Content validation guidelines: Evaluation criteria for definitional correspondence and definitional distinctiveness.

Several reviews have been critical of the degree to which scales in industrial/organizational psychology and organizational behavior adequately reflect the content of their construct. One potential reason for that circumstance is a tendency for scholars to focus less on content validation than on other validation methods (e.g., establishing reliability, performing convergent, discriminant, and criterion-related validation, and examining factor structure). We provide clear evaluation criteria for 2 commonly used content validation approaches: Anderson and Gerbing (1991) and Hinkin and Tracey (1999). To create those guidelines, we gathered all new scales introduced in Journal of Applied Psychology, Academy of Management Journal, Personnel Psychology, and Organizational Behavior and Human Decision Processes from 2010 to 2016. We then subjected those 112 scales to Anderson and Gerbing's (1991) and Hinkin and Tracey's (1999) approaches using 6,240 participants from Amazon's Mechanical Turk with detailed, transparent, and replicable instructions. For both approaches, our results provide evaluation criteria for definitional correspondence-the degree to which a scale's items correspond to the construct's definition-and definitional distinctiveness-the degree to which a scale's items correspond more to the construct's definition than to the definitions of other orbiting constructs. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Three Issues in Multilevel Research.

In this article, three important issues in organizational multilevel research are discussed and clarified, namely: (a) The interpretation of "cross-level direct effects" in theoretical and research multilevel models, (b) the specification of the emergence processes involved in higher-level constructs, and (c) the sample size recommendations for using multilevel statistical methods. By doing so, this article hopes to contribute to the improvement of organizational multilevel research.

Three issues in multilevel research

In this article, three important issues in organizational multilevel research are discussed and clarified, namely: (a) The interpretation of "cross-level direct effects" in theoretical and research multilevel models, (b) the specification of the emergence processes involved in higher-level constructs, and (c) the sample size recommendations for using multilevel statistical methods. By doing so, this article hopes to contribute to the improvement of organizational multilevel research

No disponible

Toward customer-centric organizational science: A common language effect size indicator for multiple linear regressions and regressions with higher-order terms.

To address a long-standing concern regarding a gap between organizational science and practice, scholars called for more intuitive and meaningful ways of communicating research results to users of academic research. In this article, we develop a common language effect size index (CLß) that can help translate research results to practice. We demonstrate how CLß can be computed and used to interpret the effects of continuous and categorical predictors in multiple linear regression models. We also elaborate on how the proposed CLß index is computed and used to interpret interactions and nonlinear effects in regression models. In addition, we test the robustness of the proposed index to violations of normality and provide means for computing standard errors and constructing confidence intervals around its estimates. (PsycINFO Database Record

Effect of leader-member exchange on employee envy and work behavior moderated by self-esteem and neuroticism / El efecto del intercambio líder-subordinado en la envidia del empleado y el comportamiento en el trabajo: la autoestima y el neuroticismo como moderadores

This study investigates the impact of leader-member exchange (LMX) on envy in the workplace and the subsequent effects of envy on work engagement and socially undermining behavior. In addition, the moderating roles of personality traits, such as self-esteem and neuroticism, are examined in this relationship. Paired questionnaires were personally collected from 245 subordinates and 82 of their immediate supervisors. Empirical analysis of the responses revealed: (a) the quality of LMX is negatively related to employee envy in the workplace, (b) employee envy mediates the relationship between LMX and work engagement, (c) self-esteem boosts the relationship between envy and work engagement, but decreases the relationship between envy and social undermining, and (d) neuroticism exacerbates the relationship between envy and social undermining (AU)

