Interventions to reduce the stigma of mental health at work: a narrative review.

BACKGROUND: While there are reviews of the literature on mental health stigma reduction programs, very few have focused on the workplace. OBJECTIVE: We sought to identify, describe and compare the main characteristics of the interventions to reduce the stigma towards mental health at work. METHOD: The search of original articles (2007 to 2022) was carried out in the Web of Science Core Collection and Scopus databases, selecting 25 articles from the key terms: 1. Stigma, 2. Workplace, 3. Anti-stigma intervention/program, 4. Mental health. RESULTS: These interventions can be effective in changing the knowledge, attitudes, and behaviors of workers towards people with mental health problems, although further verification of these results is needed as they are limited to date. DISCUSSION AND CONCLUSION: Interventions to reduce stigma in the workplace could create more supportive work environments by reducing negative attitudes and discrimination and improving awareness of mental disorders.

Interventions to reduce the stigma of mental health at work: a narrative review

Abstract Background While there are reviews of the literature on mental health stigma reduction programs, very few have focused on the workplace. Objective: We sought to identify, describe and compare the main characteristics of the interventions to reduce the stigma towards mental health at work. Method The search of original articles (2007 to 2022) was carried out in the Web of Science Core Collection and Scopus databases, selecting 25 articles from the key terms: 1. Stigma, 2. Workplace, 3. Anti-stigma intervention/program, 4. Mental health. Results: These interventions can be effective in changing the knowledge, attitudes, and behaviors of workers towards people with mental health problems, although further verification of these results is needed as they are limited to date. Discussion and conclusion Interventions to reduce stigma in the workplace could create more supportive work environments by reducing negative attitudes and discrimination and improving awareness of mental disorders.

Detección temprana de deterioro cognitivo leve en personas mayores durante la pandemia: protocolo cribado online / Early detection of mild cognitive impairment in older people during the pandemic: online screening protocol

Introducción: la pandemia COVID-19 ha tenido un gran impacto en la vida y en especial en las personas mayores. El objetivo del presente estudio fue explorar un protocolo de cribado online para detectar tempranamente Deterioro Cognitivo Leve en personas mayores. Métodos: fue de tipo cuantitativo y cualitativo. La muestra fue de 22 personas mayores de las comunas de Coronel y Lota, Región del Bio-bio. El protocolo estaba compuesto por: Cuestionario sociodemográfico, Test del Reloj Versión Cacho, Moca versión validada en Chile, Escala Depresión Yesavage y Test Acentuación de Palabras. El procedimiento consistió en la aplicación del protocolo a través de un Tablet o Laptop. Resultados: se encontró que la mayoría no presentaba deterioro cognitivo, pero si depresión. Conclusiones: se discute sobre la aplicación de un protocolo de diagnóstico online en personas mayores y los indicadores de depresión que podrían estar dado por la situación actual de pandemia.

The COVID-19 pandemic has had a great impact in the world, more so in the lives of elderly people. The objective of this study was to explore an online screening protocol to detect early Mild Cognitive Impairment. The method was both quantitative and qualitative, the sample included 22 elderly people from the Coronel y Lota, Biobio region. The protocol was integrated with a sociodemographic questionnaire, the Clock Drawing Test (Cacho Version), MOCA (validated in Chile version), Yesavage Depression Scale (Reduced version) and the Word Accentuation Test. The evaluation involved applying the protocol online in a tele neuropsychological assessment. The results showed that most of the elder people evaluated did not present cognitive impairment but did have depression. The application of an online diagnostic protocol in older people and the indicators of depression that could be given by the current pandemic situation are discussed.

Relationships between Individual and Social Resources, Anxiety and Depression in the Early Lockdown Stage by the COVID-19 in Chile.

