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1.
Span J Psychol ; 22: E6, 2019 Mar 01.
Artigo em Inglês | MEDLINE | ID: mdl-30819261

RESUMO

Our study explores the validity of a game-based assessment method assessing candidates' soft skills. Using self-reported measures of performance, (job performance, Organizational Citizenship Behaviors (OCBs), and Great Point Average (GPA), we examined the criterion-related and incremental validity of a game-based assessment, above and beyond the effect of cognitive ability and personality. Our findings indicate that a game-based assessment measuring soft skills (adaptability, flexibility, resilience and decision making) can predict self-reported job and academic performance. Moreover, a game-based assessment can predict academic performance above and beyond personality and cognitive ability tests. The effectiveness of gamification in personnel selection is discussed along with research and practical implications introducing recruiters and HR professionals to an innovative selection technique.


Assuntos
Adaptação Psicológica , Aptidão , Emprego , Jogos Experimentais , Personalidade , Psicologia Industrial/métodos , Resiliência Psicológica , Desempenho Profissional , Adulto , Humanos
2.
Span J Psychol ; 22: E4, 2019 Mar 01.
Artigo em Inglês | MEDLINE | ID: mdl-30819268

RESUMO

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.


Assuntos
Interpretação Estatística de Dados , Emprego/estatística & dados numéricos , Análise Multinível , Psicologia Industrial/normas , Projetos de Pesquisa , Adulto , Humanos , Psicologia Industrial/métodos , Projetos de Pesquisa/normas , Tamanho da Amostra
3.
Span J Psychol ; 22: E5, 2019 Mar 01.
Artigo em Inglês | MEDLINE | ID: mdl-30819272

RESUMO

The aim of the paper is to discuss the role of the line manager in implementing to plan, implement and evaluate successful organizational interventions using our experiences from the ARK-program. Earlier literature has shown that line managers have a major influence on an intervention's outcomes (Nielsen, 2017; Saksvik, Nytrø, Dahl-Jørgensen, & Mikkelsen, 2002), however, there is a lack of knowledge about the managements' role throughout the entire intervention process and how line managers are influenced by the context at different levels. We therefore discuss the line managers' role within the five phase cycle of an organizational intervention, including preparation, screening, action planning, implementation and evaluation. We also introduce a more in-depth understanding of the context by using of the IGLO-model (Individual, Group, Leadership and Organizational level). Based on our knowledge and experience from the ARK-program we make some recommendations for (a) what the line managers need throughout the five phases in order to contribute to a successful intervention, and (b) on what the line manager has to provide in order to develop and implement a successful intervention process.


Assuntos
Liderança , Desenvolvimento de Programas , Avaliação de Programas e Projetos de Saúde , Psicologia Industrial/métodos , Projetos de Pesquisa , Adulto , Humanos
5.
Pap. psicol ; 39(3): 183-190, sept.-dic. 2018. graf
Artigo em Espanhol | IBECS | ID: ibc-180293

RESUMO

En las últimas décadas, el estudio de la seguridad en organizaciones de alta fiabilidad no ha prestado la suficiente atención al papel de las personas y su contribución a una operación fiable. Debido a ello, la literatura sobre comportamiento humano de seguridad es escasa e inconexa. El presente trabajo integra el conocimiento existente sobre las personas y su comportamiento de seguridad en industrias de alta fiabilidad, más específicamente en la industria nuclear. Para tal fin, se proporciona una revisión de la literatura donde se acota y clarifica el concepto de "desempeño de seguridad", y al mismo tiempo se presentan las últimas investigaciones y modelos sobre el mismo


Over the last few decades, the study of safety in high reliability organizations has not paid enough attention to the human role and its contribution to a reliable operation. Therefore, the literature about human safety performance is scarce and disjointed. The present paper integrates the existing knowledge on workers' safety performance in high risk industries, specifically in the nuclear industry. In order to do this, we provide a literature review in which the concept of "safety performance" is clarified, and at the same time, we present the most recent research studies and models on this concept


