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Jiménez Carranza CC, Aguilar Bustamante MC, Peiró JM. Revisión sistemática de estudios empíricos en el liderazgo electrónico. Univ Psychol 2022. [DOI: 10.11144/javeriana.upsy20.rvee] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/14/2022]
Abstract
El objetivo de la presente investigación es realizar una revisión sistemática de los estudios empíricos organizacionales cuya temática central fuera el liderazgo electrónico. Para esto, la revisión siguió los lineamientos y recomendaciones de PROSPERO. Las bases de datos consultadas fueron Scopus, Dimensions, Science Direct, Ebsco Host, Web of Science y Proquest. En total, se revisaron 21 estudios empíricos, en español y en inglés, publicados entre los años 2012 al 2021, que cumplían con los criterios de selección. La mayoría de los estudios sugieren que se realicen investigaciones empíricas en diferentes países y en organizaciones en sectores económicos variados; además el liderazgo electrónico es una opción para aquellos que requieren contar con talentos que por su ubicación geográfica están dispersos y afianzar alianzas inter-organizativas fomentando la creación de equipos virtuales y alcanzar un mayor desempeño laboral y por consiguiente de la organización. Al final se discuten sus implicaciones y limitaciones.
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Nielsen K, Ng K, Vignoli M, Lorente L, Peiró JM. A mixed methods study of the training transfer and outcomes of safety training for low-skilled workers in construction. Work & Stress 2022. [DOI: 10.1080/02678373.2022.2086646] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
Affiliation(s)
- Karina Nielsen
- IWP, Sheffield University Management School, University of Sheffield, Sheffield, UK
| | - Kara Ng
- Alliance Manchester Business School, University of Manchester, Manchester, UK
| | - Michela Vignoli
- Department of Psychology and Cognitive Science, University of Trento, Rovereto, Italy
| | | | - José María Peiró
- IDOCAL, University of Valencia, Valencia, Spain
- Instituto Valenciano de Investigaciones Economicas, Valencia, Spain
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Haenggli M, Hirschi A, Rudolph CW, Peiró JM. Exploring the dynamics of protean career orientation, career management behaviors, and subjective career success: An action regulation theory approach. Journal of Vocational Behavior 2021. [DOI: 10.1016/j.jvb.2021.103650] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/24/2022]
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Affiliation(s)
- Annamaria Di Fabio
- Department of Education, Languages, Intercultures, Literatures and Psychology (Psychology Section), University of Florence, Florence, Italy
| | - Fanny M Cheung
- Department of Psychology, The Chinese University of Hong Kong, Hong Kong
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Villajos E, Tordera N, Peiró JM. Bienestar Laboral: Diferencias entre Empresas Sociales, Entidades Públicas y Empresas Capitalistas en España. Rev Interam Psicol Ocup 2020. [DOI: 10.21772/ripo.v38n2a04] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/23/2022] Open
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García-Arroyo JA, Osca Segovia A, Peiró JM. Meta-analytical review of teacher burnout across 36 societies: the role of national learning assessments and gender egalitarianism. Psychol Health 2019; 34:733-753. [PMID: 30688087 DOI: 10.1080/08870446.2019.1568013] [Citation(s) in RCA: 28] [Impact Index Per Article: 5.6] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 01/30/2023]
Abstract
OBJECTIVE Teacher burnout has hardly been compared across countries, although it has become a global health issue. This review aimed to examine teacher burnout (effect size) and its variation across countries by testing the effects of gender, gender egalitarianism, and national learning assessments (NLAs). DESIGN A systematic literature search was carried out using keywords. In all, 156 studies from 36 countries were included that used quantitative methodology. Meta-analytical procedures were used to estimate effect sizes of three dimensions of burnout. Two-level multilevel mixed-effect model tested moderator variables at the country level. RESULTS The overall effect size found for emotional exhaustion was 38.29 (95% CI = 35.26, 41.32), 29.45 (95% CI = 25.91, 32.99) for cynicism, and 68.75 (95% CI = 65.63, 71.87) for personal accomplishment, with significant differences across countries. Gender was negatively significant for personal accomplishment. Significant linear, curvilinear and interaction effects of NLAs and gender egalitarianism explained variations in burnout. Whereas more NLAs tends to increase burnout, more gender egalitarianism tends to decrease it, although this effect is not linear. CONCLUSION Teacher burnout, as a health issue, varies significantly across countries suggesting that programmes to prevent this problem should consider environmental (educational system) and cultural conditions for a greater impact.
