In this study, we examined the relationships between employees’ negative internal attributions of their supervisors’ workplace decisions and organizational citizenship behavior (OCB) as mediated by adverse emotions. The present research also explores the moderating role of organizational ethical climate (OEC) and self-enhancement in OCB. Following two studies conducted on participants recruited from industry, we suggest a nuanced insight into employees’ inferences regarding their supervisors’ decisions in predicting their OCB. The current research addresses this notion by implementing the conceptualization of the attribution-affect-action model, by showing that higher levels of unfavorable internal attributions are associated with higher levels of negative workplace emotions, and that higher levels of negative emotions predict lesser OCB. Additionally, we uncover the way perceived organizational ethical climate moderates the obtained indirect relationship. The relationship between employees’ attributions and reported OCB is attenuated under high levels of egoism- and principle-based OEC (Study 1). Further, our findings show that the effect of OEC on OCB diminishes under high levels of negative attributions (Studies 1 & 2) and that the effect of principle-based OEC on OCB is mitigated given high levels of self-enhancement (Study 2). Theoretical and practical implications are discussed.
{"title":"Attributions of Managerial Decisions, Emotions, and OCB. The Moderating Role of Ethical Climate and Self-Enhancement","authors":"Lily Chernyak-Hai, Aharon Tziner","doi":"10.5093/JWOP2021A4","DOIUrl":"https://doi.org/10.5093/JWOP2021A4","url":null,"abstract":"In this study, we examined the relationships between employees’ negative internal attributions of their supervisors’ workplace decisions and organizational citizenship behavior (OCB) as mediated by adverse emotions. The present research also explores the moderating role of organizational ethical climate (OEC) and self-enhancement in OCB. Following two studies conducted on participants recruited from industry, we suggest a nuanced insight into employees’ inferences regarding their supervisors’ decisions in predicting their OCB. The current research addresses this notion by implementing the conceptualization of the attribution-affect-action model, by showing that higher levels of unfavorable internal attributions are associated with higher levels of negative workplace emotions, and that higher levels of negative emotions predict lesser OCB. Additionally, we uncover the way perceived organizational ethical climate moderates the obtained indirect relationship. The relationship between employees’ attributions and reported OCB is attenuated under high levels of egoism- and principle-based OEC (Study 1). Further, our findings show that the effect of OEC on OCB diminishes under high levels of negative attributions (Studies 1 & 2) and that the effect of principle-based OEC on OCB is mitigated given high levels of self-enhancement (Study 2). Theoretical and practical implications are discussed.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"37 1","pages":"36-48"},"PeriodicalIF":3.1,"publicationDate":"2021-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45537246","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Drawing on the Job Demand-Resource model this paper examines the influence of the social comparison orientation personality trait. It is hypothesized that high social comparison orientation will moderate the negative effect of job demands in the health impairment process on work engagement, mediated by a work-nonwork conflict. A total of 510 nurses from different healthcare centres participated in this study. PROCESS macro was used to test simple and moderated mediation. Results demonstrate that the negative indirect effect of job demands on work engagement via work-non work conflict appears only with low levels of social comparison orientation. Theoretical insights from social comparison literature and the work-nonwork interface into JD-R theory are integrated. The strengths of social comparison orientation employees are highlighted to reduce the depletion of resources needed to cope with non-work demands and promote work engagement.
