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Pedro J. Ramos-Villagrasa
Department of Psychology and Sociology, University of Zaragoza, Spain

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Journal article
Published: 29 July 2020 in Personality and Individual Differences
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The current study analyzes the relationship between workplace bullying (self-reported experience of being a target and perpetration of bullying behaviors), Big Five and Dark Tetrad personality traits. The sample comprised 613 employees (54% female) from different Spanish organizations. Hierarchical regression analyses showed that neuroticism and Machiavellianism were positively related to being a target to bullying-related behaviors, whereas narcissism was negatively related. In the case of perpetrators, narcissism and sadism were positively, and agreeableness negatively related to workplace bullying behaviors. We conclude that personality traits are different in targets and perpetrators and should always be considered when investigating workplace bullying.

ACS Style

Elena Fernández-Del-Río; Pedro J. Ramos-Villagrasa; Jordi Escartín. The incremental effect of Dark personality over the Big Five in workplace bullying: Evidence from perpetrators and targets. Personality and Individual Differences 2020, 168, 110291 .

AMA Style

Elena Fernández-Del-Río, Pedro J. Ramos-Villagrasa, Jordi Escartín. The incremental effect of Dark personality over the Big Five in workplace bullying: Evidence from perpetrators and targets. Personality and Individual Differences. 2020; 168 ():110291.

Chicago/Turabian Style

Elena Fernández-Del-Río; Pedro J. Ramos-Villagrasa; Jordi Escartín. 2020. "The incremental effect of Dark personality over the Big Five in workplace bullying: Evidence from perpetrators and targets." Personality and Individual Differences 168, no. : 110291.

Journal article
Published: 22 May 2020 in International Journal of Environmental Research and Public Health
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The development of new technologies, the expansion of the Internet, and the emergence of dating apps (e.g., Tinder, Grindr) in recent years have changed the way to meet and approach potential romantic and/or sexual partners. The recent phenomenon has led to some gaps in the literature on individual differences (sociodemographic variables and personality traits) between users (previous and current users) and non-users of dating apps. Thus, the aim of this study was to analyze the relationship between using dating apps, sociodemographics (gender, age, sexual orientation, and relationship status), and bright and dark personality traits. Participants were 1705 university students (70% women, 30% men), aged between 18 and 26 (M = 20.60, SD = 2.09), who completed several online questionnaires. Through multinomial logistic regression analyses, it was found that men, older youth, and members of sexual minorities were more likely to be current and previous dating apps users. Being single and higher scores in open-mindedness were associated with higher probability to be current dating apps user. The dark personality showed no predictive ability. The discussion highlights the usefulness of knowing and considering the sociodemographic background and the characteristics of personality patterns in the design and implementation of preventive and promotion programs of healthy romantic and sexual relationships to improve people’s better health and well-being.

ACS Style

Ángel Castro; Juan Ramón Barrada; Pedro J. Ramos-Villagrasa; Elena Fernández-Del-Río. Profiling Dating Apps Users: Sociodemographic and Personality Characteristics. International Journal of Environmental Research and Public Health 2020, 17, 3653 .

AMA Style

Ángel Castro, Juan Ramón Barrada, Pedro J. Ramos-Villagrasa, Elena Fernández-Del-Río. Profiling Dating Apps Users: Sociodemographic and Personality Characteristics. International Journal of Environmental Research and Public Health. 2020; 17 (10):3653.

Chicago/Turabian Style

Ángel Castro; Juan Ramón Barrada; Pedro J. Ramos-Villagrasa; Elena Fernández-Del-Río. 2020. "Profiling Dating Apps Users: Sociodemographic and Personality Characteristics." International Journal of Environmental Research and Public Health 17, no. 10: 3653.

