The validity of general cognitive ability predicting job-specific performance is stable across different levels of job experience.

Decades of research in industrial-organizational psychology have established that measures of general cognitive ability (g) consistently and positively predict job-specific performance to a statistically and practically significant degree across jobs. But is the validity of g stable across different levels of job experience? The present study addresses this question using historical large-scale data across 31 diverse military occupations from the Joint-Service Job Performance Measurement/Enlistment Standards Project (N = 10,088). Across all jobs, results of our meta-analysis find near-zero interactions between Armed Forces Qualification Test score (a composite of math and verbal scores) and time in service when predicting job-specific performance. This finding supports the validity of g for predicting job-specific performance even with increasing job experience and provides no evidence for diminishing validity of g. We discuss the theoretical and practical implications of these findings, along with directions for personnel selection research and practice. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Amplifying Black excellence in industrial-organizational psychology.

This article highlights the work of Black organizational psychologists and their considerable and ongoing contributions to industrial-organizational (I-O) psychology through scholarship, practice, and service. We focus our review on the influence of five Black scholar-practitioners who have earned the distinction of fellow in the Society for Industrial and Organizational Psychology. We discuss how their work has enhanced our understanding of the integral role of diversity and inclusion across the employment cycle. We also highlight their contributions to service, mentorship, and the field more broadly to provide a holistic picture of their collective influence beyond their scholarship. Further, we offer recommendations for how their work can inform other subfields within psychology and elevate teaching and training beyond I-O. By amplifying the voices of these Black psychologists, we provide a guide for scholars and practitioners in I-O and related areas interested in incorporating diversity into their scholarship, teaching, and practice. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Within-person personality variability in the work context: A blessing or a curse for job performance?

Only recently, the question whether within-person personality variability is a blessing or a curse for job performance has reached the agendas of industrial and organizational (I-O) psychology researchers. Yet, this limited stream of research resulted in inconsistent findings, and only little understanding exists about the role of rater source and mean-level personality in this relationship. Broadly following socioanalytic theory, the present study examined the extent to which self- and other-rated within-person personality variability predicts self- and other-rated job performance, and whether this is moderated by mean-level personality. Within-person personality variability indices and job performance evaluations were obtained from an experience sampling study including N = 166 teachers, N = 95 supervisors, and N = 69 classes (including 1,354 students). Results showed that-above and beyond the effects of mean-level personality-self-rated within-person variability was positively associated with self-rated job performance, while other-rated within-person variability was negatively associated with other-ratings of performance. Many interactions with mean-level personality were found, mainly demonstrating negative effects of variability for those with a less adaptive personality profile (cf. variability as a "curse"), while showing positive effects of variability for those with a more adaptive trait profile (cf. variability as a "blessing"). Importantly, however, additional analyses provided little evidence for associations across type of rater source. These findings contribute to the field of I-O psychology by highlighting that perceptions of within-person personality variability may impact performance evaluations beyond personality traits, although its desirability seems to depend on individuals' personality trait level. Implications and limitations are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Fuzzy-Set Qualitative Comparative Analysis (fsQCA) in Organizational Psychology: Theoretical Overview, Research Guidelines, and A Step-By-Step Tutorial Using R Software

Fuzzy set qualitative comparative analysis (fsQCA) is a method for assessing the effects of configurations of variables leading to an outcome. The recent growth of interest in this technique in organizational psychology is proving this method to be an important tool for addressing new and decisive research hypotheses. However, the effectiveness of fsQCA is dictated not only by its general principles, but also by how well these are understood and applied in the research community. Consequently, a guide that covers the fundamental ideas and tenets of the approach is required to aid the research community in its comprehension and practical application. The current study seeks to offer an understanding of FsQCA by providing: (a) A complete description of the method highlighting some of the most important theoretical-methodological aspects; (b) a perspective on the most used guidelines and recommendations, and (c) step-by-step instructions on how to carry out FsQCA in R using the QCA package. Data from 120 employees and supervisors derived from a company based in central Italy were used o best to illustrate how to carry out fsQCA. Codes for conducting the analyses from the QCA package for R accompany the tutorial and can be adapted to a new dataset. (AU)

Percepções de psicólogos organizacionais sobre inclusão de pessoas com deficiência em empresas / Organizational psychologists' perceptions on the inclusion of people with disabilities in organizations / Percepciones de los psicólogos organizacionales sobre la inclusión de personas con discapacidad en las empresas

