La competencia emocional como predictora de la felicidad en trabajadores sociales / Emotional competence as a predictor of happiness in social workers

Resumen Los trabajadores sociales tienen unas elevadas exigencias laborales como consecuencia, entre otros factores, de la excesiva burocratización de las organizaciones de servicios sociales. Ante esta realidad, durante su proceso formativo, los estudiantes de trabajo social deben desarrollar competencias emocionales para hacer frente a estas demandas profesionales que pueden afectar a su bienestar y rendimiento laboral. Se realizó un estudio descriptivo y correlacional de corte transversal del que participaron 187 estudiantes del primer y segundo curso (n = 105 y n = 82, respectivamente) de Trabajo Social de la Universidad de Málaga (España). El 89.30 % eran mujeres y la edad promedio fue de 20.38 años (DT = 3.35). Se desarrolló un modelo de regresión lineal múltiple para evaluar el papel predictor de la inteligencia emocional (atención emocional, claridad emocional y reparación de las emociones) sobre la felicidad subjetiva percibida en estudiantes de trabajo social. La claridad emocional y la reparación de las emociones fueron predictores significativos positivos de la felicidad subjetiva, mientras que la atención emocional fue un predictor significativo negativo. Los estudiantes y futuros trabajadores sociales tienen que entender y manejar sus estados emocionales, de tal manera que les permita tanto afrontar sus propias frustraciones como constituirse en referentes de los usuarios para imponerse a sus dificultades. Se corrobora la necesidad de fomentar la inteligencia emocional entre los estudiantes y futuros trabajadores sociales, ya que esto constituye un factor de protección que puede aumentar su bienestar y concretamente, su felicidad subjetiva. Las experiencias de afecto negativas que sufren los trabajadores sociales demandan planes de estudio en los que se fomente la inteligencia emocional.

Abstract As a result of the excessive bureaucratization of social service organizations, among other factors, social workers have many job responsibilities (López & Chaparro, 2006; Montagud, 2016). Social workers suffer negative experiences and a high psychosocial risk which affect their well-being and work performance (i. e., emotional fatigue, job dissatisfaction, mental overload, burnout, decrease in happiness, ethical conflicts) (Bunce, Lonsdale, King, Childs, & Bennie, 2019; Caravaca, Carrión, & Pastor, 2018; Grootegoed & Smith, 2018; Prada-Ospina, 2019; Sabater, De Armas, & Cabezas, 2019; Urien, Díez, & Osca, 2019; Vallellano & Rubio-Valdehita, 2018). Given this reality, it is very important that Social Work students develop, during their training process, emotional competencies to cope with such professional demands (Bedoya-Gallego, Buitrago-Duque, & Vanegas-Arbeláez, 2019; Stanley & Bhuvaneswari, 2016). The characteristics of the job require knowledge of the mechanisms that influence the welfare of Social Work students in order to incorporate specific training strategies into teaching plans that prepare them to face the high work demands that can affect their welfare and performance (Blakemore & Agllias, 2019; Borrego-Alés, Vázquez-Aguado, & Orgambídez-Ramos, 2020; Fernández-Berrocal & Extremera, 2009). Despite the considerable shortage of research about the implications of emotional intelligence in the field of Social Work, emotional competence has proven to be essential to explain the personal well-being of students and social intervention professionals, characterized by a high burden of work and high rates of psychological distress and burnout (Bae et al., 2020; Esteban, 2014; Mikulic, Crespi, & Radusky, 2015). A descriptive and correlational cross-sectional study was carried out. 187 students of first (n = 105) and second year (n = 82) of the University of Malaga´s Social Work Degree (Spain) participated. 89.30 % of them was women and the average age was 20.38 years (SD = 3.35). A multiple linear regression model evaluated the predictive role of emotional intelligence (attention, clarity and emotional repair) on the subjective happiness perceived in Social Work students. Emotional clarity and emotional repair were significant positive predictors of subjective happiness, while emotional attention was a significant negative predictor. Of the three independent variables, emotional repair was positioned as the strongest predictor of the perception of subjective happiness. This fact corroborates that emotional repair is especially important to predict the levels of subjective happiness and life satisfaction of university students (Cejudo, López-Delgado, & Rubio, 2016; Extremera, Salguero, & Fernández-Berrocal, 2011). High levels of emotional repair are essential for proper psychological functioning and mental health. In this sense, people tend to develop pleasant activities that distract them and therefore contribute to their happiness (Guerra-Bustamante, León-del-Barco, Yuste-Tosina, López-Ramos, & Mendo-Lázaro, 2019). Individuals who can clearly identify their emotions and believe that they can repair their negative moods minimize the impact of stressful events and generate more positive emotions (Extremera et al., 2011). In social workers, emotions can be understood both as a dynamic resource, whose research can protect professionals and users, and as patterns of organizational and professional relationships, in which emotional states are constituted as phenomena that can be managed and controlled during professional practice (O'Connor, 2020). The need to foster emotional intelligence among students and future social workers is confirmed. It constitutes a protective factor that can increase their well-being and, specifically, their subjective happiness. The negative experiences of affection that social workers suffer demand curricula that promote emotional intelligence. The students and future social workers have to understand and manage their emotional states. It allows them both to face their own frustrations and to become referents for the users when they overcome their difficulties.