Journal article
Published: 01 February 2020 in Personality and Individual Differences
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This study analyzed incremental effects of the Dark Tetrad traits (i.e., narcissism, Machiavellianism, psychopathy, sadism) on job performance dimensions (i.e., task performance, contextual performance, counterproductive work behavior) over the Big Five and Honesty-Humility. Using a multi-occupational sample of 613 employees, results revealed positive outcomes depending on the specific Dark Tetrad trait analyzed. After including sociodemographic and work-related variables, Big Five, and Honesty-Humility, narcissism and Machiavellianism were positively related to task performance, whereas psychopathy and sadism were negative predictors. Narcissism was also a positive predictor of contextual performance, while sadism was positively related to counterproductive work behavior. These results show that the Dark Tetrad is useful in its own right and incrementally above normal-range personality measures.

ACS Style

Elena Fernández-Del-Río; Pedro J. Ramos-Villagrasa; Juan Ramón Barrada. Bad guys perform better? The incremental predictive validity of the Dark Tetrad over Big Five and Honesty-Humility. Personality and Individual Differences 2020, 154, 109700 .

AMA Style

Elena Fernández-Del-Río, Pedro J. Ramos-Villagrasa, Juan Ramón Barrada. Bad guys perform better? The incremental predictive validity of the Dark Tetrad over Big Five and Honesty-Humility. Personality and Individual Differences. 2020; 154 ():109700.

Chicago/Turabian Style

Elena Fernández-Del-Río; Pedro J. Ramos-Villagrasa; Juan Ramón Barrada. 2020. "Bad guys perform better? The incremental predictive validity of the Dark Tetrad over Big Five and Honesty-Humility." Personality and Individual Differences 154, no. : 109700.

Journal article
Published: 08 January 2020 in Sustainability
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The turbulent context in which organizations operate today makes them search for adaptable workers. Previous studies have shown the predictive value of the “Big Five” personality traits on adaptive performance, but some authors suggest extending personality domain with the “dark” traits of personality, that is, Machiavellianism, narcissism, psychopathy (i.e., the “Dark Triad”), and sadism (which, along with the aforementioned traits, composes the “Dark Tetrad”). The present research investigates the incremental validity of the dark traits in the prediction of adaptive performance over the Big Five. The study follows a cross-sectional design with a convenience sample of 613 participants (46% women; mean age 38.78 years, SD = 14.05; mean job experience = 16.93 years, SD = 13.39) from different organizations who fill in a questionnaire with the variables. Our results showed that the Dark Triad improved the predictive model with respect to the Big Five (R2 = 0.202, ΔR2 = 0.030, p < 0.001). The statistically significant predictors were neuroticism (β = −0.127, p = 0.010), openness to experience (β = 0.155, p < 0.001), conscientiousness (β = 0.164, p = 0.001), narcissism (β = 0.134 p < 0.002), and psychopathy (β = −0.137, p = 0.005). The incorporation of sadism did not improve the Dark Triad model (R2 = 0.202, ΔR2= −0.001, p = 0.541).

ACS Style

Pedro J. Ramos-Villagrasa; Elena Fernández-Del-Río; Juan Ramón Barrada. Does Evil Prevail? The “Bright” and “Dark” Sides of Personality as Predictors of Adaptive Performance. Sustainability 2020, 12, 474 .

AMA Style

Pedro J. Ramos-Villagrasa, Elena Fernández-Del-Río, Juan Ramón Barrada. Does Evil Prevail? The “Bright” and “Dark” Sides of Personality as Predictors of Adaptive Performance. Sustainability. 2020; 12 (2):474.

Chicago/Turabian Style

Pedro J. Ramos-Villagrasa; Elena Fernández-Del-Río; Juan Ramón Barrada. 2020. "Does Evil Prevail? The “Bright” and “Dark” Sides of Personality as Predictors of Adaptive Performance." Sustainability 12, no. 2: 474.

