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1.
Cir. Esp. (Ed. impr.) ; 97(10): 560-567, dic. 2019. graf, tab
Artigo em Espanhol | IBECS | ID: ibc-187931

RESUMO

Introducción: El acceso de los cirujanos a los equipos de trasplante hepático en España se realiza de manera heterogénea. El objetivo de este estudio ha sido cuantificar los recursos humanos de los equipos de trasplante españoles, la distribución de las diferentes tareas del trasplante entre los miembros del equipo, el mecanismo mediante el cual se adquieren las habilidades, la visión de sus líderes sobre su continuidad, así como las motivaciones de los residentes de cirugía general españoles para elegir el trasplante como su futura carrera profesional. Métodos: Se elaboraron dos encuestas diferentes, para los jefes de equipo y para residentes, sobre número de personas, capacitación, reclutamiento, organización de tareas y motivación para trabajar en trasplantes. Los cuestionarios se enviaron por correo electrónico tanto a los directores de programa de trasplante como a los residentes de cirugía. Resultados: Hay en promedio 8 cirujanos en cada unidad de trasplante. Más de 4 cirujanos realizan la hepatectomía en el 54,2% de los grupos, mientras que el implante lo realiza más de 4 cirujanos en solo el 25% de los centros. El 42% de los jefes de trasplante hepático aboga por un sistema tipo fellowship y el 87,5% cree que el recambio generacional está garantizado. De los 525 residentes, 101 respondieron. Respecto a la formación, un 12,8% no tiene interés en el trasplante. En cuanto a sus preferencias laborales, el 37,6% no está interesado en el trasplante por ser excesivamente exigente, y el 52,5% no desea ser parte de un equipo de trasplante de hígado en el futuro. Conclusiones: El recambio generacional parece estar garantizado según los directores de programa de trasplante de hígado. Las nuevas generaciones de cirujanos generalmente optan por otras áreas de cirugía diferentes al trasplante. Son necesarios estudios con mayor número de respuestas para validar estos resultados


Introduction: The access of surgeons to liver transplant teams in Spain is heterogeneous. This study aims to portray the current human resources of Spanish transplant teams, distribution of transplant duties among team members, how transplant team members acquire their skills, their leaders' view of their future, as well the motivations of Spanish General Surgery residents to choose transplantation as their future career choice. Methods: Two different surveys were created, one for head surgeons and one for residents, about the number of team members and their training, recruitment, organization of tasks and motivation to work in transplantation. The questionnaires were e-mailed to both the transplant program directors and the surgical residents. Results: There are on average 8 surgeons in each transplant unit. More than four surgeons perform the hepatectomy in 54.2% of the groups, while the graft implantation is performed by more than 4 surgeons at just 25% of the centers. Forty-two percent of the transplant chiefs advocated a fellowship training system, and 87.5% believe that generational turnover is guaranteed. Out of 525 residents, 101 responded. Regarding training, 12.8% had no interest in transplantation. Concerning their work preferences, 37.6% were not interested in transplantation because it is excessively demanding, and 52.5% would not like to be part of a liver transplant team in the future. Conclusions: The generational turnover seems to be guaranteed according to liver transplant program directors. The new generations of surgeons generally opt for other areas of surgery other than transplantation. Studies with a greater number of responses are necessary to validate these results


Assuntos
Humanos , Masculino , Feminino , Pessoa de Meia-Idade , Emprego/normas , Mão de Obra em Saúde/organização & administração , Transplante de Fígado/estatística & dados numéricos , Cirurgiões/provisão & distribução , Atitude do Pessoal de Saúde , Escolha da Profissão , Competência Clínica , Educação/normas , Emprego/estatística & dados numéricos , Bolsas de Estudo/estatística & dados numéricos , Mão de Obra em Saúde/estatística & dados numéricos , Internato e Residência/estatística & dados numéricos , Motivação/fisiologia , Seleção de Pessoal/métodos , Seleção de Pessoal/estatística & dados numéricos , Diretores Médicos/estatística & dados numéricos , Espanha/epidemiologia , Cirurgiões/normas , Inquéritos e Questionários
2.
An. psicol ; 35(3): 496-505, oct. 2019. tab
Artigo em Espanhol | IBECS | ID: ibc-190038

