Despite their poor mental health, many UK construction workers do not seek out help, because of shame for mental health problems relating to masculinity. The purposes of this study were to investigate relationships among mental health shame, mental health problems, masculinity, self-compassion, and motivation, and examine whether self-compassion would mediate the relationship between mental health shame and mental health problems. Construction workers (N = 155) completed measures for those five constructs. The five constructs were adequately correlated with each other, but masculinity and motivation were not related to shame. Self-compassion partially mediated the relationship between mental health shame and mental health problems. Findings may help construction workers understand the importance of mental health shame with mental health problems, and identify better solutions for poor mental health. Brief online self-compassion training was recommended to reduce shame and enhance self-compassion, and may be accessible for construction workers who work at diverse sites and hours.
{"title":"Mental Health Shame of UK Construction Workers: Relationship with Masculinity, Work Motivation, and Self-Compassion","authors":"Y. Kotera, P. Green, D. Sheffield","doi":"10.5093/JWOP2019A15","DOIUrl":"https://doi.org/10.5093/JWOP2019A15","url":null,"abstract":"Despite their poor mental health, many UK construction workers do not seek out help, because of shame for mental health problems relating to masculinity. The purposes of this study were to investigate relationships among mental health shame, mental health problems, masculinity, self-compassion, and motivation, and examine whether self-compassion would mediate the relationship between mental health shame and mental health problems. Construction workers (N = 155) completed measures for those five constructs. The five constructs were adequately correlated with each other, but masculinity and motivation were not related to shame. Self-compassion partially mediated the relationship between mental health shame and mental health problems. Findings may help construction workers understand the importance of mental health shame with mental health problems, and identify better solutions for poor mental health. Brief online self-compassion training was recommended to reduce shame and enhance self-compassion, and may be accessible for construction workers who work at diverse sites and hours.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"3 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83755876","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. Morillo, F. J. Abad, R. S. Kreitchmann, I. Leenen, P. Hontangas, V. Ponsoda
Multidimensional forced-choice questionnaires are widely regarded in the personnel selection literature for their ability to control response biases. Recently developed IRT models usually rely on the assumption that item parameters remain invariant when they are paired in forced-choice blocks, without giving it much consideration. This study aims to test this assumption empirically on the MUPP-2PL model, comparing the parameter estimates of the forced-choice format to their graded-scale equivalent on a Big Five personality instrument. The assumption was found to hold reasonably well, especially for the discrimination parameters. In the cases in which it was violated, we briefly discuss the likely factors that may lead to non-invariance. We conclude discussing the practical implications of the results and providing a few guidelines for the design of forced-choice questionnaires based on the invariance assumption.
{"title":"The Journey from Likert to Forced-Choice Questionnaires: Evidence of the Invariance of Item Parameters","authors":"D. Morillo, F. J. Abad, R. S. Kreitchmann, I. Leenen, P. Hontangas, V. Ponsoda","doi":"10.5093/JWOP2019A11","DOIUrl":"https://doi.org/10.5093/JWOP2019A11","url":null,"abstract":"Multidimensional forced-choice questionnaires are widely regarded in the personnel selection literature for their ability to control response biases. Recently developed IRT models usually rely on the assumption that item parameters remain invariant when they are paired in forced-choice blocks, without giving it much consideration. This study aims to test this assumption empirically on the MUPP-2PL model, comparing the parameter estimates of the forced-choice format to their graded-scale equivalent on a Big Five personality instrument. The assumption was found to hold reasonably well, especially for the discrimination parameters. In the cases in which it was violated, we briefly discuss the likely factors that may lead to non-invariance. We conclude discussing the practical implications of the results and providing a few guidelines for the design of forced-choice questionnaires based on the invariance assumption.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"42 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-06-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85004723","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}
espanolRESUMEN Las tecnologias de informacion y comunicacion (TIC) ofrecen las ventajas de estar conectados y aumentar la flexibilidad laboral de los empleados, aunque tienen consecuencias conductuales y psicologicas negativas. Esta investigacion analiza las consecuencias que tiene la telepresion, referida a la preocupacion y urgencia en responder rapidamente a mensajes relativos al trabajo (utilizando las TIC), sobre el desempeno fisico y psicologico de los trabajadores y sobre el papel intermediario que juegan la desvinculacion psicologica y el cruzar los limites del trabajo. Se paso un cuestionario en linea a 233 trabajadores a tiempo completo. Observamos las relaciones bivariadas de la telepresion y sus consecuencias en la salud (por ejemplo, agotamiento emocional o mala calidad del sueno), el desapego psicologico y el franqueo de los limites del trabajo. Los analisis de bootstrap de los efectos indirectos mostraron que solo el franqueo de estos limites constituye un camino valido para asociar la telepresion con la fatiga fisica, la mala calidad de sueno y dormir poco. Se discuten las implicaciones del papel interventor que tiene el cruzar los limites del trabajo y sus relaciones entre la telepresion y las consecuencias negativas para la salud. EnglishABSTRACT Information and communication technologies (ICT) afford benefits in staying connected and increasing work flexibility for employees; however, they also bring us negative behavioral and psychological outcomes. This research examines the potential consequences of workplace telepressure, referring to the preoccupation with and urge to respond quickly to work-related ICT messages, on employee physical and psychological outcomes and the intervening roles of psychological detachment and boundary-crossing behaviors. A sample of 233 full-time workers from an online survey panel completed an online questionnaire. We observed bivariate relationships between workplace telepressure and health outcomes (i.e., employee burnout, poor sleep quality), psychological detachment, and boundary crossing. Bootstrapped indirect effects analyses showed that only boundary crossing provided a viable pathway by which workplace telepressure was associated with physical fatigue, poor sleep quality, and low sleep quantity. Implications of the intervening role of boundary crossing and the relationships between workplace telepressure and negative health outcomes are discussed.
