The irony of choice in recruitment: when similarity turns recruiters to other candidates

Across two experimental studies, we examine the influence of similarity perceptions on recruiters’ job fit perceptions of job applicants. In addition, a robustness study extends the effect of similarity by introducing work-related sources of similarity and tests the relationship between workrelated similarities on similarity perceptions. Moreover, we explore the emotional and cognitive mechanisms behind the effects of similarity perceptions on job fit. We also propose and test a boundary condition, such that, when job desirability is low, the effect of demographic similarity on perceived similarity is reversed. The sample for the three studies consist of specialized master’s students with work experience in human resources management who acted as recruiters in a resume screening situation. The results show that the effects of similarity are not always positive for job fit perceptions. The studies provide evidence that when recruiters perceive applicants as similar to themselves, biased evaluations occur. Finally, we provide results that show the effects of mediation and moderation analysis whereby liking mediates the relationship between similarity perceptions and job fit perceptions through emotional, cognitive and motivational sequential mediators. Additionally, job desirability moderates the relationship between demographic similarity and similarity perceptions so that when job desirability is low, the effect of demographic similarity on perceived similarity is reversed

El impacto de la formación en línea en la transferencia de comportamiento y en el desempeño laboral en una gran organización

Este estudio analiza la efectividad de la formación en línea en una gran organización. Se ha probado la influencia de diferentes procesos de la formación, como las estrategias de aprendizaje, las reacciones, el apoyo a la transferencia y las barreras, en la transferencia del comportamiento y el desempeño laboral. Los participantes fueron 3,600 empleados de un banco público brasileño que participaron en una formación en línea en el trabajo. Seis meses después, sus supervisores evaluaron las influencias de la formación en el comportamiento laboral de sus subordinados. Los hallazgos indicaron que en la autoevaluación la transferencia del comportamiento se predijo mediante estrategias de aprendizaje de elaboración/aplicación práctica, reacciones a la formación, apoyo organizacional y de pares; las estrategias de control de la motivación, cognitivas/búsqueda de ayuda y elaboración/aplicación práctica, junto con las reacciones a la formación, se relacionaron significativamente con el desempeño laboral. En la heteroevaluación, el apoyo del supervisor contribuyó a explicar la transferencia del comportamiento y las estrategias cognitivas/búsqueda de ayuda explicaron el desempeño laboral. Se identificó el papel mediador de las reacciones a la formación y el apoyo a la transferencia mostró efectos moderadores marginales.This study analyzes the effectiveness of online training in a large organization. We tested the influence of different training processes, such as learning strategies, reactions, support of transfer, and barriers, on behavioral transfer and job performance. The participants were 3,600 employees of a Brazilian public bank after taking part in online training at work. Six months later, their supervisors evaluated the influences of the training on their subordinates’ work behaviors. Findings indicated that in self-evaluation behavioral transfer was predicted by elaboration/practical application learning strategies, trainees’ reactions to training, organizational, and peer support; motivation control, cognitive/help-seeking, and elaboration/practical application learning strategies, along with trainees’ reactions to training, were significantly related to job performance. In hetero-evaluation, supervisor support contributed to explaining behavioral transfer, and cognitive/help-seeking strategies explained job performance. The mediating role of reactions to training was identified, and support of transfer showed marginal moderating effects.Ministerio de Economía y Competitividad PSI2015-64894-

Learning strategies scale: adaptation to Portuguese and factor structure

Since learning strategies seem to be an important set of variables to explain the effectiveness of training and e-learning in organizations is here to stay, this paper aimed to analyze the factor structure and psychometric properties of a Learning Strategies Scale (LSS) and its relationship with the training transfer in an e-learning corporate context. A total of 3600 employees of a Brazilian bank participated in this study by responding to the LSS after taking part in an online course. We measured training transfer with self-evaluation and hetero-evaluation scales. Internal consistency, confirmatory factor analysis, and multiple regressions were conducted. A four-factor structure and an acceptable level of fit for the model were found. All types of learning strategies were related to training transfer in self-evaluation, and the cognitive and help-seeking strategies contributed to explain training transfer in hetero-evaluation. As a reliable and valid measure that predicts the effectiveness of training and job performance, participants should be advised about the learning strategies that produce better performance results at the workplace. Future research should use it in different contexts and samples, analyzing its relationships with other workplace variables.Coordenação de Aperfeiçoamento de Pessoal de Nível Superior” (CAPES/Brazil

