Coaching leaders toward favorable trajectories of burnout and engagement.

Existing literature on executive coaching has shown beneficial outcomes for leaders. Indeed, executive coaching can positively affect an individual's psychological well-being and quality of work life. However, while burnout among leaders is on the rise, to our knowledge no prior study has investigated the influence of executive coaching on the dimensions of burnout and engagement concurrently. Therefore, the aim of the current study is to examine if an executive coaching intervention has positive effects on managerial burnout and engagement. We implemented a ten-week coaching intervention for leaders, where questionnaire data were collected at two time points. Participants (N = 92; Mage = 42; 64% male) were randomly assigned to an intervention or a wait-list control group. Self-reported levels of engagement and burnout were collected at the start of the study protocol (T1) and at the end (T2). Coaching sessions for the intervention group were one hour once per week. The control group did not receive coaching. Repeated measures ANOVAs examined the extent to which the intervention influences the leader's engagement and burnout. Analyses revealed that all three dimensions of burnout significantly decreased for the intervention group over time while vigor increased. Findings did not reveal an increase in dedication and absorption. Consistent with prior literature, this study supports that executive coaching can improve a leader's well-being. Specifically, this study shows that an executive coaching intervention can decrease burnout symptoms and increase vigor in leaders. Adding a follow-up survey to the design would allow for further exploration of the intervention on engagement.

Managing in the new normal: Positive management practices elicit higher goal attainment, goal commitment, and perceived task efficacy than traditional management practices in remote work settings. An experimental study.

The COVID-19 global pandemic will likely change how organizations conduct business. For example, a white paper from McKinsey claims that flexible and remote work arrangements (e.g., "working-from-home") will become increasingly frequent in the "new normal" that will follow the COVID-19 pandemic. Our work is motivated by the premise that in a post-pandemic workplace, traditional management practices like unilaterally assigning goals and displaying contingent rewarding behaviors will likely be replaced by positive management practices. In this context, positive management practices include allowing employees to self-set their goals and displaying authentic leadership behaviors while managing them. However, whether these positive management practices are more efficient in sustaining performance is unknown. Our study benchmarked positive management practices against traditional management practices in a remote work environment, using three individual performance metrics: goal attainment, goal commitment, and perceived task efficacy. In a panel laboratory experiment consisting of a baseline measurement and two work sessions, we randomly assigned participants to an authentic vs. transactional leadership condition (amateur actor recording) and one of three possible goal-setting types (assigned, self-set, "do-your-best"). Our results show that participants in the authentic leadership × self-set goals condition outperformed all other experimental conditions. Further, a post hoc analysis revealed a serial mediation effect of (a) goal attainment and (b) goal commitment at time 1 on perceived task efficacy reports at time 2.

Understanding The Mediating Role of Quality of Work Life on the Relationship between Emotional Intelligence and Organizational Citizenship Behaviors.

Organizational citizenship behaviors are not directly rewarded by organizations. However, they seem to contribute to excellent performance at work. The aim of this study is to test quality of working life's (QoWL) mediating role in the relationship between emotional intelligence (EI) and organizational citizenship behaviors (OCB). 203 French adults working regularly in teams completed validated self-report measures corresponding to each construct. The collected data showed that in the studied sample, a high quality of working life was associated with Sportsmanship behaviors. However, mediation was not observed for the other OCB subscales: Altruism, Helping, or Civic virtues. These behaviors tend to occur in individuals with high emotional intelligence scores, unrelated to their quality of working life. Theoretical background, practical implications, and limitations of the study are discussed.

Are emotionally intelligent students more resilient to stress? The moderating effect of emotional attention, clarity and repair / ¿Los estudiantes con una mayor inteligencia emocional son más resistentes al estrés? El efecto modulador de la atención, la claridad y la reparación emocional

The current study aims to examine the moderating effect of different dimensions of Trait Meta Mood Scale (TMMS) in the relationship between perceived stress and life satisfaction and mental health. We believe that the three TMMS dimensions (emotional attention, clarity and repair) will have different moderating effects. 835 university students from Spain, Portugal and Brazil participated in the investigation completing the short version of the trait metamood scale (TMMS24), Perceived Stress Scale, Satisfaction with life scale and General Health Questionnaire. The hierarchical regression analyses indicated different interactive effects of different TMMS-24 dimensions and stress in predicting life satisfaction and mental health. The only TMMS-24 dimension found to interact significantly with stress in predicting life satisfaction was emotional repair. When students perceive increased stress, the ones with lower emotional repair reported less satisfaction with life

