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The lack of blood donors is a global problem that prevents the demand for blood prompted by an ageing population and increased life expectancy from being met. The aim of this study was to conduct an initial exploration of the reasons for using digital platforms in blood donation. Using a Theory of Planned Behaviour (TPB) framework, microdata for 389 participants from Latin American countries and Spain, and Partial Least Square-Structural Equation Modelling (PLS-SEM), the study obtained three main prediction paths. The first two started from feelings of trust in the digital community and a positive mood state associated with a modern lifestyle, and they were linked to attitudes and behavioural control in the explanation of the intention to donate and actual blood donation. The third path started from modern lifestyles, and was linked to the subjective norm in the prediction of intention and actual donation. These paths represent one of the very first attempts to predict intentions of donation and collaborative donation by taking a PLS-SEM approach. By determining the paths underpinning collaborative blood donors’ motives, the results of this study provide strong support for the usefulness of the TPB model within the context of digital platform use and blood donation.
Joan Torrent-Sellens; Cristian Salazar-Concha; Pilar Ficapal-Cusí; Francesc Saigí-Rubió. Using Digital Platforms to Promote Blood Donation: Motivational and Preliminary Evidence from Latin America and Spain. International Journal of Environmental Research and Public Health 2021, 18, 4270 .
AMA StyleJoan Torrent-Sellens, Cristian Salazar-Concha, Pilar Ficapal-Cusí, Francesc Saigí-Rubió. Using Digital Platforms to Promote Blood Donation: Motivational and Preliminary Evidence from Latin America and Spain. International Journal of Environmental Research and Public Health. 2021; 18 (8):4270.
Chicago/Turabian StyleJoan Torrent-Sellens; Cristian Salazar-Concha; Pilar Ficapal-Cusí; Francesc Saigí-Rubió. 2021. "Using Digital Platforms to Promote Blood Donation: Motivational and Preliminary Evidence from Latin America and Spain." International Journal of Environmental Research and Public Health 18, no. 8: 4270.
The study of prosocial organizational behaviors has been receiving increasing attention, due to their relevant contribution to sustainable organizational and personal development. This research proposes and tests a model that tackles the factors that drive two unrewarding extra-role behaviors of individual or organizational citizenship, altruism, and civic virtue, and assesses multiple mediation relationships. The sample data are derived from a questionnaire survey of 1350 Spanish workers and were analyzed using partial least squares structural equations modelling. Research findings reflect the mediating role of knowledge sharing behavior in the relationship between affective commitment and altruism. Moreover, a significant relationship was found between affective commitment and civic virtue, which is stronger under the mediating role of knowledge sharing behavior. Finally, affective commitment plays a mediating role in the relationship between perceived organizational support and knowledge sharing behavior. Implications for sustainable human resource management, practical interventions, and future research recommendations are provided.
Pilar Ficapal-Cusí; Mihaela Enache-Zegheru; Joan Torrent-Sellens. Linking Perceived Organizational Support, Affective Commitment, and Knowledge Sharing with Prosocial Organizational Behavior of Altruism and Civic Virtue. Sustainability 2020, 12, 10289 .
AMA StylePilar Ficapal-Cusí, Mihaela Enache-Zegheru, Joan Torrent-Sellens. Linking Perceived Organizational Support, Affective Commitment, and Knowledge Sharing with Prosocial Organizational Behavior of Altruism and Civic Virtue. Sustainability. 2020; 12 (24):10289.
Chicago/Turabian StylePilar Ficapal-Cusí; Mihaela Enache-Zegheru; Joan Torrent-Sellens. 2020. "Linking Perceived Organizational Support, Affective Commitment, and Knowledge Sharing with Prosocial Organizational Behavior of Altruism and Civic Virtue." Sustainability 12, no. 24: 10289.
The consolidation of industry 4.0 (I4.0) as a new innovative ecosystem has generated high expectations about its economic and environmental effects. In this study, we investigate whether I4.0 technologies can reinforce environmental assets management in achieving firm results. We intend to contrast the existence of reward mechanisms for being green. Using a panel of 1,028 Spanish industrial firms in 2009-2016 period, the research has obtained three main results. First, environmental assets, the use of robots and the adoption of flexible production technologies generate individual and two-complementarity marginal effects in the explanation of sales, exports and labour productivity. Second, environmental assets and I4.0 technologies do not generate any individual or complementarity marginal effect that positively explains gross operating margins. And, third, however, we have found a business model that generates significant total effects on the four firm results, especially on profitability, through the combination of environmental assets, I4.0 technologies, R&D expenditure, production flexibility and human capital management. Implications for the circular economy and ethical business models are also discussed.
