ABSTRACT
Informal observations concerning journal content indicates that research investigating organizational behavior topics, including work on the structure of groups and determinants and consequences of group process along with the role of leadership in groups, has increased. Some topics have disappeared (e.g., job analysis, human factors, union-related work, consumer behavior) and others are declining (e.g., research methods, psychometrics). Perhaps the biggest change is in the length of articles, which is mostly a function of the inclusion of greater numbers of references and appendix material. Publishing some of this material in supplementary online materials is now current practice in the Journal of Applied Psychology. Concerns about use of journal space may also be entirely moot, if electronic publishing as opposed to print publishing becomes the norm. (PsycINFO Database Record
Subject(s)
Periodicals as Topic , Psychology, Applied , Research , History, 20th Century , Humans , Periodicals as Topic/history , Periodicals as Topic/statistics & numerical data , Periodicals as Topic/trends , Psychology, Applied/history , Psychology, Applied/statistics & numerical data , Psychology, Applied/trends , Research/history , Research/statistics & numerical data , Research/trendsABSTRACT
The topic and theme content of the articles published during my term as editor of the Journal of Applied Psychology (2003-2008) are presented and discussed. The analysis of the content and trends is discussed in the context of attempts by my editorial team to influence what content was to be considered for publication as well as to engage in special efforts to generate more "theory" as well as alternative methodological approaches (e.g., qualitative data, content analysis, and the like) into the journal. The bigger issue for the perspective is whether the editorial team can influence what is published (yes) as opposed to what is researched (unlikely). The bottom line of the analysis is a call for future research that takes an interdisciplinary or multidisciplinary approach to the study of applied problems in a work setting. (PsycINFO Database Record
Subject(s)
Periodicals as Topic , Psychology, Applied , History, 21st Century , Humans , Periodicals as Topic/history , Periodicals as Topic/supply & distribution , Periodicals as Topic/trends , Psychology, Applied/history , Psychology, Applied/statistics & numerical data , Psychology, Applied/trendsABSTRACT
In this reflection on my experiences as editor of the Journal of Applied Psychology, I consider 6 foci including (a) information on the background, infrastructure, and mechanics of running this top-tier journal; (b) statistics on journal operations across the 7 years of editorial activity (i.e., incoming plus 6 years on the masthead); (c) innovations that my senior editorial team introduced (i.e., transparency via supplemental materials, revival of monographs, initiation of integrative conceptual reviews); (d) impact and influence with respect to articles, authors, and institutions; (e) latent sematic analysis findings to illustrate the evolution and change of journal content over a 33-year comparison period (i.e., it has evolved substantially); and desirable directions for future evolution of the journal (i.e., strengthen our scientific foundation, increase multidisciplinary linkages, focus on multilevel system dynamics as core capabilities, and improve the translation of industrial and organizational science to evidence-based practice and vice versa). (PsycINFO Database Record
Subject(s)
Periodicals as Topic , Psychology, Applied , History, 21st Century , Humans , Periodicals as Topic/history , Periodicals as Topic/statistics & numerical data , Periodicals as Topic/trends , Psychology, Applied/history , Psychology, Applied/statistics & numerical data , Psychology, Applied/trendsABSTRACT
No disponible
Subject(s)
Humans , Reinforcement, Psychology , Psychology, Applied/trends , Psychological Techniques/trendsABSTRACT
El objetivo de este artículo es doble, en primer lugar, se define el marco teórico del liderazgo positivo así como las razones de su aparición. Este surge vinculado al paradigma de la psicología organizacional positiva, en cuyo ámbito, se han desarrollado las diferentes formas de liderazgo que lo integran (i.e. transformacional, de servicio, espiritual, auténtico y positivo). Aunque el constructo no parece unívocamente delimitado, los diferentes tipos que se incluyen bajo esta denominación presentan una gran afinidad y elementos comunes. En segundo lugar, se revisan aspectos prácticos vinculados a la investigación empírica que constatan el impacto de este tipo de liderazgo en las organizaciones y se subraya la relación entre estas formas de liderazgo y variables organizacionales positivas. Finalmente, se analizan futuras líneas de investigación para el desarrollo de este marco conceptual
