Abstract As a result of the excessive bureaucratization of social service organizations, among other factors, social workers have many job responsibilities (López & Chaparro, 2006; Montagud, 2016). Social workers suffer negative experiences and a high psychosocial risk which affect their well-being and work performance (i. e., emotional fatigue, job dissatisfaction, mental overload, burnout, decrease in happiness, ethical conflicts) (Bunce, Lonsdale, King, Childs, & Bennie, 2019; Caravaca, Carrión, & Pastor, 2018; Grootegoed & Smith, 2018; Prada-Ospina, 2019; Sabater, De Armas, & Cabezas, 2019; Urien, Díez, & Osca, 2019; Vallellano & Rubio-Valdehita, 2018). Given this reality, it is very important that Social Work students develop, during their training process, emotional competencies to cope with such professional demands (Bedoya-Gallego, Buitrago-Duque, & Vanegas-Arbeláez, 2019; Stanley & Bhuvaneswari, 2016). The characteristics of the job require knowledge of the mechanisms that influence the welfare of Social Work students in order to incorporate specific training strategies into teaching plans that prepare them to face the high work demands that can affect their welfare and performance (Blakemore & Agllias, 2019; Borrego-Alés, Vázquez-Aguado, & Orgambídez-Ramos, 2020; Fernández-Berrocal & Extremera, 2009). Despite the considerable shortage of research about the implications of emotional intelligence in the field of Social Work, emotional competence has proven to be essential to explain the personal well-being of students and social intervention professionals, characterized by a high burden of work and high rates of psychological distress and burnout (Bae et al., 2020; Esteban, 2014; Mikulic, Crespi, & Radusky, 2015). A descriptive and correlational cross-sectional study was carried out. 187 students of first (n = 105) and second year (n = 82) of the University of Malaga´s Social Work Degree (Spain) participated. 89.30 % of them was women and the average age was 20.38 years (SD = 3.35). A multiple linear regression model evaluated the predictive role of emotional intelligence (attention, clarity and emotional repair) on the subjective happiness perceived in Social Work students. Emotional clarity and emotional repair were significant positive predictors of subjective happiness, while emotional attention was a significant negative predictor. Of the three independent variables, emotional repair was positioned as the strongest predictor of the perception of subjective happiness. This fact corroborates that emotional repair is especially important to predict the levels of subjective happiness and life satisfaction of university students (Cejudo, López-Delgado, & Rubio, 2016; Extremera, Salguero, & Fernández-Berrocal, 2011). High levels of emotional repair are essential for proper psychological functioning and mental health. In this sense, people tend to develop pleasant activities that distract them and therefore contribute to their happiness (Guerra-Bustamante, León-del-Barco, Yuste-Tosina, López-Ramos, & Mendo-Lázaro, 2019). Individuals who can clearly identify their emotions and believe that they can repair their negative moods minimize the impact of stressful events and generate more positive emotions (Extremera et al., 2011). In social workers, emotions can be understood both as a dynamic resource, whose research can protect professionals and users, and as patterns of organizational and professional relationships, in which emotional states are constituted as phenomena that can be managed and controlled during professional practice (O’Connor, 2020). The need to foster emotional intelligence among students and future social workers is confirmed. It constitutes a protective factor that can increase their well-being and, specifically, their subjective happiness. The negative experiences of affection that social workers suffer demand curricula that promote emotional intelligence. The students and future social workers have to understand and manage their emotional states. It allows them both to face their own frustrations and to become referents for the users when they overcome their difficulties.

Resumen Los trabajadores sociales tienen unas elevadas exigencias laborales como consecuencia, entre otros factores, de la excesiva burocratización de las organizaciones de servicios sociales. Ante esta realidad, durante su proceso formativo, los estudiantes de trabajo social deben desarrollar competencias emocionales para hacer frente a estas demandas profesionales que pueden afectar a su bienestar y rendimiento laboral. Se realizó un estudio descriptivo y correlacional de corte transversal del que participaron 187 estudiantes del primer y segundo curso (n = 105 y n = 82, respectivamente) de Trabajo Social de la Universidad de Málaga (España). El 89.30 % eran mujeres y la edad promedio fue de 20.38 años (DT = 3.35). Se desarrolló un modelo de regresión lineal múltiple para evaluar el papel predictor de la inteligencia emocional (atención emocional, claridad emocional y reparación de las emociones) sobre la felicidad subjetiva percibida en estudiantes de trabajo social. La claridad emocional y la reparación de las emociones fueron predictores significativos positivos de la felicidad subjetiva, mientras que la atención emocional fue un predictor significativo negativo. Los estudiantes y futuros trabajadores sociales tienen que entender y manejar sus estados emocionales, de tal manera que les permita tanto afrontar sus propias frustraciones como constituirse en referentes de los usuarios para imponerse a sus dificultades. Se corrobora la necesidad de fomentar la inteligencia emocional entre los estudiantes y futuros trabajadores sociales, ya que esto constituye un factor de protección que puede aumentar su bienestar y concretamente, su felicidad subjetiva. Las experiencias de afecto negativas que sufren los trabajadores sociales demandan planes de estudio en los que se fomente la inteligencia emocional.

