ABSTRACT
The current study aims to explain how motivational orientations influence organizational citizenship behavior (OCB) through organizational identification considering the moderator effect of perceived discrimination. A sample of 286 Spanish immigrants in the United Kingdom was included. Main conclusions support that learning orientation shows a significant direct relation with OCB. Both performance and performance-avoid goal orientation have a statistically significant impact on OCB, and this impact is mediated by organizational identification and moderated by perceived discrimination. The practical implications of the study and its possible limitations are discussed.
ABSTRACT
Work environments characterized by inadequate work conditions have been widely recognized as being particularly prone to the occurrence and exacerbation of bullying behavior. Accordingly, this longitudinal study aimed to explore whether the impact of effort-reward imbalance (ERI) on workplace bullying was mediated by a lower perception of organizational justice, and whether the association between ERI and perceptions of justice was moderated by organizational identification. In the current study, a sample of N = 195 Spanish employees from different occupational sectors filled in an online questionnaire at two different times with a time lag of 8 months. In line with the hypothesized moderated mediation model, results showed that organizational justice mediated the impact of ERI on workplace bullying. Moreover, the effect of perceived ERI on organizational justice was stronger for employees with low organizational identification. Overall, this study can contribute to better understanding how and when ERI boosts the risk of workplace bullying. Accordingly, early intervention designed to buffer the negative effects of ERI should focus on increasing individual levels of organizational identification.
Subject(s)
Bullying/psychology , Organizations , Reward , Social Justice , Adult , Female , Humans , Longitudinal Studies , Male , Middle Aged , Perception , Spain , Stress, Psychological/psychology , Surveys and Questionnaires , WorkplaceABSTRACT
The studies that have verified the positive association of authentic leadership with organizational citizenship behaviours (OCBs), have used global measures of both constructs. Therefore, the goal of this work is to analyze the effect of authentic leadership on employees OCBs, specifically focusing on the relations of the four components of authentic leadership with the individual and organizational dimensions of the OCBs. The participants of this study were 220 Spanish employees (30.9% men and 69.1% women) who completed a questionnaire that included the variables of interest in this study: Authentic Leadership, OCB and Sociobiographical control variables. The results, obtained with stepwise multiple regression analysis, show that two components of authentic leadership -moral perspective and relational transparency-present significant relationships with OCB. Moreover, authentic leadership is a better predictor of employees OCB when these behaviors are impersonal and directed towards the organization than when they are directed towards other people. These results have practical implications for human resources management in organizations, especially in selection processes and when training top executives (AU)
Los estudios que han probado asociación positiva del Liderazgo Auténtico con los OCB han empleado medidas globales de ambos constructos. Este trabajo pretende profundizar más en el efecto del Liderazgo Auténtico sobre los OCB, concentrándose en analizar la relación específica de sus cuatro componentes con las dimensiones individual y organizacional de los OCB. Los participantes de este estudio cuasi experimental fueron 220 empleados españoles (30,9% hombres y 69,1% mujeres) que respondieron a un cuestionario compuesto por las variables a estudiar: Liderazgo Auténtico, Comportamientos de Ciudadanía Organizacional y variables sociobiográficas. Los resultados obtenidos mediante análisis de regresión múltiple stepwise indican que dos componentes del liderazgo auténtico -perspectiva moral y transparencia relacional- se relacionan significativamente con los OCB. Adicionalmente, el liderazgo auténtico es mejor predictor de los OCB de los seguidores cuando estos comportamientos son impersonales y están dirigidos a la organización en sí misma que cuando están dirigidos a personas. Estos resultados tienen implicaciones prácticas para la gestión de los recursos humanos en las organizaciones, especialmente en los procesos de selección y formación de directivos (AU)
Subject(s)
Humans , Male , Female , Leadership , Behavior/physiology , Behavioral Sciences/organization & administration , Mental Disorders/psychology , Culture , Organizational Culture , Efficiency, Organizational/standards , Logistic Models , Regression Analysis , Surveys and QuestionnairesABSTRACT
The studies that have verified the positive association of authentic leadership with organizational citizenship behaviours (OCBs), have used global measures of both constructs. Therefore, the goal of this work is to analyze the effect of authentic leadership on employees' OCBs, specifically focusing on the relations of the four components of authentic leadership with the individual and organizational dimensions of the OCBs. The participants of this study were 220 Spanish employees (30.9% men and 69.1% women) who completed a questionnaire that included the variables of interest in this study: Authentic Leadership, OCB and Sociobiographical control variables. The results, obtained with stepwise multiple regression analysis, show that two components of authentic leadership-moral perspective and relational transparency-present significant relationships with OCB. Moreover, authentic leadership is a better predictor of employees' OCB when these behaviors are impersonal and directed towards the organization than when they are directed towards other people. These results have practical implications for human resources management in organizations, especially in selection processes and when training top executives.
