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Isabel Rodríguez
Universidad de Valencia

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Journal article
Published: 31 July 2019 in Psychologica
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This paper analyzes the differential effects of autonomy, skill variety, work significance, feedback from the job, and information processing on intrinsic and extrinsic job satisfaction, and the moderating role of psychological capital (PsyCap) in these relationships. The influence of job characteristics on job satisfaction has been well established in previous research, but the distinction between intrinsic and extrinsic satisfaction has hardly been considered. Moreover, their effects also depend on workers’ characteristics. PsyCap is a set of resources (self-efficacy, optimism, hope, and resilience) that could strengthen the positive effects of job characteristics and provide protection from negative ones. Hierarchical regressions analyzed data from 1647 workers in Spanish organizations. Results showed positive relationships between autonomy and feedback from the job and the two satisfaction dimensions, whereas significance and information processing were negatively related to extrinsic satisfaction. Moreover, PsyCap strengthens the positive effect of information processing and autonomy on intrinsic satisfaction, and it weakens the negative effect of information processing on extrinsic satisfaction. However, it also increases the negative effect of significance on extrinsic satisfaction. Therefore, job enrichment would be beneficial for intrinsic satisfaction, especially for people with high PsyCap, but it could be negative for extrinsic satisfaction.

ACS Style

David Montesa García; Isabel Rodríguez Molina; Jorge Magdaleno Marco. The effect of job characteristics on intrinsic and extrinsic job satisfaction: the moderating role of psychological capital. Psychologica 2019, 62, 39 -56.

AMA Style

David Montesa García, Isabel Rodríguez Molina, Jorge Magdaleno Marco. The effect of job characteristics on intrinsic and extrinsic job satisfaction: the moderating role of psychological capital. Psychologica. 2019; 62 (1):39-56.

Chicago/Turabian Style

David Montesa García; Isabel Rodríguez Molina; Jorge Magdaleno Marco. 2019. "The effect of job characteristics on intrinsic and extrinsic job satisfaction: the moderating role of psychological capital." Psychologica 62, no. 1: 39-56.

Journal article
Published: 28 February 2019 in JOURNAL OF SOCIAL SCIENCE RESEARCH
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Psychological Capital (PsyCap) consists of hope, self-efficacy, resilience and optimism. It is usually assumed that individuals score similarly across these four components, however, there have been suggestions in the literature that in some cases, people can score high on some dimensions and low on others, and that it is necessary to explore the matter further (Dawkins, 2014). Hence, the main objective of this article is to explore if the relationship between the dimensions of PsyCap results in individual profiles; to see which sociodemographic characteristics they have, and how the profiles relate to job satisfaction and performance. The sample consists of 1752 employees from different companies in Spain. We used Latent Profile Analysis and the results revealed that a four-profile model is the best fit for our data, where Profile 1 was characterized by low self-efficacy and hope, and high resilience and optimism; Profile 2 by high self-efficacy and hope, and low resilience and optimism; Profile 3 by low self-efficacy and high hope, resilience and optimism; and Profile 4 by high scores on all PsyCap constructs. The majority of the sample was classified in Profile 4, showing support for the unitary structure of PsyCap. However, for some individuals scores differed across the four PsyCap dimensions. Furthermore, there were high-low and low-high configurations for hope and self-efficacy on the one hand, and resilience and optimism on the other. Lastly, our results emphasize the combination of hope and self-efficacy as important contributors to employee outcomes.

ACS Style

Nia Plamenova Djourova; Isabel Rodríguez; Laura Lorente-Prieto. Individual Profiles of Psychological Capital in a Spanish Sample. JOURNAL OF SOCIAL SCIENCE RESEARCH 2019, 14, 3029 -3047.

AMA Style

Nia Plamenova Djourova, Isabel Rodríguez, Laura Lorente-Prieto. Individual Profiles of Psychological Capital in a Spanish Sample. JOURNAL OF SOCIAL SCIENCE RESEARCH. 2019; 14 ():3029-3047.

Chicago/Turabian Style

Nia Plamenova Djourova; Isabel Rodríguez; Laura Lorente-Prieto. 2019. "Individual Profiles of Psychological Capital in a Spanish Sample." JOURNAL OF SOCIAL SCIENCE RESEARCH 14, no. : 3029-3047.