RESUMO

Las organizaciones enfrentan el reto de gestionar una fuerza laboral multigeneracional con características propias que difieren en el valor que le otorgan al trabajo. La incorporación al mercado laboral de las generaciones más jóvenes hace imprescindible el estudio de sus diferentes actitudes hacia el trabajo en comparación con las generaciones antecesoras. El propósito de esta investigación fue analizar a través del constructo de la Ética Protestante las diferencias existentes en las actitudes hacia el trabajo de cuatro generaciones (Baby Boomers, Generación X, Generación Y, y Generación Z). La muestra de 624 participantes ecuatorianos (BB 11.2%; GX 11.2%, GY 58.5% y GZ 19.1%) se agrupó por cohortes. Se aplicó el Cuestionario Multidimensional Ética del Trabajo (MWEP). Los resultados mostraron que los BB y la GX tiene una mayor creencia sobre la importancia del trabajo y más tolerancia a la utilización improductiva del tiempo de trabajo que las generaciones Y y Z. En el aplazamiento de las recompensas la GZ muestra puntuaciones superiores a las obtenidas por los BB, GX y GY. No se encuentran diferencias significativas en las dimensiones de autoconfianza, ocio y moralidad-ética


Enterprises face the challenge of managing a multigenerational workforce which has its characteristics that differ in the value they grant to work. Incorporation of younger generations into the labour market requires to study all their attitudes towards work, contrasting them with previous generations. The purpose of this research was to analyse, through the Protestant Ethic construct, the differences of four age groups in attitudes towards work (Baby Boomers, Generation X, Generation Y, and Generation Z). Cohorts grouped the sample of 624 Ecuadorians (BB 11.2%; Gen X 11.2%, Gen Y 58.5% and Gen Z 19.1%). The Multidimensional Work Ethic Profile (MWEP) was applied. The results showed that BB and Gen X believe more in the importance of work than generations Y and Z. At the same time, BB and Gen X are more tolerant to the unproductive use of time than generations Y and Z. Gen Z has higher scores than BB, Gen X and Gen Y in the postponement of rewards dimension. Besides, there are no meaningful differences in self-reliance, leisure and morality/ethics dimensions


Assuntos
Humanos , Masculino , Feminino , Adolescente , Adulto Jovem , Adulto , Pessoa de Meia-Idade , Idoso , Emprego/ética , Emprego/psicologia , Relação entre Gerações , Enquadramento Psicológico , Fatores Etários , Inquéritos e Questionários , Teoria Psicológica , Equador , Comparação Transcultural
3.
An. psicol ; 35(3): 514-520, oct. 2019. graf
Artigo em Espanhol | IBECS | ID: ibc-190040

RESUMO

La presente investigación tiene como objeto averiguar cómo se responde a distintos perfiles en la evaluación de candidatos de selección en función de contexto organizacional. Se realizó un experimento con una muestra de participantes capacitados en selección de personal. Los participantes recibieron primero un mensaje que describía que el futuro de una organización dada era favorable o desfavorable. Luego, se les pidió a todos los participantes que leyeran la información sobre un posible candidato para dicha organización. El candidato fue descrito en términos de su experiencia previa o en términos de su potencial como profesional. Después de recibir la información sobre la organización y el perfil, se pidió a todos los participantes que evaluaran al candidato para el puesto. Esperábamos que hubiera una mayor preferencia por la experiencia en relación con el potencial, particularmente cuando el contexto era desfavorable. Como se predijo, los resultados mostraron que, en condiciones contextuales desfavorables, las actitudes hacia el candidato fueron más favorables cuando el candidato de trabajo fue presentado en términos de experiencia (vs potencial). En condiciones contextuales favorables, las actitudes hacia el candidato no variaron en función de su perfil


The present research's main goal is to examine the evaluation of a job candidate as a function of his profile and the context of the organization. An experiment was conducted with a sample of participants trained in personnel selection. Participants first received a message describing that the future of a given organization was favorable or unfavorable. Then, all participants were asked to read the information about a potential job candidate for such organization. The candidate was described in terms of his previous experience or in terms of his potential as a professional. After receiving the information about the organization and the profile, all participants were asked to evaluate the job candidate. We expected that there would be a higher preference for experience relative to potential, particularly when the context was unfavorable. As predicted, results showed that under unfavorable contextual conditions, attitudes towards the candidate were more favorable when the job candidate was portrayed in terms of experience (vs potential). Under favorable contextual conditions, attitudes towards the candidate did not vary as a function of his profile