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Affiliation(s)
- José A García-Arroyo
- a Department of Social Psychology , National Distance Education University, Madrid , Spain
| | - Amparo Osca Segovia
- a Department of Social Psychology , National Distance Education University, Madrid , Spain
| | - José María Peiró
- b Research Institute of Human Resources Psychology IDOCAL, University of Valencia , Valencia , Spain
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Pătraș L, Martínez-Tur V, Estreder Y, Gracia E, Moliner C, Peiró JM. Organizational performance focused on users' quality of life: The role of service climate and "contribution-to-others" wellbeing beliefs. Res Dev Disabil 2018; 77:114-123. [PMID: 29724640 DOI: 10.1016/j.ridd.2018.04.016] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 10/23/2017] [Revised: 04/13/2018] [Accepted: 04/18/2018] [Indexed: 06/08/2023]
Abstract
The investigation of organizational factors as precursors of the quality of life (QoL) of service users in organizations for individuals with intellectual disability has been relatively neglected.With this in mind, this study tests the mediation of service climate between employee's "contribution-to-others" wellbeing beliefs (COWBs) and organizational performance focused on the QoL of individuals with intellectual disability. A total of 104 organizations participated in the study. Data were collected from 885 employees and 809 family members of individuals with intellectual disability. The results of the multilevel mediation model supported the hypotheses. When employees believe that their own wellbeing depends on helping others (COWBs) service climate reported by employees is stimulated. Service climate in turn was associated with organizational performance focused on QoL of people with intellectual disability, assessed by family members. The manuscript concludes with theoretical and practical implications of the study.
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Affiliation(s)
- Luminița Pătraș
- University of Valencia, Research Institute in Personnel Psychology, Organizational Development and Quality of Working Life Research Unit in Work and Organizational Psychology (IDOCAL), Spain
| | - Vicente Martínez-Tur
- University of Valencia, Research Institute in Personnel Psychology, Organizational Development and Quality of Working Life Research Unit in Work and Organizational Psychology (IDOCAL), Spain.
| | - Yolanda Estreder
- University of Valencia, Research Institute in Personnel Psychology, Organizational Development and Quality of Working Life Research Unit in Work and Organizational Psychology (IDOCAL), Spain
| | - Esther Gracia
- University of Valencia, Research Institute in Personnel Psychology, Organizational Development and Quality of Working Life Research Unit in Work and Organizational Psychology (IDOCAL), Spain
| | - Carolina Moliner
- University of Valencia, Research Institute in Personnel Psychology, Organizational Development and Quality of Working Life Research Unit in Work and Organizational Psychology (IDOCAL), Spain
| | - José María Peiró
- University of Valencia, Research Institute in Personnel Psychology, Organizational Development and Quality of Working Life Research Unit in Work and Organizational Psychology (IDOCAL), and IVIE, Spain
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Lorente L, Tordera N, Peiró JM. How Work Characteristics Are Related to European Workers' Psychological Well-Being. A Comparison of Two Age Groups. Int J Environ Res Public Health 2018; 15:E127. [PMID: 29342847 PMCID: PMC5800226 DOI: 10.3390/ijerph15010127] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 11/02/2017] [Revised: 12/19/2017] [Accepted: 01/03/2018] [Indexed: 11/16/2022]
Abstract
This study aimed to analyze the mechanisms through which work characteristics are related to psychological well-being, exploring the mediational role of work meaningfulness and job satisfaction, and investigating differences in the patterns of relationships between two age groups. The sample was composed of 36,896 workers from the 5th European Working Conditions Survey. Structural equation modeling analyses and multiple group analyses were performed. The results revealed a parallel mediational model, in which work meaningfulness and general job satisfaction mediate the relationships between work characteristics and well-being. Additionally, job satisfaction partially mediates the relationship between meaningfulness and well-being. These results were confirmed in both age groups (under 55 years old and older workers), but age moderates the relationships between social support and the mediating variables and the relationships between the mediating variables and general well-being. The present study uncovers significant pathways through which time pressure, decision latitude, and social support are related to psychological well-being, depicting an important step in better understanding how and when work characteristics are related to positive outcomes. It provides important clues for promoting psychosocial health at work at the European level.
