Factor Validity of Measurement for Burnout in Chilean Prison Officers / Medida de Validez Factorial para el Burnout en Oficiales de Prisiones Chilenas

Abstract The objective of this research was to perform the factorial validity of the Maslach Burnout Inventory Human Services (MBIHSS) in prison officers in Chile through a first-order factor analysis and a confirmatory analysis. The sample was constituted by all the prison officers in the Region of Arica and Parinacota (N=334). Of these, 44 did not participate in the study, since they were in a medical leave, vacation or special permit, transfer in progress, or similar situation. Therefore, the final number of participants was 290 subjects. The Burnout Syndrome (BS) was estimated through the adaptation to Spanish (Gil-Monte, 2005) of the Maslach Burnout Inventory, in its version for human services professionals (MBI-HSS) (Maslach & Jackson, 1986), validated in Chile (Olivares, 2009). By way of conclusion, the present investigation found similarities in the MBI-HSS in terms of dimensionality and reliability analysis, and despite the international observations of the instrument, an adjusted proposal (standardization and validation) of the MBI-HSS is provided for contexts Prisoners with 18 items, since in Chile there is no validation of the MBI-HSS in prison officers;

Resumen El objetivo de esta investigación fue realizar la validez factorial de Maslach Burnout Inventory Human Services (MBIHSS) en funcionarios de prisiones en Chile a través de un análisis factorial de primer orden y un análisis confirmatorio. La muestra estuvo constituida por todos los funcionarios penitenciarios de la Región de Arica y Parinacota (N=334). De estos, 44 no participaron en el estudio, ya que se encontraban en un permiso médico, vacaciones o permiso especial, transferencia en curso o situación similar. El número final de participantes, por lo tanto, fue de 290 sujetos. El Sindrome de Burnout (BS) se estimò mediante la adaptación al espanol (Gil-Monte, 2005) del Maslach Burnout Inventory, en su versión para profesionales de servicios humanos (MBI-HSS) (Maslach & Jackson, 1986), validado en Chile (Olivares, 2009). A modo de conclusión, la presente investigación encontró similitudes en el MBI-HSS en términos de análisis de dimensionalidad y confiabilidad, y a pesar de las observaciones internacionales del instrumento, se proporciona una propuesta ajustada (estandarización y validación) del MBI-HSS para contextos Prisioneros con 18 items, ya que en Chile no hay validación del MBI-HSS en los funcionarios de prisiones

Direct and indirect effects of transformational leadership on volunteers' intention to remain at non-profit organizations / Los efectos directos e indirectos del liderazgo transformacional en la intención de los voluntarios de permanecer en organizaciones sin ánimo de lucro

Literature on leadership has provided sufficient evidence that leadership styles increase satisfaction, commitment, and retention of employees. However, there are few studies on the effects of leadership styles on volunteers. This study aims to investigate the possible influence of transformational leadership style on retention of volunteers. Our first hypothesis is that if a volunteer coordinator has a transformational leadership style, there is a higher intention to remain. Our second hypothesis is that this relationship is mediated by the variables of the three-stage model of volunteers' duration of service (satisfaction, organizational commitment, and role identity). To test these hypotheses, a sample of 417 volunteers (73% women), from 17 non-profit organizations, with an average age of 44 years, was surveyed. Joint results of a multiple regression analysis and path analysis supported the proposed model (CFI, GFI and NFI = .99, RMSEA < .06). Results indicate that when volunteer coordinators have a transformational style, volunteers have a higher intention to remain and that this relationship between transformational leadership style and intention to remain is partially mediated by satisfaction, organizational commitment, and role identity. The results seem to indicate that a useful strategy when running programs to increase the retention of volunteers is to train their coordinators in transformational leadership skills