As dificuldades e barreiras enfrentadas no processo de inclusão de pessoas com deficiência (PcD) nas organizações incitam o desenvolvimento de pesquisas. Este estudo compreendeu a percepção de psicólogos organizacionais sobre a inclusão de PcD em empresas. Dezoito psicólogos atuantes na área de gestão de pessoas de empresas das sete regiões do estado do Rio Grande do Sul responderam a uma entrevista individual. A média de idade dos participantes foi de 33,17 anos, atuavam em empresas de diferentes segmentos, eram predominantemente do sexo feminino e possuíam pós-graduação em áreas relacionadas. Os relatos dos psicólogos alertaram para o fato de que, em suas graduações, o conteúdo sobre deficiência humana e, especificamente, inclusão no mercado de trabalho foi escasso ou inexistente. Essa lacuna na formação, de egressos de diferentes instituições de ensino superior, é relatada desde os anos de 1990. Para esses psicólogos, barreiras atitudinais e organizacionais são frequentemente enfrentadas no processo de inclusão, tais como o despreparo das empresas, gestores e colaboradores para receber as PcD, os poucos programas voltados a uma prática efetiva de inclusão e não somente ao cumprimento da legislação, além das dificuldades dos próprios profissionais em identificar os potenciais e as limitações que a PcD apresenta e de adaptá-la de maneira correta ao trabalho. O psicólogo organizacional pode contribuir para um processo adequado de inclusão por meio de práticas, tais como treinamentos e sensibilizações, que fomentem a informação e diminuam a discriminação e as dificuldades.(AU)

Difficulties and barriers to including people with disabilities (PwDs) in organizations drives research development. This study sought to understand how organizational psychologists perceived the inclusion of PwDs in organizations. Eighteen organizational psychologists who work in people management for companies in the seven regions of the state of Rio Grande do Sul participated in an individual interview. Most interviewees were female, with average age of 33.17 years, had a postgraduate degree in the field, and worked in companies from different segments. During the interviews, the psychologists called attention to the little or nonexistent content on human disability and, specifically, inclusion in the labor market covered in the graduate course. This gap has been reported by graduates from different higher education institutions since the 1990s. According to the respondents, attitudinal and organizational barriers are often faced in the inclusion process, such as the unpreparedness of companies, managers, and employees to welcome PwD, the few programs aimed at an effective inclusion and not only to comply with the law, as well as the difficulties of the professionals themselves to identify the potentials and limitations that PwD present and to adapt them correctly to the work. Organizational psychologists can contribute to an adequate inclusion process by developing training and sensibilization activities that foster information and reduce discrimination and difficulties.(AU)

Las dificultades y barreras enfrentadas en el proceso de inclusión de personas con discapacidad (PcD) en las organizaciones fortalecen el desarrollo de la investigación. Este estudio entendió la percepción de los psicólogos organizacionales acerca de la inclusión de las PcD en las empresas. Dieciocho psicólogos que trabajan en el área de gestión de personas en empresas de las siete regiones del estado de Rio Grande do Sul (Brasil) respondieron a una entrevista individual. Los participantes tenían una edad promedio de 33,17 años, trabajaban en empresas de diferentes segmentos, eran predominantemente mujeres y tenían un posgrado en el área. Los informes de los psicólogos alertaron sobre el hecho de que el contenido sobre discapacidad humana y, específicamente, su inclusión en el mercado laboral era escaso o inexistente durante su formación académica. Esta brecha en la formación de los egresados de diferentes instituciones de educación superior se reporta desde los 1990. Para estos psicólogos, a menudo ocurren barreras organizacionales y de actitud en el proceso de inclusión de las PcD, como la falta de preparación de las empresas, gerentes y empleados para recibirlas, pocos programas destinados a una práctica efectiva de la inclusión, no solo al cumplimiento de la ley, y las dificultades de los profesionales para identificar las potencialidades y limitaciones y adecuarlas correctamente al trabajo. El psicólogo organizacional puede contribuir a un proceso de inclusión adecuado, con prácticas de capacitación y sensibilización que brindan información y reducen la discriminación y dificultades.(AU)

Por que querer (re)descobrir a psicologia do trabalho no Brasil? / Why do we want to (re)discover work psychology in Brazil?

A história da psicologia do trabalho é plural. Tudo o que se herdou foi sendo objeto de muita controvérsia no âmbito de análises que vieram permitir um melhor esclarecimento de questões deixadas em aberto, consideradas residuais ou até completamente ignoradas. Os posicionamentos críticos deram novo alento aos projetos de renovação da abordagem da experiência humana quando investida na atividade de trabalho. Na academia brasileira, vários contributos o demonstram

The history of work psychology is plural. All that has been inherited has been subject to much controversy within the scope of analyses that have allowed a better clarification of questions left open, considered as residual or even completely ignored. Critical positions have given new vigour to the projects of renovation in the approach to human experience when invested in the activity of work. In Brazilian academia, several contributions demonstrate this.

