Patient-reported assessment of compassion in Spanish: a systematic review.

Aims and objectives: This systematic review aims to: (1) explore which tools have been used in Spanish to measure compassion; (2) know which of these tools could be used to assess compassion in healthcare settings from the perspective of patients; (3) evaluate the quality of these patient-reported measures in Spanish contexts; and (4) determine which of these instruments would be best suited to be used in healthcare settings. Background: Compassion has been recognized as a fundamental dimension of quality healthcare. Methods: Several scientific databases were consulted for relevant records published up to December 16th, 2021. In accordance with PRISMA guidelines, 64 studies were included. Results and conclusions: while existing instruments, validated in Spanish, allow for the measurement of self-compassion or compassion to others, there are no valid and reliable measures currently available in Spanish to measure patient-reported compassion. Relevance to clinical practice: In order to ensure and promote compassion in the health care context, it is essential to have a valid and reliable tool to measure this construct in a patient-informed way, and this is currently not possible in the Spanish-speaking context because of the lack of such an instrument in Spanish.

Adaptation and validation of a patient-reported compassion measure in the Spanish population: The Spanish version of the Sinclair Compassion Questionnaire (SCQesp).

International practice guidelines and policies recognize compassion as a fundamental dimension of quality care. A key element in enhancing compassion in healthcare settings is having reliable patient-reported experience measures. In the Spanish context, there is a need for a valid Spanish patient-reported compassion measure for use in both research and clinical practice. The Sinclair Compassion Questionnaire (SCQ) represents the gold standard for patient-reported compassion measures in English-speaking settings. The primary aim of this study is to culturally adapt and validate the SCQ in a Spanish population. A Spanish version of the SCQ (SCQesp) was used to collect data from 303 Spanish patients (in two contexts: hospitalized and medical visit). Confirmatory factor analysis confirmed a one-factor solution in the 15-item (SCQesp) and five-item (SCQesp-SF) short form version. The SCQesp showed excellent values of reliability: Cronbach's α = 0.98; composite variance = 0.98 (0.905-0.854); and stratified variance = 0.78. The SCQesp-SF showed similar values of reliability. The SCQesp has excellent psychometric properties, making it a valid and reliable measure for assessing compassion in healthcare research and clinical care. This scientifically rigorous and psychometrically robust compassion measure in Spanish could allow healthcare providers, researchers, and leaders to routinely assess compassion.

The cross-level relationship between organizational trust in leadership and job satisfaction / A relação transnível entre a confiança organizacional na liderança e a satisfação no trabalho / La relación transnivel entre la confianza organizacional en el liderazgo y la satisfacción laboral

Previous research has rarely addressed trust in leadership at the organizational level. This study addresses this research gap by examining the influence of the magnitude of organizational trust in leadership and consensus about this trust on job satisfaction. The magnitude refers to shared trust in leadership among organizational members, whereas consensus captures the variability in perceptions within organizations, even when overall agreement exists. Moreover, the study examines the mediating role of perceived communication quality in the relationship between the magnitude of organizational trust in leadership and job satisfaction. The sample was composed of 486 employees of 34 transport organizations. Results showed that the magnitude of organizational trust in leadership influenced employees' job satisfaction through perceived communication quality, but its direct effect on job satisfaction was non-significant. Moreover, the organizational consensus on trust in leadership was also positively associated with job satisfaction. Overall, the findings contribute to better understanding trust in leadership as an organizational phenomenon.

Pesquisas anteriores raramente abordaram a confiança na liderança no nível organizacional. Este estudo aborda essa lacuna de pesquisa examinando a influência da magnitude da confiança organizacional na liderança e o consenso sobre essa confiança na satisfação no trabalho. A magnitude refere-se à confiança compartilhada na liderança entre os membros da organização, enquanto o consenso captura a variabilidade nas percepções dentro das organizações, mesmo quando existe um acordo geral. Além disso, o estudo examina o papel mediador da percepção da qualidade da comunicação na relação entre a magnitude da confiança organizacional na liderança e a satisfação no trabalho. A amostra foi composta por 486 funcionários de 34 organizações de transporte. Os resultados mostraram que a magnitude da confiança organizacional na liderança influenciou a satisfação no trabalho dos funcionários por meio da qualidade de comunicação percebida, mas seu efeito direto na satisfação no trabalho não foi significativo. Além disso, o consenso organizacional sobre confiança na liderança também foi positivamente associado à satisfação no trabalho. No geral, as descobertas contribuem para uma melhor compreensão da confiança na liderança como um fenômeno organizacional.