The relationship between multicultural competencies and intercultural contact: multicultural personality and cultural intelligence / A relação entre as competências multiculturais e contacto intercultural: personalidade multicultural e inteligência cultural / La relación entre las competencias multiculturales y el contacto intercultural: personalidad multicultural e inteligencia cultural

Abstract The everyday contact with people from different nationalities is nowadays a reality. Cultural Intelligence and Multicultural Personality are individual competencies that are becoming important to deal with this reality. In this study, with 313 Portuguese participants, of both genders, with different types of intercultural contact, our purpose is to observe the effect of the intercultural contact on cultural intelligence and multicultural personality levels. The results show that there is a significant relation between the cultural intelligence and multicultural personality levels and the type of contact with individuals from different nationalities. Both cultural intelligence and multicultural personality have strong implications for a work context that is more and more characterized by cultural diversity.

Resumo O contacto diário com pessoas de diferentes nacionalidades é hoje uma realidade. A inteligência cultural e a personalidade multicultural são competências individuais que têm se tornado de extrema importância para lidar com esta realidade. Neste estudo, com uma amostra de 313 portugueses de ambos os géneros, com diferentes tipos de contacto intercultural, o nosso objetivo é observar o efeito do contacto intercultural nos níveis de inteligência cultural e de personalidade multicultural. Os resultados mostram a existência de uma relação significativa entre a inteligência cultural e a personalidade multicultural e o contacto intercultural. Ambas as competências têm fortes implicações no contexto de trabalho, caracterizado, cada vez, mais pela diversidade cultural.

Resumen El contacto diario con personas de diferentes nacionalidades es un hecho cotidiano en la actualidad. La inteligencia cultural y la personalidad multicultural son habilidades individuales que se han vuelto extremadamente importantes para hacer frente a esta realidad. En este estudio, con una muestra de 313 participantes portugueses de ambos géneros, con diferentes tipos de contacto intercultural, nuestro objetivo es observar el efecto del contacto intercultural en los niveles de inteligencia cultural y personalidad multicultural. Los resultados mostraron que existe una relación significativa entre inteligencia cultural y personalidad multicultural y el contacto intercultural. Tanto la inteligencia cultural como la personalidad multicultural poseen una gran relevancia en el contexto laboral, cada vez más caracterizado por la diversidad cultural.

Empowerment, vulnerabilidad al estrés y burnout en enfermeros portugueses / Empowerment, stress vulnerability and burnout among Portuguese nursing staff

Resumen El contexto laboral en los hospitales portugueses, caracterizado por los recortes económicos, puede contribuir al aumento de los niveles de burnout experimentados por el personal de enfermería. Además, la vulnerabilidad al estrés en estos profesionales afecta negativamente a la percepción del estrés en el contexto de trabajo. No obstante, el empowerment estructural es un proceso organizacional que puede prevenir y aliviar el burnout en este colectivo profesional. En este sentido, el objetivo de este estudio es comprobar el papel predictor del empowerment estructural y la vulnerabilidad al estrés sobre el burnout en una muestra de enfermeros portugueses. Se utilizó una muestra por conveniencia de 297 profesionales enfermeros de hospitales de Portugal. El core burnout se relacionó negativa y significativamente con todas las dimensiones del empowerment estructural, y positivamente con la vulnerabilidad al estrés. Los modelos de regresión lineal múltiple mostraron como predictores significativos del core burnout el acceso a recursos, el acceso a oportunidades y la vulnerabilidad al estrés. Las administraciones deben diseñar intervenciones centradas en el empowerment estructural, pero también en intervenciones individuales que mejoren las capacidades de afrontamiento del estrés.

Abstract The work environment in Portuguese hospitals, characterized by economic cutbacks, can lead to higher levels of burnout experienced by nursing staff. Furthermore, vulnerability to stress can negatively affect the perception of burnout in the workplace. However, structural empowerment is an organizational process that can prevent and decrease burnout among nurses. Consequently, the aim of the study was to examine to what extent structural empowerment and vulnerability to stress can play a predictive role in core burnout in a sample of Portuguese nurses. A convenience sample of 297 nursing staff members from Portuguese hospitals was used in this study. Core burnout was negatively and significantly related to all the dimensions of structural empowerment, and it was positively and significantly related to vulnerability to stress. Regression models showed that core burnout was significantly predicted by access to funds, access to opportunities and vulnerability to stress. Organizational administrations must make every effort in designing interventions focused on structural empowerment, as well as interventions focused on individual interventions that enhance skills for coping with stress.

[Empowerment, stress vulnerability and burnout among Portuguese nursing staff]. / Empowerment, vulnerabilidad al estrés y burnout en enfermeros portugueses.

The work environment in Portuguese hospitals, characterized by economic cutbacks, can lead to higher levels of burnout experienced by nursing staff. Furthermore, vulnerability to stress can negatively affect the perception of burnout in the workplace. However, structural empowerment is an organizational process that can prevent and decrease burnout among nurses. Consequently, the aim of the study was to examine to what extent structural empowerment and vulnerability to stress can play a predictive role in core burnout in a sample of Portuguese nurses. A convenience sample of 297 nursing staff members from Portuguese hospitals was used in this study. Core burnout was negatively and significantly related to all the dimensions of structural empowerment, and it was positively and significantly related to vulnerability to stress. Regression models showed that core burnout was significantly predicted by access to funds, access to opportunities and vulnerability to stress. Organizational administrations must make every effort in designing interventions focused on structural empowerment, as well as interventions focused on individual interventions that enhance skills for coping with stress.

