Occupational health psychology research and the COVID-19 pandemic.

The COVID-19 pandemic continues to generate threats to occupational health, safety, and well-being. As a result, it presents an opportunity to deepen the field's insights into occupational health psychology (OHP), and to offer practical guidance that may help workers, organizations, and society mitigate the pandemic's negative effects. This special section of the Journal of Occupational Health Psychology (JOHP) addresses several implications of the pandemic for well-being and work behavior. The pandemic raises many additional questions deserving of research attention. Such topics include the implications of organizations' evolving workforce and workplace decisions, and work as a mechanism for public health and societal well-being. OHP research also has the potential to generate ideas that may prove useful for addressing future crises. A greater consideration of context may help the field achieve such aims. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Psychometric properties of the Portuguese version of the Global Transformational Leadership (GTL) scale / Propiedades psicométricas de la versión portuguesa de la escala Global Transformational Leadership (GTL)

The aim of this study is to adapt and consequently validate the Global Transformational Leadership measuring scale (GTL). The scale was therefore applied to a sample of 456 members of 70 work groups, belonging to 26 organizations. The factorial structure of the scale was analysed through the exploratory factor analysis (EFA) and confirmatory factor analysis (CFA), with the sample being split in two equal parts: EFA was conducted in both sub-samples and CFA was applied in the second sub-sample. The internal consistency was evaluated via Cronbach's alpha and the nomological validity was analysed via the evaluation of the GTL's correlations with both team-level autonomy and quality of group experience. The results revealed the presence of a unidimensional scale with a good level of internal consistency. Regarding the nomological validity, the results pointed to hypothetical relations, since the GTL showed positive correlations with the variables considered. Thus, the Portuguese version of the GTL is presented as a useful instrument for evaluating transformational leadership (AU)

El objetivo de este estudio fue adaptar y, consecuentemente, validar al portugués la escala Global Transformational Leadership (GTL). La escala se aplicó a una muestra de 456 miembros de 70 grupos de trabajo, pertenecientes a 26 organizaciones. La estructura factorial fue analizada mediante el análisis factorial exploratorio (AFE) y el análisis factorial confirmatorio (AFC), después de dividir la muestra en dos partes iguales: la AFE se aplicó en las dos muestras y la CFA en la segunda muestra. La consistencia interna se evaluó mediante el alfa de Cronbach y la validez nomológica se analizó mediante las correlaciones de GTL con la autonomía del grupo y la calidad de la experiencia del grupo. Los resultados revelaron la presencia de una escala unidimensional com un buen nivel de consistencia interna. Los datos sobre la validez nomológica confirmaron las relaciones previstas, habiendo presentado la GTL correlaciones positivas con las variables consideradas. La version portuguesa de la GTL se presenta como una herramienta útil para evaluar el liderazgo transformacional (AU)

Relaciones asimétricas entre atribuciones y afecto en el trabajo / Asymmetric relationships between attributions and affect in the workplace

En la presente investigación se estudia el afecto generado por las valoraciones cognitivas de los trabajadores sobre los eventos laborales. En esta relación se evalúan dos moderadores, la importancia atribuida a los eventos y el estilo explicativo del trabajador. Setenta y tres trabajadores contestaron un cuestionario de estilos explicativos (nivel inter-sujeto) y un cuestionario diario durante 10 días (nivel intra-sujeto) sobre la valoración cognitiva de eventos y el afecto asociado (N = 730 observaciones). Los resultados del análisis multinivel indican que la influencia de los moderadores en la relación valoración cognitiva-afecto es asimétrica para el afecto positivo y negativo. A nivel intra-sujeto hay una moderación de la importancia atribuida a los sucesos laborales en el afecto negativo, pero no en el positivo. En la misma línea, pero con una influencia inter-nivel, el estilo explicativo tiene efecto moderador para el afecto negativo cuando la importancia es atribuida al evento; pero no así para el afecto positivo. Este estudio aporta elementos para el estudio multinivel de terceras variables en la dinámica diaria de la valoración cognitiva de eventos laborales y del afecto (AU)

