Development and validation of an instrument in job evaluation factors of physicians in public hospitals in Beijing, China.

BACKGROUND: Job evaluation has been widely used to establish a foundation for internal equity and other human resource functions. The United Kingdom adopts the National Health Service (NHS) Job Evaluation scheme to determine the pay bands for most NHS staff and ensure equal pay for work of equal value. The challenges of recruiting and retaining physicians in Chinese public hospitals have heightened the need for a reliable job evaluation system to ensure the equality of physician compensation. The aim of this study was to construct job evaluation factors of physicians in Chinese public hospitals based on the NHS Job Evaluation scheme and to examine the reliability and validity of the established system. METHODS: Questionnaire surveys and statistical analyses were used to determine the job evaluation factors for physicians. The preliminary screening of the evaluation factors was based on a literature review, focused interviews with physicians and the Delphi method. Based on the results of preliminary screening, a questionnaire with 25 factors was designed to survey physicians regarding the importance of each factor in physician job evaluation. After the pretest, final questionnaire data were collected from 900 physicians by adopting a stratified sampling from 6 tertiary public hospitals in Beijing. A principal component analysis was used for factor extraction and structural validity analysis. The reliability was determined using Cronbach's alpha. RESULTS: The results of the principal component analysis showed that the 25 physician job evaluation factors were grouped into the 5 dimensions of Task Characteristics, Knowledge, Responsibility, Effort/Environment, and Skills. The Cronbach's alpha coefficients of the five dimensions ranged from 0.841 to 0.909, which indicated a high level of reliability. The result of the factor analysis indicated fair structural validity. The content validity was established by building onto the NHS Job Evaluation scheme and other well-established job evaluation systems. CONCLUSIONS: Our study indicates that the Chinese version of physician job evaluation is an instrument with fair reliability and validity, which fully reflects the characteristics of physicians in Chinese public hospitals. This system can provide an important basis for developing a physician compensation plan and ensuring internal equity in healthcare organizations.

When and how personality predicts workplace safety: Evaluating a moderated mediation model.

INTRODUCTION: Though previous research has linked personality and workplace safety, results have been inconsistent. Aims of the present study were to understand when and how personality factors predict safety performance. METHODS: With 492 working adults, a moderated mediation model was tested whereby the relationship between personality and safety behavior was mediated by safety motivation and moderated by situation strength (i.e., safety climate perceptions). RESULTS: Findings indicate that, aside from extraversion, safety motivation mediated all relationships between FFM personality traits and safety behavior. The mediated relationship between conscientiousness and safety motivation was attenuated by safety climate perceptions. However, relationships between all other personality traits and safety motivation, and ultimately safety behavior, remained consistent or, in the case of extraversion, was augmented at higher levels of safety climate perceptions. CONCLUSION: Results demonstrate an empirical basis for how and when personality translates into safety behavior at work. Additionally, findings provide a theoretical explanation for the mixed results among previous studies of personality's relationship with safety outcomes. Implications are discussed for employee selection and training practices in safety-intensive industries.

I believe I can craft! introducing Job Crafting Self-Efficacy Scale (JCSES).

Job crafting is beneficial for employees and organizations. To better predict these behaviors, we introduce the concept of job crafting self-efficacy (JCSE) and define it as an individual's beliefs about their capability to modify the demands and resources of their job to better fit their needs. This article describes the development and validation of a scale to measure JCSE. We conducted a qualitative study to design and four quantitative studies to test the psychometric properties of this scale among Polish and American employees in both paper-and-pencil and online versions. Three independent (N1 = 364; N2 = 432; N3 = 403) confirmatory factor analyses demonstrated a good fit to a 3-factor solution comprising JCSE beliefs about increasing (a) structural job resources, (b) social job resources, and (c) challenging job demands. The 9-item JCSE Scale had good internal consistency, high time stability, and good validity. It correlated positively with general self-efficacy. JCSE explained unique variance in job crafting behaviors over and above general self-efficacy, and was more important in predicting job crafting than contextual factors. We demonstrate the role of social cognitions in shaping job redesign behaviors and provide a useful tool to evaluate the effectiveness of interventions dedicated to empowering JCSE.

Quantification of Postures for Low-Height Object Manipulation Conducted by Manual Material Handlers in a Retail Environment.