Experiências de precarização do trabalho na América Latina: migração e empreendedorismo como apostas para o futuro / Experiences of precarious work in Latin America: migration and entrepreneurship as bets for the future

A análise do trabalho convoca à ampliação de referências epistemológicas e metodológicas para produzir transformações a partir de suas distintas realidades e dimensões. Nesse sentido, as abordagens das Clínicas do Trabalho se mostram como um caminho para compreender as relações entre subjetividade e trabalho, considerando suas condições concretas. O objetivo deste artigo é discutir, com base nas Clínicas do Trabalho, a relação entre processos de trabalho precarizado e a subjetividade de trabalhadores e trabalhadoras, em dois contextos laborais e territoriais distintos. Assim, parte-se de duas pesquisas para pensar esta mobilização. Na primeira, foram realizadas entrevistas em profundidade com haitianos(as) que residiam em Contagem/MG, a fim de compreendermos as dimensões psicossociais da migração para migrantes haitianos a partir das categorias território e trabalho. A segunda pesquisa buscou compreender as trajetórias empreendedoras no Uruguai e na Argentina a partir de um estudo sobre empreendedorismo nos dois países, que incluiu entrevistas biográficas com 18 empreendedores. Tais experiências possuem em comum a presença do desemprego nas trajetórias laborais de trabalhadoras e trabalhadores entrevistados(as) e uma característica básica do precariado: a ausência de um projeto de futuro que possibilite a construção de existências emancipatórias, o que pode ser fonte de sofrimento psíquico

Analyzing work requires expanding epistemological and methodological references to produce transformations based on its distinct realities and dimensions. Thus, the approaches of Labor Clinics can understand the relations between subjectivity and work by considering their concrete conditions. This study aimed to discuss the relations between precarious work processes and the subjectivity of workers in two distinct labor and territorial contexts, based on Work Clinics. Thus, two research studies are used to think about this mobilization. In the first, in-depth interviews were conducted with Haitian men and women who live in Contagem/MG to understand the psychosocial dimensions of migration for Haitian migrants based on categories of territory and work. The second research sought to understand entrepreneurial trajectories in Uruguay and Argentina from a study on entrepreneurship in both countries, which included biographical interviews with 18 entrepreneurs. These experiences share the presence of unemployment in the labor trajectories of the interviewed workers and a basic characteristic of the precariat: the absence of a future project that enables the construction of emancipatory existences, which can cause psychological suffering

Human Resources Analytics: A systematic Review from a Sustainable Management Approach / La analítica de recursos humanos: una revisión sistemática desde la perspectiva de una gestión sostenible

Human Resources Analytics (HRA) is drawing more attention every year, and will be crucial to human resource development. However, the literature around the topic would appear to be more promotional than descriptive. With this in mind, we conducted a systematic literature review and content analysis with the following objectives: first, to address the current state of HRA and second, to propose a framework for the development of HRA as a sustainable practice. We analyzed 79 articles from research databases and found 34 empirical studies for subsequent content analysis. While the main results reflect the relative newness of the field of HRA, with the majority of the empirical articles focusing on financial aspects, they also reveal the growing importance given to ethics. Finally, we propose a framework for the development of sustainable HRA based on the triple bottom line and discuss the implications of our findings for researchers and practitioners.(AU)

La analítica de recursos humanos (ARH) atrae cada vez más atención en los últimos años y será crucial para el desarrollo del ámbito de los recursos humanos. No obstante, la literatura sobre el tema parece ser más promocional que descriptiva. Para comprobar esto, llevamos a cabo una revisión sistemática de la literatura y un análisis de contenido con los siguientes objetivos: primero, abordar el estado actual la ARH y segundo, proponer un marco para el desarrollo de la AHR como una práctica sostenible. Analizamos 79 artículos de investigación incluidos en las más prestigiosas bases de datos y encontramos 34 estudios empíricos para su posterior análisis de contenido. Los principales resultados reflejan la relativa novedad del campo de la ARH, estando centrados la mayoría de los artículos en los aspectos financieros. No obstante, también se observa la creciente importancia dada a la ética. Finalmente, proponemos un marco para el desarrollo de una ARH basada en la triple cuenta de resultados (económica, social y medioambiental, y se discuten las implicaciones prácticas y teóricas de nuestros hallazgos.(AU)

Mediation: Understanding a Constructive Conflict Management Tool in the Workplace / La mediación: una herramienta de gestión constructiva del conflicto en el lugar de trabajo