En este estudio se investigó el impacto del LMX en la envidia de los empleados en el lugar de trabajo y su efecto en el comportamiento laboral de los empleados, tales como el compromiso con el trabajo y el comportamiento de debilitamiento social. Además, se analizó el rol moderador de rasgos de personalidad tales como la autoestima o el neuroticismo en relación a la envidia y el comportamiento en el trabajo de los empleados. Se recogieron personalmente cuestionarios emparejados de 245 empleados y de 82 de sus supervisores directos (la media era de 3 empleados por supervisor). Los hallazgos de la investigación pueden generalizarse de la siguiente manera: (a) la calidad del LMX está negativamente relacionada con la envidia del empleado en su lugar de trabajo, (b) la envidia del empleado media en la relación entre LMX y el compromiso laboral, (c) la autoestima fomenta las relaciones entre envidia y compromiso laboral pero disminuye la relación entre envidia y debilitamiento social y (d) el neuroticismo sólo potencia la relación entre envidia y debilitamiento social (AU)

Transformational leadership and group potency in small military units: The mediating role of group identification and cohesion / El liderazgo transformacional y la potencia grupal en unidades militares pequeñas: el papel mediador de la identificación y cohesión grupales

In the present study, we examined an exploratory model to assess the relationship between transformational leadership and group potency and analyze the mediating role of group identification and cohesion. The research was conducted with squads of the Spanish Army. The sample was composed of 243 members of 51 squads of operational units. Our findings highlighted the importance of the transformational leadership style of command of non-commissioned officers (NCOs) due to its positive relationship with the group potency of the squad. We also analyzed the indirect relationships between transformational leadership and group identification and group cohesion and found that the latter variables played a mediating role between transformational leadership and group potency. The conclusions of this study are relevant due to the growing importance of transformational leadership and actions implemented at lower levels of the command chain for the success of missions of security organizations and defense (AU)

En el presente estudio se examina un modelo exploratorio que evalúa la relación entre liderazgo transformacional y potencia del grupo donde se analiza el papel mediador de la identificación de grupo y la cohesión grupal. La investigación se realizó con pelotones del ejército español. La muestra se compuso de 243 miembros de 51 pelotones de unidades operativas. Se destacan de los resultados la importancia del estilo de liderazgo transformacional en el mando de los suboficiales debido a su relación positiva con la potencia de grupo. Se analizaron las relaciones indirectas entre variables existiendo un papel mediador de la identificación y la cohesión entre liderazgo transformacional y la potencia del grupo. Las conclusiones de este estudio son relevantes debido a la importancia del liderazgo transformacional para ser ejercido en los niveles más básicos de la cadena de mando con objeto de obtener éxito en las misiones asignadas a las organizaciones de defensa y seguridad (AU)

Employees’ psychological capital, job satisfaction, insecurity, and intentions to quit: the direct and indirect effects of authentic leadership / Capital psicológico, satisfacción laboral, inseguridad e intención de abandono de los trabajadores: efectos directos e indirectos del liderazgo auténtico

To investigate the impact of an authentic leader on employees’ psychological capital (PsyCap), job satisfaction, job insecurity, and intentions to quit the organisation, mediation analyses, as well as a conditional process analyses, were conducted using data collected from an offshore organisation. Findings showed that employees who perceived their leader as being authentic reported more job satisfaction and less job insecurity and intentions to quit the organisations. Moreover, results also showed an indirect effect of authentic leadership through PsyCap. Finally, the influence of the captains’ authenticity did not vary depending on whether or not the captain was the employees’ immediate superior. Results from this study suggest that efforts should be made to focus on the components of an authentic leader during recruitment, training, or intervention. Conclusively, employees working in the marine/offshore sector are faced with persistent fluctuations and uncertainties, and having an authentic leader will promote job satisfaction, while reducing both job insecurities and turnover intentions among employees (AU)

