Motivation of Teleworkers and Non-teleworkers in Times of COVID-19 in Spain: An Exploratory Study Using Non-parametric Analysis and Classification and Regression Trees.

With the outbreak of COVID-19 in spring 2020, small, medium, and large companies were forced to cope with the unexpected circumstances. Faced by this health emergency, it was necessary to ensure that staff remained motivated and that they could continue to carry out their duties despite the obstacles. The main goal of this exploratory research was to characterize employees who teleworked and who did not, and their motivation during the lockdown. A total of 11,779 workers from different-sized companies in various sectors answered an ad hoc questionnaire. By using non-parametric comparisons and Classification and Regression Trees (CRTs), the results show differences in both the assessment of strategies put into practice by the companies and the level of motivation of teleworkers and non-teleworkers, with the latter being more highly motivated. Nonetheless, teleworkers assessed their companies' strategies and the role of their managers and colleagues more positively. This research helps to understand how different sectors have dealt with the crisis, according to the degree of teleworking implemented in each sector, and to what extent the motivation of the employees has been affected. The analysis of the large amount of data obtained confirms the importance of the role of managers in sustaining the motivation of their subordinates in times of crisis. In this sense, it is necessary to develop managers' competencies in order to develop and maintain relations of trust and support with their coworkers. On the other hand, it is necessary to foster employees' sense of meaningfulness and responsibility at work in order to keep them motivated.

Impact of the COVID-19 Pandemic on Higher Education: Characterizing the Psychosocial Context of the Positive and Negative Affective States Using Classification and Regression Trees.

Our aim is to analyze the extent to which the psychosocial aspects can characterize the affective states of the teachers, administrative staff, and undergraduate and postgraduate students during the quarantine. A questionnaire was answered by 1,328 people from the community of the Universitat de Barcelona (UB), Spain. The survey was partially designed ad hoc, collecting indicators related to sociodemographic variables, the impact of COVID on the subjects or in their personal context, the psychosocial context of coexistence and perceived social support, characteristics related to the physical context during the quarantine, and labor conditions. Additionally, it included two validated instruments: the Survey Work-Home Interaction-Nijmegen for Spanish Speaking Countries (SWING-SSC) validated in Spanish and PANAS, the Positive and Negative Affect Schedule. Classification and Regression Trees (CART) were performed to identify which variables better characterize the participants' level of positive and negative affective states. Results according to groups showed that students are the ones who have suffered the most as a result of this situation (temporary employment regulation, higher scores in negative work-home and home-work interaction, lower scores in positive home-work interaction, and negative effects of teleworking). Additionally, they reported a higher mean score in interpersonal conflict and worse scores with regard to negative affective states. Based on sex, women were the ones whose environment was shown to be more frequently affected by the pandemic and who exhibited more negative effects of teleworking. In general terms, participants with the highest scores in negative affective states were those who perceived an increase in conflict and a high negative effect from work spilling over into their personal lives. On the contrary, participants with the highest levels of positive affective states were those with medium to low levels of negative home-work interaction, over 42.5 years old, and with medium to high levels of positive work-home interaction. Our results aim to help higher education to reflect on the need to adapt to this new reality, since the institutions that keep pace with evolving trends will be able to better attract, retain, and engage all the members of the university community in the years ahead.

Cold wind of change: Associations between organizational change, turnover intention, overcommitment and quality of care in Spanish and Swedish eldercare organizations.

Aim: To examine the association between organizational change, turnover intentions, overcommitment and perceptions of quality of care among nurses and nursing assistants employed in eldercare organizations. Design: A longitudinal survey (baseline, 12-month follow-up) was used. Methods: A panel sample of 226 eldercare employees in Spain and Sweden responded to survey questions concerning organizational change, turnover intentions, overcommitment and perceptions of quality of care. The data were analysed using structural equational modelling. Results: We found a statistically significant positive relationship between organizational change, employees' turnover intention and overcommitment. We also found a statistically significant negative relationship between organizational change and perceived quality of care.

Cognitive job crafting as mediator between behavioral job crafting and quality of care in residential homes for the elderly.

