Personality and Nomophobia: The Role of Dysfunctional Obsessive Beliefs.

BACKGROUND: The development of new technologies (ICTs), and specifically the invention of smartphones, has offered users enormous benefits. However, the use of this technology is sometimes problematic and can negatively affect people's lives. Nomophobia has been defined as the fear of being unreachable by means of a smartphone and is considered a disorder of the modern world. The present study aims to provide additional evidence of the relationship between personality traits and nomophobia. Moreover, this research explores dysfunctional obsessive beliefs as another possible antecedent. Finally, this study also examines the effect of the combination of these antecedents on nomophobia. METHOD: The study sample was comprised of Spanish workers (males: 44.54%; females: 55.46%) in the city of Tarragona and its surroundings. RESULTS: Our results showed that nomophobia is directly related to personality traits such as extraversion, and that dysfunctional obsessive beliefs play a role in the development of nomophobia. Moreover, our study confirms that the combination of personality traits and dysfunctional obsessive beliefs can affect the degree of nomophobia experienced. DISCUSSION AND CONCLUSIONS: Our study contributes to the body of literature that examines how psychological variables of personality can be predictors of nomophobia. Additional research is needed to better understand the determinants of nomophobia.

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.

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.

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.

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.

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.

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)

Predictive variables for sleep quality in professional drivers / Variables predictivas de la calidad del sueño en conductores profesionales

Professional drivers often have problems sleeping or resting properly. This may be due to various factors, both personal and specific to their working conditions. In this study, we set out to develop a predictive model for the quality of sleep in professional drivers using the following indicators: Age, Gender, Seat Comfort, Seat Suspension, Adjustable Lum-bar Support of the Driver's Seat, Driving Hours, Musculoskeletal Problems, Driver Stress, Irritation, Resistant Personality, Burnout, Safety Behaviors and Impulsivity. METHOD: The participants were 369 professional drivers from different transport sectors, obtained through non-probabilistic sampling. The SPSS 25.0 program was used for statistical analysis. RESULTS: The predictive capacity of certain variables that affect drivers' sleep quality is determined. CONCLUSIONS: Sleep quality can be predicted by means of certain variables, the best predictor of which is Exhaustion (Burnout). This research contributes to the body of knowledge on sleep quality and on improving the health of professional drivers

Los conductores profesionales suelen padecer problemas para dormir o descansar correctamente. Esto puede deberse a diversos factores tanto personales como específicos de las condiciones laborales. En el presente trabajo nos hemos planteado desarrollar un modelo predictivo sobre la calidad del sueño en conductores profesionales utilizando los indicadores siguientes: Edad, Género, Confort del asiento, suspensión del asiento, Soporte lumbar ajustable del asiento del conductor, Horas de conducción, Problemas musculoesqueléticos, Drivers Stress, Irritación, Personalidad resistente, Burnout, conductas de seguridad e Impulsividad. MÉTODO: Los participantes han sido 369 conductores profesionales, de distintos sectores del transporte, obtenidos mediante un muestreo no probabilístico. Se han utilizado el programa SPSS 25.0. RESULTADOS: Se determina la capacidad predictiva de algunas variables que afectan a los conductores sobre la calidad del sueño. CONCLUSIONES: La calidad del sueño se puede predecir a través de determinadas variables, siendo la mejor predictora Exhaustion (Burnout). Esta investigación contribuye a un mayor conocimiento de la calidad del sueño y a la mejora de la salud de los conductores profesionales

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.

Predictive power of selected factors over driver stress at work.

Professional drivers are considered prone to health risks. For this reason we have conducted a predictive study to analyze variables that may be predictors of stress in driving. Participating in this study were 372 drivers (93.4% men, 6.6% women) recruited through non-probabilistic sampling. The aim of the study is to develop a prediction model for job stress in professional drivers using the following indicators: personality, impulsiveness, hardy personality, job, age, seat comfort, seat suspension, lumbar support and driving hours. We found that the variables with predictive power over driving stress were: commitment over relaxed driving (ΔR2 = 0.101; ß = 0.135), danger prevention (ΔR2 = 0.139; ß = 0.342) and fatigue and anxiety (ΔR2 = 0.063; ß = -0.227); control over alertness and vigilance (ΔR2 = 0.069; ß = 0.278); agreeableness over sensation-seeking (ΔR2 = 0.047; ß = -0.268). In conclusion, driver stress can be predicted by certain variables. This study contributes to better understanding of driver stress and promotes safety at the wheel, thus helping to prevent traffic accidents.

