Propriedades psicométricas da escala curta de liderança transformacional da auditoria do sistema humano na Alemanha e nas Filipinas: um estudo cross-cultural

The aims of this research are to analyze the psychometric properties of the Philippine (N = 308) and German (N = 200) version of the Human System Audit transformational leadership short-scale (HSA-TFL short-scale) and to identify whether transformational profiles are similar or different in both countries. In todays’ globalized environment, the number of multinational organizations increases and trade relations between countries become straighter. This intensifies the companies’ need for short leadership instruments that are scientifically designed, reliable and quick to apply. We analyzed factor structure, convergent and criterion validity, as well as transformational profiles for Germany and the Philippines, both important economies in their regional economic blocks that experienced a considerable growth of their bilateral relations. Results indicate that the HSA-TFL short-scale is a reliable instrument (Philippines: α = .90; Germany: α = .91) with a one-factor structure for the Philippine (RMSEA = .08, CFI = .88) and the Germany version (RMSEA = .06, CFI = .89) showing convergent validity for both countries. Criterion validity was different in both countries and sensible to the cultural context. The transformational profiles, using the Multifactor Leadership Questionnaire (MLQ-5X), showed differences for both countries. This research provides empirical evidence for the validity and usefulness of the HSA-TFL short-scale.  O objetivo desta investigação é analisar as propriedades psicométricas da versão Filipina (N = 308) e Alemã (N = 200) da versão reduzida  da “Auditoria do Sistema Humano – liderança transformacional” (HSA-TFL versão reduzida) e identificar em que extensão os perfis de liderança transformacional são similares ou diferentes na Alemanha e na Filipinas. No contexto globalizado atual, aumentam o número de organizações multinacionais e se ajustam as relações comerciais entre países. Com isso, se intensifica a necessidade em organizações multinacionais de instrumentos parcimoniosos para medir a liderança e que sejam elaborados cientificamente, confiáveis e de aplicação rápida. Analisámos a estrutura fatorial, validade convergente e de critério, assim como os perfis de liderança transformacional na Alemanha e Filipinas, ambas economias importantes no seu bloco económico regional que experienciaram um crescimento considerável das suas relações comerciais bilaterais. Os resultados indicam que o HSA-TFL versão reduzida é um instrumento confiável (Filipinas α = .90; Alemanha: α = .91) com estrutura unifatorial quer para a versão filipina (RMSEA = .08, CFI = .88) quer para a alemã (RMSEA = .06, CFI = .89), demonstrando validade convergente para ambos os países. A validade do critério foi diferente nos dois países e sensível ao contexto cultural. Os perfis transformacionais, baseados no Multifactor Leadership Questionnaire (MLQ-5X), mostraram diferenças para ambos os países. Esta investigação fornece evidências empíricas da validade e utilidade da HSA-TFL na sua versão reduzida

A Retrospective Observational Single-Centre Study on the Burden of Immune Thrombocytopenia (ITP)

Background: German data on economic consequences of immune thrombocytopenia (ITP) are limited. Patients and Methods: A retrospective, observational study based on chart review of adult patients with a confirmed diagnosis of ITP was conducted at a German university hospital. Costs are presented from the hospital perspective. Results: Of 50 eligible patients, 45 could be classified by disease duration: 19 patients = 3 to = 12 months (38%, chronic ITP). Complications included 85 bleeding events in 43 patients, including 3 intracranial haemorrhages. Documented were 955 outpatient visits in 43 patients (86%) and 92 inpatient hospital admissions in 45 patients (90%). Of the 46 patients (92%) treated, all received corticosteroids, 25 (50%) intravenous immunoglobulin, and 7 (14%) further therapies. 12 patients (24%) underwent splenectomy. Average total direct medical costs (mean (standard deviation)) were (sic) 17,091 ((sic) 18,859) per patient, (sic) 12,749 ((sic) 11,663) in 17 newly diagnosed ITP patients with a 0.88-month (0.65 months) average disease duration, and (sic) 29,868 ((sic) 29,397) in 13 chronic ITP patients with a 33.5-month (16.8 months) average disease duration. Inpatient stays were the main cost drivers. Conclusion: These data concerning current healthcare provision for ITP patients in Germany indicate considerable resource consumption and the need for more effective treatment options in individual patients

