Spanish validation of the Shorter Version of the Workplace Incivility Scale: An employment status invariant measure

Workplace Incivility (WI) occurs worldwide and has negative consequences on individuals and organizations. Valid and comprehensive instruments have been used, specifically in English speaking countries, to measure sucadverse process at work, but it is not available a validated instrument for research carried out in Spanish speaking countries. In this study we aim to test the psychometric properties of the Matthews and Ritter’s four-item Workplace Incivility Scale (2016) with Spanish workers (N = 407) from different sectors. Participants’ mean age was 38.73 (SD = 10.45) years old and the percentage of female employees was 59.2%. Confirmatory factor analysis using AMOS 19.0 was carried out, presenting a good fit. The internal consistency, convergent and concurrent validity of the scale were examined. Results show good scale reliability and expected high correlations with social undermining. Moreover, the scale related to propensity to leave a job, job satisfaction, and psychological well-being in the expected way. After configural invariance across groups was established, testing for metric invariance and scalar invariance was performed. Considering Δχ2 and ΔCFI tests for two nested models, the 4-item scale was invariant when the employment status is considered (permanent vs. temporal, full-time vs. part-time, and supervisor vs. non-supervisors). Overall, our findings showed good psychometric properties of the shorter version of the WIS in Spain. Theoretical and practical implications of this study are discussed.Ministerio de Economía y Competitividad de España PSI2015-64894-PFundação para a Ciência e a Tecnologia (FCT) Portugal SFRH/BPD/121748/201

El clima afectivo en equipos de trabajo: Antecedentes y consecuencias.

RESUMEN El presente trabajo pretende contribuir al estudio del afecto como fenómeno colectivo, proponiendo el concepto de clima afectivo, y contribuyendo a la identificación de sus antecedentes y la clarificación de sus efectos sobre el rendimiento de los equipos de trabajo. Para ello, se aborda el análisis del clima afectivo desde sus dimensiones de intensidad (la magnitud con la que las experiencias afectivas se dan a nivel de equipo) y homogeneidad (la convergencia de las experiencias afectivas entre los miembros del equipo). Asimismo, se consideran dos facetas afectivas para describir y dotar de contenido afectivo el clima de los equipos: tensión-calma y optimismo-pesimismo. Con respecto a los antecedentes del clima afectivo, se examina, en primer lugar, el papel del conflicto de tareas y el conflicto relacional como antecedentes de la intensidad del clima afectivo y se analizan elementos del contexto del equipo como determinantes de la relación entre ambos tipos de conflicto. En segundo lugar, se examina la influencia de la interacción social, la comparación afectiva y las normas de regulación afectiva sobre la homogeneidad del clima afectivo. Con respecto a las consecuencias del clima afectivo, se analiza, la existencia de relaciones recíprocas entre la intensidad del clima afectivo y el rendimiento de los equipos. A su vez, se determina la influencia de la homogeneidad del clima afectivo sobre el rendimiento de los equipos y su papel en la relación entre intensidad del clima afectivo y rendimiento. Para alcanzar los objetivos de la presente tesis se ha planteado un diseño longitudinal con dos recogidas de datos. La muestra estuvo compuesta por 102 equipos de trabajo de dos entidades bancarias. Los resultados obtenidos contribuyen a consolidar el estudio del clima afectivo en los equipos de trabajo, avanzando en el conocimiento de los elementos que lo determinan y en la forma en que influye sobre sus resultados. Finalmente, a partir de los resultados de esta tesis pueden extraerse una serie de conclusiones relevantes para afrontar la gestión del afecto dentro de los equipos y para lograr mejorar los resultados de los equipos de trabajo dentro de las organizaciones. __________________________________________________________________________________________________This research aims to contribute to the study of affect as a collective phenomenon. Thus, we propose the concept of affective climate to examine affect at higher-level of analysis and identify several antecedents of this collective construct and clarify its influence on team performance. We analyse two dimensions of affective climate: intensity (i.e. the magnitude of affective experiences at team level) and homogeneity (the convergence of affective experiences among team members). Likewise, we consider two affective dimensions to describe content of teams affective climate: tension-calm and optimism-pessimism. Concerning the antecedents of affective climate, on the one hand, we examine the role of task and relationship conflict as antecedents of affective climate intensity and it analyses social interaction as a determinant of the relationships between both kinds of conflict. On the other hand, we study the influence of social interaction, affective comparison and affective regulation norms on affective climate homogeneity. Regarding the consequences of affective climate, we analyse the existence of reciprocal relationships between affective climate intensity and team performance. In turn, we examine the influence of affective climate homogeneity on team performance and its role on the relationship between affective climate intensity and team performance. The sample was composed of 102 bank branches. Data were gathered at two points in time. Our results contribute to establish the concept of affective climate in organizational and extend the knowledge about its antecedents and consequences in work teams. Finally, our results provide relevant conclusions in order to manage team affect and to improve work teams results in organizations