The present study focuses on the affect generated by cognitive appraisals of work events in workers' daily life. In this relationship, two moderators have been tested, relevance of the event and explanatory style. Seventy-three workers answered an attributional style questionnaire once (between-level data) and also a daily questionnaire (within-level data) about work events and affect for ten days (N = 730 observations).Multilevel analysis results showed that the influence of moderators in the relationship of appraisal-affect is asymmetric for positive and negative affect. At within-level there is a moderation of the importance attributed to the event for negative affect, but not for positive affect. In the same line, but in an inter-level relationship, the explanatory style has a moderator effect for negative affect when the event is appraised as important. Nevertheless, such an influence is not found for positive affect. The study provides new elements for a multilevel study of third variables in the daily dynamics of appraisal and affect (AU)

Spanish adaptation of the internal functioning of the work teams scale (QFI-22) / Adaptación al español de la escala de Funcionamiento Interno de los Equipos de Trabajo (QFI-22)

BACKGROUND: The aim of this article is to develop the Spanish adaptation of the internal functioning of Work Teams Scale (QFI-22). METHODS: The scale was adapted from the French version, and was applied to a sample of 1,055 employees working for firms operating in Spain. The article analyses the internal structure (exploratory and confirmatory factor analysis) and internal consistency, and provides convergent validity evidence of the scale. RESULTS: The QFI-22 scale shows the same internal structure as the original. Factor analysis confirmed the existence of two factors: interpersonal support and team work management, with good internal consistency coefficients (α1 = .93, α2 = .92). Regarding validity evidence, the QFI-22 scale has significant correlations with other correlates and alternative scales used for comparison purposes. The two factors correlated positively with team vision, participation safety, task orientation and support for innovation (Team Climate Inventory, TCI scale), with progressive culture (Organisational Culture, X-Y scale), and with creating change, customer focus and organisational learning (Denison Organizational Culture Survey, DOCS scale). In contrast, the two factors correlated negatively with traditional culture (X-Y scale). CONCLUSION: The QFI-22 scale is a useful instrument for assessing the internal functioning of work teams

ANTECEDENTES: el objetivo del artículo es adaptar al español la escala de Funcionamiento Interno de los Equipos de Trabajo (QFI-22). MÉTODO: se adaptó la versión francesa y se aplicó a una muestra de 1.055 empleados. Se analizaron la estructura interna (análisis factorial exploratorio y análisis factorial confirmatorio), la consistencia interna y evidencias de validez convergente de la escala investigada. RESULTADOS: QFI-22 muestra la misma estructura interna que la versión original. El análisis factorial confirma la existencia de dos factores: apoyo interpersonal y gestión del trabajo en equipo, con buenos coeficientes de consistencia interna (α1= ,93; α2= ,92). En cuanto a las evidencias de validez, la escala ha obtenido evidencias de relaciones significativas con otros correlatos y escalas de contraste. Los dos factores correlacionan positivamente con la visión, seguridad en la participación, orientación a la tarea y ayuda a la innovación (escala TCI, Team Climate Inventory); con la cultura progresista (escala X-Y de cultura organizativa), y con la orientación al cambio, orientación al cliente, y aprendizaje organizativo (escala Denison Organizational Culture Survey, DOCS); y negativamente con la cultura tradicional (escala X-Y). CONCLUSIÓN: la escala QFI-22 se configura como un instrumento útil para la evaluación del funcionamiento interno de los equipos de trabajo

Development and validation of the occupational hardiness questionnaire / Desarrollo y validación del Cuestionario Ocupacional de Resistencia