El objetivo del presente estudio es examinar el efecto modulador de las diferentes dimensiones de la «Escala rasgo de metaconocimiento de los estados emocionales» (Trait Meta Mood Scale, TMMS) en la relación entre el estrés percibido y la satisfacción con la vida y la salud mental. Se espera que las tres dimensiones de la TMMS (atención, claridad y reparación emocional) tengan diferentes efectos moduladores. Participaron 835 estudiantes universitarios de España, Portugal y Brasil completando la versión abreviada de la TMMS (la TMMS- 24), la «Escala de estrés percibido», la «Escala de satisfacción con la vida» y el "Cuestionario de salud general". El análisis de regresión jerárquica muestra diferentes efectos interactivos de las dimensiones de la TMMS-24 y el estrés en la predicción de la satisfacción con la vida y la salud mental. La única dimensión de la TMMS-24 que ha interactuado de manera significativa con el estrés en la predicción de la satisfacción con la vida fue la reparación emocional. En situaciones de alto estrés, los estudiantes que tienen la reparación emocional más baja se sienten menos satisfechos con la vida

The Effects of Emotional Competences Training among Unemployed Adults: A Longitudinal Study.

BACKGROUND: The present study aimed at analyzing whether training in emotional competences (EC) would increase the level of perceived EC among unemployed adults, whether the unemployment duration would moderate the effects of the training and whether the changes in EC would predict changes in the levels of perceived stress, somatic complaints, mental health, and mood states. METHODS: Seventy-five participants were randomly allocated to an EC training program, or a control group. Following a controlled experimental design, the participants completed all the measures prior to the intervention (T1), one month later (T2) and six months after the first data collection (T3). RESULTS: The results showed that change in EC after the training depended on the duration of unemployment. The difference between the experimental and control groups in EC after the training was significant when the participants had been unemployed for less time. In addition, the results indicated that changes in EC were found to be significant predictors of changes in perceived stress, mental health, somatic complaints, and vigor and confusion (mood dimensions) six months after the intervention. CONCLUSION: The data suggest that unemployment duration plays a crucial role in determining the range and intensity of intervention effects.

Winning the hearts and minds of followers: The interactive effects of followers' emotional competencies and goal setting types on trust in leadership / Ganando la mente y el corazón de los seguidores: El efecto interactivo de las competencias emocionales de los seguidores y el tipo de establecimiento de metas sobre la confianza en el líder

Followers' trust is essential for effective leadership. While initial approaches to trust focused on trust-related information, recent findings suggest that trust also has an affective component. Therefore, emotional competencies such as emotional attention, clarification and repair could predict trust in leadership, in early stages of the follower-leader relation. However, as this relation develops in time, trust-related judgments may shift from followers' emotions towards leaders' behaviors such as goal setting practices. As goals can be set in either a directive or participative way, followers with different levels of emotional competences should have distinct emotional responses towards these goal-setting types. On this rationale, we evaluated a possible interactive effect between goal setting types and emotional competencies on followers' trust in leadership. For this, we conducted a two-wave experiment, randomly assigning 228 participants to two possible experimental conditions (directive vs. participative goal setting) or a control group (unspecific "Do your best" goals). We used multivariate regression analyses to test our hypotheses, controlling for demographic factors (participants age, biological gender and previous work experience) and stable personality traits. While there were no differences in trust in leadership across experimental conditions, followers' emotional competencies at work session 1 had positive main effects on followers' trust in leadership. At work session 2, significant interaction effects between directive goal setting type and both emotional clarity and repair indicate that only setting goals in a directive way will compensate low levels of followers' emotional clarity and repair.