{"title":"Disconnecting to Detach: The Role of Impaired Recovery in Negative Consequences of Workplace Telepressure","authors":"X. Hu, Alecia M. Santuzzi, Larissa K. Barber","doi":"10.5093/JWOP2019A2","DOIUrl":"https://doi.org/10.5093/JWOP2019A2","url":null,"abstract":"espanolRESUMEN Las tecnologias de informacion y comunicacion (TIC) ofrecen las ventajas de estar conectados y aumentar la flexibilidad laboral de los empleados, aunque tienen consecuencias conductuales y psicologicas negativas. Esta investigacion analiza las consecuencias que tiene la telepresion, referida a la preocupacion y urgencia en responder rapidamente a mensajes relativos al trabajo (utilizando las TIC), sobre el desempeno fisico y psicologico de los trabajadores y sobre el papel intermediario que juegan la desvinculacion psicologica y el cruzar los limites del trabajo. Se paso un cuestionario en linea a 233 trabajadores a tiempo completo. Observamos las relaciones bivariadas de la telepresion y sus consecuencias en la salud (por ejemplo, agotamiento emocional o mala calidad del sueno), el desapego psicologico y el franqueo de los limites del trabajo. Los analisis de bootstrap de los efectos indirectos mostraron que solo el franqueo de estos limites constituye un camino valido para asociar la telepresion con la fatiga fisica, la mala calidad de sueno y dormir poco. Se discuten las implicaciones del papel interventor que tiene el cruzar los limites del trabajo y sus relaciones entre la telepresion y las consecuencias negativas para la salud. EnglishABSTRACT Information and communication technologies (ICT) afford benefits in staying connected and increasing work flexibility for employees; however, they also bring us negative behavioral and psychological outcomes. This research examines the potential consequences of workplace telepressure, referring to the preoccupation with and urge to respond quickly to work-related ICT messages, on employee physical and psychological outcomes and the intervening roles of psychological detachment and boundary-crossing behaviors. A sample of 233 full-time workers from an online survey panel completed an online questionnaire. We observed bivariate relationships between workplace telepressure and health outcomes (i.e., employee burnout, poor sleep quality), psychological detachment, and boundary crossing. Bootstrapped indirect effects analyses showed that only boundary crossing provided a viable pathway by which workplace telepressure was associated with physical fatigue, poor sleep quality, and low sleep quantity. Implications of the intervening role of boundary crossing and the relationships between workplace telepressure and negative health outcomes are discussed.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"41 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86861824","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}
espanolRESUMEN Esta investigacion sobre la experiencia de la desconfianza en la vida organizacional busca dibujar un marco integrado de los antecedentes de la desconfianza relacionados con sus consecuencias conductuales percibidas por personas legas; adicionalmente, compara las diferencias entre dos focos, personas y organizaciones. El estudio exploratorio cualitativo y cuantitativo aplica el metodo Delphi con 38 participantes procedentes de diversos paises que trabajan en diferentes organizaciones. Sus opiniones se han clasificado y comparado cuantitativamente. Los antecedentes describen un mapa mas amplio que los modelos clasicos de confianza y desconfianza, al tiempo que organizan la miriada de antecedentes especificos reportados en la literatura. Las consecuencias en los planes de conducta abarcan toda la gama de grados de insatisfaccion laboral. Estos resultados resaltan areas que las organizaciones deben cuidar para construir y mantener el nivel apropiado de confianza. Por ultimo, el marco integrado encontrado revela una importante estructura interna y diferencias entre ambos focos. EnglishABSTRACT This research on the experience of distrust within organizational life is aimed firstly at drawing an integrated framework of distrust antecedents linked to behavioral consequences as perceived by naive people; and, secondly, at comparing differences between two foci, individuals and organizations. A mixed qualitative to quantitative exploratory study uses the Delphi method with 38 participants from diverse countries working for a variety of organizations. Their opinions are classified and quantitatively compared. Antecedents depict a broader map than classical trust/distrust models while they organize the extant specific antecedents reported in the literature. Consequences on behavior intentions span over the full range of job dissatisfaction levels. These results highlight areas that organizations should watch for in order to build and sustain the appropriate level of trust. Finally, the integrated framework found reveals a meaningful internal structure and differences between the two foci.