Con objeto de investigar la influencia del líder auténtico en el capital psicológico de los trabajadores (cap-psi), la satisfacción en el trabajo, la inseguridad laboral y la intención de abandonar la empresa, se llevaron a cabo análisis de mediación y de procesos condicionales con datos sacados de una empresa offshore. Los resultados muestran que los trabajadores que percibían a su jefe como auténtico estaban más satisfechos y con menor inseguridad laboral e intención de abandonar la empresa. También había un efecto indirecto del liderazgo auténtico a través del capital psicológico. Por último, la influencia de la autenticidad de los jefes no variaba por que el jefe fuera el inmediato superior. Estos resultados indican que habría que hacer hincapié en los componentes del líder auténtico durante el reclutamiento, la formación y la intervención. Como conclusión, los trabajadores del sector marino/offshore se enfrentan a continuas fluctuaciones e incertidumbre, por lo que la existencia de un liderazgo auténtico aumentaría la satisfacción a la par que disminuirían tanto la inseguridad laboral de los trabajadores como su intención de abandono (AU)

Validez predictiva e impacto adverso de la entrevista conductual estructurada en el sector público / Predictive validity and adverse impact of the structured behavioral interview in the public sector

En este trabajo se estudia el papel de la entrevista conductual estructurada (ECE) en los procedimientos de selección del sector público, cuya legislación insta a comprobar si los procedimientos selectivos están vinculados con el desempeño y si se cumple el principio de igualdad de oportunidades entre sexos. Para ello se ha analizado en una muestra de 379 candidatos si existían diferencias de género en la puntuación de la entrevista. Por otro lado, se midió el desempeño de las 125 personas contratadas, lo que permitió estudiar la validez predictiva de la ECE. Los resultados son similares a los obtenidos por investigaciones precedentes -la ECE predice de manera significativa el desempeño y no produce impacto de género. Finalmente se discuten las implicaciones de estos resultados (AU)

This paper studies the role of the structured behavioral interview (SBI) in the selection procedures of the public sector. The Spanish legislation calls on to examine whether selection procedures are linked to performance and whether the principle of equal opportunities regarding gender is respected. Hence, it was analyzed if there were gender differences in the interview scores in a sample of 379 candidates. Furthermore, performance of 125 hired subjects was assessed, allowing us to measure the predictive validity of the SBI. Results are similar to those obtained by previous research -SBIs are a significant predictor of performance and they do not produce adverse gender impact. Finally, implications of these results are discussed (AU)

Social identity and engagement: an exploratory study at university / La identidad social y el compromiso: estudio exploratorio en la universidad

Within the framework of research on students' active performance in their study habits, the aim of this study is to analyze a model predicting the effect of social identity and personal initiative on engagement in university students. We conducted a cross-sectional study on 266 students from different Spanish universities. The resulting data were analyzed using SPSS Macro MEDIATE. Evidence was found for the proposed model. Only group-identity predicted personal initiative and engagement. Analysis revealed the mediating role of proactive behavior on engagement in university students. It is concluded that the university management may intervene, from an organizational-culture approach, promoting guidelines to reinforce students' sense of belonging by enhancing initiative and autonomous problem solving in learning behaviors (AU)

Dentro del marco de investigación sobre desempeño activo de estudiantes, el objetivo de este trabajo es analizar un modelo predictor del efecto de identidad social e iniciativa personal en el compromiso de estudiantes universitarios. Se llevó a cabo un estudio transversal con 266 alumnos de diversas universidades españolas. Los datos se analizaron con la Macro MEDIATE de SPSS. Se encontraron pruebas para el modelo propuesto. Sólo la identidad grupal predecía la iniciativa personal y el engagement. El análisis mostró el papel mediador de la iniciativa personal en el engagement de estudiantes universitarios. Entre las conclusiones se destaca la posibilidad de promover desde la Universidad el sentido de pertenencia para generar iniciativa personal y la solución autónoma de problemas en los comportamientos de aprendizaje (AU)

Invisible, therefore isolated: comparative effects of team virtuality with task virtuality on workplace isolation and work outcomes / Invisible, luego aislado. Efectos comparativos de la virtualidad del equipo y de la tarea en el aislamiento en el trabajo y los resultados laborales