Journal article
Published: 06 February 2019 in International Journal of Environmental Research and Public Health
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According to the happy-productive worker thesis (HPWT), “happy” workers perform better than “less happy” ones. This study aimed to explore the different patterns of relationships between performance and wellbeing, synergistic (i.e., unhappy-unproductive and happy-productive) and antagonistic (i.e., happy-unproductive and unhappy-productive), taking into account different operationalizations of wellbeing (i.e., hedonic vs. eudaimonic) and performance (i.e., self-rated vs. supervisors’ ratings). It also explored different demographic variables as antecedents of these patterns. We applied two-step cluster analysis to the data of 1647 employees. The results indicate four different patterns—happy-productive, unhappy-unproductive, happy-unproductive, and unhappy-productive—when performance is self-assessed, and three when it is assessed by supervisors. On average, over half of the respondents are unhappy-productive or happy-unproductive. We used multidimensional logistic regression to explain cluster membership based on demographic covariates. This study addresses the limitations of the HPWT by including both the hedonic and eudaimonic aspects of wellbeing and considering different dimensions and sources of evaluation. The “antagonistic” patterns identify employees with profiles not explicitly considered by the HPWT.

ACS Style

José M. Peiró; Malgorzata W. Kozusznik; Isabel Rodríguez-Molina; Núria Tordera. The Happy-Productive Worker Model and Beyond: Patterns of Wellbeing and Performance at Work. International Journal of Environmental Research and Public Health 2019, 16, 479 .

AMA Style

José M. Peiró, Malgorzata W. Kozusznik, Isabel Rodríguez-Molina, Núria Tordera. The Happy-Productive Worker Model and Beyond: Patterns of Wellbeing and Performance at Work. International Journal of Environmental Research and Public Health. 2019; 16 (3):479.

Chicago/Turabian Style

José M. Peiró; Malgorzata W. Kozusznik; Isabel Rodríguez-Molina; Núria Tordera. 2019. "The Happy-Productive Worker Model and Beyond: Patterns of Wellbeing and Performance at Work." International Journal of Environmental Research and Public Health 16, no. 3: 479.

Journal article
Published: 01 February 2019 in European Management Journal
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This study aims to identify the association between changes in three types of problem-focused coping (individual, organizational co-active and collective) and the change in the appraisal of different facets of employees’ stress and the organizational stress climate. These relationships are tested by means of Bayesian Multilevel Structural Equation Modeling and a two-wave panel design. The sample is composed of 525 teachers in 100 schools. Stress experiences and coping behaviors are assessed during the first and third terms of the academic year. The results show that an increase in the use of individual problem-focused coping has little to no effect on the decrease in individual stress appraisal, whereas the increase in co-active problem-focused coping was associated with two out of nine types of stress climate. By contrast, the increase in collective problem-focused coping is associated with a decrease in the majority of the facets of organizational stress climate and also in those individually appraised. The results suggest that collective problem-focused coping is a more effective coping strategy in reducing employees’ stress appraisal and organizational stress climate than individual or co-active problem-focused coping. Collective problem-focused coping deserves more attention in order to further advance research and professional interventions on employees’ stress.

ACS Style

Isabel Rodriguez; Malgorzata Kozusznik; José María Peiró; Núria Tordera. Individual, co-active and collective coping and organizational stress: A longitudinal study. European Management Journal 2019, 37, 86 -98.

AMA Style

Isabel Rodriguez, Malgorzata Kozusznik, José María Peiró, Núria Tordera. Individual, co-active and collective coping and organizational stress: A longitudinal study. European Management Journal. 2019; 37 (1):86-98.

Chicago/Turabian Style

Isabel Rodriguez; Malgorzata Kozusznik; José María Peiró; Núria Tordera. 2019. "Individual, co-active and collective coping and organizational stress: A longitudinal study." European Management Journal 37, no. 1: 86-98.

Journal article
Published: 26 October 2018 in Sustainability
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The aim of this study is to validate the Italian version of the Valencia Eustress-Distress Appraisal Scale (VEDAS). Two hundred and thirty-two Italian workers were involved in the study. Dimensionality, reliability, and concurrent validity were analyzed. Confirmatory factor analysis supported a four-dimensional structure. In addition, the Italian version of the scale showed good internal consistency and validity. The results indicate that the Italian version of the VEDAS is a valid instrument for measuring eustress and distress appraisal in the Italian context.