{"title":"Integrating Distrust Antecedents and Consequences in Organizational Life","authors":"María-Pilar Camblor, Carlos-María Alcover","doi":"10.5093/JWOP2019A3","DOIUrl":"https://doi.org/10.5093/JWOP2019A3","url":null,"abstract":"espanolRESUMEN Esta investigacion sobre la experiencia de la desconfianza en la vida organizacional busca dibujar un marco integrado de los antecedentes de la desconfianza relacionados con sus consecuencias conductuales percibidas por personas legas; adicionalmente, compara las diferencias entre dos focos, personas y organizaciones. El estudio exploratorio cualitativo y cuantitativo aplica el metodo Delphi con 38 participantes procedentes de diversos paises que trabajan en diferentes organizaciones. Sus opiniones se han clasificado y comparado cuantitativamente. Los antecedentes describen un mapa mas amplio que los modelos clasicos de confianza y desconfianza, al tiempo que organizan la miriada de antecedentes especificos reportados en la literatura. Las consecuencias en los planes de conducta abarcan toda la gama de grados de insatisfaccion laboral. Estos resultados resaltan areas que las organizaciones deben cuidar para construir y mantener el nivel apropiado de confianza. Por ultimo, el marco integrado encontrado revela una importante estructura interna y diferencias entre ambos focos. EnglishABSTRACT This research on the experience of distrust within organizational life is aimed firstly at drawing an integrated framework of distrust antecedents linked to behavioral consequences as perceived by naive people; and, secondly, at comparing differences between two foci, individuals and organizations. A mixed qualitative to quantitative exploratory study uses the Delphi method with 38 participants from diverse countries working for a variety of organizations. Their opinions are classified and quantitatively compared. Antecedents depict a broader map than classical trust/distrust models while they organize the extant specific antecedents reported in the literature. Consequences on behavior intentions span over the full range of job dissatisfaction levels. These results highlight areas that organizations should watch for in order to build and sustain the appropriate level of trust. Finally, the integrated framework found reveals a meaningful internal structure and differences between the two foci.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"45 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"83944831","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}
Y. Zadik, Liad Bareket-Bojmel, Aharon Tziner, Or Shloker
espanolRESUMEN Esta investigacion tiene como objetivo explorar las motivaciones de los managers para contratar freelancers, una forma de empleo en rapido crecimiento, y las condiciones limite para elegir freelancers para diferentes puestos y tareas dentro de la organizacion. La principal proposicion es que los managers hoy en dia consideran a los freelancers como agentes que aportan valiosos conocimientos y experiencia a la organizacion desde el exterior. Para ello, 255 directivos israelies de diferentes sectores empresariales participaron en dos estudios consecutivos. En el estudio 1, se midio cuantitativamente en diferentes tipos de trabajo y roles organizacionales la percepcion de los gerentes de los freelancers y las principales motivaciones para el empleo de los mismos. El estudio 2 se dirigio a profundizar en la comprension de los atributos personales y profesionales que los managers buscan en el empleo freelance utilizando un enfoque cualitativo. Se comentan las implicaciones de la naturaleza cambiante de estos acuerdos de trabajo como actividad estrategica de la direccion de recursos humanos en un entorno empresarial complejo e inestable. EnglishABSTRACT The current research is set to explore the motivations of managers to hire freelancers, a rapidly growing form of employment, and the boundary conditions for choosing freelancers for different positions and tasks within the organization. The main proposition is that managers today consider freelancers as agents that bring valuable knowledge and expertise into the organization from outside. To that end, 255 Israeli managers from different organizational sectors participated in two consecutive studies. In Study 1, managers' perceptions of freelancers and main motivations for employing freelancers were quantitatively measured against different job types and organizational roles. Study 2 aimed to deepen the understanding of the personal and professional attributes that managers look for in freelancer employment, using a qualitative approach. Implications of the changing nature of employment arrangements as a strategic HRM activity in a complex and unstable business environment are discussed.