Extending previous studies on job crafting, the aim of the present study is to analyze the effect of job crafting on quality of care in residential homes for elderly people in two European countries (Spain and Sweden). We hypothesize that cognitive crafting could be a consequence of behavioral crafting and that it will mediate the relationship between behavioral crafting and the perception of quality of care. A correlational design was used, with two-waves approximately 12 months apart (n = 226). Our results indicate that behavioral job crafting at T1 had an effect on cognitive job crafting at T2, relational job crafting at T1 increases quality of care at T2, and the mediation effect of cognitive job crafting. These results indicate that we must differentiate between the two forms of crafting (behavioral and cognitive), not as indicators of the same latent construct, but as aggregates. Additionally, we point out two main implications for managerial practice. First, as relational job crafting has a direct effect on quality of care, it is important to assure an organizational culture oriented towards employees. Secondly, due to the mediation effect of cognitive job crafting, managers should facilitate meaningful work environments. To do so, jobs should be re-designed, increasing skills variety, identity and significance.

Managers' Conceptions and Their Effects on the Perception of Employees with Disabilities.

The research aimed to identify managers' conceptions of disability and the relationship that was established between these conceptions and their perception of the persons with disabilities (PWD) performance, bond, benefits of hiring, and training needs. 257 managers answered a questionnaire in order to identify conceptions of disability in organizations. Descriptive statistics, factorial analysis, and hierarchical analysis of grouping were performed while using IBM Statistic 20.0.0. The results show that managers who have the spiritual and the conception based on inclusion perceive the insertion of PWD as beneficial to the organization. Those who conceive disability as a question of normality perceive the PWD performance as inferior to those without disabilities, which implies that PWDs should be segregated; and, the managers who perceive disability as a social problem are likely to place PWDs in the workplace according to their potential. The results can be fruitfully used by managers, human resources' professionals, academics, and the society to promote inclusion.

Job Satisfaction and Turnover Intention Among People With Disabilities Working in Special Employment Centers: The Moderation Effect of Organizational Commitment.

With the goal of contributing to the growth of research on people with disabilities in employment, in particular in relation to their job satisfaction (JS), organizational commitment (OC), and turnover intention (TI), this study explores the effect of JS on TI among employees with disabilities and the moderation effect of OC and its four dimensions on this main relationship. A total of 245 Special Employment Center (SEC) employees in Spain answered a questionnaire. To analyze the results, a descriptive analysis with bivariate correlations across the variables was performed, and the moderation model was tested subsequently using macro PROCESS for SPSS by Hayes. For the significant effects, a pick-a-point approximation was used to interpret the results. The results show that OC and its dimensions have no significant effect on the direct relationship. However, some components of JS, such as the relationship with co-workers and with supervisors, play a significant role in the relationship with TI when moderated by affective and value commitment. Our results show that it is important that human resources departments create conditions favoring a work environment with positive interpersonal relationships between employees and managers in order to minimize TI at SECs.

Future Work and Disability: Promoting Job Motivation in Special Employment Centers in Spain.

The technological transition currently taking place in the labor market is having severe implications for people. One vulnerable group at risk of marketplace exclusion are employees with disabilities. This research explores their job motivation, including the moderated effect of self-efficacy. A 187 employees from Special Employment Centers (SECs) in Spain with intellectual and physical disabilities completed the Internal Motivation Scale, the Psychological Critical States (PCS) and the self-efficacy sub-scale of the Psychological Processes Scale (PPS) tests. Following the International Tests Commission guidelines, the instruments were adapted to the special needs of the participants. We found differences depending on the kind of disability of employees. In employees with intellectual disabilities, their levels of self-efficacy moderated the effect of responsibility for outcomes and meaningfulness of work on motivation. In the case of employees with physical disabilities, the knowledge of results is a predictor of motivation when they had medium or high levels of self-efficacy. Additionally, in this group, responsibility for outcomes and meaningfulness of work had a direct effect on motivation, independently of their levels of self-efficacy. Employees with disabilities should be empowered to make choices and exercise control in their working lives. To do so, human resources managers should promote their wellbeing, taking into consideration the workforce diversity.

Spanish and Swedish eldercare managers' influence on employees.

