Emotional Competence Development in Graduate Education: The Differentiated Impact of a Self-Leadership Program Depending on Personality Traits.

There is little research on the effectiveness of self-leadership programs (SLPs) in graduate education based on the progress in emotional competences development (ECD), and only a few of the studies incorporate its relationship with personality traits (PTs). This article studies the differentiated impact of an optional SLP, which has eight workshops with a learner-centered and experiential approach, depending on PTs. With a quasi-experimental ex post facto design, students' scores in EDC were analyzed according to their PT extremes: introversion, antagonism, lack of direction, neuroticism, and closed to experience. ANCOVA tests, with ECD pretest as a co-variable, were applied for each PT. The results indicated that the SLP presented a differentiated impact in ECD in four of the five PTs: neuroticism, introversion, antagonism, and lack of direction. These findings can be a key element for the participating students in SLPs because self-leadership requires self-knowledge. ECD can contribute to more integral learning in the graduate education experience, enhancing the preparation for the world of work.

Development and validation of the Spanish version of the Team Climate Inventory: a measurement invariance test / Desarrollo y validación de una versión española del Team Climate Inventory: un análisis de invariancia factorial

The present study analyzed the psychometric properties and the validity of the Spanish version of the Team Climate Inventory (TCI). The TCI is a measure of climate for innovation within groups at work and is based on the four-factor theory of climate for innovation (West, 1990). Cronbach’s alpha and omega indexes revealed satisfactory reliabilities and exploratory factor analysis extracted the four original factors with the fifth factor as reported in other studies. Confirmatory factorial analysis confirmed that the five-factor solution presented the best fit to our data. Two samples (Spanish health care teams and Latin American software development teams) for a total of 1099 participants were compared, showing metric measurement invariance. Evidences for validity based on team performance and team satisfaction prediction are offered

El presente estudio analiza las propiedades psicométricas y la validez de una versión española del Team Climate Inventory (TCI). El TCI es un instrumento para la medición del clima de los equipos de trabajo, que se desarrolla a partir de una teoría de cuatro factores aplicada a la innovación de equipo (West, 1990). El estudio muestra una fiabilidad satisfactoria del instrumento, estimada con índices Alpha de Cronbach y Omega. El análisis factorial exploratorio retuvo cuatro factores más un quinto, tal como se encontró en otras validaciones del TCI. El análisis factorial confirmatorio permitió averiguar que el mejor ajuste a los datos se obtuvo con el modelo de cinco factores. En el estudio, además, se compararon dos muestras (una de equipos de trabajo sanitarios españoles y otra de equipos de trabajo latinoamericanos pertenecientes a una empresa de desarrollo informático) con un total de 1099 participantes, cuya comparación muestra evidencias de invarianza factorial. Finalmente, se aportan evidencias de validez basadas en la predicción del rendimiento de equipo y de la satisfacción de los miembros

Leadership in entrepreneurial organizations: context and motives.

Although organizational contexts have an influence on leadership, and some of their characteristics may facilitate (through weak structures) or inhibit (through strong structures) the leaders' behaviors, the extent of their influence has rarely been studied. Indeed, research of the influence of some types of contexts (entrepreneurial vs. non-entrepreneurial) on the emergence of certain variables (leaders' motives) is even scarcer. This paper analyses this influence in 40 companies, interviewing their leaders to obtain a qualitative register of their motives, and administering questionnaires to members of their respective management teams. The hypothesis considered was that, in 'weak' contexts (entrepreneurial), the leaders' motives would be more salient than in 'strong' contexts (non-entrepreneurial). The results largely confirm this hypothesis with respect to behaviors that are directly related to three main motives (power, affiliation and achievement). These results are discussed, and practical suggestions are provided for future research.

Leadership in entrepreneurial organizations: context and motives / Liderazgo en organizaciones emprendedoras: contextos y motivos

Although organizational contexts have an influence on leadership, and some of their characteristics may facilitate (through weak structures) or inhibit (through strong structures) the leaders’ behaviors, the extent of their influence has rarely been studied. Indeed, research of the influence of some types of contexts (entrepreneurial vs. non–entrepreneurial) on the emergence of certain variables (leaders’ motives) is even scarcer. This paper analyses this influence in 40 companies, interviewing their leaders to obtain a qualitative register of their motives, and administering questionnaires to members of their respective management teams. The hypothesis considered was that, in ‘weak’ contexts (entrepreneurial), the leaders’ motives would be more salient than in ‘strong’ contexts (non-entrepreneurial). The results largely confirm this hypothesis with respect to behaviors that are directly related to three main motives (power, affiliation and achievement). These results are discussed, and practical suggestions are provided for future research (AU)

A pesar de que los contextos organizacionales tienen una influencia sobre el liderazgo y de que algunas de sus características pueden facilitar (a través de estructuras débiles) o inhibir (a través de estructuras fuertes) las conductas de los líderes, el grado de esta influencia apenas ha sido estudiado. De hecho, la investigación sobre la influencia de determinados tipos de contextos (emprendedor vs no-emprendedor) en la aparición de algunas variables (motivos de los líderes) es igualmente escasa. Este artículo analiza la influencia en 40 empresas, a través de las entrevistas de sus líderes para obtener información cualitativa de sus motivos, y de cuestionarios aplicados a los empleados de sus respetivos equipos directivos. Se formula la hipótesis de que en contextos débiles (emprendedor) los motivos de los líderes son más salientes que en contextos fuertes (no-emprendedor). Los resultados confirman ampliamente las hipótesis con respecto a los comportamientos directamente relacionados con los tres motivos principales (poder, afiliación y logro). Se discuten los resultados y se proponen implicaciones prácticas para futuras investigaciones (AU)