The new standards of technological and flexible arrangements have made virtual work prevalent for almost everyone in all levels of an organization. Whether in a virtual or traditional setting, current working conditions allow anyone to collaborate, work and interact with others through electronic means of communication, thereby creating a lack of face-to-face contact. Even though the dynamics of virtuality have been widely elaborated at the team level, there are still many unknowns about the impacts of virtuality experienced at an individual level. This paper aims to shed light on the relationship between workplace social isolation, job satisfaction, perceived performance and turnover intention comparing individual responses to team virtuality and task virtuality. Our findings propose that there are statistically significant relations between individual task virtuality, workplace social isolation, satisfaction, perceived performance and turnover intention in organizations. The results also reveal that task virtuality is a better predictor than team virtuality in estimating workplace social isolation and turnover intention (AU)

Los nuevos criterios de disposición flexible han conseguido la predominancia del trabajo virtual para casi todos en todos los niveles de la organización. Ya sea en un contexto virtual o en uno tradicional, las actuales condiciones de trabajo permiten que cualquiera colabore, trabaje e interactúe con los demás por medio de sistemas de comunicación electrónicos, lo que da lugar a una falta de contacto cara a cara. A pesar de que la dinámica de la virtualidad se ha elaborado mayormente al nivel de equipo, se desconoce mucho sobre la repercusión de la virtualidad experimentada a un nivel individual. Este trabajo pretende arrojar luz sobre la relación entre aislamiento social en el trabajo, satisfacción laboral, percepción del desempeño e intención de abandono, al comparar respuestas individuales con la virtualidad del equipo y de la tarea. Los resultados apuntan a que hay relaciones estadísticamente significativas entre la virtualidad individual de la tarea, aislamiento social en el trabajo, satisfacción, percepción de desempeño e intención de abandono en las empresas. También los resultados muestran que la virtualidad de la tarea predice mejor que la virtualidad del equipo el nivel de aislamiento social en el trabajo y la intención de abandono (AU)

Respuesta: «Riesgos psicosociales: ¿Hay que evaluar las condiciones de ocupación?» / Response: «Should psychosocial risk factors associated with working conditions be evaluated?»

No disponible

Traditional scores versus irt estimates on forced-choice tests based on a dominance model / Puntuaciones tradicionales y estimaciones TRI en tests de elección forzosa con un modelo de dominancia

BACKGROUND: Forced-choice tests (FCTs) were proposed to minimize response biases associated with Likert format items. It remains unclear whether scores based on traditional methods for scoring FCTs are appropriate for between-subjects comparisons. Recently, Hontangas et al. (2015) explored the extent to which traditional scoring of FCTs relates to the true scores and IRT estimates. The authors found certain conditions under which traditional scores (TS) can be used with FCTs when the underlying IRT model was an unfolding model. In this study, we examine to what extent the results are preserved when the underlying process becomes a dominance model. METHOD: The independent variables analyzed in a simulation study are: forced-choice format, number of blocks, discrimination of items, polarity of items, variability of intra-block difficulty, range of difficulty, and correlation between dimensions. RESULTS: A similar pattern of results was observed for both models; however, correlations between TS and true thetas are higher and the differences between TS and IRT estimates are less discrepant when a dominance model involved. CONCLUSIONS: A dominance model produces a linear relationship between TS and true scores, and the subjects with extreme thetas are better measured