ACS Style

Annamaria Di Fabio; José María Peiró; Isabel Rodríguez; Malgorzata Wanda Kozusznik. The Valencia Eustress-Distress Appraisal Scale (VEDAS): Validation of the Italian Version. Sustainability 2018, 10, 3903 .

AMA Style

Annamaria Di Fabio, José María Peiró, Isabel Rodríguez, Malgorzata Wanda Kozusznik. The Valencia Eustress-Distress Appraisal Scale (VEDAS): Validation of the Italian Version. Sustainability. 2018; 10 (11):3903.

Chicago/Turabian Style

Annamaria Di Fabio; José María Peiró; Isabel Rodríguez; Malgorzata Wanda Kozusznik. 2018. "The Valencia Eustress-Distress Appraisal Scale (VEDAS): Validation of the Italian Version." Sustainability 10, no. 11: 3903.

Journal article
Published: 01 January 2018 in Revista Interamericana de Psicología Ocupacional
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Background: Previous studies have found some limitations and inconsistencies in the functioning of the short Psychological Capital Questionnaire (PCQ12), suggesting the need to improve it. The objective of the current study is to validate a modified version of the PCQ12 in Spain. Method: The sample consists of 792 employees from 42 Spanish organizations. A cross-validation was carried out to test the factorial validity of the modified scale. Reliability and convergent, discriminant, and criterion validity were also tested. Results: The modified PCQ12 showed good psychometric qualities. A four-factor structure showed a better fit to the data than the original second-order structure.Conclusions: Overall, our study supports the modified PCQ12 as an improved instrument for measuring Psychological Capital in the Spanish context.

ACS Style

Nia Djourova; Isabel Rodriguez; Laura Lorente-Prieto. Validation of a Modified Version of the Psychological Capital Questionnaire (PCQ12) in Spain. Revista Interamericana de Psicología Ocupacional 2018, 37, 96 -106.

AMA Style

Nia Djourova, Isabel Rodriguez, Laura Lorente-Prieto. Validation of a Modified Version of the Psychological Capital Questionnaire (PCQ12) in Spain. Revista Interamericana de Psicología Ocupacional. 2018; 37 (2):96-106.

Chicago/Turabian Style

Nia Djourova; Isabel Rodriguez; Laura Lorente-Prieto. 2018. "Validation of a Modified Version of the Psychological Capital Questionnaire (PCQ12) in Spain." Revista Interamericana de Psicología Ocupacional 37, no. 2: 96-106.

Journal article
Published: 22 June 2016 in Central European Journal of Management
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The purpose of the study was to uncover the hierarchy of eustress and distress appraisal and calibrate the Valencia Eustress Distress Appraisal Scale (VEDAS, Rodríguez, Kozusznik, & Peiró, 2013) using the Rasch Analysis (RA). A cross-sectional study was conducted on sample of 603 Spanish social service professionals. The VEDAS included four subscales addressing work demands that can be appraised as sources of eustress and distress. RA was carried out for eustress and distress appraisal scales. A graduation of stressful situations appraised as distress and/or as eustress was revealed. One of the greatest sources of distress and one of the lesser sources of eustress was “switching off at home”. Situations involving personal accountability were considered both most severe sources of distress and the most important source of eustress. Work-life interactions involving other persons outside work were considered least severe sources of distress and least important sources of eustress. The results empirically support previous theoretical considerations of the coexistence of eustress and distress appraisals of the same demands applying advances in measurement. Implications of the calibration of stress appraisal for theory and organizational practice as well as the benefits of applying RA in occupational psychology research are discussed.

ACS Style

Malgorzata Kozusznik; José María Peiró; Susana Lloret; Isabel Rodriguez. Hierarchy of Eustress and Distress: Rasch Calibration of the Valencia Eustress-Distress Appraisal Scale. Central European Journal of Management 2016, 2, 1 .

AMA Style

Malgorzata Kozusznik, José María Peiró, Susana Lloret, Isabel Rodriguez. Hierarchy of Eustress and Distress: Rasch Calibration of the Valencia Eustress-Distress Appraisal Scale. Central European Journal of Management. 2016; 2 (1,2):1.

