ABSTRACT
El burnout representa uno de los daños de carácter laboral y psicosocial más importantes en el mundo actual. En el presente trabajo se analiza la estructura factorial, la validez y la confiabilidad de una medida de burnout en Argentina, compuesta por las escalas del Maslach Burnout Inventory-General Survey (MBI-GS) y la subescala de despersonalzación correspondiente al Maslach Burnout Inventory-Human Services. Se utilizó una muestra de 1903 trabajadores del sector público, privado y organizaciones sin fines de lucro. Para evaluar la estructura interna se pusieron a prueba un total de seis modelos. Los resultados obtenidos por medio de análisis factorial confirmatorio, indican que un modelo de dos factores correlacionados, compuesto por las dimensiones corazón del burnout (agotamiento y cinismo), es el que posee un mejor ajuste a los datos. Por su parte, los análisis de confiabilidad evidenciaron una consistencia interna aceptable, como así también una adecuada fiabilidad de constructo para los factores. Finalmente, se obtuvieron correlaciones significativas y en la dirección esperada entre los factores del burnout y medidas de engagement y afecto, proporcionando así evidencia externa de validez concurrente para los puntajes de la escala. Globalmente, los resultados son satisfactorios y avalan el uso del MBI-GS en el contexto argentino, aunque se requiere de nuevos estudios que examinen otras propiedades psicométricas relevantes. Se discuten las implicaciones de este trabajo para la evaluación y la investigación sobre burnout en Argentina.
Over last decades increasing globalization, privatization and liberalization caused significant changes at work, including demands of learning new skills, the need to adopt new types of works, higher pressure of productivity and quality of work, and time pressure, which, in turn, increased rapidly work stress-related phenomenon such as burnout. To date, burnout has become one of the most active research areas in Occupational Health Psychology, spreading attention from researchers, practitioners and policymakers. Despite thousands of investigations on burnout, there is currently an on going debate surrounding its conceptualization and measurement, particularly the dimensions of burnout syndrome. In addition, although several studies have been conducted in Argentina, no study so far has demonstrated adequate psychometric properties of any measure of burnout that supports it use. Consequently, the current study sought to examine the internal structure, validity and reliability of a composite measure of burnout compounded by the three scales from Maslach Burnout Inventory-General Survey (MBI-GS) and the depersonalization subscale from Maslach Burnout Inventory-Human Services. A sample of 1903 Argentinean workers from public, private and non-profit sectors participated in the study. To ascertain the more appropriate factor structure of burnout several competing models were tested, specifically: (M1) A one-factor model that assumes burnout as a one-dimensional construct; (M2) A two-factor correlated model with only exhaustion and cynicism (core model); (M3) A two-factor correlated model with exhaustion and cynicism combined into a latent variable and professional inefficacy into another; (M4) A three-factor correlated model with cynicism and depersonalization collapsed into one factor (mental distance), exhaustion and professional inefficacy; (M5) A three-factor correlated model including exhaustion, cynicism and depersonalization; and (M6) A four-factor correlated model with exhaustion, cynicism, depersonalization and professional inefficacy as latent variables. Confirmatory factor analyses indicated that the two-factor correlated model including the core dimensions of burnout (exhaustion and cynicism) provided the best fit to the data. Reliability analyses demonstrated that both exhaustion and cynicism have good internal consistency and adequate construct reliability, which coefficient value supper .70. As expected, exhaustion and cynicism were significantly and negatively related with engagement and positive affect, and positively related with negative affect, supporting for concurrent validity. Overall, these results are in agreement with recent studies suggesting a more parsimonious conceptualization of burnout that includes only exhaustion and cynicism as more appropriate. We did not find support for professional inefficacy as a component of burnout. Thus, in accordance with some researchers, we suggest that professional inefficacy might be more appropriately conceptualized as a predictor or a consequence -or even both- rather than as a component of burnout. However, due to cross- sectional design used in this study, longitudinal study to test such contention is needed. Furthermore, the current findings support the use of exhaustion and cynicism subscales of MBI-GS for assessing burnout in Argentina, making available a useful tool for practitioners and researchers interested in prevention and treatment of job burnout. Nonetheless, it would be worthwhile to conduct further research in order to examine additional relevant psychometric properties such as test-retest reliability and predictive, convergent and discriminant validity. In addition, it would be important for future research to test the invariance of the two-factor model across different occupations, which might strengthen the findings obtained herein and provide evidence that support the validity of conclusions based on comparison between occupational groups. Finally, future investigation should also investigate the robustness of MBI-GS against social desirability bias.
