Desarrollo y validación de una escala para medir satisfacción con los recursos laborales / Development and validation of a measure of satisfaction with job resources

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.

Medición del burnout: Estructura factorial, validez y confiabilidad en trabajadores argentinos / Measurement of burnout: Factor structure, validity and reliability in Argentinean

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.

Evaluación de un modelo sociocognitivo de autoeficacia, burnout y engagement en el trabajo: análisis de invarianza entre Argentina y España / Evaluation of a socio-cognitive model of self-efficacy, burnout and work engagement: invariance analysis between Argentina and Spain

Resumen Basado en la "teoría cognitiva social", el objetivo del presente trabajo es poner a prueba la invarianza estructural de un modelo sociocognitivo en donde la autoeficacia profesional desempeña un rol predictor del burnout y del engagement en el trabajo, en dos muestras independientes y heterogéneas de trabajadores españoles (N =1.406) y argentinos (N = 687). Se realizó un estudio ex post facto prospectivo utilizando ecuaciones estructurales (SEM) y análisis multivariante de la varianza (MANOVA) para analizar la invarianza del modelo y determinar si existen diferencias en las variables estudiadas en función del país. Los resultados de SEM y MANOVA muestran que: a) luego de incorporar algunas re-especificaciones al modelo de relaciones de la autoeficacia, burnout y engagement, este es invariante en las dos muestras (x2 = 209.61, gl = 16, p<.001, CFI = .94, IFI = .94, TLI = .94 RMSEA = .07); b) la autoeficacia profesional tiene una influencia negativa sobre el corazón del burnout (β Argentina = -.25 y β España = -.22, p < .001) y positiva con el corazón del engagement (β Argentina = .34 y β España = .41, p < .001), y c) existen diferencias significativas en función del país, mostrando en los trabajadores argentinos puntuaciones significativamente más altas en autoeficacia (F =107.13, p<.001). Los resultados corroboran la importancia de las creencias de autoeficacia sobre el burnout y engagement tanto en Argentina como en España.

Abstract Building upon Social Cognitive Theory, the purpose of the current study was to test a model in which self-efficacy beliefs influence job burnout and engagement, and to examine its invariance across Spanish (n = 1406) and Argentinean (n = 687) employees from private and public sectors. A prospective expo facto study was carried out, using a structural equation model (SEM), and analyzes were also carried out on the internal consistency of the scales (α Cronbach) and MANOVA to analyze differences in the variables studied according to the country. The results of SEM and Analysis of Variance show that: (a) after incorporating some respecifications into the relationship model of self-efficacy, burnout and engagement, this is invariant in the two samples (X 2= 209.61, gl = 16, p <. 001, CFI = .94, IFI = .94, TLI = .94 RMSEA = .07); (b) professional self-efficacy has a negative and significant influence on the heart of burnout (β Argentina = -.25 and β Spain = -.22, p <.001), while the influence is significant and positive with the heart of the engagement (β Argentina = .34 and β Spain = .41, p <.001). while it is positively associated with engagement levels, regardless of the country; (c) there are significant differences according to the country, showing the Argentine workers scores significantly higher in self-efficacy (F = 107.13, p <.001). The results show that self-efficacy influences both burnout and engagement and this is maintained in both countries.

Impacto de diferentes estilos de liderazgo sobre el engagement y burnout: evidencia en una muestra de trabajadores argentinos / Impact of different leadership styles on work engagement and burnout: evidence from a sample of argentine workers

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.

Prevalência de dislipidemia em adultos de meia-idade com polimorfismo do gene NOS3 e baixa aptidão cardiorrespiratória / Prevalence of dyslipidemia in middle-aged adults with NOS3 gene polymorphism and low cardiorespiratory fitness

OBJETIVO: Analisar a influência da associação dos polimorfismos do gene da sintase do óxido nítrico endotelial (NOS3) para as posições -786T>C, Glu298Asp e íntron 4b/a e a aptidão cardiorrespiratória sobre as concentrações de nitrito/nitrato, pressão arterial, perfil lipídico e prevalência de doenças cardiometabólicas em adultos. SUJEITOS E MÉTODOS: Noventa e duas pessoas foram divididas de acordo com o genótipo: não polimórficas (NP) e polimórficas (P). Posteriormente, foram subdivididas pela aptidão cardiorrespiratória associada ao genótipo: alta (ANP e AP) ou baixa (BNP e BP). RESULTADOS: Os indivíduos que apresentavam polimorfismo para as posições Glu298Asp+Íntron 4b/a e Glu298Asp+-786T>C e baixa aptidão cardiorrespiratória apresentaram maiores valores de colesterol total e maior prevalência de dislipidemia. CONCLUSÃO: Nossos dados demonstram que os polimorfismos do gene da NOS3 para essas duas associações influenciam os níveis de colesterol plasmático, e essa associação foi mais claramente observada quando os indivíduos apresentavam menor nível de aptidão cardiorrespiratória.

