Diseño y validación de la Escala de Percepción del Riesgo para Conducta Sexual en jóvenes ecuatorianos / Design and validation of the Risk Perception Scale for Sexual Behavior in Ecuadorian Youth

Resumen Introducción: Ser capaces de percibir el riesgo que suponen algunas conductas se asocia a la toma de decisiones protectoras y promotoras de la salud. A pesar de que esta relación es consistente en el caso de comportamientos sexuales, no existe un instrumento culturalmente adaptado al contexto ecuatoriano que evalúe este tipo de percepciones en adolescentes y jóvenes. El objetivo del estudio fue diseñar la "Escala de Percepción del Riesgo para Conducta Sexual en jóvenes ecuatorianos" y analizar sus propiedades psicométricas. Método: Participaron 1822 estudiantes universitarios, con edades entre 16 y 25 años. La escala final contiene 27 ítems. Resultados: El análisis factorial exploratorio determinó la presencia de cuatro subescalas: percepción del riesgo sobre conductas sexuales, percepción del uso del preservativo, conocimiento de los antecedentes sexuales de la pareja y fuente de información sobre sexualidad. El análisis factorial confirmatorio corroboró la estructura factorial con ajuste moderado. Los resultados de la fiabilidad del instrumento arrojaron una consistencia interna excelente. Asimismo, se observó una alta estabilidad, garantizando la fiabilidad test-retest. Conclusión: Se presenta un instrumento fiable y válido para la evaluación de la capacidad de los jóvenes para discernir qué conductas en el marco de la sexualidad podrían suponer un riesgo o una protección para su salud.

Abstract Introduction: Being able to perceive the risk posed by some behaviors is associated with making protective and health-promoting decisions. Although this relationship has been shown to be consistent in the case of sexual behaviors, there is no instrument culturally adapted to the Ecuadorian context that evaluates this type of perceptions in adolescents and young people. The aim of the study was to design the "Risk Perception Scale for Sexual Behavior in Ecuadorian Youth" and analyze its psychometric properties. Method: 1822 university students participated, aged between 16 and 25 years. The final scale contains 27 items. Results: The exploratory factor analysis determined the presence of four subscales: Perception of risk regarding sexual behavior; Perception of condom use; Knowledge of the partner's sexual history and Source of information on sexuality. The confirmatory factor analysis corroborated the factor structure with moderate adjustment. The instrument reliability results showed excellent internal consistency. Likewise, a high stability was observed, guaranteeing test-retest reliability. Conclusion: A reliable and valid instrument is presented for evaluating the ability of young people to discern which behaviors in the context of sexuality could pose a risk or protection to their health.

El efecto de la pandemia en la salud y Síndrome de Burnout en profesionales de enfermería de UCI / The effect of pandemic on health and Burnout Syndrome in ICU nursing professionals

Introducción: El personal de enfermería de UCI tiene un importante riesgo de padecer Síndrome de Burnout (SB) debido a las condiciones estresantes propias de su trabajo. La pandemia ha emporado estas condiciones, por lo que probablemente estas/os profesionales mostrarán puntuaciones de SB y afectación de su salud. Objetivo: Determinar cuáles han sido las repercusiones en los distintos ámbitos de la salud y en el desempeño de su trabajo en profesionales de enfermería que han trabajado en la UCI en plena pandemia por covid19. Método: Se llevó a cabo un estudio de tipo descriptivo transversal. Participaron 68 profesionales de enfermería que hayan trabajado en UCI durante la pandemia. Cada participante contestó un cuadernillo con las siguientes escalas: Escala de Burnout, Cuestionario de Calidad de Vida SF-36 y Escala de Síntomas Somáticos Revisada. Resultados: Se ha encontrado que las enfermeras de UCI tienen SB y obtuvieron puntuaciones altas en cada una de sus dimensiones, así como presentaron síntomas psicosomáticos, especialmente en las subescalas Musculoesquelético y Reproductor Femenino. En cambio, los niveles de salud en las distintas subescalas de la SF-36 no fueron bajos, sino intermedios. Ser mujer, haber dado positivo en covid19, tener algún/a familiar o amistad que haya también dado positivo y ser cuidadora principal ser relacionó negativamente con la aparición de SB, en la salud y la somatización. Conclusión: A raíz de los datos obtenidos se considera que hay razones de peso que justifican la necesidad de esTablecer protocolos de actuación psicológica dirigida a enfermeras de UCI. (AU)

