Transcultural Validation of a Spanish Version of the Quality of Life in Epidermolysis Bullosa Questionnaire.

INTRODUCTION: Epidermolysis bullosa (EB) is a relatively infrequent genodermatosis for which there is still no cure, and which impacts the quality of life of those that are affected by it. The Quality of Life evaluation in Epidermolysis Bullosa (QoLEB) questionnaire was specifically developed for English-speaking persons with EB. OBJECTIVES: To undertake the transcultural adaptation and analysis of the psychometric properties of a Spanish version of the QoLEB questionnaire. METHOD: We designed an observational study to implement the process of translation and validation of the scale in accordance with World Health Organisation guidelines. We assessed the content validity of the Spanish version with the participation of 33 adult patients who presented with four principal subtypes of EB. The subjects were examined and evaluated using the QoLEB and Short Form-36 (SF-36) questionnaires. RESULTS: The Spanish version of the QoLEB displayed excellent internal consistency and content validity, α = 0.91. Test-retest reliability was likewise excellent (ps = 0.93), as was the reliability among subtypes (range ps = 0.82-0.93). The functional part of the QoLEB correlated well with the SF-36 physical component summary (ps = 0.70). The emotional QoLEB was moderately correlated with the SF-36 mental component summary (ps = 0.49). Significant discriminant validity existed between the global score of the questionnaire (p = 0.033) and the functional scale (p = 0.003). CONCLUSIONS: The Spanish version of the QoLEB questionnaire can be recommended for use in any subsequent studies seeking to assess the efficacy of possible treatments and care programmes in this group.

Relación entre la Satisfacción Vital y otras Variables Psicosociales de Migrantes Colombianos en Estados Unidos / Relationship between Life Satisfaction and Other Psychological Variables of Colombian Immigrants in the United States / Relação entre a Satisfação Vital e outras Variáveis Psicossociais de Migrantes Colombianos nos Estados Unidos

Investigación cuantitativa que buscó establecer la relación entre la satisfacción vital (variable principal) y las variables autoestima personal, bienestar material percibido, prejuicio grupal percibido, discriminación personal percibida e identidad nacional, identificando cuáles, entre estas últimas, podían predecir la primera. La muestra, no probabilística, estuvo conformada por 171 colombianos, hombres y mujeres, residentes en Estados Unidos. Los resultados indicaron que la autoestima y el bienestar material percibido fueron las variables más estrechamente relacionadas con la satisfacción vital, siendo, además, las únicas predictoras positivas de esta. Las expresiones de prejuicio no impactaron significativa-mente la satisfacción vital, mientras que la identidad nacional presentó un impacto nulo.

This quantitative investigation aimed at establishing the relationship between life satisfaction (main variable) and the variables personal self-esteem, perceived material well-being, perceived group prejudice, perceived personal discrimination and ethnic identity. The sample, not probabilistic, was comprised of 171 Colombians, men and women, who reside in the United States. Results indicated that self-esteem and perceived material well-being were the variables most closely related to life satisfaction, being, moreover, the only positive predictors in the model. Expressions of prejudice did not significantly impact life satisfaction while ethnic identity showed not impact at all.

Trata-se de pesquisa quantitativa que buscou estabelecer a relação entre a satisfação vital (variável principal) e as variáveis: autoestima pessoal, bem-estar material percebido, preconceito grupal percebido, discriminação pessoal percebida e identidade nacional, bem como identificar quais, entre estas últimas, podiam predizer a primeira. A amostra, não probabilística, foi conformada por 171 colombianos, homens e mulheres, residentes nos Estados Unidos. Os resultados indicaram que a autoestima e o bem-estar material percebidos foram as variáveis mais estreitamente relacionadas com a satisfação vital; além disso, foram as únicas preditoras positivas desta. As expressões de preconceito não impactaram significativamente a satisfação vital, enquanto a identidade nacional apresentou um impacto nulo.

Authentic leadership, group cohesion and group identification in security and emergency teams / Liderazgo auténtico, cohesión e identifi cación grupal en equipos de seguridad y emergencia

BACKGROUND: Authentic leadership (AL) is a kind of leadership that inspires and promotes positive psychological capacities, underlining the moral and ethical component of behavior. The proposed investigation studies the relations among AL, cohesion, and group identification in security and emergency teams. METHOD: A cross-sectional research design was conducted in which participated 221 members from 26 fire departments and operative teams from the local police of three Spanish provinces. The following questionnaires were administered: Authentic Leadership (ALQ), Group Cohesion (GEQ), and Mael and Ashford's Group Identification Questionnaire. RESULTS: A direct and positive relation was found between AL, cohesion, and group identification. An indirect relation was also found between AL and group cohesion through group identification, indicating the existence of partial mediation. CONCLUSIONS: The utility of the proposed model based on AL is considered; this model can be employed by those in charge of the fire departments and operative groups in organizations to improve workteams' cohesion. Both AL and group identification help to explain group cohesion in organizations committed to security and emergencies

