Proprietŕ psicometriche della scala di orientamento positivo nel contesto lavorativo

RISORSA UOMO ◽  
2009 ◽  
pp. 323-336
Author(s):  
Guido Alessandri ◽  
Ramona Di Domenicantonio ◽  
Sherilyn Boccianti
Keyword(s):  
Organizational Citizenship ◽  
Well Being ◽  
Self Report ◽  
Organizational Setting ◽  
Citizenship Behaviors ◽  
Positive Orientation ◽  
Optimal Functioning ◽  
Orientation Scale ◽  
Order Factor ◽  
Report Measure

- The aim of the study is to investigate the psychometric properties of the positive orientation scale, in an organizational setting. This study involves 360 individuals working for a national organization. Results from confirmative factor analysis demonstrated the structural stability of the scale, composed by three first order factors (orientation toward self, the others and the future) and one second-order factor (positive orientation). Criterion validity was further corroborated with regard to self-report measure (such as perceived work self-efficacy and job satisfaction) as well as with regard to other evaluated (colleagues) organizational citizenship behaviors.Keywords: positive orientation, organizational citizenship behaviours, optimal functioning, well-being.Parole chiave: orientamento positivo, comportamenti di cittadinanza organizzativa, funzionamento ottimale, benessere.

The Unique Contribution of Positive Orientation to Optimal Functioning

2012 ◽  
Vol 17 (1) ◽  
pp. 44-54 ◽  
Author(s):  
Guido Alessandri ◽  
Gian Vittorio Caprara ◽  
John Tisak
Keyword(s):  
Psychological Functioning ◽  
Well Being ◽  
Unique Contribution ◽  
Critical Component ◽  
Positive Orientation ◽  
Cross Sectional ◽  
Common Mode ◽  
Optimal Functioning

Literature documents that the judgments people hold about themselves, their life, and their future are important ingredients of their psychological functioning and well-being, and are commonly related to each other. In this paper, results from a large cross-sectional sample (N = 1,331, 48% males) are presented attesting to the hypothesis that evaluations about oneself, one’s life, and one’s future rest on a common mode of viewing experiences named “Positive Orientation.” These results corroborate the utility of the new construct as a critical component of individuals’ well functioning.

Factor Structure and Measurement Invariance of the Obsessive-Compulsive Inventory – Child Version (OCI-CV) in General Population

2017 ◽  
Vol 33 (2) ◽  
pp. 97-103 ◽  
Author(s):  
Tíscar Rodríguez-Jiménez ◽  
Antonio Godoy ◽  
José A. Piqueras ◽  
Aurora Gavino ◽  
Agustín E. Martínez-González ◽  
...  
Keyword(s):  
General Population ◽  
Children And Adolescents ◽  
Factor Structure ◽  
Self Report ◽  
Obsessive Compulsive ◽  
Compulsive Disorder ◽  
Good Consistency ◽  
Order Factor ◽  
General Populations ◽  
Report Measure

Abstract. Evidence-based assessment is necessary as a first step for developing psychopathological studies and assessing the effectiveness of empirically validated treatments. There are several measures of obsessive-compulsive disorder (OCD) and/or symptomatology in children and adolescents, but all of them present some limitations. The Obsessive-Compulsive Inventory-Revised (OCI-R) by Foa and her colleagues has showed to be a good self-report measure to capture the dimensionality of OCD in adults and adolescents. The child version of the OCI (OCI-CV) was validated for clinical children and adolescents in 2010, showing excellent psychometric properties. The objective of this study was to examine the factor structure and invariance of the OCI-CV in the general population. Results showed a six-factor structure with one second-order factor, good consistency values, and invariance across region, age, and sex. The OCI-CV is an excellent inventory for assessing the dimensions of OCD symptomatology in general populations of children and adolescents. The invariance across sex and age warrants its utilization for research purposes.

scholarly journals The Longitudinal Link between Organizational Citizenship Behaviors and Three Different Models of Happiness

