Factorial validity of the Job Expectations Questionnaire in a sample of Mexican workers.

The aim of this study was to examine the factorial validity of the Job Expectations Questionnaire (Cuestionario de Expectativas Laborales CEL) in a sample of Mexican workers. Following a cross validation approach, two samples were used in the study. The first sample consisted of 380 professionals who mainly performed administrative work in the Health Services in Puebla-Mexico. The second sample comprised 400 health professionals from the Hospital de la Mujer in Puebla-Mexico. Exploratory factor analysis yielded a three-factor solution, accounting for 51.8% of the variance. The results of confirmatory factorial analysis indicate that the three-factor model provided the best fit with the data (CFI = .96, GFI = .95, NNFI = .95, RMSEA = .04), maintaining the structure with 12 items. The reliability of the questionnaire and the diverse subscales showed high internal consistency. Significant correlations were found between job expectations and autonomy, vigor, dedication, and absorption, providing evidence of its construct validity. The evaluation of the psychometric qualities confirms this questionnaire as a valid and specific instrument to measure job expectations.

Factorial Validity of the Job Expectations Questionnaire in a Sample of Mexican Workers

The aim of this study was to examine the factorial validity of the Job Expectations Questionnaire (Cuestionario de Expectativas Laborales CEL) in a sample of Mexican workers. Following a cross validation approach, two samples were used in the study. The first sample consisted of 380 professionals who mainly performed administrative work in the Health Services in Puebla-Mexico. The second sample comprised 400 health professionals from the Hospital de la Mujer in Puebla-Mexico. Exploratory factor analysis yielded a three-factor solution, accounting for 51.8% of the variance. The results of confirmatory factorial analysis indicate that the three-factor model provided the best fit with the data (CFI = .96, GFI = .95, NNFI = .95, RMSEA = .04), maintaining the structure with 12 items. The reliability of the questionnaire and the diverse subscales showed high internal consistency. Significant correlations were found between job expectations and autonomy, vigor, dedication, and absorption, providing evidence of its construct validity. The evaluation of the psychometric qualities confirms this questionnaire as a valid and specific instrument to measure job expectations (AU)

El objetivo de este estudio consistió en analizar las propiedades psicométricas y la validez del Cuestionario de Expectativas Laborales (CEL) en trabajadores mexicanos. Con el objetivo de realizar una validación cruzada se emplearon dos muestras en el estudio. La primera está compuesta por 380 profesionales que realizaban principalmente tareas administrativas en el sector salud del estado de Puebla-México. La segunda fueron 400 profesionales de la salud del Hospital de la Mujer Puebla-México. El análisis factorial exploratorio mostró una solución de tres factores que explican el 51,8% de la varianza total. Los resultados del análisis factorial confirmatorio indican que el modelo de tres factores, con una estructura de 12 ítems, se ajusta satisfactoriamente a los datos (CFI=0,96, GFI=095, NNFI= 0,95, RMSEA=0,04). El nivel de fiabilidad del cuestionario global y de las diferentes sub escalas muestra una alta consistencia interna. Se encontraron correlaciones significativas entre el CEL y diversas variables como: percepción de apoyo del supervisor, autonomía, vigor, dedicación y absorción, lo que apoya su validez convergente. La evaluación de las propiedades psicométricas confirma al CEL como un instrumento válido y específico de las expectativas laborales y se sugiere para poder ser utilizado en futuras investigaciones (AU)

Consecuencias positivas y negativas en el trabajo: el rol de las expectativas laborales en el proceso de desgaste profesional / Positive and negative consequences of burnout: the role of labor expectations

Según diversos autores, un desajuste entre las expectativas laborales y la realidad percibida conduciría a un bucle de experiencias laborales insatisfactorias, sentimientos no placenteros y consecuencias negativas de diversa índole. Sin embargo, las expectativas, como variable cognitiva que interviene en el proceso del desgaste profesional, han sido escasamente investigadas. El objetivo de esta investigación es estudiarla relación entre las expectativas laborales y consecuencias tanto positivas (satisfacción, interés y compromiso) como negativas (niveles de rendimiento laboral, afectación sociofamiliar, dolores del cabeza e insomnio) en el trabajo. Mediante un diseño transversal y con las medidas de auto-informe Cuestionario de Expectativas Laborales y Cuestionario Breve de Burnout se evaluaron 380 profesionales de los servicios de salud pública del estado de Puebla, México. Controlados los efectos de edad y género, Carga laboral (beta = 0.112), expectativas sobre Desarrollo profesional (beta = -0.111), Cansancio emocional (beta =0.558) y Despersonalización (beta = 0.128) resultaron significativas explicando un 41,6 por ciento de la varianza de las consecuencias negativas asociadas al burnout. Sin embargo, el nivel de ajuste de las expectativas laborales respectivas al Desarrollo profesional (beta= 0.373), Relaciones con el usuario (beta = 0.168) y Compensación (beta = 0.274) resultaron ser las únicas variables significativas explicando un 44.7 por ciento de la varianza de consecuencias positivas. Por tanto, los resultados indicaron la existencia de un peso diferencial de las expectativas laborales en función de las variables dependientes consideradas.

According to several authors, an imbalance between job expectations and perceived reality led to a loop of unsatisfied job experiences, unpleasant feelings and different king of negative consequences. However, job expectations, as a cognitive variable that interfere in the burnout process, are hardly investigated. The main aim of this research is the relationship between job expectations and consequences on work-settings considering both positive (satisfaction, motivation and commitment) and negative ones (levels of job performance, socio relative affectation, headache, and insomnia). Through a cross sectional design, and the Unmet Job Expectations and the Short Burnout Questionnaire, the sample consisted of 380 health professionals working in several general hospitals from the State of Puebla (Mexico). Hierarchical regression analyses revealed different significant interactions according to the dependent variables (positive or negative consequences). After controlling for gender and age, Workload (b = 0.112), Professional development met expectations (beta = -0.111), Emotional exhaustion (beta = 0.558), and Depersonalization (beta = 0.128) revealed significant effects accounting the 41.6 percent of the Negative consequences’ variance related to the burnout process. However, levels of job met expectations related to Professional development (beta = 0.373), Relations with users / clients (beta = 0.168), and Compensation (beta = 0.274) were revealed as the only significant variables accounting the 44.7 percent of the Positive consequences’ variance. Therefore, results showed a differential weight of met job expectations as regards the criterion variables considered.