Una administración pública saludable a través de prácticas organizacionales saludables.

In the present study we have proposed a theoretical model based on Kopelman, Brief & Guzzo’s model (1990), in which transformational leadership is positioned as an antecedent of organizational climate, and the psychological capital, as a consequence of that climate. The theoretical model was tested using structural equations in a sample of 277 employees of a public Administration. The good fit of the data according to the revised goodness of fit indexes, both in the confirmatory analysis for each variable and in the structural model statistically validates our theoretical model, accepting the study hypotheses. This makes clear the need for the Administration to propose transformational leadership measures at the individual, team and organizational levels to strengthen the achievement of positive outcomes through positives organizational climate and psychological capital.En el presente estudio se muestra una propuesta teórica basada en el modelo de Kopelman, Brief y Guzzo (1990) en la que se ha posicionado al liderazgo transformacional como antecedente del clima organizacional, y al capital psicológico como consecuente de dicho clima. Nuestra propuesta ha sido probada haciendo uso de ecuaciones estructurales en una muestra compuesta por 277 empleados de una Administración pública. El buen ajuste de los datos según los índices de bondad de ajuste revisados, tanto en los análisis confirmatorios para cada variable como del modelo estructural final valida estadísticamente nuestra propuesta teórica, aceptándose las hipótesis de estudio. Se hace de esta manera evidente la necesidad de que la Administración plantee medidas basadas en el liderazgo transformacional a nivel individual, de equipos de trabajo y de organización para fortalecer la consecución de resultados organizacionales positivos a través de un clima organizacional y un capital psicológico positivos

Realidad organizacional y teletrabajo = Organizational reality and teleworking

The purpose of this paper is to offer an overview of the different aspects about teleworking. In our review of the literature, we show a definition of telework, what are the profile of the teleworkers, what are the advantages and disadvantages of telework and what are some suggests for the future studies.El objetivo del presente trabajo es ofrecer una visión global de los aspectos que conforman el teletrabajo. En nuestra revisión, se muestra la definición del teletrabajo, cuál es el perfil de los teletrabajadores, cuáles son las ventajas y desventajas del teletrabajo y cuáles son algunas de las sugerencias para futuros estudios

El absentismo laboral como consecuente de variables organizacionales

El presente estudio empírico se incluye en una línea de investigación donde un conjunto de variables como el mobbing, la tensión en el trabajo, los riesgos laborales y la cultura corporativa se erigen como antecedentes del absentismo. Los ocho objetivos del estudio predictivo utilizan el absentismo (en sus cuatro tipos: Excusas y fingimiento, Permisos y licencias, Evitación y dilatación de tareas y Distractivos y uso de recursos de la empresa) siempre como variable criterio. Las variables predictoras utilizadas son: sociodemográficas, comportamientos de mobbing, consecuencias generales del mobbing, consecuencias sintomáticas del mobbing, la tensión laboral, los riesgos laborales y la cultura organizacional. La muestra consta de 365 empleados que pertenecen a empresas situadas en las provincias de Tarragona, Barcelona, Lleida y Valladolid. Se les aplicaron ocho instrumentos validados. Los resultados obtenidos indican que algunas de las variables predictoras como el mobbing, la tensión laboral, los riesgos laborales y la cultura X inciden de forma significativa en la variable criterio (absentismo laboral)

Causas de fallos en las cimentaciones de edificios

Congreso de Patología y Rehabilitació

Criterios para evaluar la inspección técnica de la cimentación

Congreso trianual de Patología y Rehabilitación de Edificio

Are Job Demands Necessary in the Influence of a Transformational Leader? The Moderating Effect of Role Conflict

(1) Background: The objective of this manuscript is to propose the necessity of job demands to ensure the positive influence of policies in stimulating employees’ engagement and performance. If the policies related to the intellectual stimulation of employees implemented by team leaders are to have positive effects on employee performance, they must induce emotional engagement in the employees. Furthermore, to achieve this positive influence on emotions, the organization must offer an environment that challenges the employees in the organization. Here, we analyze a moderate mediation model to examine the moderating, positive effect of role conflict on the intellectual engagement and performance of employees. (2) Methods: This study involved 705 employees of a multinational private company based in Spain. (3) Results: We confirm the positive moderating effect of role conflict between the intellectual stimulation of employees and intellectual engagement, and the mediating effect of intellectual engagement between leadership behavior and employee performance. (4) Conclusions: Organizational leader stimulation practices necessitate an environment of moderate job demands in order to improve the intellectual engagement of employees, thereby increasing their performance. The implications of the findings in terms of theory, research and practice are discussed