La confianza de los seguidores es un elemento esencial de un liderazgo eficaz. Las aproximaciones tempranas a la formación de la confianza hacia los líderes, adoptaron un enfoque basado en evaluaciones basadas en información. Sin embargo, avances recientes en la investigación de la confianza sugiere que estas evaluaciones también contienen un componente afectivo. En este estudio proponemos que las competencias emocionales, como (1) atención, (2) claridad y (3) reparación emocional predecirán la confianza hacia el líder en momentos tempranos de la relación líder-seguidor. A medida que esta relación se desarrolla en el tiempo, las evaluaciones sobre la fiabilidad del líder cambiaran su objetivo, más precisamente de las emociones que el líder despierta a la manera en que este establece las metas. Debido a que las metas pueden ser establecidas de manera directiva o participativa, los seguidores con diferentes niveles en estas tres competencias emocionales, deberían presentar diferentes respuestas emocionales hacia dichas prácticas de establecimiento de metas. Basándonos en esta idea, evaluamos un posible efecto interactivo de las competencias emocionales y el tipo de establecimiento de metas sobre los puntajes de confianza hacia el líder de los seguidores. Para esto, realizamos un experimento longitudinal de dos sesiones de trabajo al cual asistieron 228 participantes. Las competencias emocionales de los seguidores en la primera sesión de trabajo tuvieron un efecto positivo sobre su confianza en el líder, mientras que se detectó un efecto de interacción entre la reparación emocional y el tipo de establecimiento de metas. En la segunda sesión de trabajo, solo se detectaron efectos de interacción entre la claridad y la reparación emocional y el establecimiento de metas directivo. Este resultado indica que el hecho de establecer metas, y no como estas se establecen es lo que compensara el efecto negativo sobre la confianza en el líder de bajos niveles de claridad y reparación emocional de los seguidores.

Effects of emotional intelligence on entrepreneurial intention and self-efficacy / Efectos de la inteligencia emocional sobre la intención y la autoeficacia emprendedora

Past studies associated emotional intelligence with positive workplace outcomes, such as job performance and job satisfaction. However, to date, the relationship between emotional intelligence and individual differences in entrepreneurship has been scarcely examined. In this study, the contribution of emotional intelligence dimensions to entrepreneurial potential is explored, controlling for the influence of personality traits and demographic variables. Using a sample of 394 participants, it has been tested, by means of multiple hierarchical regression analyses, the mediating role of entrepreneurial self- efficacy in the relationship between emotional intelligence dimensions and the intention to become entrepreneur. Results indicate that two dimensions of emotional intelligence, regulation and utilization of emotions, positively positively affect entrepreneurial self-efficacy. In turn, the perception of self-efficacy mediates the relation between emotional intelligence and the intention to become an entrepreneur (AU)

Estudios previos relacionan la inteligencia emocional con resultados positivos en el puesto de trabajo, tales como el desempeño y la satisfacción laboral. Sin embargo, la relación entre la inteligencia emocional y las diferencias individuales en emprendimiento han sido escasamente examinadas. En el presente estudio se analiza el efecto de las dimensiones de la inteligencia emocional sobre el potencial emprendedor, tras controlar la influencia de los rasgos de personalidad y variables demográficas. Concretamente, con una muestra de 394 participantes, por medio de análisis de regresión jerárquica, se pone a prueba el rol mediador de la auto-eficacia emprendedora en la relación entre las dimensiones de la inteligencia emocional y la intención de llegar a ser un emprendedor. Los resultados indican que dos dimensiones de la inteligencia emocional, la regulación y la utilización de emociones, afectan positivamente a la auto-eficacia emprendedora. Además, la percepción de auto-eficacia media la relación entre la inteligencia emocional y la intención de ser un emprendedor (AU)

Followers agreeableness and extraversion and their loyalty towards authentic leadership / La afabilidad y extroversión de los seguidores y su lealtad hacia el liderazgo auténtico

BACKGROUND: Effective leaders understand that loyal followers are the key for success. To win their loyalty, leaders usually build social exchange relationships with them, through a wide range of behaviours, such as honouring agreements or using open and transparent communication. However, the effect of these behaviours on their followers' loyalty can differ depending on followers' individual differences, especially in relational traits such as agreeableness and extraversion. METHOD: We explored the moderating role of followers' agreeableness and extraversion in the relationship between authentic leadership (using transactional leadership as reference group) and followers' loyalty. A two-wave experiment, where 224 participants with and without work experience were randomly assigned to either a transactional or authentic leadership style condition was conducted. RESULTS: Our results show that followers in the authentic leadership condition had higher levels of loyalty toward their leader. Moreover, followers' agreeableness played a negative moderating role in this relationship whereas extraversion played a positive moderating role in it. CONCLUSIONS:Our results indicate that followers' characteristics influence the effect of situational factors on their attitudes, such as loyalty, providing support for the need of a more integrative approach to leadership, where followers need to be considered as active elements of this process influence