El contexto laboral en los hospitales portugueses, caracterizado por los recortes económicos, puede contribuir al aumento de los niveles de burnout experimentados por el personal de enfermería. Además, la vulnerabilidad al estrés en estos profesionales afecta negativamente a la percepción del estrés en el contexto de trabajo. No obstante, el empowerment estructural es un proceso organizacional que puede prevenir y aliviar el burnout en este colectivo profesional. En este sentido, el objetivo de este estudio es comprobar el papel predictor del empowerment estructural y la vulnerabilidad al estrés sobre el burnout en una muestra de enfermeros portugueses. Se utilizó una muestra por conveniencia de 297 profesionales enfermeros de hospitales de Portugal. El core burnout se relacionó negativa y significativamente con todas las dimensiones del empowerment estructural, y positivamente con la vulnerabilidad al estrés. Los modelos de regresión lineal múltiple mostraron como predictores significativos del core burnout el acceso a recursos, el acceso a oportunidades y la vulnerabilidad al estrés. Las administraciones deben diseñar intervenciones centradas en el empowerment estructural, pero también en intervenciones individuales que mejoren las capacidades de afrontamiento del estrés.

Apoyo social y engagement como antecedentes de la satisfacción laboral en personal de enfermería / Social support and engagement as antecedents of job satisfaction in nursing staff

Objetivo: La satisfacción laboral es considerada como uno de los indicadores más importantes tanto de la calidad de los cuidados de salud como de la calidad de vida laboral de los profesionales de la salud. Entre los antecedentes de la satisfacción laboral, se destaca el apoyo social del supervisor y de los colegas y el engagement en el trabajo en el contexto de enfermería. En este sentido, el objetivo de este estudio es comprobar el papel predictor del apoyo social y del engagement en el trabajo sobre la satisfacción laboral en una muestra de enfermeros y enfermeras del sur de Portugal. Métodos: Estudio transversal a través de cuestionarios. La muestra estuvo compuesta por 215 profesionales de enfermería de hospitales del sur de Portugal (55.56% de tasa de respuesta). Resultados: La cohesión social del supervisor y de los compañeros y el engagement en el trabajo se relacionaron de forma positiva y significativa con la satisfacción laboral. Los modelos de regresión lineal múltiple y jerárquica mostraron que los dos tipos de apoyo social y el engagement fueron predicciones significativos de la satisfacción con el trabajo de los participantes. Conclusión: Intervenciones basadas en la creación de redes informales y formales de apoyo, la formación de los supervisores en competencias de gestión y coaching y una mayor presencia de recursos laborales y personales permitirían aumentar los niveles de satisfacción laboral en los profesionales de enfermería (AU)

Objective: Job satisfaction is considered to be one of the most important indicators of quality of health care and quality of work life for health professionals. In the context of nursing, social support and work engagement are regarded as two of the most important predictors of job satisfaction. Consequently, the aim of this study was to examine to what extent social support (supervisor/coworkers) and work engagement predict job satisfaction in a sample of Portugueses nurses. Methodology: A cross-sectional study using questionnaires was conducted. A convenience sample of members from Portuguese hospitals was used in this study (n = 215, return rate = 55.56%). Results: Social support from supervisor and from coworkers and work engagement were significantly related to job satisfaction. Regression models showed that job satisfaction was significantly predicted by both types of social support and work engagement. Conclusion: Interventions based on the creation of informal and formal support networks, training of supervisors in management and coaching skills, and a greater presence of work and personal resources would increase the levels of job satisfaction in nurses (AU)

Work engagement, social support, and job satisfaction in Portuguese nursing staff: A winning combination.

BACKGROUND: Job Demands-Resources model assumes the mediator role of work engagement between social support (job resource) and job satisfaction (organizational result). However, recent studies suggest that social support can be considered as a moderator variable in the relationship between engagement and job satisfaction in nursing staff. AIM: The aim of this study is to analyze the moderator role of social support, from supervisor and from co-workers, in the relationship between work engagement and job satisfaction in a Portuguese nursing sample. METHOD: We conducted a cross-sectional and correlational study assessing a final sample of 215 participants (55.56% response rate, 77.21% women). Moderation analyses were carried out using multiple and hierarchical linear regression models. RESULTS: Job satisfaction was significantly predicted by work engagement and social support from supervisor and from co-workers. The significant interaction in predicting job satisfaction showed that social support from co-workers enhances the effects of work engagement on nurses' satisfaction. CONCLUSION: A climate of social support among co-workers and higher levels of work engagement have a positive effect on job satisfaction, improving quality care and reducing turnover intention in nursing staff.

Structural empowerment and burnout among Portuguese nursing staff: An explicative model.

