Las reacciones de terceras partes ante la injusticia organizacional / Third-party reactions to organizational unfairness

To date, theory and research on organizational justice has focused on the victim’s perspective, and the third party’s perspective has received little systematic attention. In this study a model proposed by Skarlicki and Kulik (2005) on third-party reactions to employee mistreatment has been applied. Data were obtained from a sample (N= 586) of officers into the Spanish Army via a mailed survey regarding their perceptions of organizational unfulfilment of promises made during the professional soldiers’ recruitment campaign. Structural equation modelling was used and results showed that organizational unfulfilment of promises, employee performance and employee organizational commitment explained internal attributions blaming the organization. Moreover, collaborative organizational culture and internal attributions accounted a great percentage of variance in supervisors’ perceptions regarding organizational unfairness (AU)

Hasta el presente, la teoría y la investigación sobre la justicia organizacional se ha centrado en la perspectiva de la víctima y la visión de la tercera parte ha recibido poca atención sistemática. En este estudio ha sido aplicado un modelo propuesto por Skarlicki y Kulik (2005) sobre las reacciones de la tercera parte ante el maltrato a los empleados. Los datos fueron obtenidos de una muestra de oficiales del Ejército español (N= 586), a través de una encuesta por correo relativa a sus percepciones del incumplimiento organizacional de las promesas hechas durante la campaña de reclutamiento a los soldados profesionales. Se usó un modelo de ecuaciones estructurales y los resultados mostraron que el incumplimiento organizacional de las promesas, el rendimiento del empleado y el compromiso organizacional explicaban las atribuciones internas culpando a la organización. Además la cultura de colaboración y las atribuciones internas daban cuenta de un importante porcentaje de la varianza en las percepciones de los supervisores sobre la injusticia organizacional (AU)

Psychological contract breach and outcomes: Combining meta-analysis and structural equation models / Ruptura de contrato psicológico: combinando meta-análisis y modelos de ecuaciones estructurales

In this study, meta-analytic procedures were used to examine the relationships between psychological contract perceived breach and certain outcome variables, such as organizational commitment, job satisfaction and organizational citizenship behaviours (OCB). Our review of the literature generated 41 independent samples in which perceived breach was used as a predictor of these personal and organizational outcomes. A medium effect size (ES) for desirable outcomes (job satisfaction, organizational commitment, organizational trust, OCB and performance) was obtained (r= -.35). For undesirable outcomes (neglect in role duties and intention to leave), ES were also medium (r= .31). When comparing attitudinal (job satisfaction, organizational commitment, organizational trust) and behavioural outcomes (OCB, neglect in role duties and performance), a stronger ES was found for attitudinal (r= -.24) than for behavioural outcomes (r= -.11). Potential moderator variables were examined, and it was found that they explained only a percentage of variability of primary studies. Structural equation analysis of the pooled meta-analytical correlation matrix indicated that the relationships of perceived breach with satisfaction, OCB, intention to leave and performance are fully mediated by organizational trust and commitment. Results are discussed in order to suggest theoretical and empirical implications (AU)

En este estudio, los procedimientos meta-analíticos se usan para examinar las relaciones entre la percepción de ruptura de contrato psicológico y ciertas variables de resultados, como el compromiso organizacional, la satisfacción laboral y las conductas de ciudadanía organizacional (OCB). Nuestra revisión de la literatura generó 41 muestras independientes. Un tamaño del efecto (ES) medio se obtuvo para los resultados deseables (satisfacción laboral, compromiso organizacional, confianza en la organización, OCB y rendimiento (r= -.35). Para los resultados indeseables (negligencia en las tareas del puesto e intención de abandono), el ES fue también medio (r= .31). Cuando se comparan los resultados actitudinales (satisfacción, compromiso organizacional y confianza) y los conductuales (OCB, negligencia en las tareas y rendimiento), un ES más fuerte se encuentra para los actitudinales (r= -.24) que para los conductuales (r= -.11). El análisis de ecuaciones estructurales de la matriz conjunta de correlaciones meta-analítica indica que las relaciones de la ruptura de contrato con la satisfacción laboral, las conductas de ciudadanía, la intención de abandono y el rendimiento están totalmente mediadas por la confianza organizacional y el compromiso. Los resultados se discuten en orden a la sugerencia de implicaciones teóricas y aplicadas (AU)

Psychological contract breach and outcomes: Combining meta-analysis and structural equation models.

In this study, meta-analytic procedures were used to examine the relationships between psychological contract perceived breach and certain outcome variables, such as organizational commitment, job satisfaction and organizational citizenship behaviours (OCB). Our review of the literature generated 41 independent samples in which perceived breach was used as a predictor of these personal and organizational outcomes. A medium effect size (ES) for desirable outcomes (job satisfaction, organizational commitment, organizational trust, OCB and performance) was obtained (r=-.35). For undesirable outcomes (neglect in role duties and intention to leave), ES were also medium (r=.31). When comparing attitudinal (job satisfaction, organizational commitment, organizational trust) and behavioural outcomes (OCB, neglect in role duties and performance), a stronger ES was found for attitudinal (r=-.24) than for behavioural outcomes (r=-.11). Potential moderator variables were examined, and it was found that they explained only a percentage of variability of primary studies. Structural equation analysis of the pooled meta-analytical correlation matrix indicated that the relationships of perceived breach with satisfaction, OCB, intention to leave and performance are fully mediated by organizational trust and commitment. Results are discussed in order to suggest theoretical and empirical implications.