Mediation becomes relevant nowadays as a way to manage conflicts in the workplace in a nonjudicial way, preventing costly, extensive, and unsatisfying legal procedures. This study tries to systematize the more recent research about mediation, showing the main challenges, questions, and findings. Research suggests the importance of integrating the organizational and societal context in the study of mediation, the use of efficiency, equity, and voice objectives for evaluating mediation effectiveness, and taking into account a contingency approach in mediator strategies. There is an important gap between the large development of professional practice in mediation and the few systematic studies on this topic. This paper offers a model that considers current research and practice for mediation effectiveness. This model could be used to focus the orientation of scholars, practitioners, and governments in search of new developments in the design of mediation. Future research could explore specific combinations of these dimensions to analyze sectors, organizations, or cases of mediation.(AU)

La mediación está adquiriendo relevancia hoy en día como una forma extrajudicial de gestionar los conflictos, evitando procedimientos legales costosos, largos e insatisfactorios. Este estudio trata de sistematizar la investigación más reciente sobre la mediación, mostrando los principales retos, cuestiones y conclusiones. La investigación sugiere la importancia de integrar el contexto organizativo y social en el estudio de la mediación, el uso de objetivos de eficiencia, equidad y voz para evaluar la eficacia de la mediación y tener en cuenta un enfoque contingente en las estrategias de las personas mediadoras. Existe una importante brecha entre el gran desarrollo de la práctica profesional de la mediación y la escasez de estudios sistemáticos sobre este tema. Este artículo ofrece un modelo que tiene en cuenta tanto la investigación como el ejercicio práctico para entender cómo se producen las mediaciones eficaces. Este modelo podría utilizarse para orientar a la academia, el ejercicio profesional y a los gobiernos en la búsqueda de nuevos desarrollos en el diseño de la mediación. Las investigaciones futuras podrían explorar combinaciones específicas de estas dimensiones para analizar sectores, organizaciones o casos de mediación.(AU)

A Model of Knowledge-sharing for the 21st Century Organizations / Un modelo de conocimiento compartido para las organizaciones del siglo XXI

Organizations’ survival ability is increasingly constrained by their innovation possibilities, that is, by their capacity to create and share knowledge in order to cope with new and more complex challenges. Aiming for the three axes on which new organizational models must be based (economic, technological, and social innovation), this article carries out a systematic review among five databases on the variables related to innovation in organizations. After applying exclusion criteria, 132 papers out of the 1,215 originally found were analyzed. As a result, an integrating theoretical model was proposed from the organizational psychology perspective: the model of knowledge-sharing organizations. The model allows for cultural, psychosocial, and technological aspects and proposes three levels of analysis: 1) innovative culture and governance (that groups together the characteristics of a culture oriented towards innovation, and the organizational policies into which it is translated); 2) leadership, teams, and people (that includes variables that impact people’s innovative capacity, leadership styles, and forms of teamwork); and 3) technological tools for innovation (that focus on how technology can be used, specifically ICT, to enhance the organization’s innovative capacity). Future directions as well as limitations are addressed at the end of the article.(AU)

La capacidad de supervivencia de las organizaciones está cada vez más condicionada por sus posibilidades de innovación, es decir, por su capacidad de crear y compartir conocimiento para hacer frente a nuevos y más complejos retos. Atendiendo a los tres ejes en los que deben basarse los nuevos modelos organizativos (innovación económica, tecnológica y social), el artículo realiza una revisión sistemática en cinco bases de datos sobre las variables relacionadas con la innovación en las organizaciones. Tras aplicar criterios de exclusión, se analizaron 132 trabajos de los 1,215 encontrados inicialmente. Como resultado, se propuso un modelo teórico integrador desde la perspectiva de la psicología organizacional: el modelo de organizaciones creadoras de conocimiento compartido. El modelo contempla aspectos culturales, psicosociales y tecnológicos, y propone tres niveles de análisis: 1) cultura innovadora y gobernanza (que agrupa las características de una cultura orientada a la innovación y las políticas organizativas en las que se traduce); 2) liderazgo, equipos y personas (que incluye las variables que inciden en la capacidad innovadora de las personas, los estilos de liderazgo y las formas de trabajo en equipo); 3) herramientas tecnológicas para la innovación (que se centra en cómo se puede utilizar la tecnología, concretamente las TIC, para potenciar la capacidad innovadora de la organización). Finalmente, se abordan las limitaciones del estudio y se proponen futuras líneas de investigación.(AU)

‘Digitalized’ Competences. A Crucial Challenge beyond Digital Competences / Las competencias "digitalizadas". Un reto crucial más allá de las competencias digitales