PURPOSE: Hierarchical and flat organizational types are predominant in Spain and Sweden, respectively. To study how managers' commitment and work overcommitment (WOC) affect employee well-being, and job perception in these different countries can shed insight on how to improve eldercare organization. The purpose of this paper was to study the association between eldercare employee exposure to managers' commitment and WOC, and employee mental well-being and job perception and how these associations differed between Spain and Sweden. DESIGN/METHODOLOGY/APPROACH: A questionnaire with validated questions on commitment, WOC, mental well-being and job perception, operationalized as the perception of quality of care and turnover intent, was sent out to eldercare managers and employees in Spain and Sweden. t-Tests, χ 2 and linear regression were applied to study the associations and differences between the countries. FINDINGS: Interaction analyses revealed that Spanish employees' mental well-being and job perception were influenced by their managers' commitment and WOC in that manager commitment improved and WOC impaired well-being and job perception. However, the Swedish eldercare employees were not influenced by their managers on these parameters. PRACTICAL IMPLICATIONS: The impact of managerial commitment and WOC differed between employees in Spain and Sweden, possibly because the preconditions for leadership varied due to differences in organizational type. ORIGINALITY/VALUE: This study compares the managers' impact on employee health and job perception in two countries with different organizational prerequisites. Moreover, managers' commitment and WOC were estimated by the managers themselves and did not rely on the employees' perception, which improved ecological validity.

The corporate social responsibility policies for the inclusion of people with disabilities as predictors of employees' identification, commitment and absenteeism / Las políticas de responsabilidad social corporativa para la inclusión de las personas con discapacidad como predictores de identificación, compromiso y absentismo de los empleados

Few studies have explored the effect on employees of corporate social responsibility (CSR) policies focused on the inclusion of people with disabilities. The present research examines the extent to which employees' perceptions of CSR policies aimed at the employment of disabled people are related to organizational identification, commitment, and absenteeism. A questionnaire was administered to 104 employees (participation rate: 41.1%). Correlations and common method variance tests, and linear regressions were performed. Only the internal-focus policies have an effect on employees' identification and commitment, although the effect of external-focus policies have been more deeply studied. There were no significant results related to absenteeism. Our research highlights the impact of internal-focus policies for the inclusion of people with disabilities in the commitment and identification of all employees, those with and without disabilities. The results also contribute significantly to the design of strategies that facilitate and enhance the normalization of these employees in the labor market, helping practitioners to target these companies as future employers of people with disabilities (AU)

Pocos estudios han analizado el efecto en los empleados de las políticas de Responsabilidad Social Corporativa (RSC) orientadas a la inclusión de las personas con discapacidades. La presente investigación examina el grado en que las percepciones de los empleados sobre dichas políticas están relacionadas con la identificación y el compromiso con la organización, y con el absentismo. Se administró un cuestionario a 104 empleados (tasa de participación: 41,1%). Se realizaron correlaciones, pruebas de varianza del método común, y regresiones lineales. Si bien el efecto de las políticas de RSC orientadas hacia el entorno de la organización han sido las más estudiadas, nuestra investigación pone de relieve el impacto de las políticas internas para la inclusión de las personas con discapacidad sobre el compromiso y la identificación de todos los empleados, las personas con y sin discapacidad, pero no así con el absentismo. Los resultados obtenidos contribuyen significativamente al diseño de estrategias que faciliten y mejoren la normalización del colectivo de personas con discapacidad en el mercado de trabajo, contribuyendo a su inserción laboral (AU)

The moderator effect of commitment on the relations between satisfaction and motivation in Special Employment Centres.

BACKGROUND: Little is known about the relation between satisfaction, commitment and motivation among employees with mild intellectual disabilities. The present research analyses the moderated effect of commitment on the relation between satisfaction of employees with intellectual disabilities and their motivation. METHOD: Employees with legally recognized intellectual disabilities, following the Spanish law, answered a questionnaire. The present authors examined bivariate relations across all variables in the model. Subsequently, a moderator model was tested, using the Johnson-Neyman and the pick-a-point approximation. RESULT: There was a direct effect between employees' satisfaction and motivation (b = 2.4621; p < .0001). Commitment had a moderator effect on this relation (b = [-3.36 to -0.30]; p < .001), especially for those employees with lower levels of commitment. CONCLUSIONS: Our research focuses on the antecedents of work motivation of employees with mild intellectual disabilities as full employees. So, our results help HR managers to increase employees' motivational levels, as one of the main objectives of healthy organizations.