The coronavirus disease has exposed the population to psychosocial threats that could increase mental health problems. This research analyzed the relationships between emotional states (negative [−EWB] and positive [+EWB] experienced well-being), personal resources (resilient coping [RC]), dispositional resources (control beliefs about stress [BAS]), and social resources (social support [SS]), and anxiety and depressive symptoms in a sample of the Chilean population (n = 592), who answered an online questionnaire. Multiple and moderated multiple regression analyses were carried out. Depressive symptoms showed a positive relationship with −EWB (ß = 0.805; p < 0.001) and negative relationship with +EWB (ß = −0.312; p < 0.001), RC (ß = −0.089; p < 0.01), BAS (ß = −0.183; p < 0.001) and SS (ß = −0.082; p < 0.001). Anxiety symptoms showed a positive relationship with −EWB (ß = 0.568; p < 0.001), and a negative relationship with +EWB (ß = −0.101; p < 0.03) and BAS (ß = −0.092; p < 0.001). BAS moderated the relationship between experienced well-being and depression symptoms, and RC moderated the relationship between experienced well-being with both depression and anxiety symptoms. Findings confirm the buffering effect of personal and dispositional resources when facing a sanitary and social crisis. Moreover, they help to understand the role of internal psychological processes during a crisis and how to cope with life-threatening events.

Validation of the Organizational Dehumanization Scale in Spanish-Speaking Contexts.

The objective of this study is to validate Caesens, Stinglhamber, and Demoulin's (2017) organizational dehumanization scale (ODS) in a Spanish-speaking sample. A sample of 422 employees (49.3% women and 50.7% men) from Chile answered an online questionnaire comprised of measures of organizational dehumanization and job satisfaction, organizational citizenship behaviors, and authentic leadership. To analyze the structure of the ODS, the sample was divided into two random subsamples and exploratory and confirmatory factor analyses were carried out. In addition, reliability and criterion validity were tested. As a result, the scale was composed of one factor. One item was eliminated due to its factor loading. The internal consistency was good (α = 0.92; ω = 0.92). The correlations between ODS, job satisfaction, organizational citizenship behaviors, and authentic leadership were statistically significant, from medium to high magnitude, indicating a reasonable degree of criterion validity. In conclusion, the Spanish version of the ODS shows adequate psychometric properties and can be useful for making progress on the understanding of organizational dehumanization and evaluating the organizational dehumanization in Spanish-speaking context.

Transcultural Validation of the Nordic Age Discrimination Scale for the Spanish-Speaking Working Populations.

Negative stereotypes about older workers can result in different types of age discrimination. The aim of this study was to run a transcultural adaptation and validation of the Nordic Age Discrimination Scale (NADS) into Spanish. Three independent samples of Chilean (N = 301), Colombian (N = 150), and Spanish (N = 209) workers over the age of 45, from different sectors and professional categories, answered a questionnaire including the NADS scale, measures of perceptions of inequality, workplace harassment and several scales related to outcome variables to test criterion and construct validity. The reliability index for the NADS was .85, a similar value for both Cronbach's alpha (α) and McDonald's omega (ω). CFA by country suggest good fit of this single-dimension structure in a final version of 5 items, and it presents scalar invariance; using the modification indices, partial invariance is achieved at the level of the variance of the errors. Both criterion and construct validity were verified, with strong evidence for criterion validity, and moderate results for construct validity. Therefore, the Spanish version of NADS had a single-dimension structure and adequate psychometric properties being a useful tool in measuring perceptions of age discrimination in different countries.

Transcultural Validation of the Nordic Age Discrimination Scale for the Spanish-Speaking Working Populations

Negative stereotypes about older workers can result in different types of age discrimination. The aim of this study was to run a transcultural adaptation and validation of the Nordic Age Discrimination Scale (NADS) into Spanish. Three independent samples of Chilean (N = 301), Colombian (N = 150), and Spanish (N = 209) workers over the age of 45, from different sectors and professional categories, answered a questionnaire including the NADS scale, measures of perceptions of inequality, workplace harassment and several scales related to outcome variables to test criterion and construct validity. The reliability index for the NADS was .85, a similar value for both Cronbach’s alpha (α) and McDonald’s omega (ω). CFA by country suggest good fit of this single-dimension structure in a final version of 5 items, and it presents scalar invariance; using the modification indices, partial invariance is achieved at the level of the variance of the errors. Both criterion and construct validity were verified, with strong evidence for criterion validity, and moderate results for construct validity. Therefore, the Spanish version of NADS had a single-dimension structure and adequate psychometric properties being a useful tool in measuring perceptions of age discrimination in different countries. (AU)

Authentic Leadership and Its Relationship With Job Satisfaction: The Mediator Role of Organizational Dehumanization.