BACKGROUND: One of the most traditional approaches to the positive study of personality has been the research on Hardiness or Hardy Personality. However, studies about this construct have systematically suffered from a lack of sufficient psychometric guarantees of the measures. METHOD: This paper presents the Occupational Hardiness Questionnaire (OHQ), the result of a research line on the subject and its measurement with a total sample of 1,647 participants. RESULTS: Four studies show the results of exploratory factor analysis (EFA), confirmatory factor analysis (CFA), consistency, temporal reliability and construct validity. CONCLUSIONS: Results indicate that the OHQ has satisfactory psychometric characteristics and can be used in the study of Occupational Health and in the area of Positive Personality

ANTECEDENTES: uno de los enfoques más clásicos en el estudio positivo de la personalidad ha sido la investigación acerca de Hardiness o Personalidad Resistente. Sin embargo, los estudios con el constructo han adolecido sistemáticamente de falta de medidas con suficientes garantías psicométricas. MÉTODO: en este trabajo se presenta el Cuestionario de Resistencia Laboral (CRL), resultado de una línea de investigación sobre el tema y su medida con una muestra total de 1.647 participantes. RESULTADOS: se presentan los resultados en cuatro estudios en los que se indican los resultados del análisis factorial exploratorio (AFE), análisis factorial confirmatorio (AFC), consistencia, fiabilidad temporal y validez de constructo. CONCLUSIONES: los resultados encontrados indican que el CRL tiene características psicométricas satisfactorias y que puede utilizarse tanto en el estudio de la salud laboral como en el enfoque de la personalidad positiva

Working in direct contact wit the public as a predictor of Burnout in the Banking sector / La atención al cliente como predictor del síndrome de quemarse en el trabajo en el sector bancario

BACKGROUND: This study investigated the presence of the burnout syndrome amongst employees of the banking sector. This topic is of particular interest owing to recent changes in working conditions and the controversial commercial strategies employed in this sector in recent years. METHOD: A total of 1,341 professionals, 883 men and 458 women took part in the study. A Spanish version of the Maslach Burnout Inventory-General Survey was used, via electronic mail. RESULTS: The results revealed that at least 55.78% of the sample showed a high risk of burnout in at least two of the dimensions. The workers in commercial branch offices dealing with the general public showed a greater risk of burnout than those working in central services. CONCLUSIONS: The risk of burnout was higher than in other professions considered to be at risk and appears to be more closely associated with work-related stress and the controversial commercial strategies employed in the sector in recent years than with the possibility of cuts in salary. Psychological intervention programs aimed at stress management would be a recommendable way of helping employees address problems of this kind

ANTECEDENTES: este estudio ha evaluado la presencia del síndrome de estar quemado en el trabajo entre los empleados del sector bancario. Este interés surge por el cambio en las condiciones laborales que está viviendo y las prácticas comerciales conflictivas que ha llevado a cabo en los últimos años. MÉTODO: participaron un total de 1.341 profesionales, 833 hombres y 456 mujeres. Se utilizó la versión española del Maslach Burnout Inventory-General Survey (MBI-GS) vía electrónica. RESULTADOS: los resultados mostraron que el 55,78% de la muestra presentaba alto riesgo de SQT en al menos dos dimensiones del mismo. Los trabajadores de las oficinas comerciales que trabajan con el público mostraron un riesgo mayor que los de servicios centrales de burnout. CONCLUSIONES: el riesgo de burnout fue más alto que el de otras profesiones consideradas de riesgo y parece estar más relacionado con el estrés laboral y las controvertidas prácticas comerciales usadas en los últimos años en el sector que con la probabilidad de un recorte salarial. Se sugiere la utilización de programas de manejo del estrés para afrontar los conflictos en el puesto de trabajo

¿Es el liderazgo transformacional determinante en la motivación intrínseca de los seguidores? / Is transformational leadership determinant of intrinsic motivation of followers?