Resumo O contacto diário com pessoas de diferentes nacionalidades é hoje uma realidade. A inteligência cultural e a personalidade multicultural são competências individuais que têm se tornado de extrema importância para lidar com esta realidade. Neste estudo, com uma amostra de 313 portugueses de ambos os géneros, com diferentes tipos de contacto intercultural, o nosso objetivo é observar o efeito do contacto intercultural nos níveis de inteligência cultural e de personalidade multicultural. Os resultados mostram a existência de uma relação significativa entre a inteligência cultural e a personalidade multicultural e o contacto intercultural. Ambas as competências têm fortes implicações no contexto de trabalho, caracterizado, cada vez, mais pela diversidade cultural.

Abstract The everyday contact with people from different nationalities is nowadays a reality. Cultural Intelligence and Multicultural Personality are individual competencies that are becoming important to deal with this reality. In this study, with 313 Portuguese participants, of both genders, with different types of intercultural contact, our purpose is to observe the effect of the intercultural contact on cultural intelligence and multicultural personality levels. The results show that there is a significant relation between the cultural intelligence and multicultural personality levels and the type of contact with individuals from different nationalities. Both cultural intelligence and multicultural personality have strong implications for a work context that is more and more characterized by cultural diversity.

Resumen El contacto diario con personas de diferentes nacionalidades es un hecho cotidiano en la actualidad. La inteligencia cultural y la personalidad multicultural son habilidades individuales que se han vuelto extremadamente importantes para hacer frente a esta realidad. En este estudio, con una muestra de 313 participantes portugueses de ambos géneros, con diferentes tipos de contacto intercultural, nuestro objetivo es observar el efecto del contacto intercultural en los niveles de inteligencia cultural y personalidad multicultural. Los resultados mostraron que existe una relación significativa entre inteligencia cultural y personalidad multicultural y el contacto intercultural. Tanto la inteligencia cultural como la personalidad multicultural poseen una gran relevancia en el contexto laboral, cada vez más caracterizado por la diversidad cultural.

Abstract The work environment in Portuguese hospitals, characterized by economic cutbacks, can lead to higher levels of burnout experienced by nursing staff. Furthermore, vulnerability to stress can negatively affect the perception of burnout in the workplace. However, structural empowerment is an organizational process that can prevent and decrease burnout among nurses. Consequently, the aim of the study was to examine to what extent structural empowerment and vulnerability to stress can play a predictive role in core burnout in a sample of Portuguese nurses. A convenience sample of 297 nursing staff members from Portuguese hospitals was used in this study. Core burnout was negatively and significantly related to all the dimensions of structural empowerment, and it was positively and significantly related to vulnerability to stress. Regression models showed that core burnout was significantly predicted by access to funds, access to opportunities and vulnerability to stress. Organizational administrations must make every effort in designing interventions focused on structural empowerment, as well as interventions focused on individual interventions that enhance skills for coping with stress.

Resumen El contexto laboral en los hospitales portugueses, caracterizado por los recortes económicos, puede contribuir al aumento de los niveles de burnout experimentados por el personal de enfermería. Además, la vulnerabilidad al estrés en estos profesionales afecta negativamente a la percepción del estrés en el contexto de trabajo. No obstante, el empowerment estructural es un proceso organizacional que puede prevenir y aliviar el burnout en este colectivo profesional. En este sentido, el objetivo de este estudio es comprobar el papel predictor del empowerment estructural y la vulnerabilidad al estrés sobre el burnout en una muestra de enfermeros portugueses. Se utilizó una muestra por conveniencia de 297 profesionales enfermeros de hospitales de Portugal. El core burnout se relacionó negativa y significativamente con todas las dimensiones del empowerment estructural, y positivamente con la vulnerabilidad al estrés. Los modelos de regresión lineal múltiple mostraron como predictores significativos del core burnout el acceso a recursos, el acceso a oportunidades y la vulnerabilidad al estrés. Las administraciones deben diseñar intervenciones centradas en el empowerment estructural, pero también en intervenciones individuales que mejoren las capacidades de afrontamiento del estrés.