{"title":"Two in Distress Make Sorrow less: A Work-Life Conflict Moderated Mediation Model","authors":"Inés Martínez-Corts, Sandra Manzanares, F. Medina","doi":"10.5093/JWOP2021A3","DOIUrl":"https://doi.org/10.5093/JWOP2021A3","url":null,"abstract":"Drawing on the Job Demand-Resource model this paper examines the influence of the social comparison orientation personality trait. It is hypothesized that high social comparison orientation will moderate the negative effect of job demands in the health impairment process on work engagement, mediated by a work-nonwork conflict. A total of 510 nurses from different healthcare centres participated in this study. PROCESS macro was used to test simple and moderated mediation. Results demonstrate that the negative indirect effect of job demands on work engagement via work-non work conflict appears only with low levels of social comparison orientation. Theoretical insights from social comparison literature and the work-nonwork interface into JD-R theory are integrated. The strengths of social comparison orientation employees are highlighted to reduce the depletion of resources needed to cope with non-work demands and promote work engagement.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"37 1","pages":"28-34"},"PeriodicalIF":3.1,"publicationDate":"2021-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44417254","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
M. Miglioretti, A. Gragnano, Simona Margheritti, E. Picco
Prior to COVID-19, telework was a key action adopted by companies to foster employee wellbeing, but the evidence of its effects was equivocal This study aims to 1) develop and validate a questionnaire measuring the quality of telework (QoT-q) and 2) assess the impact of telework on employee work engagement and work-family balance in the case of high-quality telework (HqT), low-quality telework (LqT), and no telework (NoT) The sample consists of 260 workers from three Italian organizations Through principal component analysis and Cronbach's alpha values, the final QoT-q comprised three areas: 1) agile workplaces, 2) flexible worker, and 3) virtual leadership ANOVAs showed that job resources, work engagement, and work-family balance are significantly higher among HqT, while job demands do not differ or were lower The Job Demands-Resources model was useful to explain the effects of telework Implications for future research and practice are presented (English) [ABSTRACT FROM AUTHOR] Antes del COVID-19, el teletrabajo era una de las principales medidas que adoptaban las empresas para fomentar el bienestar de los empleados, pero la evidencia de sus efectos era dudosa Este estudio tiene como objetivo 1) desarrollar y validar un cuestionario que mide la calidad del teletrabajo (QoT-q) y 2) evaluar el impacto del teletrabajo en el compromiso laboral de los empleados y el equilibrio trabajo-familia en el caso del teletrabajo de alta calidad (HqT), teletrabajo de baja calidad (LqT) y ningun teletrabajo (NoT) La muestra esta formada por 260 trabajadores de tres organizaciones italianas A traves del analisis de componentes principales y los valores alfa de Cronbach, la QoT-q final comprendia tres areas: 1) lugares de trabajo agiles, 2) trabajador flexible y 3) liderazgo virtual Los ANOVA mostraron que los recursos laborales, el compromiso laboral y el equilibrio entre el trabajo y la familia son significativamente mas altos entre HqT, mientras que las demandas laborales no difieren o son mas bajas El modelo demandas-recursos del puesto de trabajo ha sido util para explicar los efectos del teletrabajo Se presentan las implicaciones para la investigacion y la practica futura (Spanish) [ABSTRACT FROM AUTHOR] Copyright of Revista de Psicologia del Trabajo y de Las Organizaciones is the property of Colegio Oficial de Psicologos de Madrid and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission However, users may print, download, or email articles for individual use This abstract may be abridged No warranty is given about the accuracy of the copy Users should refer to the original published version of the material for the full abstract (Copyright applies to all Abstracts )