Mediating effect of job crafting dimensions on influence of burnout at self-efficacy and performance: revisiting health-impairment process of JD-R theory in public administration

In recent years, job crafting has greatly interested Work and Organizational Psychology. Different research studies have shown its positive impact on people and organizational performance. However, it knows little about the differential effect of the two dimensions that make up this variable (prevention-focused and promotion-focused) and its role in the health impairment spiral process of the job demand-resources theory (JD-R). This research aims to analyze the mediating effect of the different dimensions of job crafting on the influence of burnout on performance and self-efficacy in the workplace. The study used a sample of 339 administrative employees of a university. : The results indicate that promotion-focused job crafting is a mediating variable in the relationship between the influence of burnout on performance and self-efficacy. Unexpectedly, prevention-focused job crafting does not have this mediating role in the same relationship. : These findings confirm the adverse impact of burnout on personal and organizational improvement, while showing the absence of prevention/protection responses of employees when they are burned out. The theoretical and practical implications show an advance in knowledge about the process of health deterioration and about the spiral of health deterioration in the JD-R theor

Empirical Research in Colombian Services Sector: Relation between Transformational Leadership, Climate and Commitment

The objective of this study is to analyze the relationship between the variables of transformational leadership, climate and commitment in a sample of 319 workers of a multinational organization in the Colombian Services Sector. For data collection, we used the Multifactor Leadership Questionnaire (MLQ), the climate/culture questionnaire FOCUS-93 and the Intellectual, Social and Affective Commitment Scale (ISA). Data were processed with SPSS 23 and AMOS 22 for modeling with structural equations. In the path diagram, calculated according to the indicators of structural adjustments, variances were obtained for the dimensions of organizational commitment. The resulting model presented favorable adjustment indicators as evidenced in the results, and the relationship between commitment and climate was significant (β = 4.61; p = 0.001), as well as between climate and commitment (β = 0.018; p = 0.001). However, the relationship between transformational leadership and commitment was not direct but mediated through organizational climate

Confirmatory and Exploratory Analysis of the Questionnaire to Evaluate the Disposition towards Organizational Change (CEDCO)

This article shows the results of two processes that corresponded to exploratory and confirmatory analyses of the Questionnaire to Evaluate the Disposition towards Organizational Change (CEDCO). The overall sample consisted of 1554 people. The first process considered 489 participants, and provided evidence of the multidimensionality of the test on three levels. The second process involved a sample of 1065 people, and provided evidence for appropriate fit values for the model that were consistent with the initial proposal for the test on three levels of evaluation: individual, group, and organizational. The results suggest the need to evaluate the practice using other mathematical models to address the biases that exist in some item distributions

Can High Levels of Hindrance Demands Increase the Worker’s Intellectual Response?

Job demands are factors that are associated with a physical and psychological cost when it comes to coping with them, but which can also positively affect the motivational process. Demands such as overload, defined as an excessive workload, have not presented positive results in any of the studies that have related it to employee engagement. The present study aims to delve into the possible positive effect of this demand on the intellectual bonding of employees. It is hypothesized that: (a) Initially, the increase in the perception of work overload will show a negative influence on the intellectual engagement of the employees; but (b) high perceptions of overload will change this effect, producing an increase in the intellectual dimension of engagement. The sample is made up of 706 employees of a Spanish multinational company. The results support this asymmetric curvilinear influence. The level of intellectual engagement is significantly reduced when the role overload increases from the lower values of the scale. However, upon reaching high levels of role overload, the intellectual engagement response begins to grow. These results challenge the conceptualization of overload as only negative and opens the door to consider that the positive response to a demand can also occur at high levels of it