Passion and perseverance: How the components of grit affect the probability of starting a business.

There is vast evidence that accounts for the association between entrepreneurial orientation (EO) and the probability of starting a business (PSB). However, there are not many studies that test how psychological factors moderate this relationship. A variable that has been little studied in this relationship is Grit. Grit is considered a personality trait defined as perseverance and passion for long-term goals. Grit considers two sub-dimensions, one linked to the consistency of interests (Grit-Passion) and the other linked to perseverance in the effort (Grit-Perseverance). The objective of this article is to analyze the moderating role that both sub-dimensions of grit plays in the relationship between EO and PSB, considering its interaction with sociodemographic variables such as age, gender, and culture. This cross-sectional study has a sample of 1,761 participants, active workers (49.8% men; mean age 41.15 years, SD = 12.72 years; 22.9% Colombian and 77.1% Spanish). The EO scale and a Grit Scale were applied. In addition, participants were asked, based on their perception, how likely they were to start their own business within the next 5 years. A simple moderation analysis was considered to test the moderating role of grit in the relationship between EO and PSB. Subsequently, a double moderation analysis was carried out in order to identify which sociodemographic variables moderate the moderating effect of grit on the relationship in question. The results show that only the Grit-Passion component of grit moderates the relationship between EO and PSB. Regarding the sociodemographic variables, neither age, culture, nor gender showed a moderating effect on the moderation exercised by Grit-Passion in the relationship between OE and PSB. The results are discussed in terms of psychological capital, particularly with an emphasis on explaining why only the Grit-Passion shows a moderating effect on the relationship between EO and PSB, in detriment of Grit-Perseverance. In addition, the power of grit in the field of entrepreneurship is discussed, considering that its moderating effect is transversal to variations in age, gender and culture, as well as its relevance when considering interventions and pedagogical models in the field of entrepreneurship.

Curiosity as a Moderator of the Relationship Between Entrepreneurial Orientation and Perceived Probability of Starting a Business.

Although the correlation between Entrepreneurial Orientation (EO) and concrete actions to set up a business or the Probability of Starting a Business (PSB) has been widely studied, the psychological factors that can affect this relationship have not yet been sufficiently addressed in the field of entrepreneurship. One of them is curiosity. Both at theoretical and empirical level, a distinction are usually made between two types of curiosity. I-type curiosity is associated with the anticipated pleasure of discovering something new, and D-type curiosity is associated with reducing uncertainty and eliminating unwanted states of ignorance. Consequently, this paper aims to analyze the moderating role that the types of curiosity play in the relationship between EO and PSB, considering their interaction with sociodemographic variables. The sample of this cross-sectional study consisted of 1,761 participants (convenience sampling of active workers; 49.8% men; mean age 38.88 years, SD = 12.53 years; 22.9% Colombian and 77.1% Spanish). The EO scale and a curiosity scale were applied. In addition, participants were asked, based on their perception, how likely they were to start their own business within the next 5 years. A simple moderation analysis was considered to test the moderating role of both types of curiosity in the relationship between EO and PSB. Next, a double moderation analysis was carried out in order to identify, which sociodemographic variables moderate the moderating effect of curiosity. The results show that only the D-type component moderates the relationship between EO and PSB: The higher the D-type curiosity, the stronger the association between EO and PSB. In terms of sociodemographic variables, neither culture nor gender showed a moderating effect on the moderation exerted by D-type curiosity. While, age did moderate the moderating effect of D-type curiosity on the relationship between EO and PSB. Results are discussed in terms of spirituality (attitudes, practices, and behaviors) and the resolution of problems associated with the entrepreneurial process, considering cognitive and psychological factors, particularly with an emphasis on explaining why only D-type curiosity shows a moderating effect. Finally, the limitations of the study and potential future lines of research are pointed out.

Age, gender, personality, burnout, job characteristics and job content as predictors of driver fatigue.