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Affiliation(s)
- Laura Lorente
- IDOCAL, University of Valencia, 46010 Valencia, Spain.
| | - Núria Tordera
- IDOCAL, University of Valencia, 46010 Valencia, Spain.
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Zijlstra F, Peiró JM, Grote G. Robert Roe. European Journal of Work and Organizational Psychology 2016. [DOI: 10.1080/1359432x.2016.1167040] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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Rubio C, Osca A, Recio P, Urien B, Peiró JM. Work-family conflict, self-efficacy, and emotional exhaustion: A test of longitudinal effects. Revista de Psicología del Trabajo y de las Organizaciones 2015. [DOI: 10.1016/j.rpto.2015.06.004] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
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Martínez-Tur V, Moliner C, Peñarroja V, Gracia E, Peiró JM. From service quality in organisations to self-determination at home. J Intellect Disabil Res 2015; 59:882-890. [PMID: 25707899 DOI: 10.1111/jir.12190] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 01/21/2015] [Indexed: 06/04/2023]
Abstract
BACKGROUND In our proposed model, family members' perceptions of service quality in organisations improve communication about self-determination. In turn, family perceptions of communication openness have a positive relationship with self-determination attitudes of family members. Finally, these attitudes predict self-determination behaviours of individuals with intellectual disability, as reported by family members. METHOD We tested this model with a sample of 625 family members (196 using 'day care services' and 429 using 'occupational services'). RESULTS Multi-sample structural equation modelling (SEM) supported the model. Communication and attitudes fully mediated the link from service quality to self-determination behaviours. CONCLUSIONS Improving family members' perceptions of service quality and opening channels of communication between professionals and family members are useful strategies to facilitate parents' positive attitudes and increase the frequency of self-determination behaviours at home.
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Affiliation(s)
| | - C Moliner
- IDOCAL, University of Valencia, Spain
| | - V Peñarroja
- Department of Social Psychology, Autonomous University of Barcelona, Spain
| | - E Gracia
- IDOCAL, University of Valencia, Spain
| | - J M Peiró
- IDOCAL, University of Valencia, Spain
- IVIE, Spain
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Erdogan B, Bauer TN, Peiró JM, Truxillo DM. Overqualified Employees: Making the Best of a Potentially Bad Situation for Individuals and Organizations. Ind organ psychol 2015. [DOI: 10.1111/j.1754-9434.2011.01330.x] [Citation(s) in RCA: 160] [Impact Index Per Article: 17.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
Abstract
One of the “truisms” of personnel selection is that overqualified applicants are likely to be a poor fit and thus experience low job satisfaction and performance and higher turnover. Recently, the issue of overqualification has come to the forefront because of the economic downturn, especially in some European Union countries where unemployment rates are extremely high. However, empirical research on overqualification in the industrial–organizational/organizational behavior literature is limited. In this article, we argue that although there may be drawbacks to overqualification for both organizations and employees, overqualification may also provide a number of positive outcomes for workers and employers alike. We review the limited research on overqualification, noting the positive and negative consequences of overqualification and the conditions under which overqualified employees may be a boon to organizations. We conclude by recommending some possible research streams to better understand the overqualification phenomenon and by making recommendations for organizational practices.