Occupational Applications Manual material handlers performing stocking tasks spent substantial amounts of time in bent postures but used traditional stoops and squats infrequently. Instead, they often used split-legged stoops and squats, where one foot is further forward than the other, and one-legged ("golfer's") lifts. During object manipulation, the distance workers reached away from their body, and the height at which they manipulated objects, were correlated with the posture used by the worker. Workers also stayed in different postures for different lengths of time. It is likely that certain postures are more comfortable for the workers to remain in, provide additional mobility or operational radius, or require less energy to use. Understanding these factors in more detail could lead to improved worker training programs, where the postures taught not only have low injury risk but are comfortable so are actually adopted and used by the workers.

Technical Abstract Background Musculoskeletal disorders are relatively common among manual material handlers. This may be due in part to challenging postures used by workers. Purpose Studying the kinematics of manual material handlers in the workplace will provide quantitative data on how they move and what postures they adopt. With these data, some insights can be determined about why workers chose certain postures. Methods We conducted an on-site workplace study to capture the full-body kinematics of manual material handlers (stockers) using inertial measurement units. We organized the observed bends into six classes: stooping, fore-aft squatting, split-legged stooping with one-heel raised, split-legged stooping with no heels raised, one-legged lifting, and mixed lifting, which include multiple forms while remaining bent. These classes were based on a new general classification of bending and lifting postures that we developed, which enumerates all of the possible forms. We quantified how frequently and for what duration the workers bent and lifted, and determined how often they performed asymmetric motions while bending. We determined the range of motion of the hand positions during each bent posture, which provides a measure of the workspace afforded by the posture. Results Workers rarely used symmetric squats and infrequently used symmetric stoops typically studied in lab settings. Instead, they used a variety of different postures that have not been well-characterized. Of the 666 bending postures recorded during the experiment, 27.3% were stoops lifts, 22.1% were one-legged lifts, 20.3% were split-legged bends with both heels on the ground, and 12.3% were split-legged bends with a heel raised. Only 4.6% of the postures were squats and only one participant used this posture. Different bending postures were correlated with different ranges of hand position used in object manipulation. One-legged lifting corresponded to bends with the hands furthest away from the body along the sagittal axis. Conclusions While our study was exploratory, we observed many kinematic forms that have not been studied much in the past, such as split-legged stooping and one-legged lifting, suggesting that future work should be done to understand the biomechanics of these postures.

Identifying return to work trajectories among employees on sick leave due to mental health problems using latent class transition analysis.

OBJECTIVES: To develop effective return to work (RTW) interventions for employees on sick leave due to mental health problems (MHPs), a better understanding of individual variation in the RTW process is needed. We investigated which RTW trajectories can be identified among employees with MHPs in terms of RTW duration and relapse occurrence during the RTW process. Additionally, we examined how different RTW trajectories can be described in terms of personal and work characteristics. METHODS: Longitudinal sickness absence registry data were collected retrospectively from the largest Dutch occupational health service. Quantitative RTW information as well as personal and work characteristics were extracted. In total, 9517 employees with a sickness absence due to MHPs were included in the analyses (62 938 data points; RTW durations from 29 to 730 days). RESULTS: A latent class transition analysis revealed five distinct RTW trajectories, namely (1) fast RTW with little chance of relapse, (2) slow RTW with little chance of relapse, (3) fast RTW with considerable chance of relapse, (4) slow RTW with considerable chance of relapse and (5) very fast RTW with very small chance of relapse. Differences between employees in the slower and faster trajectories were observed regarding gender, age, type of MHP, organisation sector and organisation size but not regarding part-time work. CONCLUSIONS: RTW trajectories among employees with MHPs showed large individual variability and differed on personal and work characteristics. Knowledge on different RTW trajectories and their characteristics contributes to the development of personalised RTW treatments, tailored to specific individuals and organisations.

When ethics create misfit: Combined effects of despotic leadership and Islamic work ethic on job performance, job satisfaction, and psychological well-being.

This study applies social exchange and person-environment fit theories to predict that despotic leaders tend to hinder employee job performance, job satisfaction, and psychological well-being, whereas employees' own Islamic work ethic (IWE) enhances these outcomes. Also, IWE moderates the relationship of despotic leadership with the three outcomes, such that it heightens the negative impacts, because employees with a strong IWE find despotic leadership particularly troubling. A multi-source, two-wave, time-lagged study design, with a sample (303 paired responses) of employees working in various organisations, largely supports these predictions. Despotic leadership and IWE relate significantly to job performance, job satisfaction and psychological well-being in the predicted directions, except that there is no significant relationship between IWE and job satisfaction. A test of moderation shows that the negative relationships of despotic leadership with job outcomes are stronger when IWE is high. These findings have pertinent implications for theory, as well as for organisational practice.