Introduction: ICU nurses have a significant risk of BS due to the stressful conditions of their work. The pandemic has worsened these conditions, so these professionals will probably show Burnout Syndrome scores and affectation of their health. Objective: Determine the impact on the different health domains and on the performance of their work in nurses who have worked in the ICU in the midst of the COVID19pandemic. Method: A cross-sectional descriptive study was carried out. Sixty-eight nursing professionals who had worked in the ICU during the pandemic participated. Each participant completed a booklet with the following scales: Burnout Scale, SF-36 Quality of Life Questionnaire and Somatic Symptom Scale-Revised (ESS-R). Results: It has been found that ICU nurses have BS and obtained high scores in each of its dimensions, as well as psychosomatic symptoms, especially in the Musculoskeletal (ME) and Female Reproductive (RF) subscales. On the other hand, the health levels in the different subscales of the SF-36 were not low, but intermediate. Being a woman, having tested positive for covid19, having a family member or friend who has tested positive for COVID19 and being the main caregiver negatively influenced the appearance of BS, health and somatization. Conclusion: As a result of the data obtained of the ICU nurses, it is considered that there are compelling reasons that justify the need to establish protocols for psychological action aimed at ICU nurses.

The Empathic Capacity and the Ability to Regulate It: Construction and Validation of the Empathy Management Scale (EMS).

The aim of this study was to develop a measure to evaluate the management of empathic capacity. To this end, two studies were conducted. Study 1 (N = 277, 172 females) describes the scale creation procedure, factorial validity, and internal consistency. The exploratory factor analysis yielded a five-factor model with 18 items (62.4% of the variance explained). The dimensions were as follows: D1: identification, D2: incorporation, D3: reverberation, D4: separation, and D5: projection. The internal consistency was good (alpha values ranging from 0.70 to 0.80). Study 2 (N = 480, 323 females) examined the validity (including convergent validity) of the model and the relationships with sociodemographic variables. The five-factor model showed a robust goodness of fit, χ2 = 240.5, p < 0.001, root mean square residual (RMSR) = 0.05. The fit indices were satisfactory, Non-normed fit index (NNFI) = 0.89, comparative fit index (CFI) = 0.90, mean square error of approximation (RMSEA) = 0.04. The convergent validity analysis showed that, as empathy management increased, so too did the empathy level and emotional intelligence. Some differences by age and sex were found. In conclusion, the Empathy Management Scale is a valid and reliable instrument for analyzing the empathic process that allows vulnerabilities and strengths to be estimated, which could improve professional practice in the healthcare context.

Efectos psicológicos de la pandemia covid 19 en el personal del ámbito sanitario / Psychological effects of the covid19 pandemic on healthcare professionals