The Influence of Leadership on Employees' Work‑nonwork Interface and Wellbeing: A Scoping Review

Many current working conditions are characterized by increasing blurred boundaries between work and nonwork with spillover that impact employees’ and recovery processes and wellbeing. Research, although emerging, considers these processes in the leadership-wellbeing relationship insufciently. The main aim of this study, therefore, was to enhance our understanding of the role of leadership on employee’s work-nonwork interface and wellbeing. To address these processes adequately, longitudinal research is most appropriate. To our best knowledge, no review exists that could inform longitudinal studies on the leadership-employee wellbeing relationship with a focus on spillover and recovery processes. Following the PRISMA Extension for Scoping Reviews, we apply a narrative synthesis of 21 identifed studies to organize the research landscape. We make three main contributions: First, we adopt an integrated resource-demands based process perspective and expand the leadership-employee wellbeing relationship by including spillover and recovery. Second, we map the used theoretical approaches and analyzed research gaps. Third, we ofer a list of the issues and potential remedies of applied methodologies to orient further research. Results show, that while work nonwork research is predominantly approached from a negative confict-based view, research focused more on positive than on negative leadership. We identify two broad categories of investigated mechanisms, namely bolstering/hampering mechanisms, and bufering/strengthening mechanisms. Findings also highlight the importance of personal energy resources and therefore call for more attention to afect-driven theories. The identifed predominance of the IT and healthcare sectors and of working parents warrants more representative research. We ofer recommendations to advance future research both theoretically and methodologically

The Indirect Role of Passive-Avoidant and Transformational Leadership through Job and Team Level Stressors on Workplace Cyberbullying

Research on workplace cyberbullying (WCB) is still scarce and needs verification. This study addressed the indirect influence of positive and negative leadership on WCB via perceived role stressors and negative team climate. The main goal is to test the applicability of the work environment hypothesis and job demands-resources model for WCB on a cross-sectional sample of n = 583 workers in Germany (n = 334) and Spain (n = 249). We tested multiple mediation models, and findings revealed that negative (passive-avoidant) leadership increased role and team stressors and thereby WCB exposure, whereas positive (transformational) leadership decreased the same stressors and thereby reduced WCB exposure. No cross-cultural differences were found, indicating portability of the results. This study highlights the explanatory factors for WCB at individual and team level and emphasizes the role of managers as shapers of the work environmental antecedents of WCB in the emergent digitalized working world. Theoretical implications and future research avenues are discussed

Does an adequate team climate for learning predict team effectiveness and innovation potential? A psychometric validation of the Team Climate questionnaire for Learning in an organizational context

This paper reports the application and psychometric validation of a multi-dimensional measure of team climate for learning in a multinational organization. The research project aimed at extending previous findings at Aston Business School, using the English 33-item version of Brodbeck's Team Climate questionnaire for Learning to assess the factors that facilitate team learning in a business context and analyze its relationship to group performance, support for innovation and different effectiveness criteria chosen by the organization we cooperated with. Data concerning the TCL, the level of group development as a related process, and measures of group performance, innovation and effectiveness were gathered from 119 participants belonging to 18 work groups of the organization's headquarters and three subsidiaries in Germany, Switzerland and Belgium. The undertaken studies were carried out using a cross-sectional and correlated design. The assessment tool proved to have good psychometric properties, providing an adequate reliability, validity and power of prediction regarding team performance (R² = .81), support for innovation (R² = .69) and team effectiveness (e.g. R² = .59 as regards to the keeping of deadlines). Potential benefits derived from the application of the presented measure, limitations of the current research project and future perspectives are discussed

