Psychometric properties of a Spanish translation of the Functionality Appreciation Scale (FAS) in adults from Colombia.

The 7-item Functionality Appreciation Scale (FAS) measures the extent of an individual's appreciation of their body for what it can do and is capable of doing. Although the FAS has been widely used in diverse linguistic contexts, it has not been previously translated into Spanish. Here, we examined the psychometric properties of a novel Spanish translation of the FAS in Colombian adults. A total of 1420 university students from Colombia (804 women, 616 men) completed the FAS, as well as additional validated measures. Exploratory and confirmatory factor analyses in separate subsamples supported a unidimensional model of FAS scores. The FAS evidenced scalar invariance across gender identity, with men having significantly higher FAS scores than women (Cohen's d = 0.18). FAS scores were also found to have adequate composite reliability, as well as adequate convergent (significant associations with body appreciation, appearance evaluation, and eating disorder psychopathology) and concurrent validity (significant associations with self-esteem, life satisfaction, and gratitude). Functionality appreciation incrementally predicted life satisfaction in women, but not in men. Overall, these results suggest that the Spanish FAS is a psychometrically valid and reliable tool for the assessment of functionality appreciation in university-aged populations from Colombia.

Diseno del trabajo, bienestar y salud mental: Revision de literatura / Work Design, Well-being, and Mental Health: Literature Review

Resumen. El presente texto aporta al conocimiento sobre la relación entre diseno del trabajo, bienestar y salud mental. Realizamos una revisión de las publicaciones más recientes en relación con las variables estudiadas para ofrecer una sintesis de los principales conceptos, modelos teóricos y la evidencia empirica que explican la relación. Efectuamos la búsqueda en cuatro bases de datos: Web of Science, Springer, Ebsco y Pro-Quest en las que identificamos N = 11,878 artículos sobre Work design (N = 4,332), Job Desgin (N = 4,854) y Job Demands-Resources (N = 2,692). Destacamos los modelos de características del trabajo y de demandas-recursos laborales, para promover el bienestar y salud mental de los trabajadores. Analizamos la importancia de integrar las variables a nivel práctico, en relación con las unidades de análisis individual, grupal y organizacional; así como la necesidad de tener en cuenta la variedad de ocupaciones, cargos y la forma en que sus empleados se interrelacionan.

Abstract. This text contributes to the knowledge about the relationship between work design, well-being and mental health. We review the most recent publications concerning the variables studied to offer a synthesis of the main concepts, theoretical models and the empirical evidence that explain the relationship. We searched four databases: Web of Science, Springer, Ebsco and Pro-Quest, in which we identified N = 11,878 articles on Work design (N = 4,332), Job design (N = 4,854) and Job Demands-Resources (N = 2,692). We highlight the models of job characteristics and job-demand resources, to promote the well-being and mental health of workers. We discuss the importance of integrating the variables at a practical level, about the individual, group and organizational units of analysis; as well as the need to take into account the variety of occupations, positions and how their employees interact.

Validation of the Job Crafting Scale in Latin American Workers

En este estudio, se analizaron las propiedades psicométricas de la versión en español (Bakker et al., 2018) de la escala Job Crafting de Tims et al. (2012) en población latinoamericana. Aplicamos la escala a una muestra de 903 empleados (42.6% mujeres y 57.4% hombres) de Colombia y Ecuador. Se examinaron la fiabilidad y la validez. Los resultados del análisis factorial confirmatorio mostraron un ajuste adecuado tanto en Colombia (CFI = .916, TLI = .900, IFI = .917, RMSEA = .060) como en Ecuador (CFI = .918, TLI = .903, IFI = .919, RMSEA = .064), en la estructura de cuatro factores de la escala original. Se encontró evidencia de validación, relacionada con el criterio de bienestar psicológico, para las dimensiones de recursos estructurales crecientes y demandas desafiantes crecientes. La versión en español de la escala demuestra su utilidad para la investigación en el contexto latinoamericano.(AU)