Ángel Díaz-Chao; Pilar Ficapal-Cusí; Joan Torrent-Sellens. Environmental assets, industry 4.0 technologies and firm performance in Spain: A dynamic capabilities path to reward sustainability. Journal of Cleaner Production 2020, 281, 125264 .
AMA StyleÁngel Díaz-Chao, Pilar Ficapal-Cusí, Joan Torrent-Sellens. Environmental assets, industry 4.0 technologies and firm performance in Spain: A dynamic capabilities path to reward sustainability. Journal of Cleaner Production. 2020; 281 ():125264.
Chicago/Turabian StyleÁngel Díaz-Chao; Pilar Ficapal-Cusí; Joan Torrent-Sellens. 2020. "Environmental assets, industry 4.0 technologies and firm performance in Spain: A dynamic capabilities path to reward sustainability." Journal of Cleaner Production 281, no. : 125264.
In a context in which work has shifted from individual-centred to collaborative approaches, teams have become the cornerstone of organizational structure. This paper examines the individual, group and organizational factors that generate team performance. With this aim, it proposes and tests a multilevel team performance model that covers perceived leadership support, challenge, team shared vision, creative collective efficacy, social reflexivity and participative safety, as well as the relationship between these factors in generating team effectiveness. Drawing on a sample of 654 teams (3190 individuals) and using partial least squares structural equations modelling, this research tests multiple mediation models and obtains three main results. First, perceived leadership support is positively related to team effectiveness. Second, team shared vision and creative collective efficacy mediate the relationship between perceived leadership support and social reflexivity, and between challenge and social reflexivity. Lastly, the relationship between social reflexivity and team effectiveness is mediated by participative safety. Consequently, an integrated and comprehensive framework is required to understand the underpinnings of team performance at an individual, group and organizational level. Implications for sustainable human resources management are provided.
Pilar Ficapal-Cusí; Mihaela Enache-Zegheru; Joan Torrent-Sellens. Enhancing team performance: A multilevel model. Journal of Cleaner Production 2020, 289, 125158 .
AMA StylePilar Ficapal-Cusí, Mihaela Enache-Zegheru, Joan Torrent-Sellens. Enhancing team performance: A multilevel model. Journal of Cleaner Production. 2020; 289 ():125158.
Chicago/Turabian StylePilar Ficapal-Cusí; Mihaela Enache-Zegheru; Joan Torrent-Sellens. 2020. "Enhancing team performance: A multilevel model." Journal of Cleaner Production 289, no. : 125158.
Knowledge sharing (KS) behavior is one of the main drivers to generate social sustainability. It predicts high organizational performance and innovation capabilities, and creates enjoyment and happiness in helping others. Even if incentives to enhance KS behaviors exist, employees would still be reluctant to share knowledge. For this reason, we test a comprehensive model of sustainable human resource management with the inclusion of KS to explain how to enhance collaborative practices in terms of voluntary knowledge sharing. In a comprehensive model, we incorporate organizational justice, employee perceived organizational support, job satisfaction and affective organizational commitment, and how they relate in order to generate knowledge sharing behavior. Using a sample of 1350 employees working for multinational firms operating in Spain, the present research obtains two main results. First, organizational justice, employee perceived organizational support and affective organizational commitment are positively related with KS. Second, employee perceived organizational support, job satisfaction and affective organizational commitment play a mediating role between organizational justice and KS, which reinforces the positive relationship between both constructs. Consequently, employees would be more willing to cooperate and share in fair organizational contexts, especially when they are satisfied and affectively committed, and when their contributions are valued and recognized. Finally, we discuss human resource management’s (HRM) practical interventions and recommendations for future research on sustainable organizations.
Natàlia Cugueró-Escofet; Pilar Ficapal-Cusí; Joan Torrent-Sellens. Sustainable Human Resource Management: How to Create a Knowledge Sharing Behavior through Organizational Justice, Organizational Support, Satisfaction and Commitment. Sustainability 2019, 11, 5419 .
AMA StyleNatàlia Cugueró-Escofet, Pilar Ficapal-Cusí, Joan Torrent-Sellens. Sustainable Human Resource Management: How to Create a Knowledge Sharing Behavior through Organizational Justice, Organizational Support, Satisfaction and Commitment. Sustainability. 2019; 11 (19):5419.
