Abstracts

10:00 Opening session of the Scientific Meeting
José Mª Peiró y Pilar González

Affiliation: University of Valencia, IDOCAL.

10:15 Invited Speaker Prof. Jairo Eduardo Borges
Andrade. «Learning at Workplace »

Affiliation: University of Brasilia, Brasil

10:45 Creativiy in virtual communities: Identifying key members. Sánchez, J. Peñarroja, V., Zornoza, A., Orengo, V.

Affiliation: University of Valencia, IDOCAL.

Creativity and innovation are key factors in current organizations that want to be competitive, while keeping in mind that organizations are becoming more global and flexibility is essential. In the last decade collaboration has taken important leaps regarding the use of technology, and virtual communities are a field that needs further exploration due to the increasing use of platforms to collaborate in this manner (Abuhamdieh, 2006; Chiu, 2006) and the generalization of virtual communities in the general life of citizens. Organizations can establish creative virtual communities, whose purpose is to come up with new and creative ideas (Schröder, & Hölzle, 2010) in a virtual setting. These communities allow access to talent and knowledge distributed around the world taking into account the power of diversity, these also allow direct communication of different types of stakeholders, and finally, a fast and efficient way to create, store and manage creative ideas which can be developed collaboratively by community members.
However, virtual communities pose several challenges for collaborators and managers to maintain participation creative, and require great efforts in design and implementations to achieve the goal of the community. In order to make the most of these virtual communities research has to look further into how these communities really work and attend to their particularities. For achieving this, it is necessary to use a perspective that allows the researcher to look directly into participation data, and specifically a perspective that helps to identify who are the key members in a virtual community and how they participate and interact with each other. For doing this, Social Network Analysis looks as a very good candidate that when paired with content analysis gives an in depth look at the matter at hand. This approach extends previous efforts in the literature by joining both methodologies.
The objective of this paper is to identify key members and study their influence on creativity in virtual communities.
Data was collected from two learning oriented virtual communities (N=54) that worked during three months.  The present study aims to explore the relevance of members as well as the importance of their contributions (ideas, comments) to creativity. We use Social Network Analysis and content analysis to measure participation and to identify the role played by key community members. Creativity was also analyzed with a content analysis of comments and posts occurred in the community.

Ir arriba

11:15 The effect of envy on harming : the moderating role oLMX and disttibutive (in) justice. González, P , Zurriaga, R., Otaleju, T.

Affiliation: University of Valencia, IDOCAL.

11:45 Break

15:00 Invited Speaker Prof. Franco Fraccaroli.«Resech advances in the psychological job desing for older workers »

Affiliation: University of Trento, Italy

16:00 The efficacy perceived by virtual managers in routine decisions based on different sources of guidance. Kenski, J.

Affiliation: University of Sao Paulo, Brazil

In order to act and be competitive in the current global scenario, companies have to rearrange themselves and find new ways to overcome the challenges imposed by competitors, new information technologies and stakeholders. One of these challenges concerns the way to conduct business remotely, especially on dealing with teams that are also away from the company’s office, working virtually and geographically diffuse. The leaders that act in this scenario, known as virtual leaders, have to face a great amount of events, as facts of their daily routine, that demand any sort of decision. The different aspects of the distance and the effects of a mediated communication among the organizational actors – as pairs, subordinates and superiors – impacts the way these work events are handled, and the sources of guidance chosen to conduct such events in order to make decisions. Previous research conducted with traditional leaders (Smith & Peterson, 2005; Smith, Peterson & Thomason, 2010) had shown that the predisposition to choose a source of guidance as the base of a decision is influenced by the national culture. So, the main objective of this research is to analyze the influence that national culture has on the perception of how well are the decisions made upon different sources of guidance, by virtual managers in different countries. The first part consists of a bibliographical research, in order to know the main events and sources of guidance presented in academic literature about virtual leaders and virtual teams. With these results, the second part of the research will be structured as a quantitative research, where a version of the questionnaire of Sources of Guidance will be adapted and applied for virtual leaders in different countries.

