El llamado de los empleados y el compromiso laboral: el papel de prosperar en el trabajo

Purpose – Both the researchers and practitioners believe that engaged, energetic and fo-cused employees provide sustainable competitive advantage to the organization. Therefore, the aim of this study was to explore whether the calling of the employees is related to work engagement and to observe if flourishing at work exerts a mediating role in this proposed relationship.Research Methodology – The time-lag method was followed to collect data from a sample of 101 employees working in different organizations from service industry.Findings – Results showed that calling is a critical psychological driver of work engagement explain-ing about 30% variance and it is valuable in shaping the employees orientation.Limitations – The data collection for the study was restricted to one major city so care must be taken in generalizing the results. Moreover, the use of cross sectional data may not completely capture the true nature of the psychological constructs like calling, flourishing and engagement.Implications – This study helps human resources managers to hire individuals who feel “called” to the job and devise training programs that shape their work orientation in order to engage and retain them.Originality – The current study considered work engagement as a psychological state and empirically tested psychological drivers- calling as the work orientation and flourishing. The proposed relation-ships, to the best of our knowledge, were not empirically tested previously

Papel de la motivación familiar, la civilidad en el lugar de trabajo y la autoeficacia en el desarrollo del compromiso afectivo y el comportamiento de ciudadanía organizacional

The mechanism connecting the antecedents to positive attitudes like affective commitment (AC) and positive behaviors like organizational citizenship behavior (OCB) is an under-researched area in the field of positive organizational scholarship. Drawing on Social Exchange Theory (SET), this study empirically validates family motivation and civility as antecedents of affective commitment and organizational citizenship behavior through the mediating mechanism of self-efficacy. The process by Hayes (2013) was used to analyze time-lagged and multi-source data collected from 335 employees of educational and telecom sector. Results indicate that the relationship of affective commitment with family motivation and civility is partially mediated whereas the relationship of organizational citizenship behavior with family motivation and civility is fully mediated by self-efficacy. This study adds to the literature of family-work enrichment accounts by validating family motivation as a novel antecedent for positive behavioral outcomes. The implications of the study are discussed

Contextual factors and organizational commitment: Examining the mediating role of thriving at work

Thriving at work refers to a psychological experience of learning (cognitive dimension) and vitality (affective dimension) to the workplace. Based on the Social Exchange Theory and the Socially Embedded Model of thriving, the purpose of this research is to observe whether contextual variables such as fairness perception, trust, and managerial coaching are related to affective organizational commitment and to examine if thriving at work plays a mediating role in these proposed relationships. Data was collected in two waves over a one-month time period from 936 employees of diverse public and private sectors. Strong empirical evidence was found for all direct and indirect hypothesized relationships through Smart PLS 3.0 (SmartPLS GmbH, Bönningstedt, Germany, 2015). The implications of the findings are also discussed. © 2019 by the authors

Influencia del Burnout, la calidad de vida y los factores socioeconómicos en las estrategias de afrontamiento utilizadas por los profesionales y auxiliares de enfermería