Objectives. Several studies have shown that one of the most common causes of collision is driver fatigue since fatigue causes drowsiness while driving and this decreases the driver's ability to maneuver the vehicle and increases the probability of their nodding off and falling asleep at the wheel. This may be due to a variety of personal reasons and specific factors connected to working conditions. In the present work we therefore intend to develop a predictive model for fatigue in professional drivers using the following indicators: age, gender, personality, burnout, characteristics and job content. Method. The participants were 516 professional drivers from different transport sectors, obtained through non-probabilistic sampling. SPSS version 25.0 was used for data analysis. Results. The predictive capacity of a number of variables that affect drivers by causing fatigue is determined. Fatigue can be predicted through certain variables, with the best predictor being exhaustion (48.8%). Conclusions. This research contributes to a greater knowledge of the factors that produce fatigue in professional drivers. It highlights the importance of designing interventions to reduce the incidence of fatigue, resulting in greater well-being for the driver and a lower incidence of collisions.

Personality and impulsivity as antecedents of occupational health in the construction industry.

Objectives. In health and safety at work, two main groups of causes of occupational accidents have been identified: unsafe conditions or technical factors; and the causes related to safe behavior or the human factor. The objective of this study is to analyze the predictive variables (emotional intelligence, personality, impulsivity and safety of the work environment) for three factors of the CONS-32 scale (criterion variables: use of protections, personal risk behavior and personal physical workload) in the construction sector. Methods. Using a sample of 256 Spanish workers from this sector, we analyzed the significant correlations between the three criterion variables and a set of variables extracted from various instruments, as well as the regression models that explain most of the variance. Results. The results show that the main predictive variables that explain the three factors are those related to responsibility as a personality trait, impulsivity and safety of the work environment. Conclusions. Based on the empirical evidence found, the most explanatory factor in all cases is safety climate in the work environment.

Influence that job characteristics, personality and burnout have on fatigue in professional drivers.

Objectives. Professional drivers drive for many hours without rest. This factor, in addition to the characteristics of the job, the vehicle, the environment and the driver, causes driver fatigue. Fatigue is one of the most common risk factors when driving because it causes drowsiness, decreases drivers' attention and may make them fall asleep at the wheel. In this article we propose a predictive model for professional drivers using the following variables: age, number of children, time spent at work, time spent inside the vehicle, personality, job characteristics (JDS), job content (JCQ) and burnout. Method. Participants were 509 professional drivers from various transport sectors recruited by non-probabilistic sampling. SPSS version 25.0 was used for statistical analysis. Results. The predictive capacity of variables that cause driver fatigue was determined. Exhaustion best predicts fatigue positively, while openness to experience best predicts it negatively. Burnout and certain personality characteristics are good predictors, whereas other variables, such as JCQ and JDS, are weak predictors. Conclusions. This study extends our knowledge of the factors that cause fatigue in professional drivers and underlines the importance of designing interventions aimed at reducing the incidence of fatigue, promoting greater driver well-being and lowering the incidence of accidents.

DF-8: a specific scale for assessing work fatigue in professional drivers.

The study objective is to create a scale specifically for measuring driver fatigue and to analyze the scale's psychometric properties. The participants were 518 Spanish drivers. We carried out an exploratory factor analysis (EFA) and the first subsample obtained a single-item solution (eight items). We then performed a confirmatory factor analysis (CFA) with a second subsample. The results were root mean square error of approximation (rmsea) = 0.05, comparative fit index (CFI) = 0.94 and Tucker-Lewis index (TLI) = 0.92, which corroborates the previous results and maintains the same number of elements. The resulting dimension shows good reliability. The scale scores were then related to several external correlates and other scales, and showed good convergence and criteria validity. The results indicate that the scale for assessing work fatigue specifically in professional drivers - driver fatigue (DF-8) - is a reliable and valid instrument.

Variables that predict burnout in professional drivers.