The objective of this article is twofold; firstly, we set the theoretical boundaries of positive leadership and the reasons for its emergence. It is related to the new paradigm of positive psychology that has recently been shaping the scope of organizational knowledge. This conceptual framework has triggered the development of the various forms of positive leadership (i.e. transformational, servant, spiritual, authentic, and positive). Although the construct does not seem univocally defined, these different types of leadership overlap and share a significant affinity. Secondly, we review the empirical evidence that shows the impact of positive leadership in organizations and we highlight the positive relationship between these forms of leadership and key positive organizational variables. Lastly, we analyse future research areas in order to further develop this concept
Subject(s)
Humans , Reinforcement, Psychology , Psychology, Applied/trends , Leadership , Behavioral Research/methods , Efficiency, Organizational , Models, Organizational , Ethics, Institutional , SpiritualityABSTRACT
La sostenibilidad de la fuerza laboral es de vital importancia para la viabilidad y la ventaja competitiva de las organizaciones contemporáneas. Así, y en paralelo con el surgimiento de la Psicología Organizacional Positiva, las organizaciones han incrementado su interés en fomentar el bienestar psicológico positivo de sus empleados. En este trabajo, las intervenciones de amplificación -i-e. intervenciones que tienen como objetivo fomentar el bienestar positivo en el trabajo - se presentan como una herramienta valiosa para incrementar la sostenibilidad de la fuerza laboral. En la pasada década, se han desarrollado y probado la efectividad de algunas intervenciones realizadas en el contexto laboral centradas en la amplificación. En el presente trabajo, en primer lugar destacamos algunas precondiciones importantes para el éxito de las intervenciones y brevemente discutimos el proceso de intervención en sí mismo. A continuación, se presenta una revisión de los trabajos empíricos sobre las intervenciones de amplificación, centrándonos en intervenciones que tienen como objetivo fomentar el engagement en el trabajo de los empleados. La investigación futura debe centrarse en probar los efectos de este tipo de intervenciones sobre los resultados a nivel de equipo y a nivel organizacional
Workforce sustainability is of vital utmost importance for the viability and competitive advantage of contemporary organizations. Therefore, and in parallel with the rise of positive organizational psychology, organizations have become increasingly interested in how to enhance their employees positive psychological well being. In this paper, amplition interventions - i.e. interventions aimed at enhancing positive work-related well being - are presented as a valuable tool to increase workforce sustainability. In the past decade, some work-related interventions focused on amplition have been developed and tested for their effectiveness. In this paper, we will first outline some important preconditions for successful interventions and briefly discuss the intervention process itself. Next, we will give an overview of empirical work on amplition interventions, focusing on interventions that are aimed at enhancing employee work engagement. Future research should focus on testing the effects of this type of interventions on outcomes at the team and organizational level
Subject(s)
Humans , Psychological Techniques/trends , Reinforcement, Psychology , Psychology, Applied/trends , Job Satisfaction , Personnel Management/methods , Staff Development/methods , Evaluation of the Efficacy-Effectiveness of InterventionsABSTRACT
El objetivo de este estudio es describir la instauración y los principales logros de un servicio de psicología del deporte en un club de fútbol desde su inicio. Además se explican las dos principales herramientas que utiliza el servicio: 1) una adaptación del Coach Behavioral Assessment System (CBAS) (observación de los entrenadores) y 2) el Programa de Seguimiento Semanal (PSS) (evaluación de los jugadores a través de los 20 entrenadores del club). Se desarrollan de forma descriptiva los logros que demuestran la posibilidad de introducir características psicológicas en los procedimientos técnicos de un club formativo a través de la inclusión de criterios psicosociales para controlar la evolución y progresión de los jóvenes, así como prevenir el abandono
The aim of this study is to describe the establishment and fundamental achievements of a sport psychology department in a football club from its introduction. Moreover, this study explains the two main tools which are used: 1) An adaptation of the Coach Behavioral Assessment System (CBAS) (observing coaches) and 2) the Weekly Monitoring Program (PSS) (evaluating players through the 20 coaches at the club). In this study, the achievements that demonstrate the possibility of introducing psychological features into the technical procedures of a training club through the inclusion of psychosocial criteria in order to control the development and progression of youngsters, as well as to prevent abandonment, were obtained in a descriptive way