All about the money? Exploring antecedents and consequences for a brief measure of perceived financial security.

As often theorized in economics and organizational psychology, attaining and maintaining financial security is a universal, but often elusive, goal for workers. Yet, a thorough exploration of how financial security operates within the nomological network of occupational and relational phenomena has been lacking. This study enhances our understanding of financial security by exploring its dispositional and relational antecedents, work attitude and strain correlates, and relational consequences at home and work. Using a multidisciplinary, cross-context approach, this 3-study investigation provides construct validity evidence for a brief measure of financial security and assesses its psychometric properties for employed adults, dual-career couples, and salespeople. Results show acceptable internal consistency reliabilities for the measure of financial security (with Cronbach's α ranging from .88 to .94) and evidence of convergent and criterion-related validity. Specifically, we found that negative affectivity and number of dependents were inversely related to financial security, whereas family income and partner reports of financial security demonstrated convergent validity with financial security. We also find that financial security is positively related to job satisfaction in 2 of 3 studies, relationship satisfaction in dual-career couples, and client-reported relationship quality for salespeople, whereas financial security is negatively related to burnout. These findings suggest that financial security is a useful construct with multidisciplinary implications. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

Content validation guidelines: Evaluation criteria for definitional correspondence and definitional distinctiveness.

Several reviews have been critical of the degree to which scales in industrial/organizational psychology and organizational behavior adequately reflect the content of their construct. One potential reason for that circumstance is a tendency for scholars to focus less on content validation than on other validation methods (e.g., establishing reliability, performing convergent, discriminant, and criterion-related validation, and examining factor structure). We provide clear evaluation criteria for 2 commonly used content validation approaches: Anderson and Gerbing (1991) and Hinkin and Tracey (1999). To create those guidelines, we gathered all new scales introduced in Journal of Applied Psychology, Academy of Management Journal, Personnel Psychology, and Organizational Behavior and Human Decision Processes from 2010 to 2016. We then subjected those 112 scales to Anderson and Gerbing's (1991) and Hinkin and Tracey's (1999) approaches using 6,240 participants from Amazon's Mechanical Turk with detailed, transparent, and replicable instructions. For both approaches, our results provide evaluation criteria for definitional correspondence-the degree to which a scale's items correspond to the construct's definition-and definitional distinctiveness-the degree to which a scale's items correspond more to the construct's definition than to the definitions of other orbiting constructs. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Exploring the Relationship of a Gamified Assessment with Performance.

Our study explores the validity of a game-based assessment method assessing candidates' soft skills. Using self-reported measures of performance, (job performance, Organizational Citizenship Behaviors (OCBs), and Great Point Average (GPA), we examined the criterion-related and incremental validity of a game-based assessment, above and beyond the effect of cognitive ability and personality. Our findings indicate that a game-based assessment measuring soft skills (adaptability, flexibility, resilience and decision making) can predict self-reported job and academic performance. Moreover, a game-based assessment can predict academic performance above and beyond personality and cognitive ability tests. The effectiveness of gamification in personnel selection is discussed along with research and practical implications introducing recruiters and HR professionals to an innovative selection technique.

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.

The Line Manager's Role in Implementing Successful Organizational Interventions.

The aim of the paper is to discuss the role of the line manager in implementing to plan, implement and evaluate successful organizational interventions using our experiences from the ARK-program. Earlier literature has shown that line managers have a major influence on an intervention's outcomes (Nielsen, 2017; Saksvik, Nytrø, Dahl-Jørgensen, & Mikkelsen, 2002), however, there is a lack of knowledge about the managements' role throughout the entire intervention process and how line managers are influenced by the context at different levels. We therefore discuss the line managers' role within the five phase cycle of an organizational intervention, including preparation, screening, action planning, implementation and evaluation. We also introduce a more in-depth understanding of the context by using of the IGLO-model (Individual, Group, Leadership and Organizational level). Based on our knowledge and experience from the ARK-program we make some recommendations for (a) what the line managers need throughout the five phases in order to contribute to a successful intervention, and (b) on what the line manager has to provide in order to develop and implement a successful intervention process.

Poor work design begets poor work design: Capacity and willingness antecedents of individual work design behavior.

