An examination of the relationship between Emotional Intelligence, Positive Affect and Character Strengths and Virtues / Un examen de la relación entre Inteligencia Emocional, Afecto Positivo y Fortalezas y Virtudes de Carácter

The present study had the objective of analysing the relationship between Emotional Intelligence, Positive Affect, VIA's virtues and character strengths. Additionally, it was explored if Emotional Intelligence predicted the virtue's levels of the participants, and if Positive Affect constituted a possible mediator. To that end, different measures were used: 419 undergraduate students completed the Spanish version of the Trait MetaMood Scale for emotional intelligence (TMMS, Fernández-Berrocal, Extremera & Ramos, 2004). Character strenghts and virtues were assessed with the Values in Action Inventory of Strengths (VIA-IS; Peterson, Park, & Seligman, 2005), and Positive Affect (PA) was measured with the Spanish version of the Positive and Negative Affect (NA) Schedule (PANAS; Sandín et al., 1999). Our results showed a significant positive correlation between all the VIA strengths and virtues with TMMS scales Emotional Clarity and Emotion Repair. Emotional Attention showed significant correlations for all the virtues except Temperance. Further analyses demonstrated that TMMS scales predicted VIA virtues, and Positive Affect appeared as a possible mediator in the prediction of Temperance and Humanity virtues. These results support the relationship between Emotional Intelligence and strength of character, as well as the importance of Positive Affect in this relationship (AU)

El objetivo del presente estudio fue el de analizar la relación entre la Inteligencia Emocional, el Afecto Positivo y las fortalezas y virtudes descritas en el VIA. Se exploró si la Inteligencia Emocional predecía los niveles de los participantes en las virtudes, además de si el Afecto Positivo constituía un posible mediador. Para ello se utilizaron distintas medidas: 419 estudiantes completaron el Trait Meta-Mood Scale para la Inteligencia Emocional (TMMS, Fernández-Berrocal, Extremera & Ramos, 2004). Las fortalezas y virtudes fueron evaluadas con el Values in Action Inventory of Strengths (VIA-IS; Peterson, Park, & Seligman, 2005), y el Afecto Positivo fue evaluado con el Positive (PA) and Negative Affect (NA) Schedule (PANAS; Sandín et al., 1999). Nuestros resultados mostraron una correlación positiva y significativa entre todas las fortalezas y virtudes del VIA con las escalas del TMMS Claridad Emocional y Reparación Emocional. Atención Emocional obtuvo correlaciones significativas para todas las virtudes exceptuando Templanza. Análisis posteriores demostraron que las escalas del TMMS predecían las virtudes del VIA, al mismo tiempo que el Afecto Positivo mostraba un posible rol mediador en la predicción de Templanza y Humanidad. Estos resultados respaldan la relación existente entre Inteligencia Emocional y carácter, así como la importancia del Afecto Positivo en dicha relación (AU)

Assessing teamwork competence / Evaluación de la competencia de trabajo en equipo

BACKGROUND: In recent years, organizations of all types have undergone major changes, and teamwork is one of them. This way of working generates greater profits for an organization. This article aims to assess the teamwork competence of the employees of various Spanish companies in order to determine how effective the team members are in their professional actions. METHOD: We contacted 55 teams from different organizations and obtained a non-probabilistic sample comprised of 55 participants (subjects tested) and 218 observers (evaluators: coordinators and co-workers). The instrument used for data collection was the Teamwork Rubric (Torrelles, 2011) and data analysis was based on 360º feedback. RESULTS: 80% of the teams analyzed obtained median scores for teamwork competence that were greater than 3, whereas 20% obtained scores between 2 and 3. CONCLUSIONS: The results showed that the workers in the companies studied had not fully acquired teamwork competence. It is necessary to find training solutions to improve their level of acquisition, particularly the dimensions of performance and regulation

ANTECEDENTES: En los últimos años las organizaciones han experimentado múltiples cambios y el trabajo en equipo es uno de ellos. Esta manera de trabajar genera más beneficio en las organizaciones. El presente artículo tiene como objetivo evaluar la competencia de trabajo en equipo de los empleados de diferentes empresas españolas para conocer las debilidades y potencialidades de los equipos en su acción profesional. MÉTODO: Se ha contactado con 55 equipos procedentes de diferentes organizaciones configurando así una muestra de carácter no probabilístico formada por 55 participantes (sujetos evaluados) y 218 observadores (sujetos evaluadores: coordinadores y compañeros de trabajo). El instrumento de recogida de los datos es la Rúbrica de Trabajo en Equipo (Torrelles, 2011) y su aplicación se ejecuta a través del método de evaluación 360º. RESULTADOS: El 80% de los trabajadores muestran que tienen una media de 3 o superior en el nivel de adquisición de la competencia de trabajo en equipo, el 20% restante se encuentran entre 2 y 3. CONCLUSIONES: Los resultados muestran que los trabajadores de las empresas españolas no tienen adquirida la competencia de trabajo en equipo en toda su globalidad, pues dimensiones como la regulación y la ejecución necesitan ser mejoradas

Assessing teamwork competence.

BACKGROUND: In recent years, organizations of all types have undergone major changes, and teamwork is one of them. This way of working generates greater profits for an organization. This article aims to assess the teamwork competence of the employees of various Spanish companies in order to determine how effective the team members are in their professional actions. METHOD: We contacted 55 teams from different organizations and obtained a non-probabilistic sample comprised of 55 participants (subjects tested) and 218 observers (evaluators: coordinators and co-workers). The instrument used for data collection was the Teamwork Rubric (Torrelles, 2011) and data analysis was based on 360º feedback. RESULTS: 80% of the teams analyzed obtained median scores for teamwork competence that were greater than 3, whereas 20% obtained scores between 2 and 3. CONCLUSIONS: The results showed that the workers in the companies studied had not fully acquired teamwork competence. It is necessary to find training solutions to improve their level of acquisition, particularly the dimensions of performance and regulation.