ABSTRACT
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)
Subject(s)
Humans , Safety , Organizational Culture , 16359 , Psychometrics/instrumentation , Organizational InnovationABSTRACT
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 Tajfels 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
Subject(s)
Humans , Rescue Personnel , Social Identification , Organization and Administration , Emergency Brigade , Identification, PsychologicalABSTRACT
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.