AIMS: Kanter's structural empowerment model was used to assess the influence of access to opportunities, resources, information and support on core burnout through global empowerment in a nursing sample in Portugal. BACKGROUND: The empowerment experience increases the levels of nursing professionals' satisfaction and performance preventing the emergence of burnout. However, the relationship between structural empowerment and burnout has been scarcely studied in Portugal. METHODS: We conducted a cross-sectional correlational study assessing a final sample of 297 participants (62.13% response rate, 63.64% women). Model fit and mediation test were examined using structural equation modelling (path analysis). RESULTS: Access to opportunities and access to support had direct impact, through global empowerment, on core burnout, whereas access to resources had both direct and indirect impact on core burnout. CONCLUSIONS: The results validated the structural empowerment model and its application in nursing staff in Portugal. IMPLICATIONS FOR NURSING MANAGEMENT: Professional training plans, the development of formal and informal support networks, and the availability of resources increase the levels of empowerment and decrease the likelihood of experiencing burnout in nursing professionals.

Estrés de rol y satisfacción laboral: examinando el papel mediador del engagement en el trabajo / Role stress and job satisfaction: examining the mediating role of work engagement

El objetivo de este estudio es examinar las relaciones entre estrés de rol, engagement y satisfacción laboral de acuerdo con el modelo demandas-recursos laborales. El modelo propuesto plantea que el engagement media la relación entre ambigüedad, conflicto y sobrecarga de rol, por un lado y satisfacción en el trabajo, por el otro. Para verificar el modelo, se obtuvieron datos de una muestra de 586 trabajadores del sur de España (Medad = 37.11, 50% mujeres). El ajuste del modelo y de la mediación se realizaron mediante un modelo de ecuaciones estructurales (path analysis). Los resultados mostraron que el conflicto de rol y la ambigüedad de rol junto con el engagement fueron predictores significativos de la satisfacción laboral. No obstante, el engagement no medió la relación entre el estrés de rol y la satisfacción laboral. El estrés de rol como demanda obstaculizadora explicaría el mayor impacto directo sobre la satisfacción que a través del engagement. Se proponen implicaciones prácticas y futuras investigaciones (AU)

The aim of this study is to examine the relationship between role stress, work engagement, and job satisfaction according to the Job Demands-Resources Model. The proposed model hypothesizes that work engagement mediates the relationship between role ambiguity, role conflict, and role overload on one hand, and job satisfaction on the other. To test the model, data was collected from 586 workers from southern Spain (Mage = 37.11, 50% women). Model fit and mediation test were examined using structural equation modeling (path analysis). Results showed that role conflict, role ambiguity, and work engagement were significant predictors of job satisfaction. However, work engagement did not mediate the relationship between role stress and job satisfaction. Role stress as a hindrance job demand would explain the most direct impact on job satisfaction than through work engagement. Implications for practice and future research are considered (AU)

Evidências métricas da adaptação da Escala de Dominância Social numa amostra portuguesa / Metric Evidences of the adaptation of the Social Dominance Scale in a portuguese sample / Evidencias de validez da la adaptación de la escala de dominancia social en una muestra portuguesa

Este estudo tem como objetivo apresentar evidências de validação da escala de Orientação para a Dominância Social para a população portuguesa. Participaram 910 pessoas, sendo a maioria do sexo feminino (58,7%), com idades variando de 18 a 81 anos (M=34,09; DP=11,57). Foram realizadas análises de consistência interna, fatorial exploratória (n=455) e fatorial confirmatória (n=455). Os resultados mostram o modelo de dois fatores como mais adequado do que o modelo original e com bom valores de consistência interna. Concluiu-se que esse é um instrumento psicometricamente adequado. Reitera-se a premência de continuar a estudar a da análise da validade de critério em relação ao sexismo ambivalente, neossexismo e personalidade autoritária.(AU)

This study aims to present evidences of the validity of the social dominance orientation scale for Portuguese population. Participants were 910 Portuguese people. Most of them were women (58.7%), with ages ranging from 18 to 81 years (M=34.09; SD=11.57). Reliability analysis, exploratory factor analysis (n=455) and confirmatory factor analysis (n=455) were carried out. Results supported a two-component model for the SDO scale, which displayed a better fit than the original one-factorial structure. The scale showed good psychometric properties. In conclusion, the SDO is a psychometrically adequate instrument, being better represented by a two-component model. Future studies should examine the criterion validity through the analysis of the relationship of social dominance with ambivalent sexism, neosexism and authoritarian personality, among others.(AU)

El objetivo de este estudio es presentar evidencias de validez de la adaptación de la escala de orientación a la dominancia social en una muestra portuguesa. Participaron 910 personas de varios puntos de Portugal, siendo la mayoría de los participantes mujeres (58,7%) con edades comprendidas entre los 18 y los 81 años (M=34,09; DP=11,57). Se realizaron análisis de consistencia interna, análisis factorial exploratoria (n=455) y análisis factorial confirmatoria (n=455). Los resultados mostraron que el modelo de dos factores tuvo un mejor ajuste que el modelo unidimensional original, mostrando buenos valores de consistencia interna. Considerado una estructura de dos factores, la escala demuestra ser un instrumento psicométricamente adecuado. Futuros estudios deberán analizar la validez de criterio a través de las relaciones con el sexismo ambivalente, el neosexismo y la personalidad autoritaria, entre otras.(AU)

