Giving Meaning to the Dark Triad: Comparison of Different Factor Structures of the Dirty Dozen Through Eight Regions of the World.

The traits of the dark triad (narcissism, psychopathy, and Machiavellianism) capture the individual differences in the aversive personality. The dark triad has shown significant relations with behaviors that affect people's lives. One of the best-known instruments to assess the dark triad is the Dirty Dozen. However, controversy continues over the use of one general dark triad score or, conversely, three different scores. This study aimed to investigate the factor structure of the Dirty Dozen across eight global regions. There were 11,477 participants in 49 countries grouped into eight regions. Different factor structures were studied using confirmatory factor analyses. Both the three-dimensional models and the bifactor models (symmetrical or traditional and non-symmetrical or bifactor-[S - 1]) showed a good fit to the data. The bifactor-(S - 1) models (with psychopathy or Machiavellianism as the reference factors) show adequate fit to the data, supported by the coherence of the factorial loadings and the bifactor indices. Regarding measurement invariance for both models, configural, metric, and scalar invariance were satisfied. The results indicate that it is not clear whether a psychopathy or Machiavellianism reference factor predominates in the Dirty Dozen. For both models, templates are provided to obtain standardized scores for applied researchers in the eight studied world regions until future studies offer a greater amount of validity evidence for this instrument.

Co-Active Coping Inventory: Development and Validation for the Chilean Population

Co-active coping is a fundamental construct in organizational and work environments as it allows for the exploration of individual and group behaviors within organizations. The aim of this study was to develop a new scale called the Co-Active Coping Inventory in the Chilean context. The sample was comprised of 1,442 workers with an average age of 30.48 years (SD = 11.13). 55% were public-sector workers, 34.5% were workers in private commercial organizations, and 10.5% belonged to non-profit private organizations. Different exploratory factor analyses were performed, and the best exploratory model was verified with a confirmatory factor analysis. In addition, multiple linear regressions were used to analyze which dimensions of co-active coping helped predict workers’ burnout (emotional exhaustion, affective hardening, and personal fulfillment) and symptomatology (psychological and somatic). Based on the exploratory and confirmatory approach, the Co-Active Coping Inventory showed a good fit to a structure of five correlated factors (Reflective Action, Rash Action, Search for Spiritual Support, Search for Affective Support and Evasion), demonstrating measurement invariance in terms of sex and type of organization. The different domains of co-active coping explain between 20% (emotional exhaustion) and 41% (affective hardening) of occupational burnout and around 3–5% of workers’ symptomatology, with reflective action being the most important variable. These results indicate that the new scale has suitable psychometric properties; it can assess coping strategies in the Chilean organizational context in a reliable and valid way. These coping strategies have demonstrated certain importance in relation to organizational and clinical variables. (AU)

Co-Active Coping Inventory: Development and Validation for the Chilean Population.

Co-active coping is a fundamental construct in organizational and work environments as it allows for the exploration of individual and group behaviors within organizations. The aim of this study was to develop a new scale called the Co-Active Coping Inventory in the Chilean context. The sample was comprised of 1,442 workers with an average age of 30.48 years (SD = 11.13). 55% were public-sector workers, 34.5% were workers in private commercial organizations, and 10.5% belonged to non-profit private organizations. Different exploratory factor analyses were performed, and the best exploratory model was verified with a confirmatory factor analysis. In addition, multiple linear regressions were used to analyze which dimensions of co-active coping helped predict workers' burnout (emotional exhaustion, affective hardening, and personal fulfillment) and symptomatology (psychological and somatic). Based on the exploratory and confirmatory approach, the Co-Active Coping Inventory showed a good fit to a structure of five correlated factors (Reflective Action, Rash Action, Search for Spiritual Support, Search for Affective Support and Evasion), demonstrating measurement invariance in terms of sex and type of organization. The different domains of co-active coping explain between 20% (emotional exhaustion) and 41% (affective hardening) of occupational burnout and around 3-5% of workers' symptomatology, with reflective action being the most important variable. These results indicate that the new scale has suitable psychometric properties; it can assess coping strategies in the Chilean organizational context in a reliable and valid way. These coping strategies have demonstrated certain importance in relation to organizational and clinical variables.

Evaluación de Clima Organizacional: Propiedades psicométricas del ECALS / Assessing Organizational Climate: Psychometric properties of the ECALS Scale

ANTECEDENTES: El clima organizacional (CO) es un constructo fundamental en entornos laborales y organizacionales, ya que permite la exploración de comportamientos individuales y grupales dentro de las organizaciones. El objetivo del presente estudio fue desarrollar una nueva escala llamada Escala de Clima Organizacional del Ambiente Laboral Subjetivo (ECALS) en el contexto chileno. MÉTODO: La muestra estuvo formada por 1,442 trabajadores con una media de edad de 30.48 años (DT = 11.13). Un total de 55% fueron trabajadores públicos, un 34.5% fueron trabajadores de organizaciones privadas con fines de lucro y un 10.5% pertenecían a organizaciones privadas sin fines de lucro. Se llevaron a cabo diferentes análisis factoriales exploratorios y el mejor modelo exploratorio se comprobó en un análisis factorial confirmatorio. Además, se analizó si existían diferencias en las dimensiones del ECALS entre los trabajadores pertenecientes a las diferentes organizaciones. RESULTADOS: La escala estuvo formada por 38 ítems con adecuadas propiedades psicométricas y una estructura bifactor, con un factor general (CO) y cinco dimensiones específicas (Confianza organizacional, Tensión laboral, Apoyo social, Retribución, y Satisfacción la-boral). CONCLUSIONES: Estos resultados indican que la nueva escala tiene adecuadas propiedades psicométricas, permitiendo evaluar de manera fiable y válida el clima organizacional en el contexto chileno

BACKGROUND: Organizational Climate (OC) is a basic construct in work and organizational environments, since it allows exploration of individual and group behaviours within organizations. The object of the pre-sent study was to develop a new scale called the Subjective Work Environment Organizational Climate Scale (Escala de Clima Organizacional del Ambiente Laboral Subjetivo - ECALS) for the Chilean context. METHOD: The sample consisted of 1,442 employees, mean age 39.48 years (SD= 11.13). A total of 55% were public employees, 34.5% were employees in commercial private organizations and 10.5% belonged to not-for-profit private organizations. Different exploratory factorial analyses were applied and the best exploratory model was tested in a confirmatory factorial analysis. We also analysed whether differences existed in the dimensions of ECALS between employees belonging to the different types of organization. RESULTS: The scale consists of 38 items with adequate psychometric properties and a bifactorial structure, with one general factor (OC) and five specific dimensions (Organizational trust, Job strain, Social support, Reward and Job satisfaction). CONCLUSIONS: The results indicate that the new scale has adequate psychometric properties, providing reliable, valid evaluation of the organizational climate in the Chilean context