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Abstract
In our focal article, we contended that overqualified employees may present unique advantages to hiring organizations and that decisions regarding overqualified employees should be made considering the strengths as well as potential limitations of employing overqualified employees. In this response to commentaries on our original article, we identify distinctions researchers should pay attention to. Specifically, measurement of overqualification (whether objective or subjective measures are used), dimension of overqualification in question (overeducation, being overskilled, overintelligence, or overexperience), when and from whose perspective overqualification is assessed (before or after employment), whether overqualification occurs within the context of other overqualified employees, the degree of choice available to the job applicant in becoming overqualified, as well as the specific nature of the population being affected by overqualification are important issues that affect the theory as well as management of overqualification.
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Cristiani A, Peiró JM. Human resource function strategic role and trade unions: exploring their impact on human resource management practices in Uruguayan firms. The International Journal of Human Resource Management 2014. [DOI: 10.1080/09585192.2014.925946] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
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Orengo V, Zornoza A, Acín C, Prieto F, Peiró JM. Análisis de la interacción grupal a través de medidas de observación en comunicación mediada. Revista de Psicología Social 2014. [DOI: 10.1174/02134749660569323] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
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Monzani L, Ripoll P, Peiró JM. Followers' agreeableness and extraversion and their loyalty towards authentic leadership. Psicothema 2014; 26:69-75. [PMID: 24444732 DOI: 10.7334/psicothema2013.67] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Subscribe] [Scholar Register] [Indexed: 11/09/2022]
Abstract
BACKGROUND Effective leaders understand that loyal followers are the key for success. To win their loyalty, leaders usually build social exchange relationships with them, through a wide range of behaviours, such as honouring agreements or using open and transparent communication. However, the effect of these behaviours on their followers' loyalty can differ depending on followers' individual differences, especially in relational traits such as agreeableness and extraversion. METHOD We explored the moderating role of followers' agreeableness and extraversion in the relationship between authentic leadership (using transactional leadership as reference group) and followers' loyalty. A two-wave experiment, where 224 participants with and without work experience were randomly assigned to either a transactional or authentic leadership style condition was conducted. RESULTS Our results show that followers in the authentic leadership condition had higher levels of loyalty toward their leader. Moreover, followers' agreeableness played a negative moderating role in this relationship whereas extraversion played a positive moderating role in it. CONCLUSIONS Our results indicate that followers' characteristics influence the effect of situational factors on their attitudes, such as loyalty, providing support for the need of a more integrative approach to leadership, where followers need to be considered as active elements of this process ofinfluence.
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Rodríguez I, Kozusznik MW, Peiró JM. Development and validation of the Valencia Eustress-Distress Appraisal Scale. International Journal of Stress Management 2013. [DOI: 10.1037/a0034330] [Citation(s) in RCA: 11] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022]
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Potočnik K, Tordera N, Martínez-Tur V, Peiró JM, Ramos J. Is service climate strength beneficial or detrimental for service quality delivery? European Journal of Work and Organizational Psychology 2011. [DOI: 10.1080/1359432x.2010.496649] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/17/2022]
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Carrasco H, Martínez-Tur V, Peiró JM, García-Buades E, Moliner C. Service Climate and Display of Employees’ Positive Emotions: The Mediating Role of Burnout and Engagement in Services. Psychologica 2011. [DOI: 10.14195/1647-8606_55_12] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022] Open
Abstract
Este artigo teve como objectivo testar um modelo que relaciona o clima de serviço com a frequência de expressão de emoções positivas por parte dos trabalhadores de frontline. Propõe-se que o burnout e o engagement no trabalho medeiam a relação entre o clima de serviço e a expressão de emoções positivas. O clima de serviço tem um impacto negativo sobre o burnout e positivo sobre o engagement; por sua vez, burnout e engagement estão significativamente relacionados com a frequência da expressão de emoções positivas. Este modelo foi testado quer ao nível individual quer ao nível das unidades de trabalho, tendo sido comparado com um modelo que propõe uma associação directa adicional entre o clima de serviço e as emoções positivas dos trabalhadores de frontline. Os modelos foram testados através de modelos de equações estruturais (SEM). A amostra foi composta por 508 trabalhadores de frontline, pertencentes a 151 grupos de trabalho. No nível individual, os resultados confirmaram o papel mediador do engagement na relação entre o clima de serviço e a expressão de emoções positivas por parte dos trabalhadores de frontline. Ao nível da unidade de trabalho, quer o burnout quer o engagement medeiam a relação entre o clima de serviço e as emoções positivas. O engagement revelou-se o mais importante preditor directo da expressão de emoções positivas, tanto no nível individual como na unidade de trabalho.
