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Dr. Antonio García-Izquierdo
Universidad de Oviedo

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0 Discrimination
0 E-Recruitment
0 Equal Employment Opportunity
0 Personnel Selection
0 Psychosocial risks

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Discrimination
E-Recruitment
Personnel Selection
Equal Employment Opportunity
Psychosocial risks

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Journal article
Published: 06 July 2021 in Sustainability
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Workplace harassment is a psychosocial risk factor that increasingly affects workers in the hospitality industry. Although this risk factor is recognised by legal regulations in Spain, in many cases the scope of these regulations and their interpretation by the courts remains unclear. The aim of this research is to conduct a qualitative, documentary, and descriptive study of the content of 61 rulings obtained from a search of 2335 rulings in the database of the Judicial Documentation Centre (CENDOJ) for the years 2000 to 2016. The main results show a steady increase in complaints over sixteen years; that women are predominantly the victims of work-related and sexual harassment; and that most harassment is carried out by men, is vertical in nature, and is frequently perpetrated by employers or bosses. Approximately half of the cases resulted in the awarding of some form of financial compensation, and although the amounts were small, over half of these cases involved workplace harassment, with the rest relating to sexual harassment at work. Most cases resulted in the termination of the victim’s contract, either through dismissal or employee abandonment. Based on the results found, we develop proposals that may facilitate future lines of action designed to enhance the defence and legal protection of workers and thus contribute to the promotion and sustainability of wellbeing in the workplace.

ACS Style

Consuelo Reguera; Antonio García-Izquierdo. Women as Victims of Court Rulings: Consequences of Workplace Harassment in the Hospitality Industry in Spain (2000–2016). Sustainability 2021, 13, 7530 .

AMA Style

Consuelo Reguera, Antonio García-Izquierdo. Women as Victims of Court Rulings: Consequences of Workplace Harassment in the Hospitality Industry in Spain (2000–2016). Sustainability. 2021; 13 (14):7530.

Chicago/Turabian Style

Consuelo Reguera; Antonio García-Izquierdo. 2021. "Women as Victims of Court Rulings: Consequences of Workplace Harassment in the Hospitality Industry in Spain (2000–2016)." Sustainability 13, no. 14: 7530.

Journal article
Published: 22 October 2020 in Information Sciences
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Measuring psychological variables (attitudes, opinions, perceptions, feelings, etc.) there is a need for rating scales coping with both the natural imprecision and individual differences. In this respect, the so-called fuzzy rating scales have been introduced as a doubly continuous instrument allowing to capture both imprecision and individual differences. Aiming to show the advantages of using fuzzy rating scales in the setting of questionnaires, the extended Cronbach α is considered to quantify the internal consistency associated with constructs involving fuzzy rating scale-based items. This extended tool allows us to draw interesting conclusions, the main one supporting the use of fuzzy rating scales instead of standard ones (namely, Likert type, visual analogue, and even fuzzy linguistic scales). Although general theoretical conclusions could not be drawn, unequivocal majority trends can be stated from simulation-based and real-life examples.

ACS Style

María Asunción Lubiano; Antonio L. García-Izquierdo; María Ángeles Gil. Fuzzy rating scales: Does internal consistency of a measurement scale benefit from coping with imprecision and individual differences in psychological rating? Information Sciences 2020, 550, 91 -108.

AMA Style

María Asunción Lubiano, Antonio L. García-Izquierdo, María Ángeles Gil. Fuzzy rating scales: Does internal consistency of a measurement scale benefit from coping with imprecision and individual differences in psychological rating? Information Sciences. 2020; 550 ():91-108.

Chicago/Turabian Style

María Asunción Lubiano; Antonio L. García-Izquierdo; María Ángeles Gil. 2020. "Fuzzy rating scales: Does internal consistency of a measurement scale benefit from coping with imprecision and individual differences in psychological rating?" Information Sciences 550, no. : 91-108.