Objectives. Stress maintained over time leads to a state of exhaustion known as burnout syndrome. This syndrome constitutes an occupational health problem, leading to high absenteeism. It can also mean that workers come to the workplace feeling unwell, which increases occupational collisions and injuries at work. In this study, we developed a predictive model of burnout in professional drivers using the following indicators: age, hours worked, seniority, educational level, fatigue, personality, attitudes toward driving, safety behaviors in the vehicle, and work characteristics and content. Method. A total of 523 professional drivers from different transport sectors, obtained through non-probability sampling, participated in the study. We used SPSS version 25.0 to analyze the data. Results. We determined the predictive capacity of certain variables that affect drivers and cause burnout. Exhaustion can be predicted with fatigue (48.8%), professional efficiency with emotional stability (39.8%) and cynicism with lack of motivation (28%) as the best predictors. Conclusions. The results contribute to a better knowledge of those factors that cause burnout in professional drivers. It is important to design individual interventions to reduce burnout, which would help reduce sick leave and possible collisions, in addition to providing greater well-being for drivers.

Gaining a Better Understanding of the Types of Organizational Culture to Manage Suffering at Work.

Organizational culture is a central concept in research due to its importance in organizational functioning and suffering of employees. To better manage suffering, it is necessary to better understand the intrinsic characteristics of each type of culture and also its relationships with the environment. In this study, we used the multiple regression analysis to analyze the capacity of eight environment variables, five business strategies, and eight organizational competencies to predict the presence of Clan, Market, and Hierarchy cultures (Cameron and Quinn, 1999) in a subsample of Spanish managers (n 1 = 362) and a subsample of Peruvian managers (n 2 = 1,317). Contrary to what most of the literature suggests, we found almost no relationship between the environmental variables and the culture types. Strategy and competencies, in contrast, do have a significant predictive capacity, showing 9 links with the Clan culture, 7 with the Hierarchy culture, and 10 with the Market culture. In conclusion, this study has found the important characteristics of the types of organizational culture that could be useful to better manage the suffering of employees.

Curiosity as a moderating variable between Impulsivity and Entrepreneurial Orientation / La curiosidad como variable moderadora entre la Impulsividad y la Orientación Emprendedora

El objetivo del presente estudio es analizar si la curiosidad es una variable moderadora entre la Impulsividad y la Orientación Emprendedora. Se utiliza una muestra multiocupacional de 883 empleados españoles (49 % hombres, 51 % mujeres), obtenidos mediante un muestreo no probabilístico. Se ha utilizado el programa SPSS 23.0. Se encontraron correlaciones estadísticamente significativas entre todas las variables de la investigación a excepcion de la impulsividad Funcional. Finalmente, la evidencia empírica indica que la Curiosidad-D tiene un papel moderador entre la impulsividad Disfuncional y la Orientación Emprendedora mostrada, en el sentido de que la Curiosidad-D (entendida como una variable cuantitativa) afecta la intensidad de la relación entre la Impulsividad Disfuncional (variable predictora) y la Orientación Emprendedora (variable de criterio)

The objective of the present study is to analyze whether the variable Curiosity is a moderating variable between Impulsivity and Entrepreneurial Orientation. The multi-occupational sample of 883 Spanish and Colombian employees (49% men, 51% women) was obtained through non-probabilistic sampling. The data collected were processed with the SPSS 23.0 program. Statistically significant correlations were found among all the research variables except for Functional Impulsivity. Finally, empirical evidence indicates that Curiosity-D plays a moderating role between Dysfunctional Impulsivity and Entrepreneurial Orientation in the sense that Curiosity-D (understood as a quantitative variable) affects the intensity of the relationship between Dysfunctional Impulsivity (predictor variable) and Entrepreneurial Orientation (criterion variable)

Work addiction as a predictor of anxiety and depression.

BACKGROUND: A worker's work habits can affect their health, both physically and psychologically. Negative results have been associated with work demands (stress, anxiety and depression). OBJECTIVE: In the present research we carried out a predictive study of work addiction by applying three questionnaires on depression and anxiety. METHODS: In this study, the participants were 332 workers, obtained through non-probabilistic sampling. The FACTOR (version 7.2) and SPSS 23.0 programs were used. RESULTS: The results of the correlation analysis show both positive and negative associations with the variables studied. We conclude that work addiction variables can predict anxiety and depression because we found that two variables predict 18.3% of depression and 20.3% of anxiety, which are feelings generated by work and excessive work. CONCLUSION: It can be concluded that feelings generated by work and excessive work predict anxiety and depression, thus the present research helps to broaden knowledge on work addiction, promoting a healthy lifestyle and prevent absenteeism.