OBJETIVO: Analizar los efectos psicológicos que la actual pandemia de coronavirus (covid19) está teniendo en los profesionales del ámbito sanitario. MÉTODOS: Estudio descriptivo de corte transversal en una muestra de 1150 profesionales del ámbito sanitarios, seleccionados al azar. Las mediciones y los resultados se explicaron con el modelo teórico el Diferencial Semántico propuesto por Osgood. RESULTADOS: Se ha encontrado que, en general, el personal del ámbito sanitario se siente muy desprotegido, con miedo y estresado. Confieren más miedo al autocontagio que al contagio de otros. Perciben su trabajo como eficaz, beneficioso, activo, útil y flexible, y simultáneamente se siente amable, afectivo, sincero, cálido y discreto. Encontramos que las enfermeras, y después los técnicos en cuidados enfermeros se sienten más útiles, valientes, importantes y sinceras que otras categorías sanitarias, entre las que figuran los y las médicos/as. Las emociones que sentían el personal sanitario están fuertemente influidas por la orientación política que tuvieran. CONCLUSIÓN: El estudio realizado sobre el efecto psicológico de la actual pandemia en los profesionales del ámbito sanitario aporta diferencias significativas en función de la profesión, el contrato laboral, el sexo y la orientación política de los entrevistados

OBJECTIVE: To analyze the psychological effects that the current coronavirus pandemic (covid19) is having on healthcare professionals. METHODS: Descriptive cross-sectional study in a sample of 1,150 healthcare professionals, randomly selected. Measurements and results were explained with the theoretical model of the Semantic Differential proposed by Osgood. RESULTS: It has been found that, in general, healthcare professionals feel very unprotected, afraid and stressed. They were more afraid of self-contagion than of others. They perceived their work as effective, beneficial, active, useful and flexible, and at the same time, they feel kind, affective, sincere, warm and discreet. We found that nurses, and later, nurse care technicians feel more useful, brave, important, and sincere than other healthcare categories, including physicians. The emotions that the health personnel felt were strongly influenced by their political orientation. CONCLUSION: The study carried out on the psychological effect of the current pandemic on health professionals provides significant differences depending on the profession, the employment contract, the sex and the political orientation of the interviewees

How to Avoid Stereotypes? Evaluation of a Strategy based on Self-Regulatory Processes.

Based on research on the motivational processes involved in preventing and controlling stereotypes, we aimed to assess whether temporary activation of egalitarian goals - by means of a task that gives respondents exposure to a text on gender inequality - can prevent stereotyped answers on the task. The task asks participants to place women and men into a hierarchical organizational structure. Two specific objectives were established: first, to control the effect of prejudice and egalitarian commitment on the dependent variable; and second, to study gender differences in task responses. The study included 474 college students, 153 men and 321 women. Their mean age was 20.04 (SD = 4.43). ANCOVA indicated main effects of condition, F(1) = 4.15, p = .042, η2 = .081 (control condition without goal activation vs. experimental condition with goal activation) and sex, F(1) = 40.46, p < .001, η2 = .081, on the dependent variable (female candidates placed in the chart). Specifically, responses from participants in the experimental condition avoided stereotyped answers more than participants in the control condition. Furthermore, women's performance on the task was more egalitarian than men's. Finally, there was a significant interaction effect of condition and type of organization, F(2) = 3.97, p = .019, η2 = .017; participants assigning candidates to the feminized organization differed the most across conditions.

How to avoid stereotypes? Evaluation of a strategy based on self-regulatory processes

Based on research on the motivational processes involved in preventing and controlling stereotypes, we aimed to assess whether temporary activation of egalitarian goals -by means of a task that gives respondents exposure to a text on gender inequality- can prevent stereotyped answers on the task. The task asks participants to place women and men into a hierarchical organizational structure. Two specific objectives were established: first, to control the effect of prejudice and egalitarian commitment on the dependent variable; and second, to study gender differences in task responses. The study included 474 college students, 153 men and 321 women. Their mean age was 20.04 (SD = 4.43). ANCOVA indicated main effects of condition, F(1) = 4.15, p = .042, η2 = .081 (control condition without goal activation vs. experimental condition with goal activation) and sex, F(1) = 40.46, p < .001, η2 = .081, on the dependent variable (female candidates placed in the chart). Specifically, responses from participants in the experimental condition avoided stereotyped answers more than participants in the control condition. Furthermore, women's performance on the task was more egalitarian than men's. Finally, there was a significant interaction effect of condition and type of organization, F(2) = 3.97, p = .019, η2 = .017; participants assigning candidates to the feminized organization differed the most across conditions (AU)

