espanolEste estudio busca investigar la repercusion de los valores del trabajo (como autonomia, competencia y crecimiento o seguridad en el empleo) en el esfuerzo de los empleados desde una perspectiva del ajuste necesidades-recursos. Los datos de 295 empleados y 57 supervisores de dos organizaciones indicaron que el esfuerzo aumentaba a medida que los valores percibidos de los empleados aumentaban hacia los valores preferidos. Ademas, el esfuerzo no mostraba patrones coherentes cuando los valores percibidos del trabajo superaban a los valores preferidos. Especificamente, en lo relativo a la autonomia y a la competencia y crecimiento, el esfuerzo de los empleados seguia aumentando a medida que los valores percibidos superaban a los valores preferidos. No obstante, en cuanto a la seguridad en el empleo, el esfuerzo de los empleados disminuia a medida que los valores percibidos superaban sustancialmente a los valores preferidos. Por otra parte, este estudio muestra que a mayor nivel de ajuste entre los valores percibidos y los preferidos mayor es el esfuerzo. Sin embargo, los resultados referidos a la seguridad en el empleo, contrariamente a nuestras expectativas, mostraban que un esfuerzo considerablemente mayor daba lugar a una disminucion del esfuerzo de los empleados. EnglishThis study aimed to investigate the impact of work values (i.e., autonomy, competence and growth, and job security) on employee effort from a needs-supplies fit perspective. Using data from 295 employees and their 57 supervisors in two organizations, the results indicated that employee effort increased as employees’ perceived values increased toward their preferred values. Moreover, employee effort did not show consistent patterns when the perceived work values exceeded the preferred values. Specifically, regarding autonomy and competence and growth, employee effort continued to increase as the perceived values exceeded the preferred values. However, regarding job security, employee effort declined as the perceived values substantially exceeded the preferred values. Furthermore, this study found that the higher the fit level between the perceived and preferred values, the greater the employee effort. Nevertheless, the findings regarding job security, which were inconsistent with our expectations, revealed that a considerably higher fit led to a decline in employee effort.
{"title":"Work Values and Employee Effort: A Needs-Supplies Fit Perspective","authors":"S. Abdelmoteleb","doi":"10.5093/jwop2020a2","DOIUrl":"https://doi.org/10.5093/jwop2020a2","url":null,"abstract":"espanolEste estudio busca investigar la repercusion de los valores del trabajo (como autonomia, competencia y crecimiento o seguridad en el empleo) en el esfuerzo de los empleados desde una perspectiva del ajuste necesidades-recursos. Los datos de 295 empleados y 57 supervisores de dos organizaciones indicaron que el esfuerzo aumentaba a medida que los valores percibidos de los empleados aumentaban hacia los valores preferidos. Ademas, el esfuerzo no mostraba patrones coherentes cuando los valores percibidos del trabajo superaban a los valores preferidos. Especificamente, en lo relativo a la autonomia y a la competencia y crecimiento, el esfuerzo de los empleados seguia aumentando a medida que los valores percibidos superaban a los valores preferidos. No obstante, en cuanto a la seguridad en el empleo, el esfuerzo de los empleados disminuia a medida que los valores percibidos superaban sustancialmente a los valores preferidos. Por otra parte, este estudio muestra que a mayor nivel de ajuste entre los valores percibidos y los preferidos mayor es el esfuerzo. Sin embargo, los resultados referidos a la seguridad en el empleo, contrariamente a nuestras expectativas, mostraban que un esfuerzo considerablemente mayor daba lugar a una disminucion del esfuerzo de los empleados. EnglishThis study aimed to investigate the impact of work values (i.e., autonomy, competence and growth, and job security) on employee effort from a needs-supplies fit perspective. Using data from 295 employees and their 57 supervisors in two organizations, the results indicated that employee effort increased as employees’ perceived values increased toward their preferred values. Moreover, employee effort did not show consistent patterns when the perceived work values exceeded the preferred values. Specifically, regarding autonomy and competence and growth, employee effort continued to increase as the perceived values exceeded the preferred values. However, regarding job security, employee effort declined as the perceived values substantially exceeded the preferred values. Furthermore, this study found that the higher the fit level between the perceived and preferred values, the greater the employee effort. Nevertheless, the findings regarding job security, which were inconsistent with our expectations, revealed that a considerably higher fit led to a decline in employee effort.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"22 1","pages":"15-25"},"PeriodicalIF":3.1,"publicationDate":"2020-03-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83482345","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}
The purpose of this study is to analyze the mediating role of work engagement in the relationship between resources and performance, and the invariance of the HEalthy & Resilient Organizations model (HERO) depending on physical exercise. Moreover, the study examines whether there are differences in the perception of these variables based on workout and gender. The sample consisted of 319 employees (156 sedentary and 163 non-sedentary employees). The results show that engagement mediates between resources and performance in both groups, which demonstrates the invariance of the model. Additionally, the findings revealed that, generally speaking, non-sedentary people are more empathetic and more absorbed in their job tasks and, specifically, that non-sedentary men are more empathetic and more vigorous at work than sedentary men. No differences were found between sedentary and non-sedentary women. Finally, regarding gender differences in variables, women are more empathetic and have better performance than men.