{"title":"Freelancers: A Manager’s Perspective on the Phenomenon","authors":"Y. Zadik, Liad Bareket-Bojmel, Aharon Tziner, Or Shloker","doi":"10.5093/JWOP2019A5","DOIUrl":"https://doi.org/10.5093/JWOP2019A5","url":null,"abstract":"espanolRESUMEN Esta investigacion tiene como objetivo explorar las motivaciones de los managers para contratar freelancers, una forma de empleo en rapido crecimiento, y las condiciones limite para elegir freelancers para diferentes puestos y tareas dentro de la organizacion. La principal proposicion es que los managers hoy en dia consideran a los freelancers como agentes que aportan valiosos conocimientos y experiencia a la organizacion desde el exterior. Para ello, 255 directivos israelies de diferentes sectores empresariales participaron en dos estudios consecutivos. En el estudio 1, se midio cuantitativamente en diferentes tipos de trabajo y roles organizacionales la percepcion de los gerentes de los freelancers y las principales motivaciones para el empleo de los mismos. El estudio 2 se dirigio a profundizar en la comprension de los atributos personales y profesionales que los managers buscan en el empleo freelance utilizando un enfoque cualitativo. Se comentan las implicaciones de la naturaleza cambiante de estos acuerdos de trabajo como actividad estrategica de la direccion de recursos humanos en un entorno empresarial complejo e inestable. EnglishABSTRACT The current research is set to explore the motivations of managers to hire freelancers, a rapidly growing form of employment, and the boundary conditions for choosing freelancers for different positions and tasks within the organization. The main proposition is that managers today consider freelancers as agents that bring valuable knowledge and expertise into the organization from outside. To that end, 255 Israeli managers from different organizational sectors participated in two consecutive studies. In Study 1, managers' perceptions of freelancers and main motivations for employing freelancers were quantitatively measured against different job types and organizational roles. Study 2 aimed to deepen the understanding of the personal and professional attributes that managers look for in freelancer employment, using a qualitative approach. Implications of the changing nature of employment arrangements as a strategic HRM activity in a complex and unstable business environment are discussed.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"96 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87359210","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}
espanolRESUMEN La situacion de crisis que ha vivido el mundo occidental desde 2007 ha generado miles de desempleados. Uno de los paises mas afectados por el desempleo es Espana, en especial los jovenes (34.7%). A la vista de este contexto intentamos analizar el rol de los recursos psicologicos, el bienestar, el distres y el eustres en jovenes graduados empleados y desempleados. Hemos utilizado una muestra de 542 jovenes graduados, de los cuales el 48.3% estaban desempleados y los que trabajaban ocupaban puestos relacionados con su formacion academica. Nuestros resultados sugieren que: 1) es algo mas probable que los jovenes recien graduados encuentren trabajo si tienen puntuaciones altas en optimismo, 2) la resiliencia, el optimismo, la autonomia, la autoeficacia, el dominio del entorno y la satisfaccion general con la vida estan deteriorados en los jovenes sin trabajo, a la par que aumenta en ellos el afecto negativo y 3) el dominio del entorno juega un papel fundamental en los jovenes graduados desempleados, dado que su perdida guarda relacion con el distres mientras que su ganancia se relaciona con el eustres. Los resultados de esta investigacion son relevantes para implementar programas de entrenamiento que contribuyan a mejorar el bienestar y la calidad de vida de estas personas desempleadas, lo que les permitira estar en una mejor disposicion para encontrar trabajo. EnglishABSTRACT The recession suffered in the western world since 2007 has left thousands of people unemployed. One of the countries most affected by unemployment is Spain and specially its young population (34.7%). Considering this context, we try to find out the role of psychological resources, well-being, distress, and eustress, among young employed and unemployed graduates. We worked with a sample of 542 young graduates, of whom 48.3% were unemployed, and those employed held job positions related to their academic background. Our results suggest that: 1) it is somewhat likely for young recent graduates to find a job if they score high in optimism; 2) resilience, optimism, autonomy, self-efficacy, environmental mastery, and overall life satisfaction are deteriorated in unemployment youth, while negative affect is increased in this group; and 3) environmental mastery plays a fundamental role among young unemployed graduates, for its loss is related to distress while its gain is related to eustress. The results of this research are relevant with regards to the implementation of training programs that contribute to the improvement of the well-being and life quality of these unemployed individuals, therefore allowing them to be in a better position to find a job.