ANTECEDENTES: los tests de elección forzosa (TEFs) fueron propuestos para reducir los sesgos de respuesta de ítems tipo Likert. Se cuestiona que los métodos de puntuación tradicional (PT) empleados permitan hacer comparaciones entre-sujetos. Recientemente, Hontangas et al. (2015) exploraron cómo las PTs obtenidas con diferentes TEFs se relacionan con sus puntuaciones verdaderas y estimaciones TRI, mostrando las condiciones para ser utilizadas cuando el modelo subyacente es un modelo de unfolding. El objetivo del trabajo actual es comprobar si el patrón de resultados se mantiene con un modelo de dominancia. MÉTODO: las variables independientes del estudio de simulación fueron: formato de elección forzosa, número de bloques, discriminación de los ítems, polaridad de los ítems, variabilidad de la dificultad intrabloque, rango de dificultad del test y correlación entre dimensiones. RESULTADOS: un patrón similar de resultados fue obtenido en ambos modelos, pero en el modelo de dominancia las correlaciones entre PTs y puntuaciones verdaderas son más altas y las diferencias entre PTs y estimaciones TRI se reducen. CONCLUSIONES: un modelo de dominancia produce una relación lineal entre PTs y puntuaciones verdaderas, y los sujetos con puntuaciones extremas son medidos mejor

Síndrome de estrés laboral crónico por el trabajo (burnout) en los profesionales de la educación física brasileños / Chronic work stress syndrome (burnout) in Brazilian physical education professionals / Síndrome do estresse laboral (burnout) em profissionais de educação física brasileiros

Burnout es resultado de la exposición prolongada al estrés laboral crónico con recuperación insuficiente. El presente estudio analizó los tres componentes de burnout (agotamiento emocional, despersonalización y realización profesional) en una muestra de profesionales de la educación física de la Región Metropolitana de Londrina, Paraná, Brasil. Fueron estudiados 588 sujetos y los componentes de burnout se definieron mediante la versión traducida del Maslach Burnout Inventory. Se trataron las diferencias entre sexo, edad y características laborales en los tres componentes de burnout. Los hombres obtuvieron como resultado puntuaciones más bajas asociadas con la realización profesional que las mujeres. Las puntuaciones equivalentes al agotamiento emocional y despersonalización fueron significativamente más elevadas en profesionales con más edad. Con relación a las características laborales, mayor experiencia profesional, calificación académica inferior, actividad en la enseñanza básica, jornada de trabajo ≥ 41 horas/semana, pluriempleo y menor ingreso económico aumentaron significativamente las posibilidades de padecer burnout. En conclusión, los presentes hallazgos pueden ser empleados para diseñar programas de intervención e implementar cambios en el ambiente de trabajo destinados a mejorar la salud laboral y el bienestar en general de los profesionales de la educación física

Burnout is the result of prolonged exposure to chronic work stress with insufficient recovery. This study examined the three components of burnout (emotional exhaustion, depersonalisation, personal accomplishment) in a sample of physical education professionals from the metropolitan region of Londrina, Paraná, Brazil. A total of 588 subjects were analysed and the components of burnout were defined by the Portuguese version of the Maslach Burnout Inventory. We studied the differences between genders, ages and job characteristics for the three components of burnout. Men obtained lower scores associated with personal accomplishment than women. The equivalent scores for emotional exhaustion and depersonalisation were significantly higher in older professionals. Regarding job characteristics, greater work experience, lower academic qualification, professional activity in primary education, weekly workload ≥ 41 hours/week, multiple employment and lower income significantly increased the odds of the presence of burnout. In conclusion, these findings can be used to design intervention programmes and implement changes in the working environment aimed at improving occupational health and the overall well-being of physical education professionals

Burnouté resultado da exposição prolongada ao estresse laboral crônico com recuperação insuficiente. O presente estudo analisou os trêscomponentes de burnout(esgotamento emocional, despersonalização e realização profissional) em uma amostra de profissionais de educação física da Região Metropolitana de Londrina, Paraná, Brasil. Foram estudados 588 sujeitos e se definiu os componentes de burnoutmediante versão traduzida doMaslach Burnout Inventory. Foram tratadas as diferenças entre sexo, idade e características laborais nos três componentes de burnout. Os resultadosapontaram homens com pontuações mais baixas associadas à realização profissional que as mulheres. As pontuações equivalentes ao esgotamentoemocional e despersonalização foram significativamente mais elevadas em profissionais com mais idade. Com relação às características laborais, maiorexperiência profissional, qualificação acadêmica inferior, atuação no ensino básico, jornada de trabalho ≥ 41 horas/semana, pluri-emprego e menorganho financeiro aumentaram significativamente as possibilidades de apresentar burnout. Concluindo, os achados do presente estudo podem ser utilizadospara delinear programas de intervenção e implantar mudanças no ambiente de trabalho destinadas ao aprimoramento da saúde laboral e do bem-estargeral dos profissionais de educação física