Factor structure and psychometric properties of the Scale of Support for Training Transfer

O estudo objetivou analisar a estrutura fatorial e as propriedades psicométricas da Escala de Suporte à Transferência de Treinamento (ESTT) e sua relação com a efetividade do treinamento no trabalho. Um total de 1.540 funcionários de um banco estatal brasileiro participou do estudo respondendo à ESTT e à escala de impacto do treinamento no trabalho em amplitude depois de realizar um curso online. Foram realizadas análises de consistência interna, fatorial confirmatória e de regressões múltiplas. Uma estrutura com três fatores foi encontrada, bem como um alto nível de ajuste para os modelos. As medidas apresentam evidências de validade de construto e o suporte percebido pelos participantes esteve positivamente relacionado com a transferência de competências para o trabalho e desempenho geral.This study aimed to analyze the factor structure and psychometric properties of a Training Transfer Support Scale (STTS) and its relationship with the effectiveness of training at work. A total of 1,540 employees of a public Brazilian bank participated in this study by responding to the STTS and a measure of transfer of training after taking part in an online course. Reliability analysis, confirmatory factor analysis, and multiple regressions were conducted. A three-factor structure was found and a high level of fit for the models. Evidence of the construct validity of the measures was obtained, and the participants’ perception of support was positive related to the transfer of training to the workplace and overall performance.Ministerio de Economía y Competitividad PSI2015-64894-

Escala de reacción al curso en enseñanza virtual: adaptación y estructura factorial

This paper aims to adapt and analyze the factor structure and psychometric properties of the Reaction to Instructional Proceedings Scale in Distance Education (ERPI-EAD) and its relation with the effectiveness of training at work. In total, 3,600 employees from a Brazilian public bank participated in this study by answering the ERPI-EAD after taking part in an online course. We measured training transfer with a self-evaluation scale. Internal consistency, confirmatory factor analysis, and multiple regressions were conducted. A one-factor structure and a high level of fit for the model were found. The participants’ satisfaction with the course was related to the effectiveness of training. We suggest using the ERPI-EAD as a reliable and valid measure that predicts the effectiveness of training, can contribute to collect relevant information to improve instructional aspects and ensure better performance results in the workplace.El objetivo de este estudio fue adaptar y examinar la estructura factorial y las propiedades psicométricas de la Escala de Reacción al Curso en Enseñanza Virtual (ERC-EV) y su relación con la eficacia de la formación en el trabajo. Un total de 3.600 empleados de un Banco estatal brasileño participó en el estudio respondiendo a la ERC-EV después de haber participado en una teleformación. Se midió la transferencia de la formación con una escala de autoevaluación. Análisis de consistencia interna, factoriales confirmatorios y regresiones múltiples fueron realizados. Una estructura de un único factor y un alto nivel de ajuste para el modelo fueron encontrados. La satisfacción de los participantes con el curso estuvo relacionada con la eficacia de la formación. Se sugiere el uso de la ERC-EV como una medida fiable y válida, que predice la eficacia de la formación, puede ayudar a recoger información relevante para la mejora de los aspectos de la instrucción y asegurar mejores resultados de rendimiento en el trabajo

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

Negociar en un contexto de crisis económica

La investigación realizada sobre negociación en los últimos 50 años solo ha considerado como esquema de investigación la negociación en un contexto económico estable. En este trabajo se analiza la negociación en contextos cambiantes, con dos vertientes, en la primera se estudian los procesos psicológicos que afectan a la negociación en un contexto cambiante, bien de bonanza o bien de crisis económica, en la segunda se estudia la negociación colectiva, profundizando en el papel de los representantes sindicales en un contexto de crisis económica. La primera línea de investigación es eminentemente experimental, la segunda es aplicada y basada en estudios de campo mediante entrevistas y grupos de discusión.The research on negotiation in the last 50 years has only considered that negotiation occurs in a stable economic environment. This paper analyses negotiation in changing contexts with a focus on two aspects: first, examining the psychological processes affecting negotiation in a changing environment, whether one of prosperity or economic crisis; second, collective bargaining is studied, focusing on the role of union representatives in a context of economic crisis. The first line of research is highly experimental; the second is applied and based on field studies using interviews and focus groups.Comisión Europea VS/2010/0376Comisión Europea VS/2012/0416Ministerio de Ciencia PSI 2008/00503Ministerio de Ciencia PSI 2011/2925