{"title":"Employees’ Physical Exercise, Resources, Engagement, and Performance: A Cross-sectional Study from HERO Model","authors":"Ester Gil-Beltrán, S. Llorens, M. Salanova","doi":"10.5093/jwop2020a4","DOIUrl":"https://doi.org/10.5093/jwop2020a4","url":null,"abstract":"The purpose of this study is to analyze the mediating role of work engagement in the relationship between resources and performance, and the invariance of the HEalthy & Resilient Organizations model (HERO) depending on physical exercise. Moreover, the study examines whether there are differences in the perception of these variables based on workout and gender. The sample consisted of 319 employees (156 sedentary and 163 non-sedentary employees). The results show that engagement mediates between resources and performance in both groups, which demonstrates the invariance of the model. Additionally, the findings revealed that, generally speaking, non-sedentary people are more empathetic and more absorbed in their job tasks and, specifically, that non-sedentary men are more empathetic and more vigorous at work than sedentary men. No differences were found between sedentary and non-sedentary women. Finally, regarding gender differences in variables, women are more empathetic and have better performance than men.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"38 1","pages":"39-47"},"PeriodicalIF":3.1,"publicationDate":"2020-02-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80086827","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}
espanolLa mayor parte de las teorias de job crafting han estudiado el termino como una actividad individual. Pocas investigaciones se han centrado en el crafting colaborativo. El presente estudio tiene dos objetivos. Se pretende adaptar y validar la version espanola de la escala de crafting individual y colaborativo. Ademas, se pretende poner a prueba un modelo de mediacion simple del engagement sobre la relacion entre el crafting individual y colaborativo y la satisfaccion laboral. La muestra esta formada por 301 personas. El analisis de datos se llevo a cabo con el programa Smart PLS v. 3.2.6. usando minimos cuadrados parciales (PLS). Los resultados muestran que la escala de crafting individual y colaborativo en castellano es valida y fiable. Ademas, existe una mediacion completa del engagement en la relacion job crafting-satisfaccion. El modelo hipotetizado explica un 78.4% de la varianza de la satisfaccion laboral. EnglishMost theories of job crafting understand the term to refer to an individual activity, and only a few studies have focused on collaborative job crafting. The present study has two aims. First, to adapt and validate a Spanish version of the Individual and Collaborative Crafting Scale. Second, to test a simple mediation model of engagement on the relationship between individual and collaborative crafting and job satisfaction. The sample consisted of 301 people. The data were analyzed using the Smart PLS statistical program, version 3.2.6., using the partial least squares (PLS) path modeling method. The results reveal that the Spanish language version of the Individual and Collaborative Crafting Scale is both valid and reliable. Moreover, engagement was found to fully mediate the relationship between job crafting and job satisfaction, with the hypothesized model explaining 78.4% of the variance observed in job satisfaction.