Design and evaluation process of a personal and motive-based competencies questionnaire in Spanish-speaking contexts

Most questionnaires used for managerial purposes have been developed in Anglo-Saxon countries and then dapted for other cultures. However, this process is controversial. This paper fills the gap for more culturally sensitive assessment instruments in the specific field of human resources while also addressing the methodological issues that scientists and practitioners face in the development of questionnaires. First, we present the development process of a Personal and Motive-based competencies questionnaire targeted to Spanish-speaking countries. Second, we address the validation process by guiding the reader through testing the questionnaire construct validity. We performed two studies: a first study with 274 experts and practitioners of competency development and a definitive study with 482 members of the general public. Our results support a model of nineteen competencies grouped into four higher-order factors. To assure valid construct comparisons we have tested the factorial invariance of gender and work experience. Subsequent analysis have found that women self-rate themselves significantly higher than men on only two of the nineteen competencies, empathy (p < .001) and service orientation (p < .05). The effect of work experience was significant in twelve competencies (p < .001), in which less experienced workers self-rate higher than experienced workers. Finally, we derive theoretical and practical implications (AU)

No disponible

Legitimidad y desempeño en el trabajo: cuando el derecho legitima y el merecimiento cualifica / Legitimacy and efficacy at work: when entitlement legitimizes and deservingness qualifies

El modelo estructural del merecimiento () establece dos factores que afectan a las percepciones de legitimidad: el derecho (merecer algo por cumplir las normas establecidas para ello) y el merecimiento (merecerlo por las acciones pasadas realizadas). A pesar de la relevancia de ambos factores, trabajos previos muestran conclusiones diferentes respecto a qué factor es un mejor predictor de la legitimidad. El objetivo de este artículo es explorar la influencia de estos factores al juzgar la legitimidad y las consecuencias positivas asociadas a la elección de un aspirante para un puesto de poder. Los resultados mostraron que mientras que un candidato con derecho para ocupar el puesto se percibe más legítimo, un candidato que merece ese puesto predice unas consecuencias más positivas como resultado de dicha elección. Además, los resultados sugieren que el grado de implicación de los individuos con la elección interactúa con el derecho y el merecimiento (AU)

The structural model of deservingness () posits that entitlement and deservingness are two different predictors of perceptions of legitimacy. Specifically, entitlement refers to the accomplishment of established social rules, whereas deservingness relates to the outcomes that individuals earn as products of their actions. Although both factors are good predictors of perceived legitimacy, previous works show different conclusions about their relevance. The aim of this paper is to further examine the influence of entitlement and deservingness on legitimacy perceptions and on the consequences expected for a candidate who has been elected for a power position. Results showed that whereas a high-entitlement candidate is perceived as more legitimate, a high-deservingness candidate is expected to perform better. Besides, results hint that the level of personal implication with the candidate election plays also a relevant role in combination with entitlement and deservingness, when individuals evaluate the expected consequences of the decision (AU)

Exploring factors that influence work analysis data: A meta-analysis of design choices, purposes, and organizational context.

Work analysis is fundamental to designing effective human resource systems. The current investigation extends previous research by identifying the differential effects of common design decisions, purposes, and organizational contexts on the data generated by work analyses. The effects of 19 distinct factors that span choices of descriptor, collection method, rating scale, and data source, as well as project purpose and organizational features, are explored. Meta-analytic results cumulated from 205 articles indicate that many of these variables hold significant consequences for work analysis data. Factors pertaining to descriptor choice, collection method, rating scale, and the purpose for conducting the work analysis each showed strong associations with work analysis data. The source of the work analysis information and organizational context in which it was conducted displayed fewer relationships. Findings can be used to inform choices work analysts make about methodology and postcollection evaluations of work analysis information.