{"title":"Is There Any Relationship between Unemployment in Young Graduates and Psychological Resources? An Empirical Research from the Conservation of Resources Theory","authors":"M. D. Merino, J. Privado, Rocío Arnaiz","doi":"10.5093/JWOP2019A1","DOIUrl":"https://doi.org/10.5093/JWOP2019A1","url":null,"abstract":"espanolRESUMEN La situacion de crisis que ha vivido el mundo occidental desde 2007 ha generado miles de desempleados. Uno de los paises mas afectados por el desempleo es Espana, en especial los jovenes (34.7%). A la vista de este contexto intentamos analizar el rol de los recursos psicologicos, el bienestar, el distres y el eustres en jovenes graduados empleados y desempleados. Hemos utilizado una muestra de 542 jovenes graduados, de los cuales el 48.3% estaban desempleados y los que trabajaban ocupaban puestos relacionados con su formacion academica. Nuestros resultados sugieren que: 1) es algo mas probable que los jovenes recien graduados encuentren trabajo si tienen puntuaciones altas en optimismo, 2) la resiliencia, el optimismo, la autonomia, la autoeficacia, el dominio del entorno y la satisfaccion general con la vida estan deteriorados en los jovenes sin trabajo, a la par que aumenta en ellos el afecto negativo y 3) el dominio del entorno juega un papel fundamental en los jovenes graduados desempleados, dado que su perdida guarda relacion con el distres mientras que su ganancia se relaciona con el eustres. Los resultados de esta investigacion son relevantes para implementar programas de entrenamiento que contribuyan a mejorar el bienestar y la calidad de vida de estas personas desempleadas, lo que les permitira estar en una mejor disposicion para encontrar trabajo. EnglishABSTRACT The recession suffered in the western world since 2007 has left thousands of people unemployed. One of the countries most affected by unemployment is Spain and specially its young population (34.7%). Considering this context, we try to find out the role of psychological resources, well-being, distress, and eustress, among young employed and unemployed graduates. We worked with a sample of 542 young graduates, of whom 48.3% were unemployed, and those employed held job positions related to their academic background. Our results suggest that: 1) it is somewhat likely for young recent graduates to find a job if they score high in optimism; 2) resilience, optimism, autonomy, self-efficacy, environmental mastery, and overall life satisfaction are deteriorated in unemployment youth, while negative affect is increased in this group; and 3) environmental mastery plays a fundamental role among young unemployed graduates, for its loss is related to distress while its gain is related to eustress. The results of this research are relevant with regards to the implementation of training programs that contribute to the improvement of the well-being and life quality of these unemployed individuals, therefore allowing them to be in a better position to find a job.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"4 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87558041","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}
espanolRESUMEN Este estudio analiza la efectividad de la formacion en linea en una gran organizacion. Se ha probado la influencia de diferentes procesos de la formacion, como las estrategias de aprendizaje, las reacciones, el apoyo a la transferencia y las barreras, en la transferencia del comportamiento y el desempeno laboral. Los participantes fueron 3,600 empleados de un banco publico brasileno que participaron en una formacion en linea en el trabajo. Seis meses despues, sus supervisores evaluaron las influencias de la formacion en el comportamiento laboral de sus subordinados. Los hallazgos indicaron que en la autoevaluacion la transferencia del comportamiento se predijo mediante estrategias de aprendizaje de elaboracion/aplicacion practica, reacciones a la formacion, apoyo organizacional y de pares; las estrategias de control de la motivacion, cognitivas/busqueda de ayuda y elaboracion/aplicacion practica, junto con las reacciones a la formacion, se relacionaron significativamente con el desempeno laboral. En la heteroevaluacion, el apoyo del supervisor contribuyo a explicar la transferencia del comportamiento y las estrategias cognitivas/busqueda de ayuda explicaron el desempeno laboral. Se identifico el papel mediador de las reacciones a la formacion y el apoyo a la transferencia mostro efectos moderadores marginales. EnglishABSTRACT This study analyzes the effectiveness of online training in a large organization. We tested the influence of different training processes, such as learning strategies, reactions, support of transfer, and barriers, on behavioral transfer and job performance. The participants were 3,600 employees of a Brazilian public bank after taking part in online training at work. Six months later, their supervisors evaluated the influences of the training on their subordinates' work behaviors. Findings indicated that in self-evaluation behavioral transfer was predicted by elaboration/practical application learning strategies, trainees' reactions to training, organizational, and peer support; motivation control, cognitive/help-seeking, and elaboration/practical application learning strategies, along with trainees' reactions to training, were significantly related to job performance. In hetero-evaluation, supervisor support contributed to explaining behavioral transfer, and cognitive/help-seeking strategies explained job performance. The mediating role of reactions to training was identified, and support of transfer showed marginal moderating effects.