Assuntos
Humanos , Feminino , Adulto , Seleção de Pessoal/métodos , Incerteza , Emprego/psicologia , Análise Fatorial , Análise de Variância , Mercado de Trabalho , Decepção
4.
Rev. psicol. trab. organ. (1999) ; 35(1): 9-15, abr. 2019. tab, graf
Artigo em Inglês | IBECS | ID: ibc-183533

RESUMO

Information and communication technologies (ICT) afford benefits in staying connected and increasing work flexibility for employees; however, they also bring us negative behavioral and psychological outcomes. This research examines the potential consequences of workplace telepressure, referring to the preoccupation with and urge to respond quickly to work-related ICT messages, on employee physical and psychological outcomes and the intervening roles of psychological detachment and boundary-crossing behaviors. A sample of 233 full-time workers from an online survey panel completed an online questionnaire. We observed bivariate relationships between workplace telepressure and health outcomes (i.e., employee burnout, poor sleep quality), psychological detachment, and boundary crossing. Bootstrapped indirect effects analyses showed that only boundary crossing provided a viable pathway by which workplace telepressure was associated with physical fatigue, poor sleep quality, and low sleep quantity. Implications of the intervening role of boundary crossing and the relationships between workplace telepressure and negative health outcomes are discussed


Las tecnologías de información y comunicación (TIC) ofrecen las ventajas de estar conectados y aumentar la flexibilidad laboral de los empleados, aunque tienen consecuencias conductuales y psicológicas negativas. Esta investigación analiza las consecuencias que tiene la telepresión, referida a la preocupación y urgencia en responder rápidamente a mensajes relativos al trabajo (utilizando las TIC), sobre el desempeño físico y psicológico de los trabajadores y sobre el papel intermediario que juegan la desvinculación psicológica y el cruzar los límites del trabajo. Se pasó un cuestionario en línea a 233 trabajadores a tiempo completo. Observamos las relaciones bivariadas de la telepresión y sus consecuencias en la salud (por ejemplo, agotamiento emocional o mala calidad del sueño), el desapego psicológico y el franqueo de los límites del trabajo. Los análisis de bootstrap de los efectos indirectos mostraron que solo el franqueo de estos límites constituye un camino válido para asociar la telepresión con la fatiga física, la mala calidad de sueño y dormir poco. Se discuten las implicaciones del papel interventor que tiene el cruzar los límites del trabajo y sus relaciones entre la telepresión y las consecuencias negativas para la salud


Assuntos
Humanos , Masculino , Feminino , Adolescente , Adulto Jovem , Adulto , Pessoa de Meia-Idade , Emprego/psicologia , Condições de Trabalho , Esgotamento Profissional/psicologia , Esgotamento Profissional/psicologia , Equilíbrio Trabalho-Vida/classificação , Satisfação no Emprego , Telemática , Transtornos do Sono-Vigília/psicologia , Fatores de Risco , Inquéritos e Questionários/estatística & dados numéricos
5.
Rev. psicol. trab. organ. (1999) ; 35(1): 39-48, abr. 2019. tab, graf
Artigo em Inglês | IBECS | ID: ibc-183536

RESUMO

The current research is set to explore the motivations of managers to hire freelancers, a rapidly growing form of employment, and the boundary conditions for choosing freelancers for different positions and tasks within the organization. The main proposition is that managers today consider freelancers as agents that bring valuable knowledge and expertise into the organization from outside. To that end, 255 Israeli managers from different organizational sectors participated in two consecutive studies. In Study 1, managers' perceptions of freelancers and main motivations for employing freelancers were quantitatively measured against different job types and organizational roles. Study 2 aimed to deepen the understanding of the personal and professional attributes that managers look for in freelancer employment, using a qualitative approach. Implications of the changing nature of employment arrangements as a strategic HRM activity in a complex and unstable business environment are discussed


Esta investigación tiene como objetivo explorar las motivaciones de los managers para contratar freelancers, una forma de empleo en rápido crecimiento, y las condiciones límite para elegir freelancers para diferentes puestos y tareas dentro de la organización. La principal proposición es que los managers hoy en día consideran a los freelancers como agentes que aportan valiosos conocimientos y experiencia a la organización desde el exterior. Para ello, 255 directivos israelíes de diferentes sectores empresariales participaron en dos estudios consecutivos. En el estudio 1, se midió cuantitativamente en diferentes tipos de trabajo y roles organizacionales la percepción de los gerentes de los freelancers y las principales motivaciones para el empleo de los mismos. El estudio 2 se dirigió a profundizar en la comprensión de los atributos personales y profesionales que los managers buscan en el empleo freelance utilizando un enfoque cualitativo. Se comentan las implicaciones de la naturaleza cambiante de estos acuerdos de trabajo como actividad estratégica de la dirección de recursos humanos en un entorno empresarial complejo e inestable


