Validation of a Short Form of Job Crafting Scale in a Spanish Sample.

Applications of job crafting are widespread in the professional practice. In an attempt to measure this phenomenon, Tims, Bakker and Derks (2012) developed a Job Crafting Scale based on the Job Demand-Resources model (JD-R) and validated it in a Dutch sample. However, its application to other cultural contexts presented some difficulties. The present work aimed to validate a shorter version of scale by Tims et al. (2012) in a Spanish sample (n = 1,647). The data were randomly split in two independent subsamples (Sample 1: Explorative; Sample 2: Confirmative). The exploratory factor analysis showed a three-factor structure. Through a confirmatory factor analysis, the four-dimensionality structure of the original scale was replicated. In fact, the four-factor solution presented better goodness of fit indices than the alternative one-factor model, χ2(48) = 192.70, p < .01; AGFI = .94; NNFI = .93; RMR = .05; RMSEA = .06. Alpha reliabilities were acceptable for increasing structural job resources (α = .75), decreasing hindering job demands (α = .64), increasing social job resources (α = .78) and increasing challenging job demands (α = .77). Convergent validity was appropriate for three of the four dimensions, because each construct's AVE were around .50 and each construct's Composite Reliability were around .70. Decreasing hindering job demands presented more limited values (CR = .65; AVE = .40). In addition, the four job crafting dimensions presented significant correlations with job performance (range -.09 to .42) and personal growth (ranging from -.09 to .45). Finally, the squared correlations between factors were lower than the square root of AVE, which confirmed discriminant validity.

Validation of a short form of job crafting scale in a Spanish sample

Applications of job crafting are widespread in the professional practice. In an attempt to measure this phenomenon, Tims, Bakker and Derks (2012) developed a Job Crafting Scale based on the Job Demand-Resources model (JD-R) and validated it in a Dutch sample. However, its application to other cultural contexts presented some difficulties. The present work aimed to validate a shorter version of scale by Tims et al. (2012) in a Spanish sample (n = 1,647). The data were randomly split in two independent subsamples (Sample 1: Explorative; Sample 2: Confirmative). The exploratory factor analysis showed a three-factor structure. Through a confirmatory factor analysis, the four-dimensionality structure of the original scale was replicated. In fact, the four-factor solution presented better goodness of fit indices than the alternative one-factor model, χ2(48) = 192.70, p < .01; AGFI = .94; NNFI = .93; RMR = .05; RMSEA = .06. Alpha reliabilities were acceptable for increasing structural job resources (α = .75), decreasing hindering job demands (α = .64), increasing social job resources (α = .78) and increasing challenging job demands (α = .77). Convergent validity was appropriate for three of the four dimensions, because each construct's AVE were around .50 and each construct's Composite Reliability were around .70. Decreasing hindering job demands presented more limited values (CR = .65; AVE = .40). In addition, the four job crafting dimensions presented significant correlations with job performance (range -.09 to .42) and personal growth (ranging from -.09 to .45). Finally, the squared correlations between factors were lower than the square root of AVE, which confirmed discriminant validity

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Emotional variables, dropout and academic performance in Spanish nursing students.

The dropout of university studies is a main concern in many countries, also for Health Sciences degrees. The reviews on dropout in all university degrees as well as nursing generally show multidimensional causes with factors related both to institutional and students' characteristics. Regarding the personal variables of students, researchers have focused on financial, family and personality features. Far less attention has been devoted to emotional variables. This study aims to explore whether individual variables of the emotional domain such as perceived emotional intelligence, dispositional optimism/pessimism and depressive rumination are related and/or can predict students' intention to dropout and academic performance. Using a cross-correlational approach, data were obtained from a sample of 144 nursing students. Students with a pessimistic disposition revealed a greater tendency to drop out. The remaining variables correlated significantly with pessimism but had no predictive value on dropout. Our results suggest that students with low levels of emotional clarity and repair and high depressive rumination have pessimistic expectations, so they are more likely to leave studies. No significant results were found in relation to academic performance. We conclude with an identification of strategies to increase retention and academic success.