Subject(s)
Leadership , Social Behavior , Work/psychology , Adult , Female , Humans , Male , Surveys and QuestionnairesABSTRACT
This study follows the social identity model of leadership proposed by van Knippenberg and Hogg (2003), in order to examine empirically the mediator effect of leadership prototypicality between social identity, extra effort, and perceived effectiveness of group members. The sample consisted of 109 participants who worked in 22 different work-teams of non-profit organizations (NPO) from Nicaragua and El Salvador. The data analysis was performed through structural equation modeling (SEM). The results show that NPO membership is related to a high level of social identity. In addition, the results confirmed that leadership prototypicality has a significant and positive mediator effect in the relationship between the group identification and the group members' extra effort and the perceived effectiveness of leadership.
Subject(s)
Developing Countries , Leadership , Organizations, Nonprofit , Social Identification , Adult , Cooperative Behavior , Culture , El Salvador , Female , Group Processes , Humans , Male , Models, Psychological , Motivation , Nicaragua , Personality , Social Desirability , Surveys and QuestionnairesABSTRACT
This study follows the social identity model of leadership proposed by van Knippenberg and Hogg (2003), in order to examine empirically the mediator effect of leadership prototypicality between social identity, extra effort, and perceived effectiveness of group members. The sample consisted of 109 participants who worked in 22 different workteams of non-profit organizations (NPO) from Nicaragua and El Salvador. The data analysis was performed through structural equation modeling (SEM). The results show that NPO membership is related to a high level of social identity. In addition, the results confirmed that leadership prototypicality has a significant and positive mediator effect in the relationship between the group identification and the group members extra effort and the perceived effectiveness of leadership (AU)
El presente estudio toma como referencia el Modelo de la Identidad Social del Liderazgo (SIMOL) de van Knippenberg y Hogg (2003), con el objetivo de contrastar empíricamente el efecto mediador de la prototipicidad del líder entre la identificación con el grupo de trabajo, y la eficacia percibida del líder y el esfuerzo extra de los miembros del grupo. La muestra está formada por 109 personas que trabajaban en 22 grupos diferentes pertenecientes a Organizaciones No Lucrativas (ONL) de Nicaragua y El Salvador. El análisis de los datos se realizó mediante el Modelado de Ecuaciones Estructurales (SEM). Los resultados revelan que la pertenencia a ONL de Nicaragua y El Salvador promueve altos niveles de identificación grupal, y, asimismo, se confirma que la prototipicidad del líder tiene un significativo efecto mediador entre la identificación grupal, y la eficacia percibida del líder y el esfuerzo extra de los miembros del grupo (AU)
Subject(s)
Humans , Male , Female , Adult , Developed Countries , Leadership , Organizations, Nonprofit , Social Identification , Cooperative Behavior , Culture , El Salvador/epidemiology , Group Processes , Models, Psychological , Motivation , Personality , Surveys and QuestionnairesABSTRACT
El objetivo de este trabajo es doble. Primero, examinar las relaciones entre antecedentes y consecuencias de los empleos puente. Segundo, analizar el papel mediador de la cantidad y calidad del empleo puente en la relación entre antecedentes y consecuencias. Se obtuvieron datos de la primera fase del SHARE (Survey of Health, Ageing and Retirement in Europe) de 1.190 varones y mujeres en Europa a partir de entrevistas estructuradas y cuestionarios. Los análisis de modelos de ecuaciones estructurales, incluyendo la muestra sin valores perdidos (N= 650), muestran que tanto la cantidad como la calidad de la participación en el empleo puente son predictores de la satisfacción laboral, la satisfacción vital y la calidad de vida en la jubilación. Estos resultados validan y amplían la investigación previa sobre las actividades de empleo puente y la jubilación parcial (AU)
The aim of this paper is twofold: first, to examine the relationships between antecedents and consequences of bridge employment activity; second, to analyze the mediator role both of quality and quantity of bridge employment activities in the relationship between antecedents and consequences. First wave panel data from the SHARE (Survey of Health, Ageing and Retirement in Europe) were obtained from 1190 men and women in Europe, using structured interviews and questionnaires. Structural equation modeling analyses, including the sample without missing values (N= 650), showed that both quantity and quality of bridge employment participation are predictors of job satisfaction, life satisfaction, and quality of life in retirement. These results validate and expand the previous research on bridge employment activities and partial retirement (AU)
Subject(s)
Humans , Retirement/psychology , Personal Satisfaction , Employment/psychology , Quality of Life/psychology , Job SatisfactionABSTRACT