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Potočnik K, Tordera N, Peiró JM. Truly satisfied with your retirement or just resigned? Pathways toward different patterns of retirement satisfaction. J Appl Gerontol 2011; 32:164-87. [PMID: 25474215 DOI: 10.1177/0733464811405988] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022] Open
Abstract
The main aim of the present study was to explore different patterns of retirement satisfaction. Following the dynamic model of job satisfaction, we identify different retirement satisfaction forms. We also examined a set of antecedents of observed retirement satisfaction forms and their impact on psychological well-being. Using a sample of 270 Spanish retirees, cluster analytical results showed four retirement satisfaction forms. These were stabilized-progressive, resigned-stabilized, and resigned retirement satisfaction and constructive-fixated retirement dissatisfaction. Gender, retirement intentions, and voluntariness of retirement transition predicted retirement satisfaction forms. Finally, our findings showed that participants experiencing constructive-fixated retirement dissatisfaction reported lower psychological well-being compared with participants from stabilized-progressive and resigned-stabilized retirement satisfaction forms. These findings provide preliminary support for the study of retirement satisfaction from the dynamic perspective and call for more research on this issue. The findings could also imply the potential value of attending to retirement transition factors to achieve better adjustment to retirement.
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Potočnik K, Tordera N, Peiró JM. The Influence of the Early Retirement Process on Satisfaction with Early Retirement and Psychological Well-Being. Int J Aging Hum Dev 2010; 70:251-73. [DOI: 10.2190/ag.70.3.e] [Citation(s) in RCA: 19] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
Abstract
The present study explores the influence of the early retirement process on adjustment to early retirement, taking into account the roles of individual characteristics and social context in this process. We proposed a systematic model integrating perceived ability to continue working, organizational pressures toward early retirement and group norms about early retirement as antecedents of the early retirement process and subsequent satisfaction with early retirement and psychological well-being. In addition, we examined the moderating role of the voluntariness of the early retirement transition in the proposed model. Our hypotheses were tested using a sample of 213 early retirees. We found that while high organizational pressures were related to lower retirement age, low perceived ability to continue working and group norms favorable to early retirement were related to higher levels of early retirement intentions. Furthermore, group norms favorable to early retirement and low perceived ability to continue working predicted higher satisfaction with early retirement, both directly and indirectly, through early retirement intentions. Finally, satisfaction with early retirement was related to psychological well-being. However, when the sample was divided into subgroups of voluntary and involuntary early retirees, two different relationships were observed in each group. For instance, organizational pressures positively predicted satisfaction with early retirement in involuntary early retirees, whereas this relationship was negative in voluntary early retirees. In addition, income was positively related to retirement age in involuntary early retirees and negatively in voluntarily early retired.