Chicago/Turabian StyleNatàlia Cugueró-Escofet; Pilar Ficapal-Cusí; Joan Torrent-Sellens. 2019. "Sustainable Human Resource Management: How to Create a Knowledge Sharing Behavior through Organizational Justice, Organizational Support, Satisfaction and Commitment." Sustainability 11, no. 19: 5419.
Human beings must develop many skills to cope with the large amount of challenges that currently exist in the world: media empowerment for an active and democratic citizenship, knowledge acquisition and conversion for lifelong and life-wide learning, 21st century skills for matching demand and supply in labor markets, and dispositional employability for unpredictable future career success. One of the tools for achieving these is online education, in which students have the chance to manage their own time, content, and goals. Thus, this paper analyzes these issues from the perspective of skills gained through e-learning and validates the Socio-Technical E-learning Employability System of Measurement (STELEM) framework. The research was carried out with former students of the Universitat Oberta de Catalunya. Exploratory and confirmatory factorial analyses validate several consistent and reliable scales in two areas: (i) employability, based on educational social capital, media empowerment, knowledge acquisition, knowledge conversion, literacy, digitalness, collaboration, resilience, proactivity, identity, openness, motivation, organizational culture, and employment security; and (ii) socio-technical systems existing in this open online university, based on its information and communications technology (ICT), learning tasks, as well as student-centered and organizational approaches. The research provides two new psychometrical scales that are useful for the evaluation, monitoring, and assessment of relationships and influences between socio-technical e-learning organizations and employability skills development, and proposes a set of indicators related to human and social capital, valid in employability contexts.
Juan-Francisco Martínez-Cerdá; Joan Torrent-Sellens; Inés González-González; Pilar Ficapal-Cusí. Opening the Black-Box in Lifelong E-Learning for Employability: A Framework for a Socio-Technical E-Learning Employability System of Measurement (STELEM). Sustainability 2018, 10, 1014 .
AMA StyleJuan-Francisco Martínez-Cerdá, Joan Torrent-Sellens, Inés González-González, Pilar Ficapal-Cusí. Opening the Black-Box in Lifelong E-Learning for Employability: A Framework for a Socio-Technical E-Learning Employability System of Measurement (STELEM). Sustainability. 2018; 10 (4):1014.
Chicago/Turabian StyleJuan-Francisco Martínez-Cerdá; Joan Torrent-Sellens; Inés González-González; Pilar Ficapal-Cusí. 2018. "Opening the Black-Box in Lifelong E-Learning for Employability: A Framework for a Socio-Technical E-Learning Employability System of Measurement (STELEM)." Sustainability 10, no. 4: 1014.
Arnold B Bakker; Pilar Ficapal-Cusi; Joan Torrent-Sellens; Joan Boada-Grau; Pedro M Hontangas-Beltrán. The Spanish version of the Job Crafting Scale. Psicothema 2018, 30, 136 -142.
AMA StyleArnold B Bakker, Pilar Ficapal-Cusi, Joan Torrent-Sellens, Joan Boada-Grau, Pedro M Hontangas-Beltrán. The Spanish version of the Job Crafting Scale. Psicothema. 2018; 30 (1):136-142.
Chicago/Turabian StyleArnold B Bakker; Pilar Ficapal-Cusi; Joan Torrent-Sellens; Joan Boada-Grau; Pedro M Hontangas-Beltrán. 2018. "The Spanish version of the Job Crafting Scale." Psicothema 30, no. 1: 136-142.
The purpose of this paper is to empirically analyse gender differences in job quality during the first years of the economic crisis in Spain. The paper uses microdata from the Quality of Working Life Survey. A representative sample of 5,381 and 4,925 Spanish employees (men and women) in 2008 and 2010, and a two-stage structural equation modelling (SEM) are empirically tested. The study revealed three main results. First, the improvement in job quality was more favourable to men than it was to women. Second, the gender differences in the explanation of job quality increased considerably in favour of men. Third, this increase in gender-related job inequality in favour of men is explained by a worsening of 4 of the 5 explanatory dimensions thereof: intrinsic job quality; work organisation and workplace relationships; working conditions, work intensity and health and safety at work; and extrinsic rewards. Only inequality in the work-life balance dimension remained stable. The availability of more detailed microdata for other countries and new statistical methods for analysing causal relationships, particularly SEM-PLS, would allow new approaches to be taken. Public policy measures required to fight against gender inequalities are discussed. The paper contributes to enrich the understanding of the multidimensional and gender-related determinants of job quality and, in particular, of studying the effects of the first years of the economic crisis.