Journal article
Published: 20 November 2019 in Revista de Psicología del Trabajo y de las Organizaciones
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Job performance is considered the “ultimate dependent variable” in human resource management, turning its assessment into a capital issue. The present study analyzes the functioning of a brief 18-item self-report scale, the Individual Work Performance Questionnaire (IWPQ), which measures the main dimensions of job performance (task performance, contextual performance, and counterproductive behaviors) in a wide variety of jobs. Participants were 368 employees who voluntarily answered a questionnaire including the IWPQ, other performance scales, and the NEO-FFI. Descriptive statistics, exploratory structural equation modeling, and correlations were performed. Results show that the IWPQ has a tridimensional structure with adequate reliability, exhibits significant associations with other measures of performance, and its association with personality traits is similar in terms of direction and strength of the correlations between other job performance measures and personality. We conclude that the IWPQ is an adequate measure of job performance but with emphasis on behaviors aimed toward organizations. El desempeño laboral es considerado la “variable dependiente definitiva” en recursos humanos, convirtiendo su evaluación en algo crucial. El presente estudio analiza el funcionamiento de una escala autoinformada breve de 18 ítems, el ,Individual Work Performance Questionnaire, (IWPQ), que mide las principales dimensiones del desempeño laboral (desempeño de tarea, desempeño contextual y comportamientos contraproductivos en el trabajo) en una amplia variedad de trabajos. Los participantes fueron 368 empleados que voluntariamente completaron un cuestionario que incluía el IWPQ, otras escalas de desempeño y el NEO-FFI. Se llevaron a cabo estadísticos descriptivos, modelos exploratorios de ecuaciones estructurales y correlaciones. Los resultados muestran que el IWPQ tiene una estructura tridimensional con una fiabilidad adecuada, mostrando asociaciones significativas con el resto de medidas de desempeño. En cuanto a los factores de personalidad, el IWPQ muestra correlaciones similares a las de los otros instrumentos de desempeño analizados. Se concluye que el IWPQ es un instrumento adecuado para medir de manera breve y autoinformada el desempeño laboral, pero con énfasis en los comportamientos dirigidos hacia la organización.

ACS Style

Pedro J. Ramos-Villagrasa; Juan R. Barrada; Elena Fernández-Del-Río; Linda Koopmans. Assessing Job Performance Using Brief Self-report Scales: The Case of the Individual Work Performance Questionnaire. Revista de Psicología del Trabajo y de las Organizaciones 2019, 35, 195 -205.

AMA Style

Pedro J. Ramos-Villagrasa, Juan R. Barrada, Elena Fernández-Del-Río, Linda Koopmans. Assessing Job Performance Using Brief Self-report Scales: The Case of the Individual Work Performance Questionnaire. Revista de Psicología del Trabajo y de las Organizaciones. 2019; 35 (3):195-205.

Chicago/Turabian Style

Pedro J. Ramos-Villagrasa; Juan R. Barrada; Elena Fernández-Del-Río; Linda Koopmans. 2019. "Assessing Job Performance Using Brief Self-report Scales: The Case of the Individual Work Performance Questionnaire." Revista de Psicología del Trabajo y de las Organizaciones 35, no. 3: 195-205.

Journal article
Published: 31 July 2019 in International Journal of Environmental Research and Public Health
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Research about sociosexuality, understood as differences in people’s willingness to have sex without commitment in terms of its predictors, such as demographics, relationship status, or individual traits, such as personality, is still scarce. Although sociosexuality was initially considered unidimensional, a tridimensional structure—with behavior, attitudes, and desire as its components—is gaining momentum in the literature nowadays. The present study proposes to develop different predictive models for each dimension, examining the role of personality (i.e., the “Big Five” and the “Dark Tetrad”) and sociodemographic variables. Participants were 991 university students from a Spanish university (75.5% women, 72.0% heterosexual, Mage = 20.66). Our results provide evidence that predictors of sociosexuality vary depending on the dimension under analysis. Being female, older, not having a heterosexual orientation, and not being involved in a current relationship predicted higher scores in sociosexual behavior and attitudes. Regarding personality, psychopathy and extraversion were the only traits involved in all three components of sociosexuality. Neuroticism, agreeableness, and conscientiousness also play a role in the prediction of some of the sociosexuality dimensions. These results help to disentangle the relationship between personality and sociosexuality and to design more effective programs and policies to promote sexual health.