大多数工作工艺理论都把终止作为一种个人活动来研究。很少有研究关注合作制作。本研究有两个目的。它的目的是适应和验证西班牙版本的个人和协作制作量表。本研究的目的是验证一个简单的参与中介模型，在个人和协作制作和工作满意度之间的关系。样本由301人组成。数据分析使用Smart PLS v. 3.2.6程序进行。使用偏最小二乘(PLS)。结果表明，西班牙语的个人和合作制作规模是有效和可靠的。此外，在工作制作-满足的关系中有一个完整的承诺中介。假设模型解释了78.4%的工作满意度方差。EnglishMost不同of job crafting理解个人服to refer to an activity, and only politico studies have聚焦协作性工作crafting。= =地理= =根据美国人口普查，这个县的总面积为，其中土地和(0.964平方公里)水。第一，调整和验证个人和合作制作规模的西班牙版本。第二，测试一个简单的参与中介模型，探讨个人与合作创造与工作满意度之间的关系。该样本由301人组成。该数据使用智能PLS统计程序3.2.6版本进行分析。= =地理= =根据美国人口普查，该镇总面积为，其中土地和(1.5%)水。结果表明，个人和合作制作量表的西班牙语版本既有效又可靠。此外，engagement被发现完全中介了工作创造和工作满意度之间的关系，假设模型解释了78.4%的工作满意度差异。
{"title":"Individual Crafting, Collaborative Crafting, and Job Satisfaction: The Mediator Role of Engagement","authors":"Marta Llorente-Alonso, Gabriela Topa","doi":"10.5093/jwop2019a23","DOIUrl":"https://doi.org/10.5093/jwop2019a23","url":null,"abstract":"espanolLa mayor parte de las teorias de job crafting han estudiado el termino como una actividad individual. Pocas investigaciones se han centrado en el crafting colaborativo. El presente estudio tiene dos objetivos. Se pretende adaptar y validar la version espanola de la escala de crafting individual y colaborativo. Ademas, se pretende poner a prueba un modelo de mediacion simple del engagement sobre la relacion entre el crafting individual y colaborativo y la satisfaccion laboral. La muestra esta formada por 301 personas. El analisis de datos se llevo a cabo con el programa Smart PLS v. 3.2.6. usando minimos cuadrados parciales (PLS). Los resultados muestran que la escala de crafting individual y colaborativo en castellano es valida y fiable. Ademas, existe una mediacion completa del engagement en la relacion job crafting-satisfaccion. El modelo hipotetizado explica un 78.4% de la varianza de la satisfaccion laboral. EnglishMost theories of job crafting understand the term to refer to an individual activity, and only a few studies have focused on collaborative job crafting. The present study has two aims. First, to adapt and validate a Spanish version of the Individual and Collaborative Crafting Scale. Second, to test a simple mediation model of engagement on the relationship between individual and collaborative crafting and job satisfaction. The sample consisted of 301 people. The data were analyzed using the Smart PLS statistical program, version 3.2.6., using the partial least squares (PLS) path modeling method. The results reveal that the Spanish language version of the Individual and Collaborative Crafting Scale is both valid and reliable. Moreover, engagement was found to fully mediate the relationship between job crafting and job satisfaction, with the hypothesized model explaining 78.4% of the variance observed in job satisfaction.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"5 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85764404","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}
The purpose of this study is to investigate the mediating role of work design characteristics (task, knowledge, social, and contextual characteristics) in the relationship between professional self-efficacy and job satisfaction. Research has shown how motivational job design has positive consequences for individuals, increasing control and perception of internal forces (such as self-efficacy) and affects positively job satisfaction. However, little is known about how self-efficacy affects job satisfaction through job enrichment. In this study, 353 Chilean workers answered a self-reported survey. Regression analyses confirmed partially the hypotheses, showing a complete mediation of task and social characteristics of work design in the relationship between professional self-efficacy and job satisfaction. These results show how professionalself-efficacy relates to work design and highlight the importance of social and task characteristics to improve job satisfaction, contributing to a better understanding of how self-efficacy improves job satisfaction through work design.