El liderazgo transformacional (LT) destaca, en su formulación teórica, por su influencia sobre la motivación. Sin embargo, los estudios empíricos han considerado la motivación como un constructo general y no de forma integrada, distinguiendo distintos constructos motivacionales. Este estudio empírico analiza la influencia del LT sobre la motivación intrínseca esperada (MIEs) basada en el modelo ASH-Mot. Para ello se tomó una muestra de 575 empleados correspondientes a dos organizaciones españolas a quienes se aplicaron los cuestionarios ASH-Mot y ASH-Lid (este último basado en el Multifactor Leadership Questionnaire, MLQ). Los análisis de modelos de ecuaciones estructurales muestran apoyo empírico a la relación entre LT y la MIEs. También los resultados muestran apoyo empírico a la mediación de la instrumentalidad entre el LT y la MIEs. Por otra parte, el análisis multi-grupo con modelos de ecuaciones estructurales muestra la invarianza del modelo, poniendo en evidencia la robustez del modelo postulado(AU)

In the theoretical formul ation of transformational leadership (TL), its influence on motivation stands out. However, empirical studies have considered motivation as a general construct but have not distinguished different motivational constructs. This empirical study analyzes the influence of TL on Expected Intrinsic Motivation (EIM) based on the ASH-Mot model. A sample of 575 employees from two Spanish organizations was chosen. Two questionnaires were applied, ASH-Mot and ASH-Lid, the latter based on the Multifactor Leadership Questionnaire (MLQ). The Structural Equation Modeling shows empirical support for the relationship between TL and EIM. Results also show empirical support for the mediation of instrumentality between TL and EIM. Moreover, the multiple-group analysis showed the invariance of the model across samples, thereby highlighting the robustness of the hypothesized model(AU)

Adaptación al español de la Escala de Desempeño Cívico de Coleman y Borman (2000) y análisis de la estructura empírica del constructo / Spanish adaptation of the Citizenship Performance Questionnaire by Coleman & Borman (2000) and an analysis of the empiric structure of the construct

Este artículo presenta una adaptación del cuestionario de desempeño cívico de Coleman y Borman (2000) y un análisis de su estructura empírica. Una vez traducido y adaptado, el cuestionario se aplicó a una muestra de 135 empleados públicos de una unidad completa del Gobierno Autonómico de Canarias. Los resultados indican que el cuestionario tiene una alta consistencia interna, aunque parece medir tres dimensiones relacionadas entre sí. Dos de estas dimensiones son altamente estables y coinciden con las propuestas por LePine, Erez y Johnson (2002), Cumplimiento Generalizado y Altruismo, mientras que la tercera es de difícil interpretación. Un análisis factorial de segundo orden indica que existe una única dimensión subyacente de desempeño cívico. Estos resultados tienen implicaciones teóricas y prácticas que ayudan a la interpretación y diagnóstico del dominio (AU)

This article presents a Spanish adaption of the citizenship performance questionnaire of Coleman and Borman (2000) an analysis of its empirical structure. Once the original questionnaire was translated and adapted to a Spanish public administration context, it was administered to a sample of 135 public employees representing the complete staff ofa ’ Autonomic Government unit. Results show a high internal consistency of the questionnaire, although it seems to measure three related dimensions. Two of these dimensions are highly stable and coincide with those proposed by LePine, Erez, and Johnson (2002), Generalized Compliance and Altruism, while the third dimension is difficult to interpret. A second order factor analysis supports the existence of a unique underlying dimension of citizenship performance. These results have theoretical as well as practical implications that may help the interpretation and diagnosis in this domain(AU)

Attachment, Relationship Quality and Stressful Life Events: A Theoretical Meta-Perspective and Some Preliminary Results / Apego, calidad de la relación y sucesos vitales estresantes: una meta-perspectiva teórica y algunos resultados preliminares

Attachment theory has inspired an explosion of research on personality development, close relationships, and the complex interplay between individual and relationship processes in all phases of the lifespan. In recent years, the theory has been extended to organizational settings. Over three decades of attachment research has been applied to people’s attitudes, performance, and social relationships within large organizations, such as the workplace, the army, and community groups. The present paper aims to advance an integrative perspective that would bridge the psychological and sociological aspects of attachment(AU)