Ir arriba

16:30 Peer Justice in Service Organizations. Molina, A.; Moliner, C., Martínez-Tur, V.

Affiliation: University of Valencia, IDOCAL.

Recientes estudios han distinguido entre el clima de justicia que proviene del trato que brindan las figuras de autoridad presentes en las organizaciones (clima de justicia organizacional) del clima de justicia que proviene del trato que brindan los compañeros de trabajo (clima de justicia entre compañeros). Debido al carácter novedoso del clima de justicia entre compañeros, en este trabajo se plantean tres estudios que analizan la importancia de este clima para tres grupos de interés de la industria de servicios: los clientes de la organización (Estudio 1), la organización propiamente dicha (Estudio 2) y los empleados de la organización (Estudio 3). Además, un estudio final aborda la emergencia del clima de justicia entre compañeros (Estudio 4). Los resultados de los estudios 1, 2 y 3 indican que el clima de justicia representa un importante recurso para todos los grupos de interés analizados, aun cuando se controlan los efectos del clima de justicia organizacional. Asimismo, los resultados del Estudio 4 indican que la emergencia del clima de justicia entre compañeros es un proceso que depende del nivel de consenso que presentan los empleados respecto al trato justo proveniente de las figuras de autoridad (clima de justicia organizacional). En la discusión se presentan las contribuciones teóricas y prácticas.

Ir arriba

17:00 Coffe-Break

17:30 Social and task cohesion on team performance over time. The moderator role of team potency. Picazo, C., Zornoza, A., Gamero, N., Orengo V.,
Peiró, J. M.

Affiliation: University of Valencia, IDOCAL.

Working teams have had an important role throughout the history of Psychology of Organizations but its flexibility and versatility makes them particularly suitable for the organization and management in dynamic and uncertain organizational atmospheres, specially in periods of great change or socio-economic crisis. Recent team models have emphasized the group cohesion and potency as emerging states that influence team performance. The aim of this study is to analyze the influence of task cohesion and social cohesion on team performance over time, and the moderating role of potency in the relationship between cohesion (task and social) and performance when the team has worked together before.  The sample consists of 74 teams (340 participants). The unit of analysis was the team and we used a longitudinal design panel. The results showed a direct effect of task cohesion on team performance only when group starts to work and the moderating role of potency in the relationships between both dimensions of cohesion (task and social) and performance once the team has experience on working together. Specifically, the results obtained are different in function of cohesion dimension. Best results are obtained when task cohesion and potency are high and when social cohesion and potency are low. Finally, theoretical and practical implications of the results and future research are discussed.

Ir arriba

18:00 Invited Communication: Overview of some basic services and tools for research. Rodríguez, I

Affiliation: University of Valencia, IDOCAL.

Revisión de algunos servicios y herramientas útiles para la investigación. Se hace referencia tanto a algunos servicios básicos ofrecidos por la Universidad de Valencia  como a herramientas relacionadas con la búsqueda y gestión bibliográfica. Por último, se presenta alguna información relevante para la publicación de artículos.

Ir arriba

18:30 Relationship between conflict management strategies and inter-grup mutual trust. Gracia, E., Martínez-Tur, V., Moliner, C.

Affiliation: University of Valencia, IDOCAL.

 

Miércoles, 30 de Octubre de 2013

10:00 Invited Speaker Prof. Mirlene Siqueira. «Well-being at
work: measures and results in brazilian research»

Affiliation: Methodist University of São Paulo, Brasil.

Well-being, social support and organizational processes is a line of research of Methodist University of Sao Paulo, directed by prof. Mirlene Siqueira, from 2003. Its objective is to develop a conceptual proposal for welfare at work; develop and validate measures of well-being and social support; shown evidence of interactions between well-being and social support; propose and analyze conceptual models to identify the antecedents, correlates and consequent welfare and social support.

