An ultra-short measure of positive and negative affect: the Reduced Affective Well-Being Scale (RAWS) / Uma medida ultracurta de afeto positivo e negativo: a escala Reduzida de Bem-Estar Afetivo (RAWS) / Una medida ultra corta de afecto positivo y negativo: la Escala reducida de Bienestar Afectivo (RAWS)

In applied organizational research, where economy of scale is often a crucial factor in successful assessment, ultra-short measures are often needed. This study investigates the psychometric properties of the Reduced Affective Well-Being Scale (RAWS), an ultra-short measure of positive and negative affect in the workplace. This 6-item ultra-short version was compared with the original 12-item scale proposed by Segura and González-Romá (2003) in terms of internal consistency and criterion validity, using a sample of 1117 bank employees. In addition, longitudinal measurement invariance and within-subject reliability of the RAWS over time were assessed in a longitudinal sample of 458 employees at 12 time points. Results provide evidence that the RAWS is similar to the full scale in terms of reliability and validity. In addition, the RAWS shows satisfactory within-person reliability and factor loading invariance over time. In studies with intensive longitudinal designs that require repeated measures of affective well-being, the use of RAWS is a recommendable option.

Na pesquisa organizacional aplicada, onde a economia de escala é freqüentemente um fator crucial para uma avaliação bem-sucedida, medidas ultracurtas são freqüentemente necessárias. Este estudo investiga as propriedades psicométricas da Escala de Bem-Estar Afetivo Reduzido (RAWS), uma medida ultracurta de afeto positivo e negativo no local de trabalho. Esta versão ultracurta de 6 itens foi comparada com a escala original de 12 itens proposta por Segura e González-Romá (2003) em termos de consistência interna e validade de critério, usando uma amostra de 1117 funcionários do banco. Além disso, a invariância da medição longitudinal e a confiabilidade dentro do indivíduo do RAWS ao longo do tempo foram avaliadas em uma amostra longitudinal de 458 funcionários em 12 pontos no tempo. Os resultados fornecem evidências de que o RAWS é semelhante à escala completa em termos de confiabilidade e validade. Além disso, o RAWS mostra confiabilidade interna satisfatória e invariância de carga fatorial ao longo do tempo. Em estudos com desenhos longitudinais intensivos que requerem medidas repetidas de bem-estar afetivo, o uso de RAWS é uma opção recomendável.

En la investigación organizacional aplicada, donde la economía de escala es a menudo un factor crucial para una evaluación exitosa, a menudo se necesitan medidas ultracortas. Este estudio investiga las propiedades psicométricas de la Escala de bienestar afectivo reducido (RAWS), una medida ultracorta de afecto positivo y negativo en el lugar de trabajo. Esta versión ultracorta de 6 ítems se comparó con la escala original de 12 ítems propuesta por Segura y González-Romá (2003) en términos de consistencia interna y validez de criterio, utilizando una muestra de 1117 empleados bancarios. Además, la invariancia de medición longitudinal y la fiabilidad intraindividual del RAWS a lo largo del tiempo se evaluaron en una muestra longitudinal de 458 empleados en 12 puntos temporales. Los resultados proporcionan evidencia de que el RAWS es similar a la escala completa en términos de fiabilidad y validez. Además, el RAWS muestra una fiabilidad intrapersona satisfactoria e invariancia de carga de factores a lo largo del tiempo. En estudios con diseños longitudinales intensivos que requieran medidas repetidas de bienestar afectivo, el uso de RAWS es una opción recomendable.

Is leader developing behavior related to employees' health complaints? a multilevel investigation / O comportamento de desenvolvimento do líder está relacionado às reclamações de saúde dos funcionários? uma investigação multinível / ¿La conducta de desarrollo del líder está relacionado con las quejas de salud de los empleados? una investigación multinivel

The goals of this study were to ascertain whether a specific leadership behavior (developing subordinates) is related to employees' health complaints and determine some of the underlying mechanisms involved. The hypothesized relationships were investigated in a sample composed of 538 employees working in 170 work-units of a public regional health service. Multilevel structural equation modeling was used to estimate the hypothesized relationships at the individual and work-unit levels. Results obtained at the individual level showed, as expected, that leader developing behavior was negatively related to employees' health complaints through two mediators: organizational commitment and emotional exhaustion. At the work-unit level, leader developing behavior was not related to employees' health complaints. Our findings uncover some of the mechanisms linking leader developing behavior and employees' health complaints at the individual level, show that the observed relationships cannot be generalized across levels, and have implications for the Job Demands-Resources theory.