Abstract The work environment in Portuguese hospitals, characterized by economic cutbacks, can lead to higher levels of burnout experienced by nursing staff. Furthermore, vulnerability to stress can negatively affect the perception of burnout in the workplace. However, structural empowerment is an organizational process that can prevent and decrease burnout among nurses. Consequently, the aim of the study was to examine to what extent structural empowerment and vulnerability to stress can play a predictive role in core burnout in a sample of Portuguese nurses. A convenience sample of 297 nursing staff members from Portuguese hospitals was used in this study. Core burnout was negatively and significantly related to all the dimensions of structural empowerment, and it was positively and significantly related to vulnerability to stress. Regression models showed that core burnout was significantly predicted by access to funds, access to opportunities and vulnerability to stress. Organizational administrations must make every effort in designing interventions focused on structural empowerment, as well as interventions focused on individual interventions that enhance skills for coping with stress.

Resumen El contexto laboral en los hospitales portugueses, caracterizado por los recortes económicos, puede contribuir al aumento de los niveles de burnout experimentados por el personal de enfermería. Además, la vulnerabilidad al estrés en estos profesionales afecta negativamente a la percepción del estrés en el contexto de trabajo. No obstante, el empowerment estructural es un proceso organizacional que puede prevenir y aliviar el burnout en este colectivo profesional. En este sentido, el objetivo de este estudio es comprobar el papel predictor del empowerment estructural y la vulnerabilidad al estrés sobre el burnout en una muestra de enfermeros portugueses. Se utilizó una muestra por conveniencia de 297 profesionales enfermeros de hospitales de Portugal. El core burnout se relacionó negativa y significativamente con todas las dimensiones del empowerment estructural, y positivamente con la vulnerabilidad al estrés. Los modelos de regresión lineal múltiple mostraron como predictores significativos del core burnout el acceso a recursos, el acceso a oportunidades y la vulnerabilidad al estrés. Las administraciones deben diseñar intervenciones centradas en el empowerment estructural, pero también en intervenciones individuales que mejoren las capacidades de afrontamiento del estrés.

ABSTRACT Objective Job satisfaction is considered to be one of the most important indicators of quality of health care and quality of work life for health professionals. In the context of nursing, social support and work engagement are regarded as two of the most important predictors of job satisfaction. Consequently, the aim of this study was to examine to what extent social support (supervisor/coworkers) and work engagement predict job satisfaction in a sample of Portugueses nurses. Methodology A cross-sectional study using questionnaires was conducted. A convenience sample of members from Portuguese hospitals was used in this study (n = 215, return rate = 55.56%). Results Social support from supervisor and from coworkers and work engagement were significantly related to job satisfaction. Regression models showed that job satisfaction was significantly predicted by both types of social support and work engagement. Conclusion Interventions based on the creation of informal and formal support networks, training of supervisors in management and coaching skills, and a greater presence of work and personal resources would increase the levels of job satisfaction in nurses.

RESUMEN Objetivo La satisfacción laboral es considerada como uno de los indicadores más importantes tanto de la calidad de los cuidados de salud como de la calidad de vida laboral de los profesionales de la salud. Entre los antecedentes de la satisfacción laboral, se destaca el apoyo social del supervisor y de los colegas y el engagement en el trabajo en el contexto de enfermería. En este sentido, el objetivo de este estudio es comprobar el papel predictor del apoyo social y del engagement en el trabajo sobre la satisfacción laboral en una muestra de enfermeros y enfermeras del sur de Portugal. Métodos Estudio transversal a través de cuestionarios. La muestra estuvo compuesta por 215 profesionales de enfermería de hospitales del sur de Portugal (55.56% de tasa de respuesta). Resultados La cohesión social del supervisor y de los compañeros y el engagement en el trabajo se relacionaron de forma positiva y significativa con la satisfacción laboral. Los modelos de regresión lineal múltiple y jerárquica mostraron que los dos tipos de apoyo social y el engagement fueron predicciones significativos de la satisfacción con el trabajo de los participantes. Conclusión Intervenciones basadas en la creación de redes informales y formales de apoyo, la formación de los supervisores en competencias de gestión y coaching y una mayor presencia de recursos laborales y personales permitirían aumentar los niveles de satisfacción laboral en los profesionales de enfermería.