El papel de la “confianza” en los conflictos socioambientales

Social research on risk has shown that its possible effects on human health or the environment are not the main cause underlying social opposition towards a technology. Moreover, three decades of risk research have led to a unanimous agreement that social conflicts are mainly due to the relationship between the population at risk and risk managers and regulators. Thus, trust is a crucial element in the social response to a technological risk. This paper reviews various theoretical approaches to the concept of “trust” in the context of technological risk management. Next, it includes an analysis of four case studies on technological risks perception. The main goal is to investigate in each of them the different dimensions of trust identified in the literature. Results highlight the need to consider the different risk singularities and social contexts when addressing trust building processes, and underline the significance of trust for a suitable management of technological risks.La investigación social ha constatado que muchos de los conflictos sociales relacionados con riesgos tecnológicos no se deben tanto a sus posibles efectos sobre la salud o el medio ambiente como a las relaciones que la población mantiene con los gestores y reguladores del riesgo. Esto sitúa el concepto de ‘confianza’ en el centro de las explicaciones sobre conflictos socioambientales. En este texto se revisan diferentes aproximaciones teóricas al concepto de “confianza” en el contexto de la gestión de riesgos. A partir de dicha revisión, se analizan cuatro estudios de caso de diferentes tipos de riesgos tecnológicos, con el objetivo de analizar las dimensiones identificadas en la bibliografía como fundamentales para la construcción de confianza. Los resultados resaltan la necesidad de tomar en consideración el contexto social de interacción en el que se experimenta el riesgo y las singularidades de cada riesgo en los procesos de creación de confianza pública, subrayando la importancia de este constructo para la gestión del riesgo tecnológico

Is leaders’ mood contagious to team members? The mediator role of team mood and team potency in the relationship between leaders’ mood and team performance.

Comunicação apresentada no 17º Congresso da European Association of Work and Organizational Psychology, 20-23 de maio de 2015, Oslo, Norueg

The Influence of organizational factors on road transport safety

Road transport safety is a major concern across Europe due to the human and socio-economic costs associated with work-related traffic accidents. Traditional approaches have adopted regulatory and technical measures to prevent road accidents leaving aside the organizational factors that might contribute to road transport safety. However, contemporary sociotechnical systems theory acknowledges the need to take into account organizational factors. This study adopts a sociotechnical approach and it examines the relationship between a number of organizational factors (organizational learning and training) and road traffic accidents in the organizations under study. Our sample was composed of 107 road transportation organizations from Spain. Binary logistic regression analyses were carried out to test our hypotheses. Organizational size and type of transport (goods or passengers) were included in the model as control variables. Results showed that in those organizations where organizational learning was supported, the occurrence of traffic accidents was less likely. Unexpectedly, the relationship between training and the occurrence of traffic accidents was not significant. Thus, findings partially supported the formulated hypothesis. Future research should shed light on the relationship between training and traffic accidents taking into account potential intervening variables

Rebuilding the social dialogue and promoting inclusive organizations: A tool for social innovation in times of crisis

Se aborda en el presente trabajo el desarrollo de una agenda de investigación enmarcada por las dificultades del entorno socioeconómico y su incidencia en las políticas de igualdad en el contexto laboral. Se presentan cuatro estudios desarrollados en el marco de la mejora del diálogo social y la promoción de organizaciones inclusivas, resaltando el estado del tema en España y su significado para la práctica profesional. Los estudios se centran en a) la necesidad de capacitar y apoderar a los agentes sociales - especialmente a los representantes de los trabajadores – para liderar la innovación social y la promoción de organizaciones inclusivas, b) las actuaciones ante las manifestaciones actuales de la denominada discriminación moderna en el contexto laboral, c) las barreras para promover la integración laboral de las personas con discapacidad, y d) el apoyo a las políticas de conciliación entre el trabajo y la vida personal.This paper addresses the developing research agenda framed by the difficulties of the socio-economic environment and its impact on equality policies in the employment context. We present four studies developed in the framework of improving the social dialogue and promoting inclusive organizations, highlighting the status of the issue in Spain and its meaning for professional practice. The studies focus on a) the need to train and empower social actors - especially workers’ representatives - to lead social innovation and promote inclusive organizations, b) proceedings for acting against the current manifestations of what is known as “modern discrimination” in the work context, c ) labor integration of persons with disabilities, and d) supporting policies to balance work and personal life.Ministerio de Ciencia e Innovación PSI2011- 29256Ministerio de Ciencia e Innovación PSI2008-00503Comisión Europea VS/2010/0376Comisión Europea VP/2012/001/040

