Publicacions Màrqueting

• Proactive personality and early employment outcomes: The mediating role of career planning and the moderator role of core self-evaluations

  

  Valls, V., González-Romá, V., Hernández, A. & Rocabert, E. (2020) Proactive personality and early employment outcomes: The mediating role of career planning and the moderator role of core self-evaluations. Journal of Vocational Behavior, Volume 119.

  (2020).Article

  This study examines the relationship between university graduates' proactive personality and two early employment outcomes (i.e., employment status and perceived overqualification). Specifically, we propose two moderated mediation models, one for each employment outcome, with career planning as a mediator and core self-evaluations as a moderator in the proactive personality-employment outcomes link. The study sample consisted of 315 graduates, and a time-lagged design with two data-collection points was implemented. When the outcome was employment status, contrary to our expectations, the indirect effect of proactive personality via career planning was not moderated by core...

  This study examines the relationship between university graduates' proactive personality and two early employment outcomes (i.e., employment status and perceived overqualification). Specifically, we propose two moderated mediation models, one for each employment outcome, with career planning as a mediator and core self-evaluations as a moderator in the proactive personality-employment outcomes link. The study sample consisted of 315 graduates, and a time-lagged design with two data-collection points was implemented. When the outcome was employment status, contrary to our expectations, the indirect effect of proactive personality via career planning was not moderated by core self-evaluations. However, when the outcome was perceived overqualification, the results showed that core self-evaluations moderated the negative indirect effect of proactive personality on perceived overqualification via career planning. Specifically, the relationship was stronger when core self-evaluations were low than when they were high, reinforcing concerns in the literature about the costs of high core self-evaluations. We discuss implications for theory and research on proactive career self-management.

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• The non‐linear influence of the frequency of interactions between team managers and team members on positive team mood: a moderated model

  

  Hernández, A., González-Romá, V. & Oltra (2020). The non‐linear influence of the frequency of interactions between team managers and team members on positive team mood: a moderated model. Journal of Organizational and Occupational Psychology.

  (2020).Article

  Based on contradictory arguments about whether the frequency of the interactions between team managers and the teams they manage is positive or negative for teams, we hypothesize a curvilinear relationship. Focusing on positive team mood and based on the leadership literature and the conservation of resources theory, we hypothesize an inverted‐U‐shaped relationship. In addition, adding arguments from the substitutes for leadership theory, we propose that this curvilinear relationship is moderated by team potency and tenure. Hypotheses were tested using panel data collected in a sample of 55 work teams by means of hierarchical non‐lineal regression. Results show that, as expected, the...

  Based on contradictory arguments about whether the frequency of the interactions between team managers and the teams they manage is positive or negative for teams, we hypothesize a curvilinear relationship. Focusing on positive team mood and based on the leadership literature and the conservation of resources theory, we hypothesize an inverted‐U‐shaped relationship. In addition, adding arguments from the substitutes for leadership theory, we propose that this curvilinear relationship is moderated by team potency and tenure. Hypotheses were tested using panel data collected in a sample of 55 work teams by means of hierarchical non‐lineal regression. Results show that, as expected, the relationship between the frequency of the interactions and positive team mood was curvilinear and moderated by team potency and team tenure. As expected, the curve became increasingly convex downward as team tenure increased. However, for team potency, the results were contrary to what was expected. The results have important implications for planning the frequency of managers’ interactions with their teams, and they indicate the importance of considering team tenure and potency as contextual moderators.

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• The cortisol awakening response and memory performance in older men and women.

  Almela, M., van der Meij, L., Hidalgo, V., Villada, C., Salvador, A.

  (2012).Informes

• Stress and memory performance in older men and women: the role of the Hypothalamus-Pituitary-Adrenal axis

  Almela, M.

  (2012).Tesi

  Directora de la tesis: Dra. Alicia Salvador Fernández-Montejo.

• Occupational Health Psychology.IAAP Handbook of Applied Psychology

  

  Peiró, J. M., Tetrick, L.

  (2011).Llibre
  832 pages
  April 2011, Wiley-Blackwell
  ISBN: 978-1-4051-9331-3

• 15th conference of the European Association of Work and Organizational (EAWOP). Maastricht, Holanda.

  Roe, R. A., Peiró, J. M., Depolo, M. D., Vartiainen, M.

  (2011).Conferència

• Psicología de las Organizaciones y del Trabajo: Chile, Brasil, España y Puerto Rico.

  

  Ahumada, L., Borges, J. E., Chévere, K., Martínez, M., Peiró; J. M., y Vásquez, A. C.

  (2011).Conferència

  XXXIII Congreso Interamericano de Psicología. Por la salud de los pueblos: Una psicología comprometida con la transformación social. Medellín, Colombia.

• Journal of Happiness Studies

  Silla, I., De Cuyper, N., Gracia, F. J., Peiró, J. M., & De Witte, H.

  (2008).Article

  Volume 10, Issue 6, pp 739-751.

  DOI: 10.1007/s10902-008-9119-0