Spanish Adaptation of the Organizational Culture Assessment Instrument: Reflection on the Difficulty in Transferring the ad hoc Factor.

The Organizational Culture Assessment Instrument is a common instrument for measuring organizational culture in English-speaking countries based on four factors: Clan, ad hoc, Market and Hierarchy. However, to date, there is no proper translation of the scale into Spanish. In this study, we describe the translation and adaptation of the instrument through Exploratory Factor Analysis with a Spanish sample (n 1 = 246; 69.9% men and 30.1% women) and Confirmatory Factor Analysis with a Peruvian sample (n 2 = 510; 70.4% men and 29.6% women). The result reduces the four-factor internal structure to a three-factor structure that retains the Clan, Market and Hierarchy factors, but completely excludes the ad hoc factor. Confirmatory Factor Analysis shows acceptable indicators, reliabilities are good and indication of validity is also confirmed. In conclusion, this study has given rise to the instrument in Spanish, called OCAI-12, which is suitable for evaluating organizational culture.

Influence of personality variables, impulsivity, perfectionism, self-esteem and self-efficacy in Work Craving / Influencia de las variables de personalidad, impulsividad, perfeccionismo, autoestima y autoeficacia en el Work Craving

BACKGROUND: Recent studies have suggested a relationship between certain personality variables and work addiction. In the present work we conduct a predictive study of the background variables of work craving through the variables Impulsivity, Personality, Perfectionism, Self-esteem and Self-efficacy. METHOD: The participants were 332 workers obtained by non-probability sampling. We used the FACTOR programs (version 7.2) and SPSS 23.0. RESULTS: The predictive capacity of personality variables and self-esteem is determined on the work craving. CONCLUSIONS: Work craving can be predicted through certain variables (Emotional Stability, Perfectionism and Self-esteem). This research contributes to greater knowledge of work addiction and to the empowerment of a healthy lifestyle that can be affected by addiction to work. No funding has been received to make this article

Estudios recientes has sugerido que hay relación entre algunas variables de personalidad y la adicción al trabajo. En el presente trabajo nos hemos planteado el objetivo de realizar un estudio Predictivo de las variables antecedentes del Work Craving a través de las variables Impulsividad, Personalidad, Perfeccionismo, Autoestima y Autoeficacia.: Los participantes han sido 332 trabajadores, obtenidos mediante un muestreo no probabilístico. Para analizar los datos se ha utilizado el programa SPSS 23.0. Los resultados del análisis de correlación nos muestran asociaciones tanto positivas como negativas con las variables estudiadas. El análisis de regresión determina la capacidad predictiva de las variables Estabilidad emocional, Perfeccionismo y Autoestima que explican el 24.40 % de la varianza de los Sentimientos Generados por el Trabajo (WCS.FW). Y las variables Estabilidad emocional y Autoestima explican el 14.0 % de la Necesidad de trabajar (WCS.NW). Se puede concluir que el Work Craving puede predecirse a través de determinadas variables (Estabilidad emocional, Perfeccionismo y Autoestima), contribuyendo la presente investigación a un mayor conocimiento de la Adicción al Trabajo. Los resultados poseen implicaciones prácticas importantes que debe considerarse para la gestión estratégica adecuada de los recursos humanos dentro de las organizaciones. Los más notables entre ellos son la necesidad de promover la mejora de la autoestima y la estabilidad emocional

Health and Safety at Work in the Transport Industry (TRANS-12): Factorial Structure, Reliability and Validity / Salud y seguridad laboral en la industria del transporte (TRANS-12): estructura factorial, fiabilidad y validez

Background: This study sets out the psychometric properties of the TRANS-18 scale and of a shorter version, the TRANS-12, both designed to detect safe behaviors (personal and vehicle-related) and psychophysiological disorders among professional drivers. Method: The investigation was divided into Study 1, into the factorial structure, reliability and validity of the TRANS-18, and Study 2, looking into the same aspects of the TRANS-12. The participants in both studies were resident in Spain. 272 professional drivers took part in Study 1, while Study 2 had 326 participants. Results: A confirmatory factor analysis was carried out for both studies. The results for Study 1 confirm an internal structure of three factors related to psychophysiological disorders and personal and vehicle-related safety behaviors, but the original TRANS-18 is discarded because it does not fit the model. With regard to Study 2, the results show a good fit of the three-factor model, appropriate reliability and evidence of validity. Conclusions: We conclude by considering the suitability of the psychometric properties of the TRANS-12 and its utility for identifying safe behaviors in work in the transport industry