The aim of this paper is twofold: first, to examine the relationships between antecedents and consequences of bridge employment activity; second, to analyze the mediator role both of quality and quantity of bridge employment activities in the relationship between antecedents and consequences. First wave panel data from the SHARE (Survey of Health, Ageing and Retirement in Europe) were obtained from 1190 men and women in Europe, using structured interviews and questionnaires. Structural equation modeling analyses, including the sample without missing values (N=650), showed that both quantity and quality of bridge employment participation are predictors of job satisfaction, life satisfaction, and quality of life in retirement. These results validate and expand the previous research on bridge employment activities and partial retirement.
Subject(s)
Models, Psychological , Personal Satisfaction , Retirement/psychology , Europe , Female , Humans , Male , Middle AgedABSTRACT
To date, theory and research on organizational justice has focused on the victims perspective, and the third partys perspective has received little systematic attention. In this study a model proposed by Skarlicki and Kulik (2005) on third-party reactions to employee mistreatment has been applied. Data were obtained from a sample (N= 586) of officers into the Spanish Army via a mailed survey regarding their perceptions of organizational unfulfilment of promises made during the professional soldiers recruitment campaign. Structural equation modelling was used and results showed that organizational unfulfilment of promises, employee performance and employee organizational commitment explained internal attributions blaming the organization. Moreover, collaborative organizational culture and internal attributions accounted a great percentage of variance in supervisors perceptions regarding organizational unfairness (AU)
Hasta el presente, la teoría y la investigación sobre la justicia organizacional se ha centrado en la perspectiva de la víctima y la visión de la tercera parte ha recibido poca atención sistemática. En este estudio ha sido aplicado un modelo propuesto por Skarlicki y Kulik (2005) sobre las reacciones de la tercera parte ante el maltrato a los empleados. Los datos fueron obtenidos de una muestra de oficiales del Ejército español (N= 586), a través de una encuesta por correo relativa a sus percepciones del incumplimiento organizacional de las promesas hechas durante la campaña de reclutamiento a los soldados profesionales. Se usó un modelo de ecuaciones estructurales y los resultados mostraron que el incumplimiento organizacional de las promesas, el rendimiento del empleado y el compromiso organizacional explicaban las atribuciones internas culpando a la organización. Además la cultura de colaboración y las atribuciones internas daban cuenta de un importante porcentaje de la varianza en las percepciones de los supervisores sobre la injusticia organizacional (AU)
Subject(s)
Humans , Organizational Culture , Social Justice/statistics & numerical data , 16360 , Efficiency, Organizational , Structure of Services , Models, OrganizationalABSTRACT
In this study, meta-analytic procedures were used to examine the relationships between psychological contract perceived breach and certain outcome variables, such as organizational commitment, job satisfaction and organizational citizenship behaviours (OCB). Our review of the literature generated 41 independent samples in which perceived breach was used as a predictor of these personal and organizational outcomes. A medium effect size (ES) for desirable outcomes (job satisfaction, organizational commitment, organizational trust, OCB and performance) was obtained (r= -.35). For undesirable outcomes (neglect in role duties and intention to leave), ES were also medium (r= .31). When comparing attitudinal (job satisfaction, organizational commitment, organizational trust) and behavioural outcomes (OCB, neglect in role duties and performance), a stronger ES was found for attitudinal (r= -.24) than for behavioural outcomes (r= -.11). Potential moderator variables were examined, and it was found that they explained only a percentage of variability of primary studies. Structural equation analysis of the pooled meta-analytical correlation matrix indicated that the relationships of perceived breach with satisfaction, OCB, intention to leave and performance are fully mediated by organizational trust and commitment. Results are discussed in order to suggest theoretical and empirical implications (AU)