ANTECEDENTES: el liderazgo auténtico (LA) es un tipo de liderazgo que inspira y promueve capacidades psicológicas positivas, destacando el componente moral y ético de las conductas. La investigación planteada estudia las relaciones entre LA, cohesión e identificación grupal en equipos de seguridad y emergencia. MÉTODO: se desarrolla un diseño de investigación transversal en el que participan 221 componentes de 26 brigadas de bomberos y equipos operativos de policía local de tres provincias españolas. Se administraron los cuestionarios ALQ de liderazgo auténtico, GEQ de cohesión grupal y el cuestionario de Mael y Ashford que mide identificación grupal. RESULTADOS: se encontró una relación directa positiva entre el LA, la cohesión y la identificación grupal. Asimismo, se encontró también una relación indirecta entre el LA y la cohesión grupal a través de la identificación grupal apuntando los datos a la existencia de una mediación parcial. CONCLUSIONES: se considera de utilidad el modelo propuesto basado en el LA, pudiendo ser empleado por los responsables de las brigadas y grupos operativos en organizaciones para mejorar la cohesión de los equipos de trabajo. Tanto el LA como la identificación grupal ayudan a explicar la cohesión grupal en organizaciones con cometidos relacionados con la seguridad y las emergencias

Authentic leadership, group cohesion and group identification in security and emergency teams.

BACKGROUND: Authentic leadership (AL) is a kind of leadership that inspires and promotes positive psychological capacities, underlining the moral and ethical component of behavior. The proposed investigation studies the relations among AL, cohesion, and group identification in security and emergency teams. METHOD: A cross-sectional research design was conducted in which participated 221 members from 26 fire departments and operative teams from the local police of three Spanish provinces. The following questionnaires were administered: Authentic Leadership (ALQ), Group Cohesion (GEQ), and Mael and Ashford's Group Identification Questionnaire. RESULTS: A direct and positive relation was found between AL, cohesion, and group identification. An indirect relation was also found between AL and group cohesion through group identification, indicating the existence of partial mediation. CONCLUSIONS: The utility of the proposed model based on AL is considered; this model can be employed by those in charge of the fire departments and operative groups in organizations to improve workteams' cohesion. Both AL and group identification help to explain group cohesion in organizations committed to security and emergencies.

Authentic leadership and its effect on employees’ organizational citizenship behaviours / Liderazgo auténtico y su efecto en los comportamientos de ciudadanía organizacional de los seguidores

The studies that have verified the positive association of authentic leadership with organizational citizenship behaviours (OCBs), have used global measures of both constructs. Therefore, the goal of this work is to analyze the effect of authentic leadership on employees’ OCBs, specifically focusing on the relations of the four components of authentic leadership with the individual and organizational dimensions of the OCBs. The participants of this study were 220 Spanish employees (30.9% men and 69.1% women) who completed a questionnaire that included the variables of interest in this study: Authentic Leadership, OCB and Sociobiographical control variables. The results, obtained with stepwise multiple regression analysis, show that two components of authentic leadership -moral perspective and relational transparency-present significant relationships with OCB. Moreover, authentic leadership is a better predictor of employees’ OCB when these behaviors are impersonal and directed towards the organization than when they are directed towards other people. These results have practical implications for human resources management in organizations, especially in selection processes and when training top executives (AU)

Los estudios que han probado asociación positiva del Liderazgo Auténtico con los OCB han empleado medidas globales de ambos constructos. Este trabajo pretende profundizar más en el efecto del Liderazgo Auténtico sobre los OCB, concentrándose en analizar la relación específica de sus cuatro componentes con las dimensiones individual y organizacional de los OCB. Los participantes de este estudio cuasi experimental fueron 220 empleados españoles (30,9% hombres y 69,1% mujeres) que respondieron a un cuestionario compuesto por las variables a estudiar: Liderazgo Auténtico, Comportamientos de Ciudadanía Organizacional y variables sociobiográficas. Los resultados obtenidos mediante análisis de regresión múltiple stepwise indican que dos componentes del liderazgo auténtico -perspectiva moral y transparencia relacional- se relacionan significativamente con los OCB. Adicionalmente, el liderazgo auténtico es mejor predictor de los OCB de los seguidores cuando estos comportamientos son impersonales y están dirigidos a la organización en sí misma que cuando están dirigidos a personas. Estos resultados tienen implicaciones prácticas para la gestión de los recursos humanos en las organizaciones, especialmente en los procesos de selección y formación de directivos (AU)