Assuntos
Humanos , Psicologia Industrial , Desempenho de Papéis , Segurança Industrial/métodos , Segurança Industrial/prevenção & controle , Liberação Nociva de Radioativos/psicologia , Ergonomia/métodos
6.
Pap. psicol ; 39(3): 200-207, sept.-dic. 2018.
Artigo em Espanhol | IBECS | ID: ibc-180295

RESUMO

El objetivo de este artículo es presentar una revisión del estado de la investigación y la práctica profesional acerca del papel desempeñado por las identidades múltiples individuales y sobre los procesos implicados en las múltiples identidades organizacionales, así como las consecuencias de ambos tipos de identidades para los individuos y las organizaciones. El artículo concluye con una serie de implicaciones prácticas y de líneas futuras de investigación y de intervención en relación con ambos fenómenos


The aim of this paper is to present a state-of-the-art review of research and professional practice regarding the role played by multiple individual identities and the processes involved in multiple organizational identities, as well as the consequences of both types of identities for individuals and organizations. The paper concludes by highlighting practical implications and proposals for future research and intervention related to both phenomena


Assuntos
Humanos , Transtorno Dissociativo de Identidade/psicologia , Psicologia Industrial , Satisfação no Emprego , Prática Profissional
7.
Rev. psicol. trab. organ. (1999) ; 34(1): 1-9, abr. 2018. tab, ilus
Artigo em Espanhol | IBECS | ID: ibc-174273

RESUMO

El objetivo de este trabajo es examinar el efecto mediador de la autoficacia, la esperanza y la vitalidad en la relación de la perspectiva futura de tiempo con la satisfacción laboral y el compromiso organizacional. Se aplicó un cuestionario autoinformado a 299 estudiantes de máster con experiencia laboral. Las hipótesis se probaron mediante un análisis de mediación utilizando regresión lineal. Los resultados indican que los tres factores considerados median la relación entre la perspectiva futura de tiempo y la satisfacción laboral. También se encontró que mientras que la autoeficacia y la esperanza median la relación entre la perspectiva futura de tiempo y el compromiso organizacional, la vitalidad no lo hace. Este estudio sugiere que la asociación entre la perspectiva futura de tiempo y las actitudes analizadas no es directa, sino que se transmite, en mayor o menor medida, a través de factores que varían en poder de mediación


El objetivo de este trabajo es examinar el efecto mediador de la autoficacia, la esperanza y la vitalidad en la relación de la perspectiva futura de tiempo con la satisfacción laboral y el compromiso organizacional. Se aplicó un cuestionario autoinformado a 299 estudiantes de máster con experiencia laboral. Las hipótesis se probaron mediante un análisis de mediación utilizando regresión lineal. Los resultados indican que los tres factores considerados median la relación entre la perspectiva futura de tiempo y la satisfacción laboral. También se encontró que mientras que la autoeficacia y la esperanza median la relación entre la perspectiva futura de tiempo y el compromiso organizacional, la vitalidad no lo hace. Este estudio sugiere que la asociación entre la perspectiva futura de tiempo y las actitudes analizadas no es directa, sino que se transmite, en mayor o menor medida, a través de factores que varían en poder de mediación


Assuntos
Humanos , Masculino , Feminino , Adulto , Satisfação no Emprego , Autoeficácia , Eficiência Organizacional/tendências , Organizações/organização & administração , Inquéritos e Questionários , Modelos Lineares , Estudantes/estatística & dados numéricos , Análise de Dados/métodos , Testes de Hipótese , Psicologia Industrial/tendências
8.
Rev. psicol. trab. organ. (1999) ; 34(1): 10-15, abr. 2018. tab
Artigo em Inglês | IBECS | ID: ibc-174274

RESUMO

The present study provides results of criterion validity in the selection of firefighters in Spain. The predictors were cognitive skills, job knowledge, and physical aptitudes, and the criterion was training proficiency. The process involves 639 candidates, but only 44 complete successfully the selection process. Our results support previous evidence showing that general cognitive ability is the best predictor of training proficiency, with an operational validity of .57. With respect to the other predictors, job knowledge presented an operational validity of .55 and physical tests of .49. In addition, multiple regression analysis showed that cognitive aptitude explains 33% of the variance, but when physical aptitudes are included the explained variance increases to 50%. If we also add job knowledge, explained variance increases to 55%. Our study offers recent results of criterion validity in a barely investigated job, gathered in a country other than the one where prior research had been carried out