En este estudio, los procedimientos meta-analíticos se usan para examinar las relaciones entre la percepción de ruptura de contrato psicológico y ciertas variables de resultados, como el compromiso organizacional, la satisfacción laboral y las conductas de ciudadanía organizacional (OCB). Nuestra revisión de la literatura generó 41 muestras independientes. Un tamaño del efecto (ES) medio se obtuvo para los resultados deseables (satisfacción laboral, compromiso organizacional, confianza en la organización, OCB y rendimiento (r= -.35). Para los resultados indeseables (negligencia en las tareas del puesto e intención de abandono), el ES fue también medio (r= .31). Cuando se comparan los resultados actitudinales (satisfacción, compromiso organizacional y confianza) y los conductuales (OCB, negligencia en las tareas y rendimiento), un ES más fuerte se encuentra para los actitudinales (r= -.24) que para los conductuales (r= -.11). El análisis de ecuaciones estructurales de la matriz conjunta de correlaciones meta-analítica indica que las relaciones de la ruptura de contrato con la satisfacción laboral, las conductas de ciudadanía, la intención de abandono y el rendimiento están totalmente mediadas por la confianza organizacional y el compromiso. Los resultados se discuten en orden a la sugerencia de implicaciones teóricas y aplicadas (AU)
Subject(s)
Humans , Organization and Administration , Job Satisfaction , Employee Grievances , Labor Relations , 16359 , 16360 , WorkloadABSTRACT
In this study, meta-analytic procedures were used to examine the relationships between psychological contract perceived breach and certain outcome variables, such as organizational commitment, job satisfaction and organizational citizenship behaviours (OCB). Our review of the literature generated 41 independent samples in which perceived breach was used as a predictor of these personal and organizational outcomes. A medium effect size (ES) for desirable outcomes (job satisfaction, organizational commitment, organizational trust, OCB and performance) was obtained (r=-.35). For undesirable outcomes (neglect in role duties and intention to leave), ES were also medium (r=.31). When comparing attitudinal (job satisfaction, organizational commitment, organizational trust) and behavioural outcomes (OCB, neglect in role duties and performance), a stronger ES was found for attitudinal (r=-.24) than for behavioural outcomes (r=-.11). Potential moderator variables were examined, and it was found that they explained only a percentage of variability of primary studies. Structural equation analysis of the pooled meta-analytical correlation matrix indicated that the relationships of perceived breach with satisfaction, OCB, intention to leave and performance are fully mediated by organizational trust and commitment. Results are discussed in order to suggest theoretical and empirical implications.
Subject(s)
Contracts , Organizational Culture , Psychology/methods , Attitude , Factor Analysis, Statistical , Humans , Trust , WorkplaceABSTRACT
El objetivo de este estudio era probar un patrón de relaciones propuesto entre la identidad social y las conductas de ciudadanía en ambientes laborales, considerando que la identidad social se centraba en la identificación con el grupo y con la profesión, mientras que las conductas de ciudadanía se centraban en el grupo de trabajo y el grupo profesional. Se había hipotetizado que estas relaciones podrían estar parcialmente mediadas por el apoyo social percibido. Se evaluó el padron usando una muestra de profesores de primaria (N = 134) que desarrollaban sus actividades profesionales en escuelas de Madrid. Se usó un enfoque de modelado de ecuaciones estructurales y se encontró apoyo parcial para las hipótesis. Los datos mostraron que el apoyo social media totalmente la influencia de la identidad social en las conductas de ciudadanía y que se explicaba un porcentaje medio de la varianza en la variable criterio. Los resultados se han discutido de cara a sus implicaciones para la gestión de los recursos humanos en las organizaciones y para la mejora de las relaciones intergrupales en los contextos organizacionales.(AU)
The main purpose of this study was to prove a proposed pattern of relationships between social identity and OCB in work settings, considering that social identity was focused on group identification and professional identification while OCB was focused on work group and professional group. Moreover, it was hypothesized that those relationships would be partially mediated by perceived social support. The proposed pattern of relationships was assessed using a sample of primary teachers (N = 134) which develops their professional activities in schools of Madrid. A structural equation modelling approach was used and partial support for hypothesis has been found. Data showed that perceived social support fully mediates the influence of social identity on OCB and a medium percentage of variance (61 percent) of the criterion variable has been explained. Results have been discussed in order to their implications for human resource management in organizations and for improving intergroup relations in educational settings.(AU)
ABSTRACT
Although sexual harassment has been extensively studied, empirical research has not led to firm conclusions about its antecedents and consequences, both at the personal and organizational level. An extensive literature search yielded 42 empirical studies with 60 samples. The matrix correlation obtained through meta-analytic techniques was used to test a structural equation model. Results supported the hypotheses regarding organizational environmental factors as main predictors of harassment.