Las investigaciones anteriores rara vez han abordado la confianza en el liderazgo a nivel organizacional. Este estudio aborda esta brecha de investigación al examinar la influencia de la magnitud de la confianza organizacional en el liderazgo y el consenso sobre esta confianza en la satisfacción laboral. La magnitud se refiere a la confianza compartida en el liderazgo entre los miembros de la organización, mientras que el consenso captura la variabilidad en las percepciones dentro de las organizaciones, incluso cuando existe un acuerdo general. Además, el estudio examina el papel mediador de la calidad de la comunicación percibida en la relación entre la magnitud de la confianza organizacional en el liderazgo y la satisfacción laboral. La muestra estuvo compuesta por 486 empleados de 34 organizaciones de transporte. Los resultados mostraron que la magnitud de la confianza organizacional en el liderazgo influyó en la satisfacción laboral de los empleados a través de la percepción de la calidad de la comunicación, pero su efecto directo sobre la satisfacción laboral no fue significativo. Además, el consenso organizacional sobre la confianza en el liderazgo también se asoció positivamente con la satisfacción laboral. En general, los hallazgos contribuyen a comprender mejor la confianza en el liderazgo como un fenómeno organizacional.

Análisis de la felicidad durante el tiempo libre: el papel de la conducta prosocial y material / Analysis of Happiness During Free Time: The Role of Prosocial and Material Behaviors

Resumen Las investigaciones en torno al término felicidad han estado presentes en la literatura. Esto debido a que dar con las claves acerca de lo que hace felices a las personas es un máxima y no está sujeto a la moda. En diferentes investigaciones se ha encontrado que acciones de compartir, pasar el tiempo con otros, así como tener bienes y otras cosas materiales, contribuye a la felicidad. Así, en la presente investigación se analizó durante el tiempo libre de las personas, la influencia de ambas conductas sobre la felicidad. Un total de 108 personas conformaron la muestra del estudio y los resultados indican que estar con los demás, ser generosos, ayudar, compartir, y en definitiva, desarrollar conductas prosociales, contribuye a una mayor felicidad que realizar conductas dirigidas a obtener, mantener y contar con bienes u otras cosas materiales. Se concluye que las personas son más felices durante su tiempo libre cuando realizan conductas prosociales a diferencia del hecho de tener o poseer bienes. En este sentido, la felicidad experimentada podría ser más duradera ya que depende de la conducta, motivación y voluntad de las personas. Finalmente, el presente trabajo presenta limitaciones en el tamaño de la muestra y su diseño transversal. Futuras investigaciones han de incrementar el tamaño de la muestra, así como incorporar diseños longitudinales para analizar los cambios en el tiempo y la influencia de ambas conductas en otros contextos.

Abstract Research on happiness has been present in the literature, since finding the keys to what makes people happy is a maxim and does not go out of style. Different investigations suggest that sharing, spending time with others, and having material goods contribute to happiness. Thus, this investigation analyzed the influence of the prosocial and material behaviors on happiness during people's free time. A total sample of 108 people was under study. Results show that being with others, being generous, helping, sharing, and, in short, developing prosocial behaviors, bring greater happiness than performing actions aimed at obtaining, maintaining, and have material goods. In conclusion, people are happier during their free time when they carry out prosocial behaviors than by the mere fact of having or owning assets, and the happiness experienced could last more over time as it depends on conduct, motivation, and will. Finally, this work has some limitations such as the sample size and its cross-sectional design. Future research should increase the sample size, as well as incorporate longitudinal designs to analyze changes over time and the influence of both behaviors in other contexts.

Roles of participation and feedback in group potency.

The roles of group participation and group performance feedback were examined as antecedents of group potency, i.e., beliefs shared among a work group's members about the general effectiveness of the work group. Also examined were how group participation and the congruence of the feedback received from different sources about performance predicted convergence in members' beliefs about group effectiveness. The sample comprised 61 work groups of professionals involved in Master in Business Administration (MBA) programs (284 participants). Mean group size was 4.6 members (SD = .58). 65% of participants were male, and 51% were between 30 and 40 years of age. Data were gathered at two measurement times. Increases in group participation were positively related to increases in group potency and the convergence in beliefs about group effectiveness among group members over time. Results supported the premise that group performance feedback is an antecedent of changes in group potency over time.