Este estudio ofrece resultados de la validez de criterio en la selección de bomberos en España. Los predictores fueron las aptitudes cognitivas, el conocimiento del puesto y las aptitudes físicas, siendo el criterio el provechamiento de la formación. El proceso comenzó con 639 candidatos, de los cuales solamente 44 superaron la selección. Nuestros resultados apoyan la evidencia previa, mostrando que la aptitud cognitiva general es el mejor predictor, con una validez operativa de .57, seguido del conocimiento del puesto con .55 y las pruebas físicas con .49. Además, el análisis de regresión múltiple mostró que la aptitud cognitiva explica un 33% de la varianza, que se incrementa hasta el 50% al incluir pruebas físicas y hasta el 55% si además se añade conocimiento del puesto. Estos resultados resultan especialmente interesantes al haber sido obtenidos en un país diferente al de las principales investigaciones de referencia (i.e., Estados Unidos de América)


Assuntos
Humanos , Masculino , Feminino , Adulto , Adulto Jovem , Bombeiros/educação , Bombeiros/psicologia , Seleção de Pessoal , Testes de Aptidão , Aptidão Física/psicologia , Eficiência/fisiologia , Bombeiros/estatística & dados numéricos , Reprodutibilidade dos Testes , Eficiência Organizacional , Psicologia Industrial/métodos , Espanha
9.
Rev. psicol. trab. organ. (1999) ; 34(1): 16-28, abr. 2018.
Artigo em Espanhol | IBECS | ID: ibc-174275

RESUMO

Esta investigación ha tenido como objetivo profundizar en el conocimiento sobre el funcionamiento de los procedimientos selectivos en el sector público. Para ello, a partir de los datos del concurso-oposición de 2010 para la selección de auxiliares administrativos en el Gobierno Vasco se estudiaron dos cuestiones: a) la validez predictiva de los predictores empleados y b) la justicia percibida por parte de los auxiliares con respecto al proceso selectivo y a las pruebas empleadas y su relación con el resultado en las mismas y el desempeño laboral. Los resultados muestran que la prueba de conocimientos es el mejor predictor del desempeño y que las reacciones de los candidatos presentan una correlación positiva con el desempeño laboral y con el resultado en el test de juicio situacional. Se comentan las limitaciones de la investigación así como las implicaciones prácticas de los resultados


The purpose of this research has been to deepen the knowledge about how selection procedures work in the public sector. To this aim two aspects were considered: a) the predictive validity of the predictors employed and b) the perceived justice of the hired workers regarding the selection process and the tests used and their relation with test performance and job performance. The results show that the job knowledge test is the best predictor of performance and that the reactions of the candidates present a positive correlation with job performance and with the situational judgment test results. The limitations of the research as well as the practical implications of the results are discussed


Assuntos
Humanos , Masculino , Feminino , Adulto , Seleção de Pessoal/organização & administração , Setor Público/organização & administração , Organização e Administração , Desempenho de Papéis , Conhecimento , Seleção de Pessoal/normas , Setor Público , Setor Público/estatística & dados numéricos , Testes Obrigatórios/métodos , Psicologia Industrial , Psicologia Industrial/organização & administração
10.
Rev. psicol. trab. organ. (1999) ; 34(1): 38-45, abr. 2018. tab, ilus
Artigo em Inglês | IBECS | ID: ibc-174277

RESUMO

Changes imposed on public higher education institutions try to adopt some management practices in public organizations. In this study, we intend to understand how organizational culture (support, innovation, goals, rules) and internal marketing can contribute to the organizational support of employees of higher education institutions. The study was developed with a sample of 635 employees. The results show that organizational culture and internal marketing contribute to the explanation of perceived organizational support (POS). Then, through a structural equation model, it was possible to confirm the contribution of support culture and internal marketing to the explanation of POS. More studies are necessary taking students’ point of view into account. These results reveal the importance of the fact that organizations need to implement a culture of support and appropriate internal communication networks that allow employees to perceive social support