ACS Style

Elena Fernández Del Río; Pedro J. Ramos-Villagrasa; Ángel Castro; Juan Ramón Barrada. Sociosexuality and Bright and Dark Personality: The Prediction of Behavior, Attitude, and Desire to Engage in Casual Sex. International Journal of Environmental Research and Public Health 2019, 16, 2731 .

AMA Style

Elena Fernández Del Río, Pedro J. Ramos-Villagrasa, Ángel Castro, Juan Ramón Barrada. Sociosexuality and Bright and Dark Personality: The Prediction of Behavior, Attitude, and Desire to Engage in Casual Sex. International Journal of Environmental Research and Public Health. 2019; 16 (15):2731.

Chicago/Turabian Style

Elena Fernández Del Río; Pedro J. Ramos-Villagrasa; Ángel Castro; Juan Ramón Barrada. 2019. "Sociosexuality and Bright and Dark Personality: The Prediction of Behavior, Attitude, and Desire to Engage in Casual Sex." International Journal of Environmental Research and Public Health 16, no. 15: 2731.

Article
Published: 07 December 2018 in Current Psychology
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Counterproductive work behaviors (CWBs) refers to a set of negative intentional behaviors that harm organizational outcomes. Despite their consequences, their measurement is a debatable issue. The present study is aimed to validate the Spanish version of one of the most commonly used scales of CWBs, the Workplace Deviance Scale, and to provide further evidence about the reliability and validity of the test scores. Four hundred and thirty-two employees from different organizations participated in the study. They completed a self-report questionnaire with the measures of interest (sociodemographic data, the Workplace Deviance Scale, and scales of organizational citizenship behavior, organizational justice, integrity, and conscientiousness). Descriptive, exploratory structural equation modeling and correlational analyses were performed. Results have shown that the internal structure does not fully reproduce the original one, but the two theoretically expected factors remain. Furthermore, the pattern of associations is barely influenced by the scoring scheme used (factor vs. observed scores), and the associations with other constructs are in line with previous research. On the whole, this study contributes to the analysis of the dimensionality of CWBs, at least in Western countries.

ACS Style

Elena Fernández Del Río; Juan Ramón Barrada; Pedro J. Ramos-Villagrasa. Bad Behaviors at Work: Spanish Adaptation of the Workplace Deviance Scale. Current Psychology 2018, 1 -12.

AMA Style

Elena Fernández Del Río, Juan Ramón Barrada, Pedro J. Ramos-Villagrasa. Bad Behaviors at Work: Spanish Adaptation of the Workplace Deviance Scale. Current Psychology. 2018; ():1-12.

Chicago/Turabian Style

Elena Fernández Del Río; Juan Ramón Barrada; Pedro J. Ramos-Villagrasa. 2018. "Bad Behaviors at Work: Spanish Adaptation of the Workplace Deviance Scale." Current Psychology , no. : 1-12.

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.

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.

Journal article
Published: 31 January 2018 in Revista de Psicología del Trabajo y de las Organizaciones
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ACS Style

Alfredo Berges; Elena Fernández-Del-Río; Pedro J. Ramos-Villagrasa. The Prediction of Training Proficiency in Firefighters: A Study of Predictive Validity in Spain. Revista de Psicología del Trabajo y de las Organizaciones 2018, 2018epub, 1 -13.

AMA Style

Alfredo Berges, Elena Fernández-Del-Río, Pedro J. Ramos-Villagrasa. The Prediction of Training Proficiency in Firefighters: A Study of Predictive Validity in Spain. Revista de Psicología del Trabajo y de las Organizaciones. 2018; 2018epub (1):1-13.

Chicago/Turabian Style

Alfredo Berges; Elena Fernández-Del-Río; Pedro J. Ramos-Villagrasa. 2018. "The Prediction of Training Proficiency in Firefighters: A Study of Predictive Validity in Spain." Revista de Psicología del Trabajo y de las Organizaciones 2018epub, no. 1: 1-13.