Journal article
Published: 03 August 2020 in Sustainability
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Women are underrepresented in growing positions such as those related to STEM field careers (i.e., science, technology, engineering, and mathematics). One of the causes for remaining out of that field could lie on gender stereotypes. Undergraduate stereotypes and beliefs are important as could easily uphold future gender segregation at the workplace. In the research arena the measurement of those biased beliefs is important as most commonly used Likert scales (LS) could raise problems in terms of accuracy. As fuzzy rating scales (FRS) are a promising measurement alternative, the aim of this study is to compare the properties of FRS against LS. We conducted a cross-sectional study with 262 STEM and non-STEM participants who answered to a questionnaire that, besides gendered beliefs and injustice perception towards the situation of women at the workplace, included personal characteristics as coursed degree and working experience. Results pointed out, on one hand, that FRS allowed for a better capture of the variability of individual responses, but on the other hand, that LS were better valued than FRS in what is concerned with satisfaction and ease of response. Advantages of FRS for psychosocial measurement are discussed to facilitate the study around causes of segregation that excludes women from the STEM labour market.

ACS Style

Ana Castaño; M. Lubiano; Antonio García-Izquierdo. Gendered Beliefs in STEM Undergraduates: A Comparative Analysis of Fuzzy Rating versus Likert Scales. Sustainability 2020, 12, 6227 .

AMA Style

Ana Castaño, M. Lubiano, Antonio García-Izquierdo. Gendered Beliefs in STEM Undergraduates: A Comparative Analysis of Fuzzy Rating versus Likert Scales. Sustainability. 2020; 12 (15):6227.

Chicago/Turabian Style

Ana Castaño; M. Lubiano; Antonio García-Izquierdo. 2020. "Gendered Beliefs in STEM Undergraduates: A Comparative Analysis of Fuzzy Rating versus Likert Scales." Sustainability 12, no. 15: 6227.

Journal article
Published: 31 December 2019 in Aula Abierta
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La reciente crisis económica ha acrecentado la preocupación por un servicio público eficiente, haciendo necesario mejorar las prácticas de gestión para afrontar los desafíos organizacionales emergentes como la diversidad, la ética y la digitalización, entre otros. Para ello, un elemento crucial es la formación para el desarrollo de competencias directivas que mediante la modalidad blended learning conforma una estrategia para mejorar la dirección pública. Esta modalidad permite integrar formación presencial y a distancia mediante las plataformas MOOC reduciendo costes y flexibilizando tiempos. El objetivo de este trabajo es elaborar una propuesta fundamentada desde el enfoque de aprender haciendo para desarrollar programas formativos para el personal directivo. Primero, hemos analizado las limitaciones de los procesos de recursos humanos, proponiendo los modelos de competencias como un marco adecuado para este fin. Posteriormente, tras la detección de necesidades formativas hemos propuesto un programa que incluye estrategias formativas y evaluativas para las denominadas competencias duras y blandas. Finalmente, hemos discutido las implicaciones del programa formativo en el contexto actual de los constantes cambios tecnológicos y sociales.

ACS Style

Ana María Castaño; Antonio García-Izquierdo. La formación en competencias como estrategia para mejorar la dirección pública. Aula Abierta 2019, 48, 393 -406.

AMA Style

Ana María Castaño, Antonio García-Izquierdo. La formación en competencias como estrategia para mejorar la dirección pública. Aula Abierta. 2019; 48 (4):393-406.

Chicago/Turabian Style

Ana María Castaño; Antonio García-Izquierdo. 2019. "La formación en competencias como estrategia para mejorar la dirección pública." Aula Abierta 48, no. 4: 393-406.

Journal article
Published: 05 July 2019 in Revista de Psicología del Trabajo y de las Organizaciones
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ACS Style

David Aguado; José C. Andrés; Antonio L. García-Izquierdo; Jesús Rodríguez. LinkedIn “Big Four”: Job Performance Validation in the ICT Sector. Revista de Psicología del Trabajo y de las Organizaciones 2019, 35, 53 -64.

AMA Style

David Aguado, José C. Andrés, Antonio L. García-Izquierdo, Jesús Rodríguez. LinkedIn “Big Four”: Job Performance Validation in the ICT Sector. Revista de Psicología del Trabajo y de las Organizaciones. 2019; 35 (2):53-64.

Chicago/Turabian Style

David Aguado; José C. Andrés; Antonio L. García-Izquierdo; Jesús Rodríguez. 2019. "LinkedIn “Big Four”: Job Performance Validation in the ICT Sector." Revista de Psicología del Trabajo y de las Organizaciones 35, no. 2: 53-64.