The aim of this study was to evaluate the influence of the Burnout syndrome and quality of life, as well as the socioeconomic variables in the coping styles used by 71 health workers (52.1 % nurses and 47.9 % nursing aids). The health questionnaire (SF36), the stress coping questionnaire (CAE) and the Maslach Burnout Inventory (MBI) were applied. According to the results, the presence of Burnout was low (77.5 % without Burnout), the quality of life was reduced in the areas of vitality, corporal pain and general health, and the most used strategies were those of focusing on the solution of problems and positive reappraisal. The increase in the quality of life, the reduction in the severity of Burnout symptoms, being female, young and working as a nurse, are all significant predictors (cubic regression) of the increase in the use of all the coping strategies, especially those focusing on the solution of problems and positive reappraisal.El propósito de este estudio fue evaluar la influencia del síndrome de Burnout y la calidad de vida, así como las variables socioeconómicas, en los estilos de afron - tamiento utilizados por 71 trabajadores de la salud (52,1% enfermeros y 47,9% auxiliares de enfermería). Se aplicó el cuestionario de salud (SF-36), el cuestiona - rio de afrontamiento al estrés (CAE) y el Maslach Burnout Inventory (MBI). De acuerdo con los resultados, la presencia de Burnout fue baja (77,5% sin Burnout), la calidad vida estuvo reducida en las dimensiones de vitalidad, dolor corporal y salud general, y las estrategias más utilizadas fueron la focalización en la solución de problemas y la reevalución positiva. El incremento en la calidad de vida, la reducción en la severidad de los síntomas de Burnout, pertenecer al género feme nino, tener menor edad y ser enfermera son predictores significativos (regresión cúbica) del incremento en el uso de todas las estrategias de afrontamiento, especialmente la focalización en la solución de problemas y la reevaluación positiva.O propósito deste estudo foi avaliar a influência da síndrome de Burnout e a qualidade de vida, assim como os fatores socioeconômicos, nos estilos de enfren - tamento utilizados por 71 trabalhadores da saúde (52,1% enfermeiros e 47,9% auxiliares de enfermaria). Se aplicou o questionário de saúde (SF-36), o questio - nário de enfrentamento ao stress (CAE) e o Maslach Burnout Inventory (MBI). De acordo com os resultados, a presença de Burnout foi baixa (77,5% sem Bur - nout), a qualidade vida esteve reduzida nas dimensões de vitalidade, dor corporal e saúde geral, e as estratégias mais utilizadas foram a focagem na solução de problemas e a reevalución positiva. O aumento na qualidade de vida, a redução na severidade dos sintomas de Burnout, pertencer ao gênero feminino, ter menor idade e ser enfermeira, são predictores significativos (regressão cúbica) do aumento no uso de todas as estratégias de enfrentamento, especialmente a focagem na solução de problemas e a reavaliação. positiv

Propiedades psicométricas del Test de Adjetivos de Pitcher para la evaluación del liderazgo

Se obtuvieron las propiedades psicométricas de Test de Adjetivos de Pitcher (TAP) para evaluar el liderazgo. Participaron 400 trabajadores del sector salud, de las ciudades de Bogotá, Cali, Bucaramanga y Barranquilla, en Colombia. Mediante un modelo logístico con los parámetros de dificultad y discriminación se analizaron las propiedades de los ítems. La función de información del test resultó más informativa en los niveles intermedios (entre -1.4 y 1.6); los indicadores de dificultad y discriminación fueron adecuados. El coeficiente de confiabilidad marginal fue de .94. Un análisis de correspondencias múltiples arrojó una solución de dos dimensiones de liderazgo y mediante un análisis de clases latentes con un modelo de crédito parcial, se obtuvo una clasificación de los participantes en tres estilos de liderazgo. De acuerdo con esto, se concluye que las propiedades psicométricas son adecuadas, por lo que el Test de Adjetivos de Pitcher resulta de interés, ofreciendo una clasificación que no obedece a las habitualmente utilizadas

Estilos de liderança, ambiente organizacional e riscos psicossociais nas entidades do sector da saúde: um estudo comparativo