Journal article
Published: 15 December 2017 in Anales de Psicología
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Self-efficacy is a fruitful construct on psychological research, including the educational setting. The present study is focused on measuring the writing self-efficacy. Specifically, we translated into Spanish the “Self-Efficacy for Writing Scale” (SEWS; Bruning, Dempsey, Kauffman, McKim, & Zumbrunn, 2013) and assessed its psychometric properties on a sample of university students. Five hundred and twelve students (78% women, 22% men) from three different Spanish universities participated in our study. They filled a questionnaire that includes the Spanish version of SEWS, the General Self-Efficacy Scale, and the Self-Efficacy for Writing. Results of the Exploratory Factor Analysis has shown that SEWS keep their dimensionality in the Spanish version (explained variance of 65.86%), being composed by Ideation (α = .90), writing Conventions (α = .89), and Self-regulation of writing (α = .90). The correlations with the General Self-Efficacy Scale are high, but higher with the Self-Efficacy for Writing, outlining that are measuring the same construct. We also found than men report higher values on the overall SEWS and two of its dimensions (Ideation and Conventions). Finally, we discuss the implications of these results, point out the main limitations of our study, and suggest further research avenues.

ACS Style

Pedro J. Ramos-Villagrasa; Iván Sánchez-Iglesias; Mario Grande-De-Prado; Bárbara Oliván-Blázquez; Javier Martín-Peña; Pilar Cancer-Lizaga. Spanish version of “Self-Efficacy for Writing Scale” (SEWS). Anales de Psicología 2017, 34, 86 -91.

AMA Style

Pedro J. Ramos-Villagrasa, Iván Sánchez-Iglesias, Mario Grande-De-Prado, Bárbara Oliván-Blázquez, Javier Martín-Peña, Pilar Cancer-Lizaga. Spanish version of “Self-Efficacy for Writing Scale” (SEWS). Anales de Psicología. 2017; 34 (1):86-91.

Chicago/Turabian Style

Pedro J. Ramos-Villagrasa; Iván Sánchez-Iglesias; Mario Grande-De-Prado; Bárbara Oliván-Blázquez; Javier Martín-Peña; Pilar Cancer-Lizaga. 2017. "Spanish version of “Self-Efficacy for Writing Scale” (SEWS)." Anales de Psicología 34, no. 1: 86-91.

Journal article
Published: 29 November 2017 in Lan Harremanak - Revista de Relaciones Laborales
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La creación de historias o storytelling constituye una herramienta útil en la enseñanza universitaria en cuanto promueve en los estudiantes un aprendizaje más activo. Esto es especialmente relevante en el ámbito de las Relaciones Laborales y Recursos Humanos (RLRH), ya que la historia creada refleja situaciones concretas relacionadas con el comportamiento humano dentro del ámbito laboral. El objetivo de este trabajo es analizar los resultados obtenidos tras la introducción del storytelling con 111 alumnos matriculados en una asignatura del Grado en RLRH de la Universidad de Zaragoza. Los resultados indican que aquellas actividades que implican un aprendizaje integral y activo, como la construcción de una historia, repercuten significativamente en el rendimiento académico, además de contribuir a una mayor percepción de utilidad y satisfacción del alumnado. En este sentido, se plantea la idoneidad de generalizar este tipo de herramientas didácticas a otras asignaturas del Grado vinculadas a diferentes áreas de conocimiento.

ACS Style

Elena Fernández Del Río; Alfredo Berges Saldaña; Pedro José Ramos Villagrasa. “Érase una vez…”: la creación de historias como herramienta de aprendizaje activo en el grado en relaciones laborales y recursos humanos. Lan Harremanak - Revista de Relaciones Laborales 2017, 37 -50.

AMA Style

Elena Fernández Del Río, Alfredo Berges Saldaña, Pedro José Ramos Villagrasa. “Érase una vez…”: la creación de historias como herramienta de aprendizaje activo en el grado en relaciones laborales y recursos humanos. Lan Harremanak - Revista de Relaciones Laborales. 2017; (37):37-50.