Journal article
Published: 05 July 2019 in Revista de Psicología del Trabajo y de las Organizaciones
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ACS Style

Antonio L. García-Izquierdo; David Aguado; Vicente Ponsoda-Gil. New Insights on Technology and Assessment: Introduction to JWOP Special Issue. Revista de Psicología del Trabajo y de las Organizaciones 2019, 35, 49 -52.

AMA Style

Antonio L. García-Izquierdo, David Aguado, Vicente Ponsoda-Gil. New Insights on Technology and Assessment: Introduction to JWOP Special Issue. Revista de Psicología del Trabajo y de las Organizaciones. 2019; 35 (2):49-52.

Chicago/Turabian Style

Antonio L. García-Izquierdo; David Aguado; Vicente Ponsoda-Gil. 2019. "New Insights on Technology and Assessment: Introduction to JWOP Special Issue." Revista de Psicología del Trabajo y de las Organizaciones 35, no. 2: 49-52.

Review
Published: 22 May 2019 in International Journal of Environmental Research and Public Health
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Women continue to lag behind for accessing managerial positions, partially due to discrimination at work. One of the main roots of such discrimination is gender stereotyping, so we aim to comprehend those biased procedures. First, we have analyzed those highlighted gender lawsuit cases in the scientific literature that have dealt with stereotypes both in the American and the European work contexts. Second, meta-analytic studies regarding organizational consequences of gender stereotypes have been synthetized. Third, gender stereotypes have been grouped by means of a content analysis of the existing literature after processing 61 articles systematically retrieved from WOS, SCOPUS, and PsycINFO databases. As a result, a taxonomy of gender stereotypes has been achieved evidencing that descriptive and prescriptive stereotypes have an impact on decision-making procedures through the apparently perception of women as less suitable for managerial positions. Moreover, we offer a deep explanation of the gender discrimination phenomenon under the umbrella of psychosocial theories, and some measures for successfully overcoming management stereotyping, showing that organizational culture can be improved from both the perspective of equal employment opportunities and the organizational justice frameworks for reaching a balanced and healthier workplace.

ACS Style

Ana M. Castaño; Yolanda Fontanil; Antonio L. García-Izquierdo. “Why Can’t I Become a Manager?”—A Systematic Review of Gender Stereotypes and Organizational Discrimination. International Journal of Environmental Research and Public Health 2019, 16, 1813 .

AMA Style

Ana M. Castaño, Yolanda Fontanil, Antonio L. García-Izquierdo. “Why Can’t I Become a Manager?”—A Systematic Review of Gender Stereotypes and Organizational Discrimination. International Journal of Environmental Research and Public Health. 2019; 16 (10):1813.

Chicago/Turabian Style

Ana M. Castaño; Yolanda Fontanil; Antonio L. García-Izquierdo. 2019. "“Why Can’t I Become a Manager?”—A Systematic Review of Gender Stereotypes and Organizational Discrimination." International Journal of Environmental Research and Public Health 16, no. 10: 1813.

Journal article
Published: 02 November 2018 in The Journal of Applied Behavioral Science
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Currently, teams require adaptation to deal with work demands successfully. However, research concerning team adaptation should necessarily involve a greater empirical effort in defining under which conditions teams prove more adaptable. This article seeks to contribute to the literature by linking plan formulation, plan execution, and team learning behaviors with team outcomes (i.e., team-adaptation perception and objective performance). Participants formed 142 teams, which were involved in structured-problem solving task (i.e. a simulated management competition). Conditional process analysis was used to test a double-mediated relationship. Results show that, although not all parts of the model are directly associated, there is an indirect link from plan formulation to team outcomes through plan execution and team learning behaviors. Our results support the idea of adaptation as a process, providing four ways in which organizations can elicit changes in teams: increasing plan execution, promoting team learning, improving team adaptive behaviors themselves, and building teams composed of members who demonstrate individual adaptability.

ACS Style

Pedro J. Ramos-Villagrasa; Ana Margarida Passos; Antonio L. García-Izquierdo. From Planning to Performance: The Adaptation Process as a Determinant of Outcomes. The Journal of Applied Behavioral Science 2018, 55, 96 -114.

AMA Style

Pedro J. Ramos-Villagrasa, Ana Margarida Passos, Antonio L. García-Izquierdo. From Planning to Performance: The Adaptation Process as a Determinant of Outcomes. The Journal of Applied Behavioral Science. 2018; 55 (1):96-114.