{"title":"Not All Telework is Valuable","authors":"M. Miglioretti, A. Gragnano, Simona Margheritti, E. Picco","doi":"10.5093/JWOP2021A6","DOIUrl":"https://doi.org/10.5093/JWOP2021A6","url":null,"abstract":"Prior to COVID-19, telework was a key action adopted by companies to foster employee wellbeing, but the evidence of its effects was equivocal This study aims to 1) develop and validate a questionnaire measuring the quality of telework (QoT-q) and 2) assess the impact of telework on employee work engagement and work-family balance in the case of high-quality telework (HqT), low-quality telework (LqT), and no telework (NoT) The sample consists of 260 workers from three Italian organizations Through principal component analysis and Cronbach's alpha values, the final QoT-q comprised three areas: 1) agile workplaces, 2) flexible worker, and 3) virtual leadership ANOVAs showed that job resources, work engagement, and work-family balance are significantly higher among HqT, while job demands do not differ or were lower The Job Demands-Resources model was useful to explain the effects of telework Implications for future research and practice are presented (English) [ABSTRACT FROM AUTHOR] Antes del COVID-19, el teletrabajo era una de las principales medidas que adoptaban las empresas para fomentar el bienestar de los empleados, pero la evidencia de sus efectos era dudosa Este estudio tiene como objetivo 1) desarrollar y validar un cuestionario que mide la calidad del teletrabajo (QoT-q) y 2) evaluar el impacto del teletrabajo en el compromiso laboral de los empleados y el equilibrio trabajo-familia en el caso del teletrabajo de alta calidad (HqT), teletrabajo de baja calidad (LqT) y ningun teletrabajo (NoT) La muestra esta formada por 260 trabajadores de tres organizaciones italianas A traves del analisis de componentes principales y los valores alfa de Cronbach, la QoT-q final comprendia tres areas: 1) lugares de trabajo agiles, 2) trabajador flexible y 3) liderazgo virtual Los ANOVA mostraron que los recursos laborales, el compromiso laboral y el equilibrio entre el trabajo y la familia son significativamente mas altos entre HqT, mientras que las demandas laborales no difieren o son mas bajas El modelo demandas-recursos del puesto de trabajo ha sido util para explicar los efectos del teletrabajo Se presentan las implicaciones para la investigacion y la practica futura (Spanish) [ABSTRACT FROM AUTHOR] Copyright of Revista de Psicologia del Trabajo y de Las Organizaciones is the property of Colegio Oficial de Psicologos de Madrid and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission However, users may print, download, or email articles for individual use This abstract may be abridged No warranty is given about the accuracy of the copy Users should refer to the original published version of the material for the full abstract (Copyright applies to all Abstracts )","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"37 1","pages":"11-19"},"PeriodicalIF":3.1,"publicationDate":"2021-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42032134","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Despite the amount of research on family-work conflict and burnout, there persist questions about their relations and which coping strategies are the most effective. In this paper we address this issue from a gender perspective with a sample of 131 dual-earner couples developing both individual and couple analyses. The results at individual level yield gender differences when each of the two burnout components is explained. The main predictor of emotional exhaustion is work-family conflict while family-work conflict is the main predictor of depersonalization, especially for men. Regarding coping strategies, behavioural coping is negatively related to male depersonalization. However, behavioral and emotional coping increases both burnout dimensions in women, particularly if family-work conflict is high. At couple level, findings confirm the relationship between conflicts and burnout and the moderating role of behavioural coping to explain emotional exhaustion.
{"title":"Work-Family Conflict, Coping Strategies and Burnout: A Gender and Couple Analysis","authors":"L. Recuero, Amparo Osca Segovia","doi":"10.5093/JWOP2021A5","DOIUrl":"https://doi.org/10.5093/JWOP2021A5","url":null,"abstract":"Despite the amount of research on family-work conflict and burnout, there persist questions about their relations and which coping strategies are the most effective. In this paper we address this issue from a gender perspective with a sample of 131 dual-earner couples developing both individual and couple analyses. The results at individual level yield gender differences when each of the two burnout components is explained. The main predictor of emotional exhaustion is work-family conflict while family-work conflict is the main predictor of depersonalization, especially for men. Regarding coping strategies, behavioural coping is negatively related to male depersonalization. However, behavioral and emotional coping increases both burnout dimensions in women, particularly if family-work conflict is high. At couple level, findings confirm the relationship between conflicts and burnout and the moderating role of behavioural coping to explain emotional exhaustion.