La teoría del apego ha inspirado una explosión de investigación sobre el desarrollo de la personalidad, las relaciones íntimas y el complejo interjuego entre los procesos individuales y de relaciones en todas la fases de la vida. In los últimos años, la teoría ha sido ampliada al ámbito organizacional. A lo largo de tres décadas, la investigación sobre apego ha sido aplicada a las actitudes personales, el desempeño y las relaciones sociales en grandes organizaciones laborales, el ejército y grupos comunitarios. El presente articulo propone una perspectiva integrativa que uniría los aspectos psicológicos y sociológicos del apego(AU)

Role stressors, task-oriented norm and job satisfaction: a longitudinal study / Estresores de rol, norma de orientación a la tarea y satisfacción laboral: un estudio longitudinal

In line with the Job Demands-Resources Model (JD-R) this study analyzes the role of task-oriented norm (job resource) and role stressors (job demands) to predict job satisfaction over time. In order to test this effect, a sample was gathered in a manufacturing setting at two different times. Hierarchical regression analysis tests the principal and the interaction effects of role stressors (role conflict and role overload) and task-oriented norm to predict job satisfaction. Results confirm the negative effect of role conflict at Time 1 on job satisfaction at Time 2 showing the relevance of setting priorities to neutralize the negative effect of this stressor. Moreover, these results show the interaction between task overload (Time 1) and task-oriented norm (Time 1) on job satisfaction (Time 2) after working together for more than one year as a permanent group. Discussion is focused on the structural work context and within group implications of these findings in real working settings(AU)

Partiendo del Modelo de Demandas-Recursos (JD-R) este estudio analiza el papel de la norma de orientación a la tarea (recurso) en los estresores del trabajo (demandas) para predecir la satisfacción laboral. Este efecto se prueba en una muestra de trabajadores de la industria de automoción, efectuando la toma de datos en dos tiempos. La regresión jerárquica prueba las relaciones directas entre las variables y el efecto de la interacción de los estresores (conflicto de rol y sobre-carga de trabajo) y la orientación a la tarea para predecir la satisfacción. Los resultados confirman la relación negativa entre el conflicto de rol en Tiempo 1 y la satisfacción en Tiempo 2. Además, estos resultados muestran la interacción entre la sobre-carga de trabajo (Tiempo 1) y la orientación a la tarea (Tiempo 1) en la satisfacción laboral (Tiempo 2) cuando la muestra lleva trabajando más de un año en grupos. En la discusión indicamos las implicaciones de estos resultados para el contexto laboral de los grupos y para las relaciones intra-grupos en entornos reales de trabajo(AU)

The work environment and its effect on engagement and retention of nuclear medicine technologists: differences between public and private sector workers.

OBJECTIVE: The retention of Australian nuclear medicine technologists (NMTs) is poor with the future workforce size in question. As a consequence, the primary aim of this study was to determine Australian NMTs' level of work engagement and the factors influencing this to identify the issues surrounding retention. METHODS: The job demands resource model assumes that each job has its own demands and resources and the balance between these can influence the level of work engagement. Lower levels of work engagement are predictive of an intention to leave. Work engagement levels can be measured using the Utrecht work engagement scale. This study used the Utrecht Work Engagement Scale in a self-report questionnaire with additional open-ended and closed-ended items designed to evaluate satisfying job characteristics. Members of the professional body in specific geographical locations of Australia were invited to participate. RESULTS: A 49.6% response rate was achieved (n=201); of these, 164 were practicing NMTs. Public sector workers had significantly lower total mean scores (P=0.05) on the Utrecht Work Engagement Scale and the subscale of dedication (P=0.005) compared with private NMTs. Seven of the 14 job satisfaction closed-ended items were statistically significantly lower for public NMTs: the level of decision making; feelings of importance with the tasks performed; feedback on tasks and roles; and relationships with physicians, staff and the organization. CONCLUSION: To improve the retention of NMTs, changes in the job resources and demands are needed. Advanced practice roles may improve retention by enhancing the job resources.