In this study, the psychometric properties of the Spanish version (Bakker et al., 2018) of the Job Crafting scale of Tims et al. (2012), was an-alyzed in a Latin American population. We applied the scale to a sample of 903 employees (42.6% women & 57.4% men) from Colombia and Ecua-dor. Reliability and validity were examined. The results of the confirmatory factor analysis showed an adequate fit both in Colombia (CFI = .916, TLI = .900, IFI = .917, RMSEA = .060) and in Ecuador (CFI = .918, TLI = .903, IFI = .919, RMSEA = .064), in the four-factor structure of the origi-nal scale. Evidence of validation, related to criterion for psychological well-being for the dimensions of increasing structural resources and increasing challenging demands, was found. The Spanish version of the scale demon-strates its usefulness for research in the Latin American context.(AU)

Liderazgo, factores de riesgo psicosocial y estrés en la Dirección de Tránsito y Movilidad en Zapotlán el Grande (Jalisco) / Leadership, psychosocial risk factors and stress in the Traffic and Mobility Directorate in Zapotlán el Grande (Jalisco)

RESUMEN Objetivo: El presente trabajo se centra en evaluar algunos factores de riesgo psicosocial como son, organización del tiempo de trabajo, liderazgo y relación, ambiente de trabajo y factores propios de la actividad, así como el estrés y el liderazgo en trabajadores de la Dirección de Tránsito y Movilidad de Zapotlán el Grande. Métodos: Se aplicaron los instrumentos de factores de riesgo de la Norma 035 de México, el cuestionario de liderazgo (MQL) y el cuestionario de estrés de la Organización Internacional del Trabajo y la Organización Mundial para la Salud. Resultados: El nivel de estrés encontrado fue de M = 51.09 (D.E. = 20.97) y el nivel de factores de riesgo psicosociales fue de M = 66.19 (D.E. = 15.53) puntos. El estrés se encontró relacionado con la escala global de factores de riesgo (r = 0.422; p < 0.01). El liderazgo transformacional se correlacionó de manera inversa con factores de riesgo psicosocial (r = -0.642; p < 0.01). Conclusiones: Se encontraron niveles de estrés que pueden no ser dañinos y factores de riesgo propios de la actividad elevados. Los factores de riesgo de ambiente de trabajo, jornada de trabajo, interferencia familia-trabajo y violencia se correlación con el estrés. El liderazgo presentó una correlación inversa con factores de riesgo. Se recomienda realizar una intervención en la población con el fin de brindar un apoyo psicológico, emocional y consejería, con el fin de evitar el estrés y disminuir los factores de riesgo presentes en el trabajo.

ABSTRACT Objective: The present work focuses on evaluating some psychosocial risk factors such as, organization of work time, leadership and relationship, work environment and factors specific to the activity, as well as stress and leadership in management workers of Transit and Mobility of Zapotlán el Grande. Methods: Te risk factor instruments of the Mexican Standard 035, the leadership questionnaire (MQL) and the Stress questionnaire of the International Labor Organization and the World Health Organization were applied. Results: Te stress level found was M = 51.09 (SD = 20.97), and the level of psychosocial risk factors was M = 66.19 (SD = 15.53) points. Stress was found related to the global scale of risk factors (r = 0.422; p <0.01). The leadership transformational was inversely correlated with psychosocial risk factors (r = -0.642; p <0.01). Conclusions: Stress levels that may not be harmful and risk factors characteristic of the activity were found. Risk factors for work environment, work day, family-work interference and violence are correlated with stress. The leadership presented an inverse correlation with risk factors. It is recommended to carry out an intervention in the population in order to provide psychological, emotional and counseling support, in order to avoid stress and reduce risk factors present at work.

Spanish-Language Adaptation of Morgeson and Humphrey's Work Design Questionnaire (WDQ).