Pilar Ficapal-Cusí; Angel Díaz-Chao; Milagros Sainz-Ibáñez; Joan Torrent-Sellens. Gender inequalities in job quality during the recession. Employee Relations: The International Journal 2018, 40, 2 -22.
AMA StylePilar Ficapal-Cusí, Angel Díaz-Chao, Milagros Sainz-Ibáñez, Joan Torrent-Sellens. Gender inequalities in job quality during the recession. Employee Relations: The International Journal. 2018; 40 (1):2-22.
Chicago/Turabian StylePilar Ficapal-Cusí; Angel Díaz-Chao; Milagros Sainz-Ibáñez; Joan Torrent-Sellens. 2018. "Gender inequalities in job quality during the recession." Employee Relations: The International Journal 40, no. 1: 2-22.
While the literature has indeed confirmed a general tendency linking small and medium enterprises (SMEs) to a dynamic of greater job creation, there is little available evidence on what has happened to job quality since the financial crisis. Through a representative sample of 5311 employees in 2008 (first year of job destruction) and 4925 employees in 2010 (last year for which data were available), and using a two-stage structural equation model, this article empirically analyses the multidimensional determinants of job quality, by enterprise-size class, in Spain. The research has revealed three main results. First, job quality in Spain improved in all enterprises, regardless of their size, during the early years of the recession. Second, the greatest improvements were found in SMEs. Although job quality was already better in SMEs than in large enterprises in 2008, the differences between them subsequently widened. Third, this accelerated divergence was explained by the following dimensions: working conditions, work intensity, health and safety at work, and work–life balance. These dimensions were much more positive in SMEs. Employment-related public policy should therefore focus more specifically on SMEs. There are two reasons for this. First, despite the recession, SMEs have shown themselves to be key factors in the explanation of job quality. Second, by making changes to their value generation model, they could continue to drive the creation of better quality jobs.
Ángel Díaz-Chao; Pilar Ficapal-Cusí; Joan Torrent-Sellens. Did small and medium enterprises maintain better jobs during the early years of the recession? Job quality multidimensional evidence from Spain. European Management Journal 2017, 35, 396 -413.
AMA StyleÁngel Díaz-Chao, Pilar Ficapal-Cusí, Joan Torrent-Sellens. Did small and medium enterprises maintain better jobs during the early years of the recession? Job quality multidimensional evidence from Spain. European Management Journal. 2017; 35 (3):396-413.
Chicago/Turabian StyleÁngel Díaz-Chao; Pilar Ficapal-Cusí; Joan Torrent-Sellens. 2017. "Did small and medium enterprises maintain better jobs during the early years of the recession? Job quality multidimensional evidence from Spain." European Management Journal 35, no. 3: 396-413.
Coaching is a process of growth that has expanded into many areas. From a theoretical perspective the coaching has three major theoretical lines or schools: North American (Leonard), European (Gallwey and Whitmore) and South American (Flores, Echeverría, Olalla and Maturana). An effective coach has empathy, builds trust, is professional and uses methodologies. Finally, an experience is described in the classroom where the students are involved in a process of coaching.Keywords: Coaching, academic coaching, development, growth.Resumen.El coaching es un proceso de crecimiento que se ha expandido a numerosos ámbitos. Desde una perspectiva teórica el coaching tiene tres grandes líneas teóricas o escuelas: Norteamericana (Leonard), europea (Gallwey y Whitmore) y sudamericana (Flores, Echeverría, Olalla y Maturana).Un coach eficaz tiene empatía, genera confianza, es profesional y utiliza metodologías. Finalmente, se describe una experiencia en el aula, los alumnos viven un proceso de coaching.Palabras clave: Coaching, coaching académico, desarrollo, crecimiento.
Mª Isabel Ruiz Fernández; Joan Boada-Grau; Enrique Merino Tejedor; Pilar Ficapal-Cusí. UNA EXPERIENCIA DE COACHING EN ESTUDIANTES UNIVERSITARIOS. Revista INFAD de Psicología. International Journal of Developmental and Educational Psychology. 2016, 4, 515 .
AMA StyleMª Isabel Ruiz Fernández, Joan Boada-Grau, Enrique Merino Tejedor, Pilar Ficapal-Cusí. UNA EXPERIENCIA DE COACHING EN ESTUDIANTES UNIVERSITARIOS. Revista INFAD de Psicología. International Journal of Developmental and Educational Psychology.. 2016; 4 (1):515.