Validación de la versión española de la Escala de Trabajo Emocional de Frankfurt / Validation of the Spanish version of the Frankfurt Emotion Work Scales

Este estudio presenta el análisis de validez y fiabilidad del cuestionario Frankfurt Emotion Work Scales (FEWS), que evalúa el trabajo emocional de los empleados del sector servicios. El trabajo emocional es un término acuñado por Hochschild (1983) y se define como la expresión de emociones organizacionalmente deseables para influir en las interacciones con los clientes en el trabajo. Los resultados muestran una estructura final de 6 factores: Expresar emociones (positivas, negativas y neutras), Sensibilidad requerida, Control de la interacción y Disonancia emocional. El análisis de las puntuaciones de las subescalas muestra que las emociones más frecuentemente expresadas son las positivas, mientras que las emociones negativas son las que se expresan con menos frecuencia (AU)

This study presents the validity and reliability analysis of a questionnaire that assesses emotion work in the service sector. Emotion work is a term introduced by Hochschild (1983) and it refers to the expression of organizationally desirable emotions to influence the interactions with clients at work. The results show a 6-factor structure: Requirement to display Positive, Negative and Neutral Emotions, Sensitivity Requirements, Interaction Control and Emotional Dissonance. The analysis of the sub-scale scores reveals that the most frequently expressed emotions are positive, whereas negative emotions are expressed less frequently (AU)

[Validation of the Spanish version of the Frankfurt Emotion Work Scales]. / Validación de la versión española de la Escala de Trabajo Emocional de Frankfurt.

This study presents the validity and reliability analysis of a questionnaire that assesses emotion work in the service sector. Emotion work is a term introduced by Hochschild (1983) and it refers to the expression of organizationally desirable emotions to influence the interactions with clients at work. The results show a 6-factor structure: Requirement to display Positive, Negative and Neutral Emotions, Sensitivity Requirements, Interaction Control and Emotional Dissonance. The analysis of the sub-scale scores reveals that the most frequently expressed emotions are positive, whereas negative emotions are expressed less frequently.

Consecuencias del trabajo emocional en el sector turístico: ¿riesgos psicosociales o salud laboral? / Consequences of emotion work in touristic services: psychosocial risk or health?

En 1983 A.R. Hochschild (Hochschild 1983) introduce el término “trabajo emocional” para referirse a la expresión de emociones organizacionalmente deseables para influir en las interacciones con los clientes en el trabajo. En el sector de servicios, y especialmente en hospitalidad, los empleados tienen que trabajar con sus emociones como parte de su trabajo. Éste es el llamado trabajo emoción, exige expresar emociones organizacionalmente deseables a sus clientes. En este artículo se presenta una descripción de los resultados generales obtenidos en varias investigaciones en el sector turismo. Su punto central está en las exigencias emocionales que los recepcionistas y camareros experimentan como parte de su trabajo y en las consecuencias personales y organizacionales de las mismas. El trabajo emocional fue medido con las Escalas de Trabajo Emocional Frankfurt (FEWS, por sus siglas en inglés) por Zapf, Vogt, Seifert, Mertini, e Isic (Zapf et al. 1999); y burnout con el MBI-GS (Manual de Inventario de Burnout de Maslach (Schaufeli et al. 1996)). Los resultados obtenidos indican que los empleados de los servicios turísticos muestran un perfil similar de trabajo emocional independientemente de la categoría y ubicación geográfica del hotel, su ocupación (recepcionista comparado con camarero) y género. Este perfil de exigencias emocionales dice que los empleados deben frecuentemente expresar emociones positivas, empatía y sensibilidad hacia los clientes. Sin embargo, ocasionalmente ellos sienten disonancia emocional.

In 1983 A.R. Hochschild (Hochschild 1983) introduces the term emotional labour to refer to the expression of organizationally desirable emotions to influence the interactions with clients at work. In the service sector, and especially in hospitality, employees have to work with their emotions as part of their job. This is the so-called emotion work, demands to express organizationally desirable emotions to their clients. In this article a description of the general results obtained in several investigations in the tourist sector follows. Its focus is on the emotional demands that receptionists and waiters experience as part of their job and in the personal and organizational consequences of the same. Emotion work was measured with the Frankfurt Emotion Work Scales(FEWS) by Zapf, Vogt, Seifert, Mertini, and Isic (Zapf et al. 1999); and burnout with the MBI-GS (Maslach Burnout Inventory Manual, Schaufeli et al. 1996). The results obtained show that employees of tourist services display a similar profile of emotion work independently of: the category and geographic location of the hotel, their occupation (receptionist versus waiter) and gender. This profile of emotional demands indicates that employees must often express positive emotions, empathy and sensitivity towards the clients. However, they do occasionally feel emotional dissonance.