The aim of this study was to examine the impact of role stress (ambiguity and conflict) on job satisfaction through psychological empowerment in the workplace. Data was collected from 314 workers from southern Portugal (Mage = 35.39, SDage =10.66; 69.75% women) Results indicated that role conflict had a direct effect on job satisfaction, while the impact of role ambiguity on job satisfaction was totally mediated by meaning and self-determination. Psychosocial interventions in companies should focus on prevention of role stress and promotion of psychological empowerment in the workplace.

El objetivo de este estudio fue analizar el impacto del estrés de rol (ambigüedad y conflicto) sobre la satisfacción laboral a través del empowerment psicológico en el trabajo. Se obtuvieron datos de una muestra de 314 trabajadores del sur de Portugal (M edad = 35.59, DE edad = 10.66). El 69.75% de los participantes fueron mujeres. Los resultados mostraron que el efecto del conflicto de rol fue directo sobre la satisfacción laboral, mientras que el efecto de la ambigüedad fue mediado por las dimensiones autodeterminación y significado del empowerment psicológico. Las intervenciones en las empresas deben centrarse en la prevención del estrés de rol y en el aumento del empowerment psicológico.

O objetivo deste estudo é analisar o impacte do stresse de papel (ambiguidade e conflito) sobre a satisfação no trabalho através do empowerment psicológico no trabalho. Os dados foram obtidos através de uma amostra de 314 profissionais ativos do sul de Portugal (M= idade 35.59, DP idade = 10.66). 69.75% dos participantes eram mulheres. Os resultados mostraram que o efeito do conflito de papel sobre a satisfação no trabalho é direto, enquanto que o efeito da ambiguidade sobre a satisfação no trabalho é mediado pelas dimensões autodeterminação e significado do empowerment psicológico. As intervenções nas empresas devem centrar-se na prevenção do stresse de papel e no aumento do empowerment psicológico.

The aim of this study is to examine the relationship between role stress, work engagement, and job satisfaction according to the Job Demands-Resources Model. The proposed model hypothesizes that work engagement mediates the relationship between role ambiguity, role conflict, and role overload on one hand, and job satisfaction on the other. To test the model, data was collected from 586 workers from southern Spain (Mage = 37.11, 50% women). Model fit and mediation test were examined using structural equation modeling (path analysis). Results showed that role conflict, role ambiguity, and work engagement were significant predictors of job satisfaction. However, work engagement did not mediate the relationship between role stress and job satisfaction. Role stress as a hindrance job demand would explain the most direct impact on job satisfaction than through work engagement. Implications for practice and future research are considered.

El objetivo de este estudio es examinar las relaciones entre estrés de rol, engagement y satisfacción laboral de acuerdo con el modelo demandas-recursos laborales. El modelo propuesto plantea que el engagement media la relación entre ambigüedad, conflicto y sobrecarga de rol, por un lado y satisfacción en el trabajo, por el otro. Para verificar el modelo, se obtuvieron datos de una muestra de 586 trabajadores del sur de España (Medad = 37.11, 50% mujeres). El ajuste del modelo y de la mediación se realizaron mediante un modelo de ecuaciones estructurales (path analysis). Los resultados mostraron que el conflicto de rol y la ambigüedad de rol junto con el engagement fueron predictores significativos de la satisfacción laboral. No obstante, el engagement no medió la relación entre el estrés de rol y la satisfacción laboral. El estrés de rol como demanda obstaculizadora explicaría el mayor impacto directo sobre la satisfacción que a través del engagement. Se proponen implicaciones prácticas y futuras investigaciones.

Diferentes modelos de calidad y gestión incluyen las percepciones de los clientes así como las de los gerentes y empleados de contacto. La calidad del servicio no puede ser entendida sin considerar el papel clave jugado por estos últimos. En este sentido, las compañías deben asegurar la gestión adecuada de sus recursos humanos para garantizar la excelencia del servicio. El modo en que los empleados de contacto reaccionan frente a las prácticas organizacionales (p.ej., empowerment organizacional) y al clima organizacional es importante para el desarrollo y comprensión de la calidad del servicio. El objetivo de este estudio es examinar la relación entre el empowerment organizacional, clima organizacional de calidad y calidad del servicio funcional. Y, el efecto mediador del clima organizacional de calidad en la relación entre el empowerment organizacional y la calidad de servicio. Para probar este modelo se han recogido los datos de 428 empleados de contacto de hoteles de Andalucía. El ajuste del modelo y el test de mediación fue realizado mediante un modelo de ecuaciones estructurales con ayuda del programa STATA. Los resultados mostraron que el empowerment organizacional y el clima de calidad fueron predictores significativos de la calidad de servicio funcional. No obstante, el clima de calidad solo medió la relación entre el control sobre las decisiones y la calidad funcional. Las implicaciones teóricas y prácticas del estudio son discutidas.