Chicago/Turabian Style

Pedro J. Ramos-Villagrasa; Ana Margarida Passos; Antonio L. García-Izquierdo. 2018. "From Planning to Performance: The Adaptation Process as a Determinant of Outcomes." The Journal of Applied Behavioral Science 55, no. 1: 96-114.

Original research article
Published: 17 August 2018 in Frontiers in Psychology
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Women have traditionally been underrepresented on boards of companies, but after some social and legal pressure their presence has been increased during recent years. This paper examines the relation of the presence of female directors both at board meetings and at audit and remuneration committees, with CEO pay and the shareholders' consultative vote on managerial remuneration plans (“say on pay”). Using a large sample of Spanish firms listed between 2011 and 2015, our study reveals that firms with female representation on their remuneration committee, display lower levels of CEO pay and CEO pay growth. We also obtain evidence that this effect is attributable to the proprietary female directors. Additionally, from the “say on pay” perspective, female membership of the remuneration committee is associated with a lower number of votes in terms of director remuneration reports and related policies. Overall, our results indicate that female directors on the remuneration committee contribute to a moderation of executive remuneration growth and are consequently perceived by shareholders as valuable resources in the design of executive remuneration plans. This confirms the influence of the minority group, females, in the sustainable progress of these companies. Our results support the presence of female directors not only as a social measure or tokenism, but also as a contribution to good governance practice.

ACS Style

Antonio L. García-Izquierdo; Carlos Fernández-Méndez; Rubén Arrondo-García. Gender Diversity on Boards of Directors and Remuneration Committees: The Influence on Listed Companies in Spain. Frontiers in Psychology 2018, 9, 1351 .

AMA Style

Antonio L. García-Izquierdo, Carlos Fernández-Méndez, Rubén Arrondo-García. Gender Diversity on Boards of Directors and Remuneration Committees: The Influence on Listed Companies in Spain. Frontiers in Psychology. 2018; 9 ():1351.

Chicago/Turabian Style

Antonio L. García-Izquierdo; Carlos Fernández-Méndez; Rubén Arrondo-García. 2018. "Gender Diversity on Boards of Directors and Remuneration Committees: The Influence on Listed Companies in Spain." Frontiers in Psychology 9, no. : 1351.

Validation study
Published: 01 August 2018 in Psicothema
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ACS Style

Ana M Castaño; Antonio L. García-Izquierdo. Validity evidence of the Organizational Justice Scale in Spain. Psicothema 2018, 30, 344 -350.

AMA Style

Ana M Castaño, Antonio L. García-Izquierdo. Validity evidence of the Organizational Justice Scale in Spain. Psicothema. 2018; 30 (3):344-350.

Chicago/Turabian Style

Ana M Castaño; Antonio L. García-Izquierdo. 2018. "Validity evidence of the Organizational Justice Scale in Spain." Psicothema 30, no. 3: 344-350.

