¿Podemos apasionarnos por el trabajo?: una revisión de la pasión para el trabajo / Can we be passionate about our work? A review on passion at work

Es posible distinguir entre dos tipos de pasión: la pasión armoniosa y la obsesiva, así el modelo teórico denominado Dualistic Model of Passion (DMP) (Vallerand et al., 2003) afirma que las actividades puedes ser internalizadas en la propia identidad a través de dos procesos que se corresponden con estos dos tipos de pasión. El presente trabajo pretende revisar los estudios empíricos que abordan el constructo de pasión en el trabajo. Para ello, se ha realizado una búsqueda bibliográfica en la base de datos PsycINFO. El periodo de búsqueda se centra en los cinco últimos años y se han seleccionado aquellos artículos con diseño empírico y cuantitativo. Se han obtenido un total de 90 registros donde se estudia la pasión en el ámbito laboral. Se observa que la pasión ha sido estudiada como un recurso personal, con respuestas asociadas a la satisfacción, bienestar y desempeño

Two types of passion can be distinguished: harmonious passion and obsessive passion. The dualistic model of passion (DMP) (Vallerand et al. 2003) posits that activities can be internalized in one’s identity by two different processes, each of them leading to the two aformentioned types of passion. The aims of the paper are to review the empirical studies related to the construct passion at work. We review some empirical evidence from the PsycINFO database. The search focuses on the last five years and we have selected articles with empirical and quantitative designs. We obtained a total of 90 records in which passion in the workplace is studied. The results show that passion has been studied as a personal resource, and is related to satisfaction, well-being and performance

Escala de aspiraciones de control y responsabilidad: adaptación española y su relación con la iniciativa personal / Scale of expectations of control and responsibility: Adaptation to the Spanish language and its relation to personal initiative

La iniciativa personal entendida como una conducta proactiva, autoiniciada, persistente y a favor de la organización es indispensable en las organizaciones actuales sumidas en un entorno de rápidos y complejos cambios e innovaciones. En este trabajo se analiza uno de los antecedentes de la iniciativa personal en el ámbito laboral: las aspiraciones de control y responsabilidad. Se estudia y se lleva a cabo la adaptación al castellano de la escala de aspiraciones de control y responsabilidad elaborada por Frese y colaboradores, a través de dos muestras transversales (n= 414 y 396, respectivamente). Ello ha permitido la realización de análisis factoriales exploratorios y confirmatorios que replican de manera positiva la estructura factorial de la escala original. Se confirma además la relación de las aspiraciones de control con la iniciativa personal, tal y como se sugiere en el modelo general de antecedentes y consecuencias de la iniciativa personal. Del mismo modo, el estudio constata que el control puede considerarse un antecedente de las aspiraciones de control y responsabilidad (AU)

Personal initiative, understood as a proactive behaviour, self-initiated, persistent and pro-organization, is indispensable in contemporary organizations immersed in an environment of rapid and complex changes and innovations. In this work, one of the antecedents of personal initiative in the work setting is analyzed: the expectations or hopes of control and responsibility. We studied the adaptation to Spanish of the Scale of Expectations of Control and Responsibility of Frese and colleagues, using two cross-sectional samples (n= 414 and 396, respectively). We performed exploratory and confirmatory factorial analyses that positively replicate the factor structure of the original scale. The relation of the expectations of control with personal initiative is confirmed, as suggested in the general model of antecedents and consequences of personal initiative. Likewise, the study confirms that control can be considered an antecedent of expectations of control and responsibility (AU)

[Scale of expectations of control and responsibility: adaptation to the Spanish language and its relation to personal initiative]. / Escala de aspiraciones de control y responsabilidad: adaptación española y su relación con la iniciativa personal.

Personal initiative, understood as a proactive behaviour, self-initiated, persistent and pro-organization, is indispensable in contemporary organizations immersed in an environment of rapid and complex changes and innovations. In this work, one of the antecedents of personal initiative in the work setting is analyzed: the expectations or hopes of control and responsibility. We studied the adaptation to Spanish of the Scale of Expectations of Control and Responsibility of Frese and colleagues, using two cross-sectional samples (n=414 and 396, respectively). We performed exploratory and confirmatory factorial analyses that positively replicate the factor structure of the original scale. The relation of the expectations of control with personal initiative is confirmed, as suggested in the general model of antecedents and consequences of personal initiative. Likewise, the study confirms that control can be considered an antecedent of expectations of control and responsibility.

Escala de clima para la iniciativa y para la seguridad psicológica: adaptación al castellano y su relación con el desempeño organizacional / Spanish adaptation of the scale of organizational climate focused on the support of initiative and psychological safety: its relation with organizational performance

El clima para la iniciativa es un constructo a nivel organizacional que se refiere a las prácticas y procedimientos informales y formales de la organización que guían y apoyan una aproximación hacia el trabajo proactiva, autoiniciada y persistente. El clima para la seguridad psicológica se refiere a que el empleado se sienta capaz de mostrarse tal como es en el trabajo sin tener miedo a consecuencias negativas para su imagen, estatus o carrera. Ambos conceptos son considerados antecedentes de la iniciativa personal en el modelo de antecedentes y consecuencias de la iniciativa (Frese y Fay, 2001). En este trabajo se realiza una adaptación al castellano de la medida de clima para la iniciativa y para la seguridad psicológica desarrollada por Baer y Frese (2003). Se ha contado con dos muestras transversales de 414 y 396 participantes para el estudio de la fiabilidad y análisis factoriales. Ambas medidas se relacionan con el desempeño organizacional, evaluado tanto con un criterio objetivo (rendimiento sobre activos totales) como por la percepción subjetiva en 7 organizaciones analizadas con un total de 286 participantes(AU)