The role of air quality in perception of health of the local population.

The research aim was to investigate and establish the perception of health among population groups with different number of industrial polluters in their living environment. Namely, the Kostrena living area (3250 inhabitants) is situated near big industrial pollutant producers: INA oil refinery Urinj, thermo power plant Rijeka, shipyard "Viktor Lenac", while in Crikvenica living area such pollutant producers do not exist. In this research 146 subjects from Kostrena participated (74 men and 72 women with age average 40.8, SD 9.2 years), and 157 subjects from Crikvenica area (79 men and 78 women with age average 39.4, SD 10.1 years). The perception of health was measured by the means of SF-36 questionnaire variables. Lung function (FEV1, FVC, FEV25/75, PEF), cardiovascular function (systolic and diastolic arterial blood pressure, heart rate were also measured, including body proportion measures by the means of waste and hip circumference and silhouette test, in order to establish the eventual objective physical health parameter difference among examined population groups. Subjects from Kostrena perceived their general health, mental health, and vitality worse than subjects from Crikvenica. Group from Kostrena felt themself more limited in their roles due to emotional problems, perceiving more pain than group from Crikvenica. On the opposite site, social functioning of subjects from Kostrena was better in comparison to Crikvenica group. No signifficant differences between groups were found in physical functioning and in role limitation due to physical problems. In addition, there were no significant differences between groups in objective physical health parameters, such as pulmonary function, arterial blood pressure, pulse, and waist to hip ratio. Subjects using sensoric systems and the mental cognition about harmful environmental factors, perceive their health worse if there are present industrial resources in their environment, even when concentration of the pollutants are within legal ranges.

Cuestionario de bienestar laboral general: estructura y propiedades psicométricas / Questionnaire of general laborwell-being: structure and psychometric properties

A un colectivo de 1252 profesionales de la sanidad (medicina y enfermería) y de la educación públicas que trabajan respectivamente en hospitales y en universidades de Brasil, Chile, Colombia y España, se le ha aplicado el Cuestionario de Bienestar Laboral General (qBLG) que incluye series de ítems cerrados organizados de acuerdo con un modelo teórico según el cual el bienestar laboral general (qBLG) incluye una dimensión de bienestar psicosocial (integrada por afectos, competencias y expectativas) y otra de efectos colaterales (somatización, desgaste y alienación). Un análisis de componentes principales mostró la existencia de dos factores independientes en el qBLG, incluyendo el primero de ellos tres escalas de bienestar psicosocial y el segundo otras tres de efectos colaterales. Todas las escalas mostraron una alta consistencia interna, con valores a de Cronbach comprendidos entre .82 (alienación) y .96 (expectativas). Los resultados indican que el cuestionario BLG reproduce fielmente la estructura del modelo teórico propuesto(AU)

The general work well-being questionnaire (qBLG) was developed with the aim of providing a measurement tool particularly sensitive to the psychosocial dimension of work well-being of care workers, and to the bipolar nature of the well-being experience. 1252 professionals of health care (medical and nursing) and of higher education employed in hospitals and universities from Brazil, Chile, Colombia and Spain, respectively, answered a series of closed items from a questionnaire organized according with a theoretical model of general work well-being. Factor analysis found two independent factors in the qBLG, the first one including three scales of psychosocial well-being and the second three scales of collateral effects. All scales showed high internal consistency. The qBLG faithfully reproduces the structure of the proposed theoretical model, and combines the required psychometric properties for the evaluation of work well-being of health care and of higher education professionals(AU)

Reactions toward affirmative action measures for women / Reacciones a las Medidas de Acción Afirmativa para las Mujeres