A predictive study of antecedent variables of Passion towards Work / Estudio correlacional-predictivo de las variables antecedentes de la Pasión por el Trabajo

The aim of this study was to conduct a correlational-predictive study of the antecedent variables of Passion towards Work. The participants were 513 workers (48.1% male, 51.9% female), obtained through non-probability sampling. We used the FACTOR 7.2 and SPSS 22.0. In the results we find that variables such as Personality, Engagement, Self-efficacy, obsessive-compulsive component, Life satisfaction and Lifestyle were predictive of Passion towards Work. In conclusion Passion towards Work can be predicted as follows: The variables Dedication, Growth, Physical activity, Satisfaction with life and Excessive responsibility were direct predictors of Harmonious Passion whereas Vigor was an inverse predictor. Similarly, the variables Absorption and Excessive responsibility were predictors of Obsessive Passion, whereas Satisfaction with life, Openness to experience and Kindness were negative predictors

ANTECEDENTES: El objetivo de este studio fue realizer un studio correlacional-predictivo de las variables antecedetes de La Pasión por el trabajo. MÉTODOS: Los participantes han sido 513 trabajadores (48,1% hombres, 51,9% mujeres), obtenidos mediante un muestreo no probabilístico. Se han utilizado los programas FACTOR (versión 7.2) y SPSS 20.0. RESULTADOS: se determina la capacidad predictiva de variables como Personalidad, Engagement, Autoeficacia, ICO, Satisfacción por la vida y Estilo de vida sobre la Pasión por el trabajo. CONCLUSIONES: La Pasión por el Trabajo se puede predecir de la siguiente manera. La Pasión Armoniosa de forma directa con las variables Dedicación, Crecimiento, Actividad Física, Satisfacción con la vida y Responsabilidad excesiva y de manera inversa con el Viogr. Mientras que la Pasión Obsesiva a través de las variables Absorción y Responsabilidad excesiva y de manera negativa la Satisfacción con la vida, la Apertura a la experiencia y la Amabilidad

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

Spanish adaptation of the Passion Toward Work Scale (PTWS) / Adaptación española de la Escala sobre Pasión por el Trabajo (PTW)

Passion for work has a great influence on workers'; occupational health. Vallerand and his collaborators define two types of passion: harmonious and obsessive. With the first, people feel obliged to carry out an activity but freely decide to do it and do so in harmony with other aspects of their lives. With the second, although the person likes the activity, they feel obliged to take part in it because of internal circumstances that exercise control over them. In this context, our objective was to adapt Vallerand and Houlfort's Passion Toward Work Scale (PTWS) into Spanish. The participants were 513 workers selected through non-probability sampling. We used the FACTOR (version 7.2), SPSS 20.0 and Mplus 6.12 programs. The results of the confirmatory factor analysis (exploratory structural equation modelling) of the PTWS support the two-factor model (harmonious passion and obsessive passion), presenting appropriate reliability and evidence of validity with burnout, irritation, engagement and self-efficacy. The PTW scale and questionnaire are therefore reliable and valid instruments that are suitable for use in Spanish

La Pasión por el trabajo tiene una gran influencia en la salud laboral de los trabajadores. Vallerand y sus colaboradores proponen dos tipos de pasión, la armoniosa y la obsesiva. En la primera las personas se sienten obligadas a realizar una actividad, pero libremente deciden hacerla y además se encuentra en armonía con otros aspectos de la vida de la persona. Y en la segunda, aunque a las personas les guste una actividad, se sienten obligados a participar en ella a causa de contingencias internas que los controlan. En este contexto, el objetivo planteado fue la adaptación al castellano de la Escala de Pasión por el Trabajo (PTW) de Vallerand y Houlfort. Los participantes han sido 513 trabajadores, obtenidos mediante un muestreo no probabilístico. Se han utilizado los programas FACTOR (versión 7.2), SPSS 20.0 y Mplus 6.12 En la escala PTW, los resultados del AFC (ESEM) apoyan el modelo de dos factores (Pasión Armoniosa y Pasión Obsesiva), presentando una fiabilidad adecuada e indicios de validez con: Burnout, Irritación, Engagement y Autoeficacia. Las Escala PTW es un instrumento fiable y válido, adecuado para ser usado en castellano

Adaptación española de la escala HPLP-II con una muestra de empleados / Spanish Adaptation of the HPLP-II toward with a Sample of Employees

Antecedentes: El objetivo de esta investigación fue la adaptación al castellano de la Escala HPLP-II de Walker y Hill-Polerecky en población trabajadora, teniendo en cuenta que los estilos de vida tienen una gran influencia en la salud laboral. Los seis factores que mide la escala original son: Actividad física, Crecimiento espiritual, Manejo del estrés, Nutrición, Relaciones interpersonales y Responsabilidad hacia la salud. Método: participaron en el estudio 513 trabajadores (48.1 % hombres, 51.9 % mujeres), escogidos mediante un muestreo no probabilístico. Se utilizaron los programas FACTOR (versión 7.2) y SPSS 20.0. Resultados: En la escala HPLP-II, los resultados apoyan una solución de cuatro factores, reduciéndose el número de ítems de 52 a 48, con una fiabilidad adecuada (Responsabilidad hacia la salud = 0.81, Actividad física = 0.86, Nutrición = 0.7 y Crecimiento espiritual y relaciones interpersonales = 0.88) e indicios de validez en relación con MBI-GS, Autoeficacia, Satisfacción con la Vida y Engagement. Conclusiones: Las Escala HPLP-II constituyen un instrumento fiable y válido, adecuado para ser usado en español.