Chicago/Turabian StyleMª Isabel Ruiz Fernández; Joan Boada-Grau; Enrique Merino Tejedor; Pilar Ficapal-Cusí. 2016. "UNA EXPERIENCIA DE COACHING EN ESTUDIANTES UNIVERSITARIOS." Revista INFAD de Psicología. International Journal of Developmental and Educational Psychology. 4, no. 1: 515.
Introducción: a pesar de la relevancia nutricional del desayuno para el desarrollo y su asociación a un mejor aprendizaje y rendimiento escolar, numerosos estudios ponen en evidencia que en muchos casos se omite o se hace mal. Objetivo: determinar la calidad del desayuno de estudiantes de entre 10 y 16 años con intención de determinar en qué momento sería conveniente realizar programas educativos sobre la importancia de esta comida y cómo mejorar su calidad.Método: estudio observacional, descriptivo y transversal a partir de un cuestionario con preguntas cerradas acerca de los hábitos de alimentación en el desayuno en estudiantes de educación primaria y secundaria.Resultados y conclusión: solo el 18,5% de los estudiantes realiza un desayuno de buena calidad y su mala calidad va aumentando progresivamente con los cursos y se asocia al hecho de desayunar solo. En ambos niveles educativos los alimentos más consumidos en casa pertenecen al grupo de los lácteos y los cereales, mientras que en el centro escolar, el bocadillo resulta el desayuno más habitual; no obstante se observan diferencias entre primaria y secundaria en cuanto al consumo de fruta y bebidas azucaradas, entre otros. Conclusión: sería interesante valorar la instauración de programas de desayuno escolar incluyendo en ellos no solo a estudiantes de primaria, sino también, y especialmente, a adolescentes pues son estos quienes omiten esta comida en mayor proporción. Las intervenciones deberían orientarse a corregir las desviaciones más habituales observadas en cada uno de los niveles educativos.
Toni Díaz; Pilar Ficapal-Cusi; Alicia Aguilar-Martínez. Hábitos de desayuno en estudiantes de primaria y secundaria: posibilidades para la educación nutricional en la escuela. Nutrición Hospitalaria 2016, 33, 1 .
AMA StyleToni Díaz, Pilar Ficapal-Cusi, Alicia Aguilar-Martínez. Hábitos de desayuno en estudiantes de primaria y secundaria: posibilidades para la educación nutricional en la escuela. Nutrición Hospitalaria. 2016; 33 (4):1.
Chicago/Turabian StyleToni Díaz; Pilar Ficapal-Cusi; Alicia Aguilar-Martínez. 2016. "Hábitos de desayuno en estudiantes de primaria y secundaria: posibilidades para la educación nutricional en la escuela." Nutrición Hospitalaria 33, no. 4: 1.
This article explores the relationship between dispositional employability and online training purchase. Through a sample of 883 employees working for enterprises in Spain, and a using principal component analysis and binomial logit probabilistic models, the research revealed two main results. First, it was found that dispositional employability is characterized by five factors: “openness to changes at work”, “career motivation and work resilience”, “work and career proactivity”, “optimism and engagement at work”, and “work identity”. Second, the research also found a double causality in the relationship analysis between dispositional employability and online training purchase. However, this causality is not direct. In explaining dispositional employability, certain motivations and types of behavior of employees participating in online training are significant. In particular, greater sensitivity towards career-related personal empowerment, a greater predisposition towards developing new experiences at work, and a greater awareness of the fact that positive job outcomes are related to preparation conscientiousness. In explaining online training purchase, employees who are more motivated and who better identify with their jobs are more likely to pay. Moreover, employees who spend more time on training and have less contact with new trends in their jobs, find it hard to keep calm in difficult situations, and have a greater predisposition towards effort, and preference for novelty, variety and challenges at work are more likely to purchase online training.
Joan Torrent-Sellens; Pilar Ficapal-Cusí; Joan Boada-Grau. Dispositional Employability and Online Training Purchase. Evidence from Employees' Behavior in Spain. Frontiers in Psychology 2016, 7, 1 .
AMA StyleJoan Torrent-Sellens, Pilar Ficapal-Cusí, Joan Boada-Grau. Dispositional Employability and Online Training Purchase. Evidence from Employees' Behavior in Spain. Frontiers in Psychology. 2016; 7 ():1.
Chicago/Turabian StyleJoan Torrent-Sellens; Pilar Ficapal-Cusí; Joan Boada-Grau. 2016. "Dispositional Employability and Online Training Purchase. Evidence from Employees' Behavior in Spain." Frontiers in Psychology 7, no. : 1.