Los cambios impuestos por las instituciones de educación superior públicas tratan de encajar algunas prácticas de gestión en las organizaciones públicas. En este estudio pretendemos entender cómo la cultura organizacional (apoyo, innovación, objetivos, reglas) y el marketing interno pueden contribuir al apoyo de la organización a los empleados de las instituciones de educación superior. El estudio fue desarrollado con una muestra de 635 empleados. Los resultados muestran que la cultura organizacional y el marketing interno contribuyen a la explicación de la percepción de apoyo organizacional (PAO). Se pudo confirmar la contribución de la cultura de apoyo y marketing interno a la explicación de la PAO. Se necesitan más estudios que tengan en cuenta el punto de vista de los estudiantes. Estos resultados muestran la importancia de la necesidad que tienen las organizaciones de implementar una cultura de apoyo y redes de comunicación


Assuntos
Humanos , Feminino , Adulto , Pessoa de Meia-Idade , Adulto Jovem , Cultura Organizacional , Modelos Organizacionais , Marketing/organização & administração , Educação Superior , Trabalhadores , Sistemas de Apoio a Decisões Administrativas/organização & administração , Desenvolvimento de Pessoal/organização & administração , Estudos Transversais/métodos , Inquéritos e Questionários , Psicologia Industrial/organização & administração , Portugal
11.
Psicothema (Oviedo) ; 30(1): 89-96, feb. 2018. graf, tab
Artigo em Inglês | IBECS | ID: ibc-172604

RESUMO

Background: Two popular concepts, work engagement and personal initiative, are different but related constructs. This study is based on and extends the Frese and Fay (2001) model of personal initiative (PI) by including work engagement (WE) and self-efficacy as antecedents of PI, and performance as a consequence. Method: Two studies (study 1, with a cross-sectional design using N = 396 participants from 22 organizations, and study 2, with a longitudinal design conducted in two waves with N = 118 participants from 15 organizations) test the hypotheses. Results: Structural equation modeling and the PROCESS SPSS Macro were used to test the hypothesized mediating role of personal initiative in work engagement and performance, and the results show the indirect effect of WE on performance through PI. Conclusions: The results of these two studies confirmed our hypotheses: WE and self-efficacy lead to higher PI, which, in turn, leads to higher performance. In addition to considering WE as an antecedent of PI, the results lead to considering PI as an antecedent of performance (AU)


Antecedentes: los conceptos work engagement e iniciativa personal están relacionados pero son conceptos diferentes. Este trabajo se basa en el modelo de la iniciativa personal de Frese y Fay (2001) y lo amplía incluyendo el work engagement como antecedente de la iniciativa personal, junto con la autoeficacia y el desempeño como resultado. Método: se realizaron dos estudios (estudio 1 con un diseño transversal N = 396 participantes de 22 organizaciones y estudio 2 con un diseño longitudinal con dos tiempos y N = 118 participantes de 15 organizaciones) para contrastar las hipótesis. Resultados: se utilizaron modelos de ecuaciones estructurales y el Macro de SPSS Process para contrastar el rol mediador de la iniciativa perosnal entre el work engagement y el desempeño, mostrando los resultados los efectos indirectos del work engagement sobre el desempeño a través de la iniciativa personal. Conclusión: los resultados de los dos estudios confirman nuestras hipótesis. Work engagment y autoeficacia llevan a una mayor iniciativa personal, que implica una mejora del desempeño. Junto a considerar el work engagment un antecedente de la iniciativa personal, los resultados permiten considerar a la iniciativa un antecedente del desempeño (AU)


Assuntos
Humanos , Masculino , Feminino , Adulto , Autoeficácia , Psicologia Industrial/métodos , Inovação Organizacional , Psicometria/métodos , Estudos Longitudinais , Inquéritos e Questionários
12.
Psicothema (Oviedo) ; 30(1): 136-142, feb. 2018. tab, graf
Artigo em Inglês | IBECS | ID: ibc-172611