ABSTRACT
Resumen En los últimos 30 años la investigación empírica ha mostrado consistentemente la influencia positiva de los recursos laborales en el bienestar y desempeño de los trabajadores. Sin embargo, se ha señalado que estos resultados positivos se asocian más con la satisfacción percibida que con los recursos provistos por la organización. En esta línea y tomando como referencia el modelo HERO se diseñó un instrumento para medir la satisfacción con los recursos laborales. Los análisis factoriales exploratorio y confirmatorio utilizando muestras de 492 y 508 trabajadores, respectivamente, respaldaron las cuatro dimensiones teóricas propuestas: satisfacción con los recursos de tarea, satisfacción con los recursos de equipo, satisfacción con los recursos de líder y satisfacción con los recursos de la organización. Se obtuvieron índices satisfactorios de consistencia interna y de fiabilidad del constructo, y evidencias de validez test-criterio con medidas de engagement y burnout. Se discute el valor práctico del nuevo instrumento y algunas sugerencias tendientes a examinar en mayor profundidad sus propiedades psicométricas.
Abstract Over the past three decades research on job resources has consistently shown their influence on employees' well-being and performance. However, recent studies indicate that such outcomes are more strongly related to satisfaction with job resources than to perceived job resources. Accordingly, and based on HERO model, we developed a new measure to assess satisfaction with job resources. Exploratory and confirmatory factor analytic-results based on two independent samples consisting of 492 and 508 employees supported the four proposed dimensions: satisfaction with task resources, satisfaction with team resources, satisfaction with leader/supervisor resources, and satisfaction with organizational resources. Reliability analyses showed good internal consistency and construct reliability for the dimensions, and relations with burnout and work engagement scales supported for criterion validity. Practical implications of the new measure are discussed, and we also made some suggestions to examine the psychometric properties of the scale in a more substantial degree.
ABSTRACT
El objetivo de este estudio fue traducir y evaluar las propiedades psicométricas de la escala de autoeficacia para la conducción desarrollada por Dorn y Machin (2004). Se analizó la estructura factorial de la escala, la confiabilidad y se recogieron evidencias de validez externa en una muestra de 447 conductores de la ciudad de Córdoba, Argentina. Adicionalmente, se analizó la invarianza factorial en base al sexo. Los resultados obtenidos por medio de análisis factorial confirmatorio ratifican la estructura unidimensional de la escala, y la invarianza de sus parámetros (configural, métrica y escalar) en hombres y mujeres. Se verificó una consistencia interna adecuada mediante el coeficiente alfa y omega (.81 en ambos casos) y se obtuvieron evidencias satisfactorias de validez externa de las puntuaciones de la escala con medidas de percepción de riesgo, conducción riesgosa, e historial de choques y multas de tránsito. Por último, se comprobó que la escala resulta relativamente robusta frente al sesgo de deseabilidad social. En conjunto, los resultados avalan la validez y confiabilidad de la escala para su uso en Argentina, aunque se requieren nuevas investigaciones que analicen propiedades psicométricas adicionales.
The purpose of this study was to translate and examine the psychometric properties of a driving self-efficacy scale developed by Dorn and Machin (2004). The factor structure, reliability and external validity of the scale were examined in a sample of 447 drivers from Cordoba, Argentina. In addition, measurement invariance across sex was also tested. Results from a confirmatory factor analysis support the unidimensional structure of the scale and the invariance of its parameters (configural, metric and scalar) between men and women. Reliability analyses using alpha and omega coefficients revealed high internal consistency (coefficients equal to .81 in both cases) and satisfactory evidence of external validity of the scale scores, with measures of risk perception, risky driving, history of traffic crashes and fines. Finally, results also showed that the scale seems to be relatively robust against response biases due to social desirability. In summary, findings support the validity and reliability of the scale in Argentina. However, further studies analyzing additional psychometric properties are needed.