Evidências métricas da adaptação da Escala de Dominância Social numa amostra portuguesa / Metric Evidences of the adaptation of the Social Dominance Scale in a portuguese sample / Evidencias de validez da la adaptación de la escala de dominancia social en una muestra portuguesa

Este estudo tem como objetivo apresentar evidências de validação da escala de Orientação para a Dominância Social para a população portuguesa. Participaram 910 pessoas, sendo a maioria do sexo feminino (58,7%), com idades variando de 18 a 81 anos (M=34,09; DP=11,57). Foram realizadas análises de consistência interna, fatorial exploratória (n=455) e fatorial confirmatória (n=455). Os resultados mostram o modelo de dois fatores como mais adequado do que o modelo original e com bom valores de consistência interna. Concluiu-se que esse é um instrumento psicometricamente adequado. Reitera-se a premência de continuar a estudar a da análise da validade de critério em relação ao sexismo ambivalente, neossexismo e personalidade autoritária...

This study aims to present evidences of the validity of the social dominance orientation scale for Portuguese population. Participants were 910 Portuguese people. Most of them were women (58.7%), with ages ranging from 18 to 81 years (M=34.09; SD=11.57). Reliability analysis, exploratory factor analysis (n=455) and confirmatory factor analysis (n=455) were carried out. Results supported a two-component model for the SDO scale, which displayed a better fit than the original one-factorial structure. The scale showed good psychometric properties. In conclusion, the SDO is a psychometrically adequate instrument, being better represented by a two-component model. Future studies should examine the criterion validity through the analysis of the relationship of social dominance with ambivalent sexism, neosexism and authoritarian personality, among others...

El objetivo de este estudio es presentar evidencias de validez de la adaptación de la escala de orientación a la dominancia social en una muestra portuguesa. Participaron 910 personas de varios puntos de Portugal, siendo la mayoría de los participantes mujeres (58,7%) con edades comprendidas entre los 18 y los 81 años (M=34,09; DP=11,57). Se realizaron análisis de consistencia interna, análisis factorial exploratoria (n=455) y análisis factorial confirmatoria (n=455). Los resultados mostraron que el modelo de dos factores tuvo un mejor ajuste que el modelo unidimensional original, mostrando buenos valores de consistencia interna. Considerado una estructura de dos factores, la escala demuestra ser un instrumento psicométricamente adecuado. Futuros estudios deberán analizar la validez de criterio a través de las relaciones con el sexismo ambivalente, el neosexismo y la personalidad autoritaria, entre otras...

Adaptação da escala de Empowerment Psicológico de Spreitzer numa amostra portuguesa / Adaptation of Spreitzer's psychological Empowerment Scale in a Portuguese sample / Adaptación de la escala de Empowerment Psicológico de Spreitzer en una muestra portuguesa

O Empowerment Psicológico é um constructo motivacional pela garantia de condições que aumentem a motivação para a realização das tarefas, com um forte sentido de autoeficácia. O presente estudo tem como objetivo analisar a estrutura fatorial da escala de Empowerment Psicológico numa amostra portuguesa de 230 indivíduos, funcionários de universidade pública portuguesa. Os resultados da análise fatorial confirmatória, da escala de 12 itens, mostram uma estrutura de quatro fatores, com elevada consistência interna, o que sugere a sua pertinência para aplicação à população portuguesa. Reitera-se a premência em continuar a estudar esta temática, sobretudo a sua relação com os demais processos organizacionais.(AU)

Psychological empowerment is a motivational construct, by ensuring conditions that increase motivation to perform tasks, with a strong sense of self-efficacy. The present study aimed to examine the factor structure of the psychological empowerment scale in a Portuguese sample of 230 individuals, employees of a public university in Portugal. The results of the confirmatory factor analysis of the 12 items on the scale show a structure of four factors, with high internal consistency, which suggests appropriateness for application to a Portuguese population. We reiterate the urgent need to further examine this issue, namely, its relationship with other organizational processes.(AU)

El Empowerment Psicológico es un constructo motivacional, garantizando las condiciones que aumentan la motivación para llevar a cabo las tareas, con un fuerte sentido de auto-eficacia. El objetivo de este estudio es analizar la estructura factorial de la escala de Empowerment Psicológico en una muestra portuguesa de 230 trabajadores de una universidad pública portuguesa. Los resultados del análisis factorial confirmatorio, de la escala de 12 ítems, mostraron una estructura de cuatro dimensiones y una elevada fiabilidad, por lo que puede ser considerada apropiada para su aplicación en el contexto portugués. Del mismo modo, nuevos estudios son necesarios sobre esta temática especialmente por su relación con aspectos organizacionales significativos en las empresas.(AU)

Adaptação da escala de Empowerment Psicológico de Spreitzer numa amostra portuguesa / Adaptation of Spreitzer's psychological Empowerment Scale in a Portuguese sample / Adaptación de la escala de Empowerment Psicológico de Spreitzer en una muestra portuguesa

O Empowerment Psicológico é um constructo motivacional pela garantia de condições que aumentem a motivação para a realização das tarefas, com um forte sentido de autoeficácia. O presente estudo tem como objetivo analisar a estrutura fatorial da escala de Empowerment Psicológico numa amostra portuguesa de 230 indivíduos, funcionários de universidade pública portuguesa. Os resultados da análise fatorial confirmatória, da escala de 12 itens, mostram uma estrutura de quatro fatores, com elevada consistência interna, o que sugere a sua pertinência para aplicação à população portuguesa. Reitera-se a premência em continuar a estudar esta temática, sobretudo a sua relação com os demais processos organizacionais...