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Tordera N, González-Romá V, Peiró JM. The moderator effect of psychological climate on the relationship between leader – member exchange (LMX) quality and role overload. European Journal of Work and Organizational Psychology 2008. [DOI: 10.1080/13594320701392059] [Citation(s) in RCA: 26] [Impact Index Per Article: 1.6] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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Martín P, Salanova M, Peiró JM. Job demands, job resources and individual innovation at work: going beyond Karasek's model? Psicothema 2007; 19:621-626. [PMID: 17959117] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Subscribe] [Scholar Register] [Indexed: 05/25/2023]
Abstract
The job demands-control model is one of the most recognized models in occupational stress research. It has, however, provided contradictory results, and the active learning hypothesis derived from this model has been under-researched in comparison with research on the stress hypothesis. The main aim of this study is to test the Job Demands Resources Model in the prediction of individual innovation at work as an active coping strategy. Results with hierarchical multiple regression analyses provide empirical support for this model. We found a positive relationship between job demands and individual innovation in situations characterized by high job resources. Finally, we discuss the limitations and practical implications of this study.
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Affiliation(s)
- Pilar Martín
- School of Humanities and Social Sciences, Universidad de Zaragoza, Spain.
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López-Araújo B, Segovia AO, Peiró JM. [The job involvement modulating role in the relationship between stress and job satisfaction]. Psicothema 2007; 19:81-7. [PMID: 17295987] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Subscribe] [Scholar Register] [Indexed: 05/13/2023]
Abstract
This paper analyzes the modulator role of job involvement in the relationship between stress and job satisfaction, using the OSI (Occupational Stress Indicator) model. For this purpose, we analyzed: six sources of stress, the OSI job satisfaction results, and a job involvement scale. The sample consisted of 779 professional soldiers from the Spanish Army. The results show that when the levels of the two dimensions job involvement (psychological identification and job-related feelings of duty-obligation are high, stress due to achievements and career development and social relationships will have no influence on job satisfaction. However, we found higher job satisfaction, even when stress is high, in those situations where psychological identification is low and job-related feelings of duty-obligation are high.
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Gracia FJ, Silla I, Peiró JM, Fortes-Ferreira L. [The state of the psychological contract and its relation with employees' psychological health]. Psicothema 2006; 18:256-62. [PMID: 17296041] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Subscribe] [Scholar Register] [Indexed: 05/13/2023]
Abstract
In the present paper the role of the state of the psychological contract to predict psychological health results is studied in a sample of 385 employees of different Spanish companies. Results indicate that the state of the psychological contract significantly predicts life satisfaction, work-family conflict and well-being beyond the prediction produced by the content of the psychological contract. In addition, trust and fairness, two dimensions of the state of psychological contract, all together contribute to explain these psychological health variables adding value to the role as predictor of fulfillment of the psychological contract. The results support the approach argued by Guest and colleagues.
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Salanova M, Agut S, Peiró JM. Linking Organizational Resources and Work Engagement to Employee Performance and Customer Loyalty: The Mediation of Service Climate. Journal of Applied Psychology 2005; 90:1217-27. [PMID: 16316275 DOI: 10.1037/0021-9010.90.6.1217] [Citation(s) in RCA: 1062] [Impact Index Per Article: 55.9] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022] Open
Abstract
This study examined the mediating role of service climate in the prediction of employee performance and customer loyalty. Contact employees (N=342) from 114 service units (58 hotel front desks and 56 restaurants) provided information about organizational resources, engagement, and service climate. Furthermore, customers (N=1,140) from these units provided information on employee performance and customer loyalty. Structural equation modeling analyses were consistent with a full mediation model in which organizational resources and work engagement predict service climate, which in turn predicts employee performance and then customer loyalty. Further analyses revealed a potential reciprocal effect between service climate and customer loyalty. Implications of the study are discussed, together with limitations and suggestions for future research.
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Affiliation(s)
- Marisa Salanova
- WONT Research Team and Department of Psychology, Universitat Jaume I, Avenida de Vicent Sos Baynet, s/n, 12017 Castellon, Spain.