2021 ◽  
Vol 18 (12) ◽  
pp. 6387
Author(s):  
Wenceslao Unanue ◽  
Eduardo Barros ◽  
Marcos Gómez
Keyword(s):  
Organizational Citizenship ◽  
Longitudinal Design ◽  
Well Being ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Broad Perspective ◽  
Typical Sample ◽  
Eudaimonic Happiness ◽  
Over Time

A growing body of research conducted in general life settings has found positive associations between happiness and prosocial behavior. Unfortunately, equivalent studies in the workplace are lacking. Organizational citizenship behaviors (OCBs), the prosocial behaviors at work, have not been properly studied in relation to happiness, despite the positive consequences of both constructs for workers and companies. In response, our research aims to better understand this relationship from several angles. First, using a three-wave longitudinal design, we explored how OCBs and happiness are related to each other over time. Second, happiness was measured from a broad perspective, and three conceptualizations were adopted: the hedonic (e.g., positive affect and life satisfaction), the eudaimonic (e.g., relatedness and autonomy), and the flourishing (e.g., meaning and engagement) approaches. Thus, not only the prospective link between OCBs and happiness was tested, but it was also explored using the three models of happiness previously mentioned. Third, we conducted this longitudinal design in a less typical sample than previous research (i.e., Chile). We found results that supported our main hypotheses: (1) OCBs are prospective positive predictors of hedonic happiness, eudaimonic happiness, and flourishing; (2) the three models of happiness also prospectively predict OCBs. Our findings suggest that OCBs foster a broad range of happiness facets, which in turn fosters back the emergence of more OCBs, leading to a virtuous circle of prosociality and well-being in the workplace. This positive spiral benefits not only workers’ quality of life, but also organizations’ profitability and sustainability. Theoretical and applied implications for the field of Positive Organizational Psychology are discussed.

Understanding The Mediating Role of Quality of Work Life on the Relationship between Emotional Intelligence and Organizational Citizenship Behaviors

2016 ◽  
Vol 118 (1) ◽  
pp. 107-127 ◽  
Author(s):  
Lisbet Alfonso ◽  
Franck Zenasni ◽  
Sabina Hodzic ◽  
Pilar Ripoll
Keyword(s):  
Emotional Intelligence ◽  
Organizational Citizenship ◽  
Working Life ◽  
Organizational Citizenship Behaviors ◽  
Self Report ◽  
Citizenship Behaviors ◽  
Quality Of Working Life ◽  
Mediating Role ◽  
The Relationship

Organizational citizenship behaviors are not directly rewarded by organizations. However, they seem to contribute to excellent performance at work. The aim of this study is to test quality of working life’s (QoWL) mediating role in the relationship between emotional intelligence (EI) and organizational citizenship behaviors (OCB). 203 French adults working regularly in teams completed validated self-report measures corresponding to each construct. The collected data showed that in the studied sample, a high quality of working life was associated with Sportsmanship behaviors. However, mediation was not observed for the other OCB subscales: Altruism, Helping, or Civic virtues. These behaviors tend to occur in individuals with high emotional intelligence scores, unrelated to their quality of working life. Theoretical background, practical implications, and limitations of the study are discussed.

A Cross-National Self-Report Measure of Depressive Symptomatology

1993 ◽  
Vol 5 (2) ◽  
pp. 147-156 ◽  
Author(s):  
Margaret Gatz ◽  
Boo Johansson ◽  
Nancy Pedersen ◽  
Stig Berg ◽  
Chandra Reynolds
Keyword(s):  
Depressive Symptomatology ◽  
Depression Scale ◽  
Well Being ◽  
Epidemiological Studies ◽  
Psychomotor Retardation ◽  
Self Report ◽  
Symptoms Of Depression ◽  
Representative Samples ◽  
Report Measure ◽  
Cross National

The Center for Epidemiological Studies Depression scale (CES-D) was administered in Swedish to two representative samples, one aged 84 to 90 (mean = 87), the second aged 29 to 95 (mean = 61). There were both linear and quadratic differences with age: the oldest individuals were highest on depressive symptoms, but younger adults were higher than middle-aged. Dimensions or subscales identified by previous studies were generally replicated, including a sadness and depressed mood factor, a psychomotor retardation and loss of energy factor, and a well-being factor (on which items are reverse-scored to indicate depression). The findings support cross-national use of the CES-D to assess self-reported symptoms of depression in adults and older adults.

