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Dr. Amparo Caballer
Faculty of Psychology, University of Valencia, Valencia 46010, Spain

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0 Employment
0 Health
0 job insecurity
0 Human resources practices
0 Well-being and quality of life

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Journal article
Published: 17 March 2020 in Sustainability
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Knowledge workers are highly valued by organizations, but there is a lack of evidence about the role of work engagement in the satisfaction and performance of these workers. Harmonization and Person–Job Fit theory state that workers who have similar characteristics to those present in the context (i.e., give similar importance to the characteristics present in the context) perform better. The aim of this paper is twofold: to test the congruence effect between five knowledge characteristics and their rated influence on job satisfaction and job performance; and test the mediational role of work engagement between the knowledge characteristics’ fit and job performance. Using a time-lagged design, 531 Colombian employees from 20 economic sectors answered questionnaires about work engagement (i.e., UWES-9), knowledge characteristics (i.e., WDQ), importance given to knowledge characteristics, job satisfaction, and job performance. Using polynomial regression, surface response methodology, and ordinary least squares path analyses, we found a congruence effect of the relationship between knowledge characteristics and their levels of importance on job performance in four out of five comparisons (i.e., job complexity, information processing, problem solving, and specialization). In addition, we found that knowledge characteristics’ fit indirectly influenced job satisfaction and performance through its effect on work engagement.

ACS Style

Jaime Andrés Bayona; Amparo Caballer; José María Peiró. The Relationship between Knowledge Characteristics’ Fit and Job Satisfaction and Job Performance: The Mediating Role of Work Engagement. Sustainability 2020, 12, 2336 .

AMA Style

Jaime Andrés Bayona, Amparo Caballer, José María Peiró. The Relationship between Knowledge Characteristics’ Fit and Job Satisfaction and Job Performance: The Mediating Role of Work Engagement. Sustainability. 2020; 12 (6):2336.

Chicago/Turabian Style

Jaime Andrés Bayona; Amparo Caballer; José María Peiró. 2020. "The Relationship between Knowledge Characteristics’ Fit and Job Satisfaction and Job Performance: The Mediating Role of Work Engagement." Sustainability 12, no. 6: 2336.

Journal article
Published: 19 November 2018 in The Spanish Journal of Psychology
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Applications of job crafting are widespread in the professional practice. In an attempt to measure this phenomenon, Tims, Bakker and Derks (2012) developed a Job Crafting Scale based on the Job Demand-Resources model (JD-R) and validated it in a Dutch sample. However, its application to other cultural contexts presented some difficulties. The present work aimed to validate a shorter version of scale by Tims et al. (2012) in a Spanish sample (n = 1,647). The data were randomly split in two independent subsamples (Sample 1: Explorative; Sample 2: Confirmative). The exploratory factor analysis showed a three-factor structure. Through a confirmatory factor analysis, the four-dimensionality structure of the original scale was replicated. In fact, the four-factor solution presented better goodness of fit indices than the alternative one-factor model, χ2(48) = 192.70, p < .01; AGFI = .94; NNFI = .93; RMR = .05; RMSEA = .06. Alpha reliabilities were acceptable for increasing structural job resources (α = .75), decreasing hindering job demands (α = .64), increasing social job resources (α = .78) and increasing challenging job demands (α = .77). Convergent validity was appropriate for three of the four dimensions, because each construct’s AVE were around .50 and each construct’s Composite Reliability were around .70. Decreasing hindering job demands presented more limited values (CR = .65; AVE = .40). In addition, the four job crafting dimensions presented significant correlations with job performance (range –.09 to .42) and personal growth (ranging from –.09 to .45). Finally, the squared correlations between factors were lower than the square root of AVE, which confirmed discriminant validity.

ACS Style

Beatriz Sora; Amparo Caballer; Esther García-Buades. Validation of a Short Form of Job Crafting Scale in a Spanish Sample. The Spanish Journal of Psychology 2018, 21, E51 .

AMA Style

Beatriz Sora, Amparo Caballer, Esther García-Buades. Validation of a Short Form of Job Crafting Scale in a Spanish Sample. The Spanish Journal of Psychology. 2018; 21 ():E51.

