José Peiró - Academia.edu (original) (raw)
Papers by José Peiró
Employment Contracts and Well-Being among European Workers, 2017
Journal of Cross-Cultural Psychology, 2012
We validate, extend, and empirically and theoretically criticize the cultural dimension of humane... more We validate, extend, and empirically and theoretically criticize the cultural dimension of humane orientation of the project GLOBE (Global Leadership and Organizational Behavior Effectiveness Research Program). Theoretically, humane orientation is not just a one-dimensionally positive concept about being caring, altruistic, and kind to others as discussed by Kabasakal and Bodur (2004), but there is also a certain ambivalence to this concept. We suggest differentiating humane orientation toward in-group members from humane orientation toward out-group members. A multicountry construct validation study used student samples from 25 countries that were either high or low in humane orientation ( N = 876) and studied their relation to the traditional GLOBE scale and other cultural-level measures (agreeableness, religiosity, authoritarianism, and welfare state score). Findings revealed a strong correlation between humane orientation and agreeableness, welfare state score, and religiosity. ...
Journal of Applied Social Psychology, 2011
Research addressing customer satisfaction has not been conducted within an integrated framework. ... more Research addressing customer satisfaction has not been conducted within an integrated framework. Two approaches have been developed separately with different levels of construct and analysis: organizational behavior and consumer behavior. Our research study provides an initial step in developing integrative strategies with the joint consideration of service climate and disconfirmation of expectations. We link these 2 concepts to customer satisfaction with services, using a cross-level approach. Data from 105 work units and 1,033 customers confirmed the existence of a dual corridor of relationships, with independent and significant links from disconfirmation and service climate to customer satisfaction. Implications for practice and future research are discussed.j asp_753 1189..1213 Because of the complexity of reality, researchers are usually forced to investigate restricted areas of specific phenomena using specialized approaches. However, the simultaneous consideration of different perspectives or traditions allows advances in knowledge to be made, especially in an era when the development of multilevel methodologies facilitates the interrelation of concepts pertaining to different construct and measurement levels
Publikationsansicht. 6912670. Desgaste psíquico en el trabajo : el síndrome de quemarse (1997). ...
El presente trabajo estudia el contenido y estado del contrato psicologico en una muestra compues... more El presente trabajo estudia el contenido y estado del contrato psicologico en una muestra compuesta por 697 trabajadores pertenecientes a una organizacion de la Administracion Publica espanola. Los resultados muestran que los empleados perciben que la organizacion realiza las promesas consideradas en un nivel medio (3,6 en una escala con rango de 1 a 7) y presenta un grado de cumplimiento similar (3,7) mientras que las promesas realizadas por los empleados alcanzan niveles mas elevados (5,6), segun sus propias percepciones al igual que su cumplimiento (5,8). Tambien se observa una mayor diversificacion de la percepcion de los tipos de promesas del empleador (agrupadas en: bienestar laboral, salario y estabilidad, y participacion en la toma de decisiones) que en las del empleado (agrupadas en un unico factor). Se han obtenido diferencias significativas en percepciones de promesas y cumplimiento en funcion del sexo (los varones presentan generalmente niveles mas elevados en lo que se refiere a los empleadores) aunque no hay diferencias en las percepciones de equidad. En funcion del tipo de contrato, las promesas relativas al salario y a la estabilidad laboral muestran resultados mas elevados en los permanentes, aunque es mayor la percepcion de equidad en los temporales. Finalmente, se han obtenido diferencias significativas en funcion del nivel jerarquico en el factor "bienestar laboral" y "participacion en la toma de decisiones", en los tres factores relativos al cumplimiento del empleador, en justicia y en confianza. Todos estos resultados se discuten y analizan senalandose las implicaciones teoricas y practicas
Journal of Managerial …, 2005
Purpose This introductory paper aims to provide a contextualization of recent research and appl... more Purpose This introductory paper aims to provide a contextualization of recent research and applications on work team effectiveness in organizational contexts carried out in Spain and Portugal and to describe connections between this research and the main trends in the ...