Identidad social y apoyo percibido en las organizaciones / sus efectos sobre las conductas de ciudadanía / Social identity and perceived support in organizationstheir effects on citizenship behaviors

El objetivo de este estudio era probar un patrón de relaciones propuesto entre la identidad social y las conductas de ciudadanía en ambientes laborales, considerando que la identidad social se centraba en la identificación con el grupo y con la profesión, mientras que las conductas de ciudadanía se centraban en el grupo de trabajo y el grupo profesional. Se había hipotetizado que estas relaciones podrían estar parcialmente mediadas por el apoyo social percibido. Se evaluó el padron usando una muestra de profesores de primaria (N = 134) que desarrollaban sus actividades profesionales en escuelas de Madrid. Se usó un enfoque de modelado de ecuaciones estructurales y se encontró apoyo parcial para las hipótesis. Los datos mostraron que el apoyo social media totalmente la influencia de la identidad social en las conductas de ciudadanía y que se explicaba un porcentaje medio de la varianza en la variable criterio. Los resultados se han discutido de cara a sus implicaciones para la gestión de los recursos humanos en las organizaciones y para la mejora de las relaciones intergrupales en los contextos organizacionales.(AU)

The main purpose of this study was to prove a proposed pattern of relationships between social identity and OCB in work settings, considering that social identity was focused on group identification and professional identification while OCB was focused on work group and professional group. Moreover, it was hypothesized that those relationships would be partially mediated by perceived social support. The proposed pattern of relationships was assessed using a sample of primary teachers (N = 134) which develops their professional activities in schools of Madrid. A structural equation modelling approach was used and partial support for hypothesis has been found. Data showed that perceived social support fully mediates the influence of social identity on OCB and a medium percentage of variance (61 percent) of the criterion variable has been explained. Results have been discussed in order to their implications for human resource management in organizations and for improving intergroup relations in educational settings.(AU)

Consecuencias de la comparación social en el trabajo: su papel mediador en la relación entre identificación grupal y resultados personales / Social comparison consequences at work: its mediator role in the relationship between group identification and personal outcomes

Este estudio se centra en el papel mediador de las consecuencias de la comparación social en las relaciones entre la identificación grupal, la orientación personal a la comparación y los resultados. Se propone un modelo previo que muestra los efectos hipotetizados. El modelo final alcanza un ajuste adecuado a los datos y se pone a prueba a través de un procedimiento de validación cruzada usando una muestra de empleados españoles (N-494) pertenecientes a diferentes ambientes organizacionales. Las estimaciones estandarizadas muestran que la identificación grupal está primeramente relacionada con las consecuencias positivas de la comparación social y que la orientación personal a la comparación social está relacionada con las consecuencias negativas

This study focuses on the mediator role of social comparison consequences in the relationship bewteen group identification, personal orientation to social comparisons and outcomes. A previous model, showing the hypothesized effects, is proposed. Through a cross validation procedure, using a sample of Spanish employers (N=494) belonging to different organizational setting, the final model obtains an adequate adjustment to the data. Standardized estimations show that group identification is primarily related to positive consequences evoked by social comparison is mostly related to negative consequences

Social comparison and perceived breach of psychological contract: their effects on burnout in a multigroup analysis

This study focuses on the mediator role of social comparison in the relationship between perceived breach of psychological contract and burnout. A previous model showing the hypothesized effects of perceived breach on burnout, both direct and mediated, is proposed. The final model reached an optimal fit to the data and was confirmed through multigroup analysis using a sample of Spanish teachers (N = 401) belonging to preprimary, primary, and secondary schools. Multigroup analyses showed that the model fit all groups adequately (AU)

Este estudio se centra en el papel de la comparación social en la relación entre la ruptura percibida del contrato psicológico y el burnout. Se propone un modelo previo mostrando los efectos hipotetizados, tanto directos como mediados, de la ruptura percibida sobre el burnout. El modelo final alcanzó un ajuste óptimo a los datos y se confirmó a través del análisis multigrupo usando una muestra de profesores españoles (N = 401) pertenecientes a escuelas infantiles, primarias y secundarias. Los análisis multigrupo mostraron que el modelo se ajusta adecuadamente a todos los grupos (AU)

[Mobbing: a meta-analysis and integrative model of its antecedents and consequences]. / Acoso laboral: meta-análisis y modelo integrador de sus antecedentes y consecuencias.