Climate for Initiative is an organizational level construct that refers to the formal and infOn one hand, initiative-supporting climate is an organisational-level construct that refers to both formal and informal organization practices and procedures aimed at supporting a proactive, self-starting and persistent approach to work. On the other hand, psychological safety-supporting climate refers to employee capability to behave the way he/she is, with no fear of negative consequences for his/her image, status or career. Both concepts are considered antecedents in the model of antecedents and consequences of personal initiative (Frese y Fay, 2001). This paper presents a Spanish adaptation of the Scale of Work Climate focused on initiative and psychological safety, developed by Baer and Frese (2003). Reliability and factoranalysis were performed on data from two cross-sectional samples – with 414 and 396 participants respectively. Both measures are related to organizational performance, as it was assessed from an objective criterion (return on total assets) and the subjective perception of 286 participants from 7 organisations(AU)

Identidad y compromiso en equipos de intervención en emergencias / Identity and commitment in emergency teams

Este trabajo adopta la perspectiva de la teoría de la identidad social de Tafjel, aplicándola al contexto organizacional con el objetivo de estudiar los equipos de intervención en emergencias. El trabajo se propone analizar qué tipo de identificación es prevalente en los miembros de estos colectivos: organizacional, grupal o profesional; distinguir los conceptos identificación y compromiso organizacional y estudiar qué tipo de identificación predice mejor los resultados organizacionales: conductas de ciudadanía organizacional y satisfacción. Para lograr nuestros objetivos y contrastar las hipótesis se ha trabajado con una muestra de 151 profesionales pertenecientes al cuerpo de bomberos del Ayuntamiento de Madrid y al ejército. Podemos concluir que la identificación organizacional entendida como identificación social es diferente del compromiso organizacional y no es ni la base, ni una parte de éste, y que tanto la identificación organizacional como la profesional puede ayudar a explicar el comportamiento de las personas en las organizaciones

This paper adopts Tajfel’s social identity theory perspective and applies it to the organizational context in order to study emergency intervention teams. Specifically, it is intended to explore the kind of social identification (professional, team, or organizational) prevalent among members of these organizations. It is intended, as well, to establish a clear distinction between two related, and often confused, concepts, i.e., organizational identification and commitment, and to discover which identification is more apt to predict the organizational outcomes of organizational citizenship behaviors and satisfaction. Our total sample consisted of 151 participants (firemen of the Madrid municipality and members of the army). It was found that organizational identification, as a kind of social identification, is different from organizational commitment, and that it is not its base nor one of its components, and that organizational identification, much as professional one, helps to explain peoples’ behavior in organizations

[Identity and commitment in emergency teams]. / Identidad y compromiso en equipos de intervención en emergencias.

This paper adopts Tajfel's social identity theory perspective and applies it to the organizational context in order to study emergency intervention teams. Specifically, it is intended to explore the kind of social identification (professional, team, or organizational) prevalent among members of these organizations. It is intended, as well, to establish a clear distinction between two related, and often confused, concepts, i.e., organizational identification and commitment, and to discover which identification is more apt to predict the organizational outcomes of organizational citizenship behaviors and satisfaction. Our total sample consisted of 151 participants (firemen of the Madrid municipality and members of the army). It was found that organizational identification, as a kind of social identification, is different from organizational commitment, and that it is not its base nor one of its components, and that organizational identification, much as professional one, helps to explain peoples' behavior in organizations.

La relación de la cultura de los grupos con la satisfacción y el compromiso de sus miembros: un análisis multi-grupo / Relation between organizational culture, job satisfaction and organizational commitment: a multi-group analysis

Este estudio se propone clarificar la relación de la cultura de los grupos de trabajo, la satisfacción laboral y el compromiso organizacional de sus miembros. En la medición de la cultura de los grupos se calcula un índice de acuerdo intragrupal y se aplica el criterio de potencia cultural para distinguir entre grupos culturales (aquellos que han llegado a formar una cultura compartida) y aquellos que no lo son. Se hipotetiza que el modelo predictivo de la cultura sobre los resultados variará entre los grupos culturales y no culturales, para confirmarlo se aplica un análisis de ecuaciones estructurales multigrupo. (AU)

This study attempts to clarify the relationship between organizational culture, job satisfaction and organizational commitment within groups. In order to measure organizational culture, an index of intragroup agreement is calculated. In addition, the criterion of cultural potency is used to distinguish between «cultural» groups, i.e., those that have achieved a shared culture, and those that cannot be considered as such. It is hypothesized that the predictive model of culture will vary depending on the fact that the group is cultural or not. To test this hypothesis, an analysis of multigroup structural equations was performed. Discussion of results is followed by a consideration of new lines of research suggested by the findings (AU)