Sustainability, 2019
Traditional Human Resource Management (HRM) focusing on maintaining the status quo is no longer i... more Traditional Human Resource Management (HRM) focusing on maintaining the status quo is no longer in the spotlight. Sustainable HRM has become the new approach, emphasizing the need to attend to organizational results directed toward reaching different goals and integrating the needs of diverse stakeholders. Moreover, in response to the challenges that organizations face in volatile, uncertain, complex, and ambiguous (VUCA) environments, Human Resource (HR) practices can contribute to the development of idiosyncratic deals (negotiation of individual HR practices) that might facilitate employees' creativity and eudaimonic well-being in the long term and, thus, the sustainability of these organizations. Thus, the aim of this study is to test the mediating role of idiosyncratic deals (i-deals) in the unfolding relationship between HR practices, eudaimonic well-being and creative performance. Using a longitudinal database (three waves), the hypotheses are tested using structural equat...
European Management Journal
The purpose of this paper is to refine and validate a Human Resource practices (HRP) scale to mea... more The purpose of this paper is to refine and validate a Human Resource practices (HRP) scale to measure employees' perceptions and test a two-tier model structured in eight practices and two bundles. In a sample of 554 employees, an EFA (Exploratory Factor Analysis) offered six factors that explained about 70% of the variance. Then, with 1647 employees (from 41 Spanish organizations), first- and second-order models were tested with Confirmatory Factor Analysis (CFA). The former encompasses eight practices. The latter grouped the practices in two bundles, one on enhancing performance and the other on supporting employees. The Cronbach's alpha, Rho coefficient (Composite Reliability Coefficient), Omega coefficient, and Spearman-Brown split half coefficient showed good reliability. Validity evidence was found for construct, criterion, convergent, content, discriminant, and predictive validity. Moreover, the paper integrates different ways of approaching the study of HR management based on employees' perceptions, using a two-tier approach. The two-bundle model showed better fit, pointing out the importance of paying attention to multiple outcomes for employees and organizations. The study makes a relevant theoretical contribution about the role and aims of HRM practices for organizational success and employees' performance and well-being.
... Department of Social Psychology, University of Valencia; emails: Francisco.Gracia@ uv.es ... ... more ... Department of Social Psychology, University of Valencia; emails: Francisco.Gracia@ uv.es ... 1 See Aronsson and Göransson (1999), Barringer and Sturman (1999), Isaksson and Bellagh (2002), Krausz (2000), Krausz, Brandwein and Fox (1995), Larson (1996), Pearce (1998 ...
Leadership is considered an essential element in guaranteeing the safe running of organizations. ... more Leadership is considered an essential element in guaranteeing the safe running of organizations. The purpose of the present study is to find out how leader behaviours influence employees' safety behaviours (perceived safety behaviours) in the nuclear field. In an attempt to answer this question, the authors of this research have considered the way this influence is exercised, taking into consideration some important factors like safety culture and safety climate. To achieve this, the empowerment leadership model, based on a behavioural approach to leadership, was used. The sample was made up of 566 employees from a Spanish nuclear power plant. The results indicated that when safety culture was strong, leader behaviour generated a higher safety climate among the members, which predicted their perceived safety behaviours. Support was found for a structural model linking leadership and safety behaviour to safety culture and safety climate. The implications of these findings for the theory of safety and the way they can be put into practice are outlined.
International Journal of Environmental Research and Public Health
This study aimed to analyze the mechanisms through which work characteristics are related to psyc... more This study aimed to analyze the mechanisms through which work characteristics are related to psychological well-being, exploring the mediational role of work meaningfulness and job satisfaction, and investigating differences in the patterns of relationships between two age groups. The sample was composed of 36,896 workers from the 5th European Working Conditions Survey. Structural equation modeling analyses and multiple group analyses were performed. The results revealed a parallel mediational model, in which work meaningfulness and general job satisfaction mediate the relationships between work characteristics and well-being. Additionally, job satisfaction partially mediates the relationship between meaningfulness and well-being. These results were confirmed in both age groups (under 55 years old and older workers), but age moderates the relationships between social support and the mediating variables and the relationships between the mediating variables and general well-being. The present study uncovers significant pathways through which time pressure, decision latitude, and social support are related to psychological well-being, depicting an important step in better understanding how and when work characteristics are related to positive outcomes. It provides important clues for promoting psychosocial health at work at the European level.