O objectivo deste estudo é descrever a instauração e os principais êxitos de um serviço de psicologia do desporto num clube de formaçãodesde o seu início. Adicionalmente são explicadas as duas principais ferramentas utilizadas neste serviço: 1) uma adaptação do Coach BehavioralAssessment System (CBAS) (observação dos treinadores) e 2) o Programa de Acompanhamento Semanal (PSS) (avaliação dos jogadores através dos 20treinadores do clube). São abordados descritivamente os êxitos alcançados que demonstram a possibilidade de introduzir características psicológicasnos procedimentos técnicos de um clube formativo através da inclusão de critérios psicossociais para monitorizar a evolução e progressão dos jovens,assim como prevenir o abandono
Subject(s)
Sports/psychology , Soccer/psychology , Psychology, Applied/trends , Psychological Techniques/organization & administrationABSTRACT
The functioning of the ISSP Managing Council (MC) during the early years was influenced to some degree by the Cold War. MC members were determined according to their acknowledged expertise and reputation, but also in respect to their country and political representation. Bob Singer was elected to be a member of the MC in 1977 at the congress in Prague. It was the first time that voting at the general assembly meeting was agreed upon for nominating and voting for MC members together with those members designated by the former MC. In 1985 he was elected as the third president of ISSP. A new phase in ISSP started and new goals were established. A more democratic style of communication and interactions among MC members were stimulated, agendas for the MC meetings were well organized, promotion of the ISSPs mission all over the world was developed, new publications were produced, and new relations with other parts of the world as well as with other organizations were promoted
El funcionamiento del Managing Council (MC) de la ISSP durante sus primeros años se hallaba influenciado por la Guerra Fría. Los miembros del MC se designaban de acuerdo a su reputación y sus conocimientos, pero también según su procedencia y su representación política. Bob Singer fue elegido como miembro del MC en 1977 en el congreso de Praga. Fue la primera vez que se acordó que la votación de la Asamblea General sirviera para nombrar a los miembros del MC, junto con aquellos designados por el anterior MC. En 1985 fue elegido como el tercer residente de la ISSP, iniciándose una nueva fase y se fijaron nuevos objetivos. Se estimuló un estilo más democrático de comunicación e interacción entre los miembros del MC, hubo una mejora organizativa de las agendas de las reuniones del MC, se promocionó la misión de la ISSP alrededor del mundo, se editaron nuevas publicaciones, y se fomentaron nuevas relaciones con otras organizaciones y partes del mundo
O funcionamento do Managing Council(MC) da ISSP durante os primeiros anos da Sociedade foi, em parte, influenciado pela Guerra Fria.Os membros do MC eram escolhidos em função do facto de serem especialistas internacionalmente reconhecidos e reputados, mas também com o ob-jectivo de uma representatividade nacional e política. Bob Singer foi eleito para membro do MC em 1977, no congresso de Praga. Essa foi a primeiravez que houve uma votação em Assembleia Geral para os membros do MC, para além da designação de elementos por parte do MC cessante. Em 1985Singer foi eleito terceiro Presidente da ISSP. Começou, então, uma nova fase da Organização, tendo sido estabelecidos novos objectivos. Foi estimuladoum estilo mais democrático de comunicação e interacção entre os membros do MS, as agendas de trabalho para as reuniões de trabalho passaram a serbem organizadas, a missão da ISSP no mundo foi promovida, foram produzidas novas publicações, e estabeleceram-se relações internacionais e comoutras organizações
Subject(s)
Humans , Societies, Scientific/history , Psychology, Applied/trends , Sports/psychologyABSTRACT
The abundance of scholarship on test development and use generally is higher in English-speaking than in Iberian Latin American countries. The purpose of this article is to help overcome this imbalance by describing and identifying similarities and differences in test development and use in two Iberian (Portugal and Spain) and three of the largest Latin American (Argentina, Brazil, and Venezuela) countries. The stages of test development in each country, roles of professional associations, presence of standards for test use, professionals' educational training, commonly used tests, together with prominent challenges to continued progress are discussed. Test development and use in these five countries are transitioning from a dependence on the use of translated tests to greater reliance on adapted and finally nationally constructed tests. Continued growth requires adherence to international standards guiding test development and use. Stronger alliance among professional associations in the Iberian Latin American countries could serve as a catalyst to promote test development in these regions.