Chicago/Turabian Style

Malgorzata Kozusznik; José María Peiró; Susana Lloret; Isabel Rodriguez. 2016. "Hierarchy of Eustress and Distress: Rasch Calibration of the Valencia Eustress-Distress Appraisal Scale." Central European Journal of Management 2, no. 1,2: 1.

Journal article
Published: 01 January 2015 in International Journal of Stress Management
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ACS Style

Malgorzata Wanda Kozusznik; Isabel Rodríguez; José María Peiró. Eustress and distress climates in teams: Patterns and outcomes. International Journal of Stress Management 2015, 22, 1 -23.

AMA Style

Malgorzata Wanda Kozusznik, Isabel Rodríguez, José María Peiró. Eustress and distress climates in teams: Patterns and outcomes. International Journal of Stress Management. 2015; 22 (1):1-23.

Chicago/Turabian Style

Malgorzata Wanda Kozusznik; Isabel Rodríguez; José María Peiró. 2015. "Eustress and distress climates in teams: Patterns and outcomes." International Journal of Stress Management 22, no. 1: 1-23.

Book chapter
Published: 26 November 2013 in Internationalizing the Curriculum in Organizational Psychology
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This chapter aims to present the successful case of an International Master’s Program in Work, Organizational, and Personnel Psychology (WOP-P) implemented in 2005–2006 under the framework of the European Union postgraduate education program labeled Erasmus Mundus (EM). This chapter analyzes the different axes of internalization for educational programs and presents the rationale and options of the design and implementation of the WOP-P program. This chapter tackles the following issues: (1) the challenges and opportunities for WOP-P education in the age of internationalization. When designing the EM Master’s course in WOP-P, we analyzed the implications of contextual factors such as globalization, international professional markets, development in information and communication technologies, human capital mobility, demographic changes, sociopolitical changes, and regional policies. (2) Models considered in developing the Master’s program in WOP-P. When elaborating the conceptual design of an international Master program, we considered several alternative mental models characterized as “franchising,” “melting pot,” “mobility based,” “international scenarios,” and “integrated model.” We opted to use the last one in our program. (3) Designing the Master’s program. The issues considered to develop the conceptual design of the Master program were: (a) research vs. professional oriented or mixed, (b) conceptualization of psychology as science and practice, (c) the balance of global and local, and (d) the emphasis on learning vs. teaching. (4) Requirements and specifications from the EM program of the European Union. The EM program was launched about a decade ago by the European Union within the framework of the Bologna agreements and with the aim to build a European Space of Higher Education in which to promote internationalization. These principles and requirements were considered in the design of the WOP-P program. (5) Developing the architecture of the program: the structural design. During this stage the following issues were addressed. (a) Who delivers the program? (b) the focus, (c) the joint diploma, (d) targeted students, (e) mobility policy, (f) international teaching staff, (g) language policy, (h) the goal and philosophy of the Master, (i) social capital valued, and (j) inputs for the design of the Master. (6) Main challenges to promote internationalization during the implementation of the Master. We present several useful practices directing towards this aim: (a) coordination activities and processes; (b) activities to promote exchange and shared views; (c) promotion, student’s selection, and services; (d) technology tools developed to support the Master functioning; (e) promotion of the international approach in teaching and learning; (f) the winter school as a “peak experience” of internationalization and its rationale to promote learning on international WOP-P; (g) mobility during the research period and “co-supervision” of the research project; (h) internships in companies from other countries; and (i) career services to support labor market entry in different regions of the world and the alumni network.

ACS Style

Vicente Martínez-Tur; Jose M. Peiro; Isabel Rodriguez. Teaching and Learning Work, Organization, and Personnel Psychology Internationally. The Erasmus Mundus Program. Internationalizing the Curriculum in Organizational Psychology 2013, 105 -125.

AMA Style

Vicente Martínez-Tur, Jose M. Peiro, Isabel Rodriguez. Teaching and Learning Work, Organization, and Personnel Psychology Internationally. The Erasmus Mundus Program. Internationalizing the Curriculum in Organizational Psychology. 2013; ():105-125.

Chicago/Turabian Style

Vicente Martínez-Tur; Jose M. Peiro; Isabel Rodriguez. 2013. "Teaching and Learning Work, Organization, and Personnel Psychology Internationally. The Erasmus Mundus Program." Internationalizing the Curriculum in Organizational Psychology , no. : 105-125.