本研究分析了大型组织中在线培训的有效性。不同的培训过程，如学习策略、反应、转移支持和障碍，对行为转移和工作表现的影响已经被证明。参与者是巴西一家国有银行的3600名员工，他们参加了在线工作培训。6个月后，他的主管评估了培训对下属工作行为的影响。结果表明，在自我评估中，行为转移是通过实践阐述/应用学习策略、对培训的反应、组织和同伴支持来预测的;动机控制策略、认知/寻求帮助和阐述/实践应用，以及对培训的反应，与工作表现有显著相关。在异质评估中，主管的支持有助于解释行为转移，认知/寻求帮助策略解释了工作表现。我们确定了形成反应的中介作用，转移支持显示出边际的调节作用。本研究分析了大型组织中在线培训的有效性。我们测试了学习策略、反应、转移支持和障碍等不同培训过程对行为转移和工作绩效的影响。参与者是巴西一家公共银行的3600名员工，他们参加了在线在职培训。6个月后，他们的主管评估了培训对下属工作行为的影响。研究结果表明，通过制定/实际应用学习策略、受训人员对培训的反应、组织和同伴支持，可以预测自我评价行为的转移;motivation、cognitive / help-seeking和关于控制/ practical application learning strategies与trainees’reactions to training,民工的工作性能有关。在异评价中，主管支持有助于解释行为转移和认知/寻求帮助的策略解释工作绩效。reactions to training的认知机能的作用已得到确定,and support边际moderating effects of transfer显示。
{"title":"Impact of Online Training on Behavioral Transfer and Job Performance in a Large Organization","authors":"L. Martins, Thaís Zerbini, F. Medina","doi":"10.5093/JWOP2019A4","DOIUrl":"https://doi.org/10.5093/JWOP2019A4","url":null,"abstract":"espanolRESUMEN Este estudio analiza la efectividad de la formacion en linea en una gran organizacion. Se ha probado la influencia de diferentes procesos de la formacion, como las estrategias de aprendizaje, las reacciones, el apoyo a la transferencia y las barreras, en la transferencia del comportamiento y el desempeno laboral. Los participantes fueron 3,600 empleados de un banco publico brasileno que participaron en una formacion en linea en el trabajo. Seis meses despues, sus supervisores evaluaron las influencias de la formacion en el comportamiento laboral de sus subordinados. Los hallazgos indicaron que en la autoevaluacion la transferencia del comportamiento se predijo mediante estrategias de aprendizaje de elaboracion/aplicacion practica, reacciones a la formacion, apoyo organizacional y de pares; las estrategias de control de la motivacion, cognitivas/busqueda de ayuda y elaboracion/aplicacion practica, junto con las reacciones a la formacion, se relacionaron significativamente con el desempeno laboral. En la heteroevaluacion, el apoyo del supervisor contribuyo a explicar la transferencia del comportamiento y las estrategias cognitivas/busqueda de ayuda explicaron el desempeno laboral. Se identifico el papel mediador de las reacciones a la formacion y el apoyo a la transferencia mostro efectos moderadores marginales. EnglishABSTRACT This study analyzes the effectiveness of online training in a large organization. We tested the influence of different training processes, such as learning strategies, reactions, support of transfer, and barriers, on behavioral transfer and job performance. The participants were 3,600 employees of a Brazilian public bank after taking part in online training at work. Six months later, their supervisors evaluated the influences of the training on their subordinates' work behaviors. Findings indicated that in self-evaluation behavioral transfer was predicted by elaboration/practical application learning strategies, trainees' reactions to training, organizational, and peer support; motivation control, cognitive/help-seeking, and elaboration/practical application learning strategies, along with trainees' reactions to training, were significantly related to job performance. In hetero-evaluation, supervisor support contributed to explaining behavioral transfer, and cognitive/help-seeking strategies explained job performance. The mediating role of reactions to training was identified, and support of transfer showed marginal moderating effects.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"202 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82815716","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}
Pedro J. Ramos-Villagrasa, J. Barrada, Elena Fernández-del-Río, L. Koopmans
espanolJob performance is considered the “ultimate dependent variable” in human resource management, turning its assessment into a capital issue. The present study analyzes the functioning of a brief 18-item self-report scale, the Individual Work Performance Questionnaire (IWPQ), which measures the main dimensions of job performance (task performance, contextual performance, and counterproductive behaviors) in a wide variety of jobs. Participants were 368 employees who voluntarily answered a questionnaire including the IWPQ, other performance scales, and the NEO-FFI. Descriptive statistics, exploratory structural equation modeling, and correlations were performed. Results show that the IWPQ has a tridimensional structure with adequate reliability, exhibits significant associations with other measures of performance, and its association with personality traits is similar in terms of direction and strength of the correlations between other job performance measures and personality. We conclude that the IWPQ is an adequate measure of job performance but with emphasis on behaviors aimed toward organizations. EnglishEl