OBJECTIVE: To evaluate the influence of the interaction between endothelial nitric oxide synthase gene (NOS3) polymorphisms at positions -786T>C, Glu298Asp and intron 4b/a, and cardiorespiratory fitness on plasma nitrite/nitrate levels, blood pressure, lipid profile, and prevalence of cardiometabolic disorders. SUBJECTS AND METHODS: Ninety-two volunteers were genotyped for NOS3 polymorphisms at positions (-786T>C and Glu298Asp) and (intron 4b/a) and divided according to the genotype: non-polymorphic (NP) and polymorphic (P). After that, they were subdivided according to the cardiorespiratory fitness associated with genotype: high (HNP and HP) and low (LNP and LP). RESULTS: The subjects with polymorphism for the interactions at positions Glu298Asp + intron 4b/a, and Glu298Asp+-786T>C showed the highest values in total cholesterol, as well as dyslipidemia. CONCLUSION: Our findings show that NOS3 gene polymorphisms at positions -786T>C, Glu298Asp, and intron 4b/a exert negative effects on the lipid profile compared with those who do not carry polymorphisms.

Validación del cuestionario de engagement UWES a la población de trabajadores de Córdoba, Argentina / Validation of the engagement questionnaire UWES for the population of workers of Cordoba, Argentina

El Engagement es un constructo teóricamente opuesto al Burnout y designa una experiencia de bienestar de la persona a raíz de la alta vinculación positiva con su trabajo. El presente trabajo tuvo como objetivo realizar una validación del cuestionario de engagement UWES a la población de trabajadores de Córdoba, Argentina (N=674). Los resultados psicométricos preliminares son satisfactorios, en efecto se observaron valores óptimos y aceptables de consistencia interna (valores comprendidos entre 69 y 90) y los estudios de grupos contrastados resultaron coherentes con investigaciones antecedentes. No obstante los estudios de Análisis Factorial Exploratorio y Confirmatorio sugieren que tanto un modelo de dos como de tres factores resulta plausible. Finalmente se discuten las implicancias teóricas y prácticas del presente trabajo...

Engagement is a construct which is theoretically opposite to Burnout and which denotes a personÆs experience of wellbeing that results from a highly positive connection with their job. The objective of the present work was to carry out a validation of the Engagement questionnaire UWES for the population of workers of Córdoba, Argentina (N=674). The preliminary psychometric results are satisfactory; optimal and acceptable values of internal consistency were found (values of ranging between 69 and, 90) and contrasted group studies were coherent with previous investigations. However, exploratory and confirmatory factorial analysis studies suggest that both models with 2 and 3 factors are plausible. Finally, the theoretical and practical implications of this work are discussed...

Adaptación del Cuestionario de Autoeficacia Profesional (AU-10) a la población de trabajadores cordobeses / Adaptation of the Professional Self-efficacy Questionnaire (AU-10) to the population of workers from Cordoba

Objetivo. En el presente trabajo se llevó a cabo una serie de estudios tendientes a evaluar las propiedades psicométricas del Cuestionario de Autoeficacia Profesional (AU-10) en la población de trabajadores cordobeses. Método. Se desarrolló un estudio de carácter instrumental, en el que participaron 684 trabajadores de la ciudad de Córdoba. Se evaluó el proceso de respuesta involucrado, aportando evidencia de la estructura interna del instrumento y aplicando análisis factorial exploratorio y confirmatorio. Se examinó la consistencia interna mediante el coeficiente a de Cronbach. Además de efectuar un estudio de convergencia con el Cuestionario de Autoeficacia Laboral resumido y se contrastaron grupos en función del género y la edad de los participantes. Resultados. Se observó un único factor subyacente, que explicaba un 53% de la varianza de la prueba, conformado por ítems homogéneos (a= .88). Luego de ciertas re-especificaciones en el modelo inicial, se observó un ajuste aceptable en los estudios de análisis factorial confirmatorio (x² = 135.92; p<0.00; GFI = .92; CFI = .92; RMSEA=.09). Los estudios de convergencia sugieren que ambos cuestionarios miden constructos semejantes (r =.42). Finalmente, se concluyó que los trabajadores de mayor edad y antigüedad tienden a expresar creencias más elevadas de autoeficacia profesional, tal como se esperaba a nivel teórico. Conclusión. Los resultados son prometedores porque se verifican algunas propiedades psicométricas importantes del AU-10 en la población de trabajadores de Córdoba. Contar con un instrumento de estas características posibilita el desarrollo de futuras líneas de trabajo, tanto de índole práctica como aplicada.