Journal article
Published: 01 November 2013 in International Journal of Stress Management
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ACS Style

Isabel Rodríguez; Malgorzata Wanda Kozusznik; José María Peiró. Development and validation of the Valencia Eustress-Distress Appraisal Scale. International Journal of Stress Management 2013, 20, 279 -308.

AMA Style

Isabel Rodríguez, Malgorzata Wanda Kozusznik, José María Peiró. Development and validation of the Valencia Eustress-Distress Appraisal Scale. International Journal of Stress Management. 2013; 20 (4):279-308.

Chicago/Turabian Style

Isabel Rodríguez; Malgorzata Wanda Kozusznik; José María Peiró. 2013. "Development and validation of the Valencia Eustress-Distress Appraisal Scale." International Journal of Stress Management 20, no. 4: 279-308.

Journal article
Published: 19 October 2012 in Cross Cultural Management
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ACS Style

Malgorzata Kozusznik; Isabel Rodriguez; Jose M. Peiro. Cross‐national outcomes of stress appraisal. Cross Cultural Management 2012, 19, 507 -525.

AMA Style

Malgorzata Kozusznik, Isabel Rodriguez, Jose M. Peiro. Cross‐national outcomes of stress appraisal. Cross Cultural Management. 2012; 19 (4):507-525.

Chicago/Turabian Style

Malgorzata Kozusznik; Isabel Rodriguez; Jose M. Peiro. 2012. "Cross‐national outcomes of stress appraisal." Cross Cultural Management 19, no. 4: 507-525.

Regular articles
Published: 01 January 2012 in Anxiety, Stress, & Coping
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Building up on the socially induced model of burnout and the job demands–resources model, we examine how burnout can transfer without direct contagion or close contact among employees. Based on the social information processing approach and the conservation of resources theory, we propose that perceived collective burnout emerges as an organizational-level construct (employees’ shared perceptions about how burned out are their colleagues) and that it predicts individual burnout over and above indicators of demands and resources. Data were gathered during the first term and again during the last term of the academic year among 555 teachers from 100 schools. The core dimensions of burnout, exhaustion, and cynicism were measured at the individual and collective level. Random coefficient models were computed in a lagged effects design. Results showed that perceived collective burnout at Time 1 was a significant predictor of burnout at Time 2 after considering previous levels of burnout, demands (workload, teacher–student ratio, and absenteeism rates), and resources (quality of school facilities). These findings suggest that perceived collective burnout is an important characteristic of the work environment that can be a significant factor in the development of burnout.

ACS Style

M. Gloria González-Morales; José M. Peiró; Isabel Rodríguez; Paul D. Bliese. Perceived collective burnout: a multilevel explanation of burnout. Anxiety, Stress, & Coping 2012, 25, 43 -61.

AMA Style

M. Gloria González-Morales, José M. Peiró, Isabel Rodríguez, Paul D. Bliese. Perceived collective burnout: a multilevel explanation of burnout. Anxiety, Stress, & Coping. 2012; 25 (1):43-61.

Chicago/Turabian Style

M. Gloria González-Morales; José M. Peiró; Isabel Rodríguez; Paul D. Bliese. 2012. "Perceived collective burnout: a multilevel explanation of burnout." Anxiety, Stress, & Coping 25, no. 1: 43-61.

Journal article
Published: 01 January 2010 in Journal of Occupational Health Psychology
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This study investigates the role of gender in the benefits of coping (direct action and social support seeking) on the core dimensions of burnout (exhaustion and cynicism) using a longitudinal design. Specifically, the study examined these relationships on teachers, which is typically a female-dominated occupation. Data were gathered during the first term and again during the last term of the academic year. The Time 2 sample was composed of 141 male and 303 female teachers from 100 Spanish primary and secondary schools. Lagged and concurrent longitudinal designs were tested using random coefficient models. Concurrent interactive effects of gender in the relationship among coping strategies and cynicism as well as exhaustion were found. Direct action coping was beneficial only for men. Social support seeking coping was not beneficial for women; moreover, it was found to be detrimental for men. These results were in accord with previous studies confirming the coping-gender match hypothesis. Implications of these results and their significance for practical interventions in the work stress field are discussed.