Personality Assessment Inventory: A Confirmatory Factor Analysis

1994 ◽  
Vol 79 (3_suppl) ◽  
pp. 1441-1442 ◽  
Author(s):  
Gregory J. Boyle ◽  
James Ward ◽  
Tania J. Lennon
Keyword(s):  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Personality Assessment ◽  
Personality Assessment Inventory ◽  
Higher Order ◽  
Self Report ◽  
Proposed Model ◽  
Confirmatory Factor ◽  
Order Factor ◽  
Report Measure

The Personality Assessment Inventory is a recently constructed multidimensional self-report measure of personality traits. Morey reported the results of a scale factoring, claiming that the instrument measures four separate higher-order dimensions; however, in an independent Australian study of the psychometric properties of the inventory, Boyle and Lennon found five higher-order dimensions, using factor analytic procedures intended to maximize simple structure. The present paper reports the results of a confirmatory factor analysis for the proposed model based on the Australian data. The results indicate that the model does not provide a satisfactory fit, raising questions about the higher-order factor structure.

Organizational efficacy, job satisfaction and well-being

2015 ◽  
Vol 34 (4) ◽  
pp. 374-394 ◽  
Author(s):  
Vincenza Capone ◽  
Giovanna Petrillo
Keyword(s):  
Job Satisfaction ◽  
Discriminant Validity ◽  
Health Workers ◽  
Well Being ◽  
Self Report ◽  
Research Approach ◽  
Organizational Setting ◽  
Internal Reliability ◽  
Content Type ◽  
Organizational Efficacy

Purpose – The purpose of this paper is to examine the structure, reliability, construct validity, and group invariance of the Italian version of the Bohn Organizational Efficacy Scale (OES), a self-report questionnaire for organizational efficacy assessment in the business context. Design/methodology/approach – The first study included Italian employees of a pasta factory (n=120) to test divergent, convergent, and discriminant validity of the OES with existing instruments. The second study combined three hospital (n=180 Italian health workers) to confirm the structure of the scale. Findings – Exploratory and confirmatory factor analyses confirmed the three-factor solution (collaboration, sense of mission and future, and sense of resilience), and that the structure of the scale was the same across employees of hospital and pasta factory. Results revealed a high internal reliability. The OES correlated positively with corresponding aspects of organizational functioning, well-being, and job satisfaction. The scale did not correlate with measures of general self-efficacy and personal empowerment. Levels of job satisfaction and well-being resulted higher among people with moderate/high organizational efficacy than among adults with low organizational efficacy. Research limitations/implications – Because of the chosen research approach could lead to common method variance issues: it will be important to determine the associations of OES with non-self-report assessments of the same construct. Practical implications – The OES can be applied optimally in the empirical study of factors influencing organizational setting and used in training aiming at strengthening employees’ collective skills. Originality/value – The OES is a valid instrument to measure organizational efficacy. Findings highlighted a strong relationship between collective efficacy, job satisfaction and well-being.

scholarly journals The Moderation of Perceived Comfort and Relations with Patients in the Relationship between Secure Workplace Attachment and Organizational Citizenship Behaviors in Elderly Facilities Staff