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Tortosa FM, Carpintero H, Peiró JM. [Not Available]. Rev Hist Psicol 2001; 2:289-335. [PMID: 11635754] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [MESH Headings] [Subscribe] [Scholar Register] [Indexed: 02/22/2023]
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Martínez-Tur V, Ramos J, Peiró JM, García-Buades E. Relationships among perceived justice, customers' satisfaction, and behavioral intentions: the moderating role of gender. Psychol Rep 2001; 88:805-11. [PMID: 11508023 DOI: 10.2466/pr0.2001.88.3.805] [Citation(s) in RCA: 11] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
This article tested the gender differences in the relationships between perceptions of justice, customers' satisfaction, and behavioral intentions. The sample consisted of 334 subjects (205 men and 129 women) surveyed in 38 hotels located in Spain. A questionnaire was used to measure distributive, procedural, and interactional justice as well as customers' responses of satisfaction and intentions. Analysis showed that the correlation between scores for distributive justice and customers' satisfaction as well as that between distributive justice and intentions were greater for men than for women. In contrast, the sex differences in the links of procedural and interactional justice to satisfaction and intentions were not significant.
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Büssing A, Cox T, Griffiths A, Peiró JM, Schaufeli W, Wolff CD. Work and organizational psychology in hospitals. Work & Stress 1996. [DOI: 10.1080/02678379608256799] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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Sánchez L, Peiró JM, Oria R, Castillo H, Brock JH, Calvo M. Kinetic parameters for the heat denaturation of bovine lactoferrin in milk, and its effect on interaction with monocytes. Adv Exp Med Biol 1994; 357:253-7. [PMID: 7762440 DOI: 10.1007/978-1-4615-2548-6_27] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.1] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/27/2023]
Affiliation(s)
- L Sánchez
- Tecnología de los Alimentos Facultad de Veterinaria Universidad de Zaragoza, Spain
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Estrada-Peña A, Estrada-Peña R, Peiró JM. Differentiation of Rhipicephalus ticks (Acari: Ixodidae) by gas chromatography of cuticular hydrocarbons. J Parasitol 1992; 78:982-93. [PMID: 1491312] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/27/2022] Open
Abstract
Gas chromatography of the cuticular hydrocarbons of 4 species of ticks belonging to the genus Rhipicephalus (R. sanguineus, R. turanicus, R. pusillus, and R. bursa) showed a unique pattern for each taxon. The hydrocarbon fractions were composed of a mixture of straight-chain, terminally methylated, and internally branched alkanes; however, only a small quantity of alkenes was detected. Freshly collected, dried, and alcohol-stored specimens of R. sanguineus were analyzed and their patterns found to be nearly identical. Collection of specimens from separate localities demonstrated a species-specific pattern for Spanish material.
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Affiliation(s)
- A Estrada-Peña
- Unidad de Parasitología, Facultad de Veterinaria, C/Miguel Servet, Zaragoza, Spain
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Balcells J, Guada JA, Peiró JM, Parker DS. Simultaneous determination of allantoin and oxypurines in biological fluids by high-performance liquid chromatography. J Chromatogr 1992; 575:153-7. [PMID: 1517293 DOI: 10.1016/0378-4347(92)80517-t] [Citation(s) in RCA: 196] [Impact Index Per Article: 6.1] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 12/27/2022]
Abstract
A high-performance liquid chromatographic method is described for the separation and quantification of allantoin and oxypurines in plasma and urine samples. Urine was analyzed directly and plasma after acid deproteinisation with perchloric acid. Separation and quantification of purine derivatives was achieved using two Spherisorb ODS-5 column (250 mm x 4.6 mm I.D.) connected in series together with a NH4H2PO4-NH4H2PO4-acetonitrile (80:20) gradient and monitoring the effluent at 205 nm. The average recoveries of standard compounds added to urine and plasma samples were 96 and 97%, respectively, using allopurinol as internal standard. The within-day variability was less than 7% and the day-to-day coefficient of variation less than 11% indicating a good precision of the method.
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Affiliation(s)
- J Balcells
- Departamento de Producción Animal y Ciencia de los Alimentos, Facultad de Veterinaria, Zaragoza, Spain
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