Today’s societies are experiencing a digitalization that is transforming organizations and jobs. Scholars, practitioners, and policy makers tend to focus on digital competences as a way to adapt the general population and workers to the technological revolution, enhance competitiveness and employability, and reduce social exclusion. It is important to develop “digital competences”, but we propose that this strategy only provides a partial view of the necessary capabilities. To achieve a more complete picture, “digitalized competences” should also be considered, that is, non-digital competences that are transformed through the intervention of digital technologies. Increasingly, jobs in which purely digital skills are not core elements change dramatically when they incorporate digital objects and processes. This change forces workers and professionals to perform traditional tasks in a very different way. It is likely that the shift from non-digital to digitalized competences involves a more pervasive transformation for organizations, jobs, and workers than pure digital competences. With this in mind, this article has two main objectives. First, we provide a definition of digitalized competences, linked to job transformation. Second, we use a typology of competences (professional, core cognitive, transversal, and leadership) and some cases to illustrate this change.(AU)

La sociedad actual experimenta un proceso de digitalización que está transformando las organizaciones y puestos de trabajo. Investigadores, profesionales y desarrolladores de políticas tienden a focalizar el reto de esa transformación en las competencias digitales cuando plantean la necesidad de preparar a la población general y a los trabajadores para esa revolución tecnológica, potenciar la competitividad y empleabilidad y reducir la exclusión social. Es importante desarrollar las competencias digitales, pero esta estrategia solo proporciona una visión parcial de las capacidades necesarias. Para conseguir una visión más completa se debe considerar las “competencias digitalizadas”, es decir aquellas competencias no digitales que se transforman por la introducción de las tecnologías digitales. De forma creciente, los trabajos en los que las competencias puramente digitales no son el elemento nuclear cambian de forma dramática cuando incorporan objetos y procesos digitales. Estos cambios empujan a los trabajadores y profesionales a desempeñar las tareas tradicionales de formas muy diferentes. Es probable que el cambio de las competencias no digitales a las digitalizadas implique una transformación más importante para las organizaciones, los puestos y los trabajadores que la derivada de la incorporación de las competencias puramente digitales. En este contexto, el artículo se plantea dos objetivos principales: primero, ofrecer una definición de las competencias digitalizadas vinculada a la transformación de los puestos de trabajo y segundo, el uso de una tipología de competencias (profesionales, cognitivas nucleares, transversales y de liderazgo) presentando casos que ilustren estos cambios.(AU)

Not Every Day is Monday for Employees Confined due to COVID-19: Anticipatory Happiness Matters / No todos los días son lunes para los empleados confinados por la COVID-19: la felicidad anticipatoria importa

This study focuses on anticipatory happiness during the week (current happiness but considering the rest of the week) in employees confined due to COVID-19. In Diary Study 1, 71 employees with home-based telework participated on five consecutive workdays (Monday-Friday). We found a quadratic change pattern with an acceleration of the increase in anticipatory happiness right before the weekend. Results also confirmed a positive association between daily variability in anticipatory happiness and daily fluctuations in job satisfaction and positive affect. In Diary Study 2, 83 employees who carried out an essential activity outside the home participated for two consecutive weeks. Our findings showed a cubic change pattern where anticipatory happiness reaches its highest average score on Friday, dropping sharply on Monday, and then the cycle (rhythm) begins again. Changes in anticipatory happiness were positively associated with changes in job satisfaction and positive affect, and negatively related to fluctuations in negative affect.(AU)

El estudio se centra en la felicidad anticipatoria durante la semana (felicidad actual, pero considerando el resto de la semana) en empleados confinados por la COVID-19. En el Estudio de diario 1 participaron 71 empleados con teletrabajo en el hogar durante cinco días laborables consecutivos (de lunes a viernes). Encontramos un patrón de cambio cuadrático con una aceleración de la felicidad anticipatoria justo antes del fin de semana. Los resultados también confirmaron una asociación positiva entre la variabilidad diaria en la felicidad anticipatoria y las fluctuaciones diarias en la satisfacción laboral y el afecto positivo. En el Estudio de diario 2 participaron 83 empleados que realizaban una actividad esencial fuera del hogar durante dos semanas consecutivas. Los resultados muestran un patrón de cambio cúbico en el que la felicidad anticipatoria alcanza la puntuación promedio más alta el viernes, cae bruscamente el lunes y luego el ciclo (ritmo) comienza nuevamente. Los cambios en la felicidad anticipatoria se asociaron positivamente con los cambios en la satisfacción laboral y el afecto positivo y negativamente con las fluctuaciones en el afecto negativo.(AU)

Applying Attachment Theory to Explain Boundary-spanning Behavior: The Role of Organizational Support Climate / La utilización de la teoría del apego para explicar el comportamiento de expansión de límites: el papel del clima de apoyo organizativo