Job Crafting, Employee Well-being, and Quality of Care.

The main objective is to study the effects of job crafting activities of elder care and nursing home employees on their perceived well-being and quality of care in two European countries, Spain and Sweden. The Job Crafting, the General Health, and the Quality of Care questionnaires were administered to 530 employees. Correlations and hierarchical regression analyses were performed. Results confirm the effects of job crafting on quality of care ( r = .291, p < .01; ß = .261, p < .01; Δ R2 = .065, p < .01) and employees' well-being ( r = .201, p < .01; ß = .171, p < .01; Δ R2 = .028, p < .01). A positive linear relationship was found between job crafting and well-being in Spain and Sweden and with quality of care in Spain. On the contrary, in Sweden, the relationship between job crafting and well-being was not linear. Job crafting contributes significantly to employees' and residents' well-being. Management should promote job crafting to co-create meaningful and productive work. Cultural effects are proposed to explain the differences found.

Relationship of health workers with their organization and work: a cross-cultural study.

We analyzed the differences, by Student's t-test and ANOVA, between nurses and physicians from Portugal, Poland, Spain, and United Kingdom regarding their relationship with their work and organization. In total, 1,401 professionals answered the HSA-QHPR questionnaire. There are different levels of connection between physicians and nurses. The United Kingdom has the lowest levels of connection with the work while Portugal has the highest levels of relationship with the organization. The results provide guidelines for the development of policies and differential strategies aimed at improving the quality of healthcare service.

Contribución española e iberoamericana al estudio del "work life balance": claves para la intervención / The spanish and latin american contribution to the study of work life balnce: keys for intervention

La actual situación de crisis económica mundial ha conllevado que nos preguntemos cómo generar ventajas competitivas que impacten en la efectividad organizacional sin que ello suponga poner en riesgo la calidad de vida de los empleados. Diversos autores en nuestro país señalan la importancia del desarrollo de políticas de salud y seguridad ocupacional (Montero, Araque, y Rey, 2009), y dentro de éstas, las relativas a políticas familiarmente responsables que favorezcan el work-life balance (WLB) de sus empleados (León y Chinchilla, 2010; Urcelay, 2005). Este artículo hace una revisión de las principales aportaciones españolas e hispanoamericanas sobre el WLB en los últimos ocho años, presentando el trabajo investigador del Grupo ASH-PsicoSAO (Universidad de Barcelona) en relación a este tema. El objetivo de nuestros trabajos es contribuir tanto en la esfera científica como en el ejercicio profesional, prestando especial atención al papel del supervisor

The current global economic crisis has led us to ask how to generate competitive advantages with an impact on organizational effectiveness without jeopardizing the employees’ quality of life. The importance of the development of health and safety policies (Montero, Araque, & Rey, 2009), among them, those relating to family-friendly policies promoting work-life balance (WLB) of employees (Leon & Chinchilla, 2010; Urcelay, 2005) has been pointed out by various authors in our country. This article reviews the main Spanish and Latin American contributions on work-life balance (WLB) published in the last eight years, and presents the research work of ASH-PsicoSAO Group (University of Barcelona) related to this topic. The objective of our work is to contribute to both, the scientific and the occupations fields, with particular attention to the role of supervisor

Adaptation and validation of the Spanish Version of the "Survey Work-Home Interaction - NijmeGen" (SWING) to Spanish speaking countries / Adaptación y validación de la versión española de la "Survey Work-Home Interaction - NijmeGen" (SWING) en países hispanohablantes