[The concept of love in a Spanish representative sample]. / El concepto de amor en España.

The model of romantic love and the acceptance of related myths have been granted wide relevance in our context. It has also been suggested that the concept of love can play a role in the origin and maintenance of gender violence. As an initial step towards researching this relationship, the objective of this article is to study the prevailing concept of love in the Spanish population, as well as to analyze any differences that gender and age may introduce in this conception. A reduced version of the Love Attitudes Scale was administered to a representative sample of 1,351 people. Results show that both men and women widely accept the love styles Eros, Agape, Storge and Pragma, reject the Ludus style, and are indifferent to the Mania style. However, the order of preference for love styles is different for men and women and for different age groups. These results are analyzed and discussed.

El concepto de amor en España / The concept of love in a Spanish representative sample

Se ha demostrado la importancia otorgada en nuestro entorno al modelo de amor romántico y la aceptación de los mitos al respecto. En esta misma línea, se ha sugerido que el concepto de amor puede tener un papel en el surgimiento y mantenimiento de violencia de género. Con objeto de iniciar el análisis sobre esta cuestión, se presenta un trabajo cuyo objetivo es profundizar en el estudio del concepto de amor imperante entre la población general española y analizar las diferencias que el género y la edad introducen en dicha concepción. Para ello se administró la versión reducida de la Escala de Actitudes sobre el Amor (LAS) a una muestra representativa de 1.351 personas. Los resultados indican que tanto entre los varones como entre las mujeres los estilos de amor Eros, Ágape, Storge y Pragma son aceptados mayoritariamente, el estilo Ludus es rechazado y se muestra indiferencia hacia el estilo Manía. Al margen de esta coincidencia general, el orden de preferencia varía entre varones y mujeres y para los diferentes grupos de edad. Se analizan y discuten estos resultados

The model of romantic love and the acceptance of related myths have been granted wide relevance in our context. It has also been suggested that the concept of love can play a role in the origin and maintenance of gender violence. As an initial step towards researching this relationship, the objective of this article is to study the prevailing concept of love in the Spanish population, as well as to analyze any differences that gender and age may introduce in this conception. A reduced version of the Love Attitudes Scale was administered to a representative sample of 1,351 people. Results show that both men and women widely accept the love styles Eros, Agape, Storge and Pragma, reject the Ludus style, and are indifferent to the Mania style. However, the order of preference for love styles is different for men and women and for different age groups. These results are analyzed and discussed

No es fácil ser un buen jefe/a. Influencia de las habilidades comunicativas de la dirección sobre la motivación, la autoeficacia y la satisfacción de sus equipos de trabajo / Being a good boss is not that easy. Influence of manager communication skills on the motivation, self-efficacy and satisfaction of working teams

Desde el punto de vista de la organización resulta altamente interesante saber qué debe hacer un mando para influir positivamente en la eficacia de su equipo. Relacionado con ello, y dada la importancia del sector servicios en nuestro país, se planteó una investigación sobre las variables que intervienen en la motivación, en la percepción de auto eficacia y en la satisfacción laboral de los trabajadores/as con diferentes puestos de trabajo y que realizan su trabajo en equipo, prestando especial atención a la influencia del mando a partir de sus habilidades comunicativas. La muestra de estudio estaba formada por 296 trabajadores/as integrados/as en 37 equipos de trabajo, a quienes se aplicó el “Job Diagnostic Survey”(Hackman y Oldman, 1974) y una escala para evaluar las habilidades sociales diseñada ad hoc. Los resultados obtenidos corroboran lo descrito en la literatura en cuanto a la importancia de las habilidades y competencias comunicativas de los mandos y directivos sobre la motivación, satisfacción y auto eficacia de sus colabores/as (AU)

From an organization view, it is very interesting to find out how a manager can positively influence team efficiency. Given the importance of service industries in Spain, a study was planned on the variables likely to influence motivation, perceived self-efficacy and job satisfaction of employees working in teams in a number of jobs, with a special emphasis on the influence of manager’s communication skills. The research sample consisted of 296 employees belonging to 37 different working teams. They were administered the Job Diagnostic Survey (Hackman and Oldman, 1974) and an ad hoc social abilities scale. Results proved what is shown in the literature concerning the relevance of manager communication skills and competences for employee motivation, satisfaction and self-efficacy (AU)