A partir d’una mostra representativa per a 5.381 (3.079 homes i 2.302 dones) i per a 4.925 (2.719 homes i 2.206 dones) treballadors el 2008 i el 2010, i utilitzant un model d’equacions estructurals en dues etapes, el document de treball analitza els determinants multidimensionals (efectes directes) de la dimensió de gènere de la qualitat del treball a Espanya. La investigació revela quatre resultats principals. En primer lloc, tot i la crisi econòmica, la qualitat del treball a Espanya ha millorat durant el període analitzat. En segon lloc, la millora de la qualitat del treball a Espanya durant la crisi ha estat molt més favorable per als homes que per a les dones. En tercer lloc, les diferències de gènere en l’explicació de la qualitat del treball durant la crisi han augmentat considerablement a favor dels homes. En quart lloc, aquest increment de les diferències de gènere en la qualitat del treball a favor dels homes s’explica per un creixement de 4 de les seves 5 dimensions explicatives: la qualitat intrínseca del treball; l’organització del treball i les relacions socials al lloc de treball; les condicions, la intensitat, i la salut i la seguretat en el treball, i les retribucions extrínseques. Entre 2008 i 2010, la desigualtat de gènere únicament es va mantenir estable a la dimensió d’equilibri vida-treball. Pel que fa a les polítiques públiques d’ocupació i de qualitat de gènere els nostres resultats suggereixen dues conclusions importants. En primer lloc, la importància de donar molta més atenció a les dimensions vinculades amb l’entorn de treball i les relacions socials. I, en segon lloc, la necessitat d’atendre els canvis accelerats del treball. En particular, els diferents problemes de qualitat entre els treballadors i les treballadores formats i no formats, la vinculació entre les diferències de gènere i les ocupacions, i la necessitat de considerar els diferents règims institucionals i laborals per a superar les desigualtats de gènere en la qualitat del treball.
Pilar Ficapal-Cusí; Angel Díaz-Chao; Joan Torrent-Sellens. Gender inequality in job quality. What has happened in Spain during the recession? IN3 Working Paper Series 2015, 1 .
AMA StylePilar Ficapal-Cusí, Angel Díaz-Chao, Joan Torrent-Sellens. Gender inequality in job quality. What has happened in Spain during the recession? IN3 Working Paper Series. 2015; ():1.
Chicago/Turabian StylePilar Ficapal-Cusí; Angel Díaz-Chao; Joan Torrent-Sellens. 2015. "Gender inequality in job quality. What has happened in Spain during the recession?" IN3 Working Paper Series , no. : 1.
Pilar Ficapal-Cusí; Joan Boada-Grau. e-Learning and Team-based Learning. Practical Experience in Virtual Teams. Procedia - Social and Behavioral Sciences 2015, 196, 69 -74.
AMA StylePilar Ficapal-Cusí, Joan Boada-Grau. e-Learning and Team-based Learning. Practical Experience in Virtual Teams. Procedia - Social and Behavioral Sciences. 2015; 196 ():69-74.
Chicago/Turabian StylePilar Ficapal-Cusí; Joan Boada-Grau. 2015. "e-Learning and Team-based Learning. Practical Experience in Virtual Teams." Procedia - Social and Behavioral Sciences 196, no. : 69-74.
Ángel Díaz-Chao; Pilar Ficapal-Cusí; Joan Torrent-Sellens. Determinantes multidimensionales en la calidad percibida del empleo. Evidencia empírica para España. Revista Internacional de Sociología 2015, 73, e004 .
AMA StyleÁngel Díaz-Chao, Pilar Ficapal-Cusí, Joan Torrent-Sellens. Determinantes multidimensionales en la calidad percibida del empleo. Evidencia empírica para España. Revista Internacional de Sociología. 2015; 73 (1):e004.
Chicago/Turabian StyleÁngel Díaz-Chao; Pilar Ficapal-Cusí; Joan Torrent-Sellens. 2015. "Determinantes multidimensionales en la calidad percibida del empleo. Evidencia empírica para España." Revista Internacional de Sociología 73, no. 1: e004.