Neste estudo se descreve o clima organizacional, os fatores de risco psicossocial e os estilos de liderança que percebe um grupo de 400 trabalhadores da área da saúde em quatro cidades da Colômbia, e procuram-se diferenças significativas nessas cidades. Aplicaram-se o ECO o PIC e o PAT. Segundo os resultados, os participantes apresentaram riscos psicossociais de vários tipos, dos quais os mais importantes foram os referidos às relações interpessoais. O ambiente organizacional, embora não ideal, não é negativo. Os dois estilos de liderança achados no estudo estiveram apenas presentes em Bogotá. Acharam-se diferenças significativas na maioria das variáveis estudadas, quiçá devido ao impacto de aspectos culturais. Nós discutimos estes resultados.The purpose of this study was to describe the organizational climate, psychosocial risk factors and leadership styles perceived by a group of 400 workers of the health sector in four Colombian cities and to observe whether there are significant differences between them. In order to achieve this objective, the instruments entitled ECO, CFP and PAT_were administered. According to the results, the participants showed psychosocial risks factors of diverse nature and the most relevant ones were those related to interpersonal relationships. Although the organizational climate found was not optimal, it was not adverse either. The two resulting leadership styles were evidenced only in Bogota. Significant differences were found in most variables studied which could be attributed to cultural aspects. These findings are discussed.El propósito de este estudio fue describir el clima organizacional; los factores de riesgo psicosocial y los estilos de liderazgo que perciben un grupo de 400 trabajadores del sector salud en cuatro ciudades colombianas; y observar si existen diferencias significativas entre ellas. Para ello se aplicó el ECO; el CFP y el PAT. De acuerdo con los resultados; los participantes presentaron riesgos psicosociales de diversa índole; siendo más relevantes los referidos a las relaciones interpersonales El clima organizacional; aunque no es óptimo; tampoco es adverso. Los dos estilos de liderazgo resultantes en el estudio fueron evidenciados solamente en Bogotá. Se encontraron diferencias significativas en la mayoría de las variables estudiadas; lo cual podría deberse al efecto de aspectos culturales. Se discuten estos hallazgos

Habilidades que requieren los directores de empresas

La dirección exitosa de las organizaciones se fundamenta en el desarrollo personal, en los principios y valores, y en la responsabilidad social, sustentado todo ello en las habilidades que permiten a las personas relacionarse de manera eficiente, respetuosa y enriquecedora con los demás. Así lo advierten Françoise Contreras y David Barbosa, profesores del Grupo de Investigación en Perdurabilidad Empresarial de la Facultad de Administración de la Universidad del Rosario, quienes aseguran que aspectos como la integridad, el optimismo, la felicidad, las virtudes, los valores, la visión, la constancia, la satisfacción y la calidad de vida percibida (todos ellos asociados al liderazgo efectivo), cobran especial vigencia para promover empresas exitosas y productivas desde todo punto de vista. Las habilidades propias de la dirección se estructuran actualmente en torno a la estrategia, el liderazgo y la realidad empresarial (esencia de la formación en la Universidad del Rosario), enmarcadas dentro de una perspectiva que define la organización como un fenómeno complejo y en permanente cambio, donde probablemente lo que fue funcional en un momento histórico, en la actualidad puede ser una amenaza para la perdurabilidad empresarial. Todo ello implica, para las escuelas de negocios y las organizaciones empresariales, centrar sus esfuerzos en el desarrollo de las personas dentro de una actitud ética y socialmente responsable

Validação preliminar do modelo de liderança espiritual de Fry em trabalhadores colombianos e equatorianos