RESUMO

Background: A literature review reveals that there is no measure of job crafting available in Spanish. This paper presents the translation, adaptation and validation of a scale to measure job crafting behaviors (i.e. the Spanish Job Crafting Scale – SJCS; Tims, Bakker, & Derks, 2012). Methods: The scale was applied to a sample of 896 employees in Spain (52.26% women and 47.4% men). We tested the reliability and factorial validity of the 21-item instrument. Results: After confirmatory factor analysis (CFI=.858, TLI= .838, IFI= .860, RMSEA= .067), the results show a structure consisting of four factors: Increasing structural job resources; Decreasing hindering job demands; Increasing social job resources; Increasing challenging job demands. These four factors demonstrate adequate reliability and evidence of validity with others scales that refer to Engagement at Work and Proactivity. Conclusion: The questionnaire may be a useful tool for the assessment of job crafting and for future research in Spanish speaking countries (AU)


Antecedentes: una revisión de la literatura revela que no existen instrumentos de medida del job crafting en lengua española. Este artículo presenta la traducción, adaptación y validación de una escala para medir el comportamiento del job crafting (Spanish Job Crafting Scale -SJCS; Tims, Bakker, & Derks, 2012). Método: la escala fue aplicada a una muestra de 896 empleados (52,6% mujeres y 47,4% hombres). Se han testeado la fiabilidad y la validez factorial de un instrumento con 21 ítems. Resultados: después de realizar análisis confirmatorio (CFI= .858, TLI= .838, IFI= .860, RMSEA= .067), los resultados obtenidos confirman una estructura constituida por cuatro factores: Aumento de los recursos estructurales del empleo, Disminución de las demandas de trabajo, Aumento de los recursos sociales del empleo, Creciente demanda de desafíos en el trabajo. Estos cuatro factores tienen una fiabilidad adecuada y se constatan evidencias de validez con otras escalas que hacen referencia al Engagement en el trabajo y la Proactividad. Conclusiones: el cuestionario puede ser una herramienta útil para la evaluación del job crafting y para su uso en la investigación en el contexto de los países de lengua española (AU)


Assuntos
Humanos , Masculino , Feminino , Adulto , Psicologia Industrial/métodos , Escalas de Graduação Psiquiátrica Breve/normas , Testes Psicológicos/normas , Tradução , Reprodutibilidade dos Testes , Análise Fatorial
13.
J Appl Psychol ; 103(6): 659-675, 2018 Jun.
Artigo em Inglês | MEDLINE | ID: mdl-29355341

RESUMO

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


Assuntos
Interpretação Estatística de Dados , Modelos Estatísticos , Psicologia Industrial/normas , Pesquisa/normas , Terminologia como Assunto , Humanos
14.
Otolaryngol Head Neck Surg ; 158(1): 21-23, 2018 01.
Artigo em Inglês | MEDLINE | ID: mdl-28898163

RESUMO

Increasing attention has been paid to the selection of otolaryngology residents, a highly competitive process but one with room for improvement. A recent commentary in this journal recommended that residency programs more thoroughly incorporate theory and evidence from personnel psychology (part of the broader field of organizational science) in the resident selection process. However, the focus of this recommendation was limited to applicants' cognitive abilities and independent work-oriented traits (eg, conscientiousness). We broaden this perspective to consider critical interpersonal skills and traits that enhance resident effectiveness in interdependent health care organizations and we expand beyond the emphasis on selection to consider how these skills can be honed during residency. We advocate for greater use of standardized team-based care simulations, which can aid in assessing and developing the key interpersonal leadership skills necessary for success as an otolaryngology resident.