Chicago/Turabian Style

Beatriz Sora; Amparo Caballer; Esther García-Buades. 2018. "Validation of a Short Form of Job Crafting Scale in a Spanish Sample." The Spanish Journal of Psychology 21, no. : E51.

Research article
Published: 31 October 2018 in Economic and Industrial Democracy
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A large amount of research has focused on job insecurity, but without obtaining consistent results. Some authors have pointed that this variability might be due to the operationalization of job insecurity. Different types of job insecurity can provoke different employee reactions. The aim of this study is to analyse the effect of job insecurity, understood as temporary employment (objective job insecurity) and personal perception (subjective job insecurity), on affective well-being. In addition, the moderator roles of job self-efficacy and collective efficacy are examined in the relationship between job insecurity and employees’ affective well-being. This study was carried out with 1435 employees from 138 Spanish and Austrian organizations. The results showed a different effect of job insecurity depending on its conceptualization. Only subjective job insecurity was negatively related to affective well-being. Moreover, both self- and collective efficacy moderated the subjective job insecurity–outcomes relation, ameliorating employees’ well-being levels when they perceived job insecurity.

ACS Style

Beatriz Sora; Thomas Höge; Amparo Caballer; Jose M. Peiro. Employment contract, job insecurity and employees’ affective well-being: The role of self- and collective efficacy. Economic and Industrial Democracy 2018, 40, 193 -214.

AMA Style

Beatriz Sora, Thomas Höge, Amparo Caballer, Jose M. Peiro. Employment contract, job insecurity and employees’ affective well-being: The role of self- and collective efficacy. Economic and Industrial Democracy. 2018; 40 (2):193-214.

Chicago/Turabian Style

Beatriz Sora; Thomas Höge; Amparo Caballer; Jose M. Peiro. 2018. "Employment contract, job insecurity and employees’ affective well-being: The role of self- and collective efficacy." Economic and Industrial Democracy 40, no. 2: 193-214.

Journal article
Published: 23 February 2012 in Applied Psychology
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The large majority of studies on job insecurity have focused upon the individual level. Recent research has also paid some attention to job insecurity at the level of the organisation, referred to as job insecurity climate. This research has shown negative relationships between job insecurity climate and employees' individual job attitudes. Nevertheless, in these studies no attention has been paid to organisational climate strength, in spite of the recommendations formulated in the literature on this topic. In response, this study aims to account for climate strength in the relationship between job insecurity and job attitudes. We hypothesise that climate strength is related to job satisfaction, organisational commitment, work involvement, and organisational trust. Moreover, we hypothesise that the relationship between job insecurity climate and these outcomes may be stronger when there is a strong agreement among employees concerning their job insecurity perceptions compared to when there is a weak agreement (strong versus weak climate strength). Results based on a Spanish sample of 428 employees from 20 organisations largely supported our hypotheses except in the case of work involvement: climate strength was negatively related to job attitudes, and the relationship between job insecurity climate and individual job attitudes was moderated by climate strength.

ACS Style

Beatriz Sora; Nele De Cuyper; Amparo Caballer; José M. Peiró; Hans De Witte. Outcomes of Job Insecurity Climate: The Role of Climate Strength. Applied Psychology 2012, 62, 382 -405.

AMA Style

Beatriz Sora, Nele De Cuyper, Amparo Caballer, José M. Peiró, Hans De Witte. Outcomes of Job Insecurity Climate: The Role of Climate Strength. Applied Psychology. 2012; 62 (3):382-405.

Chicago/Turabian Style

Beatriz Sora; Nele De Cuyper; Amparo Caballer; José M. Peiró; Hans De Witte. 2012. "Outcomes of Job Insecurity Climate: The Role of Climate Strength." Applied Psychology 62, no. 3: 382-405.

Journal article
Published: 01 December 2011 in Revue internationale du Travail
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ACS Style

Francisco J. Gracia; José Ramos; José María Peiró; Amparo Caballer; Beatriz Sora. Bien-être, attitudes et comportements au travail des travailleurs temporaires en Europe et en Israël. Revue internationale du Travail 2011, 150, 253 -275.

AMA Style

Francisco J. Gracia, José Ramos, José María Peiró, Amparo Caballer, Beatriz Sora. Bien-être, attitudes et comportements au travail des travailleurs temporaires en Europe et en Israël. Revue internationale du Travail. 2011; 150 (3-4):253-275.