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Analysis of current gender stereotypes / Análisis de los estereotipos de género actuales

Gender stereotypes are believes about attributes associated to women and men that reveal gender discrimination. In order to identify changes of gender discrimination, the study of the stereotypes that prevail nowadays is essential. Therefore, a scale consists of 258 stereotypic characteristics was elaborated. This scale comprised two versions, one for female and one for male, which permits the understanding of how each gender is perceived currently. Both versions were filled out by 164 undergraduates (50% women). Taking into account those stereotypes that are still differentially assigned to each gender, this study identifies current gender stereotypes that are independent of sociodemographic characteristics, such as age or sex. In addition, new gender stereotypes emerged recently were gathered, and important changes of stereotypes were emphasized, especially those of feminine stereotypes. According to social role theory, these changes are the consequence of social roles changes. Conclusions highlight that, although part of the results involve progress on the achievement of equality, traditional stereotypic characteristics are still ascribed to each gender, which perpetuate discrimination

Los estereotipos de género son creencias sobre las características asociadas a mujeres y hombres que mantienen la discriminación de género. El estudio de los estereotipos que prevalecen en nuestros días se torna indispensable para conocer los cambios que se van produciendo en relación a este fenómeno. Con este objetivo, se construyó una escala que contenía 258 características estereotípicas con dos versiones que permitieran conocer por separado cómo se percibe actualmente a cada género. Una muestra de 164 estudiantes de universidad (50% mujeres) completaron ambas versiones. Los resultados de este estudio permiten identificar los estereotipos de género vigentes señalando aquéllos que en la actualidad aún se asignan diferencialmente a cada género e independientemente de características sociodemográficas como la edad o el sexo. Además, se recogen los estereotipos de género que han surgido nuevos. Destacamos los importantes cambios que se han producido en este tipo de creencias, especialmente en los estereotipos femeninos. Según la teoría del rol social, tales cambios serían una consecuencia del cambio producido en los roles sociales. Las conclusiones subrayan que, si bien parte de los resultados suponen un avance en el logro de la igualdad, aún se atribuyen características estereotípicas tradicionales a cada género que perpetúan la discriminación

Emotional intelligence and affective intensity as life satisfaction and psychological well-being predictors on nursing professionals.

The goal of this study was to examine the relationship between perceived emotional intelligence (PEI), affective intensity, life satisfaction, and psychological well-being in a sample of nursing professionals. Studies conducted in nursing have shown that emotional intelligence is a skill that minimizes the negative stress consequences. PEI was measured by the Trait Meta-Mood Scale, which includes the emotional attention, clarity and repair subscales. Affective intensity was measured by Larsen's Affective Intensity Scale. To analyze this relationship, we observed the impact of PEI and affective intensity on life satisfaction and psychological well-being, while controlling the sociodemographic variables. The correlation analyses showed significant relationships between the subscales of these variables. Clarity showed positive relationships with some psychological well-being dimensions. Affective intensity subscales presented relationships with life quality and different subscales of psychological well-being. Regression analyses indicated that repair is the only life satisfaction predictor. Moreover, clarity, some affective intensity dimensions, and sociodemographic variables are the main predictors of psychological well-being. The results confirmed the importance of repair on life quality and psychological well-being. Programs to improve nursing professionals' PEI are needed to increase their psychological well-being and life satisfaction.