Os objetivos deste estudo foram verificar se um comportamento específico de liderança (desenvolvimento de subordinados) está relacionado a queixas de saúde dos funcionários e determinar alguns dos mecanismos subjacentes envolvidos. As relações hipotetizadas foram investigadas em uma amostra composta por 538 funcionários que atuam em 170 unidades de trabalho de um serviço público de saúde regional. A modelagem de equações estruturais multinível foi usada para estimar os relacionamentos hipotéticos nos níveis individual e da unidade de trabalho. Os resultados obtidos no nível individual mostraram, como esperado, que o comportamento de desenvolvimento do líder estava negativamente relacionado às queixas de saúde dos funcionários por meio de dois mediadores: comprometimento organizacional e esgotamento emocional. No nível da unidade de trabalho, o comportamento de desenvolvimento do líder não estava relacionado às queixas de saúde dos funcionários. Nossas descobertas revelam alguns dos mecanismos que ligam o comportamento de desenvolvimento do líder e as queixas de saúde dos funcionários no nível individual, mostram que as relações observadas não podem ser generalizadas entre os níveis e têm implicações para a teoria de demandas de trabalho-recursos.

Los objetivos de este estudio fueron determinar si una conducta de liderazgo específica (desarrollo de subordinados) está relacionada con las quejas de salud de los empleados y determinar algunos de los mecanismos subyacentes involucrados. Las relaciones hipotetizadas se investigaron en una muestra compuesta por 538 empleados que trabajaban en 170 unidades de trabajo de un servicio regional público de salud. Se utilizó un modelo de ecuaciones estructurales multinivel para estimar las relaciones hipotetizadas a nivel individual y de unidad de trabajo. Los resultados obtenidos a nivel individual mostraron, como se esperaba, que la conducta de desarrollo del líder estaba relacionada negativamente con las quejas de salud de los empleados a través de dos mediadores: el compromiso organizacional y el agotamiento emocional. A nivel de unidad de trabajo, la conducta de desarrollo del líder no estaba relacionada con las quejas de salud de los empleados. Nuestros hallazgos descubren algunos de los mecanismos que vinculan la conducta de desarrollo del líder y las quejas de salud de los empleados a nivel individual, muestran que las relaciones observadas no se pueden generalizar a través de los niveles, y tienen implicaciones para la teoría de las demandas y los recursos laborales.

Three Issues in Multilevel Research.

In this article, three important issues in organizational multilevel research are discussed and clarified, namely: (a) The interpretation of "cross-level direct effects" in theoretical and research multilevel models, (b) the specification of the emergence processes involved in higher-level constructs, and (c) the sample size recommendations for using multilevel statistical methods. By doing so, this article hopes to contribute to the improvement of organizational multilevel research.

Three issues in multilevel research

In this article, three important issues in organizational multilevel research are discussed and clarified, namely: (a) The interpretation of "cross-level direct effects" in theoretical and research multilevel models, (b) the specification of the emergence processes involved in higher-level constructs, and (c) the sample size recommendations for using multilevel statistical methods. By doing so, this article hopes to contribute to the improvement of organizational multilevel research

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Organizational climate and culture: Reflections on the history of the constructs in the Journal of Applied Psychology.

We review the literature on organizational climate and culture paying specific attention to articles published in the Journal of Applied Psychology (JAP) since its first volume in 1917. The article traces the history of the 2 constructs though JAP has been far more important for climate than culture research. We distinguish 4 main periods: the pre-1971 era, with pioneering work on exploring conceptualization and operationalizations of the climate construct; the 1971-1985 era, with foundational work on aggregation issues, outcome-focused climates (on safety and service) and early writings on culture; the 1986-1999 era, characterized by solidification of a focused climate approach to understanding organizational processes (justice, discrimination) and outcomes (safety, service) and the beginnings of survey approaches to culture; and the 2000-2014 era, characterized by multilevel work on climate, climate strength, demonstrated validity for a climate approach to outcomes and processes, and the relationship between leadership and climate and culture. We summarize and comment on the major theory and research achievements in each period, showing trends observed in the literature and how JAP has contributed greatly to moving research on these constructs, especially climate, forward. We also recommend directions for future research given the current state of knowledge. (PsycINFO Database Record

Climate uniformity: its influence on team communication quality, task conflict, and team performance.