Chicago/Turabian Style

Francisco J. Gracia; José Ramos; José María Peiró; Amparo Caballer; Beatriz Sora. 2011. "Bien-être, attitudes et comportements au travail des travailleurs temporaires en Europe et en Israël." Revue internationale du Travail 150, no. 3-4: 253-275.

Journal article
Published: 01 December 2011 in Revista Internacional del Trabajo
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ACS Style

Francisco J. Gracia; José Ramos; José María Peiró; Amparo Caballer; Beatriz Sora. Actitudes laborales y bienestar de los trabajadores temporales de Europa e Israel. Revista Internacional del Trabajo 2011, 130, 253 -275.

AMA Style

Francisco J. Gracia, José Ramos, José María Peiró, Amparo Caballer, Beatriz Sora. Actitudes laborales y bienestar de los trabajadores temporales de Europa e Israel. Revista Internacional del Trabajo. 2011; 130 (3-4):253-275.

Chicago/Turabian Style

Francisco J. Gracia; José Ramos; José María Peiró; Amparo Caballer; Beatriz Sora. 2011. "Actitudes laborales y bienestar de los trabajadores temporales de Europa e Israel." Revista Internacional del Trabajo 130, no. 3-4: 253-275.

Journal article
Published: 01 December 2011 in International Labour Review
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Applying an innovative typology based on preference for temporary employment and perceived employability, the authors empirically examine four types of temporary workers (and a group of permanent workers for comparison). In a sample of 1,300 employees from six countries, they find significant differences between the four types on a broad set of variables – including demographic and job characteristics, attitude and insecurity – but not in life satisfaction and well‐being. They conclude with an argument against the equation of temporary employment with low‐skilled workers unable to find a permanent job, stressing the valuable implications of more sensitive research for policy‐making on flexicurity.

ACS Style

Francisco J. Gracia; José Ramos; José María Peiró; Amparo Caballer; Beatriz Sora. Job attitudes, behaviours and well-being among different types of temporary workers in Europe and Israel. International Labour Review 2011, 150, 235 -254.

AMA Style

Francisco J. Gracia, José Ramos, José María Peiró, Amparo Caballer, Beatriz Sora. Job attitudes, behaviours and well-being among different types of temporary workers in Europe and Israel. International Labour Review. 2011; 150 (3-4):235-254.

Chicago/Turabian Style

Francisco J. Gracia; José Ramos; José María Peiró; Amparo Caballer; Beatriz Sora. 2011. "Job attitudes, behaviours and well-being among different types of temporary workers in Europe and Israel." International Labour Review 150, no. 3-4: 235-254.

Comparative study
Published: 01 November 2011 in The Spanish Journal of Psychology
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In recent decades, transformations in organizations and the labour market have produced an increase in employee job insecurity. In response to this situation, workers present different negative reactions. However, the intensity of these reactions varies across studies that have investigated the outcomes of job insecurity. One possible explanation for this inconsistency may lie in the influence of other factors, such as the occupational group (Sverke et al., 2002). The aim of this study is to provide additional evidence about the relationship between job insecurity and its outcomes (i.e., life satisfaction, job satisfaction, perceived performance and organizational commitment), and examine the moderator role of occupational group in this relationship. The sample was composed of 321 employees from different Spanish organizations. The results showed that job insecurity was directly and negatively related to life satisfaction, job satisfaction and organizational commitment, and they suggest that occupational group moderated relations between job insecurity and three studied outcomes. In the case of life satisfaction and perceived performance, this relationship was stronger among blue collar workers. The relationship between job insecurity and job satisfaction was stronger in white collar workers. The implications and limitations of this study are discussed.

ACS Style

Beatriz Sora Miana; M. Gloria González-Morales; Amparo Caballer; José M. Peiró. Consequences of job insecurity and the moderator role of occupational group. The Spanish Journal of Psychology 2011, 14, 820 -831.

AMA Style

Beatriz Sora Miana, M. Gloria González-Morales, Amparo Caballer, José M. Peiró. Consequences of job insecurity and the moderator role of occupational group. The Spanish Journal of Psychology. 2011; 14 (2):820-831.