desempeno laboral es considerado la “variable dependiente definitiva” en recursos humanos, convirtiendo su evaluacion en algo crucial. El presente estudio analiza el funcionamiento de una escala autoinformada breve de 18 items, el Individual Work Performance Questionnaire (IWPQ), que mide las principales dimensiones del desempeno laboral (desempeno de tarea, desempeno contextual y comportamientos contraproductivos en el trabajo) en una amplia variedad de trabajos. Los participantes fueron 368 empleados que voluntariamente completaron un cuestionario que incluia el IWPQ, otras escalas de desempeno y el NEO-FFI. Se llevaron a cabo estadisticos descriptivos, modelos exploratorios de ecuaciones estructurales y correlaciones. Los resultados muestran que el IWPQ tiene una estructura tridimensional con una fiabilidad adecuada, mostrando asociaciones significativas con el resto de medidas de desempeno. En cuanto a los factores de personalidad, el IWPQ muestra correlaciones similares a las de los otros instrumentos de desempeno analizados. Se concluye que el IWPQ es un instrumento adecuado para medir de manera breve y autoinformada el desempeno laboral, pero con enfasis en los comportamientos dirigidos hacia la organizacion.
工作绩效被认为是人力资源管理中的“最终因变量”，将其评估变成了一个资本问题。本研究分析了一个简短的18项自我报告量表——个人工作绩效问卷(IWPQ)的功能，该问卷测量了各种工作中工作绩效的主要维度(任务绩效、情境绩效和反生产行为)。参与者是368名员工，他们自愿回答了一份调查问卷，包括IWPQ、其他绩效量表和NEO-FFI。进行描述性统计、探索性结构方程建模和相关性分析。结果表明，工作绩效量表具有良好的信度，具有良好的三维结构，与其他工作绩效指标具有显著的相关性，与人格特质的相关性在方向和强度上与其他工作绩效指标相似。我们得出结论，IWPQ是工作绩效的适当衡量标准，但强调的是针对组织的行为。英语:人工智能实验室被认为是“变量依赖的确定性”，在人类递归中，环境评估是至关重要的。本文介绍了18个项目的研究分析、个人工作绩效问卷(IWPQ)、实验室研究的主要维度(区域研究、环境研究、组合研究、生产力研究和工作研究)和不同的工作研究。本次活动共有368名员工参加，包括IWPQ、otras、otras、oneo - ffi等。这是一种建立描述性、模型性和探索性的方法，通过相关性来解释结构。本研究结果表明，在结构三维稳定性评价中，大多数奇异联想对介质稳定性评价具有显著性意义。在个人因素的分析中，IWPQ的相关性与相似性与其他因素的相关性、相似性与其他因素的相关性、相似性与其他因素的相关性和相似性。Se concluye, el IWPQ es un instrumento adecuado对位medir de manera谕令y autoinformada el desempeno laboral,佩罗con enfasis在洛杉矶comportamientos dirigidos hacia organizacion。
{"title":"Assessing Job Performance Using Brief Self-report Scales: The Case of the Individual Work Performance Questionnaire","authors":"Pedro J. Ramos-Villagrasa, J. Barrada, Elena Fernández-del-Río, L. Koopmans","doi":"10.5093/jwop2019a21","DOIUrl":"https://doi.org/10.5093/jwop2019a21","url":null,"abstract":"espanolJob performance is considered the “ultimate dependent variable” in human resource management, turning its assessment into a capital issue. The present study analyzes the functioning of a brief 18-item self-report scale, the Individual Work Performance Questionnaire (IWPQ), which measures the main dimensions of job performance (task performance, contextual performance, and counterproductive behaviors) in a wide variety of jobs. Participants were 368 employees who voluntarily answered a questionnaire including the IWPQ, other performance scales, and the NEO-FFI. Descriptive statistics, exploratory structural equation modeling, and correlations were performed. Results show that the IWPQ has a tridimensional structure with adequate reliability, exhibits significant associations with other measures of performance, and its association with personality traits is similar in terms of direction and strength of the correlations between other job performance measures and personality. We conclude that the IWPQ is an adequate measure of job performance but with emphasis on behaviors aimed toward organizations. EnglishEl desempeno laboral es considerado la “variable dependiente definitiva” en recursos humanos, convirtiendo su evaluacion en algo crucial. El presente estudio analiza el funcionamiento de una escala autoinformada breve de 18 items, el Individual Work Performance Questionnaire (IWPQ), que mide las principales dimensiones del desempeno laboral (desempeno de tarea, desempeno contextual y comportamientos contraproductivos en el trabajo) en una amplia variedad de trabajos. Los participantes fueron 368 empleados que voluntariamente completaron un cuestionario que incluia el IWPQ, otras escalas de desempeno y el NEO-FFI. Se llevaron a cabo estadisticos descriptivos, modelos exploratorios de ecuaciones estructurales y correlaciones. Los resultados muestran que el IWPQ tiene una estructura tridimensional con una fiabilidad adecuada, mostrando asociaciones significativas con el resto de medidas de desempeno. En cuanto a los factores de personalidad, el IWPQ muestra correlaciones similares a las de los otros instrumentos de desempeno analizados. Se concluye que el IWPQ es un instrumento adecuado para medir de manera breve y autoinformada el desempeno laboral, pero con enfasis en los comportamientos dirigidos hacia la organizacion.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"8 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-01-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81921617","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}