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"37 1","pages":"21-28"},"PeriodicalIF":3.1,"publicationDate":"2021-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46018595","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Environment and personality interact determining the manner a subject behaves, but research on how to conceptualise and measure the environment is still scarce. This article addresses this issue presenting strong evidence on the reliability and validity of the Situational Strength at Work (SSW) Scale (Meyer et al., 2014) in Spanish-speaking work contexts. Through three studies, we found sound evidence for the four-factor structure of the situational strength’s construct, comprising clarity, consistency, constraints, and consequences, with adequate reliability for each factor. Results of studies also found that the instrument is invariant according to sex, country (Spain, Ecuador, Mexico), and occupation (salespeople, teachers, office workers). Convergent and discriminant validity were successfully tested, and exploratory graphical network analysis depicted satisfactory results. Theoretical and practical implications are pointed out, and it is concluded that the SSW scale is a suitable instrument for investigating situational strength at work cross-nationally in Spanish-speaking contexts. La medición de la influencia del entorno en el comportamiento: validación multimétodo y multimuestra de la Situational Strength at Work (SWW) Scale
环境和人格的相互作用决定了一个主体的行为方式，但关于如何概念化和测量环境的研究仍然很少。本文针对这一问题提出了强有力的证据，证明了工作情景强度(SSW)量表(Meyer et al.， 2014)在西班牙语工作环境中的可靠性和有效性。通过三项研究，我们发现情境优势结构的四因素结构是合理的，包括清晰度、一致性、约束和后果，每个因素都有足够的信度。研究结果还发现，根据性别、国家(西班牙、厄瓜多尔、墨西哥)和职业(销售人员、教师、办公室工作人员)，该工具是不变的。收敛效度和判别效度测试成功，探索性图形网络分析结果令人满意。本文指出了理论和实践意义，并得出结论:SSW量表是一种适合于调查西班牙语语境下跨国工作情境力量的工具。La medición de La influencia del entorno en el comportamiento: validación通过工作情景强度(SWW)量表的多情景强度(multi - west)进行多情景模拟
{"title":"Measuring the Influence of Environment on Behaviour: A Multimethod Multisample Validation of the Situational Strength at Work (SSW) Scale in Spanish-Speaking Samples","authors":"José A García-Arroyo, Amparo Osca Segovia","doi":"10.5093/jwop2021a14","DOIUrl":"https://doi.org/10.5093/jwop2021a14","url":null,"abstract":"Environment and personality interact determining the manner a subject behaves, but research on how to conceptualise and measure the environment is still scarce. This article addresses this issue presenting strong evidence on the reliability and validity of the Situational Strength at Work (SSW) Scale (Meyer et al., 2014) in Spanish-speaking work contexts. Through three studies, we found sound evidence for the four-factor structure of the situational strength’s construct, comprising clarity, consistency, constraints, and consequences, with adequate reliability for each factor. Results of studies also found that the instrument is invariant according to sex, country (Spain, Ecuador, Mexico), and occupation (salespeople, teachers, office workers). Convergent and discriminant validity were successfully tested, and exploratory graphical network analysis depicted satisfactory results. Theoretical and practical implications are pointed out, and it is concluded that the SSW scale is a suitable instrument for investigating situational strength at work cross-nationally in Spanish-speaking contexts. La medición de la influencia del entorno en el comportamiento: validación multimétodo y multimuestra de la Situational Strength at Work (SWW) Scale","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"37 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2021-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80381107","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Mindful organizing (also known as collective mindfulness) is a collective capability that allows teams to anticipate and swiftly recover from unexpected events. This collective capability is especially relevant in high-risk environments where reliability in performance is of utmost importance. In this paper, we build on current mindful organizing theory by showing how two front-line communication and participatory conditions (perceived safety for upward dissent and climate for employee engagement) interact to predict mindful organizing. We shed light on the controversy around mindful organizing’s effect on team’s subjective experience at work by showing that it leads to greater team job satisfaction and thus lowers individual turnover intentions. These relationships were tested using a time-lagged design with two data-collection points using a sample of 47 teams within the nuclear power industry.