Few studies have systematically considered how individuals design work. In a replication study (N = 211, Study 1), we showed that students naturally tend to develop simplified, low variety work. In 2 further simulation studies, we quantitatively assessed participants' work design behaviors via 2 new measures ("enriching task allocation" and "enriching work strategy selection"). As a comparison measure, we assessed individuals' tendency to choose individualistic rather than work design strategies ("person-focused strategy selection"). We then investigated how work design behaviors are affected by capacity (professional expertise, explicit knowledge, job autonomy) and willingness (life values). For a sample of human service professionals (N = 218, Study 2), participants scored higher on enriching task allocation and enriching work strategy selection if they had expertise as an industrial/organizational psychologist and if they had high autonomy in their own job. Explicit knowledge about work design predicted lower scores on person-focused strategy selection, and mediated the effects of professional expertise on this outcome. Individuals high in openness values scored higher on enriching work strategy selection, and those high in conservation values scored lower on enriching task allocation. These findings were replicated in Study 3 among working professionals (N = 602). We then showed that openness to change values predicted enriching work strategy selection via the more proximal processes of valence (valuing intrinsic work characteristics) and affect (positive affect when enriching others' work). This article opens up a new area of inquiry: how and why individuals design work for others in the way they do. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

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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The line manager's role in implementing successful organizational interventions

The aim of the paper is to discuss the role of the line manager in implementing to plan, implement and evaluate successful organizational interventions using our experiences from the ARK-program. Earlier literature has shown that line managers have a major influence on an intervention's outcomes (Nielsen, 2017; Saksvik, Nytrø, Dahl-Jørgensen, & Mikkelsen, 2002), however, there is a lack of knowledge about the managements' role throughout the entire intervention process and how line managers are influenced by the context at different levels. We therefore discuss the line managers' role within the five phase cycle of an organizational intervention, including preparation, screening, action planning, implementation and evaluation. We also introduce a more in-depth understanding of the context by using of the IGLO-model (Individual, Group, Leadership and Organizational level). Based on our knowledge and experience from the ARK-program we make some recommendations for (a) what the line managers need throughout the five phases in order to contribute to a successful intervention, and (b) on what the line manager has to provide in order to develop and implement a successful intervention process

No disponible

Exploring the relationship of a gamified assessment with performance

Our study explores the validity of a game-based assessment method assessing candidates' soft skills. Using self-reported measures of performance, (job performance, Organizational Citizenship Behaviors (OCBs), and Great Point Average (GPA), we examined the criterion-related and incremental validity of a game-based assessment, above and beyond the effect of cognitive ability and personality. Our findings indicate that a game-based assessment measuring soft skills (adaptability, flexibility, resilience and decision making) can predict self-reported job and academic performance. Moreover, a game-based assessment can predict academic performance above and beyond personality and cognitive ability tests. The effectiveness of gamification in personnel selection is discussed along with research and practical implications introducing recruiters and HR professionals to an innovative selection technique

No disponible

Unpacking team process dynamics and emergent phenomena: Challenges, conceptual advances, and innovative methods.

Psychologists have studied small-group and team effectiveness for decades, and although there has been considerable progress, there remain significant challenges. Meta-analyses and systematic research have provided solid evidence for core team cognitive, motivational, affective, and behavioral processes that contribute to team effectiveness and empirical support for interventions that enhance team processes (e.g., team design, composition, training, and leadership); there has been substantial evidence for a science of team effectiveness. Nonetheless, there have also been concerns that team processes, which are inherently dynamic, have primarily been assessed as static constructs. Team-level processes and outcomes are multilevel phenomena that emerge, bottom-up from the interactions among team members over time, under the shifting demands of a work context. Thus, theoretical development that appropriately conceptualizes the multiple levels, process dynamics, and emergence of team phenomena over time are essential to advance understanding. Moreover, these conceptual advances necessitate innovative research methodologies to better capture team process dynamics. We explicate this foundation and then describe 2 promising streams of scientific inquiry-team interaction sensors and computational modeling-that are advancing new, unobtrusive measurement techniques and process-oriented research methods focused on understanding the dynamics of cohesion and cognition in teamwork. These are distinct lines of research, each endeavoring to advance the science, but doing so through the development of very different methodologies. We close by discussing the near-term research challenges and the potential long-term evolution of these innovative methods, with an eye toward the future for process-oriented theory and research on team effectiveness. (PsycINFO Database Record

The prediction of training proficiency in firefighters: a study of predictive validity in Spain / La predicción del aprovechamiento de la formación en bomberos: un estudio sobre su validez predictiva en España