The objective of this research was to examine the mediating role that organizational dehumanization plays between authentic leadership and job satisfaction. The study was carried out with a sample of 422 participants, 50.7% were men and 49.3% women, with an average age of 38.96 years. The workers belong to different public and private organizations in Chile, and they responded to instruments of sociodemographic characterization, employment history and the scales of organizational dehumanization, authentic leadership, and job satisfaction. Data analysis included descriptive, correlational, and mediation analyses. The results allow us to maintain the hypothesis that organizational dehumanization plays a mediator role in the relationship between authentic leadership and job satisfaction. Implications of these findings are discussed.

Effectiveness of an intervention to reduce stigma towards people with a severe mental disorder diagnosis in primary health care personnel: Programme Igual-Mente.

This study assessed the effectiveness of a program (called Igual-Mente, Equal-Mind) designed to reduce stigma in primary health care personnel. A random clinical trial was performed (ISRCTN46464036). There were 316 primary care professionals and technicians who were randomized and assigned to the experimental or control group. The program considered as strategies the education, the contact and the development of skills. There were six sessions with the primary care staff and two sessions with the managers of the health centers. It was executed by two facilitators, a professional psychologist and an expert by experience, i.e., a person diagnosed with a severe mental disorder (SMD). Attitudes, social distance, and humane treatment behaviors toward people with SMD were assessed. The intervention was effective in reducing stigma attitudes y social distance towards people diagnosed with SMD. The magnitude of the changes ranged from moderate to high in all these variables and the effects were maintained for four months after the end of the program. Regarding humane treatment behaviors, the effects were less clear. This study shows good results indicating that well-designed interventions can effectively reduce stigma towards people diagnosed with SMD, which is one of the main challenges of health systems.

Stigma towards people with a diagnosis of severe mental disorder in primary healthcare centers: perspectives of service users and health teams in Chile.

BACKGROUND: Stigma towards people diagnosed with a severe mental disorder (SMD) is one of the main obstacles for these service users to receive timely and relevant healthcare. This study was undertaken to understand how stigmatizing attitudes are demonstrated towards people with SMD in primary healthcare centers (PHC) from the perspective of those affected and primary healthcare professionals. METHODS: We used a qualitative exploratory research design to contrast the differences and similarities regarding stigmatizing attitudes towards people with SMD in primary healthcare centers (PHC) from the perspective of two groups: (i) people diagnosed with a severe mental disorder, and (ii) healthcare professionals. Data was collected through semi-structured interviews and discussion groups and subsequently analyzed using Atlas.ti software. RESULTS: Our results indicate that both service users and healthcare professionals manifest stereotypes, prejudices, and discriminatory behavior in health care. In addition, structural aspects of the health system and organizational culture appear to contribute to stigmatization. Both groups agreed that there is a need for healthcare professionals to have more education, specialization, and skill development related to mental health issues. CONCLUSIONS: Interventions to reduce the stigma towards people with SMD in PHC must consider delivery of information about mental disorders, development of skills in the healthcare professionals, and modifications in the culture of the health centers.

Professional self-efficacy and job satisfaction: the mediator role of work design / Autoeficacia profesional y satisfacción laboral: el rol mediador del diseño del trabajo

The purpose of this study is to investigate the mediating role of work design characteristics (task, knowledge, social, and contextual characteristics) in the relationship between professional self-efficacy and job satisfaction. Research has shown how motivational job design has positive consequences for individuals, increasing control and perception of internal forces (such as self-efficacy) and affects positively job satisfaction. However, little is known about how self-efficacy affects job satisfaction through job enrichment. In this study, 353 Chilean workers answered a self-reported survey. Regression analyses confirmed partially the hypotheses, showing a complete mediation of task and social characteristics of work design in the relationship between professional self-efficacy and job satisfaction. These results show how professionalself-efficacy relates to work design and highlight the importance of social and task characteristics to improve job satisfaction, contributing to a better understanding of how self-efficacy improves job satisfaction through work design