Assuntos
Humanos , Masculino , Feminino , Adulto , Pessoa de Meia-Idade , Emprego/psicologia , 16054/psicologia , Condições de Trabalho , Incerteza , Engajamento no Trabalho , Emprego/organização & administração , Riscos Ocupacionais , Mobilidade Ocupacional , Satisfação no Emprego
6.
Matronas prof ; 20(1): 5-12, 2019. graf, tab
Artigo em Espanhol | IBECS | ID: ibc-183283

RESUMO

Objetivo: Conocer, desde una perspectiva fenomenológica, la situación actual de coordinación entre niveles asistenciales y modelos de gestión de recursos humanos de las matronas del área de salud de La Ribera, así como sus propuestas para mejorar su coordinación. Metodología: Estudio cualitativo de perspectiva fenomenológica. Se realizaron entrevistas semiestructuradas a 28 matronas que trabajaban en el área de salud de La Ribera durante 2016. El análisis del contenido se realizó mediante la triangulación del investigador, usando el programa MAXQDA para la codificación y el análisis de los datos. Resultados: Las respuestas se clasificaron en 9 códigos: concepto de coordinación (dificultad para definirlo), recursos disponibles para la coordinación (Jefe de Servicio de Ginecología, teléfono y correo electrónico), elementos facilitadores (recursos materiales) y obstaculizadores (falta de contacto y existencia de compartimentos estancos), propuestas de mejora (coordinadora integral, rotatorios entre atención primaria y especializada, presencia de una matrona en planta de maternidad), persona de referencia para la coordinación (supervisora de paritorio), modelo de gestión de recursos humanos (diferencias en el trato según modelo), comunicación entre matronas (escasa y mejorable), déficit de conocimiento, y valoración de la coordinación (negativa entre matronas y positiva entre matronas y otros profesionales). Conclusiones: El presente estudio muestra una coordinación deficitaria entre matronas, con una comunicación escasa y diferencias en el trato según el modelo de gestión. Las matronas manifestaron su deseo de mejorar dicha coordinación mediante diversas propuestas


Objective: To know, from a phenomenological perspective, the current situation of coordination between different levels of care and human resource management models of midwives in La Ribera health area, as well as the strategies proposed by them to improve the coordination. Methodology: Qualitative study through a phenomenological perspective. Semi-structured interviews with 28 midwives who worked in La Ribera health area during 2016 were performed. The content analysis was performed by researcher triangulation, using the MAXQDA software for coding and data analysis. Results: The answers were classified into 9 codes: concept of coordination (difficulty to define it), available resources for coordination (Head of Gynecology, telephone and email), facilitating elements (material resources) and obstacles (lack of contact and existence of watertight compartments), proposals for improvement coordination (integral coordinator for both care levels, rotating between primary and specialized care, presence of a midwife in the maternity ward), reference person for coordination (supervisor of the delivery room), model of human resources management (differences in the treatment according to model), communication between midwives (scarce and improvable), knowledge deficit, and assessment of coordination (negative among midwives and positive among midwives and other professionals). Conclusions: The present study shows a poor coordination between midwives, with a scarce communication and differences in treatment according to the management model. Midwives expressed their desire to increase such coordination through its improvement proposals


Assuntos
Humanos , Tocologia/organização & administração , Regulação e Fiscalização em Saúde , Modelos de Assistência à Saúde/organização & administração , 25783 , Emprego/organização & administração , Análise de Dados
7.
Span. j. psychol ; 22: e2.1-e.20, 2019. tab, graf
Artigo em Inglês | IBECS | ID: ibc-188842

RESUMO

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


No disponible


Assuntos
Humanos , Masculino , Feminino , Adulto , Pessoa de Meia-Idade , Emprego/psicologia , Processos Grupais , Liderança , Lealdade ao Trabalho , Comportamento Social
8.
Span. j. psychol ; 22: e3.1-e3.9, 2019. tab, graf
Artigo em Inglês | IBECS | ID: ibc-188843