Journal article
Published: 01 July 2018 in Ansiedad y Estrés
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The merging of cultures has led to a more diverse workforce in organizations which has implications that should be taken into account, especially regarding occupational health. Studies undertaken worldwide have found that immigrant workers are subject to less well-being than their native counterparts. Very little is known about the determinants of those differences at the individual level. The present study explores the prediction of psychological health as a function of the origin of the worker (immigrant vs. native) with the ‘Big Five’ personality traits and the perception of safety climate as predictors. Three hundred and ten workers (42.6% immigrants, 57.4% natives) participated in the study. Predictors, criterion, and biographical variables were assessed by means of a self-administrated questionnaire. Multiple regression models were subsequently performed. We found no relevant differences between immigrants and natives in well-being, but there were differences in the predictors. Immigrants’ well-being (R2adj = .23) was explained mainly by emotional stability (β = .41, p = .000) and extraversion (β = .22, p = .004), whereas natives’ well-being (R2adj = .37) was determined only by emotional stability (β = .35, p = .000). Perception of safety climate was not involved in any model. The differential profile between immigrant and native workers provides support to the consideration of immigration as a risk factor, recommending the organizations to develop action plans to facilitate the acculturative process. La fusión de culturas ha llevado a una fuerza de trabajo más diversa en las organizaciones, lo que tiene implicaciones para la salud en el trabajo. Estudios realizados en diferentes países han encontrado que los trabajadores inmigrantes están sujetos a menos bienestar que sus equivalentes nativos. Se sabe muy poco sobre los determinantes de esas diferencias a nivel individual. El presente estudio explora la predicción del bienestar psicológico según el origen del trabajador (inmigrante vs. nativo) usando los «Cinco Grandes» y la percepción del clima de seguridad como predictores. Trescientos diez trabajadores (42.6% inmigrantes, 57.4% nativos) participaron en el estudio. Las variables de interés se evaluaron mediante un cuestionario autoadministrado, para después realizar estadísticos descriptivos y modelos de regresión múltiple. Aunque no se encuentran diferencias en el bienestar de inmigrantes y nativos, sí las hay en sus predictores. Así, el bienestar de los inmigrantes (R2adj = .23) tiene como predictores la estabilidad emocional (β = .41, p = .000) y la extraversión (β = .22, p = .004), pero en el caso de los nacionales el bienestar (R2adj = .37) tiene solamente la estabilidad emocional como predictor (β = .35, p = .000). La percepción de clima de seguridad no participa en los modelos predictivos. Los resultados apoyan la propuesta de considerar ser inmigrante como un factor de riesgo en la prevención de riesgos laborales, promoviendo que las organizaciones desarrollen planes de acción para facilitar la adaptación a la cultura de acogida.

ACS Style

Pedro J. Ramos-Villagrasa; Antonio León García Izquierdo. The price of working abroad: Well-being among immigrant and native workers. Ansiedad y Estrés 2018, 24, 125 -130.

AMA Style

Pedro J. Ramos-Villagrasa, Antonio León García Izquierdo. The price of working abroad: Well-being among immigrant and native workers. Ansiedad y Estrés. 2018; 24 (2-3):125-130.

Chicago/Turabian Style

Pedro J. Ramos-Villagrasa; Antonio León García Izquierdo. 2018. "The price of working abroad: Well-being among immigrant and native workers." Ansiedad y Estrés 24, no. 2-3: 125-130.

Chapter
Published: 15 October 2017 in Advancing Workplace Mediation Through Integration of Theory and Practice
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Inclusive and discrimination-free personnel selection (IPS) is one of the most critical processes in the Human Resource Management system in inclusive organizations because it determines the efficiency of many other subsequent HRM practices (e.g., training, promotion, and turnover). IPS represents one of the critical “barriers to entry” for individuals to any work organization. In this sense, fairness, equality, and nondiscrimination in the access to employment in a diverse workplace are fundamental objectives that can be achieved through social dialogue. IPS can be conceptualized as procedurally fair. This chapter is organized into three main sections as well as an introduction to relevant concepts within the IPS. The first one introduces some of the most relevant techniques for selection, together with the evidence of criterion-oriented validity, which is the first aspect to be taken into account in inclusive and nondiscrimination in IPS and includes several recommendations on this discrimination-free personnel selection. The second section is devoted to the empirical research on applicant perceptions and reactions to selection techniques and the implications for the practice of IPS. In the third and final section, several justice principles and recommendations are established to evaluate whether a personnel selection procedure is inclusive and discrimination-free.

ACS Style

Jesús F. Salgado; Silvia Moscoso; Antonio L. García-Izquierdo; Neil R. Anderson. Inclusive and Discrimination-Free Personnel Selection. Advancing Workplace Mediation Through Integration of Theory and Practice 2017, 103 -119.

AMA Style

Jesús F. Salgado, Silvia Moscoso, Antonio L. García-Izquierdo, Neil R. Anderson. Inclusive and Discrimination-Free Personnel Selection. Advancing Workplace Mediation Through Integration of Theory and Practice. 2017; ():103-119.

Chicago/Turabian Style

Jesús F. Salgado; Silvia Moscoso; Antonio L. García-Izquierdo; Neil R. Anderson. 2017. "Inclusive and Discrimination-Free Personnel Selection." Advancing Workplace Mediation Through Integration of Theory and Practice , no. : 103-119.