{"title":"Professional Self-efficacy and Job Satisfaction: The Mediator Role of Work Design","authors":"Mariana Bargsted, Raúl Ramírez-Vielma, Jesús Yeves","doi":"10.5093/jwop2019a18","DOIUrl":"https://doi.org/10.5093/jwop2019a18","url":null,"abstract":"The purpose of this study is to investigate the mediating role of work design characteristics (task, knowledge, social, and contextual characteristics) in the relationship between professional self-efficacy and job satisfaction. Research has shown how motivational job design has positive consequences for individuals, increasing control and perception of internal forces (such as self-efficacy) and affects positively job satisfaction. However, little is known about how self-efficacy affects job satisfaction through job enrichment. In this study, 353 Chilean workers answered a self-reported survey. Regression analyses confirmed partially the hypotheses, showing a complete mediation of task and social characteristics of work design in the relationship between professional self-efficacy and job satisfaction. These results show how professionalself-efficacy relates to work design and highlight the importance of social and task characteristics to improve job satisfaction, contributing to a better understanding of how self-efficacy improves job satisfaction through work design.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"520 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77042932","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}
espanolEste trabajo trata de arrojar luz sobre (1) la inversion de tiempo y esfuerzo en trabajo duro (HWI) como mecanismo mediador entre la motivacion intrinseca/extrinseca (predictores) y la implicacion en el trabajo como resultado y (2) el efecto moderador del tipo de contrato laboral (empleados fijos frente a temporales) en la asociacion entre motivacion laboral y HWI. Se recogieron datos de 242 sujetos empleados en alta tecnologia, de los cuales el 68.2% eran ingenieros y el 31.8% estudiantes de ingenieria. Aparte de las relaciones correlacionales, unicamente la inversion en esfuerzo (y no en tiempo) es mediador parcial de la relacion entre motivacion extrinseca e implicacion en el trabajo, pero es una variable supresora de la motivacion intrinseca. Ademas, se encontro que las asociaciones entre motivacion intrinseca/extrinseca y HWI eran mas solidas en los empleados temporales. Se comentan las implicaciones teoricas y practicas, asi como sugerencias para la investigacion futura. EnglishThis paper aimed to shed light on (1) heavy-work investment (HWI) of time and efforts as a mediational mechanism between intrinsic/extrinsic motivation (predictors) and work engagement (WE) as an outcome, and (2) the moderation effect of employment contract type (permanent vs. temporary employees) on the association between work motivation and HWI. Data from 242 high-tech subjects – engineers (68.2%) and engineering students (31.8%) – was collected. Apart from correlational relationships, only investment of effort (and not time) is a partial mediator in the relationship between extrinsic motivation and WE, but is a suppressor variable for intrinsic motivation. Moreover, the associations between intrinsic/extrinsic motivation and HWI were found stronger for temporary employees. Theoretical and practical implications and future research suggestions are discussed.
espanolEste工作试图阐明(1)inversion辛勤劳动的时间和精力(HWI)作为调解人机制之间motivacion intrinseca / extrinseca predictores)和工作场所implicacion由于类型(2)主持人影响临时固定员工劳动合同(面对)在协会工作和motivacion HWI。对242名高新技术员工进行数据收集，其中工程师占68.2%，工程专业学生占31.8%。除了相关关系外，只有努力投入(而不是时间)是外在动机和工作投入之间关系的部分中介，但它是内在动机的抑制变量。研究发现，临时工的内在/外在动机与HWI之间的联系更为紧密。本文讨论了理论和实践意义，并对未来的研究提出了建议。EnglishThis paper和to shed light on (1) heavy-work investment (HWI) of time between intrinsic努力和as a mediational机制/ extrinsic motivation (predictors and work参与(WE) as an的结果,和(2)the moderation effect of employment合同type常驻诉temporary employees) on the association between work motivation and HWI。收集了242名高科技学科——工程师(68.2%)和工程专业学生(31.8%)的数据。除了相关关系外，投入努力(而不是时间)是外在动机与我们之间关系的部分中介，但它是内在动机的抑制变量。此外，在临时工中，内在/外在动机与HWI之间的联系更为强烈。讨论了理论和实践意义和未来的研究建议。