Subject(s)
Culture , Job Satisfaction , Models, Psychological , Organizational Culture , Sexual Harassment/psychology , Workplace , Anxiety/psychology , Employee Performance Appraisal , Humans , Risk Factors , Somatoform Disorders/psychologyABSTRACT
Although sexual harassment has been extensively studied, empirical research has not led to firm conclusions about its antecedents and consequences, both at the personal and organizational level. An extensive literature search yielded 42 empirical studies with 60 samples. The matrix correlation obtained through meta-analytic techniques was used to test a structural equation model. Results supported the hypotheses regarding organizational environmental factors as main predictors of harassment (AU)
Pese a que el acoso sexual ha sido extensamente estudiado, la investigación empíricano ha llegado a conclusiones firmes relativas a sus antecedentes y consecuencias personales y organizacionales. Una extensa búsqueda de la literatura arroja 42 estudios empíricos con 60 muestras que son sometidos a técnicas meta-analíticas. La matriz de correlaciones obtenida por técnicas meta-analíticas ha sido usada para probar un modelo de ecuaciones estructurales. Los resultados apoyan las hipótesis que indican que los factores del ambiente organizacional son los predictores principales del acoso (AU)
Subject(s)
Humans , Adult , Sexual Harassment/psychology , Labor Relations , ForecastingABSTRACT
Este estudio se centra en el papel mediador de las consecuencias de la comparación social en las relaciones entre la identificación grupal, la orientación personal a la comparación y los resultados. Se propone un modelo previo que muestra los efectos hipotetizados. El modelo final alcanza un ajuste adecuado a los datos y se pone a prueba a través de un procedimiento de validación cruzada usando una muestra de empleados españoles (N-494) pertenecientes a diferentes ambientes organizacionales. Las estimaciones estandarizadas muestran que la identificación grupal está primeramente relacionada con las consecuencias positivas de la comparación social y que la orientación personal a la comparación social está relacionada con las consecuencias negativas
This study focuses on the mediator role of social comparison consequences in the relationship bewteen group identification, personal orientation to social comparisons and outcomes. A previous model, showing the hypothesized effects, is proposed. Through a cross validation procedure, using a sample of Spanish employers (N=494) belonging to different organizational setting, the final model obtains an adequate adjustment to the data. Standardized estimations show that group identification is primarily related to positive consequences evoked by social comparison is mostly related to negative consequences
Subject(s)
Humans , Efficiency, Organizational/statistics & numerical data , 16359 , Group Processes , Negotiating/psychology , Organization and Administration , Models, Organizational , Psychology, Comparative , SpainABSTRACT
This study focuses on the mediator role of social comparison in the relationship between perceived breach of psychological contract and burnout. A previous model showing the hypothesized effects of perceived breach on burnout, both direct and mediated, is proposed. The final model reached an optimal fit to the data and was confirmed through multigroup analysis using a sample of Spanish teachers (N = 401) belonging to preprimary, primary, and secondary schools. Multigroup analyses showed that the model fit all groups adequately (AU)
Este estudio se centra en el papel de la comparación social en la relación entre la ruptura percibida del contrato psicológico y el burnout. Se propone un modelo previo mostrando los efectos hipotetizados, tanto directos como mediados, de la ruptura percibida sobre el burnout. El modelo final alcanzó un ajuste óptimo a los datos y se confirmó a través del análisis multigrupo usando una muestra de profesores españoles (N = 401) pertenecientes a escuelas infantiles, primarias y secundarias. Los análisis multigrupo mostraron que el modelo se ajusta adecuadamente a todos los grupos (AU)
Subject(s)
Humans , Burnout, Professional/psychology , Labor Relations , Contracts , Multicenter Studies as Topic , Faculty/statistics & numerical data , Surveys and QuestionnairesABSTRACT
Although mobbing has been extensively studied, empirical research has not led to firm conclusions regarding its antecedents and consequences, both at personal and organizational levels. An extensive literature search yielded 86 empirical studies with 93 samples. The matrix correlation obtained through meta-analytic techniques was used to test a structural equation model. Results supported hypotheses regarding organizational environmental factors as main predictors of mobbing.