{"title":"Developing Mindful Organizing in Teams: A Participation Climate is not Enough, Teams Need to Feel Safe to Challenge their Leaders","authors":"Michelle Renecle, F. Gracia, I. Tomás, J. Peiró","doi":"10.5093/jwop2020a18","DOIUrl":"https://doi.org/10.5093/jwop2020a18","url":null,"abstract":"Mindful organizing (also known as collective mindfulness) is a collective capability that allows teams to anticipate and swiftly recover from unexpected events. This collective capability is especially relevant in high-risk environments where reliability in performance is of utmost importance. In this paper, we build on current mindful organizing theory by showing how two front-line communication and participatory conditions (perceived safety for upward dissent and climate for employee engagement) interact to predict mindful organizing. We shed light on the controversy around mindful organizing’s effect on team’s subjective experience at work by showing that it leads to greater team job satisfaction and thus lowers individual turnover intentions. These relationships were tested using a time-lagged design with two data-collection points using a sample of 47 teams within the nuclear power industry.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"30 1","pages":"181-193"},"PeriodicalIF":3.1,"publicationDate":"2020-11-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83844180","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Roberto Cenciotti, Laura Borgogni, C. Consiglio, Emiliano Fedeli, G. Alessandri
Agentic capabilities refer to the basic capabilities of mind that, according to social cognitive theory, allow people to proactively influence their functioning and external context. This study presents a new scale, namely the Work Agentic Capabilities (WAC) questionnaire, that consists of 28 items and measures forethought capability, self-regulation capability, self-reflection capability and vicarious capability in the organizational context. Accordingly, an exploratory (N = 290) and a confirmatory factor analysis (N = 300) demonstrated a four-factor structure. Agentic capabilities were positively correlated with psychological capital and its dimensions i.e., self-efficacy, hope, optimism and resiliency), positive job attitudes (work engagement and job satisfaction), proactive organizational behaviours (job crafting and organizational citizenship behaviours), perceived job performance, and promotion prospects. Finally, we discuss meaningful differences in the mean values of agentic capabilities associated with sociodemographic and organizational variables. Results suggest that the WAC questionnaire can be reliably used to measure agentic capabilities.
{"title":"The Work Agentic Capabilities (WAC) Questionnaire: Validation of a New Measure","authors":"Roberto Cenciotti, Laura Borgogni, C. Consiglio, Emiliano Fedeli, G. Alessandri","doi":"10.5093/JWOP2020A19","DOIUrl":"https://doi.org/10.5093/JWOP2020A19","url":null,"abstract":"Agentic capabilities refer to the basic capabilities of mind that, according to social cognitive theory, allow people to proactively influence their functioning and external context. This study presents a new scale, namely the Work Agentic Capabilities (WAC) questionnaire, that consists of 28 items and measures forethought capability, self-regulation capability, self-reflection capability and vicarious capability in the organizational context. Accordingly, an exploratory (N = 290) and a confirmatory factor analysis (N = 300) demonstrated a four-factor structure. Agentic capabilities were positively correlated with psychological capital and its dimensions i.e., self-efficacy, hope, optimism and resiliency), positive job attitudes (work engagement and job satisfaction), proactive organizational behaviours (job crafting and organizational citizenship behaviours), perceived job performance, and promotion prospects. Finally, we discuss meaningful differences in the mean values of agentic capabilities associated with sociodemographic and organizational variables. Results suggest that the WAC questionnaire can be reliably used to measure agentic capabilities.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"12 1","pages":"195-204"},"PeriodicalIF":3.1,"publicationDate":"2020-11-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89863555","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Inmaculada Otero, Dámaris Cuadrado, Alexandra Martínez
This research examines the convergent-discriminant and predictive validity of the Big Five personality dimensions assessed with two different formats of personality inventories: a single-stimulus (SS) and a quasi-ipsative forced-choice (FC). The relationship between both types of measures and intelligence (GMA) was also analyzed. The results showed that: (1) the SS and the quasi-ipsative FC measures present a high convergent-discriminant validity; (2) the Big Five personality dimensions, assessed with both questionnaires, and GMA are independent constructs; and (3) both types of personality measures have similar predictive validity for the three criteria examined (academic performance, training success, and interpersonal competence). As expected, conscientiousness was the best predictor of academic performance and training success. Extraversion was the best predictor of interpersonal competence. Finally, the theoretical and practical implications of these findings are discussed.