Since work organizations became the subject of scientific research, how to operationalize and measure dimensions of work design has been an issue, mainly due to concerns about internal consistency and factor structure. In response, Morgeson and Humphrey (2006) built the Work Design Questionnaire -WDQ-, an instrument that identifies and measures these dimensions in different work and organizational contexts. This paper presents the instruent's adaptation into Spanish using reliability and validity analysis and drawing on a sample of 1035 Spanish workers who hold various jobs in an array of occupational categories. The total instrument's internal consistency was Cronbach's alpha of .92 and the various scales' reliability ranged from .70 to .96, except for three dimensions. There was initially a difference in the comparative fit of the two versions' factor structures, but the model with 21 work characteristics (motivational -task and knowledge-, social, and work context) showed the highest goodness of fit of the various models tested, confirming previous results from the U.S. version as well as adaptations into other languages and contexts. CFA results indicated goodness of fit of factor configurations corresponding to each of the four major categories of work characteristics, with CFI and TLI around .90, as well as SRMR and RMSEA below .08. Thus it brings to the table a reliable, valid measure of work design with clear potential applications in research as well as professional practice, applications that could improve working conditions, boost productivity, and generate more personal and professional development opportunities for workers.

Descriptive study of autopsies in the Atlantic and Magdalena departments / Estudio descriptivo de las autopsias en los departamentos Atlántico y Magdalena

Abstract The present study is aimed to determine some epidemiological aspects related to homicides committed by hired killers with firearms. We conducted a data collection survey of historical records from the Institute of Legal Medicine and Forensic Sciences. The sample (n = 310) is composed of homicide victims in 2007 in the departments of Atlántico and Magdalena. We found that 93.5 % of the victims were male. Most of the victims (38.7 %) were found in the age range between 21 and 30 years old. A high percentage (32.9 %) of the victims were unmar ried. The most common racial trait was the "mestizo" (94.2 %). A percentage of 48.4 % of the victims had a height between 161 and 170 cms. The days with higher incidence of killings were Mondays (19 %) and Fridays (18.4 %). The places where most of the murders happened were "in public" places with a percentage of 33.2 %. The most common number of bullet impacts was "2" with a 21.3 %. The most common body region impacted was on the head. Finally the paper presents the findings of the study.

Resumen El presente estudio se propuso determinar algunos aspectos epidemiológicos relacionados con los homicidos cometidos por sicarios con arma de fuego. Se realiza una colección de registros históri cos del Instituto de Medicina Legal y Ciencias Forenses. La muestra (n=310) está compuesta por víctimas de homicidio del año 2007 en los departamentos Atlántico y Magdalena. Se encontró que el 93,5 % de las víctimas eran de sexo masculino. La mayoría de las víctimas (38,7 %) se en contraban en el rango de edad de 21 a 30 años. Un alto porcentaje (32,9 %) de las víctimas vivían en unión libre. El rasgo facial más común era el "mestizo" (94,2 %). El 48,4 % de las víctimas me dia entre 161 y 170 centímetros de estatura. Los días con mayor incidencia eran los lunes (19 %) y los viernes (18,4 %). Los lugares descritos como "públicos" fue donde ocurrieron la mayoría de los homicidios con un porcentaje del 33,2 %. "2" fue el número de impactos de bala más común con un 21,3 %. La región corporal que fue impactada con mayor frecuencia se trató del área de la cabeza. Finalmente, el artículo presenta los resultados del estudio.

Spanish-language adaptation of Morgeson and Humphrey’s Work Design Questionnaire (WDQ)

Since work organizations became the subject of scientific research, how to operationalize and measure dimensions of work design has been an issue, mainly due to concerns about internal consistency and factor structure. In response, Morgeson and Humphrey (2006) built the Work Design Questionnaire -WDQ-, an instrument that identifies and measures these dimensions in different work and organizational contexts. This paper presents the instruent’s adaptation into Spanish using reliability and validity analysis and drawing on a sample of 1035 Spanish workers who hold various jobs in an array of occupational categories. The total instrument’s internal consistency was Cronbach’s alpha of .92 and the various scales’ reliability ranged from .70 to .96, except for three dimensions. There was initially a difference in the comparative fit of the two versions’ factor structures, but the model with 21 work characteristics (motivational -task and knowledge-, social, and work context) showed the highest goodness of fit of the various models tested, confirming previous results from the U.S. version as well as adaptations into other languages and contexts. CFA results indicated goodness of fit of factor configurations corresponding to each of the four major categories of work characteristics, with CFI and TLI around .90, as well as SRMR and RMSEA below .08. Thus it brings to the table a reliable, valid measure of work design with clear potential applications in research as well as professional practice, applications that could improve working conditions, boost productivity, and generate more personal and professional development opportunities for workers (AU)