Different models of quality management include customers' perceptions as well as the perception of executives and contact employees. Service quality can hardly be understood without the critical role played by the later. In this sense, companies must make sure they have an adequate management of human resources in order to guarantee such quality. How contact employees react to organizational practices (i.e., organizational empowerment) and organizational climate is important for developing and understanding service quality. The aim of this study is to examine the relationship among organizational empowerment, climate of quality and functional service quality, and the mediator role of the organizational climate of quality in the relationship between the organizational empowerment and the quality of service. To test this model, data was collected from 428 contact employees from Andalusian hotels. Model fit and mediation test was examined using structural equation modeling technique with the help of STATA. Results showed that organizational empowerment and climate for service were significant predictors of functional service quality. However, climate for service did not mediate the relationship between fluidity in information sharing and functional quality. The theoretical and practical implications of this study are discussed.

O objetivo deste estudo foi a tradução e adaptação para a população portuguesa do Questionário de Condições para Eficácia do Trabalho (Conditions of Work Effectiveness Questionnaire, CWEQ-II) (Laschinger, Finegan, Shamian, & Wilk, 2004). Foi aplicado um processo de tradução-retradução dos itens do questionário, cujas características psicométricas foram analisadas através de uma amostra de 282 funcionários, docentes e não docentes, de uma universidade portuguesa. Os dados foram submetidos a uma análise fatorial confirmatória, análise de itens e análise de fidelidade. A validade critério foi analisada com recurso a um modelo de regressão múltipla no empowerment global e a t-test. Os resultados confirmaram a estrutura original de quatro fatores, obtida por Laschinger e colaboradores (2004), a qual é suportada pela teoria de empowerment estrutural do Kanter. As propriedades psicométricas da versão portuguesa do CWEQ-II foram adequadas, permitindo a sua utilização no local de trabalho. Pesquisas futuras devem investigar a validade de constructo e testar a rede nomológica da construção, operacionalizada dentro do campo do bem-estar e no contexto do local de trabalho.

The aim of this study was to adapt and translate into Portuguese the Conditions for Work Effectiveness Questionnaire (CWEQ-II) (Laschinger, Finegan, Shamian, & Wilk, 2004). A process of translation and reverse-translation was applied to the questionnaire's items, whose psychometric properties were examined using a sample of 282 Portuguese university employees, teachers and services staff. The data were subjected to confirmatory factor analysis, item analysis and reliability analysis. Criterion-related validity was analyzed using a multiple regression model on global empowerment and t-test. The results confirmed the original, four-factor structure obtained by Laschinger and colleagues (2004), supporting Kanter's structural empowerment theory. The psychometric properties of the Portuguese version of the CWEQ-II were adequate, supporting the use of this questionnaire in the workplace. Future research should investigate its construct validity and test the nomological network of the operationalized construct within the field of psychological well-being and in the context of the workplace.

El objetivo de este estudio es adaptar al español el Cuestionario de Condiciones para la Efectividad en el Trabajo (Conditions of Work Effectiveness Questionnaire [CWEQII]) desarrollado por Laschinger, Finegan, Shamian y Wilk (2001). Se llevó a cabo un proceso de traducción y retrotraducción de los ítems que lo componen y se exploraron sus propiedades psicométricas, en una muestra de 346 empleados de una universidad pública española. Se investigó la fiabilidad de la escala y su estructura factorial (análisis factorial confirmatorio) y las relaciones entre el empowerment estructural, el empowerment general y el empowerment psicológico en el trabajo. Los resultados revelaron una estructura multidimensional de cuatro factores (acceso a las oportunidades, a la información, al apoyo y a los recursos) conforme a la escala original, y relaciones positivas entre el empowerment estructural, general y psicológico en el trabajo. Se incluyen interpretaciones y sugerencias para futuros estudios.