La gestión de conflictos organizacionales por medios extrajudiciales

En este artículo los autores analizan diferentes aspectos de la solución de conflictos organizacionales a través de medios extrajudiciales. Así, comienzan destacando la importancia y el interés creciente de los medios de solución extrajudicial de conflictos a nivel europeo; a continuación se centran en la evolución desarrollada en España, presentando un modelo contrastado de mediación en el ámbito de las relaciones laborales: el Sistema Extrajudicial de Resolución de Conflictos Laborales de Andalucía (SERCLA). Los autores también destacan la importancia de las intervenciones de mediación, a veces informales, que se realizan dentro de las propias organizaciones, enfatizando la mediación como herramienta de carácter preventivo. Otros aspecto que se considera es la importancia de las estrategias empleadas en la mediación (estrategias reflexivas, substantivas y contextuales) y su efectividad. Por último, los autores plantean algunos de los beneficios derivados de la mediaciónThis article examines different aspects of organizational conflict management by non-judicial means. The authors begin emphasizing the crescent importance and interest of the non-judicial means of conflict resolution at a European level. Next, based on the evolution of the topic in Spain, they present a contrasted model of mediation in labor relation settings: The Extrajudicial System for Labour Conflict Resolution in Andalusia (SERCLA). The authors also point out the importance of mediation interventions, some times informal, which are made within the organizations, emphasizing mediation as a preventive tool. Another aspect considered in this article is the importance of the strategies used in mediation (contextual, substantive and reflexive strategies) and its efficiency. Finally, the authors comment on some benefits produced from mediatio

La mediación: una herramienta de gestión constructiva del conflicto en el lugar de trabajo

Mediation becomes relevant nowadays as a way to manage conflicts in the workplace in a nonjudicial way, preventing costly, extensive, and unsatisfying legal procedures. This study tries to systematize the more recent research about mediation, showing the main challenges, questions, and findings. Research suggests the importance of integrating the organizational and societal context in the study of mediation, the use of efficiency, equity, and voice objectives for evaluating mediation effectiveness, and taking into account a contingency approach in mediator strategies. There is an important gap between the large development of professional practice in mediation and the few systematic studies on this topic. This paper offers a model that considers current research and practice for mediation effectiveness. This model could be used to focus the orientation of scholars, practitioners, and governments in search of new developments in the design of mediation. Future research could explore specific combinations of these dimensions to analyze sectors, organizations, or cases of mediation.La mediación está adquiriendo relevancia hoy en día como una forma extrajudicial de gestionar los conflictos, evitando procedimientos legales costosos, largos e insatisfactorios. Este estudio trata de sistematizar la investigación más reciente sobre la mediación, mostrando los principales retos, cuestiones y conclusiones. La investigación sugiere la importancia de integrar el contexto organizativo y social en el estudio de la mediación, el uso de objetivos de eficiencia, equidad y voz para evaluar la eficacia de la mediación y tener en cuenta un enfoque contingente en las estrategias de las personas mediadoras. Existe una importante brecha entre el gran desarrollo de la práctica profesional de la mediación y la escasez de estudios sistemáticos sobre este tema. Este artículo ofrece un modelo que tiene en cuenta tanto la investigación como el ejercicio práctico para entender cómo se producen las mediaciones eficaces. Este modelo podría utilizarse para orientar a la academia, el ejercicio profesional y a los gobiernos en la búsqueda de nuevos desarrollos en el diseño de la mediación. Las investigaciones futuras podrían explorar combinaciones específicas de estas dimensiones para analizar sectores, organizaciones o casos de mediación