Este trabajo examina si existen diferencias entre mujeres y hombres en sus reacciones hacia diferentes tipos de medidas de acción afirmativa (MAAs) para mujeres, para lo que 192 mujeres y 128 hombres ocupantes de diferentes puestos respondieron a un cuestionario. Los resultados muestran que las mujeres reaccionan de manera más positiva que los hombres hacia las MAAs, aunque las reacciones de ambos varían en función del tipo de medida de acción afirmativa. Las reacciones son más positivas cuando las decisiones de personal se basan en el mérito y se vuelven más negativas cuando las decisiones están basadas principalmente en el género. También encontramos que las reacciones hacia las MAAs se relacionan con las variables “percepción de injusticia” y “percepción de amenaza para los hombres”, y especialmente con la primera. Otro resultado es que las reacciones hacia el concepto genérico de acción afirmativa son más positivas que hacia medidas específicas de AA. Por último, comentamos las implicaciones de estos resultados para la investigación y la práctica(AU)

This paper examines whether there are differences between women and men in their reactions towards different types of specific affirmative action measures (AAMs) for women. 192 women and 128 men from a variety of jobs responded to a survey. We conclude that women react more positively than men towards AAMs, although the reactions of both men and women vary depending on the type of AAM. Thus, reactions become increasingly positive when personnel decisions were made on the basis of merit and increasingly negative when decisions were made on the basis of gender. We also found that reactions towards AAMs are related to the variables “unfairness perception” and “threat perceived to men”, and especially to the former. Also, reactions towards the generic concept of affirmative action are more positive than towards specific AA measures. Implications of these results for research and practice are discussed(AU)

Métodos de escalamiento aplicados a la priorización de necesidades de formación en organizaciones / Scaling methods applied to set priorities in training programs in organizations

Los criterios para priorizar las necesidades que justifican las acciones formativas a implantar no se suelen explicitar a priori en los programas de formación continua en contextos organizacionales. En este trabajo se proponen los métodos de escalamiento como procedimiento factible y útil para identificar criterios explícitos de priorización de necesidades, y se concreta cuál de ellos es más apropiado en este contexto de intervención. 404 empleados de una organización pública cumplimentaron un cuestionario ad hoc para priorizar necesidades formativas en diferentes áreas durante el período 2004 al 2006; concretamente, se ordenaron 117, 75 y 286 estímulos, respectivamente. Se calcularon y compararon las ordenaciones obtenidas con cuatro métodos de escalamiento: el método de Dunn-Rankin y tres métodos derivados de la Ley del Juicio Categórico de Thurstone, concretamente ordenación por rangos, intervalos sucesivos e intervalos aparentemente iguales. Con los resultados, se constata la factibilidad y utilidad de estos métodos de escalamiento para la solución de los problemas planteados; a partir delos métodos más precisos, se propone el uso del método de ordenación por rangos por su parsimonia (respecto a sencillez en su procedimiento); y se anticipan futuras líneas de actuación (AU)

Criteria to assess the needs in order to plan training programs are not usually defined explicitly in organizational contexts.We propose scaling methods as a feasible and useful procedure to set priorities of training programs; also, we propose the most suitable method for this intervention context. 404 employees from a public organization completed an ad hoc questionnaire to assess training needs in different areas from 2004 to 2006; concretely, 117, 75 and 286 stimuli were scaled, respectively. Then, four scaling methods were compared: Dunn-Rankin’s method and three methods derived from Thurstone’s Law of Categorical Judgment -ranking, successive intervals and equal-appearing intervals. The feasibility and utility of these scaling methods to solve the problems described is shown. Taking into account the most accurate compared methods, we propose ranking as the most parsimonious method (with regard to procedures implicity). Future research developments are described (AU)

Research in industrial and organizational psychology from 1963 to 2007: changes, choices, and trends.