Chicago/Turabian Style

Beatriz Sora Miana; M. Gloria González-Morales; Amparo Caballer; José M. Peiró. 2011. "Consequences of job insecurity and the moderator role of occupational group." The Spanish Journal of Psychology 14, no. 2: 820-831.

Book chapter
Published: 22 July 2010 in Employment Contracts, Psychological Contracts, and Employee Well-Being
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One of the distinctive features of this study is the opportunity to compare the responses of employers and employees. The aim of this chapter is to determine the level of agreement about the content and fulfilment of the psychological contract. A second aim is to determine whether higher levels of agreement are associated with more positive outcomes. The results reveal relatively modest levels of agreement about promises made, agreement being somewhat higher with respect to permanent rather than temporary workers. With respect to fulfilment of promises, there is a fair degree of reciprocity with both parties tending to report moderate fulfilment. Higher levels of agreement about promises made and fulfilled are not strongly associated with more positive outcomes; rather it is the measure of fairness that is more important in determining outcomes. This raises questions about the role of mutuality in the exchange at the heart of the psychological contract.

ACS Style

Kerstin Isaksson; Francisco J. Gracia; Amparo Caballer; José Maria Peiró; David E. Guest; Hans De Witte. Mutuality and Reciprocity in the Psychological Contracts of Temporary and Permanent Workers. Employment Contracts, Psychological Contracts, and Employee Well-Being 2010, 161 -183.

AMA Style

Kerstin Isaksson, Francisco J. Gracia, Amparo Caballer, José Maria Peiró, David E. Guest, Hans De Witte. Mutuality and Reciprocity in the Psychological Contracts of Temporary and Permanent Workers. Employment Contracts, Psychological Contracts, and Employee Well-Being. 2010; ():161-183.

Chicago/Turabian Style

Kerstin Isaksson; Francisco J. Gracia; Amparo Caballer; José Maria Peiró; David E. Guest; Hans De Witte. 2010. "Mutuality and Reciprocity in the Psychological Contracts of Temporary and Permanent Workers." Employment Contracts, Psychological Contracts, and Employee Well-Being , no. : 161-183.

Book chapter
Published: 22 July 2010 in Employment Contracts, Psychological Contracts, and Employee Well-Being
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The psychological contract, as reported by both employers and employees, provides the main focus of this chapter. It starts by reviewing some of the main conceptual and operational issues in exploring the psychological contract. Analysis reveals that both employers and employees agree that permanent workers have a broader content of the psychological contract than temporary workers. Initial comparison also suggests that there is some imbalance of the psychological contracts of temporary works who promise more than they get in return while employers admit that they do not always fulfil their promises and obligations, particularly to temporary workers.

ACS Style

René Schalk; Jeroen De Jong; Thomas Rigotti; Gisela Mohr; Jose M. Peiro; Amparo Caballer. The Psychological Contracts of Temporary and Permanent Workers. Employment Contracts, Psychological Contracts, and Employee Well-Being 2010, 89 -120.

AMA Style

René Schalk, Jeroen De Jong, Thomas Rigotti, Gisela Mohr, Jose M. Peiro, Amparo Caballer. The Psychological Contracts of Temporary and Permanent Workers. Employment Contracts, Psychological Contracts, and Employee Well-Being. 2010; ():89-120.

Chicago/Turabian Style

René Schalk; Jeroen De Jong; Thomas Rigotti; Gisela Mohr; Jose M. Peiro; Amparo Caballer. 2010. "The Psychological Contracts of Temporary and Permanent Workers." Employment Contracts, Psychological Contracts, and Employee Well-Being , no. : 89-120.

Book chapter
Published: 22 July 2010 in Employment Contracts, Psychological Contracts, and Employee Well-Being
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A key feature of the research is the inclusion of employers' representatives from all organizations in the study. This chapter outlines their reported reasons for employing temporary workers and shows that it is primarily to provide flexibility when covering absences or peaks in demand. It compares their treatment of permanent and temporary workers and reveals a more limited and more transactional relationship with temporary workers. And it describes their assessment of the performance of both categories of worker, finding that employers report slightly higher levels of satisfaction with the performance of temporary workers. However policy and practice associated with the employment of temporary workers is, for the most part, not strongly related to employers' accounts of the performance of permanent and temporary workers.