{"title":"Revisiting Work Engagement from a Moderated-Mediation Vantage Point","authors":"Aharon Tziner, Or Shkoler, Bat El Bat Zur","doi":"10.5093/jwop2019a22","DOIUrl":"https://doi.org/10.5093/jwop2019a22","url":null,"abstract":"espanolEste trabajo trata de arrojar luz sobre (1) la inversion de tiempo y esfuerzo en trabajo duro (HWI) como mecanismo mediador entre la motivacion intrinseca/extrinseca (predictores) y la implicacion en el trabajo como resultado y (2) el efecto moderador del tipo de contrato laboral (empleados fijos frente a temporales) en la asociacion entre motivacion laboral y HWI. Se recogieron datos de 242 sujetos empleados en alta tecnologia, de los cuales el 68.2% eran ingenieros y el 31.8% estudiantes de ingenieria. Aparte de las relaciones correlacionales, unicamente la inversion en esfuerzo (y no en tiempo) es mediador parcial de la relacion entre motivacion extrinseca e implicacion en el trabajo, pero es una variable supresora de la motivacion intrinseca. Ademas, se encontro que las asociaciones entre motivacion intrinseca/extrinseca y HWI eran mas solidas en los empleados temporales. Se comentan las implicaciones teoricas y practicas, asi como sugerencias para la investigacion futura. EnglishThis paper aimed to shed light on (1) heavy-work investment (HWI) of time and efforts as a mediational mechanism between intrinsic/extrinsic motivation (predictors) and work engagement (WE) as an outcome, and (2) the moderation effect of employment contract type (permanent vs. temporary employees) on the association between work motivation and HWI. Data from 242 high-tech subjects – engineers (68.2%) and engineering students (31.8%) – was collected. Apart from correlational relationships, only investment of effort (and not time) is a partial mediator in the relationship between extrinsic motivation and WE, but is a suppressor variable for intrinsic motivation. Moreover, the associations between intrinsic/extrinsic motivation and HWI were found stronger for temporary employees. Theoretical and practical implications and future research suggestions are discussed.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"1 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90868580","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}
María José Mera-Lemp, Raúl Ramírez-Vielma, M. Bilbao, G. Nazar
espanolLos estudios que indagan en el funcionamiento psicologico de los inmigrantes ponen de relevancia el impacto negativo de la discriminacion sobre el bienestar psicologico. Asi tambien existe consenso respecto de la importancia del trabajo en su ajuste en paises receptores; no obstante, escasamente se ha estudiado el efecto de la empleabilidad en su bienestar. Este trabajo indaga en las relaciones entre la discriminacion percibida, la empleabilidad y el bienestar psicologico de 100 inmigrantes latinoamericanos asentados en Chile. Se busco determinar la contribucion de la discriminacion y la empleabilidad en la explicacion del bienestar y establecer la incidencia de la empleabilidad en la relacion entre discriminacion y bienestar psicologico. La discriminacion percibida y la empleabilidad explicaron el 31.5% de la variabilidad del bienestar y la empleabilidad medio la relacion entre discriminacion y bienestar. Se discute acerca de la empleabilidad como recurso psicosocial en el contexto de la inmigracion. EnglishResearch about immigrants’ psychological functioning emphasizes the negative impact of discrimination on psychological well-being. Although there is agreement about the relevance of job access to immigrants’ adjustment to host countries, employability’s effects on immigrants’ well-being have been scarcely studied. The purpose of this study was to examine the relationships between perceived discrimination, employability, and psychological well-being in a sample of 100 Latin-American immigrants settled in Chile. We aimed to determine the contribution of discrimination and employability on well-being’s explanation, and to establish the incidence of employability on the relation between discrimination and well-being. Perceived discrimination and employability explained the 31.5% of well-being’s variability, and employability mediated the relation between discrimination and well-being. Employability’s role as a psychosocial resource in a migratory context is discussed.
