The concept of dispositional resistance to change has been introduced in a series of exploratory and confirmatory analyses through which the validity of the Resistance to Change (RTC) Scale has been established (S. Oreg, 2003). However, the vast majority of participants with whom the scale was validated were from the United States. The purpose of the present work was to examine the meaningfulness of the construct and the validity of the scale across nations. Measurement equivalence analyses of data from 17 countries, representing 13 languages and 4 continents, confirmed the cross-national validity of the scale. Equivalent patterns of relationships between personal values and RTC across samples extend the nomological net of the construct and provide further evidence that dispositional resistance to change holds equivalent meanings across nations.

No abstract

Using the four high-order values proposed by the Theory of values of Schwartz to operationalize the construct of work values, we evaluated the influence of these values on the development of organizational commitment, in comparison with four facets of work satisfaction and four organizational factors: empowerment, knowledge of organizational goals, and training and communication practices. A sample of 982 employees from eight companies of Northeastern Mexico was used in this study. Our findings suggest that work values occupy a less important place on the development of organizational commitment when compared to organizational factors, such as the perceived knowledge of the goals of the organization, or some attitudes such as satisfaction with security and opportunities of development.

Este artículo presenta el desarrollo y validación inicial de un instrumento para medir valores hacia el trabajo cuya estructura se fundamenta en la teoría universal del contenido de valores de Schwartz (1992). Los items que integran el cuestionario describen situaciones que reflejan valores hacia el trabajo. Cada una de las diez tipologías que señala la teoría está operacionalizada por 3 items, a partir de éstos, se intentó identificar a aquellos que representaran en forma consistente los 4 valores de orden superior. Para validar la estructura se empleó una muestra de 246 trabajadores, 169 mexicanos y 77 españoles. En la primera fase y a través de escalamientos multidimensionales (MDS) se identificaron aquellos items con significación equivalente en ambas muestras. Posteriormente se analizó cuáles de éstos se ajustaban mejor a la estructura hipotetizada utilizando para ello la técnica del Análisis Factorial Confirmatorio (CFA). La estructura dinámica de cuatro factores, operacionalizada por medio de 4 items en cada factor, presentó índices de bondad de ajuste satisfactorios y una consistencia interna aceptable para cada una de las escalas. Palabras clave: Valores hacia el trabajo, teoría de valores de Schwartz, escalamiento multidimensional, análisis factorial confirmatorio.