The authors conducted a content analysis of all articles published in the Journal of Applied Psychology and Personnel Psychology from January 1963 to May 2007 (N = 5,780) to identify the relative attention devoted to each of 15 broad topical areas and 50 more specific subareas in the field of industrial and organizational (I-O) psychology. Results revealed that (a) some areas have become more (or less) popular over time, whereas others have not changed much, and (b) there are some lagged relationships between important societal issues that involve people and work settings (i.e., human-capital trends) and I-O psychology research that addresses them. Also, much I-O psychology research does not address human-capital trends. Extrapolating results from the past 45 years to the next decade suggests that the field of I-O psychology is not likely to become more visible or more relevant to society at large or to achieve the lofty goals it has set for itself unless researchers, practitioners, universities, and professional organizations implement significant changes. In the aggregate, the changes address the broad challenge of how to narrow the academic-practitioner divide.

Validação cruzada de uma escala de clima organizacional / Cross validation of a scale of organizational climate

A estabilidade da estrutura fatorial de uma escala de clima organizacional com 66 itens foi investigada. A amostra de 61.349 respondentes foi dividida aleatoriamente em duas partes, a primeira para identificação da estrutura fatorial, a segunda para verificação da sua replicabilidade. O critério adotado para identificar o número de fatores resultou na extração de sete fatores. Para obter uma estrutura fatorial satisfatória 23 itens foram eliminados. Uma segunda análise fatorial dos 43 itens restantes indicou sete fatores explicando 63,4 por cento da variância. Uma análise fatorial de segunda ordem revelou um fator geral explicando 55,5 por cento da variância. Para verificar a estabilidade da estrutura fatorial, os mesmos procedimentos e critérios foram empregados na segunda amostra. Os resultados indicam uma grande estabilidade da estrutura fatorial hierárquica da escala de clima organizacional, com sete fatores de primeira ordem e um fator geral de segunda ordem (AU)

Validação cruzada de uma escala de clima organizacional / Cross validation of a scale of organizational climate

A estabilidade da estrutura fatorial de uma escala de clima organizacional com 66 itens foi investigada. A amostra de 61.349 respondentes foi dividida aleatoriamente em duas partes, a primeira para identificação da estrutura fatorial, a segunda para verificação da sua replicabilidade. O critério adotado para identificar o número de fatores resultou na extração de sete fatores. Para obter uma estrutura fatorial satisfatória 23 itens foram eliminados. Uma segunda análise fatorial dos 43 itens restantes indicou sete fatores explicando 63,4 por cento da variância. Uma análise fatorial de segunda ordem revelou um fator geral explicando 55,5 por cento da variância. Para verificar a estabilidade da estrutura fatorial, os mesmos procedimentos e critérios foram empregados na segunda amostra. Os resultados indicam uma grande estabilidade da estrutura fatorial hierárquica da escala de clima organizacional, com sete fatores de primeira ordem e um fator geral de segunda ordem.

Realizing the potential of empowerment: the impact of a feedback intervention on the performance of complex technology.

An empowerment initiative involving enhanced fault-management responsibility for operators of complex technology had not led to expected increases in performance, and investigations suggested that this was due to a lack of appropriate feedback. Thus, a feedback intervention was designed to provide specific, timely feedback on operator-correctable faults. It was hypothesized that the intervention would increase operator self-reliance in operating complex technology and promote system performance. Moreover, given the feedback was continuous from the point of intervention, it was predicted that gains would increase over time. Time series analysis of data on engineer call-outs (self-reliance) and machine utilization (performance) showed clear positive effects of the feedback intervention, with call-outs also showing progressive improvement. Self-report data showed no change over time in motivation, but an increase in knowledge dissemination and a reduction in the likelihood of making expensive mistakes. There were no detrimental effects on operator well being. Implications for theory and practice in the management of complex technology are discussed.

A synthetic validity approach to testing differential prediction hypotheses.

A new method is presented for conducting differential prediction analyses that makes it possible to test differential prediction hypotheses with adequate statistical power even when the sample size within a job or a job family is very small. This method, called synthetic differential prediction analysis, represents an application of the logic of synthetic validation to differential prediction analyses. The authors explain this new method and describe its application in a selection-system validation study conducted in a large organization.