El propósito de este estudio fue examinar la validez del modelo de liderazgo espiritual propuesto por Fry (2003). Se aplicó el Cuestionario de Liderazgo Espiritual [SLT] (Fry & Matherly, 2006), a 279 trabajadores de Colombia y Ecuador. Ambas muestras fueron equivalentes respecto a sexo, edad, nivel de formación y experiencia laboral. De acuerdo con los resultados, todas las dimensiones del instrumento, excepto la de compromiso, demostraron ser altamente consistentes (alpha superior a .85). Asimismo, se encontró que solo un ítem de los 35 que componen el instrumento presentó baja correlación ítem-escala. En la mayoría de los casos, las relaciones entre las variables y los índices de ajuste del modelo fueron menores a lo reportado por Fry, lo que limitó la validez de constructo. Las evidencias externas de la validez del modelo demostraron que la experiencia laboral y el nivel del cargo son significativos para las dimensiones del liderazgo espiritual. Se discuten estos hallazgos respecto a los requerimientos psicométricos del instrumento y la relación del constructo medido con aspectos del comportamiento organizacional. Finalmente, se señalan las limitaciones del estudio y se hacen recomendaciones para futuras investigaciones.The aim of this study was to examine the validity of the Spiritual Leadership model proposed by Fry (2003). Spiritual Leadership Questionnaire [SLT] (Fry & Matherly, 2006) was applied to 279 workers from Colombia and Ecuador. The two samples were equivalent by sex, age, education level and work experience. According to the results, all dimensions of the questionnaire showed to be highly consistent (alpha above .85) except Commitment dimension. Likewise, it found that just one of 35 items that composed the scale shows low item-scale correlation. In the most of the cases, the relationships between variables as well as the adjustment index of the model were lower than reported by Fry previously, which limited the construct validity. External evidences of validity of the model, demonstrated that the work experience and level of charge were significant for Spiritual Leadership dimensions. These findings were related to the psychometrics requirement of the scale and regarding of measured construct with organizational behavior. Finally, it is point out some research limitations and provide some suggestions for future studies.O propósito deste estudo foi examinar a validade do modelo de liderança espiritual (Spiritual Leadership Theory, SLT) proposto por Fry (2003). Aplicou-se o Questionário de Liderança Espiritual (SLT Survey) (Fry & Matherly, 2006) a 279 trabalhadores da Colômbia e do Equador. Ambas as amostras foram equivalentes com respeito a sexo, idade, nível de formação e experiência profissional. De acordo com os resultados, todas as dimensões do instrumento, exceto a de Compromisso, demonstraram ser altamente consistentes (alpha superior a .85). Também se constatou que apenas um item dos 35 que compõem o instrumento apresentou baixa correlação item-escala. Na maioria dos casos, as relações entre as variáveis e os índices de ajuste do modelo foram menores que o indicado por Fry, o que limitou a validade de constructo. As evidências externas da validade do modelo demonstraram que a experiência profissional e o nível do cargo são significativos para as dimensões da liderança espiritual. Discutem-se essas descobertas com relação aos requerimentos psicométricos do instrumento e a relação do constructo medido com aspectos do comportamento organizacional. Finalmente, indicam-se as limitações do estudo e fazem-se recomendações para futuras pesquisas

Entrepreneurial intentions of Colombian business students: Planned behaviour, leadership skills and social capital

Purpose: The purpose of this paper is to reconceptualize the theory of planned behaviour (TPB) in the light of social cognitive theory to investigate the role of social capital, specifically the leadership skill as a social capital generating influence in the formation of entrepreneurial intentions. Design/methodology/approach: A new conceptualization of TPB is proposed to allow the impact of bonding and bridging cognitive social capital to be mediated by TPB constructs of perceived desirability and feasibility of entrepreneurship. Hypotheses are developed related to leadership skills, family background and social norms as external and internal indicators of social capital, and tested on primary data from 322 student respondents in a Colombian business school. Findings: Leadership skills, indicative of bridging cognitive social capital, are found to be strongly and significantly associated with entrepreneurial intentions through the mediating role of the core TPB constructs. Evidence for the role of bonding social capital through measures of the social acceptability of entrepreneurship and family background is mixed, and in the case of family background no indirect association with intentions is found. Research limitations/implications: Although the Latin American context would suggest significant population variation in personal and background resource, there is relatively little variation across this sample, particularly in terms of family background. Thus, rates of graduate entrepreneurship may relate more closely to constraints acting on entry into higher education than on other background characteristics, and therefore future work in similar contexts ought to be conducted across a wider socio-economic sample. Practical implications: Opportunities to develop and enhance student perception of leadership ability through either education or experience might improve levels of graduate entrepreneurship, alongside traditional activities to raise self-efficacy and perceived salience of entrepreneurship. Originality/value: Student leadership skills have rarely been addressed in the context of entrepreneurship development. This paper highlights the relevance of this in a developing economy context. © 2017, © Emerald Publishing Limited