Although mobbing has been extensively studied, empirical research has not led to firm conclusions regarding its antecedents and consequences, both at personal and organizational levels. An extensive literature search yielded 86 empirical studies with 93 samples. The matrix correlation obtained through meta-analytic techniques was used to test a structural equation model. Results supported hypotheses regarding organizational environmental factors as main predictors of mobbing.

Acoso laboral: meta-análisis y modelo integrador de sus antecedentes y consecuencias / Mobbing: a meta-analysis and integrative model of its antecedents and consequences

Pese a que el acoso laboral ha sido extensamente estudiado, la investigación empírica no ha llegado a conclusiones firmes relativas a sus antecedentes y consecuencias personales y organizacionales. Una extensa búsqueda de la literatura arroja 86 estudios empíricos con 93 muestras que son sometidos a técnicas meta-analíticas. La matriz de correlaciones obtenida por técnicas metaanalíticas ha sido usada para probar un modelo de ecuaciones estructurales. Los resultados apoyan las hipótesis relativas a los factores del ambiente organizacional como predictores del acoso

Although mobbing has been extensively studied, empirical research has not led to firm conclusions regarding its antecedents and consequences, both at personal and organizational levels. An extensive literature search yielded 86 empirical studies with 93 samples. The matrix correlation obtained through meta-analytic techniques was used to test a structural equation model. Results supported hypotheses regarding organizational environmental factors as main predictors of mobbing

Identificación organizacional y ruptura de contrato psicológico: sus influencias sobre la satisfacción de los empleados / Organizational identification and psychological contract breach: its influences on employees’ motivation

El principal objetivo de este estudio ha sido mostrar la mediación parcial de la identificacióngrupal, personal y organizacional en las relaciones entre la percepción de rupturade contrato psicológico y la satisfacción laboral de los empleados. El análisis factorialconfirmatorio con una muestra de empleados (N= 133) mostró los factores higiénicos ymotivadores de la satisfacción como dimensiones diferentes aunque relacionadas. A travésde un modelo de ecuaciones estructurales se prueba que los diferentes focos deidentificación serán predictores de diferentes resultados. Los resultados se discuten decara a sus implicaciones teóricas y aplicadas(AU)

The main purpose of this study has been showed the partial mediator role ofgroup, professional and organizational identification into the relationships between perceivedcontract breach and employees’ job satisfaction. Confirmative factor analysis with a sampleof employees (N= 133) showed hygienic and motivator job satisfaction factors’ as differentbut related dimensions. Through a structural equation model it has been proved thatdifferent focus of identification will be better predictor of different outcomes. Resultshave been discussed in order to their theoretical and practical implications(AU)

Identidad y compromiso en equipos de intervención en emergencias / Identity and commitment in emergency teams

Este trabajo adopta la perspectiva de la teoría de la identidad social de Tafjel, aplicándola al contexto organizacional con el objetivo de estudiar los equipos de intervención en emergencias. El trabajo se propone analizar qué tipo de identificación es prevalente en los miembros de estos colectivos: organizacional, grupal o profesional; distinguir los conceptos identificación y compromiso organizacional y estudiar qué tipo de identificación predice mejor los resultados organizacionales: conductas de ciudadanía organizacional y satisfacción. Para lograr nuestros objetivos y contrastar las hipótesis se ha trabajado con una muestra de 151 profesionales pertenecientes al cuerpo de bomberos del Ayuntamiento de Madrid y al ejército. Podemos concluir que la identificación organizacional entendida como identificación social es diferente del compromiso organizacional y no es ni la base, ni una parte de éste, y que tanto la identificación organizacional como la profesional puede ayudar a explicar el comportamiento de las personas en las organizaciones

This paper adopts Tajfel’s social identity theory perspective and applies it to the organizational context in order to study emergency intervention teams. Specifically, it is intended to explore the kind of social identification (professional, team, or organizational) prevalent among members of these organizations. It is intended, as well, to establish a clear distinction between two related, and often confused, concepts, i.e., organizational identification and commitment, and to discover which identification is more apt to predict the organizational outcomes of organizational citizenship behaviors and satisfaction. Our total sample consisted of 151 participants (firemen of the Madrid municipality and members of the army). It was found that organizational identification, as a kind of social identification, is different from organizational commitment, and that it is not its base nor one of its components, and that organizational identification, much as professional one, helps to explain peoples’ behavior in organizations

[Identity and commitment in emergency teams]. / Identidad y compromiso en equipos de intervención en emergencias.

This paper adopts Tajfel's social identity theory perspective and applies it to the organizational context in order to study emergency intervention teams. Specifically, it is intended to explore the kind of social identification (professional, team, or organizational) prevalent among members of these organizations. It is intended, as well, to establish a clear distinction between two related, and often confused, concepts, i.e., organizational identification and commitment, and to discover which identification is more apt to predict the organizational outcomes of organizational citizenship behaviors and satisfaction. Our total sample consisted of 151 participants (firemen of the Madrid municipality and members of the army). It was found that organizational identification, as a kind of social identification, is different from organizational commitment, and that it is not its base nor one of its components, and that organizational identification, much as professional one, helps to explain peoples' behavior in organizations.