Leadership Behavior, Stress, and Presenteeism: A Cross-Cultural Comparison

Presenteeism is the behavior of working with ill-health. Due to associated productivity losses and substantial transmission risks during the ongoing COVID-19 pandemic, presenteeism is gaining increased attention in occupational psychological research. To understand the complexity of this phenomenon, research on contextual influences is needed. Our study investigated positive leadership behavior (transformational leadership, TFL) and negative leadership behavior (passive-avoidant leadership, PAL) as social-contextual predictors, next to stress. We hypothesized that in countries with high masculine values, presenteeism is more likely to occur. Our study involved 979 employees from the different cultural contexts of Germany, Ireland, Latvia and Spain that answered an online questionnaire. Results displayed prevalence ranges between an average of 3.93 days (Ireland) to 22.11 days (Spain) over the last 12 months. In all countries, higher job stress was associated significantly with higher levels of presenteeism. Correlational analyses of leadership behaviors showed mixed results: Negative correlations between TFL and presenteeism were only significant in Germany and Spain, positive correlations between PAL and presenteeism were only significant in Germany and Latvia. This study questions the influence of masculine values and emphasizes the importance of leader-follower quality in presenteeism research

Validation of the group tasks uncertainty model (MITAG) in a German sample

Task uncertainty is a key factor in teamwork research. This study analyzed the psychometric characteristics of the Spanish Model of Group Tasks Uncertainty (MITAG) in two German samples. The participants (501 team members and 104 team leaders from a German research organization) answered the MITAG together with selected items from the German Job Diagnostic Survey (JDS) and the instrument Ambiguity facets of work (Ambiguitätsfacetten der Arbeit, AfA). Confirmatory factor analysis did not reproduce the original 4-factor structure in the German sample, although the 3 newly identified factors unclarity of goals, new situations, and non-routine resemble the original factors. Results showed sound internal consistency and confirmed the convergent and discriminant validity of the new factors. The MITAG offers a concept-based short scale for researchers and practitioners

La millora de l'avaluació formativa i sumativa a través de l'elaboració de curtmetratges. La participació activa de l'alumnat

Cada cop més, la societat demana estudiants universitaris més ben preparats. L'objectiu ha estat promoure que l'alumnat de Psicologia de les Organitzacions (UB)elaborés curtmetratges utilitzant els continguts teòrics sense explicitar-los, prenent un paper actiu en la creació de coneixement. Amb més de 200 alumnes, els resultats han mostrat que els curts milloren el procés d´aprenentatge i com les avaluacions finals han estat superiors en comparació als grups que no han realitzat curtmetratges

Anxiety in a digitalised work environment

This article in the journal Gruppe. Interaktion. Organisation. (GIO) presents a qualitative study which aims at conceptualising digitalisation anxiety. The increasing spread of digital technologies has consequences for how we live, work, and communicate. Alongside positive opportunities, digitalisation also involves risks and can lead to negative reactions such as anxiety. We conducted 26 interviews examining the psychological roots of digitalisation anxiety. We found that the digitalisation megatrend evokes anxieties related not only to individual or organisational changes, but also broader societal considerations. Based on our results, we suggest interventions that could help organisations, teams, and individuals cope with the triggers of digitalisation anxiety in order to improve people’s feelings and experiences related to digitalisation.Dieser Beitrag der Zeitschrift Gruppe. Interaktion. Organisation. (GIO) stellt eine qualitative Studie zur Konzeptualisierung von Digitalisierungsangst vor. Die zunehmende Verbreitung digitaler Technologien hat Auswirkungen darauf wie wir leben, arbeiten und miteinander kommunizieren. Neben den positiven Möglichkeiten und Chancen bringt die Digitalisierung auch Risiken und negative Reaktionen wie Angst mit sich. Um die psychologischen Ursachen dieser so genannten Digitalisierungsangst zu analysieren, führten wir 26 Interviews durch. Wir fanden heraus, dass der Megatrend zur Digitalisierung nicht nur Angst in Bezug auf individuelle oder organisationale Veränderungen, sondern auch im Hinblick auf gesellschaftliche Aspekte mit sich bringt. Basierend auf unseren Ergebnissen schlagen wir Interventionen vor, die Organisationen, Teams und Individuen dabei helfen können, mit den Auslösern von digitaler Angst umzugehen, um die Gefühle und Erfahrungen von Individuen in Bezug auf Digitalisierung zu verbessern