La literatura sobre liderazgo ha proporcionado suficiente evidencia de que ciertos estilos de liderazgo incrementan la satisfacción, el compromiso y la permanencia de los empleados. Sin embargo hay pocos estudios sobre el efecto de los estilos de liderazgo en los voluntarios. El presente estudio tiene como objetivo investigar la posible influencia del liderazgo transformacional en la permanencia del voluntariado. Nuestra primera hipótesis es que un estilo de liderazgo transformacional del coordinador de voluntariado incrementa la intención de permanencia. Nuestra segunda hipóteis es que esta relación está mediada por las variables del modelo de las tres fases del voluntariado (satisfacción, compromiso organizacional e identidad de rol). Para poner a prueba estas hipótesis se encuestó a una muestra de 417 voluntarios (73% mujeres), de 17 organizaciones sin fines de lucro, con una media de edad de 44 años. Los resultados conjuntos del análisis de regresión múltiple y del path análisis respaldaron el modelo propuesto (CFI, GFI y NFI = .99, RMSEA < .06). Los resultados indican que los voluntarios que tienen coordinadores de voluntariado que aplican un estilo transformacional tienen mayor intención de permanencia y que esta relación entre estilo de liderazgo transformacional e intención de permanencia está parcialmente mediada por la satisfacción, el compromiso organizacional y la identidad. Los resultados parecen indicar que una estrategía útil de la gestión de programas para aumentar la permanencia de los voluntarios es entrenar a sus coordinadores en habilidades relacionadas con el liderazgo tranformacional

La Psicología ante la Pandemia de la COVID-19 en España. La Respuesta de la Organización Colegial / No disponible

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The Causes of School Failure in Secondary School Students: Validation of a Psychosocial Model with Structural Equations.

The objective of the study was to determine the causal effects of school failure (SF) among secondary school students, belonging to five public schools within the region of Girardota, Colombia, through the validation of a psychosocial model with structural equations. A total of 319 students, 25% more males, enrolled in classes between 6th and 11th year, with an average age of 14 years. Furthermore, 265 parents and 200 teachers were also included in the sample. Participants answered the questions raised in 9 instruments. Of the total number of students, 63.8% were surveyed. The instruments were subjected to a pilot test and to the judgment of experts. In order to reduce the amount of data, exploratory and confirmatory factorial analyses were used. Other techniques of multivariate analysis such as decision trees and linear regressions were also used in order to previously evaluate the relationships between the independent variables (IV) and the dependent variable (DV). Afterwards, the Full SEM was calculated, yielding a model consisting of 34 variables (10 latent and 24 observable), with the following indexes of goodness of fit: CMIN/DF = 1.146, p = .058, IFI = 0.974, TLI = .970, CFI = .974, RMSEA = .027 and PCLOSE = 0.998. Theoretically, the model confirms the predictive value of the selected variables, with respect to school failure. The results are applicable to both the design of educational policies and the direct intervention in the classroom. In both contexts, strategies can be developed that reduce factors that negatively affect school performance, actively linking students, teachers and parents.

The causes of school failure in secondary school students: validation of a psychosocial model with structural equations

The objective of the study was to determine the causal effects of school failure (SF) among secondary school students, belonging to five public schools within the region of Girardota, Colombia, through the validation of a psychosocial model with structural equations. A total of 319 students, 25% more males, enrolled in classes between 6th and 11th year, with an average age of 14 years. Furthermore, 265 parents and 200 teachers were also included in the sample. Participants answered the questions raised in 9 instruments. Of the total number of students, 63.8% were surveyed. The instruments were subjected to a pilot test and to the judgment of experts. In order to reduce the amount of data, exploratory and confirmatory factorial analyses were used. Other techniques of multivariate analysis such as decision trees and linear regressions were also used in order to previously evaluate the relationships between the independent variables (IV) and the dependent variable (DV). Afterwards, the Full SEM was calculated, yielding a model consisting of 34 variables (10 latent and 24 observable), with the following indexes of goodness of fit: CMIN/DF = 1.146, p = .058, IFI = 0.974, TLI = .970, CFI = .974, RMSEA = .027 and PCLOSE = 0.998. Theoretically, the model confirms the predictive value of the selected variables, with respect to school failure. The results are applicable to both the design of educational policies and the direct intervention in the classroom. In both contexts, strategies can be developed that reduce factors that negatively affect school performance, actively linking students, teachers and parents (AU)

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Differences and similarities among volunteers who drop out during the first year and volunteers who continue after eight years