The purpose of this study is the adaptation and validation of the "Survey Work-Home Interaction - NijmeGen" (SWING) developed by Geurts and colleagues to Spanish speaking countries (SWING-SSC). In order to analyze the questionnaire’s psychometric properties, confirmatory factor analysis (CFA) was carried out with a sample of 203 employees from various Spanish-speaking countries. Criterion related validity was tested by examining correlations between the SWING-SSC, and the theoretically relevant variables: health, role conflict, role clarity and supervisor support. Finally, reliability was tested analyzing the internal consistency of the scales. The analyses carried out indicate that SWING-SSC has good psychometric properties. In addition, the present results support the relation of the construct with health, role conflict, role clarity, and supervisor support. This study offers evidence for a sound work-life balance measure that contributes to the encouragement adequate conditions in the workplace, to reduce the conflict between the two spheres of professional and personal life, and to enhance positive relationships

El propósito de este estudio es adaptar y validar la "Survey Work-Home Interaction - NijmeGen" (SWING), desarrollada por Geurts y colaboradores, a países de habla hispana (SWING-SSC). Con el fin de analizar las propiedades psicométricas del cuestionario, se llevó a cabo un análisis factorial confirmatorio (AFC) con una muestra de 203 empleados de diferentes países de habla hispana. La validez de criterio se puso a prueba mediante el examen de las correlaciones entre el SWING-SSC y otras variables teóricas relevantes: salud, conflicto de rol, claridad de rol y apoyo del supervisor. Finalmente, se puso a prueba la fiabilidad analizando la consistencia interna de las escalas. Los análisis realizados indican que el SWING-SSC tiene buenas propiedades psicométricas. Además, los resultados apoyan la relación del constructo con la salud, el conflicto de rol, la claridad de rol, y el apoyo del supervisor. Este estudio ofrece evidencia de una medida del equilibrio entre trabajo y vida que contribuye al fomento de las condiciones adecuadas en el lugar de trabajo, para reducir el conflicto entre las dos esferas de la vida profesional y personal, y para fomentar las relaciones positivas

Workaholism in Brazil: measurement and individual differences.

The aim of this research is the measurement and assessment of individual differences of workaholism in Brazil, an important issue which affects the competitiveness of companies. The WART 15-PBV was applied to a sample of 153 managers from companies located in Brazil, 82 (53.6%) women and 71 (46.4%) men. Ages ranged from 20 to 69 years with an average value of 41 (SD=9.06). We analyzed, on one hand, the factor structure of the questionnaire, its internal consistency and convergent (with the Dutch Work Addiction Scale - DUWAS) and criterion validity (with General Health Questionnaire – GHQ). On the other hand, we analyzed individual gender differences on workaholism. WART15-PBV has good psychometric properties, and evidence for convergent and criterion validity. Females and males differed on Impaired Communication / Self-Absorption dimension. This dimension has a direct effect only on men’s health perception, while Compulsive tendencies dimension has a direct effect for both genders. The findings suggest the WART15-PBV is a valid measure of workaholism that would contribute to the workers’ health and their professional and personal life, in order to encourage adequate conditions in the workplace taking into account workers’ individual differences.

Adicción al trabajo en Brasil: medición y diferencias individuales / Workaholism in Brazil: Measurement and individual differences

Esta investigación tiene por objetivo medir y evaluar las diferencias individuales en una muestra brasileña en relación a la adicción al trabajo, dada su repercusión en la competitividad de las empresas. Se aplicó el WART 15-PBV a una muestra de 153 directivos de empresas ubicadas en Brasil, 82 mujeres (53,6%) y 71 hombres (46.4%), con un rango de edad entre los 20 y los 69 años y un valor medio de 41 (SD =9,06). Se analiza la estructura factorial del cuestionario, su consistencia interna y convergente (a partir de la Dutch Work Addiction Scale- DUWAS), la validez de criterio (con el Cuestionario General de Salud - GHQ) y las diferencias individuales de género. El cuestionarioWART15-PBV presenta buenas propiedades psicométricas y de validez convergente y de criterio. Las mujeres y los hombres difieren en la dimensión Deterioro de la comunicación / auto-absorción. Esta dimensión únicamente tiene un efecto directo en la percepción de salud de los hombres, mientras que la dimensión Tendencias compulsivas tiene un efecto directo en ambos géneros. Los resultados sugieren la escala WART15-PBV es una medida válida y fiable de la adicción al trabajo que orienta la intervención atendiendo a las diferencias individuales de los trabajadores, en aras de mejorar su salud y su vida profesional y personal y fomentando, a su vez, unas condiciones adecuadas en el lugar de trabajo