En la actualidad, no cabe duda de que la tecnología es protagonista esencial en el contexto labor... more En la actualidad, no cabe duda de que la tecnología es protagonista esencial en el contexto laboral y organizacional. Su estudio se ha constituido como un dominio propio de los psicólogos del trabajo y de las organizaciones. El objetivo de este trabajo consiste en revisar la literatura existente sobre la innovación tecnológica. Desde hace algún tiempo, se han formulado diferentes perspectivas teóricas en torno a este campo aunque, en la actualidad, requieren una revisión. Este trabajo proporciona una perspectiva alternativa más reciente y evolucionada sobre la innovación tecnológica desde la consideración de ésta como un proceso de cambio organizacional.
Calidad de servicio y calidad de vida: "el survey feedback" como estrategia de cambio organizacio... more Calidad de servicio y calidad de vida: "el survey feedback" como estrategia de cambio organizacional. Análisis teórico-conceptual y resultados empíricos
European Journal of Work and Organizational Psychology, 2014
The accuracy of the Content should not be relied upon and should be independently verified with p... more The accuracy of the Content should not be relied upon and should be independently verified with primary sources of information. Taylor and Francis shall not be liable for any losses, actions, claims, proceedings, demands, costs, expenses, damages, and other liabilities whatsoever or howsoever caused arising directly or indirectly in connection with, in relation to or arising out of the use of the Content. This article may be used for research, teaching, and private study purposes. Any substantial or systematic reproduction, redistribution, reselling, loan, sub-licensing, systematic supply, or distribution in any form to anyone is expressly forbidden.
Anuario de psicología, 1985
Journal of Vocational Behavior
Academy of Management Proceedings
Employment Contracts and Well-Being among European Workers, 2017
Journal of Cross-Cultural Psychology, 2012
We validate, extend, and empirically and theoretically criticize the cultural dimension of humane... more We validate, extend, and empirically and theoretically criticize the cultural dimension of humane orientation of the project GLOBE (Global Leadership and Organizational Behavior Effectiveness Research Program). Theoretically, humane orientation is not just a one-dimensionally positive concept about being caring, altruistic, and kind to others as discussed by Kabasakal and Bodur (2004), but there is also a certain ambivalence to this concept. We suggest differentiating humane orientation toward in-group members from humane orientation toward out-group members. A multicountry construct validation study used student samples from 25 countries that were either high or low in humane orientation ( N = 876) and studied their relation to the traditional GLOBE scale and other cultural-level measures (agreeableness, religiosity, authoritarianism, and welfare state score). Findings revealed a strong correlation between humane orientation and agreeableness, welfare state score, and religiosity. ...
Journal of Applied Social Psychology, 2011
Research addressing customer satisfaction has not been conducted within an integrated framework. ... more Research addressing customer satisfaction has not been conducted within an integrated framework. Two approaches have been developed separately with different levels of construct and analysis: organizational behavior and consumer behavior. Our research study provides an initial step in developing integrative strategies with the joint consideration of service climate and disconfirmation of expectations. We link these 2 concepts to customer satisfaction with services, using a cross-level approach. Data from 105 work units and 1,033 customers confirmed the existence of a dual corridor of relationships, with independent and significant links from disconfirmation and service climate to customer satisfaction. Implications for practice and future research are discussed.j asp_753 1189..1213 Because of the complexity of reality, researchers are usually forced to investigate restricted areas of specific phenomena using specialized approaches. However, the simultaneous consideration of different perspectives or traditions allows advances in knowledge to be made, especially in an era when the development of multilevel methodologies facilitates the interrelation of concepts pertaining to different construct and measurement levels
Publikationsansicht. 6912670. Desgaste psíquico en el trabajo : el síndrome de quemarse (1997). ...
