The Spanish journal of psychology
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Empathy has been identified as a relevant variable in order to predict burnout in healthcare professionals. In addition, assertiveness and self-esteem have been considered relevant variables to develop empathic capacity. In the other hand, misconceptions surrounding empathy constitute a risk factor for burnout. ⋯ Alpha coefficient for Character resulted .727 (5 items), for Confluence .764 (5 items) and for Feeling .822 (6 items). The SEM model's R 2 resulted .303, being EH (misconceptions) a risk factor (b* = .171), EPE (empathy process) a protection factor (b* = -.183). The model partially explains how misconceptions empathy process and self-esteem (b* = -.334) relate to burnout syndrome in healthcare professionals; what is more, it heralds a potential means to prevent it.
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This study investigates the job demands-resources (JD-R) model in relation to work motivation in a self-determination theory (SDT) perspective, with the purpose of developing a model where social-contextual factors are seen in relation to psychological needs in order to explain autonomous work motivation and, in turn, self-reported work performance and somatic symptom burden. SEM-analyses of cross-sectional survey data including 405 waiters/waitresses in Norway were conducted to evaluate the hypothesized model. Results indicate that different job resources have different relations to psychological need satisfaction, and that certain types of job demands (i.e., job challenges) actually may enhance satisfaction of specific psychological needs. ⋯ Furthermore, psychological needs for autonomy, competence, and relatedness positively related to autonomous work motivation and, in turn, positively to work performance and negatively to somatic symptom burden (p < .001). Indirect relations were also detected between the job characteristics and autonomous work motivation and between the basic needs and work performance (p < .05). Hence, when explaining autonomous work motivation and work outcomes, it is important to distinguish between different job demands and job resources, as well as among the three psychological needs.
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Since work organizations became the subject of scientific research, how to operationalize and measure dimensions of work design has been an issue, mainly due to concerns about internal consistency and factor structure. In response, Morgeson and Humphrey (2006) built the Work Design Questionnaire -WDQ-, an instrument that identifies and measures these dimensions in different work and organizational contexts. This paper presents the instruent's adaptation into Spanish using reliability and validity analysis and drawing on a sample of 1035 Spanish workers who hold various jobs in an array of occupational categories. ⋯ S. version as well as adaptations into other languages and contexts. CFA results indicated goodness of fit of factor configurations corresponding to each of the four major categories of work characteristics, with CFI and TLI around .90, as well as SRMR and RMSEA below .08. Thus it brings to the table a reliable, valid measure of work design with clear potential applications in research as well as professional practice, applications that could improve working conditions, boost productivity, and generate more personal and professional development opportunities for workers.
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Intense effort is directed toward searching for associations between genes and neuropsychological measures of executive functions. In contrast, the impact of genetic polymorphisms on self-rating of everyday executive functioning has not been investigated so far. This study was designed to test associations of self-reported executive functioning, measured with the Behavior Rating Inventory of Executive Function (BRIEF-A), with dopaminergic and serotoninergic genes in non-clinical population and to assess impact of neuropsychological and personality characteristics on these associations. ⋯ Correlations of the BRIEF-A measures with neuropsychological variables were weak, while those with personality characteristics were strong, with trait anxiety being the most powerful predictor of the BRIEF-A scores. However, the relationship between the 5-HTTLPR and BRIEF-A scores remained significant when trait anxiety was controlled for. The results suggest a potential role of the 5-HTTLPR in self-reported everyday task planning and monitoring.
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An estimated 1 in 4 elderly Americans need a surrogate to make decisions at least once in their lives. With an aging population, that number is almost certainly going to increase. This paper focuses on financial surrogate decision making. ⋯ Experiment 2 also suggested that those who were more numerate were less likely to be influenced by default settings than the less numerate, but only when the decision is whether to "opt in" (p = .05). These data highlight the importance of a recent debate about "nudging." Defaults are common methods to nudge people to make desirable choices while allowing the liberty to choose otherwise. Some of the ethics of using default settings to nudge surrogate decision makers are discussed.