{"title":"Convergent and Predictive Validity of the Big Five Factors Assessed with SingleStimulus and Quasi-Ipsative Questionnaires","authors":"Inmaculada Otero, Dámaris Cuadrado, Alexandra Martínez","doi":"10.5093/JWOP2020A17","DOIUrl":"https://doi.org/10.5093/JWOP2020A17","url":null,"abstract":"This research examines the convergent-discriminant and predictive validity of the Big Five personality dimensions assessed with two different formats of personality inventories: a single-stimulus (SS) and a quasi-ipsative forced-choice (FC). The relationship between both types of measures and intelligence (GMA) was also analyzed. The results showed that: (1) the SS and the quasi-ipsative FC measures present a high convergent-discriminant validity; (2) the Big Five personality dimensions, assessed with both questionnaires, and GMA are independent constructs; and (3) both types of personality measures have similar predictive validity for the three criteria examined (academic performance, training success, and interpersonal competence). As expected, conscientiousness was the best predictor of academic performance and training success. Extraversion was the best predictor of interpersonal competence. Finally, the theoretical and practical implications of these findings are discussed.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"81 1","pages":"215-222"},"PeriodicalIF":3.1,"publicationDate":"2020-11-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81591017","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
D. Fodor, A. Pohrt, B. Gekeler, N. Knoll, Silke Heuse
Research indicates that physical activity is associated with lower perceived job stress and burnout. Recent literature shows that regular vigorous-intensity aerobic physical activity (VPA) may have beneficial effects going well beyond those of regular moderate-intensity aerobic physical activity (MPA). However, research investigating the competing roles of VPA and MPA in the context of deleterious job conditions is scarce. Using data from an online-study with 847 employees, we tested if VPA and MPA relate to lower symptoms of burnout and whether they moderate the relationship of job demands and burnout. Results point towards a negative main effect between MPA and burnout whereas no main effect has been found between VPA and burnout. However, results indicate that VPA moderates the deleterious relationship of high job demands and burnout. Findings suggest that employees may benefit from MPA independently from level of job demand whereas VPA may additionally help coping with high job demands.
{"title":"Intensity Matters: The Role of Physical Activity in the Job Demands-Resources Model","authors":"D. Fodor, A. Pohrt, B. Gekeler, N. Knoll, Silke Heuse","doi":"10.5093/jwop2020a21","DOIUrl":"https://doi.org/10.5093/jwop2020a21","url":null,"abstract":"Research indicates that physical activity is associated with lower perceived job stress and burnout. Recent literature shows that regular vigorous-intensity aerobic physical activity (VPA) may have beneficial effects going well beyond those of regular moderate-intensity aerobic physical activity (MPA). However, research investigating the competing roles of VPA and MPA in the context of deleterious job conditions is scarce. Using data from an online-study with 847 employees, we tested if VPA and MPA relate to lower symptoms of burnout and whether they moderate the relationship of job demands and burnout. Results point towards a negative main effect between MPA and burnout whereas no main effect has been found between VPA and burnout. However, results indicate that VPA moderates the deleterious relationship of high job demands and burnout. Findings suggest that employees may benefit from MPA independently from level of job demand whereas VPA may additionally help coping with high job demands.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"45 1","pages":"223-229"},"PeriodicalIF":3.1,"publicationDate":"2020-11-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82805468","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