Objective. In this study a series of studies to evaluate the psychometric properties of the Professional Self-Efficacy Questionnaire (AU-10) were carried out in the population of workers of Córdoba. Method. An instrumental study was carried out in which 684 workers from Córdoba participated. The answering process was evaluated, evidence of internal structure was provided by applying an exploratory and confirmatory factorial analysis, internal consistency was examined using Cronbach's a coefficient, a study of convergence was carried out using the summarized Work Self-Efficacy Questionnaire, and groups were contrasted according to the sex and age of the participants. Results. A single underlying factor was found, which explained 53.45% of the variance of the test, this being made up of homogenous items (a=.88). After some re-specifications to the initial model, an acceptable fit was found in the confirmatory factorial analysis (X² = 135.92; p<0.00; GFI = .92; CFI = .92; RMSEA=.09). The convergence studies suggest that both questionnaires measure similar constructs (r=.42). Finally, it was found that older and more senior workers tend to express higher beliefs of professional self-efficacy, as is theoretically expected. Conclusions. The results are promising and open a wide range of future lines of work, both practically and applied.

Escopo. No presente trabalho foi levada a cabo uma série de estudos que tendem a avaliar as propriedades psicométricas do Questionário de Auto-eficácia Profissional (AU-10) na população de trabalhadores de Córdoba. Metodologia. Foi desenvolvido um estudo de caráter instrumental no que participaram 684 trabalhadores da cidade de Córdoba. Foi avaliado o processo de resposta involucrado, foi aportada evidencia da estrutura interna do instrumento, aplicando análises fatorial exploratório e confirmatório. Foi examinada a consistência interna mediante o coeficiente a de Cronbach. Foi efetuado um estudo de convergência com o Questionário de Auto-eficácia Laboral resumido e foram contrastados grupos em função do género e a idade dos participantes. Resultados. Foi achado um único fator subjacente que explicava um 53% da variação da prova e se encontrava conformado por itens homogéneos (a= .88). Depois de algumas re- especificações no modelo inicial, foi observado um ajuste aceitável nos estudos de análise fatorial confirmatório (X² = 135.92; p<0.00; GFI = .92; CFI = .92; RMSEA=.09). Os estudos de convergência sugerem que ambos questionários medem construtos semelhantes (r =.42). Finalmente, foi observado que os trabalhadores de maior idade e antiguidade tendem a expressar crenças mais elevadas de auto-eficácia profissional, tal como era esperado no nível teórico. Conclusão. Os resultados são prometedores porque são verificadas algumas propriedades psicométricas importantes do AU-10 na população de trabalhadores de Córdoba. Contar com um instrumentos de estas características possibilita o desenvolvimento de futuras linhas de trabalho, tanto práticas quanto aplicadas.

Atividade física na infância e na adolescência promove efeitos benéficos na saúde de adultos / Health-promoting efects of early physical activity in adulthood

Fundamentos: A relação da prática de atividades física na infância e na adolescência com a ocorrência de doenças na idade adulta não tem sido bastante estudada. Objetivos: Analisar a associação entre dislipidemia na idade adulta, atividade física prévia e outros fatores de risco. Métodos: Estudados 829 adultos (idade > ou igual 18 anos [324 homens e 505 mulheres]), selecionados de maneira aleatória em três cidades do Estado de São Paulo. A presença de dislipidemia foi autorreferida (diagnóstico médico prévio obrigatório), bem como: peso corporal, estatura e escolaridade. Resultados: Dislipidemia foi reportada por 11,7 por cento (IC95 por cento=9,5 por cento-14 por cento) dos avaliados e associada com: sexo feminino (p=0,042), residir na capital (p=0,009), menor escolaridade (p=0,001),estado nutricional (p=0,001), maior idade (p=0,002), atividade física prévia (p=0,001) e atual (p=0,001)e atual (p=0,026). Atividade física...