RESUMO

Research has shown that psychological detachment from work during nonwork time is an important recovery experience and is crucial for employee well-being. Integrating research on job-stress recovery with research on leadership and employee mental health and well-being, this study examines how a leader's psychological detachment from work during nonwork time directly relates to subordinate psychological detachment from work and indirectly to employee exhaustion and need for recovery. Based on self-report data from 137 employees and their supervisors, this study revealed that leader psychological detachment was related to subordinate psychological detachment and that leader psychological detachment was indirectly related to low subordinate exhaustion and low subordinate need for recovery, also when controlling for negative affectivity and leader-member-exchange. Overall, this study demonstrates that leaders might have an impact on subordinate strain symptoms not only via leadership behavior at work but also via detachment processes during leisure time. These findings suggest that employee recovery processes might not only be regarded as an individual phenomenon, but could be seen as embedded in the larger organizational context


No disponible


Assuntos
Humanos , Masculino , Feminino , Adulto , Pessoa de Meia-Idade , Esgotamento Profissional/psicologia , Emprego/psicologia , Liderança , Satisfação Pessoal , Equilíbrio Trabalho-Vida
9.
Span. j. psychol ; 22: e4.1-e.4.7, 2019. tab, graf
Artigo em Espanhol | IBECS | ID: ibc-188844

RESUMO

In this article, three important issues in organizational multilevel research are discussed and clarified, namely: (a) The interpretation of "cross-level direct effects" in theoretical and research multilevel models, (b) the specification of the emergence processes involved in higher-level constructs, and (c) the sample size recommendations for using multilevel statistical methods. By doing so, this article hopes to contribute to the improvement of organizational multilevel research


No disponible


Assuntos
Humanos , Adulto , Interpretação Estatística de Dados , Emprego/estatística & dados numéricos , Análise Multinível , Psicologia Industrial/normas , Projetos de Pesquisa , Psicologia Industrial/métodos , Projetos de Pesquisa/normas , Tamanho da Amostra
10.
Span. j. psychol ; 22: e6.1-e6.10, 2019. tab
Artigo em Inglês | IBECS | ID: ibc-188846

RESUMO

Our study explores the validity of a game-based assessment method assessing candidates' soft skills. Using self-reported measures of performance, (job performance, Organizational Citizenship Behaviors (OCBs), and Great Point Average (GPA), we examined the criterion-related and incremental validity of a game-based assessment, above and beyond the effect of cognitive ability and personality. Our findings indicate that a game-based assessment measuring soft skills (adaptability, flexibility, resilience and decision making) can predict self-reported job and academic performance. Moreover, a game-based assessment can predict academic performance above and beyond personality and cognitive ability tests. The effectiveness of gamification in personnel selection is discussed along with research and practical implications introducing recruiters and HR professionals to an innovative selection technique


No disponible


Assuntos
Humanos , Adulto , Adaptação Psicológica , Aptidão , Emprego , Jogos Experimentais , Personalidade , Psicologia Industrial/métodos , Resiliência Psicológica , Desempenho Profissional
11.
Span. j. psychol ; 22: e7.1-e7.12, 2019. tab, graf
Artigo em Inglês | IBECS | ID: ibc-188847

RESUMO

This study among 80 dual-earner couples examines the ripple effects of emotional labour - on a daily basis. Specifically, we propose that employees who engage in surface acting at work drain their energetic resources, and undermine their own relationship satisfaction. Drawing upon conservation of resources (COR) theory, we predicted that work-related exhaustion would mediate the relationship between surface acting at work and at home. In addition, we hypothesized that employees' emotional energy in the evening would mediate the relationship between surface acting at home and (actor and partner) satisfaction with the relationship. Participants filled in a survey and a diary booklet during five consecutive working days (N = 80 couples, N = 160 participants X 5 days, N = 800 occasions). The hypotheses were tested with multilevel analyses, using the actor-partner interdependence model. Results showed that daily work-related exhaustion partially mediated the relationship between daily surface acting at work and at home. As hypothesized, daily surface acting at home influenced own and partner's daily relationship satisfaction through reduced daily emotional energy. These findings offer support for COR theory, and have important implications for organizations that encourage emotion regulation


No disponible


Assuntos
Humanos , Masculino , Feminino , Adulto , Pessoa de Meia-Idade , Emprego/psicologia , Relações Interpessoais , Satisfação Pessoal , Comportamento Social , Cônjuges/psicologia , Renda
12.
Span. j. psychol ; 22: e8.1-e8.15, 2019. tab, graf
Artigo em Inglês | IBECS | ID: ibc-188848