Ir arriba

10:30 Invited Communication: Do we apply exploratory factor analysis (EFA) properly? Old practices, new recommendations. I. Tomás, A. Hernández, A. Ferreres; S. Lloret.

Affiliation: University of Valencia, IDOCAL.

Exploratory factor analysis (EFA) is a popular statistical technique used in work, organizational and personnel psychology (WOP-P) research. Notwithstanding ease of analysis with standard statistical software, the appropriate use of factor analysis requires a series of thoughtful researcher judgments. The decisions made while conducting EFA, such as those concerning factor models, input matrices, estimation methods, retention criteria, rotation, among others, directly affect the results and interpretations of the analyses. In the current presentation, after briefly discussing the distinction between exploratory and confirmatory factor analyses (CFA), we provide a guideline for conducting EFA, including all the aforementioned analytical considerations. Specifically, we will pay attention to the distinct purposes of principal component analysis (PCA) and EFA, and show why PCA does not provide a valid substitute of factor analysis. In addition we will review the common practice of researchers, highlighting common errors in EFA use and reporting. Finally, we will present a number of recommendations for making sound decisions, considering the purpose of the analyses and the nature of the data, and for adequately reporting the EFA results.

Ir arriba

11:00 Invited Communication: Software applied to EFA: Do's, Don'ts, and How-To's. S., Lloret, A., Ferreres, A., Hernández; I. Tomás.

Affiliation: University of Valencia, IDOCAL.

Exploratory factor analysis (EFA) is a popular statistical technique used in work, organizational and personnel psychology (WOP-P) research. Notwithstanding ease of analysis with standard statistical software, the appropriate use of factor analysis requires a series of thoughtful researcher judgments. The decisions made while conducting EFA, such as those concerning factor models, input matrices, estimation methods, retention criteria, rotation, among others, directly affect the results and interpretations of the analyses. In the current presentation, after briefly discussing the distinction between exploratory and confirmatory factor analyses (CFA), we provide a guideline for conducting EFA, including all the aforementioned analytical considerations. Specifically, we will pay attention to the distinct purposes of principal component analysis (PCA) and EFA, and show why PCA does not provide a valid substitute of factor analysis. In addition we will review the common practice of researchers, highlighting common errors in EFA use and reporting. Finally, we will present a number of recommendations for making sound decisions, considering the purpose of the analyses and the nature of the data, and for adequately reporting the EFA results.

Ir arriba

11:30 Break

15:00 Invited Speaker Prof. Marco Depolo. «Bridge Employment
in Italy»

Affiliation: University of Bologna, Italy.

16:00 Which HR practices within the context of economic crisis
promote happiness and productivity among young workers?
Ayala, Y., Peiró, J. M.

Affiliation: University of Valencia, IDOCAL.

La tesis del trabajador feliz y productivo sostiene que, en igualdad de condiciones, los trabajadores “felices” tendrán mayor desempeño laboral en comparación con trabajadores “menos felices”. De especial interés ha sido el estudio sobre qué prácticas de RH promueven trabajadores felices y productivos, principalmente en trabajadores de mayor edad, dados los cambios en las edades de retiro y el envejecimiento de la fuerza laboral. Sin embargo, menos atención ha sido dirigida a los trabajadores más jóvenes, severamente golpeados por la crisis económica de los últimos años (p.e., con altas tasas de desempleo), sufriendo precarias prácticas y condiciones de trabajo (p.e., recibiendo un número ilimitado de contratos temporales), como resultado de las nuevas políticas gubernamentales dirigidas a superar la crisis económica. En condiciones “normales”, prácticas de recursos humanos como la capacitación, han sido identificadas como promotoras de trabajadores felices y productivos en trabajadores jóvenes. Los autores teorizan que, distintas combinaciones entre felicidad (p.e., satisfacción laboral), y desempeño laboral (p.e., innovación de contenido) están relacionadas diferencialmente con varias prácticas de RH. Utilizando datos de una muestra nacional de 2,000 Españoles con edades entre 16 y 30 años, será puesta a prueba la probabilidad de los trabajadores felices y productivos óptimos (aquellos con alta satisfacción laboral y alta innovación de contenido), considerando diferentes prácticas de RH (p.e., el tipo d contrato), y por medio de análisis estadísticos como en análisis multi-nomial y el discriminante.