ANTECEDENTES: los líderes efectivos entienden que la lealtad de sus seguidores es clave para el éxito. Para conseguirla, establecen intercambios sociales, a través de conductas tales como recompensar con justicia o utilizar una comunicación transparente. Sin embargo, el efecto de estas conductas sobre la lealtad de sus seguidores puede variar en función de las diferencias individuales de esos seguidores, en especial en aquellos aspectos que in fluyen en la forma en que se relacionan las personas, como por ejemplo su extroversión o afabilidad. MÉTODO: se realizó un experimento de diseño longitudinal donde 224 participantes, con o sin experiencia laboral, fueron asignados al azar a un líder con estilo auténtico o estilo transaccional. RESULTADOS: nuestros resultados muestran que los seguidores bajo un líder auténtico reportan mayores niveles de lealtad que aquellos bajo un líder transaccional. La afabilidad y la extroversión de los seguidores modulan la relación entre el estilo de liderazgo y la lealtad hacia el líder. CONCLUSIÓN: las características de los seguidores modulan el efecto del estilo de liderazgo sobre las actitudes de los seguidores, apoyando la necesidad de un enfoque más integrador del estudio del liderazgo, donde los seguidores han de ser considerados como elementos activos de este proceso

Followers' agreeableness and extraversion and their loyalty towards authentic leadership.

BACKGROUND: Effective leaders understand that loyal followers are the key for success. To win their loyalty, leaders usually build social exchange relationships with them, through a wide range of behaviours, such as honouring agreements or using open and transparent communication. However, the effect of these behaviours on their followers' loyalty can differ depending on followers' individual differences, especially in relational traits such as agreeableness and extraversion. METHOD: We explored the moderating role of followers' agreeableness and extraversion in the relationship between authentic leadership (using transactional leadership as reference group) and followers' loyalty. A two-wave experiment, where 224 participants with and without work experience were randomly assigned to either a transactional or authentic leadership style condition was conducted. RESULTS: Our results show that followers in the authentic leadership condition had higher levels of loyalty toward their leader. Moreover, followers' agreeableness played a negative moderating role in this relationship whereas extraversion played a positive moderating role in it. CONCLUSIONS: Our results indicate that followers' characteristics influence the effect of situational factors on their attitudes, such as loyalty, providing support for the need of a more integrative approach to leadership, where followers need to be considered as active elements of this process ofinfluence.

Emotional intelligence and self-efficacy: effects on psychological well-being in college students.

The present paper examined the role of perceived emotional intelligence-EI- (measured by adaptations of the Trait Meta-Mood Scale - TMMS, Salovey, Mayer, Goldman, Turvey, & Palfai, 1995) as a predictor of life satisfaction and mental health. We explored the unique contribution of EI dimensions (Attention, Clarity and Repair) on individuals' psychological well-being, after controlling for the influence of general self-efficacy and socio-demographic variables (age, gender and culture). Data was collected from a sample of 1078 Spanish, Mexican, Portuguese and Brazilian undergraduate students (M(age) = 22.98; SD = 6.73) and analyzed using hierarchical multiple regressions. Results indicated that overall EI dimensions (especially Clarity and Repair) accounted for unique variance on psychological well-being above and beyond general self-efficacy and socio-demographic characteristics. These findings provide additional support for the validity of perceived EI, and suggests that EI components contribute to important well-being criteria independently from well-known constructs such as self-efficacy.

Emotional intelligence and self-efficacy: effects on psychological well-being in college students

The present paper examined the role of perceived emotional intelligence-EI- (measured by adaptations of the Trait Meta-Mood Scale - TMMS, Salovey, Mayer, Goldman, Turvey, & Palfai, 1995) as a predictor of life satisfaction and mental health. We explored the unique contribution of EI dimensions (Attention, Clarity and Repair) on individuals’ psychological well-being, after controlling for the influence of general self-efficacy and socio-demographic variables (age, gender and culture). Data was collected from a sample of 1078 Spanish, Mexican, Portuguese and Brazilian undergraduate students (Mage = 22.98; SD = 6.73) and analyzed using hierarchical multiple regressions. Results indicated that overall EI dimensions (especially Clarity and Repair) accounted for unique variance on psychological well-being above and beyond general self-efficacy and socio-demographic characteristics. These findings provide additional support for the validity of perceived EI, and suggests that EI components contribute to important well-being criteria independently from well-known constructs such as self-efficacy (AU)

No disponible

Employability and personal initiative as antecedents of job satisfaction.