Subject(s)
Psychological Tests/standards , Psychology, Applied/standards , Translations , Argentina , Brazil , Humans , Portugal , Psychology, Applied/trends , Reference Standards , United States , VenezuelaABSTRACT
No disponible
Subject(s)
Humans , 16360 , Economic Recession , Organizational Policy , Psychology, Applied/trends , Job Satisfaction , Efficiency, Organizational , Psychology, Industrial/trendsABSTRACT
La inseguridad laboral se ha convertido en la actualidad en una de las fuentes de estrés más significativas para muchos trabajadores, siendo especialmente grave en España por las elevadas tasas de desempleo en este periodo de crisis económica. Una prolífera investigación se ha desarrollado al respecto en un intento por alcanzar un conocimiento más completo de este fenómeno. El Instituto de Psicología de los Recursos Humanos, Desarrollo Organizacional y Calidad de Vida Laboral (IDOCAL) ha contribuido a esta investigación en los últimos años en varias de sus facetas más significativas. En el ámbito de sus factores determinantes se ha identificado un papel significativo de la antigüedad laboral, la empleabilidad en el mercado laboral, el subempleo, y la autoeficacia laboral. Además se han realizado hallazgos de interés en relación con la diversidad de los tipos de contrato, la inseguridad laboral y sus efectos en los trabajadores. Son de especial interés los estudios que analizan el papel interviniente de distintas variables. En este contexto, nuestros estudios han puesto de manifiesto la relevancia de variables como la justicia organizacional, el clima de justicia organizacional, el apoyo organizacional, la empleabilidad, la dependencia laboral y el distanciamiento psicológico a la hora de predecir la variabilidad en la inseguridad laboral. Por último, las aportaciones del IDOCAL han sido especialmente relevantes al plantear el análisis de la inseguridad laboral como fenómeno colectivo y mostrar cómo la experiencia colectiva de la inseguridad tenía repercusiones sobre el bienestar de los trabajadores más allá de las producidas por sus percepciones individuales. En base a esta investigación se han propuesto en el presente artículo una serie de implicaciones para la práctica profesional
Currently job insecurity has become one of the most relevant sources of stress for workers. It is especially serious in Spain due to its high unemployment rates in this period of crisis. An important body of research has been developed in an attempt to better understand this phenomenon. In the last years, the Institute of Human Resources Psychology, Organizational Development and Quality of Working Life (IDOCAL) has contributed to various of the most determinant dimensions of the research on job insecurity. In the field of its determinants, tenure, employability in the labor market, underemployment, and job self-efficacy have been identified. Furthermore, it has advance in the research on the diversity of the types of contracts, job insecurity and its effects for workers. The works that examines the role of the intervening factors is especially relevant. In this context, our research have identified that factors as organizational justice, organizational justice climate, organizational support, employability, labor dependence and psychological distancing explained the variability in job insecurity. Finally, IDOCALs contributions has been especially important to examine job insecurity as a collective phenomenon and showed how it could affect employees outcomes beyond and above their individual perceptions. In basis of this research, a set of practical implications has been developed in this work
Subject(s)
Humans , Occupational Risks , 16360 , Economic Recession , Organizational Policy , Psychology, Applied/trends , 16359 , Workplace/psychologyABSTRACT
El objetivo de este trabajo es presentar una síntesis de las principales aportaciones prácticas basadas en la evidencia científica que el equipo WoNT de la Universitat Jaume I ha llevado a cabo en materia de Psicología de la Salud Ocupacional y Psicología Organizacional Positiva en contextos de crisis. En concreto, se presenta la metodología RED (Recursos-Experiencias-Demandas) para la evaluación de riesgos y daños psicosociales, y estados emocionales positivos. Además, se muestra una metodología heurística basada en la Psicología Organizacional Positiva, que apuesta por la evaluación e intervención en Organizaciones Saludables y Resilientes (HEROs) (HEalthy & Resilient Organizations) como una estrategia para ofrecer resultados más cercanos a la realidad laboral y social de la crisis