Psychological empowerment is a motivational construct, by ensuring conditions that increase motivation to perform tasks, with a strong sense of self-efficacy. The present study aimed to examine the factor structure of the psychological empowerment scale in a Portuguese sample of 230 individuals, employees of a public university in Portugal. The results of the confirmatory factor analysis of the 12 items on the scale show a structure of four factors, with high internal consistency, which suggests appropriateness for application to a Portuguese population. We reiterate the urgent need to further examine this issue, namely, its relationship with other organizational processes...

El Empowerment Psicológico es un constructo motivacional, garantizando las condiciones que aumentan la motivación para llevar a cabo las tareas, con un fuerte sentido de auto-eficacia. El objetivo de este estudio es analizar la estructura factorial de la escala de Empowerment Psicológico en una muestra portuguesa de 230 trabajadores de una universidad pública portuguesa. Los resultados del análisis factorial confirmatorio, de la escala de 12 ítems, mostraron una estructura de cuatro dimensiones y una elevada fiabilidad, por lo que puede ser considerada apropiada para su aplicación en el contexto portugués. Del mismo modo, nuevos estudios son necesarios sobre esta temática especialmente por su relación con aspectos organizacionales significativos en las empresas...

Service climate as a mediator of organizational empowerment in customer-service employees

The aim of this study is to examine the mediating role of the service climate between organizational empowerment (i.e., dynamic structural framework, control of workplace decisions, fluidity in information sharing) and service quality (functional and relational). 428 contact employees from 46 hotels participated in the survey. Correlations demonstrated that dynamic structural framework, control decisions, and fluidity in information sharing are related to both functional and relational service quality. Regression analyses and Sobel tests revealed that service climate totally mediated the relationship between all three dimensions of organizational empowerment and relational service quality. Implications for practice and future research are discussed (AU)

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El papel moderador de la pasión por el trabajo entre el burnout y el malestar psicológico / The Moderating Role of Passion for Work on Burnout - Psychological Distress

Este trabajo analiza el papel moderador de la pasión armoniosa por el trabajo en la relación entre el burnout y el malestar psicológico. La pasión armoniosa se define como la opción personal para "engancharse" voluntariamente en una actividad (por ejemplo, trabajo), y se asume que posee un rol moderador en la relación entre el burnout y sus consecuencias, como el malestar psicológico. La muestra se compuso de 812 trabajadores españoles (Medad = 38.11; DT = 11.32) de empresas y compañías del sur de España. Las interacciones significativas observadas mostraron que la pasión armoniosa posee un rol decisivo, especialmente en relación al agotamiento emocional. La pasión armoniosa reduce los efectos del estrés crónico sobre el malestar y puede ser considerada como un recurso personal que permite afrontar demandas laborales. La internalización autónoma del trabajo, mediante el enriquecimiento del trabajo, favorecería el desarrollo de una pasión armoniosa al mismo tiempo que reduciría los niveles de Síndrome de Quemarse por el Trabajo en los trabajadores

This paper analyzes the moderator role of harmonious passion for work in the relationship between burnout and psychological distress. Harmonious passion is defined as the personal option to freely engage in an activity (e.g., work) without any contingencies attached. Its role in moderating the relationship between burnout and its consequences such as psychological distress, is assumed. The sample consisted of 812 Spanish workers (Mage = 38.11; SD = 11.32) from companies and entrepreneurial organizations across southern Spain. The significant interactions in predicting psychological distress showed that harmonious passion played a decisive role, particularly in relation to emotional exhaustion. The harmonious passion reduces the effects of chronic stress on psychological distress and can be considered as a personal resource that allows individuals to deal with job demands. An autonomous internalization of work, through job enrichment, would develop harmonious passion at the same time that it would reduce the SQT levels in workers

Adaptación al español del cuestionario de Condiciones de Efectividad _en el Trabajo (CWEQ-II) / Translate into Spanish of the Conditions for Work Effectiveness Questionnaire (CWEQ II)

El objetivo de este estudio es adaptar al español el Cuestionario de Condiciones para la Efectividad en el Trabajo (Conditions of Work Effectiveness Questionnaire [CWEQII]) desarrollado por Laschinger, Finegan, Shamian y Wilk (2001). Se llevó a cabo un proceso de traducción y retrotraducción de los ítems que lo componen y se exploraron sus propiedades psicométricas, en una muestra de 346 empleados de una universidad pública española. Se investigó la fiabilidad de la escala y su estructura factorial (análisis factorial confirmatorio) y las relaciones entre el empowerment estructural, el empowerment general y el empowerment psicológico en el trabajo. Los resultados revelaron una estructura multidimensional de cuatro factores (acceso a las oportunidades, a la información, al apoyo y a los recursos) conforme a la escala original, y relaciones positivas entre el empowerment estructural, general y psicológico en el trabajo. Se incluyen interpretaciones y sugerencias para futuros estudios.