The aim of this research is the measurement and assessment of individual differences of workaholism in Brazil, an important issue which affects the competitiveness of companies. The WART 15-PBVwas applied to a sample of 153 managers from companies located in Brazil, 82 (53.6%) women and 71 (46.4%) men. Ages ranged from20 to 69 years with an average value of 41 (SD=9.06). We analyzed, on one hand, the factor structure of the questionnaire, its internal consistency and convergent (with the Dutch Work Addiction Scale -DUWAS) and criterion validity (with General Health Questionnaire -GHQ). On the other hand, we analyzed individual gender differences on workaholism. WART15-PBV has good psychometric properties, and evidence for convergent and criterion validity. Females and males differed on Impaired Communication / Self-Absorption dimension. This dimension has a direct effect only on men’s health perception, while Compulsive tendencies dimension has a direct effect for both genders. The findings suggest the WART15-PBV is a valid measure of workaholism that would contribute to the workers’ health and their professional and personal life, in order to encourage adequate conditions in the workplace taking into account workers' individual differences

Data mining and mall users profile / Minería de datos y perfiles de usuarios en los centros comerciales

Marketing scholars have suggested a need for more empirical research on consumer response to malls, in order to have a better understanding of the variables that explain the behavior of the consumers. The segmentation methodology CHAID (Chi-square automatic interaction detection) was used in order to identify the profiles of consumers with regard to their activities at malls, on the basis of socio-demographic variables and behavioral variables (how and with whom they go to the malls). A sample of 790 subjects answered an online questionnaire. The CHAID analysis of the results was used to identify the profiles of consumers with regard to their activities at malls. In the set of variables analyzed the transport used in order to go shopping and the frequency of visits to centers are the main predictors of behavior in malls. The results provide guidelines for the development of effective strategies to attract consumers to malls and retain them there.

Recientes estudios del ámbito del marketing ponen de manifiesto la necesidad de incrementar la investigación empírica sobre las actividades desarrolladas por los consumidores en los centros comerciales, con el objeto de obtener una mejor comprensión de las variables que explican el comportamiento de estos. La metodología de segmentación CHAID (chi-square automatic interaction detection) se ha utilizado con el objeto de identificar los perfiles de los consumidores en relación con las actividades que desarrollan en los centros comerciales, con base en variables sociodemográficas y de comportamiento (cómo y con quién van a los centros comerciales). Una muestra de 790 sujetos contestaron un cuestionario on-line. El análisis CHAID de los resultados permite identificar los perfiles de los consumidores con respecto a sus actividades en dichos centros. Del conjunto de variables analizadas, el transporte utilizado y la frecuencia de las visitas son los principales pre-dictores de la conducta en los centros comerciales. Los resultados obtenidos proporcionan directrices para el desarrollo de estrategias que faciliten la atracción y fidelización de los consumidores a los centros comerciales.

Human Capital Questionnaire: Assessment of European nurses' perceptions as indicators of human capital quality.

Healthcare accreditation models generally include indicators related to healthcare employees' perceptions (e.g. satisfaction, career development, and health safety). During the accreditation process, organizations are asked to demonstrate the methods with which assessments are made. However, none of the models provide standardized systems for the assessment of employees. In this study, we analyzed the psychometric properties of an instrument for the assessment of nurses' perceptions as indicators of human capital quality in healthcare organizations. The Human Capital Questionnaire was applied to a sample of 902 nurses in four European countries (Spain, Portugal, Poland, and the UK). Exploratory factor analysis identified six factors: satisfaction with leadership, identification and commitment, satisfaction with participation, staff well-being, career development opportunities, and motivation. The results showed the validity and reliability of the questionnaire, which when applied to healthcare organizations, provide a better understanding of nurses' perceptions, and is a parsimonious instrument for assessment and organizational accreditation. From a practical point of view, improving the quality of human capital, by analyzing nurses and other healthcare employees' perceptions, is related to workforce empowerment.