Through a representative sample of 9,100 and 8,755 employees in 2008 and 2010, and a using two-stage structural equation model, this article empirically analyses the multi-dimensional determinants (direct effects) of job quality in Spain. The research concludes that: #1 despite the economic crisis, job quality improved over the analysis period; #2 there was a shift in job quality explanation towards a more complete model with greater preponderance of the dimensions connected with the workplace relationships, work intensity, working conditions and work–life balance in detriment to dimensions connected with the intrinsic job quality and extrinsic rewards. These results suggest the importance of the working environment and social relationships, beyond the quality of the workplace, as important tools of employment public policy to improve labor markets and to overcoming the economic crisis.
Ángel Díaz-Chao; Pilar Ficapal-Cusí; Joan Torrent-Sellens. Economic Crisis and Job Quality in Spain: A Multi-dimensional and Micro-data Empirical Approach. Social Indicators Research 2014, 125, 613 -633.
AMA StyleÁngel Díaz-Chao, Pilar Ficapal-Cusí, Joan Torrent-Sellens. Economic Crisis and Job Quality in Spain: A Multi-dimensional and Micro-data Empirical Approach. Social Indicators Research. 2014; 125 (2):613-633.
Chicago/Turabian StyleÁngel Díaz-Chao; Pilar Ficapal-Cusí; Joan Torrent-Sellens. 2014. "Economic Crisis and Job Quality in Spain: A Multi-dimensional and Micro-data Empirical Approach." Social Indicators Research 125, no. 2: 613-633.
El document de treball analitza el “job crafting” i la seva validesa convergent amb el “work engagement” i la personalitat proactiva a Espanya. Basat en el model de demandes i recursos laborals (Job Demands-Resources model) amb quatre dimensions (augment dels recursos estructurals del treball, disminució de les demandes de treball, augment dels recursos socials del treball i creixent demanda dels reptes del treball), el document de treball valida una escala de “job crafting” a partir d’una mostra de 896 treballadors d’empreses a Espanya. Els resultats de l’anàlisi factorial confirmatori i d’invariància suggereixen que el model de quatre factors descriu satisfactòriament l’estructura dimensional de l’escala amb 21 ítems, i amb uns índexs de fiabilitat (alfa de Cronbach) situats entre 0,70 i 0,79. Pel que fa a la validesa convergent, els factors augment dels recursos estructurals del treball, augment dels recursos socials del treball i creixent demanda dels reptes del treball correlacionen positivament amb les tres sub-escales de “work engagement” (vigor, dedicació i absorció) i amb l’escala de personalitat proactiva. En canvi, el factor disminució de les demandes de treball correlaciona negativament amb les tres sub-escales de “work engagement”, i no s’observa correlació amb la proactivitat. Aquests resultats posen de relleu possibles intervencions que els treballadors poden fer amb l’objectiu de millorar les seves habilitats, aprenentatge i desenvolupament professional, la interacció amb els seus supervisors i col·legues, la proactivitat per a desenvolupar noves demandes de treball, i la reducció de la intensitat i les dificultats mentals i emocionals del treball.
Pilar Ficapal-Cusí; Joan Torrent-Sellens; Joan Boada-Grau; Pedro M. Hontangas-Beltrán. Job change without changing job? Exploring job crafting in Spain. IN3 Working Paper Series 2014, 1 .
AMA StylePilar Ficapal-Cusí, Joan Torrent-Sellens, Joan Boada-Grau, Pedro M. Hontangas-Beltrán. Job change without changing job? Exploring job crafting in Spain. IN3 Working Paper Series. 2014; ():1.
Chicago/Turabian StylePilar Ficapal-Cusí; Joan Torrent-Sellens; Joan Boada-Grau; Pedro M. Hontangas-Beltrán. 2014. "Job change without changing job? Exploring job crafting in Spain." IN3 Working Paper Series , no. : 1.
A través d’una mostra representativa per a 9.100 i 8.755 treballadors el 2008 y el 2010, i utilitzant un model d’equacions estructurals, el document de treball analitza els determinants (efectes directes) de la qualitat del treball a Espanya. La investigació conclou que: 1) tot i la crisi econòmica, la qualitat del treball ha millorat en el període analitzat; 2) la qualitat intrínseca del treball, l’organització del treball, i la inclusió i l’accés als mercats de treball són les principals dimensiones explicatives de la qualitat del treball; i 3) el principal efecte de la crisi econòmica sobre la qualitat del treball ha estat una reestructuració significativa de les seves dimensions explicatives a favor de les més directament vinculades amb l’entorn de treball i, específicament, amb les relacions socials, la salut i la seguretat del treball, les condicions de treball, i la igualtat de gènere i l’equilibri treball-vida personal. Aquests resultats suggereixen la importància de l’entorn de treball i les relacions socials, més enllà de la qualitat en el lloc de treball, com a importants elements a considerar per les polítiques públiques d’ocupació en l’objectiu de millorar els mercats de treball i superar la crisi econòmica
Ángel Díaz-Chao; Pilar Ficapal-Cusí; Joan Torrent-Sellens. Workplace or working environment? Job quality and economic crisis in Spain. IN3 Working Paper Series 2014, 1 .
