1,720,984 research outputs found
Estudio del engagement académico: una muestra de estudiantes de psicología e ingeniería.
Full text linkEl engagement académico es la energía que conecta a la persona con su actividad académica. Este constructo ha suscitado gran interés en los últimos años debido a las relaciones que presenta con el rendimiento académico de los estudiantes. En vista del notable abandono de conductas académicas adecuadas como la asistencia a clase o la dedicación al estudio (Caballero, Abelló, & Palacios, 2007; Lumley & Provenzano, 2003), este estudio pretende estudiar si la inteligencia emocional (IE) y las estrategias de afrontamiento ante el estrés son buenos predictores del engagement académico. Para ello se observaron diferencias en 75 estudiantes universitarios que pertenecían a diferentes grados universitarios (42 psicología y 33 ingeniería) pasándoles una batería de distintos instrumentos. En los resultados, además de encontrar diferencias significativas entre estos grupos como que los estudiantes de psicología usan más algunas de las dimensiones de IE, o relacionar variables viendo la relación entre IE y rendimiento académico. Se hizo una regresión lineal donde se vio que el engagement académico es predicho por el uso de emociones y el bloqueo de afrontamiento en un 29%. Como conclusión destacar que es interesante que a pesar de no haber estudios conjuntos que estudien si el engagement académico puede ser predicho por la IE y las estrategias de afrontamiento este estudio demuestra que son variables importantes para predecir este fenómeno, por lo que se podría fomentar su uso en las universidades.963 K
El papel de la inteligencia emocional, la autoeficacia y el estilo de liderazgo recibido sobre la satisfacción laboral.
Full text linkEste trabajo nace del interés de profundizar en variables fundamentales para el Comportamiento Organizacional Positivo y la Psicología Positiva. Este enfoque pretende promover las actitudes positivas de los trabajadores, sus recursos y potencial. De esta forma se logra conseguir un buen desempeño del puesto, pero también una satisfacción y bienestar por parte del trabajador, lo cual repercute positivamente y de forma global en la organización. Por estos motivos, se procede a analizar las relaciones existentes entre constructos como la satisfacción laboral de los trabajadores, la inteligencia emocional, la autoeficacia y el estilo de liderazgo recibido por parte del superior. La muestra, consta de 100 empleados del sector comercio, el 50% de ellos dependientes y los 50% restantes responsables de tienda. Para medir los constructos mencionados y cumplir con los objetivos propuestos, se utilizan cuatro instrumentos: Authentic Leadership Questionnaire (Walumbwa, Avolio, Gardner, Wernsing, & Peterson, 2008), General Self-Efficacy Scale (Baessler & Schwarzer, 1996), Cuestionario de Satisfacción S10/12 (Meliá & Peiró, 1988) y Wong & Law Emotional Intelligence Scale (Wong & Law, 2002). Los resultados de los análisis de correlación, confirman relaciones entre autoeficacia e inteligencia emocional, satisfacción laboral y liderazgo auténtico y, por último, entre inteligencia emocional y satisfacción laboral. Por otro lado, el análisis de regresión lineal muestra que tanto la inteligencia emocional como el liderazgo auténtico, explican la satisfacción laboral de los trabajadores. Por tanto, los hallazgos del presente trabajo muestran que la satisfacción de los empleados depende tanto de su capacidad para identificar y regular las emocionales, como del estilo de liderazgo recibido. También se discuten las limitaciones de este trabajo y posibles líneas futuras de investigación.880 K
El papel de la inteligencia emocional sobre la calidad de vida en mayores institucionalizados
Full text link[ES] El presente trabajo de tesis doctoral se centra en el estudio de la contribución que la inteligencia emocional (IE) es capaz de realizar a la calidad de vida de las personas mayores institucionalizadas en residencias, colectivo cada vez más representativo en la sociedad y sobre el que no se han realizado estudios en el campo de la IE. Los tres artículos de investigación que forman parte de esta tesis, identifican una serie de variables individuales relacionadas con la habilidad de procesamiento emocional de los mayores con capacidad para incidir positivamente en la vida de éstos, más allá de variables sociodemográficas y de personalidad. Por vez primera, se obtiene evidencia, empleando tanto las extendidas medidas de autoinforme como las más recientes y objetivas medidas de ejecución o habilidad, de la capacidad predictiva que posee la IE sobre diversas variables de salud, bienestar y calidad de vida en mayores institucionalizados.[EN] This dissertation focuses on the study of the contribution that emotional intelligence (EI) is able to make to the quality of life of institutionalized older adults in long-term care facilities, an increasing representative group in society which have not been studied yet in the field of EI. The three articles that integrate this dissertation identified several individual variables related to older adults’ emotional processing ability that have the capacity to positively influence their lives, beyond sociodemographic and personality variables. For the first time, using both the prevalent self-report measures and the most recent and objective ability measures, evidence is obtained about the predictive power that EI has on various health, well-being and quality of life measures in institutionalized older adults.Tesis Univ. Jaén. Departamento de Psicología. Leída el 20 de enero de 201
Dataset_public_private_vigor_engagement_satisfaction
No full textBackground: Several studies have suggested that leaders showing high levels of authentic leadership increase workers’ overall job satisfaction, which is composed of different aspects with some distinctions among them. Furthermore, the implication of affective and motivational variables, such as vigor and engagement at work, respectively, have not been jointly considered for analysing the differences and similarities between public and private organizations. Thus, this study aims to analyze whether vigor at work and engagement at work play a mediating role between authentic leadership and different aspects of job satisfaction, considering both public and private organizations, to propose a trans-organizational model.