Un importante volumen de investigación ha mostrado cómo las características motivacionales del diseño del trabajo tienen consecuencias positivas para las personas, al aumentar la percepción de control y creencias como la autoeficacia,afectando positivamente a la satisfacción laboral. Sin embargo, se tiene poca información respecto a cómo puede la autoeficacia, a través del trabajo enriquecido, afectar la satisfacción laboral. Tomando esto en cuenta, el propósito de este estudio fue investigar el rol mediador de las características del diseño del trabajo (características de tarea, conocimiento, sociales y físicas) en la relación entre autoeficacia profesional y satisfacción laboral. Participaron 353 trabajadores chilenos voluntarios, quienes respondieron una encuesta de autoinforme. Los análisis de regresión lineal permitieron sostenerparcialmente las hipótesis de investigación. Se observó una mediación total de las características de tarea y conocimiento en la relación entre autoeficacia profesional y satisfacción laboral. Se advierte que la autoeficacia se relaciona con el diseño del trabajo y que las dimensiones social y de tarea del diseño del trabajo pueden incidir en la satisfacción laboral. A partir de esto se puede avanzar en la comprensión de cómo la autoeficacia aumenta la satisfacción laboral a través del diseño del puesto

La discriminación percibida, la empleabilidad y el bienestar psicológico en los inmigrantes latinoamericanos en Chile / Perceived discrimination, employability, and psychological well-being among Latin American immigrants in Chile

Los estudios que indagan en el funcionamiento psicológico de los inmigrantes ponen de relevancia el impacto negativo de la discriminación sobre el bienestar psicológico. Así también existe consenso respecto de la importancia del trabajo en su ajuste en países receptores; no obstante, escasamente se ha estudiado el efecto de la empleabilidad en su bienestar. Este trabajo indaga en las relaciones entre la discriminación percibida, la empleabilidad y el bienestar psicológico de 100 inmigrantes latinoamericanos asentados en Chile. Se buscó determinar la contribución de la discriminación y la empleabilidad en la explicación del bienestar y establecer la incidencia de la empleabilidad en la relación entre discriminación y bienestar psicológico. La discriminación percibida y la empleabilidad explicaron el 31.5% de la variabilidad del bienestar y la empleabilidad medió la relación entre discriminación y bienestar. Se discute acerca de la empleabilidad como recurso psicosocial en el contexto de la inmigración

Research about immigrants' psychological functioning emphasizes the negative impact of discrimination on psychological well-being. Although there is agreement about the relevance of job access to immigrants' adjustment to host countries, employability's effects on immigrants' well-being have been scarcely studied. The purpose of this study was to examine the relationships between perceived discrimination, employability, and psychological well-being in a sample of 100 Latin-American immigrants settled in Chile. We aimed to determine the contribution of discrimination and employability on well-being's explanation, and to establish the incidence of employability on the relation between discrimination and well-being. Perceived discrimination and employability explained the 31.5% of well-being's variability, and employability mediated the relation between discrimination and well-being. Employability's role as a psychosocial resource in a migratory context is discussed

Factores motivacionales de diseño del trabajo y su relación con desempeño laboral / Motivational work design factors and their relationship with work performance / Fatores motivacionais do desenho do trabalho e sua relação com o desempenho

El estudio aborda la relación entre las características motivacionales de diseño del trabajo y diferentes dimensiones de desempeño laboral, adoptando un enfoque ampliado respecto a su multidimensionalidad. Trabajadores de dos organizaciones chilenas (N = 197, 12.7 % mujeres, 87.3 % hombres, M = 35.63 años) reportaron sus percepciones del diseño del trabajo y recibieron una valoración de desempeño de sus superiores directos. Se encontró que la expansión del significado y número de criterios del desempeño más allá del desempeño de tarea puede jugar un rol clave en esta relación. La relación entre las variables de diseño motivacional del trabajo y el desempeño individual se modifican al considerar las dimensiones emergentes de desempeño (contextual, adaptativo y proactivo). Además, la autonomía, en cuanto componente motivacional del diseño, presenta mayor relación con desempeño adaptativo y desempeño proactivo que las otras variables motivacionales de diseño, demostrando también su potencial predictivo sobre el desempeño.

The study addresses the relationship between motivational work design characteristics and different dimensions of individual work performance, adopting an expanded approach to its multidimensionality. Workers from two Chilean organizations (N = 197, 12.7% women, 87.3% men, M = 35.63 years) reported their perceptions of work design and received a performance appraisal by their direct superiors. It was found that the expansion of the meaning and number of performance criteria beyond task performance can play a key role in this relationship. The relationship between the variables of motivational work design and individual performance is modified when considering the emerging dimensions of performance (contextual, adaptive, and proactive). Furthermore, autonomy, as a motivational component of work design, has a greater relationship with adaptive performance and proactive performance than the other motivational work design variables, also demonstrating its predictive potential with respect to performance.