In a changing and flexible labour market it is important to clarify the role of environmental and personal variables that contribute to obtaining adequate levels of job satisfaction. The aim of the present study is to analyze the direct effects of employability and personal initiative on intrinsic, extrinsic and social job satisfaction, clarifying their cumulative and interactive effects. The study has been carried out in a sample of 1319 young Spanish workers. Hypotheses were tested by means of the moderated hierarchical regression analysis. Results show that employability and personal initiative predict in a cumulative way the intrinsic, extrinsic and social job satisfaction. Moreover, the interaction between employability and personal initiative increases the prediction of these two variables on intrinsic and extrinsic job satisfaction. Results also indicate that higher values of employability when initiative is also high are associated to higher levels of intrinsic and extrinsic satisfaction. These results have implications for theory and practice in a context of new employment relations.

Employability and Personal Initiative as Antecedents of Job Satisfaction

In a changing and flexible labour market it is important to clarify the role of environmental and personal variables that contribute to obtaining adequate levels of job satisfaction. The aim of the present study is to analyze the direct effects of employability and personal initiative on intrinsic, extrinsic and social job satisfaction, clarifying their cumulative and interactive effects. The study has been carried out in a sample of 1319 young Spanish workers. Hypotheses were tested by means of the moderated hierarchical regression analysis. Results show that employability and personal initiative predict in a cumulative way the intrinsic, extrinsic and social job satisfaction. Moreover, the interaction between employability and personal initiative increases the prediction of these two variables on intrinsic and extrinsic job satisfaction. Results also indicate that higher values of employability when initiative is also high are associated to higher levels of intrinsic and extrinsic satisfaction. These results have implications for theory and practice in a context of new employment relations (AU)

En un mercado laboral cambiante y flexible, es importante clarificar el papel de variables ambientales y personales que permitan obtener niveles adecuados de satisfacción laboral. El objetivo de este trabajo es analizar el efecto directo de la empleabilidad y la iniciativa personal sobre la satisfacción laboral intrínseca, extrínseca y social, clarificando si esos efectos son acumulativos e interactivos. El estudio se realizó con una muestra de 1319 trabajadores españoles jóvenes. Las hipótesis se probaron por medio del análisis de regresión jerárquica modulado. Los resultados muestran que la empleabilidad y la iniciativa personal contribuyen de forma acumulativa a predecir la satisfacción extrínseca, intrínseca y social y su interacción incrementa la predicción de la satisfacción extrínseca e intrínseca. Los resultados también indican que niveles altos de empleabilidad, cuando la iniciativa personal es alta, se asocian con niveles mayores de satisfacción extrínseca e intrínseca. Estos resultados tienen implicaciones teóricas y prácticas para las relaciones laborales actuales (AU)

Los procesos de influencia social en entornos virtuales y su incidencia sobre la eficacia grupal / Social influence processes in virtual environments and their influence on group efficacy

El estudio de la incidencia de las tecnologías de la información y la comunicación (TICs)sobre los procesos de influencia social ha sido el objetivo de diversas investigaciones. En ellas,el papel de estos procesos en la relación entre la modalidad de comunicación y los resultados explogrupalesno queda definido. El objetivo del presente trabajo es clarificar el rol de los procesos de influencia en dicha relación, utilizando dos modalidades de comunicación: videoconferenciay comunicación mediada por ordenador. Para ello, se ha realizado un estudio de laboratorio con 44 grupos distribuidos aleatoriamente entre las dos modalidades de comunicación. Losresultados indican que los procesos de influencia social modulan la relación entre la modalidad de comunicación y la eficacia grupal.

Research has analyzed the effects of Communication and Information Technologies (TICs) on social influence processes in groups. In these studies, it is not clearly defined the role of those processes in the relationship between the communication modality and the results obtained by the groups. The aim of the present study is to clarify the role of social influence processes inthis relationship, considering two communication modalities: videoconference and computermediatedcommunication. A laboratory experiment was carried out with 44 groups randomly assigned to the two communication modalities. The results showed that social influence processes play a moderator role between communication modality and group effectiveness.