RESUMO

The present study examines an important contemporary stressor: Job insecurity, both in terms of losing one's job as such (i.e. quantitative job insecurity) and losing one's valued job aspects (i.e., qualitative job insecurity). Moreover, we study whether humor assists in offsetting the negative associations of these types of job insecurity with employee well-being. Specifically, by drawing up the conservation of resources theory, self-enhancing and affiliative humor are framed as personal resources buffering the detrimental relationship of both types of job insecurity with burnout (i.e., exhaustion and cynicism) and work engagement (i.e., vigor and dedication) in a large heterogeneous sample of Belgian employees (N = 3,254). Results evidenced the detrimental main effects of quantitative and qualitative job insecurity as well as the beneficial relations of self-enhancing and affilitative humor on burnout and work engagement. In addition, the buffering role of affiliative humor was supported in the relationships of both quantitative and qualitative job insecurity with burnout. Self-enhancing humor only interacted with qualitative job insecurity in the prediction of exhaustion. The discussion centers around the importance of personal resources attenuating the negative associations of quantitative and quantitative job insecurity, and highlights the different roles of humor for employees' work-related well-being


No disponible


Assuntos
Humanos , Masculino , Feminino , Adulto , Pessoa de Meia-Idade , Esgotamento Profissional/psicologia , Emprego/psicologia , Satisfação Pessoal , Senso de Humor e Humor como Assunto/psicologia , Engajamento no Trabalho
13.
Span. j. psychol ; 22: e11.1-e11.9, 2019. tab, graf
Artigo em Inglês | IBECS | ID: ibc-188851

RESUMO

Understanding happiness and well-being has been one of the central issues for psychologists in recent decades. Happiness orientations have been identified as important pathways toward different types of well-being, and so the development and validation of scales for their measurement is an important step in their study. The present research aims to adapt and validate the Spanish Orientations to Happiness Scale (SOTH), a 6-item scale based on the Orientations to Happiness Questionnaire. This brief scale, which measures hedonic and eudemonic orientations, was administered to 1,647 Spanish workers. Scale structure was subjected to exploratory (EFA) and confirmatory (CFA) factor analysis to obtain evidence of factorial validity. Evidence for convergent validity was assessed by correlating the scale with two measures of hedonic and eudaimonic well-being, and discriminant validity was assessed with the average variance extracted (AVE). Results of EFA showed a two-factor solution, and CFA partially supported this structure, χ2(8,N= 793) = 36.61, p < .001; RMSEA = .06; SRMR = .05; CFI = .97; ACFI = .96. Results also demonstrated appropriate convergent and discriminant validity. The SOTH Scale has been shown to be reliable (CR indices > .72) and valid (AVE = .50), and so it is a valuable tool for assessing orientations to happiness in the Spanish context. Finally, the scientific value and practical utility of the scale are discussed


No disponible


Assuntos
Humanos , Masculino , Feminino , Adulto , Pessoa de Meia-Idade , Atitude , Felicidade , Satisfação Pessoal , Psicometria/instrumentação , Emprego , Análise Fatorial , Psicometria/métodos , Psicometria/normas , Reprodutibilidade dos Testes , Espanha
14.
Span. j. psychol ; 22: e16.1-e16.10, 2019. tab, graf
Artigo em Inglês | IBECS | ID: ibc-188856

RESUMO

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


No disponible


Assuntos
Humanos , Masculino , Feminino , Adulto , Pessoa de Meia-Idade , Emprego/psicologia , Administração de Recursos Humanos , Psicometria , Lealdade ao Trabalho , Psicometria/instrumentação , Psicometria/normas
15.
Span. j. psychol ; 22: e25.1-e25.12, 2019. tab, graf
Artigo em Inglês | IBECS | ID: ibc-188865