The objective of the current paper is to summarize the main evidence-based practical contributions of the WoNT team from Universitat Jaume I carried out on Occupational Health Psychology and Positive Organizational Psychology in crises settings. Specifically, we show the RED (Resources-Experiences- Demands) methodology that allows assessing risks and psychosocial damages, and emotional positive states. Furthermore, we also propose a heuristic methodology that, focused on Positive Psychology, facilitates the evaluation and intervention of HEROs (HEalthy & Resilient Organizations) as a way to adapt to the occupational and social reality of the crisis
Subject(s)
Humans , 16360 , Economic Recession , Organizational Policy , Psychology, Applied/trends , Occupational Health/trends , Social Support , Occupational Risks , Personal Construct TheoryABSTRACT
La motivación laboral constituye un tipo de comportamiento adaptativo con el que respondemos de manera eficaz a las demandas de nuestro trabajo. La crisis actual ha supuesto el cambio de algunas condiciones laborales básicas (horarios, retribución, seguridad, etc.) que están incidiendo en un tipo de motivación, determinada por condiciones externas al trabajador, que la investigación conoce es una motivación débil en intensidad y poco persistente en el tiempo. Propondremos algunas guías que se centran en el estímulo de motivaciones más autónomas y bajo el control del trabajador en base a investigaciones propias que hemos venido desarrollando en los últimos años. Gran parte de estas investigaciones se han basado en una comprensión dinámica de la motivación laboral. Entender la dinámica de la motivación nos aporta este tipo de guías útiles para la acción
Work motivation is an adaptive behavior that allow us to respond effectively to our job demands. The current crisis has introduced changes in some basic labour conditions (timetable, salary, security, etc.) that are affecting a type of motivation determined by external conditions of the worker. Research shows that this nonself-determined motivation is weaker in intensity and less persitent over time than the self-determined motivation. Based on the research we have been developing in recent years we propose some guidelines that focus on encouraging a more autonomous and self-determined motivation. Much of this research has been based on a dynamic understanding of work motivation. Understanding the dynamics of motivation gives us useful guides to action
Subject(s)
Humans , 16360 , Economic Recession , Organizational Policy , Psychology, Applied/trends , Motivation , Employee Incentive Plans/organization & administrationABSTRACT
La actual situación de crisis económica mundial ha conllevado que nos preguntemos cómo generar ventajas competitivas que impacten en la efectividad organizacional sin que ello suponga poner en riesgo la calidad de vida de los empleados. Diversos autores en nuestro país señalan la importancia del desarrollo de políticas de salud y seguridad ocupacional (Montero, Araque, y Rey, 2009), y dentro de éstas, las relativas a políticas familiarmente responsables que favorezcan el work-life balance (WLB) de sus empleados (León y Chinchilla, 2010; Urcelay, 2005). Este artículo hace una revisión de las principales aportaciones españolas e hispanoamericanas sobre el WLB en los últimos ocho años, presentando el trabajo investigador del Grupo ASH-PsicoSAO (Universidad de Barcelona) en relación a este tema. El objetivo de nuestros trabajos es contribuir tanto en la esfera científica como en el ejercicio profesional, prestando especial atención al papel del supervisor