O estudo aborda a relação entre as características motivacionais do desenho do trabalho e as dimensões do desempenho no trabalho, adotando uma abordagem ampliada à sua multidimensionalidade. Trabalhadores de duas organizações chilenas (N = 197, 12,7% mulheres, 87,3% homens, M = 35,63 anos) relataram suas percepções sobre o desenho do trabalho e receberam uma avaliação de desempenho de seus superiores diretos. Verificou-se que a expansão do significado e o número de critérios de desempenho além do desempenho da tarefa podem desempenhar um papel fundamental nesse relacionamento. A relação entre as variáveis de desenho motivacional do trabalho e desempenho individual é modificada quando se consideram as dimensões emergentes do desempenho (contextual, adaptativo e proativo). Além disso, a autonomia, como componente motivacional do desenho, apresenta maior relação com o desempenho adaptativo e o desempenho proativo do que as outras variáveis motivacionais do desenho, demonstrando também seu potencial preditivo sobre o desempenho.

Percepción de autoeficacia y rendimiento en tareas de memoria operativa: Comparación entre adultos mayores y jóvenes / Perception of self-efficacy and actual performance in working memory tasks: A comparison between older and younger adults

Resumen La vejez se ha caracterizado por la existencia de una declinación natural de la memoria, como asimismo de su autoeficacia. La relación entre ambas ha sido objeto de varias investigaciones que confirman que la autoeficacia de la memoria afecta el rendimiento en tareas de memoria. Sin embargo, existe un grupo menor de investigaciones donde no se presenta dicha relación. El objetivo del estudio fue comparar la percepción de autoeficacia de la memoria con el rendimiento en tareas de memoria en adultos mayores y jóvenes. Los participantes fueron 200 adultos mayores y 111 jóvenes universitarios quienes respondieron dos instrumentos: uno de percepción de autoeficacia de memoria, y otro de rendimiento en tareas memoria operativa y/o memoria de corto plazo, ambos instrumentos fueron construidos y adaptados de forma tal que fueran comparables entre sí. Los resultados muestran que los adultos mayores presentan un menor rendimiento en casi todas las tareas de memoria y una leve superioridad en la percepción de autoeficacia de la memoria, existe una relación significativa entre ambas medicinas. En cambio, en los jóvenes su percepción de autoeficacia fue levemente inferior, pero su rendimiento fue superior.

Aging has been characterized by a natural decline of memory, as well as by a decline in the perception of memory self-efficacy. The relationship between these two variables has been the subject of several studies, confirming that the perception of mnemonic self-efficacy affects actual performance on memory tasks. However, there is a smaller group of studies where this relationship has not been found. The objective of the present study was to compare the perception of self-efficacy of memory with performance in memory tasks in older and younger adults. Two hundred older adults and 111 university students participated in the study by responding two instruments: one Perception of Memory Self-Efficacy, and another one on Performance in Operational Memory tasks. Both instruments were constructed and adapted so that they be comparable. The results showed that older adults have a lower performance in almost all memory tasks and a slight superiority in the perception of memory self-efficacy, and a significant relationship was found between the two. On the other hand, in younger people's beliefs about their memory were slightly lower, but they performed better.

An Integrative Program to Reduce Stigma in Primary Healthcare Workers Toward People With Diagnosis of Severe Mental Disorders: A Protocol for a Randomized Controlled Trial.

Background: People with severe mental disorders (SMDs) have higher disease and death rates than the general population. Stigma (negative attitudes and perceptions) contributes to limited access to health services and a lower quality of medical assistance in this population, and it is manifested as negative attitudes, social distance, and discrimination toward this social group. For these reasons, healthcare workers are a priority group for anti-stigma interventions. This study aims to assess the effectiveness of a program specifically designed to decrease negative attitudes and social distance and increase inclusive behaviors in healthcare workers toward people with SMD. Methods: The study will be a randomized clinical trial. A minimum of 210 healthcare workers from 11 primary care centers in the province of Concepción, Chile, will be randomly chosen to receive the program or be part of the control group. There will be a pre-, post-, and 4-months evaluation of social distance, attitudes, and behaviors of participants toward people with SMD using standardized scales such as the social distance scale, which is a scale of clinician attitude toward mental illness adapted from attitudes of clinicians toward mental illness, and self-reports. The intervention program will consist of education strategies, direct, and indirect contact with people diagnosed with SMD, and skill development. There will be six face-to-face sessions directly with the participants and two additional sessions with the directors of each healthcare center. The program will involve a facilitator who will be a healthcare professional and a co-facilitator who will be a person diagnosed with SMD. Discussion: This study will evaluate an intervention program especially designed to reduce stigma in healthcare workers toward people with SMD, a topic on which there is little background information, particularly in low- and middle-income countries. It is important to have interventions with proven effectiveness for this purpose to ensure equity in healthcare services. Trial Registration: This study was registered under ISRCTN.com (ISRCTN46464036).