We investigated whether climate uniformity (the pattern of climate perceptions of organizational support within the team) is related to task conflict, team communication quality, and team performance. We used a sample composed of 141 bank branches and collected data at 3 time points. The results obtained showed that, after controlling for aggregate team climate, climate strength, and their interaction, a type of nonuniform climate pattern (weak dissimilarity) was directly related to task conflict and team communication quality. Teams with weak dissimilarity nonuniform patterns tended to show higher levels of task conflict and lower levels of team communication quality than teams with uniform climate patterns. The relationship between weak dissimilarity patterns and team performance was fully mediated by team communication quality. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

Testing measurement invariance across Spanish and English versions of the physical self-description questionnaire: an application of exploratory structural equation modeling.

Test of measurement invariance across translated versions of questionnaires is a critical prerequisite to comparing scores on the different versions. In this study, we used exploratory structural equation modeling (ESEM) as an alternative approach to evaluate the measurement invariance of the Spanish version of the Physical Self-Description Questionnaire (PSDQ). The two versions were administered to large samples of Australian and Spanish adolescents. First, we compared the CFA and ESEM approaches and showed that ESEM fitted the data much better and resulted in substantially more differentiated factors. We then tested measurement invariance with a 13-model ESEM taxonomy. Results justified using the Spanish version of the PSDQ to carry out cross-cultural comparisons in sport and exercise psychology research. Overall, the study can stimulate research on physical self-concept across countries and foster better cross-cultural comparisons.

Leader-member exchange (LMX) and innovation climate: the role of LMX differentiation.

Leader-member Exchange (LMX) theory has been shown to be one of the most compelling theories for understanding the effects of leadership on organizational behavior. This theory proposes that leaders establish differentiated relationships with each of their subordinates according to the exchanges produced between them. Recently, the concept of LMX differentiation has been introduced into the theory to extend research from the dyadic to the group level. The present paper uses a longitudinal design to analyze the moderator role of LMX differentiation in the relationship between mean LMX and innovation climate in a sample of 24 healthcare teams. The results showed no direct effects of mean LMX on changes in innovation climate over time. However, they provide support for the moderator effect of LMX differentiation in this relationship, as it was stronger when LMX differentiation was low than when it was high.

Leader-member exchange (LMX) and innovation climate: the role of LMX differentiation

Leader-member Exchange (LMX) theory has been shown to be one of the most compelling theories for understanding the effects of leadership on organizational behavior. This theory proposes that leaders establish differentiated relationships with each of their subordinates according to the exchanges produced between them. Recently, the concept of LMX differentiation has been introduced into the theory to extend research from the dyadic to the group level. The present paper uses a longitudinal design to analyze the moderator role of LMX differentiation in the relationship between mean LMX and innovation climate in a sample of 24 healthcare teams. The results showed no direct effects of mean LMX on changes in innovation climate over time. However, they provide support for the moderator effect of LMX differentiation in this relationship, as it was stronger when LMX differentiation was low than when it was high (AU)

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Does positive team mood mediate the relationship between team climate and team performance? / ¿Media el estado de ánimo positivo del equipo la relación entre el clima y el rendimiento del equipo?

We tested whether the relationship between a team climate of support from the organization and team performance is mediated by positive team mood. Recent research has shown that this team climate facet is related to team performance, but we do not have any empirical evidence about the mechanisms involved in this relationship. The study sample was composed of 59 bank branches, and a longitudinal design with three data-collection points was implemented. The results showed that a team climate of support from the organization was positively related to positive team mood, which in turn was positively related to team members’ ratings of team performance (AU)

En este trabajo examinamos si la relación entre el clima de apoyo de los equipos de trabajo y su rendimiento está mediada por el estado de ánimo positivo de los equipos. A pesar de que estudios recientes han obtenido evidencia empírica que apoya la relación mencionada, todavía no están claros los mecanismos implicados en la misma. La muestra del estudio estaba compuesta por 59 sucursales bancarias, y se desarrolló un diseño longitudinal con tres puntos de recogida de datos. Los resultados mostraron que el estado de ánimo positivo de los equipos de trabajo medió la relación entre el clima de apoyo de los equipos y su rendimiento (AU)

Does positive team mood mediate the relationship between team climate and team performance?

