RESUMO
The internet has been a breakthrough for adolescents in many ways, but its use can also become dysfunctional and problematic, leading to consequences for personal well-being. The main objective is to analyze profiles related to problematic internet use and its relationship with health-related quality of life (HRQoL). An analytical and cross-sectional study was carried out in a region of northern Spain. The sample comprised 12,285 participants. Sampling was random and representative. Mean age and standard deviation was 14.69 ± 1.73 (11-18 years). The Spanish versions of the Problematic and Generalized Internet Use Scale (GPIUS2) and of the Health-Related Quality of Life (KIDSCREEN-27) were used. Four profiles were detected (non-problematic use, mood regulator, problematic internet use, and severe problematic use). The prevalence of these last two profiles was 18.5% and 4.9%, respectively. Problematic internet use correlated negatively and significantly with HRQoL. The severe problematic use profile presented a significant decrease in all dimensions of HRQoL. Analyses were carried out to extract a diagnostic cut-off point for GPIUS2 (52 points). The results and practical implications are discussed.
Assuntos
Comportamento do Adolescente , Comportamento Aditivo , Internet , Qualidade de Vida , Adolescente , Criança , Estudos Transversais , Feminino , Humanos , Satisfação Pessoal , Prevalência , EspanhaRESUMO
Algunos teóricos del compromiso organizacional han propuesto que la cultura es un determinante importante del compromiso organizacional. No obstante, muy pocos trabajos han examinado el papel que la cultura de los equipos de trabajo (subcultura) y sus desfases culturales tienen sobre el compromiso. El presente estudio trata de cubrir esta laguna. Utilizando una muestra de 375 equipos de trabajo de diferentes organizaciones públicas y privadas, encontramos que los resultados confirmaron nuestras propuestas. Los desfases culturales se relacionaron negativamente con el compromiso; la subcultura de los equipos lo hizo de forma positiva y se relacionó más con el compromiso con los valores que con el compromiso de continuar; las variables demográficas (edad, tiempo en el equipo, tiempo en la empresa), en contra de algunos estudios, no resultaron significativas, excepto el nivel de educación que se relacionó con el compromiso de continuar. Se analizan las implicaciones de estos resultados
Some theoreticians of organisational commitment have proposed that culture is an important determinant of organisational commitment. Nevertheless, very few studies have examined the role that work teams culture (subculture) and their cultural gaps play in commitment. This study is an attempt to overcome this lack. Using a sample of 375 work teams from various public and private organisations, it was found that the results confirmed our proposals. Cultural gaps were negatively related to commitment; the teams subculture was positively related to commitment, and more highly to commitment to values than to commitment to continuing. Contrary to the results of other studies, the demographic variables (age, time on the team, time in the company) were not significant, except that educational level was related to the commitment to continue. The implications of these results are analysed
Assuntos
Cultura Organizacional , Processos Grupais , Carência Cultural , Equipes de Administração Institucional , Identificação SocialRESUMO
Some theoreticians of organisational commitment have proposed that culture is an important determinant of organisational commitment. Nevertheless, very few studies have examined the role that work teams culture (subculture) and their cultural gaps play in commitment. This study is an attempt to overcome this lack. Using a sample of 375 work teams from various public and private organisations, it was found that the results confirmed our proposals. Cultural gaps were negatively related to commitment; the teams subculture was positively related to commitment, and more highly to commitment to values than to commitment to continuing. Contrary to the results of other studies, the demographic variables (age, time on the team, time in the company) were not significant, except that educational level was related to the commitment to continue. The implications of these results are analysed.