The objective of this study is to adapt and translate into Spanish the Conditions for Work Effectiveness Questionnaire -CWEQ II- (Laschinger, Finegan, Shamian & Wilk, 2001). A process of translation and reverse-translation was applied to the scale's items, whose psychometric properties were then examined using a sample of 346 employees from a Spanish public university. Reliability, factor structure (confirmatory factor analysis) of the scale and relationships between structural, general and psychological empowerment are investigated. Results showed a multidimensional scale of four first-order factors (access to opportunities, information, support and resources) as the original one, and positive relations between structural, general and psychological empowerment in the workplace. Theoretical and practical implications of the findings are discussed and suggestions to further research are made.

Passionate workers: A Spanish adaptation of the Passion Scale / Los trabajadores apasionados: adaptación española de la Escala de Pasión

Passion is defined as a strong inclination toward an activity the people like, that they find important, and in which they invest time and energy, like working. The aim of this study is to present evidence of the validity of the factor structure of the Spanish version of the Passion Scale. Exploratory factor analysis was carried out in a heterogeneous sample of 432 Spanish workers. The results confirmed the expected two-factor structure of passion in the workplace: obsessive passion and harmonious passion. A strong and positive correlation between harmonious passion and job satisfaction was observed, which is considered as an indicator of the positive nature of passion. Future research should investigate more extensively its construct validity with other organizational variables (AU)

La pasión puede definirse como un fuerte impulso hacia una actividad que las personas gustan y consideran importante y a la que dedican tiempo y energía, como es el trabajo. El objetivo de este estudio es presentar datos de validez de la estructura factorial de la versión española de la Escala de Pasión. Se realizó un análisis factorial exploratorio sobre una muestra de 432 trabajadores españoles. Los resultados confirmaron la estructura bifactorial de la escala de pasión en el trabajo: pasión obsesiva y pasión armoniosa. Se observó una fuerte relación entre pasión armoniosa y satisfacción en el trabajo, lo que puede considerarse un indicador de la naturaleza positiva de la pasión. Futuros estudios deberán investigar con mayor profundidad la validez de criterio con otras variables organizacionales (AU)

Service climate as a mediator of organizational empowerment in customer-service employees.

The aim of this study is to examine the mediating role of the service climate between organizational empowerment (i.e., dynamic structural framework, control of workplace decisions, fluidity in information sharing) and service quality (functional and relational). 428 contact employees from 46 hotels participated in the survey. Correlations demonstrated that dynamic structural framework, control decisions, and fluidity in information sharing are related to both functional and relational service quality. Regression analyses and Sobel tests revealed that service climate totally mediated the relationship between all three dimensions of organizational empowerment and relational service quality. Implications for practice and future research are discussed.

Escala de cavalheirismo paternalista: estrutura fatorial e correlatos com o sexismo ambivalente / Paternalistic chivalry scale: factor structure and correlates with the ambivalent sexism / Escala de caballerosidad paternalista: estructura factorial y correlatos con el sexismo ambivalente

O sexismo ambivalente expressa um desejo dos homens de cuidar das mulheres, protegê-las e adorá-las. Essas atitudes corteses e consideradas em relação às mulheres são definidas como o cavalheirismo paternalista. Este estudo pretende apresentar evidências métricas da adaptação à população portuguesa da escala de cavalheirismo paternalista por meio de análises fatoriais confirmatórias e das relações entre cavalheirismo paternalista e sexismo ambivalente. Os resultados confirmaram que o modelo de dois fatores é mais adequado do que o modelo unidimensional da escala original. No tocante à relação entre cavalheirismo paternalista e sexismo ambivalente, os participantes com elevados níveis de cavalheirismo paternalista (comportamentos cavalheirosos, intimidade heterossexual) mostraram elevados níveis de sexismo benevolente: preferem relações nas quais o homem possua o poder.(AU)

The ambivalent sexism of men expressed a desire to take care of women, protect them and worship them. These attitudes courteous and considered in relation to women are defined as paternalistic chivalry. This study aims to present evidence metrics adaptation to the Portuguese population scale paternalistic chivalry through confirmatory factor analyzes and relations between ambivalent sexism and paternalistic chivalry. The results confirmed that the two-factor model is more appropriate than the one-dimensional model of the original scale. Regarding the relationship between ambivalent sexism and paternalistic chivalry, participants with high levels of paternalistic chivalry (chivalrous behavior, heterosexual intimacy) showed high levels of benevolent sexism: prefer relationships in which the man possesses the power.(AU)

El sexismo benevolente expresa el deseo de los hombres de cuidar, proteger y adorar las mujeres. Esas actitudes y proceder cortés hacia las mujeres son definidos como caballerosidad paternalista. El objetivo de este estudio es presentar evidencias de validez de la adaptación a la población portuguesa de la escala de caballerosidad paternalista mediante análisis factorial confirmatoria y de las relaciones entre caballerosidad paternalista y sexismo ambivalente. Los resultados mostraron que la estructura bifactorial de la escala se ajusta mejor que la unidimensionalidad de la escala original. Respecto a la relación entre caballerosidad paternalista y sexismo ambivalente, los individuos con elevadas puntuaciones en caballerosidad paternalista (comportamiento caballeresco, intimidad heterosexual) mostraron elevados niveles de sexismo benevolente: prefieren las relaciones donde el hombre posea el poder.(AU)