We tested whether the relationship between a team climate of support from the organization and team performance is mediated by positive team mood. Recent research has shown that this team climate facet is related to team performance, but we do not have any empirical evidence about the mechanisms involved in this relationship. The study sample was composed of 59 bank branches, and a longitudinal design with three data-collection points was implemented. The results showed that a team climate of support from the organization was positively related to positive team mood, which in turn was positively related to team members' ratings of team performance.

Climate and cultural aspects in intensive care units.

Research carried out in the field of work and organisational psychology shows that work unit climate and culture are important determinants of work unit performance. We briefly summarise what we have learnt about the climate-performance relationship in work units distinct from ICUs. Then, we show how the ICU culture can be measured, and summarise research on the culture-performance relationship in ICUs.

When managers and their teams disagree: a longitudinal look at the consequences of differences in perceptions of organizational support.

The authors argue that over time the difference between team members' perception of the organizational support received by the team (or team climate for organizational support) and their manager's perception of the organizational support received by the team has an effect on important outcomes and emergent states, such as team performance and team positive and negative affect above and beyond the main effects of climate perceptions themselves. With a longitudinal sample of 179 teams at Time 1 and 154 teams at Time 2, the authors tested their predictions using a combined polynomial regression and response surface analyses approach. The results supported the authors' predictions. When team managers and team members' perceptions of organizational support were high and in agreement, outcomes were maximized. When team managers and team members disagreed, team negative affect increased and team performance and team positive affect decreased. The negative effects of disagreement were most amplified when managers perceived that the team received higher levels of support than did the team itself.

Leader charisma and affective team climate: the moderating role of the leader's influence and interaction.

In this study, we evaluate the role of leader charisma in fostering positive affective team climate and preventing negative affective climate. The analysis of a longitudinal database of 137 bank branches by means of hierarchical moderated regression shows that leader charisma has a stronger effect on team optimism than on team tension. In addition, the leader's influence and the frequency of leader-team interaction moderate the relationship between charisma and affective climate. However, whereas the leader's influence enhances the relationship between leader charisma and positive affective climate, the frequency of interaction has counterproductive effects.

Leader charisma and affective team climate: the moderating role of the leader’s influence and interaction / Carisma del líder y clima afectivo de los equipos de trabajo: el rol moderador de la influencia del líder y su interacción con el equipo

In this study, we evaluate the role of leader charisma in fostering positive affective team climate and preventing negative affective climate. The analysis of a longitudinal database of 137 bank branches by means of hierarchical moderated regression shows that leader charisma has a stronger effect on team optimism than on team tension. In addition, the leader’s influence and the frequency of leader-team interaction moderate the relationship between charisma and affective climate. However, whereas the leader’s influence enhances the relationship between leader charisma and positive affective climate, the frequency of interaction has counterproductive effects (AU)

En el presente estudio se evalúa el rol del carisma del líder a la hora de potenciar un clima afectivo positivo y prevenir o reducir un clima afectivo negativo. La muestra consta de 137 oficinas bancarias medidas en dos momentos temporales. Los análisis de regresión jerárquica moderada realizados muestran que el carisma del líder tiene un efecto más fuerte sobre el optimismo del equipo que sobre la tensión. Además, la influencia del líder y la frecuencia de sus interacciones con el equipo modulan la relación entre carisma y clima afectivo. Sin embargo, mientras que la influencia del líder potencia la relación entre el carisma del líder y un clima afectivo favorable, la frecuencia de las interacciones tiene un efecto contraproducente (AU)

La innovación en los equipos de trabajo / No disponible

En este trabajo se revisa la literatura más reciente sobre innovación en los equipos de trabajo, con el objetivo de mostrar cuáles son los factores más importantes que intervienen en el proceso de innovación. De acuerdo con los modelos teóricos y los estudios empíricos realizados, tales factores son: las características de las tareas que realiza el equipo, las demandas externas, y la composición del equipo, un conjunto de procesos y estados grupales (orientación a la tarea, objetivos y visión compartidos, relaciones de cooperación, reflexividad, participación, apoyo a la innovación, y gestión del conflicto), y el liderazgo. Asimismo, se resalta la necesidad de investigar las consecuencias de la innovación para los equipos de trabajo y sus miembros

We review the literature on innovation in work teams published in the last years with the intention of ascertaining the factors that play a role in the innovation process. According to theoretical models and the results of empirical studies, those factors are the following: Task characteristics, external demands, team composition, a number of team states and processes (task orientation, shared objectives and vision, cooperative relationships, reflexivity, participation, support for innovation, and conflict management), and leadership. We also stress the need of more research on the consequences of team innovation

The functioning of central categories middle level and sometimes in graded response scales: does the label matter? / Funcionamiento de las categorías centrales Término medio y A veces en escalas de respuesta graduada: ¿es importante el anclaje verbal?