Boundary spanning has been proven to have positive implications for innovation performance; yet, some individuals are less boundary-spanning than others. Drawing on the attachment theory and organizational support theory, this study develops a multi-level theoretical model to investigate how individuals’ attachment insecurity influences boundary-spanning behavior through self-efficacy and the moderating role of organizational support climate. To validate the proposed model, we adopted a survey research, and collected data from NPD project teams in China. The results revealed that both insecure attachment styles were associated with lower levels of individual boundary-spanning behavior, and self-efficacy partially mediated these relationships. Moreover, organizational support climate played a moderating role in the relationship between attachment anxiety and boundary-spanning behavior. With a high level of support climate, the negative impact of attachment anxiety on boundary-spanning behavior was weakened. This elucidates the role of individual affective motivation and team shared perceptions in shaping individual externally focused behavior.(AU)

Se ha demostrado que la expansión de límites tiene implicaciones positivas para la aplicación de la innovación, si bien algunas personas tienen menos desarrollada dicha característica. Partiendo de la teoría del apego y de la del apoyo organizativo, este estudio desarrolla un modelo teórico multinivel para investigar cómo influye la inseguridad del apego en el comportamiento de expansión de límites por medio de la autoeficacia y el rol moderador del clima de apoyo organizativo. Para validar el modelo propuesto adoptamos una investigación de encuesta, recogiendo datos de los equipos del proyecto NPD de China. Los resultados ponen de manifiesto que los estilos de apego inseguro están asociados con un menor comportamiento de expansión de límites y que la autoeficacia mediatiza parcialmente estas relaciones. Además, el clima de apoyo organizativo juega un papel moderador de la relación entre la ansiedad de apego y el comportamiento de expansión de límites. La repercusión negativa de la ansiedad de apego en el comportamiento de expansión de límites se atenúa cuando el clima de apoyo es elevado. Todo esto aclara el papel de la motivación afectiva y de la percepción compartida en equipo en la formación del comportamiento individual dirigido al exterior.(AU)

Emotional Intelligence, Work Satisfaction, and Affective Commitment: An Occupational Health Study of Social Workers / La inteligencia emocional, la satisfacción en el trabajo y el compromiso afectivo: un estudio sobre la salud ocupacional de los trabajadores sociales

Social workers’ work engagement and burnout were tested in relation to (a) personal variable, i.e., emotional intelligence; (b) organizational variables, i.e., work satisfaction and affective commitment. Regressions revealed emotional intelligence - controlling self – negatively predicted depersonalization and reduced personal accomplishment and positively predicted three facets of work engagement. Emotional intelligence - understanding others – was a negative predictor of reduced personal accomplishment. In addition, work satisfaction negatively predicted three components of burnout and positively predicted emotional work engagement. Affective commitment was a positive predictor of three facets of work engagement and negatively predicted reduced personal accomplishment. Implications for management are discussed.(AU)

Se puso a prueba la implicación en el trabajo y el estrés de los trabajadores sociales en relación con (a) la variable personal inteligencia emocional y (b) las variables organizativas satisfacción con el trabajo y compromiso afectivo. Las regresiones mostraron que la inteligencia emocional (el control del yo) predecía negativamente la despersonalización y un logro personal mermado y positivamente tres aspectos de la implicación en el trabajo. La inteligencia emocional (comprender a los demás) era un predictor negativo de la merma del logro personal. Además, la satisfacción con el trabajo predecía tres componentes del agotamiento emocional y positivamente el compromiso con el trabajo. El compromiso afectivo predecía positivamente los tres aspectos de la implicación en el trabajo y negativamente el de la disminución del logro personal. Se comentan las inferencias con respecto a la gestión.(AU)

Self-care at Work Matters: How Job and Personal Resources mediate between Self-Care and Psychological Well-being / El autocuidado en el trabajo es importante: como los recursos personales y del puesto median entre el autocuidado y el bienestar psicológico

The aim of this study is to analyze the relationship between self-care activities (mindfulness and physical exercise) and the use of personal and work resources and their relationship with well-being. The sample consisted of 294 workers recruited from 20 organizations from different socioeconomic sectors in Spain. Results showed that mindfulness is positively related to well-being through the mediating role of work resources and personal resources. However, whereas personal resources showed a full mediating role in the hypothesized model, work resources did not show a significant relationship with mindfulness. Finally, results showed positive and significant relationships between the mindfulness x physical exercise interaction and all the dependent variables, and also the interaction between physical exercise and mindfulness had a significant effect on each of these three dependent variables.(AU)