Method: In this cross-sectional and cross-sectoral study, 1029 workers in private (n = 619) and public (n = 410) organizations from Spain participated completing a questionnaire.
Results: Structural equation modelling was used to perform a multigroup mediation analysis (public versus private organizations) in which the invariance between groups was previously explored. The model showed a good fit to the data in which authentic leadership affected the dimensions of job satisfaction both directly and indirectly (through vigor at work and engagement). However, authentic leadership had a greater positive effect on vigor at work for private organizations; whereas work engagement was not significantly related to the job satisfaction dimension related to legal aspects for public organizations.
Conclusion: The vigor at work and work engagement were important variables to explain the authentic leadership-job satisfaction relationship in both private and public organizations. Nevertheless, the relationship between work engagement and the dimensions of job satisfaction was different for both organizations.This study was supported by the Spanish Ministry of Science and Innovation through the project PID2020-116521RB-I00, funded by CIN/AEI/10.13039/501100011033, and by a predoctoral fellowship (FPU18/00302)
Dataset_leadership_demands_resources_well_being
No full textThe job demands-resources theory considers an open group of personal and job demands and resources. Thus, it allows us to include personal resources not yet covered (i.e., vigor at work) or less explored (i.e., emotional abilities), as well as personal demands not yet explored (i.e., overcommitment). Additionally, from this theory, it is proposed that leaders may influence employee wellbeing. Therefore, of particular interest is to analyze positive leadership styles, such as authentic leadership (AL). This study addresses three research objectives: 1) to identify profiles of employees from a person-centered approach, combining personal resources (self-perception of emotional abilities, vigor at work and self-efficacy) and personal demands (overcommitment) with job resources and demands; 2) to analyze the relation of the identified profiles with indicators of work-related subjective well-being; and 3) to acknowledge whether the AL style determines the pertaining to a profile probability. A large heterogeneous sample of Spanish employees (N = 968) responded to a questionnaire. Data were analyzed by adopting a person-centered approach using latent profile analysis. The results revealed five patterns of job and individual characteristics: Profile 5 (very low personal resources, and low job resources and demands); Profile 4 (low resources and high demands); Profile 3 (mid-level personal resources, high job resources and low demands); Profile 2 (high personal resources, mid-level job resources and high demands); and Profile 1 (high resources and low demands). Analyses showed that workers differed significantly in well-being depending on their profile membership, with Profile 1 having the highest well-being. Profiles that yielded the worst outcomes were Profile 4 and Profile 5, especially the latter. Finally, the results indicated that AL increased the probability that a profile would show a high well-being level.This research was supported by the Spanish Ministry of Science and Innovation MCIN/ AEI /https:// doi.org/ 10. 13039/ 50110 00110 33; project number PID2020-116521RB-I00 and by a predoctoral fellowship (FPU18/00302)
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Dispelling the Myths Behind First-author Citation Counts
Full text linkWe conducted a full-scale evaluative citation analysis study of scholars in the XML research field to explore just how different from each other author rankings resulting from different citation counting methods actually are, and to demonstrate the capability of emerging data and tools on the Web in supporting more realistic citation counting methods. Our results contest some common arguments for the continued
use of first-author citation counts in the evaluation of scholars, such as high correlations between author rankings by first-author citation counts and other citation
counting methods, and high costs of using more realistic citation counting methods that are not well-supported by the ISI databases. It is argued that increasingly available digital full text research papers make it possible for citation analysis studies to go beyond what the ISI databases have directly supported and to employ more
sophisticated methods
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