The current global economic crisis has led us to ask how to generate competitive advantages with an impact on organizational effectiveness without jeopardizing the employees quality of life. The importance of the development of health and safety policies (Montero, Araque, & Rey, 2009), among them, those relating to family-friendly policies promoting work-life balance (WLB) of employees (Leon & Chinchilla, 2010; Urcelay, 2005) has been pointed out by various authors in our country. This article reviews the main Spanish and Latin American contributions on work-life balance (WLB) published in the last eight years, and presents the research work of ASH-PsicoSAO Group (University of Barcelona) related to this topic. The objective of our work is to contribute to both, the scientific and the occupations fields, with particular attention to the role of supervisor
Subject(s)
Humans , 16360 , Economic Recession , Organizational Policy , Psychology, Applied/trends , Leadership , Family Relations , Absenteeism , Behavior, Addictive , Self ConceptABSTRACT
Articles including multicultural content published in the Journal of Counseling Psychology (JCP), from 1954 to 2009, were examined for themes. Multicultural content in this study was broadly defined to include the following identities: race/ethnicity, gender/sex, religion/spirituality, sexual orientation, social status, disability, age, and intersections. Inclusion of articles focused on each of these identity domains was reported by decade. Gender/sex was the most prevalent multicultural identity found in the JCP, followed by race/ethnicity. The most common themes for multicultural articles, in order, were counseling process, vocation/career, and psychological processes/interventions. Academic achievement, discrimination/minority stress, and research methodology were the other common themes that were found across multicultural research. Implications of these findings are discussed.
Subject(s)
Cultural Diversity , Periodicals as Topic/statistics & numerical data , Psychology, Applied/statistics & numerical data , Adult , Age Factors , Disabled Persons/statistics & numerical data , Ethnicity/statistics & numerical data , Female , Gender Identity , Humans , Male , Minority Groups/statistics & numerical data , Periodicals as Topic/trends , Psychology, Applied/trends , Racial Groups/statistics & numerical data , Social Class , Spirituality , United States , Young AdultABSTRACT
En este trabajo, realizado desde el interior del espacio conceptual conductista, se reflexiona, en primer lugar, sobre el papel de Skinner en relación con los diversos conductismos para, después, abordar la concepción skinneriana de la explicación científica, la lógica de la investigación y la construcción teórica. Posteriormente se analizan las innovaciones que, dentro de la teoría del condicionamiento, introdujo Skinner, destacando las ventajas que ello supuso así como los nuevos problemas que planteó a la teoría de la conducta. A continuación se realiza una aproximación a la contribución metodológica de Skinner -la operante libre- y se evalúa su impacto histórico sobre las prácticas de investigación psicológica. Se destaca también el interés skinneriano por el comportamiento humano y cómo sólo de forma analógica y muy parcialmente Skinner se acercó a su análisis experimental en el laboratorio; se resalta cómo el resto de su abordaje de la conducta humana puede caracterizarse como un análisis hermeneútico y de extensión definicional y teórica. En tal sentido se revisan, principalmente, sus concepciones sobre la conducta gobernada por reglas y la conducta verbal. Finalmente, se analiza la lógica del nacimiento y evolución de la tecnología conductual con base skinneriana, subrayando las restricciones que el paradigma del condicionamiento operante impuso a la metodología aplicada al ser extrapolado a situaciones sociales humanas (AU)
This paper which concentrates on the behaviorist conceptual approach, reflects, firstly, on Skinners role in relation with various behaviorisms and then goes on to tackle the Skinnerian conception of scientific explanation, the logic of research and theoretical construction. Subsequently the innovations are analyzed that, within the conditioning theory, Skinner introduced, pointing out the advantages of these innovations as well as the new problems that they created for the behaviour theory. In the following an approximation to Skinners methodological contribution -the free operant- is carried out, and its historical impact on the practices of psychological research is assessed. The paper also highlights Skinnerian interest for human behaviour and how, only in an analogical fashion and very partially, Skinner approached its experimental analysis in the laboratory; it is emphasized how the rest of his approach towards human behaviour can be characterized as a hermeneutical analysis and as a definitional and theoretical extension. Thus, it is mainly his conceptions about rule-governed behaviour and verbal behaviour that are reviewed. Finally, the logic of the birth and evolution of Skinnerian based behavioral technology is analyzed, underlining the restrictions that the paradigm of operant conditioning imposed on applied methodology on being extrapolated to human social conditions (AU)