Differences and similarities between 130 volunteers who remain for more than eight years in the same non-profit organization and 110 volunteers who quit during the first year were analyzed in this paper. Both groups were chosen from a sample of 851 volunteers that were working as volunteers when we assessed the independent variables (Time 1). After a 12-month follow-up (Time 2), 209 (25%) of them had dropped out and 642 (75%) continued in the same organization. Using the previous time, we formed two groups made up of those who dropped out and had been in the organization less than a year and those who continued and had been in the organization more than 8 years. Results show that differences and similarities between both groups are coherent with the three-stage model of volunteer’s duration (Chacón, Vecina, & Dávila, 2007). This model includes the functional approach of volunteers’ motivations (Clary & Snyder, 1991), and the role identity approach (Callero, 1985), and indicates that people will remain as volunteers insofar as this satisfies the motivations that are relevant for them at the first stage, they develop organizational commitment at the second stage, and they develop role identity as volunteers at the third stage. More specifically, results show that it is possible to predict 85% of the cases correctly using seven variables. Volunteers who remain after eight years feel a higher level of emotional exhaustion, a higher level of organizational commitment, and a strong role identity as volunteers. They are also highly satisfied with the friendships in the organization and have a stronger intention to remain at the long term (2 years) (AU)

En este trabajo se analizan las diferencias y semejanzas entre dos grupos extremos de voluntarios, uno compuesto por 110 voluntarios que abandonan antes del primer año y otro compuesto por 130 voluntarios que continúan después de ocho. Estos dos grupos fueron seleccionados de una muestra total de 851 voluntarios, que, en el momento en el que se tomaron las medidas de las variables independientes (T1), estaban en activo y que, doce meses más tarde, cuando se midió la variable dependiente tiempo de permanencia (T2), resultó que habían abandonado 209 (25%) y que continuaban con su trabajo voluntarios en la misma organización 642 (75%). Puesto que en todos los casos se midió en el momento inicial (T1) el tiempo previo, se aplicaron dos criterios de selección para configurar los grupos, uno relativo al tiempo previo (menor a un año o mayor de 8 años) y otro relativo a la permanencia (abandona o sigue). Los resultados muestran una pauta de diferencias y semejanzas coherente con los supuestos del Modelo de las tres etapas de la permanencia del voluntariado (Chacón, Vecina y Dávila, 2007), que integra las dos principales líneas de investigación sobre la permanencia del voluntariado, la teoría funcional de las motivaciones (Clary y Snyder, 1991) y la basada en la identidad de rol (Callero, 1985), y que establece como variables explicativas fundamentales en la primera etapa la satisfacción, en la segunda el compromiso con la organización y en la tercera la identidad de rol. Más concretamente los resultados muestran que a través de siete variables es posible predecir correctamente la pertenencia a uno de los dos grupos en un 85% de los casos. Los voluntarios permanentes presentan niveles mayores de cansancio emocional, de compromiso organizacional y de identidad de rol como voluntarios. También parecen estar más satisfechos con las relaciones de amistad en la organización y tienen mayor intención de permanecer a largo plazo (dos años) (AU)

Differences and similarities among volunteers who drop out during the first year and volunteers who continue after eight years.

Differences and similarities between 130 volunteers who remain for more than eight years in the same non-profit organization and 110 volunteers who quit during the first year were analyzed in this paper. Both groups were chosen from a sample of 851 volunteers that were working as volunteers when we assessed the independent variables (Time 1). After a 12-month follow-up (Time 2), 209 (25%) of them had dropped out and 642 (75%) continued in the same organization. Using the previous time, we formed two groups made up of those who dropped out and had been in the organization less than a year and those who continued and had been in the organization more than 8 years. Results show that differences and similarities between both groups are coherent with the three-stage model of volunteer's duration (Chacón, Vecina, & Dávila, 2007). This model includes the functional approach of volunteers' motivations (Clary & Snyder, 1991), and the role identity approach (Callero, 1985), and indicates that people will remain as volunteers insofar as this satisfies the motivations that are relevant for them at the first stage, they develop organizational commitment at the second stage, and they develop role identity as volunteers at the third stage. More specifically, results show that it is possible to predict 85% of the cases correctly using seven variables. Volunteers who remain after eight years feel a higher level of emotional exhaustion, a higher level of organizational commitment, and a strong role identity as volunteers. They are also highly satisfied with the friendships in the organization and have a stronger intention to remain at the long-term (2 years).