Journal article
Published: 01 December 2015 in Revista de Psicología del Trabajo y de las Organizaciones
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The recruitment process aims to request relevant information from applicants, but sometimes this could be used to discriminate. Based mainly on the legal framework and the Rational Bias, the present paper explores the use of potentially discriminatory content against women in Spanish companies according to the enforcement of the equal employment opportunity legislation in 2007, and its relationship with organizational results. We have performed a comparative study between 2005 and 2009 implementing a combination of qualitative and quantitative analysis. All the websites of the Spanish Stock Exchange were analyzed. Results show that companies did include potentially discriminatory questions in application forms, even after the law enforcement, but not in recruitment statements. Regarding organizational results, small but significant relationships between legal fulfillment and annual returns were found, but these results could have been influenced by factors attributable to the economic crisis. To conclude, we provide recommendations regarding desirable policies and organizational practices in the context of the area being studied

ACS Style

Antonio L. García-Izquierdo; Pedro J. Ramos-Villagrasa; Ana M. Castaño. e-Recruitment, gender discrimination, and organizational results of listed companies on the Spanish Stock Exchange. Revista de Psicología del Trabajo y de las Organizaciones 2015, 31, 155 -164.

AMA Style

Antonio L. García-Izquierdo, Pedro J. Ramos-Villagrasa, Ana M. Castaño. e-Recruitment, gender discrimination, and organizational results of listed companies on the Spanish Stock Exchange. Revista de Psicología del Trabajo y de las Organizaciones. 2015; 31 (3):155-164.

Chicago/Turabian Style

Antonio L. García-Izquierdo; Pedro J. Ramos-Villagrasa; Ana M. Castaño. 2015. "e-Recruitment, gender discrimination, and organizational results of listed companies on the Spanish Stock Exchange." Revista de Psicología del Trabajo y de las Organizaciones 31, no. 3: 155-164.

Journal article
Published: 01 April 2013 in Revista de Psicología del Trabajo y de las Organizaciones
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The present study analyses the prediction of the effectiveness and its fluctuations of 34 semi-professional basketball players throughout a sport season using the dynamic criteria as theoretical framework. The predictor variables (the Big Five personality factors, job experience and motivation) were obtained by means of self-report, while effectiveness was determined through objective data (statistics of matches). The predictive models were developed using generalized maximum entropy formulation, and results show that: (1) the relevance of the predictors of effectiveness is different each time they are analysed; (2) all variables except conscientiousness predict the fluctuations, and openness to experience is the most influential predictor; and (3) job experience is less relevant than personality and motivation. Finally, some recommendations are made regarding the choice of predictors for the selection of basketball players

ACS Style

Pedro J. Ramos-Villagrasa; Antonio L. García-Izquierdo; Jose Navarro. Predicting the dynamic criteria of basketball players: The influence of the ‘Big Five’, job experience, and motivation. Revista de Psicología del Trabajo y de las Organizaciones 2013, 29, 29 -35.

AMA Style

Pedro J. Ramos-Villagrasa, Antonio L. García-Izquierdo, Jose Navarro. Predicting the dynamic criteria of basketball players: The influence of the ‘Big Five’, job experience, and motivation. Revista de Psicología del Trabajo y de las Organizaciones. 2013; 29 (1):29-35.

Chicago/Turabian Style

Pedro J. Ramos-Villagrasa; Antonio L. García-Izquierdo; Jose Navarro. 2013. "Predicting the dynamic criteria of basketball players: The influence of the ‘Big Five’, job experience, and motivation." Revista de Psicología del Trabajo y de las Organizaciones 29, no. 1: 29-35.

Journal article
Published: 01 April 2013 in Revista de Psicología del Trabajo y de las Organizaciones
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ACS Style

Antonio L. García-Izquierdo; Eva Derous; Rosalind Searle. Recruitment and Selection in Europe: One step beyond. Revista de Psicología del Trabajo y de las Organizaciones 2013, 29, 1 -2.

AMA Style

Antonio L. García-Izquierdo, Eva Derous, Rosalind Searle. Recruitment and Selection in Europe: One step beyond. Revista de Psicología del Trabajo y de las Organizaciones. 2013; 29 (1):1-2.

Chicago/Turabian Style

Antonio L. García-Izquierdo; Eva Derous; Rosalind Searle. 2013. "Recruitment and Selection in Europe: One step beyond." Revista de Psicología del Trabajo y de las Organizaciones 29, no. 1: 1-2.