The present study evaluates the extent to which central categories explicitly labeled as being in the middle of the other response categories, specifically Middle Level and Sometimes, function as expected according to the integer scoring system. The assumptions are tested by means of Bock’s Nominal Model in two 5-response scales. Results show that the assumption of the ordering of the response categories is met for all the items. The ordering of thresholds is satisfied for all but one item with the central category Middle Level. Results are compared with those obtained when middle categories are not explicitly labeled as being in the middle of the other response categories, as in the case of Not Sure, Undecided or?

En este estudio se evalúa en qué medida las categorías centrales Término medio y A veces, explícitamente etiquetadas para reflejar una posición intermedia respecto del resto de categorías de la escala, funcionan como se asume desde el sistema de puntuación habitual en este tipo de escalas. El cumplimiento de los supuestos del sistema de puntuación se evalúa mediante el Modelo nominal de Bock en dos escalas con 5 alternativas de respuesta. Los resultados muestran que, si bien el orden de las categorías de respuesta se mantiene para todos los ítems, los umbrales entre las categorías de respuesta se desordenan para uno de los ítems con categoría central Término medio. Los resultados son comparados con los obtenidos cuando las categorías centrales no están explícitamente etiquetadas para reflejar una posición central, como es el caso de las categorías No estoy seguro, Indeciso o?

The functioning of central categories Middle Level and Sometimes in graded response scales: does the label matter?

The present study evaluates the extent to which central categories explicitly labeled as being in the middle of the other response categories, specifically Middle Level and Sometimes, function as expected according to the integer scoring system. The assumptions are tested by means of Bock's Nominal Model in two 5-response scales. Results show that the assumption of the ordering of the response categories is met for all the items. The ordering of thresholds is satisfied for all but one item with the central category Middle Level . Results are compared with those obtained when middle categories are not explicitly labeled as being in the middle of the other response categories, as in the case of Not Sure , Undecided or?

Power and Type I Error of the Mean and Covariance Structure Analysis Model for Detecting Differential Item Functioning in Graded Response Items.

In this simulation study, we investigate the power and Type I error rate of a procedure based on the mean and covariance structure analysis (MACS) model in detecting differential item functioning (DIF) of graded response items with five response categories. The following factors were manipulated: type of DIF (uniform and non-uniform), DIF magnitude (low, medium and large), equality/inequality of latent trait distributions, sample size (100, 200, 400, and 800) and equality or inequality of the sample sizes across groups. The simulated test was made up of 10 items, of which only 1 contained DIF. One hundred replications were generated for each simulated condition. Results indicate that the MACS-based procedure showed acceptable power levels (≥ .70) for detecting medium-sized uniform and non-uniform DIF, when both groups' sample sizes were as low as 200/200 and 400/200, respectively. Power increased as sample sizes and DIF magnitude increased. The analyzed procedure tended to better control for its Type I error when both groups' sizes and latent trait distribution were equal across groups and when magnitude of DIF and sample size were small.

Psychological climate, sickness absence and gender / Clima psicológico, absentismo y género

We examined whether the relationship between psychological climate and sickness absence is moderated by gender. We expected that this relationship would be stronger among men than among women. We tested this general hypothesis using two samples of men and women nurses (made up of 114 and 189 subjects, respectively). The results obtained supported our expectation. The three climate facets considered (support, goals orientation and rules orientation) showed a significant relationship with sickness absence in the men sample, but not in the women sample

Se investigó si la relación entre clima psicológico y absentismo por enfermedad está moderada por el género de los empleados. Se esperaba que la relación fuera más fuerte en hombres que en mujeres. Esta hipótesis general se puso a prueba utilizando dos muestras de enfermeros/as formadas por 114 varones y 189 mujeres. Los resultados obtenidos respaldaron nuestra hipótesis general. Las tres dimensiones de clima consideradas (apoyo, orientación hacia objetivos y orientación hacia reglas) mostraron una relación estadísticamente significativa con absentismo en la muestra de varones, pero no en la de mujeres