Trust in leadership and perceptions of justice in fostering employee commitment.

In a period of uncertainty, trust in leadership and perceptions of fairness have emerged as pivotal factors for fostering employee identification and affective commitment. Drawing from authentic leadership theory, this leadership style is identified as a crucial antecedent of affective commitment, examining the mediating role of distributive justice and the moderating role of interactional justice. A quantitative approach was employed, utilizing data from 302 questionnaires completed by Spanish retail workers. For data analysis, SPSS v.25 was used to generate descriptive statistics, while partial least squares structural equation modeling was applied to test the proposed hypotheses. Our findings revealed that authentic leadership is positively associated with the development of affective commitment, with distributive justice acting as a mediating factor between the two. Furthermore, interactional justice negatively moderates the relationship between distributive justice and affective commitment. Contrary to initial expectations, the second moderation, between authentic leadership and affective commitment, was not found to be significant. The research concludes by discussing the practical implications of the results.

Adaptación y validación al español de la Escala de Empoderamiento Psicológico / Spanish adaptation and validation of the Psychological Empowerment Scale

Resumen El empoderamiento psicológico es un constructo de gran importancia en Psicología. Aunque existen diversos instrumentos de medida, el Psychological Empowerment Instrument de Spreitzer (PEI, 1995) ha sido tradicionalmente el más utilizado en el área de la Psicología Organizacional. Originalmente, este instrumento constaba de 16 ítems organizados en cuatro factores. Por ello, el objetivo del presente artículo fue la adaptación y validación al español del PEI, así como el análisis de su estructura factorial. Para ello, se llevaron a cabo dos estudios independientes. El objetivo del primero fue su traducción al español y su adaptación cultural en una muestra de 242 estudiantes universitarios para analizar la estructura factorial de los ítems y su fiabilidad. En el segundo estudio, se aplicó el nuevo instrumento traducido a una muestra de 317 trabajadores de una empresa de servicios con el fin de validarlo y comprobar la bondad del modelo, así como la validez concurrente con otras variables, tales como el empoderamiento estructural, el compromiso afectivo y la rotación, de la que se conoce su relación por estudios previos. El nuevo cuestionario resultante confirmó la estructura factorial original en cuatro dimensiones (competencia, significado, autonomía e impacto), aunque redujo el número de ítems (de los 16 originales a 13). El cuestionario adaptado al español obtenido tuvo, además, buenos parámetros psicométricos y de bondad de ajuste. El trabajo finaliza discutiendo sobre la relevancia del instrumento adaptado y sus posibles aplicaciones.

Abstract Psychological empowerment is a construct with a multifaceted character composed of four basic cognitions (impact, competence, meaning, and self-determination), which goes beyond a simple delegation of power. The impact of empowerment in different fields of Psychology has been important due to the proven relations maintained with other well-founded psychological variables in the scientific literature, and because of the positive consequences on the results and well-being of people. Although there are different instruments for the measurement of this construct, the Psychological Empowerment Instrument (PEI) by Spreitzer (1995) has been traditionally the one most employed to measure the psychological empowerment in the area of Organizational Psychology, counting with more than one thousand publications, and articles as well as translations and adaptations to different languages. The original questionnaire elaborated by Spreitzer consists of 16 items organised in four factors following the four basic cognitions that were described above. Therefore, the aim of this article is the adaptation to Spanish, validation of the PEI, and to analyse its factor structure. In order to do so, two independent studies were carried out. The specific objective of the first study was to translate into Spanish and to adapt culturally such questionnaire. In the second study, the objective was to validate the resulting questionnaire and to analyse the factor structure and its goodness and with other psychological and organisational variables as well as the external validity in a sample of workers. In order to do so, in the first study it was carried out an inverse translation and adaptation to Spanish with a sample of 242 university students to subsequently analyse the factorial structure of the items and its reliability. The resulting translated questionnaire confirmed the factor structure in four dimensions (Competence, Meaning, Self-determination, and Impact), although the number of items was reduced from the original 16 to 13, which would explain the 74.08 % of the sampling variance. To confirm the psychometric characteristics of this new questionnaire, we performed a second study with 317 workers of a Spanish service company in order to analyse through confirmative procedures the internal structure of this new instrument, verify its adequacy and goodness of fit of the resulting factors as well as assessing the relation and external validity in a sample of workers and concurrency with other variables (structural empowerment, affective commitment and intention to leave), which are known to have a relation with psychological empowerment from previous research. From the application of this new questionnaire translated to Spanish into this sample of workers, we confirmed again the structure of 13 items in four factors from the first study. Furthermore, we obtained good fit indexes (GFI, AGF, and NNFI), with values between .90 and .96. Additionally, through regression analysis we obtained positive and statistically significant results between psychological empowerment and other variables included in the study (structural empowerment, affective commitment, and intention to leave), testing the interrelations among them. Therefore, those people with a greater cognition on their empowerment developed a greater engagement and attachment towards the organisation, and consequently, their wish to leave was lower. Our study concludes with a discussion about the importance of the adapted instrument and its possible applications.

The Effort-Reward Model and Its Effect on Burnout Among Nurses in Ecuador.

Burnout has harmful consequences for individuals and organizations. The study of its antecedents can help us to manage and prevent it. This research aims to explore the role of the effort-reward imbalance (ERI) model as well as the mediation of the working experience in the burnout processes. For this purpose, we have conducted a study in 629 employees from two hospitals in the city of Guayaquil (Ecuador). For this study, the Spanish version of the Maslach Burnout Inventory was applied, as well as the ERI Questionnaire, along with other socio-demographical and occupational variables. A statistical analysis was performed with the obtained data, using structural equation models (SEMs). Results showed that employee effort has a stronger and statistically significant direct effect on emotional burnout, whereas the perception of the obtained reward also had this effect but indirectly in a negative sense, with job experience as a mediating variable.

Spanish adaptation of the structural empowerment scale.

The present study's objective is to create a Spanish adaptation of the Conditions of Work Effectiveness Questionnaire II (CWEQ-II) by Laschinger, Finegan, Shamian, and Wilk (2004) in order to measure structural empowerment in an organizational context. To do so, this study was conducted in two distinct phases. In the first, a group of experts carried out a back-translation of the questionnaire and in the second phase, we analyzed the questionnaire's internal structure (through exploratory and confirmatory factor analysis) and external validity. The resulting Spanish version of the questionnaire (CWEQ-S) demonstrated/exhibited good factor structure and good psychometric properties as far as reliability and validity are concerned.

Spanish adaptation of the structural empowerment scale

The present study’s objective is to create a Spanish adaptation of the Conditions of Work Effectiveness Questionnaire II (CWEQ-II) by Laschinger, Finegan, Shamian, and Wilk (2004) in order to measure structural empowerment in an organizational context. To do so, this study was conducted in two distinct phases. In the first, a group of experts carried out a back-translation of the questionnaire and in the second phase, we analyzed the questionnaire’s internal structure (through exploratory and confirmatory factor analysis) and external validity. The resulting Spanish version of the questionnaire (CWEQ-S) demonstrated/exhibited good factor structure and good psychometric properties as far as reliability and validity are concerned (AU)

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