RESUMO

One of the job resources most strongly associated with nurses' well-being and motivation is social support. However, the psychosocial mechanisms that would explain this relationship have not been sufficiently researched. Thus, the main aim of this study was analyze whether this relationship could be mediated by two variables: role ambiguity and psychological flexibility. A total of 196 nurses from various Spanish hospitals and primary health care centers participated in this cross-sectional study. A multiple mediation analysis was run using the "PROCESS" macro script in SPSS 23.0. The results showed that co-worker support was related to higher levels of vigor and vitality through role ambiguity (Estimate = .158, 95% CI [.050, .298], and Estimate = .212, 95% CI [.076, .390], respectively). The same applied to supervisor support, (Estimate = .197, 95% CI [.059, .378], and Estimate = .212, 95% CI [.076, .390], respectively). Co-worker support was also related to higher levels of vigor and vitality through psychological flexibility, (Estimate = .132, 95% CI [.048, .271], and Estimate = .216, 95% CI [.086, .394], respectively). The same applied to supervisor support (Estimate = .092, 95% CI [.024, .208], and Estimate = .157, 95% CI [.035, .333], respectively). However, in the relationships between co-worker, supervisor support and exhaustion, only psychological flexibility played a mediating role. In conclusion, social support in nursing is a job resource that is associated with high levels of energy and motivation among nurses through the mediating role of certain job demands and personal resources


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Assuntos
Humanos , Masculino , Feminino , Adulto , Pessoa de Meia-Idade , Emprego/psicologia , Relações Interpessoais , Motivação , Papel do Profissional de Enfermagem/psicologia , Recursos Humanos de Enfermagem/psicologia , Apoio Social , Estudos Transversais
16.
Span. j. psychol ; 22: e34.1-e34.11, 2019. tab
Artigo em Inglês | IBECS | ID: ibc-190185

RESUMO

This study aims to investigate the influence of work experience variables on the emotional state of worker-caregivers based on stress process model. The emotional state (depression, negative and positive affect and worry-strain), caregiver and care recipient features, caregiving stressors and appraisal, and role strains/work-related variables were assessed in 83 worker-caregivers of elderly dependent relatives. Hierarchical multiple linear regression analyses were performed for each of the four emotional outcome variables. Caregiving overload and positive job experience were the best predictors of depression and positive affect. The predictors of negative affect were reaction to memory and behavior problems, overload and role captivity. The predictors of worry and strain were daily hours of caregiving worries, reaction to memory and behavior problems, overload, role captivity and job-caregiving conflicts. The explained variances for the four models were 58.8%, 40.2%, 62.9% and 78.8%, respectively; the role strain contributions were 8.2%, 13.2%, 7.2% and 6%. The results indicate that the effect of perceived job experiences on caregivers' emotional status is more relevant than objective job conflicts. In addition, caregivers' emotional state is primarily related to the subjective indicators of caregiving stressors, with a lower contribution of work-related variables


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Assuntos
Humanos , Masculino , Feminino , Pessoa de Meia-Idade , Idoso , Idoso de 80 Anos ou mais , Sintomas Afetivos/psicologia , Envelhecimento , Ansiedade/psicologia , Cuidadores/psicologia , Disfunção Cognitiva/enfermagem , Depressão/psicologia , Emprego/psicologia , Satisfação no Emprego , Estresse Psicológico/psicologia , Família
17.
Span. j. psychol ; 22: e38.1-e38.12, 2019. tab, graf
Artigo em Inglês | IBECS | ID: ibc-190189

RESUMO

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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Assuntos
Humanos , Masculino , Feminino , Adulto , Pessoa de Meia-Idade , Emprego/psicologia , Descrição de Cargo , Lealdade ao Trabalho , Local de Trabalho/psicologia , Afeto/fisiologia , Estética
18.
Span. j. psychol ; 22: e52.1-e52.9, 2019. tab
Artigo em Inglês | IBECS | ID: ibc-190203

RESUMO

People in homeless situation are one of the major embodiments of the phenomenon of social exclusion, and women living homeless are considered a particularly vulnerable group. This paper examines different variables that may affect the situation of vulnerability experienced by women living homeless in Madrid (Spain). The study was carried out using data obtained from a representative sample of homeless men in Madrid (n = 158) and a sample of homeless women in Madrid of a similar size (n = 138). The information was gathered using a structured interview in shelters or other facilities for people in a homeless situation, on the street and in other places not initially designed for sleeping. The results show that woman living homeless are highly vulnerable compared to the domiciled population and, in some respects, to homeless men as well, especially in the number of times homeless (χ2 = 10.314; p < .01), in the time working with a contract and/or self-employed (t = 5.754; p < .001), and in the use of sedatives (χ2= 14.741; p < .001). It is however noted that homeless women show in some aspects greater strengths than homeless men. Such strengths could serve as a supporting point for their social inclusion processes. The analysis of issues that differentiate women in a homeless situation from their male counterparts could be useful for developing public policies and care resources adapted to the specific characteristics and needs of women living homeless