espanolEn el trabajo de servicio, las demandas emocionales son importantes debido a sus efectos sobre las interacciones sociales con clientes, pacientes, alumnos, etc. El proposito de este estudio es examinar como se relacionan las demandas emocionales y el liderazgo con el engagement en el trabajo de los miembros del equipo. La muestra consiste en 1,079 empleados anidados en 124 equipos de trabajo de cuatro organizaciones publicas espanolas. Los analisis multinivel mostraron: 1) un efecto positivo de las demandas emocionales sobre el engagement en el trabajo, 2) un efecto, a traves de los niveles, del liderazgo sobre el engagement en el trabajo y 3) un efecto de moderacion, a traves de los niveles, del liderazgo sobre la relacion entre las demandas emocionales y el engagement en el trabajo. Los resultados sugieren que las percepciones compartidas sobre el liderazgo que tiene el equipo afectan a sus niveles de engagement en el trabajo directamente y a traves de un efecto de interaccion sobre la relacion demandas emocionales-engagement. Cuando los empleados se sienten emocionalmente sobrecargados, sus lideres pueden aliviar este impacto negativo en sus niveles de engagement en el trabajo. Se presentan implicaciones teoricas y practicas. EnglishIn service work, emotional demands are important due to their effects on social interactions with customers, patients, pupils, etc. The purpose of this study is to examine how emotional demands and leadership are related to engagement of the team members. The sample consists of 1,079 employees nested in 124 work teams from four Spanish public organizations. Multilevel analyses showed: 1) a positive effect of emotional demands on work engagement, 2) a cross-level effect of leadership on work engagement, and 3) a cross-level moderation effect of leadership on the relationship between emotional demands and work engagement. Results suggest that shared perceptions of leadership by teams affect their work engagement levels directly and through an interaction effect on the emotional demands-engagement relationship. When employees feel emotionally overloaded, their leaders can relieve this negative impact on their levels of work engagement. Practical and theoretical implications are presented.
{"title":"Our Boss is a Good Boss! Cross-level Effects of Transformational Leadership on Work Engagement in Service Jobs","authors":"I. Martínez, M. Salanova, Valeria Cruz-Ortiz","doi":"10.5093/jwop2020a10","DOIUrl":"https://doi.org/10.5093/jwop2020a10","url":null,"abstract":"espanolEn el trabajo de servicio, las demandas emocionales son importantes debido a sus efectos sobre las interacciones sociales con clientes, pacientes, alumnos, etc. El proposito de este estudio es examinar como se relacionan las demandas emocionales y el liderazgo con el engagement en el trabajo de los miembros del equipo. La muestra consiste en 1,079 empleados anidados en 124 equipos de trabajo de cuatro organizaciones publicas espanolas. Los analisis multinivel mostraron: 1) un efecto positivo de las demandas emocionales sobre el engagement en el trabajo, 2) un efecto, a traves de los niveles, del liderazgo sobre el engagement en el trabajo y 3) un efecto de moderacion, a traves de los niveles, del liderazgo sobre la relacion entre las demandas emocionales y el engagement en el trabajo. Los resultados sugieren que las percepciones compartidas sobre el liderazgo que tiene el equipo afectan a sus niveles de engagement en el trabajo directamente y a traves de un efecto de interaccion sobre la relacion demandas emocionales-engagement. Cuando los empleados se sienten emocionalmente sobrecargados, sus lideres pueden aliviar este impacto negativo en sus niveles de engagement en el trabajo. Se presentan implicaciones teoricas y practicas. EnglishIn service work, emotional demands are important due to their effects on social interactions with customers, patients, pupils, etc. The purpose of this study is to examine how emotional demands and leadership are related to engagement of the team members. The sample consists of 1,079 employees nested in 124 work teams from four Spanish public organizations. Multilevel analyses showed: 1) a positive effect of emotional demands on work engagement, 2) a cross-level effect of leadership on work engagement, and 3) a cross-level moderation effect of leadership on the relationship between emotional demands and work engagement. Results suggest that shared perceptions of leadership by teams affect their work engagement levels directly and through an interaction effect on the emotional demands-engagement relationship. When employees feel emotionally overloaded, their leaders can relieve this negative impact on their levels of work engagement. Practical and theoretical implications are presented.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"58 1","pages":"87-94"},"PeriodicalIF":3.1,"publicationDate":"2020-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77582075","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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