ACS Style

M. Gloria González-Morales; Isabel Rodríguez; José M. Peiró. A longitudinal study of coping and gender in a female-dominated occupation: Predicting teachers’ burnout. Journal of Occupational Health Psychology 2010, 15, 29 -44.

AMA Style

M. Gloria González-Morales, Isabel Rodríguez, José M. Peiró. A longitudinal study of coping and gender in a female-dominated occupation: Predicting teachers’ burnout. Journal of Occupational Health Psychology. 2010; 15 (1):29-44.

Chicago/Turabian Style

M. Gloria González-Morales; Isabel Rodríguez; José M. Peiró. 2010. "A longitudinal study of coping and gender in a female-dominated occupation: Predicting teachers’ burnout." Journal of Occupational Health Psychology 15, no. 1: 29-44.

Journal article
Published: 01 June 2007 in European Journal of Personality
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This longitudinal study among Spanish teachers (N = 558) examined burnout from an evolutionary social rank perspective. The types of stress differed among various school levels, and a sense of defeat was highest among teachers in primary schools. A low status, a loss of status and a sense of defeat were independent cross‐sectional predictors of burnout. Longitudinally a sense of defeat predicted an increase in burnout over time, especially among males and teachers in high schools. The status related variables were in general more important predictors of burnout than stressors that are usually associated with burnout. Copyright © 2007 John Wiley & Sons, Ltd.

ACS Style

Abraham P. Buunk; Jose M. Peiro; Isabel Rodriguez; M. Jesús Bravo. A loss of status and a sense of defeat: an evolutionary perspective on professional burnout. European Journal of Personality 2007, 21, 471 -485.

AMA Style

Abraham P. Buunk, Jose M. Peiro, Isabel Rodriguez, M. Jesús Bravo. A loss of status and a sense of defeat: an evolutionary perspective on professional burnout. European Journal of Personality. 2007; 21 (4):471-485.

Chicago/Turabian Style

Abraham P. Buunk; Jose M. Peiro; Isabel Rodriguez; M. Jesús Bravo. 2007. "A loss of status and a sense of defeat: an evolutionary perspective on professional burnout." European Journal of Personality 21, no. 4: 471-485.

Journal article
Published: 01 May 2006 in International Journal of Stress Management
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ACS Style

M. Gloria González-Morales; José M. Peiró; Isabel Rodríguez; Esther R. Greenglass. Coping and distress in organizations: The role of gender in work stress. International Journal of Stress Management 2006, 13, 228 -248.

AMA Style

M. Gloria González-Morales, José M. Peiró, Isabel Rodríguez, Esther R. Greenglass. Coping and distress in organizations: The role of gender in work stress. International Journal of Stress Management. 2006; 13 (2):228-248.

Chicago/Turabian Style

M. Gloria González-Morales; José M. Peiró; Isabel Rodríguez; Esther R. Greenglass. 2006. "Coping and distress in organizations: The role of gender in work stress." International Journal of Stress Management 13, no. 2: 228-248.

Journal article
Published: 01 March 2006 in Journal of Occupational and Organizational Psychology
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The present longitudinal research among 558 teachers focused on the role of upward comparisons (with others performing better), downward comparisons (with others performing worse), and coping styles in relation to burnout. Assessed were identification (recognizing oneself in the other) and contrast (seeing the other as a competitor) in upward and downward comparison. Cross‐sectionally, downward identification and upward contrast were positively related to burnout and negatively related to a direct coping style, whereas upward identification was negatively related to burnout and positively related to a direct coping style. Downward identification was positively related to a palliative coping style. Direct and palliative coping styles were independent predictors of burnout: those who reported using a direct coping style had lower levels of burnout and those who reported using a palliative coping style had higher levels of burnout. Longitudinally, the use of a direct coping style was associated with a decrease and downward identification with an increase of burnout over time.

ACS Style

Carmen Carmona; Abraham P. Buunk; José M. Peiró; Isabel Rodríguez; M. Jesús Bravo; Carmen Carmona Rodríguez. Do social comparison and coping styles play a role in the development of burnout? Cross-sectional and longitudinal findings. Journal of Occupational and Organizational Psychology 2006, 79, 85 -99.

AMA Style

Carmen Carmona, Abraham P. Buunk, José M. Peiró, Isabel Rodríguez, M. Jesús Bravo, Carmen Carmona Rodríguez. Do social comparison and coping styles play a role in the development of burnout? Cross-sectional and longitudinal findings. Journal of Occupational and Organizational Psychology. 2006; 79 (1):85-99.