No disponible


Assuntos
Humanos , Masculino , Feminino , Adulto , Pessoa de Meia-Idade , Emprego/estatística & dados numéricos , Pessoas em Situação de Rua/estatística & dados numéricos , Populações Vulneráveis/estatística & dados numéricos , Mulheres , Emprego/psicologia , Pessoas em Situação de Rua/psicologia , Espanha , Populações Vulneráveis/psicologia , Mulheres/psicologia
19.
Nutr. hosp ; 35(6): 1379-1386, nov.-dic. 2018. tab
Artigo em Inglês | IBECS | ID: ibc-181480

RESUMO

Background: food insecurity occurs when quality and quantity of food is insufficient for maintaining healthy nutritional and food profiles. Objectives: to determine if food insecurity is associated with dietary and biochemical measures in mothers of the northwest of Mexico, which relies primarily on fisheries for livelihood. Methods: a cross-sectional study was conducted with 116 mothers of the Northwest of Mexico. A socioeconomic survey, food security scale, and two non-consecutive 24-hour recalls were applied. Anthropometric measurements were made and hemoglobin, glucose and cholesterol levels were measured. The association between key measures and food insecurity was assessed using logistic and linear regression. Results: two-thirds (68%) of households experienced food insecurity. Mothers with mild insecurity had 3.7 and 3.2 times higher odds of not consuming fruits and vegetables, respectively, and 4.9 times higher odds of consuming sweetened non-dairy drinks (p = 0.04; 0.04 and 0.05, respectively). In addition, they consumed less protein (β = -3.22%; p < 0.01) and more carbohydrates (β = 6.04%; p = 0.02) compared with mothers with food security. Mothers with severe insecurity consumed less iodine (β = -24.41 μg; p = 0.03) and had lower levels of HDL cholesterol (β = -12.01 mg/dl; p = 0.03) than mothers with food security. Conclusions: food insecurity was associated with low quality diet and low levels of HDL cholesterol in mothers of Northwest Mexico relying on fisheries for livelihood


Introducción: la inseguridad alimentaria ocurre cuando la calidad y la cantidad de alimentos son insuficientes para mantener un perfil nutricional y alimentario saludable. Objetivos: determinar si la inseguridad alimentaria está asociada con indicadores dietéticos y bioquímicos en madres del noroeste de México que dependen principalmente de la pesca como medio de subsistencia. Métodos: se realizó un estudio transversal con 116 madres del noroeste de México. Se aplicó una encuesta socioeconómica, una escala de seguridad alimentaria y dos recordatorios de 24 horas. Se realizaron mediciones antropométricas y se midieron los niveles de hemoglobina, glucosa y colesterol. La asociación entre las medidas clave y la inseguridad alimentaria se evaluó mediante regresión logística y lineal. Resultados: dos tercios (68%) de los hogares experimentaron inseguridad alimentaria. Las madres con inseguridad leve tuvieron una probabilidad 3,7 y 3,2 veces mayor de no consumir frutas y verduras, respectivamente, y 4,9 veces más probabilidad de consumir bebidas endulzadas no lácteas (p = 0,04; 0,04 y 0,05, respectivamente). Además, consumieron menos proteínas (β = -3,22%; p < 0,01) y más carbohidratos (β = 6,04%; p = 0,02) en comparación con madres con seguridad alimentaria. Las madres con inseguridad severa consumieron menos yodo (β = -24,41 μg; p = 0,03) y tuvieron niveles más bajos de colesterol HDL (β = -12,01 mg/dl; p = 0,03) que las madres con seguridad alimentaria. Conclusiones: la inseguridad alimentaria se asoció con una dieta de baja calidad y bajos niveles de colesterol HDL en madres del noroeste de México que dependen de la pesca como medio de vida


Assuntos
Humanos , Feminino , Adulto , HDL-Colesterol/sangue , Dieta , Emprego/economia , Emprego/estatística & dados numéricos , Pesqueiros/economia , Abastecimento de Alimentos/estatística & dados numéricos , Bebidas/análise , Estudos Transversais , Carboidratos da Dieta/administração & dosagem , Qualidade dos Alimentos , Frutas , México , Mães , Fatores Socioeconômicos , Edulcorantes/administração & dosagem , Edulcorantes/análise
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