Satisfacción en el voluntariado: estructura interna y relación con la permanencia en las organizaciones / Volunteer satisfaction: Internal structure and relationship with permanence in organizations

La satisfacción es un concepto considerado teóricamente relevante por casi todos los estudios que han investigado los factores de los que depende la permanencia del voluntariado. Sin embargo, los resultados empíricos sobre el tipo de influencia que ejerce no son concluyentes, en parte, suponemos que debido a la gran diversidad en las formas de entender y medir el concepto. El objetivo de este trabajo se centra, por tanto, en analizar su estructura interna y en comprobar su relación con la permanencia del voluntariado en las organizaciones. Los resultados del análisis factorial de componentes principales y rotación oblicua muestran factible una estructura compuesta por tres factores (satisfacción con la gestión de la organización, satisfacción con las tareas realizadas y satisfacción de las motivaciones). Las tres dimensiones de la satisfacción diferencian entre quienes continúan en la organización, tras 12 meses de seguimiento del tiempo de permanencia, y quienes abandonan. Finalmente, los resultados del modelo de ecuaciones estructurales muestran que la relación entre el constructo satisfacción y el tiempo de permanencia durante el seguimiento está mediada por la intención de permanencia (AU)

The concept of satisfaction is considered theoretically relevant in practically all the studies that have investigated the factors that influence the permanence of volunteer participation in organizations. However, the practical results are not conclusive, perhaps due to the wide range of ways in which the concept is understood and measured. The object of this study is: to analyse the internal structure of satisfaction and to verify its relationship with volunteer duration in organizations. The results of the factor analysis yield a three-factor structure: Satisfaction with the management of the organization, Satisfaction with the tasks, Satisfaction of motivations. The three factors allow us to differentiate between individuals who remain in the organization for a period of 12 consecutive months, and those who leave earlier. The results of structural equation model analysis show that the relationship between satisfaction and the length of time that volunteers stay with the organization is affected by the intention to remain (AU)

[Volunteer satisfaction: Internal structure and relationship with permanence in organizations]. / Satisfacción en el voluntariado: estructura interna y relación con la permanencia en las organizaciones.

Volunteer satisfaction: Internal structure and relationship with permanence in organizations. The concept of satisfaction is considered theoretically relevant in practically all the studies that have investigated the factors that influence the permanence of volunteer participation in organizations. However, the practical results are not conclusive, perhaps due to the wide range of ways in which the concept is understood and measured. The object of this study is: to analyse the internal structure of satisfaction and to verify its relationship with volunteer duration in organizations. The results of the factor analysis yield a three-factor structure: Satisfaction with the management of the organization, Satisfaction with the tasks, Satisfaction of motivations. The three factors allow us to differentiate between individuals who remain in the organization for a period of 12 consecutive months, and those who leave earlier. The results of structural equation model analysis show that the relationship between satisfaction and the length of time that volunteers stay with the organization is affected by the intention to remain.

Prediction of longevity of volunteer service: a basic alternative proposal

A problem for many organizations is the low continuity of volunteers. Diverse theoretical models have been developed to explain sustained volunteerism, but most of these model shave focused on the study of welfare volunteerism and not have verified whether their results could be generalized to other types of volunteerism. In this study, we propose a basic model to explain sustained volunteerism in any type of volunteerism. The aim of this study is to examine this basic model empirically in a sample of socio-assistential volunteers and in a sample of environmental volunteers. For this purpose, 290 volunteers completed a questionnaire and subsequently, two telephone follow-ups were carried out to determine whether the volunteers remained in the NGO one year later. The results show that the basic model offers an acceptable explanation of sustained volunteerism in the two types of volunteer samples studied, but it accounted for a low percentage of variance of the duration of service in both samples. Various relevant implications for the practical management of volunteerism in organizations are derived from theses findings (AU)

Uno de los problemas a los que se enfrentan muchas organizaciones es la escasa permanencia de los voluntarios. Para predecir la permanencia se han desarrollado diversos modelos teóricos, pero la gran mayoría se ha centrado en el estudio del voluntariado de carácter sociosanitario y no se ha comprobado si los resultados podrían generalizarse a otros tipos de voluntariado. En este trabajo se propone un modelo teórico básico que pueda explicar la permanencia de cualquier tipo de voluntariado, independientemente delas peculiaridades de los mismos. El objetivo de este trabajo es contrastar empíricamente en una muestra de voluntarios socio asistenciales y en una muestra de voluntarios medioambientales dicho modelo básico. Para ello, 290 voluntarios contestaron un cuestionario y participaron en dos seguimientos telefónicos durante un año para evaluar su permanencia en la organización. Los resultados muestran que el modelo básico propuesto obtiene un ajuste aceptable tanto en voluntarios socio asistenciales como en voluntarios medioambientales, aunque logra explicar reducidos porcentajes de varianza de la permanencia en ambos casos. De estos hallazgos se derivan distintas implicaciones para la gestión práctica del voluntariado en las organizaciones (AU)

Positive emotions in volunteerism.

