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The proactive personality is a relatively stable tendency to generate changes in the environment to improve it. The aim of this study was to translate, adapt and validate the Proactive Personality Scale of Bateman and Crant in Argentina. A cross-sectional empirical-instrumental design was used on a non-probabilistic sample of 465 workers (54% women, Mage = 34,5 years, SDage = 12,94). Exploratory and confirmatory factorial analyses indicated the adequacy of a unifactorial model with six observable variables (SB-2 = 2,01; GFI = 0,98; CFI = 0,95; RMSEA = 0,04; AIC = 42,03; p = 0,82; CR = 0,80). The positive correlations between proactive personality, proactive behaviours, job satisfaction and job involvement indicated appropriate relationship validity with external variables. These results show that the Argentine version of the instrument has adequate psychometric properties in the job context. [ABSTRACT FROM AUTHOR]

The Job Crafting Questionnaire is a self-report instrument for assessing job crafting, understood as proactive changes conducted by the individual to modify his own work to adjust it to his motivations, skills and values. Its psychometric properties were investigated in two studies, the first with an online sample of 261 adults and the second with 152 adults, employees of a private organization in the countryside of the state of São Paulo. The results of both studies supported the internal structure of the instrument by means of exploratory techniques (exploratory factor analysis and network analysis) and confirmatory factor analysis. The psychometric performance of the scale was satisfactory in both studies regarding the validity and reliability parameters. The primacy of the cognitive dimension of the construct was observed. We concluded that the Job Crafting Questionnaire is a valid and reliable instrument in the Brazilian context, enabling future research in the area. [ABSTRACT FROM AUTHOR]

The goal of this research was to adapt and obtain validity evidence of the Modern Homonegativity Scale (MHS), which is set by two parallel forms with 12 items, one of them referring to gays (MHS-G) and the other referring to lesbians (MHS-L). In the first study 418 heterosexuals between 18 and 58 years old (M = 24,9; SD = 7,23), mostly women (66,3%) living at João Pessoa-PB (50,5%) answered. Both scales have shown as unidimensional and containing a high degree of internal consistency. The second study had the participation of 273 heterosexuals between 18 and 55 years old (M = 23,7; SD = 6,33), mostly women (69%). The confirmatory factor analysis showed satisfactory adjustment indexes for the proposed model and the Item Response Theory (IRT) demonstrated a good degree of discrimination and variation of the difficulty parameters. Therefore, we may conclude MHS is psychometrically valid, easily applicable and can be used in research contexts. [ABSTRACT FROM AUTHOR]

The study gathered evidence of validity based on the internal structure and relations with external variables of the Ethical Leadership Behavior Scale. The study participants were 405 workers of both sexes (64.7% female), aged 19-69 years (M = 35.7; SD = 10.9), who answered the Brazilian version of the scale and instruments to assess other constructs. The confirmatory factor analyses pointed to a final version of 35 items concentrated in a single factor, with an internal consistency index of 0.96. In the validity evidence in relation to external variables, the scale was positively and moderately correlated with work engagement, job satisfaction, and affective organizational commitment; weakly and positively with general mental health; and weakly and negatively with burnout. The future use of the scale in organizational research and diagnostics on ethical leadership behavior is recommended. [ABSTRACT FROM AUTHOR]

The study adapted and gathered evidence of internal structure, convergent validity and internal consistency of the Passion For Work Scale in the Brazilian context. The sample consisted of 504 Brazilian workers of both sexes (55% female) with a mean age of 33.32 years. Participants answered presential or online versions of the instruments for the evaluation of passion for work and positive and negative feelings and attitudes towards work. The confirmatory factor analysis showed that the Brazilian version of the scale fully reproduced the original instrument internal structure, consisting of 14 items and two factors (Harmonious Passion and Obsessive Passion). These factors showed positive or negative correlations with attitudes and sentiments towards work, as predicted by the hypotheses. It was concluded that the instrument presented psychometric properties that recommend its use in future studies to assess the degree of passion for work. [ABSTRACT FROM AUTHOR]

This study aims to evaluate the psychometric properties of the Eudemon Scale of Personal Well-being (EBP) in Brazilian adolescents. The participants were 1479 adolescents (64.7% girls) between 12 and 16 years old (M=14,12, SD=1,26). Participants answered the EBP and other instruments of well-being. The Exploratory Factor Analysis (n=712) indicated the presence of two factors and the internal consistency of the scale was adequate (α=0,767). The Confirmatory Factor Analysis (n=767) showed good fit indices of the scale with 21 items. Multigroup analyses indicated that the factor structure of the scale and the factor loadings of the items are similar for boys and girls. Significant correlations of the EBP were found with other scales that assess well-being through concurrent validation (Pearson correlations). It is possible to conclude that the instrument showed evidence of validity and it can be used with Brazilian adolescents. [ABSTRACT FROM AUTHOR]