2022 ◽  
Vol 19 (2) ◽  
pp. 963
Author(s):  
Marcello Nonnis ◽  
Alessandro Lorenzo Mura ◽  
Fabrizio Scrima ◽  
Stefania Cuccu ◽  
Ferdinando Fornara
Keyword(s):  
Health Care ◽  
Attachment Style ◽  
Organizational Citizenship ◽  
Elderly Care ◽  
The Elderly ◽  
Organizational Citizenship Behaviors ◽  
Self Report ◽  
Citizenship Behaviors ◽  
Joint Consideration ◽  
The Relationship

This study focuses on caregivers who work in residential facilities (RFs) for the elderly, and specifically on their organizational citizenship behaviors (OCBs) in relation to their interaction respectively with the overall context (workplace attachment dimension), the spatial-physical environment (perceived environmental comfort), and the social environment (relationship with patients). A sample of health care workers (medical or health care specialists, nurses, and office employees, n = 129) compiled a self-report paper-pencil questionnaire, which included scales measuring the study variables. The research hypotheses included secure workplace attachment style as independent variable, OCBs as the dependent variable, and perceived comfort and relations with patients as moderators. Results showed that both secure workplace attachment and perceived comfort promote OCBs, but the latter counts especially as a compensation of an insecure workplace attachment. As expected, difficult relationships with patients hinder the relationship between secure workplace attachment style and OCBs. In sum, our study highlights the importance of the joint consideration of the psychological, social, and environmental dimensions for fostering positive behaviors in caregivers employed in elderly care settings.

Processes of Emotion Communication and Control

2012 ◽  
Vol 43 (4) ◽  
pp. 205-214 ◽  
Author(s):  
Michelle Crowe ◽  
Vaishali V. Raval ◽  
Shwetang S. Trivedi ◽  
Suchi S. Daga ◽  
Pratiksha H. Raval
Keyword(s):  
United States ◽  
Emotional Expression ◽  
Well Being ◽  
The United States ◽  
Self Report ◽  
Cultural Groups ◽  
Self And Other ◽  
Self Reports ◽  
And Control ◽  
Report Measure

Emotional expression and experience are dynamic processes that vary within and between individuals of different cultural groups ( Kitayama, Mesquita, & Karasawa, 2006 ). The present study sought to compare self-reports of processes related to emotion communication and control in India and the United States. A total of 268 participants (United States: n = 160 and India: n = 108) completed a self-report measure depicting hypothetical vignettes and a series of questions assessing likely emotions elicited, likelihood of expression, motives guiding expression and control, and method of expression. Results showed that US participants primarily reported more self-focused emotions (i.e., happiness) and self- and other-focused motives for expressing or controlling felt emotion, while Indian participants primarily reported emotions that focused on others’ well-being as well as other- and relationship-focused motives. US participants more commonly reported direct verbal communication of the emotion, while Indian participants more frequently reported implicit and contextual methods of communication.

Toward a More PERMA(nent) Conceptualization of Worker Well-Being?

2021 ◽  
Author(s):  
William P. Jimenez ◽  
Xiaoxiao Hu ◽  
Rebecca Garden ◽  
Xiaofei Xie
Keyword(s):  
Job Performance ◽  
Task Performance ◽  
Performance Measures ◽  
Organizational Citizenship ◽  
Positive Emotions ◽  
General Pattern ◽  
Well Being ◽  
The United States ◽  
Citizenship Behaviors ◽  
Weak Invariance

Abstract. We examined the factor structure of the recently developed worker well-being measure Workplace PERMA Profiler and relationships between PERMA dimensions (i.e., positive emotions, engagement, positive relationships, meaning, accomplishment) and job performance (viz., task performance, organizational citizenship behaviors benefiting individuals and the organization at large). The measure exhibited metric (i.e., weak) invariance across samples of participants from the United States ( N = 284) and China ( N = 420). Additionally, for participants who responded to both the Workplace PERMA Profiler and the performance measures, there was a general pattern of positive PERMA–performance relationships across both samples ( NUS = 147; NChina = 202). Overall, the Workplace PERMA Profiler may have problematic psychometric properties and item wordings and thus would benefit from further refinement.

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