Capital psicológico, desempeño contextual y apoyo social del trabajo en salud primaria / Psychological capital, contextual performance, and social support at work in primary health

Este estudio analizó la relación entre el capital psicológico y el desempeño contextual, proponiéndose un modelo de moderación que incluyó el apoyo social del trabajo. La muestra fue de 128 trabajadores de atención primaria de salud (82% mujeres, M = 42.8 años). Los resultados apoyan parcialmente la relación entre capital psicológico y desempeño contextual, existiendo diferencias en los resultados según la medida de desempeño; sin embargo, el análisis de regresión lineal confirma que el capital psicológico y la resiliencia predicen el desempeño contextual. La evidencia encontrada no apoya la relación entre desempeño contextual y apoyo social del trabajo y esta última no actúa como variable moderadora en el modelo propuesto para explicar la relación entre capital psicológico y desempeño contextual

This study analyzed the relationship between psychological capital and contextual performance, proposing a model of moderation that includes social support at work. The sample consisted of 128 primary health care workers (82% women, M = 42.8 years). The results support partially the relationship between the psychological capital and contextual performance variables, with differences in the results according to the measure of performance; however, linear regression analysis confirms that psychological capital and resilience predict contextual performance. The evidence found does not support the relationship between contextual performance and social support at work, and this last variable does not act as a moderating variable in the proposed model for the relationship between psychological capital and contextual performance

Percepción de autoeficacia y rendimiento en tareas de memoria operativa: comparación entre adultos mayores y jóvenes / Perception of self-efficacy and actual performance in working memory tasks: a comparison between older and younger adults

Resumen La vejez se ha caracterizado por la existencia de una declinación natural de la memoria, como asimismo de su autoeficacia. La relación entre ambas ha sido objeto de varias investigaciones que confirman que la autoeficacia de la memoria afecta el rendimiento en tareas de memoria. Sin embargo, existe un grupo menor de investigaciones donde no se presenta dicha relación. El objetivo del estudio fue comparar la percepción de autoeficacia de la memoria con el rendimiento en tareas de memoria en adultos mayores y jóvenes. Los participantes fueron 200 adultos mayores y 111 jóvenes universitarios quienes respondieron dos instrumentos: uno de percepción de autoeficacia de memoria, y otro de rendimiento en tareas memoria operativa y/o memoria de corto plazo, ambos instrumentos fueron construidos y adaptados de forma tal que fueran comparables entre sí. Los resultados muestran que los adultos mayores presentan un menor rendimiento en casi todas las tareas de memoria y una leve superioridad en la percepción de autoeficacia de la memoria, existe una relación significativa entre ambas medicines. En cambio, en los jóvenes su percepción de autoeficacia fue levemente inferior, pero su rendimiento fue superior.

Aging has been characterized by a natural decline of memory, as well as by a decline in the perception of memory self-efficacy. The relationship between these two variables has been the subject of several studies, confirming that the perception of mnemonic self-efficacy affects actual performance on memory tasks. However, there is a smaller group of studies where this relationship has not been found. The objective of the present study was to compare the perception of self-efficacy of memory with performance in memory tasks in older and younger adults. Two hundred older adults and 111 university students participated in the study by responding two instruments: one Perception of Memory Self-Efficacy, and another one on Performance in Operational Memory tasks. Both instruments were constructed and adapted so that they be comparable. The results showed that older adults have a lower performance in almost all memory tasks and a slight superiority in the perception of memory self-efficacy, and a significant relationship was found between the two. On the other hand, in younger people's beliefs about their memory were slightly lower, but they performed better.

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.

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)

No disponible