Subject(s)
Organizational Culture , Social Behavior , Conflict, Psychological , Humans , Social EnvironmentABSTRACT
Pese a que el acoso laboral ha sido extensamente estudiado, la investigación empírica no ha llegado a conclusiones firmes relativas a sus antecedentes y consecuencias personales y organizacionales. Una extensa búsqueda de la literatura arroja 86 estudios empíricos con 93 muestras que son sometidos a técnicas meta-analíticas. La matriz de correlaciones obtenida por técnicas metaanalíticas ha sido usada para probar un modelo de ecuaciones estructurales. Los resultados apoyan las hipótesis relativas a los factores del ambiente organizacional como predictores del acoso
Although mobbing has been extensively studied, empirical research has not led to firm conclusions regarding its antecedents and consequences, both at personal and organizational levels. An extensive literature search yielded 86 empirical studies with 93 samples. The matrix correlation obtained through meta-analytic techniques was used to test a structural equation model. Results supported hypotheses regarding organizational environmental factors as main predictors of mobbing
Subject(s)
Humans , Stress, Physiological , 16360 , Job Satisfaction , Organizational Culture , Labor RelationsABSTRACT
El principal objetivo de este estudio ha sido mostrar la mediación parcial de la identificacióngrupal, personal y organizacional en las relaciones entre la percepción de rupturade contrato psicológico y la satisfacción laboral de los empleados. El análisis factorialconfirmatorio con una muestra de empleados (N= 133) mostró los factores higiénicos ymotivadores de la satisfacción como dimensiones diferentes aunque relacionadas. A travésde un modelo de ecuaciones estructurales se prueba que los diferentes focos deidentificación serán predictores de diferentes resultados. Los resultados se discuten decara a sus implicaciones teóricas y aplicadas(AU)
The main purpose of this study has been showed the partial mediator role ofgroup, professional and organizational identification into the relationships between perceivedcontract breach and employees job satisfaction. Confirmative factor analysis with a sampleof employees (N= 133) showed hygienic and motivator job satisfaction factors as differentbut related dimensions. Through a structural equation model it has been proved thatdifferent focus of identification will be better predictor of different outcomes. Resultshave been discussed in order to their theoretical and practical implications(AU)
Subject(s)
Humans , Organizational Culture , Social Identification , Job Satisfaction , Contracts , Psychometrics/methods , 16360ABSTRACT
El presente estudio explora la relación entre la identificación con la organización, las conductas de ciudadanía y la iniciativa personal dentro de los grupos de trabajo. Incluyendo una muestra de 336 empleados se prueba el ajuste de diferentes modelos causales a los datos. Los análisis de ecuaciones estructurales muestran que la identificación con la organización pronostica los resultados relativos a las conductas de ciudadanía organizacional y la iniciativa personal de los empleados pero que esta relación está parcialmente mediada por la cohesión grupal
The present study explores the relationships between organizational identification and both citizenship behavior and personal initiative within work groups. A sample of 336 employees was used to test the adjustment of different causal models to the data. Structural equations analyses showed that organizational identification predicts outcomes regarding employees organizational citizenship behaviors and personal initiative, but this relation was partially mediated by group cohesion