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Inteligencia emocional y percepción de las emociones básicas como un probable factor contribuyente al mejoramiento del rendimiento en las ventas: Una investigación teórica / Emotional Intelligence and Perception of Basic Emotions as a Possible Contributing Factor to Improve Sales Performance: A Theoretical Research

La inteligencia emocional es uno de los conceptos que ha empezado a transformar el mundo empresarial gracias a los avances en el reconocimiento y el manejo de las emociones. Este es un campo que permitirá la elaboración de estrategias para robustecer los procesos de desarrollo organizacional. El presente artículo de investigación bibliográfica, sistematiza y aporta a la producción científica sobre el concepto de inteligencia emocional y sus potenciales aplicaciones al proceso de ventas. El objetivo de este estudio fue el de conceptualizar acerca del rol que puede jugar la percepción de los distintos estados emocionales en el proceso de ventas y cómo esto puede ayudar a mejorar el rendimiento empresarial.

Emotional intelligence is one of the concepts that have begun to transform the business world thanks to the advancements in emotional management and recognition. This is a field that allows the elaboration of strategies for the strengthening of organizational development processes. The present article of bibliographic research incorporates part of the scientific production about the concept of emotional intelligence and the possible application of this concept into the sales process. The objective is to conceptualize about the role that the perception of different emotional states can play in the sales process and how it can help improve organizational performance.

Creencias irracionales, síndrome de Burnout y adicción al trabajo en las organizaciones / Irrational beliefs, Workaholism and Burnout syndrome inside organizations

El presente artículo de revisión, expone los resultados de una investigación bibliográfica sobre la relación existente entre las creencias irracionales, la adicción al trabajo y el síndrome de Burnout en el contexto de las organizaciones. Con esta finalidad, se contemplaron aspectos como la conceptualización de los constructos, su origen y sus interrelaciones, las características de las personas que lo presentan, los perjuicios en la salud física y estrategias de intervención. Entre las principales conclusiones señalamos que se deben fortalecer los estudios que tengan en cuenta los niveles individuales, organizacionales y grupales en la institución, para profundizar en la complejidad sistémica de la condición; además, se observa la necesidad de construir un modelo que permita la transformación de los contextos laborales no saludables

This article exposes the outcomes of a bibliographic research about the relation between irrational beliefs, workaholism and burnout. For this purpose, we contemplated aspects like definition, origin and connection between these three phenomena, characteristics of workaholics and people with burnout syndrome and the impact on health and intervention. We concluded it is required new researches that take into account individual, organizational and group levels in the organization to deepen the study of the systemic complexity of these phenomena; there is also necessary to build a model that allows the transformation of unhealthy work environments

Riesgos psicosociales: la psicología organizacional positiva como propuesta de promoción, prevención e intervención / Psychosocial risks: positive organizational psychology as a proposal for promotion, prevention and intervention

El objetivo de este trabajo fue conceptualizar las bases de una psicología organizacional positiva para la prevención de problemas y riesgos psicosociales en el contexto organizacional. Se utilizaron fuentes bibliográficas de primer y segundo orden. El análisis se realizó a partir de las categorías encontradas en el esquema teórico. Existe la necesidad de plantear un modelo comprehensivo que, basado en investigación empírica, permita disminuir, prevenir o erradicar los riesgos psicosociales en el contexto organizacional. La psicología organizacional positiva ofrece un modelo que podría facilitar el desarrollo de este modelo. Argumentamos que es necesario desarrollar, desde la psicología organizacional positiva, un programa de intervención que nos permita estructurar tanto las condiciones del trabajo como los recursos laborales que tienen las personas.

Conceptualize the basis of a positive organizational psychology to the prevention of problems and psychosocial risks in the organizational context. Bibliographical sources of first and second order where used. The analysis is based from the categories found in the theoretical framework. There is a need to develop a comprehensive model, based on empirical research that allows reducing, preventing or eliminating psychosocial risks in the organizational context. Positive Organizational Psychology presents a model that could facilitate the development of this model. We argue that it is necessary to develop, from positive organizational psychology, an intervention program that allows us to structure both working conditions as labor resources that people have.