Antecedentes: Este estudio expone las propiedades psicométricas de la escala TRANS-18 y de una versión más corta, el TRANS-12, ambos diseñados para detectar conductas seguras (personales y relacionadas con el vehículo) y trastornos psicofisiológicos entre conductores profesionales. Método: La investigación se divide en dos. Estudio 1, estructura factorial, fiabilidad y validez del TRANS-18, y Estudio 2, se estudian los mismos aspectos en el TRANS-12. Los participantes en ambos estudios fueron residentes en España. 272 conductores profesionales participaron en el Estudio 1, mientras que el Estudio 2 participaron 326 conductores. Resultados: Se realizó un análisis factorial confirmatorio para ambos estudios. Los resultados del Estudio 1 confirman una estructura interna de tres factores relacionados con los trastornos psicofisiológicos y las conductas de seguridad personales y con el vehículo, pero el TRANS-18 original se descarta por no ajustarse al modelo. Con respecto al Estudio 2, los resultados muestran un buen ajuste del modelo de tres factores, la fiabilidad apropiada y la evidencia de validez. Conclusiones: Concluimos considerando la idoneidad de las propiedades psicométricas del TRANS-12 y su utilidad para identificar comportamientos seguros en el trabajo en la industria del transporte

RTC-11: Adaptation of the Resistance to Change Scale in two countries (Spain and Argentina) / RTC-11: Adaptación de la escala de resistencia al cambio en dos países (España y Argentina)

Background: Resistance to change is the tendency to resist or avoid making changes; in addition, change is perceived as aversive. Resistance to change is a professional competence that can be evaluated. Objective: To adapt from the original English into Spanish the Resistance to Change Scale (RTC) by Oreg (2003) in two countries, Spain and Argentina. Method: The participants were 482 employed workers from Spain (Study 1) and 171 managers from Argentina (Study 2). Results: The results are presented in two studies and an unifactorial structure is demonstrated after exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) are performed. The factor obtained has adequate reliability and evidence of validity is also confirmed if some external correlates and certain scales dealing with pro/anti-change behaviors, self-efficacy, the hardy personality and impulsivity are taken as references. Conclusions: This scale could be an ideal instrument for correctly identifying RTC and it can be used as a screening tool in combination with other instruments

Antecedentes: La resistencia al cambio es la tendencia a resistir o evitar hacer cambios; además, el cambio se percibe como aversivo. La resistencia al cambio es una competencia profesional que puede ser evaluada. Objetivo: Ha sido realizar una adaptación al español de la Resistance to Change Scale (RTC) de Oreg (2003) del original inglés en dos países, España y Argentina. Método: Los participantes son 482 empleados de España (Estudio 1) y 171 directivos de Argentina (Estudio 2). Resultados: Se presentan los resultados en dos estudios y se demuestra una estructura unifactorial, después de realizar el análisis factorial exploratorio (EFA) y el análisis factorial confirmatorio (CFA). Además, el factor obtenido tiene una fiabilidad adecuada e igualmente se constatan evidencias de validez si se toman como referencia algunos correlatos externos y algunas escalas que hacen referencia a conductas pro/anti-cambio (pro/anti-change behaviors), la autoeficacia (self-efficacy), la personalidad resistente (hardy personality) y la impulsividad (impulsivity). Conclusiones: la presente escala puede resultar idónea para identificar de manera apropiada la RTC y puede ser utilizada como una herramienta de screening en combinación con otros instrumentos

Entrepreneurial Orientation Scale: Adaptation to Spanish.