{"title":"La Discriminación Percibida, la Empleabilidad y el Bienestar Psicológico en los Inmigrantes Latinoamericanos en Chile","authors":"María José Mera-Lemp, Raúl Ramírez-Vielma, M. Bilbao, G. Nazar","doi":"10.5093/jwop2019a24","DOIUrl":"https://doi.org/10.5093/jwop2019a24","url":null,"abstract":"espanolLos estudios que indagan en el funcionamiento psicologico de los inmigrantes ponen de relevancia el impacto negativo de la discriminacion sobre el bienestar psicologico. Asi tambien existe consenso respecto de la importancia del trabajo en su ajuste en paises receptores; no obstante, escasamente se ha estudiado el efecto de la empleabilidad en su bienestar. Este trabajo indaga en las relaciones entre la discriminacion percibida, la empleabilidad y el bienestar psicologico de 100 inmigrantes latinoamericanos asentados en Chile. Se busco determinar la contribucion de la discriminacion y la empleabilidad en la explicacion del bienestar y establecer la incidencia de la empleabilidad en la relacion entre discriminacion y bienestar psicologico. La discriminacion percibida y la empleabilidad explicaron el 31.5% de la variabilidad del bienestar y la empleabilidad medio la relacion entre discriminacion y bienestar. Se discute acerca de la empleabilidad como recurso psicosocial en el contexto de la inmigracion. EnglishResearch about immigrants’ psychological functioning emphasizes the negative impact of discrimination on psychological well-being. Although there is agreement about the relevance of job access to immigrants’ adjustment to host countries, employability’s effects on immigrants’ well-being have been scarcely studied. The purpose of this study was to examine the relationships between perceived discrimination, employability, and psychological well-being in a sample of 100 Latin-American immigrants settled in Chile. We aimed to determine the contribution of discrimination and employability on well-being’s explanation, and to establish the incidence of employability on the relation between discrimination and well-being. Perceived discrimination and employability explained the 31.5% of well-being’s variability, and employability mediated the relation between discrimination and well-being. Employability’s role as a psychosocial resource in a migratory context is discussed.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"5 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75254722","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}
In this study, we analyze the relationship of adult attachment style with the structural properties of personal networks and the social capital of 67 managers in the province of Quebec (Canada). Through cluster analysis, two differentiated relational profiles were detected. Secure attachment is associated with dense and comparatively small networks of strong ties. The avoidance dimension is related instead to larger and more centralized networks, with weaker ties. There were no significant differences in satisfaction with the professional career depending on the attachment style. However, satisfaction with the career showed a significant relationship with the centralization of the personal network.
{"title":"Los Estilos de Apego, las Redes Personales y la Satisfacción con la Carrera Profesional del Personal Directivo de Quebec, Canadá","authors":"Pascale Bouchard, Isidro Maya-Jariego","doi":"10.5093/jwop2019a17","DOIUrl":"https://doi.org/10.5093/jwop2019a17","url":null,"abstract":"In this study, we analyze the relationship of adult attachment style with the structural properties of personal networks and the social capital of 67 managers in the province of Quebec (Canada). Through cluster analysis, two differentiated relational profiles were detected. Secure attachment is associated with dense and comparatively small networks of strong ties. The avoidance dimension is related instead to larger and more centralized networks, with weaker ties. There were no significant differences in satisfaction with the professional career depending on the attachment style. However, satisfaction with the career showed a significant relationship with the centralization of the personal network.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"29 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85976503","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}
Mariano Meseguer-de-Pedro, Mariano García-Izquierdo, M. Fernández-Valera, María Isabel Soler-Sánchez
Workplace bullying is a serious problem that may arise within any occupation or organisation. Situations of workplace bullying are highly stressful and affect the health of workers who experience them in a negative way. Resilience has beenidentified as an essential capacity to protect people’s health. This study focuses on how resilience functions in situations of workplace bullying. By means of questionnaires, information about workplace bullying behaviours, resilience, andpsychological health in a sample of 762 workers was collected. The results show that exposure to bullying behaviours is related to poorer health, and resilience has a mediating role in the relationship between workplace bullying and employees’health. Main findings, limitations, and practical consequences of this study are discussed. The results obtained may serve to assist human resources managers and professionals when they are designing programs aimed at both controlling andpreventing workplace bullying within organisations.
{"title":"The role of Resilience between Workplace Bullying and Health: A Mediational Analysis","authors":"Mariano Meseguer-de-Pedro, Mariano García-Izquierdo, M. Fernández-Valera, María Isabel Soler-Sánchez","doi":"10.5093/jwop2019a16","DOIUrl":"https://doi.org/10.5093/jwop2019a16","url":null,"abstract":"Workplace bullying is a serious problem that may arise within any occupation or organisation. Situations of workplace bullying are highly stressful and affect the health of workers who experience them in a negative way. Resilience has beenidentified as an essential capacity to protect people’s health. This study focuses on how resilience functions in situations of workplace bullying. By means of questionnaires, information about workplace bullying behaviours, resilience, andpsychological health in a sample of 762 workers was collected. The results show that exposure to bullying behaviours is related to poorer health, and resilience has a mediating role in the relationship between workplace bullying and employees’health. Main findings, limitations, and practical consequences of this study are discussed. The results obtained may serve to assist human resources managers and professionals when they are designing programs aimed at both controlling andpreventing workplace bullying within organisations.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"32 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88049125","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}
Or Shkoler, Edna Rabenu, Filiz Tabak, Mariana J. Lebrón
The present research investigated the effects of social exchanges of employees with their immediate manager (i.e., Leader-Member eXchange; LMX) and with their direct working unit/team (i.e., Team-Member eXchange; TMX) on counterproductive work behaviors (CWBs), both – towards the organization or towards colleagues. The research also explored the moderating effects of dispositional envy and the size of the working team on said associations. Data from 221 Israeli employees (Study 1) and 186 American workers (Study 2) were collected. The majority of our hypotheses were supported, with findings indicating interesting cultural differences. Implications and future research suggestions are discussed.
