Showing papers by "Vicente González-Romá published in 2022"
TL;DR: In this article , the authors provide recommendations, tools, resources, and a checklist that can be useful for scholars involved in conducting or assessing multilevel studies, in which Level-1 entities are neatly nested within Level-2 entities, and top-down effects are estimated.
Abstract: Multilevel methods allow researchers to investigate relationships that expand across levels (e.g., individuals, teams, and organizations). The popularity of these methods for studying organizational phenomena has increased in recent decades. Methodologists have examined how these methods work under different conditions, providing an empirical base for making sound decisions when using these methods. In this article, we provide recommendations, tools, resources, and a checklist that can be useful for scholars involved in conducting or assessing multilevel studies. The focus of our article is on two-level designs, in which Level-1 entities are neatly nested within Level-2 entities, and top-down effects are estimated. However, some of our recommendations are also applicable to more complex multilevel designs.
7 citations
TL;DR: In this article , the authors examined whether organizational size enhances or buffers the negative relationship between perceived overqualification and work engagement, and found that large organizations should give overqualified employees the opportunity to develop long-term, high-quality relationships in their work environment.
Abstract: Abstract Testing two competing hypotheses based on different theories (i.e., the theory of career mobility and social exchange theory), this study examines whether organizational size enhances or buffers the negative relationship between perceived overqualification (i.e., having more education or qualifications, skills, and/or experience than one’s job requires) and work engagement (a positive, affective-motivational state of fulfillment characterized by vigor, dedication, and absorption). The study sample consisted of 107 university graduates. A time-lagged design with two data collection points was implemented. Data were analyzed using moderated regression. The results showed that organizational size enhanced the negative relationship between perceived overqualification and engagement (vigor, dedication, and absorption). This is the first study to show the moderator role of organizational size in the investigated relationship. To mitigate the dysfunctional consequences of perceived overqualification on work engagement, we suggest that large organizations should give overqualified employees the opportunity to develop long-term, high-quality relationships in their work environment.
2 citations
14 Jun 2022
TL;DR: In this article , the authors analyzed whether the university contribution to the development of generic competences is related to the employment status of graduates six months after graduation and proposed two mediating mechanisms in the relationship.
Abstract: In this study we analyze whether the university contribution to the development of generic competences is related to the employment status of graduates six months after graduation. Specifically, we propose that there are two mediating mechanisms in the relationship: 1) a sequential mechanism that involves two mediators: the generic competences acquired by students and their core self-evaluations; and 2) a simple mediating mechanism that only involves the generic competences acquired. We tested the research model in a sample of 303 students from a Spanish University. We collected information when the students were about to complete their degrees and six months after graduation. Results supported the sequential indirect effect proposed via generic competences and core self-evaluations.
TL;DR: In this article , the authors found that the proportion of women in work teams was positively related to team performance via team social cohesion, and this indirect effect was moderated by the frequency of leader-team member social interactions.
Abstract: Abstract Women’s representation in the workforce is increasing. However, we still do not know how, why, and when the proportion of females in work teams is related to team performance. Based on Social Role Theory and Congruence Theory, the purpose of the study was to ascertain whether the relationship between the proportion of women in work teams and team performance is mediated by team social cohesion, and whether this indirect effect is moderated by the frequency of leader-team member social interactions. Regarding methodological aspects, the study sample was composed of 178 work teams from three banks. We implemented a time-lagged design and collected data from two distinct sources (team members and team leaders) at three different time points. Our findings indicate that the proportion of women in teams was positively related to team performance via team social cohesion. This indirect effect was moderated by the frequency of leader-team member social interactions, so that it was positive and statistically significant only in teams with medium and high frequency of these interactions. This study reveals that team social cohesion is a mechanism through which the proportion of women in work teams can facilitate team performance, especially when team leaders frequently interact with their team members. The theoretical and practical implications of our findings were discussed.