décadas. Este trabajo, que forma parte del proyecto internacional GLOBE, analiza la relación entre motivos y conductas percibidas por los colaboradores en organizaciones actuales utilizando métodos cuantitativos y cualitativos e incorporando innovaciones tecnológicas. Utilizando una muestra de 40 altos directivos y de 84 de sus colaboradores cercanos de diferentes empresas, se confirmó cómo los principales motivos de los líderes (poder, afiliación y logro) se asocian con diferentes patrones de conductas (poder con conductas autoritarias, no dependientes y no hábiles socialmente; afiliación con conductas de relación y dependencia, y logro con conductas proactivas). Se discuten los resultados en relación a las investigaciones tradicionales y se plantean medidas prácticas y propuestas de investigaciones futuras (AU)