Chicago/Turabian Style

Elena Fernández Del Río; Alfredo Berges Saldaña; Pedro José Ramos Villagrasa. 2017. "“Érase una vez…”: la creación de historias como herramienta de aprendizaje activo en el grado en relaciones laborales y recursos humanos." Lan Harremanak - Revista de Relaciones Laborales , no. 37: 37-50.

Journal article
Published: 10 October 2017 in Acciones e Investigaciones Sociales
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Introducción: La investigación sobre factores que favorecen la empleabilidad es muy importante hoy día. En este sentido, la formación universitaria siempre se ha considerado un valor entre los jóvenes, pero para desempeñar un puesto de trabajo son necesarias tanto competencias específicas del puesto como otras genéricas. El presente estudio hace énfasis en estas últimas, teniendo como objetivo determinar cuáles son las competencias genéricas que se relacionan con la empleabilidad de los titulados universitarios.Material y métodos: 1.174 participantes, entre estudiantes de último curso y recién egresados de la Universidad de Zaragoza, fueron evaluados en una serie de competencias al finalizar sus prácticas en empresas y organismos a través de UNIVERSA, el Servicio de Orientación y Empleo de la citada Universidad. Las evaluaciones fueron realizadas por los profesionales que ejercieron de tutores en la organización donde realizaron sus prácticas y posteriormente se analizaron utilizando estadística descriptiva y análisis de diferencia de medias.Resultados: Los participantes contratados destacan por un mayor rendimiento, autonomía, seguridad en sí mismos y madurez, e iniciativa. En cambio, los participantes a los que la empresa recomienda no contratar son peor valorados en todas las competencias. Por último, se observa que las mujeres puntúan significativamente más alto en presencia física que los hombres. Discusión: Los resultados obtenidos ofrecen algunas pautas sobre las competencias que pueden requerir apoyo por parte de los servicios de orientación para incrementar la empleabilidad de los estudiantes. Después, se destacan las principales limitaciones y se proponen ideas de investigación futura.

ACS Style

Rosaura Villarroya Martín; Pedro José Ramos-Villagrasa. Competencias clave para la empleabilidad de los egresados universitarios: Un análisis en la Universidad de Zaragoza. Acciones e Investigaciones Sociales 2017, 215 .

AMA Style

Rosaura Villarroya Martín, Pedro José Ramos-Villagrasa. Competencias clave para la empleabilidad de los egresados universitarios: Un análisis en la Universidad de Zaragoza. Acciones e Investigaciones Sociales. 2017; (37):215.

Chicago/Turabian Style

Rosaura Villarroya Martín; Pedro José Ramos-Villagrasa. 2017. "Competencias clave para la empleabilidad de los egresados universitarios: Un análisis en la Universidad de Zaragoza." Acciones e Investigaciones Sociales , no. 37: 215.

Research article
Published: 13 July 2017 in Small Group Research
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At the turn of the century, Arrow, McGrath, and Berdahl portrayed teams as complex adaptive systems (CAS). And yet, despite broad agreement that this approach facilitates a better understanding of teams, it has only now been timidly incorporated into team research. To help fully incorporate the logic of teams as CAS in the science of teams, we review extant research on teams approached from a nonlinear dynamical system theory. Using a systematic review approach, we selected 92 articles published over the last 17 years to integrate what we know about teams as CAS. Our review reveals the evidence supporting teams as CAS, and the set of analytical techniques to analyze team data from this perspective. This review contributes to teams’ theory and practice by offering ways to identify both research methods and managing techniques that scholars and practitioners may apply to study and manage teams as CAS.

ACS Style

Pedro J. Ramos-Villagrasa; Pedro Marques-Quinteiro; Jose Navarro; Ramón Rico. Teams as Complex Adaptive Systems: Reviewing 17 Years of Research. Small Group Research 2017, 49, 135 -176.

AMA Style

Pedro J. Ramos-Villagrasa, Pedro Marques-Quinteiro, Jose Navarro, Ramón Rico. Teams as Complex Adaptive Systems: Reviewing 17 Years of Research. Small Group Research. 2017; 49 (2):135-176.