{"title":"Leader- and Team-Member Exchanges and Their Relationships with Organizational and Interpersonal Counterproductive Work Behaviors: Moderation by Envy and Group Size in Israel and USA","authors":"Or Shkoler, Edna Rabenu, Filiz Tabak, Mariana J. Lebrón","doi":"10.5093/jwop2019a19","DOIUrl":"https://doi.org/10.5093/jwop2019a19","url":null,"abstract":"The present research investigated the effects of social exchanges of employees with their immediate manager (i.e., Leader-Member eXchange; LMX) and with their direct working unit/team (i.e., Team-Member eXchange; TMX) on counterproductive work behaviors (CWBs), both – towards the organization or towards colleagues. The research also explored the moderating effects of dispositional envy and the size of the working team on said associations. Data from 221 Israeli employees (Study 1) and 186 American workers (Study 2) were collected. The majority of our hypotheses were supported, with findings indicating interesting cultural differences. Implications and future research suggestions are discussed.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"1 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74801861","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}
F. Molero, M. Mikulincer, P. Shaver, A. Laguía, J. Moriano
In three studies we examined, from an attachment perspective, the utility and the validity of a scale assessing followers’ perceptions of leaders as security providers (LSPS). Based on the literature, we designed a 15-item scale tapping the five functions of a security-enhancing attachment figure (secure base, safe haven, proximity seeking, emotional ties, and separation distress) within organizational contexts. The scale showed acceptable reliability and a one-factor structure in all the studies. In Study 1 (N = 237), the LSPS was positively associated with transformational leadership and inversely associated with passive-avoidant leadership. Moreover, employees’ perceptions of their leader as a security provider made a unique contribution to their satisfaction with the manager and perception of the manager’s efficacy. In Study 2 (N = 263), the LSPS was positively associated with authentic leadership. Employees’ ratings of their leader on the LSPS were positively associated with employees’ organizational identification, work engagement, and work satisfaction. In Study 3 (N = 263), we found that employees’ perceptions of their leader as a security provider had a protective effect on their job burnout. The findings indicate that research on the follower-leader relationship can benefit from the adoption of an attachment perspective.
{"title":"The Development and Validation of the Leader as Security Provider Scale","authors":"F. Molero, M. Mikulincer, P. Shaver, A. Laguía, J. Moriano","doi":"10.5093/jwop2019a20","DOIUrl":"https://doi.org/10.5093/jwop2019a20","url":null,"abstract":"In three studies we examined, from an attachment perspective, the utility and the validity of a scale assessing followers’ perceptions of leaders as security providers (LSPS). Based on the literature, we designed a 15-item scale tapping the five functions of a security-enhancing attachment figure (secure base, safe haven, proximity seeking, emotional ties, and separation distress) within organizational contexts. The scale showed acceptable reliability and a one-factor structure in all the studies. In Study 1 (N = 237), the LSPS was positively associated with transformational leadership and inversely associated with passive-avoidant leadership. Moreover, employees’ perceptions of their leader as a security provider made a unique contribution to their satisfaction with the manager and perception of the manager’s efficacy. In Study 2 (N = 263), the LSPS was positively associated with authentic leadership. Employees’ ratings of their leader on the LSPS were positively associated with employees’ organizational identification, work engagement, and work satisfaction. In Study 3 (N = 263), we found that employees’ perceptions of their leader as a security provider had a protective effect on their job burnout. The findings indicate that research on the follower-leader relationship can benefit from the adoption of an attachment perspective.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"12 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74408352","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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