ABSTRACT
En este estudio se presenta la adaptación de la Escala de Dificultades en la Regulación Emocional (DERS) para universitarios de Córdoba, Argentina. Mediante un muestreo accidental se seleccionaron 211 universitarios provenientes diferentes carreras. El análisis factorial exploratorio reveló la estructura original de seis factores subyacentes (50.79% de la varianza total). Se realizaron estudios de consistencia interna y validez concurrente con las escalas de neuroticismo y extraversión del cuestionario IPIP-FFM evidenciando resultados satisfactorios. Finalmente, en estudios de contrastación según el género, solo el factor Falta de Claridad Emocional resultó superior en mujeres ( t = 2.19; gl = 209; p < 0.05; d = 0.17). Los resultados obtenidos son prometedores y posibilitan el desarrollo de nuevas investigaciones que indaguen el rol de la regulación emocional en universitarios cordobeses.
The purpose of the present study was to validate the Difficulties in Emotion Regulation Scale (DERS) in the university population of Cordoba, Argentina. A convenience sample of 211 undergraduates enrolled in different careers was recruited. Exploratory factor analysis yielded a six-factor structure similar to the original version which explained 50.79% of the variance. Examination of internal consistency and concurrent validity with neuroticism and extraversion traits of IPIP-FFM revealed satisfactory results. Finally, studies examining gender differences showed a significant although small difference in the factor "lack of emotional clarity" for women (t = 2.19; df = 209; p < 0.05; d = 0.17). In general, results are promising and enable the development of further researches that examine the role of difficulties in emotion regulation at the university context of Cordoba.
Subject(s)
Psychometrics , EmotionsABSTRACT
En el presente estudio se analizó la relación entre diferentes estilos de liderazgo basados en el modelo de liderazgo de rango completo y el engagement y burnout en una empresa de servicios de Córdoba, Argentina. Se aplicó el Cuestionario de liderazgo CELID-S, el MBI-GS y el UWES a una muestra de 125 trabajadores. Los resultados apoyan la idea de que el liderazgo transformacional y en menor medida el liderazgo transaccional afectan de manera positiva el engagement e inciden de manera negativa sobre el burnout, mientras que el estilo laissez faire presenta un patrón de relaciones opuestas. Análisis más específicos mediante métodos de regresión múltiple stepwise revelaron que la inspiración fue el factor del liderazgo transformacional que mejor predijo la dedicación y el vigor de los trabajadores, mientras que la estimulación intelectual fue el factor más relevante en la predicción de la absorción. Con respecto al burnout, los datos indicaron que el factor carisma fue el que mejor predijo, negativamente, el agotamiento y cinismo, en tanto que la consideración individualizada fue el factor que mayor contribuyó, negativamente, en la despersonalización. Se discuten las implicaciones de este estudio junto con sus limitaciones y se recomiendan futuras líneas de investigación.
In the present study the relationship between different leadership styles based on the model of full-range leadership and engagement and burnout in a service of Córdoba, Argentina is analyzed. Leadership Questionnaire CELID-S, the MBI-GS and UWES to a sample of 125 workers was applied. The results support the idea that transformational leadership and transactional leadership to a lesser extent positively affect the engagement and impact negatively on burnout, while the laissez faire style presents a pattern of opposite relationships. More specific analysis using stepwise multiple regression methods revealed that the inspiration was the factor that best predicted transformational leadership dedication and vigor of workers, while intellectual stimulation was the most important in predicting the absorption factor. In regard to burnout, the data indicated that charisma factor was best predicted negatively, exhaustion and cynicism, while individualized consideration was the biggest factor that contributed negatively, depersonalization. The implications of this study are discussed along with their limitations and future researchs are recommended.