Adaptación de instrumentos para la evaluación de aspectos organizacionales en ONG's

  1. Chacón Fuertes, Fernando
  2. Dávila de León, María Celeste
Zeitschrift:
Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

ISSN: 1576-5962

Datum der Publikation: 2003

Ausgabe: 19

Nummer: 2

Seiten: 159-179

Art: Artikel

DIALNET GOOGLE SCHOLAR lock_openOpen Access editor

Andere Publikationen in: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

Zusammenfassung

In the last years, evidence has cumulated about the fact that attitudes towards organizationor towards voluntary activity play a major explanatory role in the continuity of volunteers inorganizations. Yet, there are no appropriate assessment tools for a comprehensive study ofthese attitudes in voluntarism. This paper describes the adaptation of a number of instrumentsmeasuring attitudes commonly used with personnel who have a salary. The Organizational Commitment Questionnaire (OCQ) by Mowday, Steers and Porter, the Job Involvement byLodahl and Kejner and the Job Diagnostic Survey by Hackman and Oldham were administered to 419 volunteers. The analysis of some psychometric properties of these instrumentsshows that, on one hand the Organizational Commitment Questionnaire and the Job Diagnos-tic Survey seem to fit well to voluntarism. On the other hand, the validity and adaptation ofthe Job Involvement are questionable and hence further research would be needed to test itsutility in voluntarism.

Bibliographische Referenzen

  • Allen, N.J. y Meyer, J.P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
  • Antón, C. (1999). Las tres dimensiones del compromiso organizacional: Un modelo causal. Tesis doctoral no publicada, Universidad de Salamanca.
  • Callero, P., Howard, J.A. y Piliavin, J.A. (1987). Helping behaviour as role behaviour: disclosing social structure and history in the analysis of prosocial action. Social Psychology Quarterly, 50 (3), 247- 256.
  • Clary, E.G. y Snyder, M. (1991). A functional analysis of altruism and prosocial behavior: The case of volunteerism. Review of personality and social psychology, 12.
  • Dailey, R.C. (1986). Understanding organizational commitment for volunteers: Empirical and managerial implications. Journal of Voluntary Action Research, 15 (1), 19-31.
  • Gidron, B. (1985). Prediction of retention and turnover among service volunteer workers. Journal of Social Service Research, 8 (1), 1-16.
  • González, L. (1995a). Analisis de las relaciones causales propuestas en el modelo de las características del puesto. En L. González, A. de Torrey y J. De Elena (comps.), Psicología del trabajo y las organizaciones, gestión de recursos humanos y nuevas tecnologías (pp. 53-69). Salamanca: Eudema.
  • González, L. (1995b). Evaluación de la versión revisada del "Job Diagnostic Sur- vey" por medio del análisis factorial confirmatorio. En L. González, A. de Torrey y J. De Elena (comps.), Psicología del trabajo y las organizaciones, gestión de recursos humanos y nuevas tecnologías (pp. 71-87). Salamanca: Eudema.
  • González, L. (1997). Estructura facto- rial y propiedades psicométricas de la versión castellana del "Job Diagnostic Survey" (JDS). Psicológica, 18, 227-251.
  • Grube, J. y Piliavin, J.A. (1996). Roleidentity, organizational commitment, and volunteer performance. Paper presented at the annual meeting of Society for the psychological study of social issues. Miami: Ann Albor.
  • Hackman, J.R. y Oldham, G.R. (1975). Development of the Job Diagnostic Survey. Journal of Applied Psychology, 60, 159-170.
  • Hackman, J.R. y Oldham, G.R. (1980). Work redesign. Reading, MA.: Addison Wesley.
  • Hair, J.F., Anderson, R.E., Tatham, R.L. y Black, W.C. (1999). Análisis Multivariante. Madrid: Prentice Hall Ibérica, S.R.L.
  • Lammers, J. (1991). Attitudes, motives and demographic predictors of volunteer commitment and service duration. Journal of Social Service Research, 14 (3-4), 125- 140.
  • Lodahl, T.M. y Kejner, M. (1965). The definition and measurement of job involvement. Journal of Applied Psychology, 49 (1), 24-33.
  • Meyer, J.P y Allen, N.J. (1984). Testing the "side-bet theory" of organizational commitment: Some methodological considerations. Journal of Applied Psychology, 69, 372-379.
  • Morrow, R.C. (1983). Concept redundancy in organizational research: The case of work commitment. Academy of Management Review, 8, 486-500.
  • Mowday, R.T., Steers, R.M., y Porter, L.W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14, 224-247.
  • Omoto, A. M. y Snyder, M. (1995). Sustained helping without obligation: motivation, longevity of service, and perceived attitude change among AIDS volunteers. Journal of Personality and Social Psychology, 68 (4), 671-686.
  • Penner, L.A. (2002). Dispositional and organizational influences on sustained volunteerism: an interactionist perspective. Journal of Social Issues, 58 (3), 447-467.
  • Piliavin, J.A. y Callero, P.L. (1991). Giving Blood: The development of an AltruisticIidentity. Baltimore: Johns Hopkins University Press.
  • Porter, L.W., Steers, R.M., Mowday, R.T. y Boulian, P.V. (1974). Organizatio- nal commitment, job satisfaction and turnover among psychiatric technicians. Journal of Applied Psychology, 59 (5), 603-609.
  • Vecina, M.L. (2001). Factores psicosociales que influyen en la permanencia del voluntariado. Tesis doctoral no publicada, Universidad Complutense de Madrid.
Fuente de los datos: Dialnet