Chicago/Turabian Style

Pedro J. Ramos-Villagrasa; Pedro Marques-Quinteiro; Jose Navarro; Ramón Rico. 2017. "Teams as Complex Adaptive Systems: Reviewing 17 Years of Research." Small Group Research 49, no. 2: 135-176.

Articles
Published: 16 June 2016 in Behavioral Sciences of Terrorism and Political Aggression
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The fact of being under terrorist threats, such as death threats or intimidations, has psychosocial effects and impacts on victim’s psychosocial functioning. However, little attention has been paid to the study of threatened people through an evidence-based research. This study analyses quantitatively the experience of threatened people within a context of terrorism. Specifically, we want to gain insight into victims’ perceptions of their threatening situation, through participants who were under threat by the Euskadi ta Askatasuna (ETA) (Basque Homeland and Freedom) terrorist group in the Basque Country, Spain. Through a cross-sectional study and Principal component analysis, 87 victims of the ETA terrorist group in the Basque Country were surveyed, during the period of violence. The findings suggested six main psychosocial effects on threatened individuals, comprising issues such as (1) Thought processes and risk perception; (2) Emotional reactions; (3) Circles of vulnerability; (4) Suspicion/distrust; (5) Social interactions and (6) Safety and freedom of movement. In addition, victim’s perception of control was negatively related to the psychosocial effects, in factors 1, 2, 3, 4 and 5, respectively. The article discusses and shows implications of the power of threats, along with their effects, as a psychosocial coercion instrument.

ACS Style

Javier Martín-Peña; Ana Andres; Pedro J. Ramos-Villagrasa; Jordi Escartín. Living under threat: psychosocial effects on victims of terrorism. Behavioral Sciences of Terrorism and Political Aggression 2016, 9, 191 -207.

AMA Style

Javier Martín-Peña, Ana Andres, Pedro J. Ramos-Villagrasa, Jordi Escartín. Living under threat: psychosocial effects on victims of terrorism. Behavioral Sciences of Terrorism and Political Aggression. 2016; 9 (3):191-207.

Chicago/Turabian Style

Javier Martín-Peña; Ana Andres; Pedro J. Ramos-Villagrasa; Jordi Escartín. 2016. "Living under threat: psychosocial effects on victims of terrorism." Behavioral Sciences of Terrorism and Political Aggression 9, no. 3: 191-207.

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: 12 October 2015 in Team Performance Management: An International Journal
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Purpose – While scales were developed to measure individual adaptive performance (IAP), fewer contributions have been done to assess the construct at the team level of analysis. This issue is addressed through two related studies: Study 1 builds on Pulakos et al. (2000) to develop a measure of IAP. Study 2 follows from the results in Study 1 and tests a measure of team adaptive performance (Chan, 1998). Design/methodology/approach – Scale development was done adopting a single level (Study 1) and multi-level (Study 2) structural equations modeling approach. Findings – Results suggest that both measures of individual and team adaptive performance are reliable and show evidence supporting the adequacy of adopting referent-shift methodologies to the measurement and aggregation of team members’ rating of team adaptive performance. Originality/value – The study offers a reliable, parsimonious and easy to apply measure of individual and team adaptive performance in organizational work environments.

ACS Style

Pedro Marques-Quinteiro; Pedro J. Ramos-Villagrasa; Ana Margarida Passos; Luis Curral. Measuring adaptive performance in individuals and teams. Team Performance Management: An International Journal 2015, 21, 339 -360.

AMA Style

Pedro Marques-Quinteiro, Pedro J. Ramos-Villagrasa, Ana Margarida Passos, Luis Curral. Measuring adaptive performance in individuals and teams. Team Performance Management: An International Journal. 2015; 21 (7/8):339-360.

Chicago/Turabian Style

Pedro Marques-Quinteiro; Pedro J. Ramos-Villagrasa; Ana Margarida Passos; Luis Curral. 2015. "Measuring adaptive performance in individuals and teams." Team Performance Management: An International Journal 21, no. 7/8: 339-360.

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.

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.