Ir arriba

16:30 Insertion of the labor market and evaluation of the training of psychologists : the case of the gradurate school of psychology university of San Bueanventura, Cali (Colombia), Orejuelas, J., Delgado, J. A., Bermudez, R. E. R.,
Urrea, C. E.

Affiliation: University of Sao Paulo, Brazil

Describe the evaluation of your training and employment conditions of a sample of graduates psychology professionals actively involved Colombian labor market, currently affected by a significant set of transformations that allow characterizing it as fragmented, precarious, unstable and insecure in general. It addresses the problem of employment as a process affected by a series of macro and microeconomic factors that constitute barriers and facilitating factors , among which is located centrally received university education in general, and professional practice, in particular,  educational context entity interface and the productive sector. Method. This is a descriptive cross -quantitative nature, based on a self-selected sample of 90 subjects graduated from the Faculty of Psychology at the University of San Buenaventura, Cali, which are constituted as such in a particular case for diagnostic purposes, which can also be present as a case study for diagnostic. The instrument applied data collection via email was the questionnaire survey through which I investigate primarily by current labor conditions, employment conditions while facilitators and barriers to it, evaluation of training receipt and evaluation of the current labor situation. Results. The main results show that almost 50 % of the graduates took between 3 and 12 months to be inserted, which first salary received for the 56 % was only twice the minimum wage, the contacts -family, personal and professional- are for 53% of graduates the main form of access to the labor market and the main barrier was found for insertion age (18 %) associated with its understandable inexperience (45 %). As for the evaluation of the training found that 86 % considered very important practice for accessing your first job and consider it more useful to access the job offered by the university was the ability to work in teams (50 %) and the social meaning of their intervention (33 %), among others. Conclusions. The data obtained allowed us to understand that psychology professionals facing general difficulties insertion and any other professional group, taking on average more than six months to enter the labor a significant proportion of them and greatly appreciate the training being especially valued as highly strategic professional practice as a first work experience key for insertion. Unfortunately professionals face a highly competitive labor market insertion makes contingencial unsafe and the oversupply of graduates in psychology, and that face an inequitable labor market is becoming more demanding but offering less and less salary and resources to develop work increasing job insecurity.

Ir arriba

17:00 Invited Communication: An experimental study design in WOP-Pyshology. Zurriaga, R., González, P.

Affiliation: University of Valencia, IDOCAL.

17:30 Coffe-break

18:00 Invited Communication: The role of charismatic leadership homogeneity in work teams. González-Romá, V.; Hernández, A.; Le Blanc, P. (University of Eindhoven, Netherlands)

Affiliation: University of Valencia, IDOCAL.

Affiliation: University of Eindhoven, Netherlands

Ir arriba

18:30 Longitudinal effects of educational-job match on university graduates’ job quality. Yeves, J; González-Romá, V; Peiró, J.M.

Affiliation: University of Valencia, IDOCAL.