Assuntos
Educação de Pós-Graduação em Medicina , Otolaringologia/educação , Seleção de Pessoal , Habilidades Sociais , Competência Clínica , Humanos , Internato e Residência , Modelos Psicológicos , Personalidade , Psicologia Industrial
15.
Psychol Res ; 82(1): 4-11, 2018 Jan.
Artigo em Inglês | MEDLINE | ID: mdl-29098444

RESUMO

Although multitasking has been the subject of a large number of papers and experiments, the term task is still not well defined. In this opinion paper, we adopt the ideomotor perspective to define the term task and distinguish it from the terms goal and action. In our opinion, actions are movements executed by an actor to achieve a concrete goal. Concrete goals are represented as anticipated sensory consequences that are associated with an action in an ideomotor manner. Concrete goals are nested in a hierarchy of more and more abstract goals, which form the context of the corresponding action. Finally, tasks are depersonalized goals, i.e., goals that should be achieved by someone. However, tasks can be assigned to a specific person or group of persons, either by a third party or by the person or the group of persons themselves. By accepting this assignment, the depersonalized task becomes a personal goal. In our opinion, research on multitasking needs to confine its scope to the analysis of concrete tasks, which result in concrete goals as anticipated sensory consequences of the corresponding action. We further argue that the distinction between dual- and single-tasking is dependent on the subjective conception of the task assignment, the goal representation and previous experience. Finally, we conclude that it is not the tasks, but the performing of the tasks, i.e. the actions that cause costs in multitasking experiments.


Assuntos
Movimento (Física) , Psicologia Industrial/classificação , Desempenho Psicomotor/classificação , Desempenho Psicomotor/fisiologia , Feminino , Humanos , Masculino
16.
Nonlinear Dynamics Psychol Life Sci ; 22(1): 53-76, 2018 01.
Artigo em Inglês | MEDLINE | ID: mdl-29223198

RESUMO

In recent years, research in organizational psychology has witnessed a shift in attention from a mostly variable-focused approach, to a mostly person-focused approach. Indeed, it has been widely recognized that the study of worker's heterogeneity is a meaningful and necessary task of researchers dealing with human behavior in organizational contexts. As a consequence, there has been growing interest in the application of statistical analyses able to uncover latent sub-groups of workers. The present contribution was conceived as a tutorial for the application of one of these statistical analyses, namely second-order growth mixture modeling, and to illustrate its inner links with concepts from non-linear dynamic models. Throughout the paper, we provided (a) a discussion on the relationships between growth mixture modeling and the cusp catastrophe model; (b) Mplus syntaxes and output excerpts of a longitudinal analysis conducted on job performance (N = 420 employees rated once a year for four consecutive years);


Assuntos
Modelos Estatísticos , Psicologia Industrial , Desempenho Profissional , Humanos , Modelos Psicológicos
17.
Psico USF ; 23(2): 203-214, 2018. tab, il
Artigo em Inglês | LILACS | ID: biblio-910509

RESUMO

This study aimed to show evidence of validity for the Brazilian short version (12 items) of the Psychological Capital Questionnaire (PCQ-12). Three independent samples participated in the study, totaling 1771 subjects (64.3% women, 32.9% men and 2.9% undeclared), aged 18-79 years (M = 38.59, SD = 12.98). Confirmatory factor analyses showed acceptable adjustment indices for the four-factor structure (self-efficacy, hope, resilience and optimism) and for a second-order structure with a general factor of psychological capital explaining the four primary factors. Multi-group confirmatory factor analyses found configural, metric and scalar invariance of the measure for the different samples as well as for men and women. Finally, convergent validity analyses found a positive and moderate correlation of PCQ-12 with satisfaction with life and subjective happiness, as well as a negative and moderate correlation with perceived stress and depression. (AU)


Esse estudo tem por objetivo apresentar evidências de validade para a versão brasileira reduzida (12 itens) do Questionário de Capital Psicológico (QCP-12). Participaram do estudo três amostras independentes, totalizando 1771 sujeitos (64,3% mulheres, 32,9% homens, e 2,9% não declarados), com idades entre 18 a 79 anos (M = 38,59; DP = 12,98). Análises fatoriais confirmatórias apresentaram índices de ajuste aceitáveis para a estrutura de quatro fatores (autoeficácia, esperança, resiliência e otimismo) correlacionados e para uma estrutura de segunda ordem, com um fator geral de capital psicológico explicando os quatro fatores de primeira ordem. Análises fatoriais confirmatórias multigrupo encontraram invariância configural, métrica e escalar da medida para as diferentes amostras bem como para homens e mulheres. Por fim, análises de validade convergente encontraram correlação positiva e moderada do QCP-12 com a satisfação com a vida e a felicidade subjetiva, e negativa e moderada com o estresse percebido e a depressão. (AU)