Factores psicosociales asociados al bienestar de inmigrantesde origen colombiano en España / Psychosocial factors associated with the well-being of colombian immigrants to Spain

La presente investigación constituye un estudio empírico con metodología cuantitativa que estudia la relación de diversas variables psicosociales generalmente vinculadas a procesos migratorios, con la satisfacción con la vida y la autoestima de inmigrantes de origen colombiano en España. La muestra (N = 281) se obtuvo a través de un muestreo no probabilístico, mediante la técnica de la bola de nieve, realizado con la colaboración de Organizaciones No Gubernamentales dedicadas al apoyo de inmigrantes en varias ciudades españolas. Como se esperaba, la satisfacción con la vida se relaciona negativamente con el prejuicio grupal percibido y la discriminación personal percibida, en especial con el primero. La satisfacción con la vida se relaciona positivamente con el bienestar material percibido. La autoestima por su parte, se correlaciona positivamente con la identidad con la nacionalidad colombiana. La autoestima se correlaciona también en forma significativa y negativa con el prejuicio grupal percibido y la discriminación personal percibida, si bien estas dos últimas variables no pudieron explicar estadísticamente la primera. Estos resultados apoyan en términos generales las hipótesis formuladas, si bien con algunas salvedades que se presentan y explican. Tales resultados son analizados (AU)

This research is an empirical study with quantitative methodology that studies the relationship of various psychosocial variables usually linked to migration processes, with life satisfaction and self-esteem of immigrants from Colombia in Spain. The sample (N = 281) was obtained through a non probabilistic sampling, using the technique of snowball, carried out with the collaboration of Non Governmental Organizations dedicated to the support of immigrants in several Spanish cities. As was expected, life satisfaction is negatively related with perceived group prejudice and perceived personal discrimination, especially with the first. Life satisfaction is positively related with perceived material well-being. Self-esteem meanwhile is positively correlated with Colombian national identity. Self esteem is also correlated significantly and negatively with perceived group prejudice and perceived personal discrimination, although the latter two variables could not explain statistically the first. These results support in general terms the formulated hypotheses, but with some caveats that are presented and explained. Those results are analyzed (AU)

La satisfacción vital: su relación con el prejuicio, la identidad nacional, la autoestima y el bienestar material, en inmigrantes / Life satisfaction: its relationship with prejudice, national identity, self-esteem and material well-being in immigrants / A satisfação vital: sua relação com o preconceito, a identidade nacional, a autoestima e o bem-estar material, em imigrantes

El propósito de esta investigación fue estudiar la relación de la satisfacción vital con varios factores psicosociales corrientemente vinculados a los procesos de migración internacional. En concreto, este estudio exploró la relación de la satisfacción vital - componente cognitivo del bienestar subjetivo - con las variables prejuicio grupal percibido, discriminación personal percibida, autoestima global personal, identidad nacional y bienestar material percibido. La investigación, de tipo empírico y cuantitativo, se realizó através de un muestreo no probabilístico con inmigrantes colombianos en varias ciudades del Ecuador (N = 185). Confirmando las hipótesis, se halló una relación positiva entre la satisfacción vital, el bienestar material percibido y la autoestima. Se confirmó así mismo una relación negativa entre la satisfacción vital, la discriminación personal percibida y la identidad nacional. Estas mismas variables; la autoestima, el bienestar material percibido, la discriminación personal percibida y la identidad nacional, emergieron como predictoras de la satisfacción vital. No se confirmó, en cambio, la relación negativa hipotetizada entre la satisfacción vital y el prejuicio grupal percibido. Se hace un análisis de dichos resultados desde la literatura psicosocial.

The aim of this research was to study the relationship between life satisfaction and various psychosocial variables usually linked to international migration processes. Specifically, this study explored the relationship between life satisfaction-a cognitivedimension of subjective well-being- and perceived group prejudice, perceived personal discrimination, global personal self-esteem, national identity and perceived material well- being. The research, of empirical quantitative type, was conducted with a non-probabilistic sample of Colombian migrants at several cities of Ecuador. As expected, the hypothesis that life satisfaction was positively related to self -esteem and perceived material well-being was confirmed. Also, a negative correlation was confirmed between life satisfaction, perceived personal discrimination and national identity. Results show that the variables self-esteem, perceived material well-being, perceived personal discrimination and national identity are significant predictors of life satisfaction. Findings didn·t confirm the expected negative association between life satisfaction and perceived group prejudice. Results are analyzed from a psychosocial perspective.