El presente trabajo estudia el contenido y estado del contrato psicologico en una muestra compues... more El presente trabajo estudia el contenido y estado del contrato psicologico en una muestra compuesta por 697 trabajadores pertenecientes a una organizacion de la Administracion Publica espanola. Los resultados muestran que los empleados perciben que la organizacion realiza las promesas consideradas en un nivel medio (3,6 en una escala con rango de 1 a 7) y presenta un grado de cumplimiento similar (3,7) mientras que las promesas realizadas por los empleados alcanzan niveles mas elevados (5,6), segun sus propias percepciones al igual que su cumplimiento (5,8). Tambien se observa una mayor diversificacion de la percepcion de los tipos de promesas del empleador (agrupadas en: bienestar laboral, salario y estabilidad, y participacion en la toma de decisiones) que en las del empleado (agrupadas en un unico factor). Se han obtenido diferencias significativas en percepciones de promesas y cumplimiento en funcion del sexo (los varones presentan generalmente niveles mas elevados en lo que se refiere a los empleadores) aunque no hay diferencias en las percepciones de equidad. En funcion del tipo de contrato, las promesas relativas al salario y a la estabilidad laboral muestran resultados mas elevados en los permanentes, aunque es mayor la percepcion de equidad en los temporales. Finalmente, se han obtenido diferencias significativas en funcion del nivel jerarquico en el factor "bienestar laboral" y "participacion en la toma de decisiones", en los tres factores relativos al cumplimiento del empleador, en justicia y en confianza. Todos estos resultados se discuten y analizan senalandose las implicaciones teoricas y practicas
Journal of Managerial …, 2005
Purpose This introductory paper aims to provide a contextualization of recent research and appl... more Purpose This introductory paper aims to provide a contextualization of recent research and applications on work team effectiveness in organizational contexts carried out in Spain and Portugal and to describe connections between this research and the main trends in the ...
Sustainability, 2019
Traditional Human Resource Management (HRM) focusing on maintaining the status quo is no longer i... more Traditional Human Resource Management (HRM) focusing on maintaining the status quo is no longer in the spotlight. Sustainable HRM has become the new approach, emphasizing the need to attend to organizational results directed toward reaching different goals and integrating the needs of diverse stakeholders. Moreover, in response to the challenges that organizations face in volatile, uncertain, complex, and ambiguous (VUCA) environments, Human Resource (HR) practices can contribute to the development of idiosyncratic deals (negotiation of individual HR practices) that might facilitate employees' creativity and eudaimonic well-being in the long term and, thus, the sustainability of these organizations. Thus, the aim of this study is to test the mediating role of idiosyncratic deals (i-deals) in the unfolding relationship between HR practices, eudaimonic well-being and creative performance. Using a longitudinal database (three waves), the hypotheses are tested using structural equat...
European Management Journal
The purpose of this paper is to refine and validate a Human Resource practices (HRP) scale to mea... more The purpose of this paper is to refine and validate a Human Resource practices (HRP) scale to measure employees' perceptions and test a two-tier model structured in eight practices and two bundles. In a sample of 554 employees, an EFA (Exploratory Factor Analysis) offered six factors that explained about 70% of the variance. Then, with 1647 employees (from 41 Spanish organizations), first- and second-order models were tested with Confirmatory Factor Analysis (CFA). The former encompasses eight practices. The latter grouped the practices in two bundles, one on enhancing performance and the other on supporting employees. The Cronbach's alpha, Rho coefficient (Composite Reliability Coefficient), Omega coefficient, and Spearman-Brown split half coefficient showed good reliability. Validity evidence was found for construct, criterion, convergent, content, discriminant, and predictive validity. Moreover, the paper integrates different ways of approaching the study of HR management based on employees' perceptions, using a two-tier approach. The two-bundle model showed better fit, pointing out the importance of paying attention to multiple outcomes for employees and organizations. The study makes a relevant theoretical contribution about the role and aims of HRM practices for organizational success and employees' performance and well-being.