A multilevel model of job inclusion of employees with disabilities: The role of organizational socialization tactics, coworkers social support, and an inclusive team context

The main objective of this study was to examine the role of social context as a main mechanism to understand how organizational socialization tactics influence job inclusion of employees with disabilities (EWD). Specifically, we analyzed the influence of socialization that employees without disability received by the organization on two indicators of EWD's job inclusion, organizational learning, and desire to stay in the organization. First, we examined the mediator role of social support perceived by EWD in the aforementioned relationships. Second, we used a cross-level moderating approach to examine how an inclusive team context (affective climate toward disability and stigma shared by team members without disability) impacts on the relationship between EWD's perceptions of social support and both indicators of job inclusion. Our sample was composed by 258 employees included in 66 teams from 15 organizations. Each team included one worker with disability. Two sources of information were used: EWD to measure perceived social support and indicators of job inclusion, and coworkers to measure socialization tactics, team affective climate toward disability, and team stigma. We used multilevel modeling and cross-level moderation with MPLUS to test our hypotheses. Our results showed that EWD's perceptions of social support mediated the relationship between organizational socialization tactics and both indicators of EWD's job inclusion. Team affective climate toward disability and team stigma moderated the relationship between EWD's perceptions of social support and organizational learning. Thus, the social context showed potential improving EWD's job inclusion. Theoretical and practical implications are discussed.Ministerio de Educación, Cultura y Deporte FPU15/01560Ministerio de Economía, Industria y Competitividad PID2019-110093GB-I0

Linear and non-linear relationships between job demands-resources and psychological and physical symptoms of service sector employees. When is the midpoint a good choice?

Related to the research of working conditions, the link between organizational factors and health was traditionally analyzed using linear models. However, the literature analysis suggests inconsistencies in linear models predicting workers’ health levels. To clarify this issue, this exploratory research compares the linear and non-linear relationships between job demands-resources (task complexity, time pressure, contact with users, and job autonomy), and the psychological and physical symptoms of employees working in the main five service subsectors: commerce, horeca (hotels, restaurants, and cafés), public administration, education, and healthcare. With a final sample of 4,047 participants, our study data were extracted from the II Andalusian Working Conditions Survey. Following the theoretical framework of JD-R Model and considering the Vitamin Model theoretical approach for non-linear relationships, our results showed that there were significant differences among the five subsectors analyzed regarding the linear and non-linear relationships between job demands-resources and psychological and physical symptoms of employees. Furthermore, task complexity generated non-linear relationships in higher proportion than time pressure and contact with users. Likewise, non-linear relationships found showed a U-shape. Moreover, the findings of non-linear relationships suggested that medium levels of task complexity should not be exceeded to avoid further negative impact on psychological and physical symptoms for service sector employees, preserving their health. Finally, some general practical implications of work environment interventions are suggested.Ministerio de Universidades PID2019-110093GB-I0

Sustainable virtual teams: promoting well-being through affect management training and openness to experience configurations

A disruptive digitalization recently occurred that led to the fast adoption of virtual teams. However, membership diversity and team virtuality threaten members’ well-being, especially if faultlines appear (i.e., subgroups). Considering the job demands–resources model and the role of group affect in shaping members’ perceptions of well-being, we test the effectiveness of a short-term affect management training for increasing members’ eudaimonic well-being. Moreover, based on the trait activation theory and the contingent configuration approach, we draw on the personality composition literature to test how different openness to experience configurations of team level and diversity together moderate the effect of the training. Hypotheses were tested using a pre–post design in an online randomized controlled trial in an educational context in Spain, with a sample of 52 virtual teams with faultlines. Results show that affect management training increased eudaimonic well-being. Furthermore, there was a moderation effect (three-way interaction) of openness to experience configurations, so that the training was more effective in teams with high levels and low diversity in openness to experience. We discuss implications for training, well-being, and personality composition literature. This study helps organizations develop sustainable virtual teams with engaged members through affect management training and selection processes based on the openness to experience trait