Este estudio tiene como objetivo presentar evidencias de validez de la versión brasileña reducida (12 ítems) del Cuestionario de Capital Psicológico (CCP-12). El estudio incluyó tres muestras independientes, con un total de 1771 individuos (64,3% mujeres, 32,9% hombres y 2,9% no declarados), con edades entre 18 a 79 años (M = 38,59, SD = 12,98). El análisis factorial confirmatorio mostró índices de ajuste aceptable para estructura de cuatro factores correlacionados (autoeficacia, esperanza, resiliencia y optimismo) y para una estructura de segundo orden con un factor general de capital psicológico que explica los cuatro factores de primer orden. Análisis factorial confirmatorio multigrupo encontró invariancia configural, métrica y escalar de la medida para las diferentes muestras, tanto para hombres como mujeres. Por fin, análisis de validez convergente encontraron correlación positiva y moderada de CCP-12 de satisfacción con la vida y felicidad subjetiva, y correlación negativa y moderada con el estrés percibido y la depresión. (AU)


Assuntos
Humanos , Masculino , Feminino , Adolescente , Adulto , Pessoa de Meia-Idade , Idoso , Felicidade , Esperança , Otimismo/psicologia , Satisfação Pessoal , Resiliência Psicológica , Autoeficácia , Análise Fatorial , Psicologia Industrial , Reprodutibilidade dos Testes , Inquéritos e Questionários
18.
Psicothema (Oviedo) ; 29(4): 208-513, nov. 2017. tab
Artigo em Inglês | IBECS | ID: ibc-167759

RESUMO

Background: This study aimed to evaluate the effect of the Intensive Program of Emotional Intelligence (IPEI; Fernández, 2016; Férreo, 2016) on middle managers’ emotional intelligence, as this variable may have a significant impact on personal satisfaction, task performance, and the work environment. Method: The intervention was applied to work team supervisors in a large call center, as it is an overlooked sector in this topic. Two-hundred and eighty-two supervisors from a Madrid-based, Spanish multinational (51.4% men and 48.6% women) participated in this study. Participants were assigned to the experimental group (n = 190) or the control group (n = 92) by availability, according to management decision. All supervisors filled in two questionnaires to evaluate the different components of intrapersonal emotional intelligence (i.e., attention, clarity, and repair; TMMS-24; Fernández-Berrocal, Extremera, & Ramos, 2004) and cognitive and affective empathy (i.e., perspective taking, emotion understanding, empathic joy, and personal distress; TECA; López-Pérez, Fernández, & Abad, 2008). Results: The findings showed an increase in the studied variables for the experimental group. Conclusions: The results obtained support middle managers’ training in emotional competences through short, efficient, economic programs. Potential limitations and implications of the results are discussed (AU)


Antecedentes: este estudio se centra en la evaluación del Programa de Inteligencia Emocional Intensivo (PIEI; Fernández, 2016; Férreo, 2016) aplicado a supervisores de trabajo. El programa pretende incrementar la inteligencia emocional, ya que esta variable incide en aspectos como la satisfacción personal, el desempeño de tareas y el clima laboral. Método: la intervención se aplicó a supervisores de un gran call center, un sector poco estudiado en este ámbito. Participaron 282 supervisores pertenecientes a una empresa española multinacional, radicada en Madrid (51,4% varones y 48,6% mujeres). Fueron asignados, por disponibilidad, al grupo experimental (n = 190) o al grupo control (n = 92). Todos los supervisores respondieron a dos cuestionarios: uno para evaluar los componentes de inteligencia emocional intrapersonal (v.g., claridad, comprensión y reparación; TMMS-24; Fernández-Berrocal, Extremera y Ramos, 2004) y otro para medir empatía cognitiva y afectiva (v.g., adopción de perspectivas, comprensión emocional, alegría empática y estrés empático; TECA, López-Pérez, Fernández y Abad, 2008). Resultados: los resultados mostraron una mejora en las variables de estudio tras aplicar el programa en el grupo experimental. Conclusiones: los resultados obtenidos apoyan la formación emocional de mandos intermedios con programas breves, eficaces y económicos. Además, se discuten las limitaciones e implicaciones de los resultados obtenidos (AU)