La investigación muestra que el ajuste entre estudios y trabajo en la entrada en el mercado laboral tienen consecuencias positivas para la carrera profesional. Teniendo en cuenta esto, el objetivo de este estudio es analizar los efectos en el tiempo de dos variables del ajuste entre estudios y trabajo (ajuste vertical y horizontal) en dos indicadores de calidad del empleo (salario y satisfacción en el trabajo). Basado en la Teoría del Mercado Dual (Doeringer y Piore, 1971) y en el Modelo de Ajuste Laboral (Jovanovic, 1979), se hipotetiza que los cambios a través del tiempo en ambos ajustes predigan los cambios en el salario y en la satisfacción laboral a través del tiempo.
Este objetivo se abordó mediante el uso de una muestra longitudinal de 301 titulados españoles. Los resultados obtenidos por medio de análisis de regresión jerárquica apoyan parcialmente la hipótesis. Mientras que el ajuste vertical se relaciona positivamente con el sueldo y la satisfacción laboral a través del tiempo, el ajuste horizontal no se relaciona ni con el sueldo y ni con la satisfacción laboral. Se discuten las implicaciones teóricas para la Teoría del Mercado Dual, el Modelo de Ajuste Laboral y la calidad del empleo. A su vez, también se discuten las implicaciones prácticas destacando el papel del ajuste vertical.

Ir arriba

19:00 The underemployment and relationships with work attitudes of young people and the moderating role of personal initiative in this relationship. García, L. ; Peiró, J. M., Rocabert, E.

Affiliation: University of Valencia, IDOCAL.

El subempleo se caracteriza por un desajuste o mismatch entre el individuo y el puesto de trabajo. La evidencia indica que la relación entre el subempleo y las actitudes laborales son negativas.  El presente estudio intenta aportar información adicional sobre los efectos de cinco tipos de Subempleo (Sobrecualificación, Sobre-educación, Subempleo de Contrato, Subempleo de Dedicación y Subempleo de Salario) sobre las actitudes laborales como lo son la Satisfacción Laboral en sus tres facetas (intrínseca, extrínseca y social), la Implicación en el trabajo y la Satisfacción de Vida.  Se analiza si la relación entre el subempleo y las Estrategias de Desarrollo de Carrera es positiva permitiendo mejorar la situación laboral.  Finalmente, otro objetivo de este estudio es conocer el papel de la Iniciativa Personal como modulador.   El presente estudio se ha realizado con una muestra de 1063 jóvenes españoles durante el 2005 y el 2008. Los resultados confirman parcialmente los objetivos,  La sobrecuailficación y el subempleo de contrato presentan relaciones negativas con la Satisfacción en sus tres facetas y la implicación. Contrario a la evidencia empírica, el subempleo de dedicación presenta relaciones positivas con la satisfacción extrínseca y social. En cuanto a las estrategias de desarrollo de carrera, los resultados son mixtos, la sobrecualificación y el subempleo de contrato presentan relaciones negativas mientras que el subempleo de dedicación y salario con relaciones positivas siendo lo esperado. En cuanto al papel modulador de la iniciativa, se encontraron algunas interacciones significativas.

Ir arriba

19:30 Work Characteristics and Positive Outcomes: the moderator role of age. Lorente, L, Tordera, N., Peiró, J. M.

Affiliation: University of Valencia, IDOCAL.

La naturaleza del trabajo y las características de los trabajadores  han cambiado como resultado de los recientes cambios políticos, sociales y económicos. Esta situación impulsa la necesidad de más investigaciones orientadas a entender la relación entre las características del trabajo actual con resultados positivos, así como los mecanismos mediante los cuales ocurre este proceso, atendiendo a las potenciales diferencias entre distintos grupos de edad. En respuesta, este estudio analiza cómo las características de las "nuevos trabajo " (es decir, la autonomía, la intensidad del trabajo y la organización del trabajo de alto rendimiento), afectan a la satisfacción laboral y su relación con el bienestar general, explorando si estas relaciones varían en función de la edad de los empleados. Los datos se obtuvieron a partir de la V Encuesta Europea de Condiciones  de Trabajo, cuya muestra está formada por 43.816 trabajadores europeos. Resultados de análisis de ecuaciones estructurales revelaron dos vías importantes de influencia de las características del trabajo en el bienestar general: significado del trabajo y satisfacción laboral. Además se encontraron algunas diferencias entre los grupos de edad (trabajadores menores de 55 años y mayores de dicha edad) que pueden tener repercusiones para el diseño del trabajo.