Psychological climate, sickness absence and gender / Clima psicológico, absentismo y género

We examined whether the relationship between psychological climate and sickness absence is moderated by gender. We expected that this relationship would be stronger among men than among women. We tested this general hypothesis using two samples of men and women nurses (made up of 114 and 189 subjects, respectively). The results obtained supported our expectation. The three climate facets considered (support, goals orientation and rules orientation) showed a significant relationship with sickness absence in the men sample, but not in the women sample

Se investigó si la relación entre clima psicológico y absentismo por enfermedad está moderada por el género de los empleados. Se esperaba que la relación fuera más fuerte en hombres que en mujeres. Esta hipótesis general se puso a prueba utilizando dos muestras de enfermeros/as formadas por 114 varones y 189 mujeres. Los resultados obtenidos respaldaron nuestra hipótesis general. Las tres dimensiones de clima consideradas (apoyo, orientación hacia objetivos y orientación hacia reglas) mostraron una relación estadísticamente significativa con absentismo en la muestra de varones, pero no en la de mujeres

La influencia de los procesos de interaccion grupal y el medio de comunicación sobre la eficacia de grupos de trabajo / The influence of group interaction process and the mean of communication on the efficiency of working groups

Diversas investigaciones se han centrado en el análisis de la relación entre el proceso de interacción grupal y la eficacia de los grupos (p.e. Ban y Stewart, 1997; Campion, Medsker y Higgs, 1993). En general, los resultados muestran una relación positiva entre los procesos sinérgicos y la eficacia grupal y una relación negativa entre los procesos disfuncionales y la eficacia grupal. No obstante, existe una importante variabilidad en la magnitud de la relación en los estudios realizados. Ello ha dado lugar al desarrollo de investigaciones en las que se tiene en cuenta el papel modulador de determinadas variables del contexto como el tipo de tarea (Stewart y Barrick, 2000). Otra variable del contexto que puede estar afectando a la relación entre el proceso de interacción y la eficacia de los grupos de trabajo es el medio de comunicación. En este contexto, el objetivo del presente trabajo fue analizar el papel modulador del medio de comunicación en la relación entre el proceso de interacción y la eficacia grupal. Se realizó un estudio de laboratorio con 20 grupos de 4 miembros cada uno. Los grupos fueron asignados aleatoriamente a las diferentes condiciones de comunicación (cara a cara y comunicación sincrónica mediada por ordenador). Todos los grupos realizaban dos tipos de tareas (de generación de ideas y de negociación)

Ubicación del estoma y autonomía del paciente / Stoma location and patient autonomy

No disponible

Dispositivos en ostomías digestiva y urológica / Instruments for us in digestive tract and urologic osteomas

Se realiza un breve recorrido histórico analizando los estomas intestinales y la evolución de técnicas y dispositivos utilizados. Se habla de las características que condicionan la elección del dispositivo, de cuáles son sus requisitos básicos, y de los tipos de dispositivos existentes en el mercado. Las bolsas y los accesorios son otros de los apartados de este artículo (AU)

Antecedentes y consecuencias del cambio de nivel jerarquico en el trabajo / Antecedents and consequences of hierarchical change in work

Durante los últimos años, como consecuencia del aumento de la complejidad del mercado de trabajo. Los estudios sobre transiciones laborales han incrementado considerablemente. Si bien el estudio de la movilidad laboral es relevante durante toda la vida laboral del individuo es especialmente interesante cuando se centra en la etapa temprana del desarrollo de la carrera del individuo ya que el progreso durante esta fase determina, en buena medida, la trayectoria de carrera posterior. En este contexto el objetivo del presente trabajo es el análisis de los antecedentes y consecuencias, relacionados tanto con las percepciones y evaluaciones de los trabajadores como con sus conductas, de un tipo especifico de transicion laboral, el cambio de nivel jerárquico, en una muestra de jóvenes durante la etapa temprana del desarrollo de su carrera. El estudio presenta un diseño longitudinal con dos momentos de recogida de datos. La muestra esta formada por jóvenes trabajadores que pertenecen a dos grupos ocupacionales: usuarios y operadores aprendices en sistemas de información complejos, y operadores de máquinas y herramientas que desarrollan su actividad en procesos de producción y manufacturación. Los resultados sugieren que los jóvenes que son promocionados tienden a utilizar mas estrategias de desarrollo de la carrera y mas conductas de innovación en su trabajo. Además, se observa que el cambio de nivel jerárquico tiene consecuencias importantes tanto en las estrategias de ajuste como en las percepciones y repuestas afectivas de los jóvenes ante el trabajo.