Patrones de comunicación, diferenciación y satisfacción en la relación de pareja: Validación y análisis de estas escalas en muestras españolas / Communication pattern, differentiation and satisfaction in couple relationships: validation and anaysis of these scales in Spanish samples

Los estudios sobre maltrato indican la existencia de relación entre los patrones de comunicación y las diferencias en la relación de pareja con la satisfacción en la pareja y este aspecto (Badcock, Waltz, Jacobson y Gottman, 1993; Bartle y Rosen, 1994; Cook and Frantz-Cook, 1984; Penn, 2002). Sin embargo, las escalas que miden estas variables no se encontraban disponibles en castellano, surgiendo la necesidad de adaptación y validación de las mismas. En concreto, en este estudio validamos el cuestionario de patrones de comunicación (CPQ) (Christensen y Sullaway, 1984; Christensen, 1988), la escala de diferenciación en la pareja (DIFS-Couple) (Andeson y Sabatelli, 1992) y la escala de satisfacción marital de Kansas (Schumm, Nichols, Schectman, Grigsby, 1983), prestando especial atención a sus propiedades psicométricas. Por último, describimos las correlaciones entre estas tres variables, centrándonos en las relaciones que aparecen entre las subescalas de los cuestionarios y la escala de satisfacción de la pareja(AU)

Studies about violence point out that there is a relationship between Communication Patterns, Differentiation in the Couple and with Satisfaction with the Partner, and the family violence research (Badcock, Waltz, Jacobson y Gottman, 1993; Bartle y Rosen, 1994; Cook and Frantz-Cook, 1984; Penn, 2002). However, the scales which measure these variables are not available in Spanish. Hence, it was necessary to adapt and validate them. In the present work, we do it, focussing on their psychometric properties. Finally, we describe the correlations between these three variables, paying special attention to the relationships that emerged between the different questionnaire’s subscales and the satisfaction with the couple scale(AU)

Attitude similarity and stereotypicality in leader evaluation.

Stereotypicality and attitudinal similarity are variables broadly studied in the research about leader's acceptance and evaluation. However, the interaction between these variables has not been deeply studied. An experimental research in which we analyze the influence of both variables and their interaction on leaders' evaluation is presented. A 3 x 3 (attitudinal similarity [none, moderate, high] x leaders' stereotypicality [none, moderately and very stereotypical]) design was used. Participants were 215 Psychology students. Results show that both variables influenced leaders' evaluation, although the influence of stereotypicality was stronger than that of attitude similarity. The significant interaction between both variables indicates that, when a very stereotypical leader is not at all similar or moderately similar to the perceiver, his or her evaluation diminishes.

Attitude Similarity and Stereotypicality in Leader Evaluation

Stereotypicality and attitudinal similarity are variables broadly studied in the research about leader’s acceptance and evaluation. However, the interaction between these variables has not been deeply studied. An experimental research in which we analyze the influence of both variables and their interaction on leaders’ evaluation is presented. A 3 × 3 (attitudinal similarity [none, moderate, high] × leaders’ stereotypicality [none, moderately and very stereotypical]) design was used. Participants were 215 Psychology students. Results show that both variables influenced leaders’ evaluation, although the influence of stereotypicality was stronger than that of attitude similarity. The significant interaction between both variables indicates that, when a very stereotypical leader is not at all similar or moderately similar to the perceiver, his or her evaluation diminishes (AU)

La estereotipicidad y la semejanza actitudinal son dos variables ampliamente estudiadas en los estudios sobre la aceptación y valoración de los líderes. Sin embargo, la interacción entre ambas no ha sido abordada en profundidad. Aquí se presenta una investigación experimental en la que se estudia y compara la influencia de estas dos variables y de su interacción sobre la evaluación de un líder. Se utilizó un diseño 3 (semejanza actitudinal: ninguna, moderada y alta) × 3 estereotipicidad: líderes nada, moderadamente y muy estereotípicos). Participaron 215 estudiantes de Psicología. Los resultados muestran que ambas variables influyen significativamente en la evaluación de los líderes, aunque la estereotipicidad lo hace en mayor medida que la semejanza. Sin embargo, la interacción significativa entre ambas variables indica que cuando el líder muy estereotípico es moderadamente o no es nada semejante al perceptor, su evaluación disminuye (AU)