O propósito desta pesquisa foi estudar a relação da satisfação vital com vários fatores psicossociais correntemente vinculados aos processos de migração internacional. Em concreto, este estudo explorou a relação da satisfação vital - componente cognitivo do bem-estar subjetivo - com as variáveis preconceito grupal percebido, discriminação pessoal percebida, autoestima global pessoal, identidade nacional e bem-estar material percebido. A pesquisa, de tipo empírica e quantitativa, foi realizada através de um amostra não probabilística com imigrantes colombianos em várias cidades do Equador (N = 185). Confirmando as hipóteses, foi encontrada uma relação positiva entre a satisfação vital, o bem-estar material percebido e a autoestima. Foi confirmada assim uma relação negativa entre a satisfação vital, a discriminação pessoal percebida e a identidade nacional. Estas mesmas variáveis; a autoestima, o bem-estar material percebido, a discriminação pessoal percebida e a identidade nacional, emergiram como preditoras da satisfação vital. Contudo, não foi confirmada a relação negativa hipotética entre a satisfação vital e o preconceito grupal percebido. É feita uma análise desses resultados desde a literatura psicossocial.

Authentic leadership and its effect on employees' organizational citizenship behaviours.

The studies that have verified the positive association of authentic leadership with organizational citizenship behaviours (OCBs), have used global measures of both constructs. Therefore, the goal of this work is to analyze the effect of authentic leadership on employees' OCBs, specifically focusing on the relations of the four components of authentic leadership with the individual and organizational dimensions of the OCBs. The participants of this study were 220 Spanish employees (30.9% men and 69.1% women) who completed a questionnaire that included the variables of interest in this study: Authentic Leadership, OCB and Sociobiographical control variables. The results, obtained with stepwise multiple regression analysis, show that two components of authentic leadership-moral perspective and relational transparency-present significant relationships with OCB. Moreover, authentic leadership is a better predictor of employees' OCB when these behaviors are impersonal and directed towards the organization than when they are directed towards other people. These results have practical implications for human resources management in organizations, especially in selection processes and when training top executives.

[Transformational and transactional leadership: An analysis of the factor structure of the Multifactor Leadership Questionnaire (MLQ) in a Spanish sample]. / Liderazgo transformacional y liderazgo transaccional: un análisis de la estructura factorial del Multifactor Leadership Questionnaire (MLQ) en una muestra española.

The Multifactor Leadership Questionnaire (MLQ) has been one of the most commonly used instruments to assess leadership in organizational settings for the last two decades. However, the factor structure proposed by the MLQ authors has received some criticism. The aim of this work is to examine the fit indices of several alternative factor models suggested by the literature. In order to accomplish this objective, we conducted confirmatory factor analyses in a sample of 954 participants using a Spanish version of the MLQ. Results show that the model that produces the better fit with the data consists of four factors: transformational leadership, developmental/transactional leadership, corrective leadership and avoidant/passive leadership. This model is parsimonious and consistent with the MLQ literature.

Liderazgo transformacional y liderazgo trasaccional: un análisis de la estructura factorial del Multifactor Leadership Questionnaire (MLQ) en una muestra española / Transformational and transactional leadership: an analysis of the factor structure of the Multifactor Leadership Questionnaire (MLQ) in a Spanish sample

El Multifactor Leadership Questionnaire (MLQ) es, desde hace dos décadas, uno de los instrumentos más utilizados para medir el liderazgo en el ámbito organizacional. Sin embargo, la estructura factorial propuesta por los autores del cuestionario ha recibido diversas críticas. El objetivo de este trabajo es comprobar el ajuste de dicha estructura factorial y de otros posibles modelos alternativos utilizando una versión española del MLQ. Para ello, se aplicó el análisis factorial confirmatorio a los resultados obtenidos en una muestra de 954 participantes. Los resultados revelan que el modelo que mejor ajuste presenta es el que está formado por cuatro factores: liderazgo transformacional, liderazgo facilitador del desarrollo/transaccional, liderazgo correctivo y liderazgo pasivo/evitador. Este modelo es parsimonioso y teóricamente coherente(AU)

The Multifactor Leadership Questionnaire (MLQ) has been one of the most commonly used instruments to assess leadership in organizational settings for the last two decades. However, the factor structure proposed by the MLQ authors has received some criticism. The aim of this work is to examine the fit indices of several alternative factor models suggested by the literature. In order to accomplish this objective, we conducted confirmatory factor analyses in a sample of 954 participants using a Spanish version of the MLQ. Results show that the model that produces the better fit with the data consists of four factors: transformational leadership, developmental/transactional leadership, corrective leadership and avoidant/passive leadership. This model is parsimonious and consistent with the MLQ literature(AU)