El objetivo de este estudio es analizar la relación entre las actividades de autocuidado (mindfulness y ejercicio físico) y el uso de recursos personales y laborales y su relación con el bienestar. La muestra está formada por 294 trabajadores contratados de 20 organizaciones de diferentes sectores socioeconómicos en España. Los resultados muestran que el mindfulness se relaciona positivamente con el bienestar a través del papel mediador de los recursos laborales y personales. Sin embargo, mientras que los últimos muestran un papel mediador completo en el modelo hipotético, los primeros no muestran una relación significativa con el mindfulness. Finalmente, los resultados presentan una relación positiva y significativa entre la interacción mindfulness-ejercicio físico y todas las variables dependiente; igualmente la interacción entre ejercicio físico y mindfulness tiene un efecto significativo en cada una de estas tres variables dependientes.(AU)

Quasi-ipsative Forced-Choice Personality Inventories and the Control of Faking: The Biasing Effects of Transient Error / Los inventarios de personalidad de elección forzosa cuasi-ipsativos y el control del faking: los efectos de sesgo del error temporal

To date, experimental research on the effect of faking on personality measures has used two types of designs: within-subject designs and between-subjects designs. None of these designs permit us to control for the effects of transient error on faking. Using a Latin-square design (LSD), the current study examines the effects of faking on the Big Five as assessed by a quasi-ipsative forced-choice (FC) personality inventory. LSD is a type of experimental design that simultaneously permits us to control for between-subject differences, within-subject variability, and transient error. The sample consisted of 246 participants (four experimental groups, assessed twice, 2-3 week interval). The results showed that (1) faking effect size can be largely attributed to transient error and (2) the quasi-ipsative FC format shows great resistance to faking behavior. The average effect size (Cohen’s d) for the Big Five was 0.21, 0.12, and 0.09 for observed faking, transient error, and true faking, respectively. On average, 62% of observed faking effect size can be attributed to transient error. To conclude, we discuss the implications of these findings for the research and practice of personnel selection.(AU)

La investigación experimental sobre los efectos del faking o falseamiento en las medidas de personalidad ha utilizado dos tipos de diseños: diseños intrasujeto y diseños entre sujetos. Pero ninguno de ellos nos permite controlar los efectos del error temporal en el faking. Usando un diseño de cuadrado latino (DCL), este estudio examina los efectos del faking en los Cinco Grandes evaluados con un inventario de personalidad de elección forzosa (EF) cuasi-ipsativo. El DCL es un diseño experimental que simultáneamente nos permite controlar las diferencias entre sujetos, la variabilidad intrasujeto y el error temporal. La muestra estuvo compuesta por 246 participantes (cuatro grupos experimentales, evaluados dos veces en un intervalo de 2-3 semanas). Los resultados mostraron que (1) el tamaño del efecto del faking se puede atribuir en gran medida a un error temporal y (2) el formato de EF causi-ipsativo muestra una gran resistencia al faking. El tamaño del efecto promedio (d de Cohen) para los Cinco Grandes fue 0.21, 0.12 y 0.09 para el faking observado, el error temporal y el faking verdadero, respectivamente. En promedio, el 62 % del tamaño del efecto del faking observado se puede atribuir a un error temporal. Para concluir, se discuten las implicaciones de estos resultados.(AU)

Disentangling the Linkage between Personality and Commitment: A Moderated Mediation Model of Core Self-Evaluations and Affectivity / Desenredando la conexión entre personalidad y compromiso: un modelo de mediación moderada de las autoevaluaciones centrales y de la afectividad

The purpose of this study is to investigate how several personality traits and two affective states might be associated with organizational (affective) commitment in a Middle Eastern collectivist culture like Turkey. We tested moderated mediation models of the effects of Big-Five personality traits on affective commitment to the organization while investigating the mediation effects of two affective states (i.e., positive affectivity and negative affectivity) and the moderating effects of a personality trait (i.e., core self-evaluations) on these relationships. Data were collected in a field study (N = 312) using a time-lagged research design. As expected, the results indicated that the traits extraversion and agreeableness are positively related to affective commitment through positive affectivity when core self-evaluations is high-to-medium in strength. The results also showed that the indirect and negative effect of neuroticism on affective commitment via negative affectivity was not supported. The main contribution of this study is the focus on personality and affective-commitment linkages, giving an increased understanding of the processes, mechanisms, and conditions (i.e., indirect and moderating) operating within these linkages.(AU)

