Climate and Culture Strength

2014

The Work Design Questionnaire: Spanish version and validation

2015

The purpose of this study is to validate the Spanish version of the Work Design Questionnaire (WDQ; Morgeson & Humphrey, 2006). Employees from three Colombian samples completed the questionnaire (N = 831). Confirmatory factor analyses revealed a 21-factor structure ( 2 /df ratio = 2.40, SRMR = .06, RMSEA = .04, CFI = .90) with adequate levels of convergent and discriminant validity. Additional support for construct validity was found from significant differences among different occupational groups (professional and nonprofessional, health-focused, commercial, and manufacturing workers). Furthermore, knowledge, social, and work context characteristics showed incremental validity over tas…

Is leaders’ mood contagious to team members? The mediator role of team mood and team potency in the relationship between leaders’ mood and team perfo…

2015

Comunicação apresentada no 17º Congresso da European Association of Work and Organizational Psychology, 20-23 de maio de 2015, Oslo, Noruega

Conflicto familia-trabajo, autoeficacia y cansancio emocional: un análisis de los efectos longitudinales

2015

Based upon the revised Job Demands and Resources Model (2008) we aim first, to test the relations between work-family conflict and emotional exhaustion across time and second, to determine the role of professional self-efficacy in this relation. A longitudinal study was conducted in two times, with a year of interval in a Spanish Army sample (n = 242). To test the causal relations between work-family and emotional exhaustion three models are tested: normal causal, reversed causal, and causal reciprocal. To test the role of professional self-efficacy in the relation between work-family conflict and emotional exhaustion four alternative models are tested: independence, antecedent, mediation, …

La validación del clima de justicia y de la justicia entre compañeros en un entorno real de trabajo

2016

Abstract In this study we tested the validity of justice climate and peer justice, measured as second-order constructs, in a real work setting. First, we investigated the appropriateness of aggregating first-order facets of justice climate and peer justice to work-unit level of analysis. Second, we examined the construct validity of justice climate and peer justice as two different factor structures. Third, we tested the hierarchical structure of justice climate and peer justice as second-order factors. Finally, we examined the predictive validity of second-order factors justice climate and peer justice within a nomological network composed of reciprocity with the supervisor and reciprocity…