This is a four-year follow-up study on the relationship between the cognitive and emotional components of subjective well-being (SWB) and job performance. We hypothesized a positive relationship between these variables and job performance. The sample consisted of 170 managers of a Spanish company in the Information Technology and Communication (ITC) industry. The cognitive component of SWB was assessed with the Satisfaction with Life (SWL) scale and the emotional component with the SPANE scale. Two independent ratings, one from the direct supervisor and another from the HR manager, served as evaluations of job performance during four years in a row. Results showed that the two components of SWB predicted job performance over the four years. Additionally, when the two components are entered in a regression equation the validity increases over time as a consequence of a suppressor effect on the cognitive component of SWB. Finally, we discuss the implications for the theory and the practice of SWB at work.
{"title":"Subjective Well-being and Job Performance: Testing of a Suppressor Effect","authors":"J. Salgado, S. Blanco, Silvia Moscoso","doi":"10.5093/JWOP2019A9","DOIUrl":"https://doi.org/10.5093/JWOP2019A9","url":null,"abstract":"This is a four-year follow-up study on the relationship between the cognitive and emotional components of subjective well-being (SWB) and job performance. We hypothesized a positive relationship between these variables and job performance. The sample consisted of 170 managers of a Spanish company in the Information Technology and Communication (ITC) industry. The cognitive component of SWB was assessed with the Satisfaction with Life (SWL) scale and the emotional component with the SPANE scale. Two independent ratings, one from the direct supervisor and another from the HR manager, served as evaluations of job performance during four years in a row. Results showed that the two components of SWB predicted job performance over the four years. Additionally, when the two components are entered in a regression equation the validity increases over time as a consequence of a suppressor effect on the cognitive component of SWB. Finally, we discuss the implications for the theory and the practice of SWB at work.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"23 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75827099","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}
We develop and test a cross-level model of team focus on positive and negative discretionary team member behaviors. Using data collected from 405 team members across 76 teams and 15 organizations, we find that team focus is positively associated with interpersonal and organizational citizenship behaviors, and negatively associated with interpersonal deviance. We also find that team focus is positively associated with team members’ level of action identification. Exploratory analyses suggest that team members’ level of action identification might mediate the relationships between team focus, organizational citizenship, interpersonal deviance, and organizational deviance, respectively. We also find that real teams do not distinguish between outcome and process focus like lab and student teams do. Theoretical and managerial implications are discussed.
{"title":"Team Focus in Focus: Its Implications for Real Teams and Their Members","authors":"Kevin S. Cruz, Jonathan Pinto","doi":"10.5093/JWOP2019A14","DOIUrl":"https://doi.org/10.5093/JWOP2019A14","url":null,"abstract":"We develop and test a cross-level model of team focus on positive and negative discretionary team member behaviors. Using data collected from 405 team members across 76 teams and 15 organizations, we find that team focus is positively associated with interpersonal and organizational citizenship behaviors, and negatively associated with interpersonal deviance. We also find that team focus is positively associated with team members’ level of action identification. Exploratory analyses suggest that team members’ level of action identification might mediate the relationships between team focus, organizational citizenship, interpersonal deviance, and organizational deviance, respectively. We also find that real teams do not distinguish between outcome and process focus like lab and student teams do. Theoretical and managerial implications are discussed.","PeriodicalId":46388,"journal":{"name":"Journal of Work and Organizational Psychology-Revista De Psicologia Del Trabajo Y De Las Organizaciones","volume":"52 1","pages":""},"PeriodicalIF":3.1,"publicationDate":"2019-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89979405","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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