AMA StyleÁngel Díaz-Chao, Pilar Ficapal-Cusí, Joan Torrent-Sellens. Workplace or working environment? Job quality and economic crisis in Spain. IN3 Working Paper Series. 2014; ():1.
Chicago/Turabian StyleÁngel Díaz-Chao; Pilar Ficapal-Cusí; Joan Torrent-Sellens. 2014. "Workplace or working environment? Job quality and economic crisis in Spain." IN3 Working Paper Series , no. : 1.
10.7334/psicothema2013.148The aim of this article is to develop the Spanish adaptation of the internal functioning of Work Teams Scale (QFI-22). Methods: The scale was adapted from the French version, and was applied to a sample of 1,055 employees working for firms operating in Spain. The article analyses the internal structure (exploratory and confirmatory factor analysis) and internal consistency, and provides convergent validity evidence of the scale. Results: The QFI-22 scale shows the same internal structure as the original. Factor analysis confirmed the existence of two factors: interpersonal support and team work management, with good internal consistency coefficients (a1 = .93, a2 = .92). Regarding validity evidence, the QFI-22 scale has significant correlations with other correlates and alternative scales used for comparison purposes. The two factors correlated positively with team vision, participation safety, task orientation and support for innovation (Team Climate Inventory, TCI scale), with progressive culture (Organisational Culture, X-Y scale), and with creating change, customer focus and organisational learning (Denison Organizational Culture Survey, DOCS scale). In contrast, the two factors correlated negatively with traditional culture (X-Y scale). Conclusion: The QFI-22 scale is a useful instrument for assessing the internal functioning of work teams
Pilar Ficapal-Cusí; Joan Boada-Grau; Joan Torrent-Sellens. Spanish adaptation of the Internal functioning of the Work Teams Scale (QFI-22). Psicothema 2014, 26, 273 -278.
AMA StylePilar Ficapal-Cusí, Joan Boada-Grau, Joan Torrent-Sellens. Spanish adaptation of the Internal functioning of the Work Teams Scale (QFI-22). Psicothema. 2014; 26 (26.2):273-278.
Chicago/Turabian StylePilar Ficapal-Cusí; Joan Boada-Grau; Joan Torrent-Sellens. 2014. "Spanish adaptation of the Internal functioning of the Work Teams Scale (QFI-22)." Psicothema 26, no. 26.2: 273-278.
The aim of this paper is double. First, it provides a conceptual framework and modelling of the relationship between human resource management (HRM) systems and non-based-knowledge firms. Second, using survey data on 1.518 Catalan firms (in Spain, with capital in Barcelona), the paper: 1) identify two system of HRM (in progress HRM system and non-HRM developed system); 2) build a causal model of determinants of HRM systems; and 3) describe the association links between in progress HRM system and firm’s performance. Using factor and cluster analysis, we find that only one-third of firms use in progress HRM system. Using logit binomial analysis, we find that features which are structural, technological, strategic, organisational and performance-related explain the adoption of in progress HRM system. Finally, using association analysis, we find that firms that adopt in progress HRM system: 1) are more internationalised and show greater ability to adapt to the changing environment, to innovate and to collaborate; 2) focus on product/service differentiation strategy enhancing quality; 3) apply a greater degree of new forms of work organization; 4) have more technological equipment and use IT more intensively; and 5) invest more in training their employees, than firms with non-HRM system developed.
Pilar Ficapal-Cusí; Joan Torrent-Sellens. New Human Resource Management Systems in Non-Based-Knowledge Firms: Applications for Decision Making on the Business Performance. Modern Economy 2014, 05, 139 -151.
AMA StylePilar Ficapal-Cusí, Joan Torrent-Sellens. New Human Resource Management Systems in Non-Based-Knowledge Firms: Applications for Decision Making on the Business Performance. Modern Economy. 2014; 05 (02):139-151.
Chicago/Turabian StylePilar Ficapal-Cusí; Joan Torrent-Sellens. 2014. "New Human Resource Management Systems in Non-Based-Knowledge Firms: Applications for Decision Making on the Business Performance." Modern Economy 05, no. 02: 139-151.