Entrepreneurship is linked to the perception of opportunities, to orientation, to attitudes, to the fear of failure and to entrepreneurial motivations. Entrepreneurial orientation is a fundamental construct for understanding the phenomenon of entrepreneurship. What is more, it is multidimensional and has attracted considerable attention from researchers in recent years. The objective of this study was to adapt the original 12-item English scale to Spanish and to analyze its psychometric properties. The participants in the present study were 925 Spanish employees (48.2% men, 51.5% women, M age = 42.49 years, SD age = 11.25) from the Autonomous Communities of Catalonia and Castilla-León. After applying an ESEM (RMSEA = .06; CFI = .97 and TLI = .95) a structure was determined made up of four factors which corroborated the structure of the original scale: Autonomy (α = .71 and CI = .68 - .73), Innovativeness (α = .70 and CI = .67 - .73), Risk Taking (α = .72 and CI = .68 - .74) and Competitive Aggressiveness (α = .70 and CI = .67 - .73). The four factors displayed suitable reliability. The study also found evidences of validity in relation to a series of external correlates and various scales which refer to workaholism, irritation and burnout. The scale presented here may prove useful for satisfactorily identifying, in Spanish, the entrepreneurial orientation of the working population.

Adaptation of an entrepreneurial motivation scale into Spanish / Adaptación al español de una escala de motivación emprendedora

This study follows the theoretical framework put forward by Robichaud on entrepreneurial motivation. The objective was to adapt the original French scale of 17 items into Spanish and to analyze its psychometric properties. The participants in the present study were 981 Spanish employees (46.5 % men and 53.5 % women). After carrying out exploratory factor analyses and ESEM (RMSEA = .06; CFI = .95 and TLI = .95), revealed a structure comprised of three factors: Family security (α =.82), Independence and autonomy (α =.83), and Intrinsic motivations (α =.77). These three factors displayed adequate reliability. We also found evidence of validity with regard to a series of external correlates and various scales that have to do with workaholism, irritation and burnout. The present scale may prove useful for adequately identifying entrepreneurial motivation

Este estudio sigue el marco teórico propuesto por Robichaud sobre motivación emprendedora. El objetivo fue adaptar la escala original francesa de 17 ítems al español y analizar sus propiedades psicométricas. Los participantes del presente estudio fueron 981 empleados españoles (46.5% hombres y 53.5% mujeres). Después de llevar a cabo el análisis factorial exploratorio y el ESEM (RMSEA = .06; CFI = .95 y TLI = .95), se determinó una estructura compuesta de tres factores: Seguridad de la familia (α =.82), Independencia y autonomía (α =.83) y Motivaciones intrínsecas (α =.77). Los tres factores muestran una fiabilidad adecuada. También se encuentran evidencias de validez respecto a una serie de correlatos externos y varias escalas que hacen alusión a la adicción al trabajo, la irritación y el burnout. La presente escala puede resultar adecuada para identificar adecuadamente la motivación emprendedora

Entrepreneurial Orientation Scale: adaptation to Spanish

Entrepreneurship is linked to the perception of opportunities, to orientation, to attitudes, to the fear of failure and to entrepreneurial motivations. Entrepreneurial orientation is a fundamental construct for understanding the phenomenon of entrepreneurship. What is more, it is multidimensional and has attracted considerable attention from researchers in recent years. The objective of this study was to adapt the original 12-item English scale to Spanish and to analyze its psychometric properties. The participants in the present study were 925 Spanish employees (48.2% men, 51.5% women, M age = 42.49 years, SD age = 11.25) from the Autonomous Communities of Catalonia and Castilla-León. After applying an ESEM (RMSEA = .06; CFI = .97 and TLI = .95) a structure was determined made up of four factors which corroborated the structure of the original scale: Autonomy (α = .71 and CI = .68 - .73), Innovativeness (α = .70 and CI = .67 - .73), Risk Taking (α = .72 and CI = .68 - .74) and Competitive Aggressiveness (α = .70 and CI = .67 - .73). The four factors displayed suitable reliability. The study also found evidences of validity in relation to a series of external correlates and various scales which refer to workaholism, irritation and burnout. The scale presented here may prove useful for satisfactorily identifying, in Spanish, the entrepreneurial orientation of the working population (AU)

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