Original article
Published: 20 November 2012 in International Journal of Selection and Assessment
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Fairness in promotions is a core issue for organizations as it is directly related to some of the most important organizational outcomes. However, the majority of the existing research about this question has been focused on entry‐level selection, and there is a gap in knowledge in the context of promotions. This paper focuses on how workers’ perceptions of promotion systems affect organizational justice and job satisfaction. In the present study, 213 employees and supervisors from 31 different private sector organizations complete a survey regarding procedural justice (PJ), job satisfaction, transparency, promotion systems, and some demographic variables. The results show that participants who perceived organizational promotion methods as transparent reported a high level of perceived PJ, and that the methods they see as fairer are those based on assessment of performance. In addition, transparency is considered as an important antecedent of PJ. Moreover, the interaction between organizational rank and gender moderates the relationship between transparency and promotion systems with PJ. Finally, organizational justice is strongly related with job satisfaction.

ACS Style

Antonio L. García-Izquierdo; Silvia Moscoso; Pedro J. Ramos-Villagrasa. Reactions to the Fairness of Promotion Methods: Procedural justice and job satisfaction. International Journal of Selection and Assessment 2012, 20, 394 -403.

AMA Style

Antonio L. García-Izquierdo, Silvia Moscoso, Pedro J. Ramos-Villagrasa. Reactions to the Fairness of Promotion Methods: Procedural justice and job satisfaction. International Journal of Selection and Assessment. 2012; 20 (4):394-403.

Chicago/Turabian Style

Antonio L. García-Izquierdo; Silvia Moscoso; Pedro J. Ramos-Villagrasa. 2012. "Reactions to the Fairness of Promotion Methods: Procedural justice and job satisfaction." International Journal of Selection and Assessment 20, no. 4: 394-403.

Journal article
Published: 01 November 2012 in The Spanish Journal of Psychology
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This paper describes the fluctuations of temporal criteria dynamics in the context of professional sport. Specifically, we try to verify the underlying deterministic patterns in the outcomes of professional basketball players. We use a longitudinal approach based on the analysis of the outcomes of 94 basketball players over ten years, covering practically players' entire career development. Time series were analyzed with techniques derived from nonlinear dynamical systems theory. These techniques analyze the underlying patterns in outcomes without previous shape assumptions (linear or nonlinear). These techniques are capable of detecting an intermediate situation between randomness and determinism, called chaos. So they are very useful for the study of dynamic criteria in organizations. We have found most players (88.30%) have a deterministic pattern in their outcomes, and most cases are chaotic (81.92%). Players with chaotic patterns have higher outcomes than players with linear patterns. Moreover, players with power forward and center positions achieve better results than other players. The high number of chaotic patterns found suggests caution when appraising individual outcomes, when coaches try to find the appropriate combination of players to design a competitive team, and other personnel decisions. Management efforts must be made to assume this uncertainty.

ACS Style

Antonio León García-Izquierdo; Pedro José Ramos-Villagrasa; Jose Navarro. Dynamic Criteria: a Longitudinal Analysis of Professional Basketball Players' Outcomes. The Spanish Journal of Psychology 2012, 15, 1133 -1146.

AMA Style

Antonio León García-Izquierdo, Pedro José Ramos-Villagrasa, Jose Navarro. Dynamic Criteria: a Longitudinal Analysis of Professional Basketball Players' Outcomes. The Spanish Journal of Psychology. 2012; 15 (3):1133-1146.

Chicago/Turabian Style

Antonio León García-Izquierdo; Pedro José Ramos-Villagrasa; Jose Navarro. 2012. "Dynamic Criteria: a Longitudinal Analysis of Professional Basketball Players' Outcomes." The Spanish Journal of Psychology 15, no. 3: 1133-1146.

Original articles
Published: 14 September 2012 in European Journal of Work and Organizational Psychology
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Considering teams as complex adaptive systems (CAS) this study deals with changes in team effectiveness over time in a specific context: professional basketball. The sample comprised 23 basketball teams whose outcomes were analysed over a 12-year period according to two objective measures. The results reveal that all the teams showed chaotic dynamics, one of the key characteristics of CAS. A relationship was also found between teams showing low-dimensional chaotic dynamics and better outcomes, supporting the idea of healthy variability in organizational behaviour. The stability of the squad was likewise found to influence team outcomes, although it was not associated with the chaotic dynamics in team effectiveness. It is concluded that studying teams as CAS enables fluctuations in team effectiveness to be explained, and that the techniques derived from nonlinear dynamical systems, developed specifically for the study of CAS, are useful for this purpose.