Chicago/Turabian Style

Carmen Carmona; Abraham P. Buunk; José M. Peiró; Isabel Rodríguez; M. Jesús Bravo; Carmen Carmona Rodríguez. 2006. "Do social comparison and coping styles play a role in the development of burnout? Cross-sectional and longitudinal findings." Journal of Occupational and Organizational Psychology 79, no. 1: 85-99.

Original articles
Published: 01 July 2003 in Work & Stress
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Newcomers experience uncertainty and stress following entry into an organization. Two features of socialization are important for reducing their stress: socialization tactics and relations with superiors and co-workers. The present study tests a structural equation model, including, first, the effects over time of initial institutional socialization tactics and, second, the association between social relations at the workplace on newcomers’ role stress and career-enhancing strategies, two years later, among a large (N=661) international sample of job and organization stayers. Using LISREL 8.3 the results indicate a good fit between the model and data on several fit indices. Institutional socialization tactics had a significant association with newcomers’ relations with both their superiors and co-workers, and a significant negative association with their role conflict. Newcomers’ relations with superiors had a negative relationship with their role ambiguity, and a positive relationship with two kinds of career-enhancing strategies that they use to aid in their adaptation to their work situation. The relations of newcomers with co-workers were positively related to role conflict and negatively related to role ambiguity. Co-worker relations were also positively related to immediate career-enhancing strategies. Role conflict was positively related to immediate and negatively related to intermediate career-enhancing strategies, while role ambiguity was negatively related to intermediate career-enhancing strategies. The results are discussed in relation to their theoretical and practical importance.

ACS Style

Maria Jesús Bravo; José Maria Peiró; Isabel Rodríguez; William T. Whitely. Social antecedents of the role stress and career-enhancing strategies of newcomers to organizations: A longitudinal study. Work & Stress 2003, 17, 195 -217.

AMA Style

Maria Jesús Bravo, José Maria Peiró, Isabel Rodríguez, William T. Whitely. Social antecedents of the role stress and career-enhancing strategies of newcomers to organizations: A longitudinal study. Work & Stress. 2003; 17 (3):195-217.

Chicago/Turabian Style

Maria Jesús Bravo; José Maria Peiró; Isabel Rodríguez; William T. Whitely. 2003. "Social antecedents of the role stress and career-enhancing strategies of newcomers to organizations: A longitudinal study." Work & Stress 17, no. 3: 195-217.

Journal article
Published: 01 April 2001 in Work & Stress
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ACS Style

Isabel Rodriguez; M. Jesús Bravo; Jose M. Peiro; Wilmar Schaufeli. The Demands-Control-Support model, locus of control and job dissatisfaction: A longitudinal study. Work & Stress 2001, 15, 97 -114.

AMA Style

Isabel Rodriguez, M. Jesús Bravo, Jose M. Peiro, Wilmar Schaufeli. The Demands-Control-Support model, locus of control and job dissatisfaction: A longitudinal study. Work & Stress. 2001; 15 (2):97-114.

Chicago/Turabian Style

Isabel Rodriguez; M. Jesús Bravo; Jose M. Peiro; Wilmar Schaufeli. 2001. "The Demands-Control-Support model, locus of control and job dissatisfaction: A longitudinal study." Work & Stress 15, no. 2: 97-114.

Journal article
Published: 23 January 1999 in International Journal of Social Psychology
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ACS Style

Francisco Javier Gracia; Isabel Rodríguez; Fernando Prieto. Cambios en la valoración del trabajo en jóvenes de primer empleo durante el proceso de socialización laboral. International Journal of Social Psychology 1999, 14, 347 -365.

AMA Style

Francisco Javier Gracia, Isabel Rodríguez, Fernando Prieto. Cambios en la valoración del trabajo en jóvenes de primer empleo durante el proceso de socialización laboral. International Journal of Social Psychology. 1999; 14 (2):347-365.

Chicago/Turabian Style

Francisco Javier Gracia; Isabel Rodríguez; Fernando Prieto. 1999. "Cambios en la valoración del trabajo en jóvenes de primer empleo durante el proceso de socialización laboral." International Journal of Social Psychology 14, no. 2: 347-365.