Subject(s)
Humans , Psychology/trends , Behaviorism , Behavioral Sciences/trends , Conditioning, Psychological , Psychology, Applied/trends , Psychology, Comparative/trends , Personality Development , Human DevelopmentABSTRACT
No disponible
Subject(s)
Animals , Behavior, Animal , Psychology, Applied/trends , Cognition , Psychology/trends , Models, Animal , Psychology, Comparative/trendsABSTRACT
The application of mean and covariance structure analysis with quantitative data is increasing. However, latent means analysis with qualitative data is not as widespread. This article summarizes the procedures to conduct an analysis of latent means of dichotomous data from an item response theory approach. We illustrate the implementation of these procedures in an empirical example referring to the organizational context, where a multi-group analysis was conducted to compare the latent means of three employee groups in two factors measuring personal preferences and the perceived degree of rewards from the organization. Results show that higher personal motivations are associated with higher perceived importance of the organization, and that these perceptions differ across groups, so that higher-level employees have a lower level of personal and perceived motivation. The article shows how to estimate the factor means and the factor correlation from dichotomous data, and how to assess goodness of fi t. Lastly, we provide the M-Plus syntax code in order to facilitate the latent means analyses for applied researchers (AU)
La aplicación de modelos de análisis de estructura de medias y covarianzas en datos cuantitativos está extendiéndose. Sin embargo, el análisis de medias latentes a partir de datos cualitativos es menos habitual. Este artículo resume los procedimientos para llevar a cabo un análisis de estructura de medias latentes con ítems dicotómicos desde un enfoque de la teoría de respuesta al ítem. Se ilustra la implementación de dichos procedimientos en un ejemplo con datos empíricos referidos al contexto organizacional, donde se lleva a cabo un análisis multi-grupo para comparar las medias latentes de tres grupos de empleados en dos factores que miden preferencias personales y el grado percibido en que la organización las refuerza. Los resultados indican que a mayor motivación personal, se necesita mayor refuerzo por parte de la organización, y que existen diferencias entre grupos, ocurriendo que los empleados que ocupan posiciones más altas tienen menor nivel de motivaciones personales y organizacionales. El artículo muestra cómo estimar las medias y correlaciones de los factores de ítems dicotómicos, y cómo evaluar la bondad de ajuste. Por último, se muestra la sintaxis M-Plus para facilitar la aplicación de este tipo de análisis a los investigadores AU)
Subject(s)
Humans , Male , Female , Organizations/organization & administration , Organizations/standards , Psychology, Industrial/methods , Psychology, Industrial/trends , Psychology, Applied/methods , Psychology, Applied/trends , Analysis of Variance , Surveys and Questionnaires , Models, Theoretical/methods , 28599ABSTRACT