ACS Style

Pedro J. Ramos-Villagrasa; Jose Navarro; Antonio L. García-Izquierdo. Chaotic dynamics and team effectiveness: Evidence from professional basketball. European Journal of Work and Organizational Psychology 2012, 21, 778 -802.

AMA Style

Pedro J. Ramos-Villagrasa, Jose Navarro, Antonio L. García-Izquierdo. Chaotic dynamics and team effectiveness: Evidence from professional basketball. European Journal of Work and Organizational Psychology. 2012; 21 (5):778-802.

Chicago/Turabian Style

Pedro J. Ramos-Villagrasa; Jose Navarro; Antonio L. García-Izquierdo. 2012. "Chaotic dynamics and team effectiveness: Evidence from professional basketball." European Journal of Work and Organizational Psychology 21, no. 5: 778-802.

Research article
Published: 01 June 2012 in Psychological Reports
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A mediation model of the relation between gender and attitudes toward affirmative action in favor of working women was tested. Four mediation variables were considered: perceived unfairness in the situation of working women, perceived threat to the non-designated group (men), self-esteem, and gender self-concept (masculinity and femininity). 192 women and 128 men, with differing occupations, participated. Gender affects individuals' attitudes toward affirmative actions for women, mediated by perceived unfairness in the situation of working women, perceived threat to the non-designated group, and feminine self-concept. Implications for research and practice are discussed.

ACS Style

Silvia Moscoso; Antonio L. García-Izquierdo; María Bastida. A Mediation Model of Individual Differences in Attitudes toward Affirmative Actions for Women. Psychological Reports 2012, 110, 764 -80.

AMA Style

Silvia Moscoso, Antonio L. García-Izquierdo, María Bastida. A Mediation Model of Individual Differences in Attitudes toward Affirmative Actions for Women. Psychological Reports. 2012; 110 (3):764-80.

Chicago/Turabian Style

Silvia Moscoso; Antonio L. García-Izquierdo; María Bastida. 2012. "A Mediation Model of Individual Differences in Attitudes toward Affirmative Actions for Women." Psychological Reports 110, no. 3: 764-80.

Journal article
Published: 19 November 2010 in International Journal of Selection and Assessment
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We conducted a content analysis of online job application forms used by companies listed on the Spanish Stock Exchange (i.e., Bolsa de Madrid). We collected data from 76 companies in 2005 and then again for 66 of these companies in 2009. We coded the type of information required on the application forms based on 24 categories related to potential illegal discrimination and personnel selection social context issues (i.e., fairness, intrusiveness, and privacy). Results indicated that the relative frequency of the 24 information categories has remained stable from 2005 to 2009. Moreover, averaging 2005 and 2009 results, a large percentage of companies require information that can be used for illegal discrimination and can be perceived as unfair, intrusive, and invasive of applicants' privacy such as age or date of birth (87%), nationality (61%), marital status (48%), place of birth (57%), passport number (47%), a photograph (23%), and number of children (11%). Our results document a science–practice gap in e‐recruitment because scholarly research suggests that requesting these types of information leads to negative applicant reactions ranging from negative perceptions and emotions to actually initiating legal action against the recruiting firm. Our results also point to e‐recruitment as an area that could be targeted as a good collaboration topic between scientists and practitioners because the resulting research has the potential to make important contributions toward bridging the science–practice gap.

ACS Style

Antonio L. García-Izquierdo; Herman Aguinis; Pedro J. Ramos-Villagrasa. Science-Practice Gap in e-Recruitment. International Journal of Selection and Assessment 2010, 18, 432 -438.

AMA Style

Antonio L. García-Izquierdo, Herman Aguinis, Pedro J. Ramos-Villagrasa. Science-Practice Gap in e-Recruitment. International Journal of Selection and Assessment. 2010; 18 (4):432-438.

Chicago/Turabian Style

Antonio L. García-Izquierdo; Herman Aguinis; Pedro J. Ramos-Villagrasa. 2010. "Science-Practice Gap in e-Recruitment." International Journal of Selection and Assessment 18, no. 4: 432-438.