El objetivo del estudio es investigar cómo podrían asociarse diversos rasgos de personalidad y dos estados afectivos con el compromiso afectivo organizativo en una cultura colectivista de oriente próximo como Turquía. Probamos modelos de mediación moderada de los efectos de los rasgos de la personalidad de los Cinco Grandes en el compromiso afectivo con la organización a la vez que investigamos los efectos de la mediación de dos estados afectivos (la afectividad positiva y negativa) y los efectos moderadores de un rasgo de personalidad (las autoevaluaciones centrales) en estas relaciones. Mediante un estudio de campo se recogieron los datos (N = 312) mediante un diseño de investigación demorado. Tal y como era de esperar, los resultados indican que los rasgos extraversión y amabilidad se asocian positivamente al compromiso afectivo mediado por la afectividad positiva cuando las autoevaluaciones centrales tienen una fuerza entre elevada y media. Los resultados muestran también que el efecto indirecto y negativo del neuroticismo en el compromiso afectivo, mediado por la afectividad negativa, no se sostiene. La contribución más importante del estudio es que se centra en los vínculos entre personalidad y compromiso afectivo, mejorando el conocimiento de los procesos, mecanismos y condiciones (indirectos y moderadores) que operan en estos vínculos.(AU)

Times are changing, bias isn't: A meta-meta-analysis on publication bias detection practices, prevalence rates, and predictors in industrial/organizational psychology.

Effect misestimations plague Psychological Science, but advances in the identification of dissemination biases in general and publication bias in particular have helped in dealing with biased effects in the literature. However, the application of publication bias detection methods appears to be not equally prevalent across subdisciplines. It has been suggested that particularly in I/O Psychology, appropriate publication bias detection methods are underused. In this meta-meta-analysis, we present prevalence estimates, predictors, and time trends of publication bias in 128 meta-analyses that were published in the Journal of Applied Psychology (7,263 effect sizes, 3,000,000 + participants). Moreover, we reanalyzed data of 87 meta-analyses and applied nine standard and more modern publication bias detection methods. We show that (a) the bias detection method applications are underused (only 41% of meta-analyses use at least one method) but have increased in recent years, (b) those meta-analyses that apply such methods now use more, but mostly inappropriate methods, and (c) the prevalence of potential publication bias is concerning but mostly remains undetected. Although our results indicate somewhat of a trend toward higher bias awareness, they substantiate concerns about potential publication bias in I/O Psychology, warranting increased researcher awareness about appropriate and state-of-the-art bias detection and triangulation. Embracing open science practices such as data sharing or study preregistration is needed to raise reproducibility and ultimately strengthen Psychological Science in general and I/O Psychology in particular. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Ethical incidents reported by industrial-organizational psychologists: A ten-year follow-up.

This article reports the results of an ethics survey of professional members of the Society for Industrial and Organizational Psychology (SIOP/APA-Div. 14) conducted in 2019, and compares its findings with those of a similar survey conducted in 2009. In 2019, but not 2009, international members and associates were included. A total of 680 survey responses were received in 2019, with 157 of them describing a narrative incident of a recently experienced ethical situation. In 2009, 228 of 661 respondents described a total of 292 incidents. Respondents were asked to categorize and rate their incidents on a variety of attributes. Demographic subgroup analyses showed more similarities than differences in the nature and outcomes of ethical issues reported. However, differences were observed as a function of work domain (academe, internal practice, external practice), membership status (member/fellow/associate), career stage (years since highest degree), and field of highest degree (I-O psychology, other psychology area, and business), suggesting caution if generalizing to the entire field. Respondents who actually faced the ethical issue described viewed it as somewhat less serious than those who occupied some other (observer) role in the situation, and also reported more successful resolutions. Comparing 2019 with 2009 data revealed overall consistency in the relative incidence of different forms of ethical challenges and the work activity areas in which they arise. However, in 2019 there were more covert incidents (e.g., role conflicts, values conflicts, conflicts of interest) and fewer overt incidents (e.g., coercion, corruption). Implications for improving ethics education and training are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Examining the dimensionality of pre-service teachers' enthusiasm for teaching by combining frameworks of educational science and organizational psychology.

The aim of this study was to obtain a holistic understanding of pre-service teachers' enthusiasm for teaching (a subject) by examining its structure as well as relevant factors that may be related to it in the first phase of teacher education. For this purpose, we considered two strands of research: educational science and organizational psychology. Accordingly, the professional competence model and the job demands and resources model helped to identify factors that are associated with pre-service teachers' enthusiasm for teaching. Responses of 211 pre-service biology teachers indicated that enthusiasm for teaching can be considered as one-dimensional. Moreover, we found positive relationships between enthusiasm for teaching and academic self-concept, intrinsic career choice motives and occupational commitment. In contrast, we detected negative relations between enthusiasm for teaching and both emotional exhaustion and intention to quit. No significant relations could be found for enthusiasm for teaching and both professional knowledge and extrinsic career choice motives. Our findings highlight the importance of enthusiasm for teaching in the earliest stage of teachers' careers. Thus, our study points out relevant factors that could help to maintain high enthusiasm and to keep (pre-service) teachers healthy and in the profession.