The present study provides results of criterion validity in the selection of firefighters in Spain. The predictors were cognitive skills, job knowledge, and physical aptitudes, and the criterion was training proficiency. The process involves 639 candidates, but only 44 complete successfully the selection process. Our results support previous evidence showing that general cognitive ability is the best predictor of training proficiency, with an operational validity of .57. With respect to the other predictors, job knowledge presented an operational validity of .55 and physical tests of .49. In addition, multiple regression analysis showed that cognitive aptitude explains 33% of the variance, but when physical aptitudes are included the explained variance increases to 50%. If we also add job knowledge, explained variance increases to 55%. Our study offers recent results of criterion validity in a barely investigated job, gathered in a country other than the one where prior research had been carried out

Este estudio ofrece resultados de la validez de criterio en la selección de bomberos en España. Los predictores fueron las aptitudes cognitivas, el conocimiento del puesto y las aptitudes físicas, siendo el criterio el provechamiento de la formación. El proceso comenzó con 639 candidatos, de los cuales solamente 44 superaron la selección. Nuestros resultados apoyan la evidencia previa, mostrando que la aptitud cognitiva general es el mejor predictor, con una validez operativa de .57, seguido del conocimiento del puesto con .55 y las pruebas físicas con .49. Además, el análisis de regresión múltiple mostró que la aptitud cognitiva explica un 33% de la varianza, que se incrementa hasta el 50% al incluir pruebas físicas y hasta el 55% si además se añade conocimiento del puesto. Estos resultados resultan especialmente interesantes al haber sido obtenidos en un país diferente al de las principales investigaciones de referencia (i.e., Estados Unidos de América)

The effects of work engagement and self-efficacy on personal initiative and performance / Los efectos del work engagement y la auto-eficacia en la iniciativa personal y el desempeño

Background: Two popular concepts, work engagement and personal initiative, are different but related constructs. This study is based on and extends the Frese and Fay (2001) model of personal initiative (PI) by including work engagement (WE) and self-efficacy as antecedents of PI, and performance as a consequence. Method: Two studies (study 1, with a cross-sectional design using N = 396 participants from 22 organizations, and study 2, with a longitudinal design conducted in two waves with N = 118 participants from 15 organizations) test the hypotheses. Results: Structural equation modeling and the PROCESS SPSS Macro were used to test the hypothesized mediating role of personal initiative in work engagement and performance, and the results show the indirect effect of WE on performance through PI. Conclusions: The results of these two studies confirmed our hypotheses: WE and self-efficacy lead to higher PI, which, in turn, leads to higher performance. In addition to considering WE as an antecedent of PI, the results lead to considering PI as an antecedent of performance (AU)

Antecedentes: los conceptos work engagement e iniciativa personal están relacionados pero son conceptos diferentes. Este trabajo se basa en el modelo de la iniciativa personal de Frese y Fay (2001) y lo amplía incluyendo el work engagement como antecedente de la iniciativa personal, junto con la autoeficacia y el desempeño como resultado. Método: se realizaron dos estudios (estudio 1 con un diseño transversal N = 396 participantes de 22 organizaciones y estudio 2 con un diseño longitudinal con dos tiempos y N = 118 participantes de 15 organizaciones) para contrastar las hipótesis. Resultados: se utilizaron modelos de ecuaciones estructurales y el Macro de SPSS Process para contrastar el rol mediador de la iniciativa perosnal entre el work engagement y el desempeño, mostrando los resultados los efectos indirectos del work engagement sobre el desempeño a través de la iniciativa personal. Conclusión: los resultados de los dos estudios confirman nuestras hipótesis. Work engagment y autoeficacia llevan a una mayor iniciativa personal, que implica una mejora del desempeño. Junto a considerar el work engagment un antecedente de la iniciativa personal, los resultados permiten considerar a la iniciativa un antecedente del desempeño (AU)

The spanish versión of the job crafting scale / Versión española de la Escala Job Crafting

Background: A literature review reveals that there is no measure of job crafting available in Spanish. This paper presents the translation, adaptation and validation of a scale to measure job crafting behaviors (i.e. the Spanish Job Crafting Scale - SJCS; Tims, Bakker, & Derks, 2012). Methods: The scale was applied to a sample of 896 employees in Spain (52.26% women and 47.4% men). We tested the reliability and factorial validity of the 21-item instrument. Results: After confirmatory factor analysis (CFI=.858, TLI= .838, IFI= .860, RMSEA= .067), the results show a structure consisting of four factors: Increasing structural job resources; Decreasing hindering job demands; Increasing social job resources; Increasing challenging job demands. These four factors demonstrate adequate reliability and evidence of validity with others scales that refer to Engagement at Work and Proactivity. Conclusion: The questionnaire may be a useful tool for the assessment of job crafting and for future research in Spanish speaking countries (AU)