Background: The lifestyles have great influence on the occupational health of workers. The objective of this research is the Spanish adaptation of HPLP-II Scale Walker and Hill-Polerecky in working population. Factors that measures the original scale are 6 and correspond to physical activity, Spiritual Growth, Stress Management, Nutrition, Interpersonal Relations and Responsibility to health. Method: Participants were 513 workers (48.1% male, 51.9% female), obtained by a non-probability sampling. We used the FACTOR programs (version 7.2) and SPSS 20.0. Results: In the HPLP-II scale, the results support a four-factor solution reducing the number of items 52-48, presenting adequate reliability (Responsibility towards health = 0.81, = 0.86 Physical Activity, Nutrition = 0.7 and spiritual growth and interpersonal relations = 0.88) and evidence of validity: MBI-GS, Self-Efficacy, Life Satisfaction and Engagement. Conclusions: HPLP-II Scale is a reliable and valid, suitable for use in Spanish instrument.

A predictive study of antecedent variables of workalcoholism / Estudio predictivo de las variables antecedentes de la adicción al trabajo

BACKGROUND: Recent studies have pointed to a relationship between personality variables, engagement, and the lifestyle of workers with workaholism. Our goal in the present study is to carry out a predictive study of the pre-existing variables for workaholism. METHOD: The study sample participants were 513 workers (48.1 % men, 51.9 % women), obtained through non-probability sampling. The programmes used were FACTOR (7.2 version) and SPSS 20.0. RESULTS: We found that personality variables such as engagement, self-efficacy, obsessive-compulsive component (ICO), satisfaction with life and lifestyle were predictive of workaholism. CONCLUSIONS: Workaholism can, in fact, be predicted through certain variables (personality, engagement, self-efficacy, ICO, satisfaction with life and lifestyle) and hence, the present study contributes to a better understanding of workaholism and to furthering a healthy life style which may be affected by workaholism

ANTECEDENTES: estudios recientes han sugerido que hay relación entre variables de personalidad, engagement y el estilo de vida de los trabajadores con la adicción al trabajo. En el presente trabajo nos hemos planteado el objetivo de realizar un estudio predictivo de las variables antecedentes de la Adicción al Trabajo. MÉTODO: los participantes han sido 513 trabajadores (48,1 % hombres, 51,9 % mujeres), obtenidos mediante un muestreo no probabilístico. Se han utilizado los programas FACTOR (versión 7.2) y SPSS 20.0. RESULTADOS: se determina la capacidad predictiva de variables como Personalidad, Engagement, Autoeficacia, componente obsesivo-compulsivo (ICO), Satisfacción por la vida y Estilo de vida sobre la Adicción al Trabajo y la Pasión por el trabajo. CONCLUSIONES: la Adicción al Trabajo se puede predecir a través de determinadas variables (Personalidad, Engagement, Autoeficacia, ICO, Satisfacción por la Vida y Estilo de Vida), contribuyendo la presente investigación a un mayor conocimiento de la Adicción al Trabajo y a la potenciación de un estilo de vida saludable que se puede ver afectado por la Adicción al Trabajo

Estructura factorial, fiabilidad y validez de la escala de adicción al trabajo (WorkBAT): Versión española / Factorial structure, reliability and validity of the workaholism scale (WorkBAT): Spanish version

El objetivo de este estudio fue realizar la adaptación al español del inventario WorkBAT de Spence y Robbins (1992) y analizar sus propiedades psicométricas. Para ello se administró una versión adaptada al español a dos muestras, la primera de ellas de 285 empleados (56.5% mujeres y 43.5% hombres) y la segunda de 342 empleados (52.9% mujeres y 47.1% hombres). A la primera muestra, se aplicó el análisis factorial exploratorio extrayéndose dos subescalas: motivación/implicación y disfute en el trabajo. A la segunda muestra, se aplicó el análisis factorial confirmatorio (ESEM) replicando los resultados anteriores. Ambas subscalas mostraron una buena fiabilidad. Las puntuaciones obtenidas en las mismas fueron relacionadas con diversos correlatos externos y otras escalas mostrando una buena validez convergente y criterial. Los resultados indican que la presente escala puede utilizarse para evaluar la adicción al trabajo y, además, es un instrumento con una apreciable bondad psicométrica. Futuras investigaciones podrían utilizar el WorkBAT como una herramienta de screening en combinación con otros instrumentos (AU)

This study aims to carry out an adaptation into Spanish of Spence and Robbins‟ WorkBAT inventory (1992) and to analyse its psychometric properties. With this objective in mind a version adapted into Spanish of two samples, the first consisting of 285 employees (56.5% women and 43.5% men) and the second of 342 employees (52.9% women and 47.1% men). The first sample, after it was subjected to an exploratory factor analysis, yielded two subscales: motivation/commitment and enjoyment at work. Confirmatory factor analysis (ESEM) was then applied to the second sample, replicating the previous results. Both subscales showed good reliability. The scores from the scales were then related to various external correlates and to other scales and displayed good convergent and criterion validity. The findings indicate that the present scale can be used to evaluate workaholism and furthermore that it is fundamentally a psychometrically sound instrument. The WorkBAT can be used in future research studies as a screening tool in combination with other instruments (AU)