Ideal, nonideal, and no-marker variables: The confirmatory factor analysis (CFA) marker technique works when it matters.

A persistent concern in the management and applied psychology literature is the effect of common method variance on observed relations among variables. Recent work (i.e., Richardson, Simmering, & Sturman, 2009) evaluated 3 analytical approaches to controlling for common method variance, including the confirmatory factor analysis (CFA) marker technique. Their findings indicated significant problems with this technique, especially with nonideal marker variables (those with theoretical relations with substantive variables). Based on their simulation results, Richardson et al. concluded that not correcting for method variance provides more accurate estimates than using the CFA marker technique. We reexamined the effects of using marker variables in a simulation study and found the degree of error in estimates of a substantive factor correlation was relatively small in most cases, and much smaller than error associated with making no correction. Further, in instances in which the error was large, the correlations between the marker and substantive scales were higher than that found in organizational research with marker variables. We conclude that in most practical settings, the CFA marker technique yields parameter estimates close to their true values, and the criticisms made by Richardson et al. are overstated.

Absence of malice: a meta-analysis of nonresponse bias in counterproductive work behavior research.

Despite the alleged frequency of counterproductive work behavior (CWB) in the population, most samples exhibit exceedingly low base rates. One potential explanation for this incongruence is nonresponse bias, which leads to range restriction in the CWB distribution. We investigated this possibility by determining whether response rates within CWB research were lower than that found across management research and whether range restriction could explain reduced CWB engagement. We also examined whether range restriction attenuated CWB's relations to other variables. Our primary findings are that reported response rates for studies containing CWB measures are substantially lower (37%) than response rates reported within the general management literature (53%) and that range restriction is likely present in the CWB literature, resulting in low base rates and attenuated relations to CWB. In addition, tests of publication bias indicated that low response rates are less likely to be reported, and the true response rate within the CWB literature may be considerably lower.

Working together versus working autonomously: a new power-dependence perspective on the individual-level of analysis

Recent studies have indicated that it is important to investigate the interaction between task interdependence and task autonomy because this interaction can affect team effectiveness. However, only a limited number of studies have been conducted and those studies focused solely on the team level of analysis. Moreover, there has also been a dearth of theoretical development. Therefore, this study develops and tests an alternative theoretical perspective in an attempt to understand if, and if so why, this interaction is important at the individual level of analysis. Based on interdependence theory and power-dependence theory, we expected that highly task-interdependent individuals who reported high task autonomy would be more powerful and better performers. In contrast, we expected that similarly high task-interdependent individuals who reported less task autonomy would be less powerful and would be weaker performers. These expectations were supported by multi-level and bootstrapping analyses performed on a multi-source dataset (self-, peer-, manager-ratings) comprised of 182 employees drawn from 37 teams. More specifically, the interaction between task interdependence and task autonomy was γ =.128, p <.05 for power and γ =.166, p <.05 for individual performance. The 95% bootstrap interval ranged from .0038 to .0686 (AU)

No disponible

Support groups and cardiac rehabilitation: effects of partner participation on anxiety and depression

This study analyzes the effect on levels of patient anxiety and depression of a partner joining a cardiac rehabilitation program support group, also taking into account the sex of the patient. The study was undertaken using a two-group comparison design with pre-and post-test measures in non-equivalent groups. The sample comprised patients in the cardiac rehabilitation program (CRP) at the Ramón y Cajal Hospital, Madrid (Spain). Analysis of covariance (ANCOVA) showed direct effects of sex and partner participation in support groups on the anxiety trait. Similarly, interaction effects were observed between the sex variable and partner participation. These results indicate the pertinence of designing separate groups for patients and partners (AU)

No disponible