Escala de cavalheirismo paternalista: estrutura fatorial e correlatos com o sexismo ambivalente / Paternalistic chivalry scale: factor structure and correlates with the ambivalent sexism / Escala de caballerosidad paternalista: estructura factorial y correlatos con el sexismo ambivalente

O sexismo ambivalente expressa um desejo dos homens de cuidar das mulheres, protegê-las e adorá-las. Essas atitudes corteses e consideradas em relação às mulheres são definidas como o cavalheirismo paternalista. Este estudo pretende apresentar evidências métricas da adaptação à população portuguesa da escala de cavalheirismo paternalista por meio de análises fatoriais confirmatórias e das relações entre cavalheirismo paternalista e sexismo ambivalente. Os resultados confirmaram que o modelo de dois fatores é mais adequado do que o modelo unidimensional da escala original. No tocante à relação entre cavalheirismo paternalista e sexismo ambivalente, os participantes com elevados níveis de cavalheirismo paternalista (comportamentos cavalheirosos, intimidade heterossexual) mostraram elevados níveis de sexismo benevolente: preferem relações nas quais o homem possua o poder...

The ambivalent sexism of men expressed a desire to take care of women, protect them and worship them. These attitudes courteous and considered in relation to women are defined as paternalistic chivalry. This study aims to present evidence metrics adaptation to the Portuguese population scale paternalistic chivalry through confirmatory factor analyzes and relations between ambivalent sexism and paternalistic chivalry. The results confirmed that the two-factor model is more appropriate than the one-dimensional model of the original scale. Regarding the relationship between ambivalent sexism and paternalistic chivalry, participants with high levels of paternalistic chivalry (chivalrous behavior, heterosexual intimacy) showed high levels of benevolent sexism: prefer relationships in which the man possesses the power...

El sexismo benevolente expresa el deseo de los hombres de cuidar, proteger y adorar las mujeres. Esas actitudes y proceder cortés hacia las mujeres son definidos como caballerosidad paternalista. El objetivo de este estudio es presentar evidencias de validez de la adaptación a la población portuguesa de la escala de caballerosidad paternalista mediante análisis factorial confirmatoria y de las relaciones entre caballerosidad paternalista y sexismo ambivalente. Los resultados mostraron que la estructura bifactorial de la escala se ajusta mejor que la unidimensionalidad de la escala original. Respecto a la relación entre caballerosidad paternalista y sexismo ambivalente, los individuos con elevadas puntuaciones en caballerosidad paternalista (comportamiento caballeresco, intimidad heterosexual) mostraron elevados niveles de sexismo benevolente: prefieren las relaciones donde el hombre posea el poder...

Estudo de validação da Escala de Necessidade de Cognição com amostra portuguesa / Validation Study of the Need for Cognition Scale with a Portuguese sample

Não há consenso no que concerne à estrutura da escala de Necessidade de Cognição, (versão curta) de Cacioppo, Petty e Kao (1984). O presente estudo tem como objetivo analisar a estrutura fatorial da escala de 18 itens, numa amostra Portuguesa de 344 indivíduos, com distribuições semelhantes entre gêneros e 45,3 tendo como habilitação o ensino secundário. Os resultados da análise exploratória mostram uma estrutura trifatorial, com elevada consistência interna, o que sugere a sua bondade para aplicação à população portuguesa. Os indivíduos com uma maior necessidade de cognição parecem ser aqueles que atingem níveis de escolaridade mais elevados, contudo não são os que apresentam profissões de maior qualificação. Reitera-se a premência em continuar a estudar essa temática, nomeadamente a sua relação com os demais processos cognitivos.(AU)

There is no consensus regarding the structure of the Need for Cognition scale (short version) of Cacioppo, Petty and Kao (1984). The present study aims to examine the fator structure of the scale of 18 items in a Portuguese sample of 344 individuals with similar distribution among gender. 45.3 have secondary education. The results of the exploratory analysis trifatorial show a structure with high internal consistency, which ensures the application to the Portuguese population. Individuals with a greater need for cognition appear to be those who attain higher educational levels. However they didn’t attain the occupations of higher qualification. We reiterate the urgent need to further examine this issue, including its relationship with other cognitive processes.(AU)

No hay consenso cuanto a la estructura de la escala de Necesidad de Cognición, (versión corta) de Cacioppo, Petty e Kao (1984). El presente estudio tiene como objetivo analizar la estructura factorial de la escala de 18 ítems, en una muestra Portuguesa de 344 individuos, con distribuciones semejantes entre géneros, 45,3 de ellos con educación secundaria. Los resultados del análisis exploratorio muestran una estructura trifactorial, con elevada consistencia interna, lo que sugiere su bondad para aplicación a la población portuguesa. Los individuos con una mayor necesidad de cognición parecen ser aquellos que atingen niveles de escolaridad más elevados, todavía no son los que presentan profesiones de mayor cualificación. Se reitera la urgencia en continuar a estudiar esa temática, en particular su relación con los demás procesos cognitivos.(AU)