The objective of this study is to adapt and translate into Spanish the Conditions for Work Effectiveness Questionnaire -CWEQ II- (Laschinger, Finegan, Shamian & Wilk, 2001). A process of translation and reverse-translation was applied to the scale's items, whose psychometric properties were then examined using a sample of 346 employees from a Spanish public university. Reliability, factor structure (confirmatory factor analysis) of the scale and relationships between structural, general and psychological empowerment are investigated. Results showed a multidimensional scale of four first-order factors (access to opportunities, information, support and resources) as the original one, and positive relations between structural, general and psychological empowerment in the workplace. Theoretical and practical implications of the findings are discussed and suggestions to further research are made.

Passion is defined as a strong inclination to engage in an activity that people like, that they find important, and in which they invest time and energy. As no specific measure to assess levels of passion in the workplace in Portugal is available, the aim of this study was to adapt the Passion scale into Portuguese and validate it. The scale was translated from English into Portuguese using the forward-backward translation method and administered to a sample of 551 Portuguese workers. Exploratory factor analyses were conducted to test the replicability of the scale. The results confirmed the expected two-factor structure: harmonious passion and obsessive passion. However, the initial criterion of the replication of the factorial structure based on item factor loadings was not fulfilled. Criterion-related validity was tested by correlations with passion and job satisfaction. Regarding internal consistency, adequate alpha coefficients were obtained for both factors.

La pasión se define como una fuerte tendencia hacia una actividad que las personas gustan, que consideran importante y en la que están dispuestas a invertir tiempo y energía. Dada la falta de instrumentos específicos para medir niveles de pasión en el trabajo en Portugal, el objetivo de este estudio es adaptar y validar la versión portuguesa de la Escala de Pasión. Tras la traducción del inglés al portugués mediante el método forward-backward, la escala fue aplicada a 551 trabajadores portugueses. Mediante análisis factoriales exploratorios se comprobó la replicabilidad de la escala. Los resultados confirmaron la estructura bifactorial esperada: pasión armoniosa y pasión obsesiva; no obstante, no se cumplió el criterio básico de replicación de la estructura factorial, basado en las cargas factoriales de los ítems. La validez de criterio fue comprobada a través de correlaciones entre pasión y satisfacción en el trabajo y, en relación a la consistencia interna, se obtuvieron adecuados índices de fiabilidad para ambos factores.

Passion is defined as a strong inclination toward an activity the people like, that they find important, and in which they invest time and energy, like working. The aim of this study is to present evidence of the validity of the factor structure of the Spanish version of the Passion Scale. Exploratory factor analysis was carried out in a heterogeneous sample of 432 Spanish workers. The results confirmed the expected two-factor structure of passion in the workplace: obsessive passion and harmonious passion. A strong and positive correlation between harmonious passion and job satisfaction was observed, which is considered as an indicator of the positive nature of passion. Future research should investigate more extensively its construct validity with other organizational variables.

La pasión puede definirse como un fuerte impulso hacia una actividad que las personas gustan y consideran importante y a la que dedican tiempo y energía, como es el trabajo. El objetivo de este estudio es presentar datos de validez de la estructura factorial de la versión española de la Escala de Pasión. Se realizó un análisis factorial exploratorio sobre una muestra de 432 trabajadores españoles. Los resultados confirmaron la estructura bifactorial de la escala de pasión en el trabajo: pasión obsesiva y pasión armoniosa. Se observó una fuerte relación entre pasión armoniosa y satisfacción en el trabajo, lo que puede considerarse un indicador de la naturaleza positiva de la pasión. Futuros estudios deberán investigar con mayor profundidad la validez de criterio con otras variables organizacionales.

This paper presents validity evidences for the use of Spanish version of the Organizational Empowerment Scale (OES ) (Matthews, Diaz & Cole, 2003). The sample consisted of 305 employees from Spanish hotels. Reliability and factor structure (confirmatory factor analysis) of the scale were investigated. Results showed a multidimensional scale of three first-order factors, positive relations between organizational empowerment and job satisfaction and negative relations between organizational empowerment and burnout. Theoretical and practical implications of the findings are discussed and suggestions of further research are made.

El objetivo del estudio es presentar evidencias de validez de la adaptación al castellano de la Escala de Empowerment Organizacional (OES) de Matthews, Diaz y Cole (2003). La muestra empleada estuvo compuesta por 305 empleados de establecimientos hoteleros. Se investigó la fiabilidad de la escala y su estructura factorial (análisis factorial confirmatorio), y las relaciones del empowerment con satisfacción laboral y burnout. Los resultados revelaron una estructura multidimensional de tres factores primarios, una relación significativa y positiva entre empowerment organizacional y satisfacción laboral, y una relación significativa y negativa con burnout. Se incluyen interpretaciones y sugerencias para estudios futuros.