... Department of Social Psychology, University of Valencia; emails: Francisco.Gracia@ uv.es ... ... more ... Department of Social Psychology, University of Valencia; emails: Francisco.Gracia@ uv.es ... 1 See Aronsson and Göransson (1999), Barringer and Sturman (1999), Isaksson and Bellagh (2002), Krausz (2000), Krausz, Brandwein and Fox (1995), Larson (1996), Pearce (1998 ...
Leadership is considered an essential element in guaranteeing the safe running of organizations. ... more Leadership is considered an essential element in guaranteeing the safe running of organizations. The purpose of the present study is to find out how leader behaviours influence employees' safety behaviours (perceived safety behaviours) in the nuclear field. In an attempt to answer this question, the authors of this research have considered the way this influence is exercised, taking into consideration some important factors like safety culture and safety climate. To achieve this, the empowerment leadership model, based on a behavioural approach to leadership, was used. The sample was made up of 566 employees from a Spanish nuclear power plant. The results indicated that when safety culture was strong, leader behaviour generated a higher safety climate among the members, which predicted their perceived safety behaviours. Support was found for a structural model linking leadership and safety behaviour to safety culture and safety climate. The implications of these findings for the theory of safety and the way they can be put into practice are outlined.
International Journal of Environmental Research and Public Health
This study aimed to analyze the mechanisms through which work characteristics are related to psyc... more This study aimed to analyze the mechanisms through which work characteristics are related to psychological well-being, exploring the mediational role of work meaningfulness and job satisfaction, and investigating differences in the patterns of relationships between two age groups. The sample was composed of 36,896 workers from the 5th European Working Conditions Survey. Structural equation modeling analyses and multiple group analyses were performed. The results revealed a parallel mediational model, in which work meaningfulness and general job satisfaction mediate the relationships between work characteristics and well-being. Additionally, job satisfaction partially mediates the relationship between meaningfulness and well-being. These results were confirmed in both age groups (under 55 years old and older workers), but age moderates the relationships between social support and the mediating variables and the relationships between the mediating variables and general well-being. The present study uncovers significant pathways through which time pressure, decision latitude, and social support are related to psychological well-being, depicting an important step in better understanding how and when work characteristics are related to positive outcomes. It provides important clues for promoting psychosocial health at work at the European level.
En la actualidad, no cabe duda de que la tecnología es protagonista esencial en el contexto labor... more En la actualidad, no cabe duda de que la tecnología es protagonista esencial en el contexto laboral y organizacional. Su estudio se ha constituido como un dominio propio de los psicólogos del trabajo y de las organizaciones. El objetivo de este trabajo consiste en revisar la literatura existente sobre la innovación tecnológica. Desde hace algún tiempo, se han formulado diferentes perspectivas teóricas en torno a este campo aunque, en la actualidad, requieren una revisión. Este trabajo proporciona una perspectiva alternativa más reciente y evolucionada sobre la innovación tecnológica desde la consideración de ésta como un proceso de cambio organizacional.
Calidad de servicio y calidad de vida: "el survey feedback" como estrategia de cambio organizacio... more Calidad de servicio y calidad de vida: "el survey feedback" como estrategia de cambio organizacional. Análisis teórico-conceptual y resultados empíricos
European Journal of Work and Organizational Psychology, 2014
The accuracy of the Content should not be relied upon and should be independently verified with p... more The accuracy of the Content should not be relied upon and should be independently verified with primary sources of information. Taylor and Francis shall not be liable for any losses, actions, claims, proceedings, demands, costs, expenses, damages, and other liabilities whatsoever or howsoever caused arising directly or indirectly in connection with, in relation to or arising out of the use of the Content. This article may be used for research, teaching, and private study purposes. Any substantial or systematic reproduction, redistribution, reselling, loan, sub-licensing, systematic supply, or distribution in any form to anyone is expressly forbidden.
Anuario de psicología, 1985
Journal of Vocational Behavior
Academy of Management Proceedings