En este artículo se revisan treinta trabajos experimentales cuyo denominador común es que tratan sobre la percepción de peligros en tráfico ("hazard perception"), siempre en laboratorio. Se exponen los resultados de la revisión acerca de la forma de presentación de los estímulos o situaciones de tráfico en las que puede haber un cierto peligro (vídeo y simulación de conducción), el grado de fidelidad o realismo de los estímulos presentados (a través del uso de sonido o el tamaño de la proyección de los estímulos), la definición de peligro dada a los participantes y las variables de detección del peligro empleadas, así como otros aspectos metodológicos (por ejemplo, la separación entre edad y experiencia en conducción y las variables de control empleadas). En cuanto a las conclusiones más relevantes, la mayoría de trabajos emplea la presentación de escenas de tráfico real mediante vídeo. Resulta sorprendente la ausencia de la presentación de sonido en los clips, aspecto aún no estudiado sistemáticamente. Además, la ampliación del campo de visión consigue reducir el tiempo de latencia de la respuesta al peligro. Esta última variable ha mostrado ser capaz de discriminar entre conductores noveles y expertos. Finalmente, es posible entrenar la habilidad de percepción de peligros en conductores de diferente edad y experiencia (AU)
This paper analyzes thirty experimental studies on hazard perception in traffic, all of them made in the laboratory. We present the results of this review about the way of showing the stimuli -traffic situations in which a hazard is involved-, that is, video and driving simulation, the degree of realism -through the use of sound in the video clips and the size of the screen, the definition of hazard given to the participants and the variables of hazard detection used. Moreover, other methodological aspects are discussed: the concern about separating age and driving experience, and the use of control variables. In the discussion of the main results we point that most of the studies use video presentation of real traffic scenes but almost all of them have no sound, which supposed effect has not been systematically studied yet. Besides, enlarging the field of view yield the speeding of latency or response time to hazard. This variable is capable of discriminate among novice and experienced drivers. Finally, it is possible to train this ability in drivers with different age and driving experience (AU)
Subject(s)
Humans , Male , Female , Perception/ethics , Psychology, Applied/education , Psychology, Applied/ethics , Security Measures/legislation & jurisprudence , Sensation/physiology , Perception/physiology , Accidents, Traffic/psychology , Safety/standards , Security Measures/standards , Security Measures , Psychology, Applied/methods , Psychology, Applied/statistics & numerical data , Psychology, Applied/trends , Hazards/prevention & control , Disaster Vulnerability/prevention & controlABSTRACT
In order to characterize a typical clinical context, as opposed to an academic or research context, this article will analyze the sociodemographic and clinical characteristics of patients who turn to a psychology clinic in need of professional help. This study was conducted using an initial sample of 1,305 patients at the Universidad Complutense de Madrid (UCM) Clínica Universitaria de Psicología. Of the sociodemographic characteristics studied, it is noteworthy that the majority of patients were women (65%) and relatively young (the average age is 29.7 years-old). The disorders for which psychological help was most often needed were anxiety and mood disorders and relationship problems, which together made up 50% of cases. In 17.70% of cases, patients had at least one comorbid disorder in addition to the one that brought them to the clinic. The generalizability and implications of the results are discussed (AU)
Con el objetivo de caracterizar el contexto clínico habitual, en contraposición al contexto académico o de investigación, se analizan las características sociodemográficas y clínicas de los pacientes que acuden a una clínica de psicología en demanda de ayuda profesional. El trabajo se ha realizado a partir de una muestra inicial de 1305 pacientes de la Clínica de Psicología de la Universidad Complutense de Madrid. De las características sociodemográficas destaca que la mayoría de los pacientes son mujeres (65%), relativamente jóvenes (edad media de 29,7 años). Los trastornos por los que más frecuentemente se demanda ayuda psicológica son los trastornos de ansiedad, trastornos del estado de ánimo y problemas de relación, que constituyen alrededor del 50% de los casos. En un 17,70% de los casos hay uno o más trastornos comórbidos a aquel por el que se acude a consulta. Se discuten la generalización de los resultados y las implicaciones de los mismos (AU)