Antecedentes: una revisión de la literatura revela que no existen instrumentos de medida del job crafting en lengua española. Este artículo presenta la traducción, adaptación y validación de una escala para medir el comportamiento del job crafting (Spanish Job Crafting Scale -SJCS; Tims, Bakker, & Derks, 2012). Método: la escala fue aplicada a una muestra de 896 empleados (52,6% mujeres y 47,4% hombres). Se han testeado la fiabilidad y la validez factorial de un instrumento con 21 ítems. Resultados: después de realizar análisis confirmatorio (CFI= .858, TLI= .838, IFI= .860, RMSEA= .067), los resultados obtenidos confirman una estructura constituida por cuatro factores: Aumento de los recursos estructurales del empleo, Disminución de las demandas de trabajo, Aumento de los recursos sociales del empleo, Creciente demanda de desafíos en el trabajo. Estos cuatro factores tienen una fiabilidad adecuada y se constatan evidencias de validez con otras escalas que hacen referencia al Engagement en el trabajo y la Proactividad. Conclusiones: el cuestionario puede ser una herramienta útil para la evaluación del job crafting y para su uso en la investigación en el contexto de los países de lengua española (AU)

Impact of the Intensive Program of Emotional Intelligence (IPEI) on work supervisors / Impacto del Programa de Inteligencia Emocional Intensivo (PIEI) en supervisores de trabajo

Background: This study aimed to evaluate the effect of the Intensive Program of Emotional Intelligence (IPEI; Fernández, 2016; Férreo, 2016) on middle managers’ emotional intelligence, as this variable may have a significant impact on personal satisfaction, task performance, and the work environment. Method: The intervention was applied to work team supervisors in a large call center, as it is an overlooked sector in this topic. Two-hundred and eighty-two supervisors from a Madrid-based, Spanish multinational (51.4% men and 48.6% women) participated in this study. Participants were assigned to the experimental group (n = 190) or the control group (n = 92) by availability, according to management decision. All supervisors filled in two questionnaires to evaluate the different components of intrapersonal emotional intelligence (i.e., attention, clarity, and repair; TMMS-24; Fernández-Berrocal, Extremera, & Ramos, 2004) and cognitive and affective empathy (i.e., perspective taking, emotion understanding, empathic joy, and personal distress; TECA; López-Pérez, Fernández, & Abad, 2008). Results: The findings showed an increase in the studied variables for the experimental group. Conclusions: The results obtained support middle managers’ training in emotional competences through short, efficient, economic programs. Potential limitations and implications of the results are discussed (AU)

Antecedentes: este estudio se centra en la evaluación del Programa de Inteligencia Emocional Intensivo (PIEI; Fernández, 2016; Férreo, 2016) aplicado a supervisores de trabajo. El programa pretende incrementar la inteligencia emocional, ya que esta variable incide en aspectos como la satisfacción personal, el desempeño de tareas y el clima laboral. Método: la intervención se aplicó a supervisores de un gran call center, un sector poco estudiado en este ámbito. Participaron 282 supervisores pertenecientes a una empresa española multinacional, radicada en Madrid (51,4% varones y 48,6% mujeres). Fueron asignados, por disponibilidad, al grupo experimental (n = 190) o al grupo control (n = 92). Todos los supervisores respondieron a dos cuestionarios: uno para evaluar los componentes de inteligencia emocional intrapersonal (v.g., claridad, comprensión y reparación; TMMS-24; Fernández-Berrocal, Extremera y Ramos, 2004) y otro para medir empatía cognitiva y afectiva (v.g., adopción de perspectivas, comprensión emocional, alegría empática y estrés empático; TECA, López-Pérez, Fernández y Abad, 2008). Resultados: los resultados mostraron una mejora en las variables de estudio tras aplicar el programa en el grupo experimental. Conclusiones: los resultados obtenidos apoyan la formación emocional de mandos intermedios con programas breves, eficaces y económicos. Además, se discuten las limitaciones e implicaciones de los resultados obtenidos (AU)