ACS Style

Kerstin Isaksson; José María Peiró; Claudia Bernhard‐Oettel; Amparo Caballer; Francisco J. Gracia; José Ramos; David E. Guest; Hans De Witte. Flexible Employment and Temporary Contracts: The Employer's Perspective. Employment Contracts, Psychological Contracts, and Employee Well-Being 2010, 45 -64.

AMA Style

Kerstin Isaksson, José María Peiró, Claudia Bernhard‐Oettel, Amparo Caballer, Francisco J. Gracia, José Ramos, David E. Guest, Hans De Witte. Flexible Employment and Temporary Contracts: The Employer's Perspective. Employment Contracts, Psychological Contracts, and Employee Well-Being. 2010; ():45-64.

Chicago/Turabian Style

Kerstin Isaksson; José María Peiró; Claudia Bernhard‐Oettel; Amparo Caballer; Francisco J. Gracia; José Ramos; David E. Guest; Hans De Witte. 2010. "Flexible Employment and Temporary Contracts: The Employer's Perspective." Employment Contracts, Psychological Contracts, and Employee Well-Being , no. : 45-64.

Journal article
Published: 29 June 2010 in Revue internationale du Travail
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La mondialisation et l'intensification de la concurrence internationale ont provoqué l'apparition de formes d'emploi flexibles et une précarisation de l'emploi. Le sentiment d'insécurité chez les salariés produit des effets sur leurs attitudes et leurs intentions que les auteurs se proposent d'examiner. Après un tour d'horizon des travaux de recherche sur la théorie du stress et la relation existant entre insécurité de l'emploi et ses conséquences, ils testent, sur un échantillon de 942 salariés d'Espagne, deux hypothèses. La première est que l'insécurité de l'emploi présente, d'une part, une corrélation négative avec la satisfaction au travail et l'engagement envers l'organisation et, d'autre part, une corrélation positive avec l'intention de quitter l'organisation; et la seconde, qu'il existe une interaction entre l'insécurité de l'emploi, le besoin économique et l'employabilité qui influe sur la prédiction de ces résultats.

ACS Style

Beatriz Sora; Amparo Caballer; José María Peiró. L'insécurité de l'emploi et ses conséquences pour les salariés: l'effet modérateur de la dépendance envers l'emploi. Revue internationale du Travail 2010, 149, 65 -80.

AMA Style

Beatriz Sora, Amparo Caballer, José María Peiró. L'insécurité de l'emploi et ses conséquences pour les salariés: l'effet modérateur de la dépendance envers l'emploi. Revue internationale du Travail. 2010; 149 (1):65-80.

Chicago/Turabian Style

Beatriz Sora; Amparo Caballer; José María Peiró. 2010. "L'insécurité de l'emploi et ses conséquences pour les salariés: l'effet modérateur de la dépendance envers l'emploi." Revue internationale du Travail 149, no. 1: 65-80.

Journal article
Published: 01 March 2010 in Revista Internacional del Trabajo
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ACS Style

Beatriz Sora; Amparo Caballer; José María Peiró. Los efectos de la inestabilidad laboral en el trabajador y la dependencia del empleo. Revista Internacional del Trabajo 2010, 129, 65 -80.

AMA Style

Beatriz Sora, Amparo Caballer, José María Peiró. Los efectos de la inestabilidad laboral en el trabajador y la dependencia del empleo. Revista Internacional del Trabajo. 2010; 129 (1):65-80.

Chicago/Turabian Style

Beatriz Sora; Amparo Caballer; José María Peiró. 2010. "Los efectos de la inestabilidad laboral en el trabajador y la dependencia del empleo." Revista Internacional del Trabajo 129, no. 1: 65-80.

Journal article
Published: 01 March 2010 in International Labour Review
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ACS Style

Beatriz Sora; Amparo Caballer; José María Peiró. The consequences of job insecurity for employees: The moderator role of job dependence. International Labour Review 2010, 149, 59 -72.

AMA Style

Beatriz Sora, Amparo Caballer, José María Peiró. The consequences of job insecurity for employees: The moderator role of job dependence. International Labour Review. 2010; 149 (1):59-72.

Chicago/Turabian Style

Beatriz Sora; Amparo Caballer; José María Peiró. 2010. "The consequences of job insecurity for employees: The moderator role of job dependence." International Labour Review 149, no. 1: 59-72.