Volunteerism is a well consolidated social phenomenon in our society. However, its rapid growth in the last few years has complicated the integration of theoretical knowledge and its application in organizational settings. Taking into account that nowadays, one of the chief problems of volunteer organizations is sustained volunteer service, the object of this work is to verify, within the context of the psychosocial model of sustained volunteerism (Vecina, 2001), the type of relation between the experience of positive emotions in volunteers and their intention of remaining in the organization. This work was carried out on a sample of volunteers who had been in service for less than one year prior to this study.

Positive emotions in volunteerism

Volunteerism is a well consolidated social phenomenon in our society. However, its rapid growth in the last few years has complicated the integration of theoretical knowledge and its application in organizational settings. Taking into account that nowadays, one of the chief problems of volunteer organizations is sustained volunteer service, the object of this work is to verify, within the context of the psychosocial model of sustained volunteerism (Vecina, 2001), the type of relation between the experience of positive emotions in volunteers and their intention of remaining in the organization. This work was carried out on a sample of volunteers who had been in service for less than one year prior to this study (AU)

El voluntariado es un fenómeno social ya consolidado en nuestra sociedad. Sin embargo, el rápido crecimiento que en los últimos años ha experimentado hace difícil la integración de conocimientos teóricos y su aplicación en los contextos organizacionales. Considerando que uno de los principales problemas que tienen las organizaciones de voluntariado actualmente es la permanencia de su voluntariado, el objetivo de este trabajo es constatar, dentro del contexto aportado por el modelo psicosocial de la permanencia del voluntariado(Vecina, 2001), el tipo de relación existente entre la experiencia de emociones positivas en el voluntariado y la intención de permanencia en la organización en una muestra de voluntarios que lleva menos de un año de permanencia previa (AU)

Variables sociodemográficas y permanencia de diferentes tipos de voluntariado / No disponible

El objetivo de la presente investigación es estudiar la relación existente entre las variables sociodemográficas y la permanencia de distintos tipos de voluntariado, y analizar la posible influencia de la edad en dicha relación. Para ello un total de 419 voluntarios contestaron a un cuestionario y participaron en dos seguimientos telefónicos a los seis meses y al año. Los resultados muestran que la edad modificaba la significación de las diferencias halladas y que a pesar de encontrarse discrepancias concretas en función del tipo de voluntariado, se pueden identificar una serie de tendencias generales respecto al papel de las variables sociodemográficas en la permanencia de los voluntarios: los voluntarios varones, de edad media, empleados a jornada completa y casados tienden a permanecer durante más tiempo en las organizaciones estudiadas. En algunos casos las relaciones entre la permanencia y las variables sociodemográficas tienen un carácter no lineal (AU)

The first purpose of this study is to research the relationship between background profile and duration of sustained volunteerism in different types of volunteerism, and to analyse age’s influence in this relationship. 419 volunteers completed a questionnaire and after two telephone follow-ups were carried out to determine whether volunteers remained in the NGO. The results show that age changes the significance of found differences and there are general trends about the relationship between background profile and sustained volunteerism: the male volunteers, married, with middle age and full day tend to stay more time. Sometimes the relationships between sustained volunteerism and several variables aren’t linear (AU)

Factores psicosociales y tipo de voluntariado / Psychosocial factors and the type of volunteerism

El propósito de este trabajo es, en primer lugar, estudiar la existencia de diferencias entre diversos tipos de voluntariado en ciertas variables relevantes en la explicación de este fenómeno; y, en segundo lugar, identificar cuáles de estas variables pueden aumentar la predicción de la permanencia en función del tipo de voluntariado. Un total de 290 voluntarios completaron un cuestionario y posteriormente colaboraron en dos seguimientos telefónicos para evaluar su permanencia en la organización. Los resultados muestran que los voluntarios ecologistas y socioasistenciales difieren significativamente en diversas variables, y que no son las mismas variables, ni las mismas relaciones las que permiten incrementar la predicción de la permanencia en cada tipo de voluntariado (AU)

The first purpose of this study is to research the existence of differences between two types of volunteerism in certain variables. The second purpose is to identify the variables that increasing the prediction of sustained volunteerism. 290 volunteers completed a questionnaire and after two telephone follow-ups were carried out to determine whether volunteers remained in the NGO. The results show that environmental and socio-assistential volunteers are significantly different in several variables, and different variables and relationships according to the types of volunteerism allow increasing the prediction of sustained volunteerism (AU)