Assuntos
Humanos , Inteligência Emocional , Empatia , Sugestão , Habilidades Sociais , Psicologia Industrial/métodos , Avaliação de Eficácia-Efetividade de Intervenções , Cursos de Capacitação , Avaliação Educacional
19.
Am Psychol ; 72(7): 713, 2017 Oct.
Artigo em Inglês | MEDLINE | ID: mdl-29016183

RESUMO

Presents an obituary for Paul W. Thayer, who died on January 25, 2017, at the age of 89. Thayer was an industrial and organizational psychologist probably most distinguished by his professional service. He was a fellow of the American Psychological Association (APA), American Psychological Society (APS), and Society for Industrial and Organizational Psychology (SIOP). He received multiple awards for his service, including SIOP's Distinguished Professional Contributions Award (1986) and its Distinguished Service Award (1990), as well as the APA Award for Distinguished Service to Psychological Science (2014). Paul's most recognized scientific contribution was in industrial training. He coauthored (with William McGehee) the first scientific book on the topic titled, Training in Business and Industry (New York, NY: Wiley), in 1961, which is considered a classic in the field. (PsycINFO Database Record


Assuntos
Psicologia Industrial/história , História do Século XX , História do Século XXI , Humanos
20.
Rev. psicol. trab. organ. (1999) ; 33(2): 109-114, ago. 2017. tab, ilus
Artigo em Inglês | IBECS | ID: ibc-164362

RESUMO

The aim of this study is to adapt and consequently validate the Global Transformational Leadership measuring scale (GTL). The scale was therefore applied to a sample of 456 members of 70 work groups, belonging to 26 organizations. The factorial structure of the scale was analysed through the exploratory factor analysis (EFA) and confirmatory factor analysis (CFA), with the sample being split in two equal parts: EFA was conducted in both sub-samples and CFA was applied in the second sub-sample. The internal consistency was evaluated via Cronbach's alpha and the nomological validity was analysed via the evaluation of the GTL's correlations with both team-level autonomy and quality of group experience. The results revealed the presence of a unidimensional scale with a good level of internal consistency. Regarding the nomological validity, the results pointed to hypothetical relations, since the GTL showed positive correlations with the variables considered. Thus, the Portuguese version of the GTL is presented as a useful instrument for evaluating transformational leadership (AU)


El objetivo de este estudio fue adaptar y, consecuentemente, validar al portugués la escala Global Transformational Leadership (GTL). La escala se aplicó a una muestra de 456 miembros de 70 grupos de trabajo, pertenecientes a 26 organizaciones. La estructura factorial fue analizada mediante el análisis factorial exploratorio (AFE) y el análisis factorial confirmatorio (AFC), después de dividir la muestra en dos partes iguales: la AFE se aplicó en las dos muestras y la CFA en la segunda muestra. La consistencia interna se evaluó mediante el alfa de Cronbach y la validez nomológica se analizó mediante las correlaciones de GTL con la autonomía del grupo y la calidad de la experiencia del grupo. Los resultados revelaron la presencia de una escala unidimensional com un buen nivel de consistencia interna. Los datos sobre la validez nomológica confirmaron las relaciones previstas, habiendo presentado la GTL correlaciones positivas con las variables consideradas. La version portuguesa de la GTL se presenta como una herramienta útil para evaluar el liderazgo transformacional (AU)


Assuntos
Humanos , Liderança , Psicometria/métodos , Psicometria/tendências , Escalas de Graduação Psiquiátrica Breve/normas , Psicologia Industrial/organização & administração , Psicometria/organização & administração , Psicometria/normas , Análise Fatorial , Psicologia Industrial/estatística & dados numéricos
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