The aim of this study is to confirm the factorial structure of the Identification-Commitment

This study aimed to clarify the validity of the short scale of Transformational Leadership used by the Human System Audit (short HSA-TFL). The need of today’s enterprises for combined assessment of transformational leadership and quality-related performance in wider contexts requires short instruments based on scientific research. Convergent, construct and criterion validity of the short HSA-TFL were analyzed. Comparison of the short HSA-TFL with the Multifactor Leadership Questionnaire (MLQ-5X) showed high convergent validity. Exploratory factor analysis with hospital workers in Spain (N=625) showed the single factor structure of the Spanish version of the HSA-TFL. Confirmatory factor analysis using three further samples of hospital workers (N= 776) from different european countries confirmed a single factor. As regards criterion validity, the results indicated that the short HSA-TFL is positively related in all four countries to subjective performance. In sum, the results provide empirical evidence for the validity of the short HSA-TFL scale.

The aim of this research is to examine the psychometric properties of a Spanish version of the Human System Audit transformational leadership short-scale (HSA-TFL-ES). It is based on the concept of Bass developed in 1985. The HSA-TFL is a part of the wider Human System Audit frame. We analyzed the HSA-TFL-ES in five different samples with a total number of 1,718 workers at five sectors.Exploratory Factor Analysis corroborated a single factor in all samples that accounted for 66% to 73% of variance. The internal consistency in all samples was good (α = .92 - .95). Evidence was found for the convergent validity of the HSA-TFL-ES and the Multifactor Leadership Questionnaire. These results suggested that the HSA-TFL short-scale is a psychometrically sound measure of this construct and can be used for a combined and first overall measurement.

The main purpose of this study was to demonstrate the validity of the Identification-Commitment-Inventory (HSA-ICI) in two European samples (from Spain and Portugal). The ICI was proposed by Quijano and collaborators as part of the Human System Audit (HSA), a conceptual model and set of tools designed for evaluation and intervention in Human Resources Systems (HRS). The underlying factor structure of the instrument was tested with samples of Spanish (n = 625) and Portuguese (n = 520) employees -in combination and separately -working in the health care sector. Confirmatory factor analysis with a test of invariance across groups was conducted. The results show that the theoretical model fits the observed data of the general sample (χ 2 = 2643.12, P = .046; RMSEA = .028; RMR = .041; GFI = .983; AGFI =. 977; CFI = .994), replicating the results of a previous study. When the samples were analysed separately, the measurement structure presented a better fit in the Spanish sample than in the Portuguese sample.The overall difference was not large -due to being influenced at the item level by some contextual aspects -but was just sufficient to obtain statistical significance (χ El objetivo principal de este estudio es validar el Cuestionario de Identificación y Compromiso (HSA-ICI) en dos muestras europeas (de España y Portugal). El ICI ha sido desarrollado por Quijano y colaboradores en el marco de la Auditoría del Sistema Humano (ASH). El ASH es un modelo conceptual que incluye un conjunto de herramientas diseñadas para la evaluación e intervención en los Sistemas de Recursos Humanos (HRS). La estructura factorial subyacente del instrumento ha sido puesta a prueba, tanto a nivel general como por separado, en una muestra de empleados del sector sanitario (españoles, n = 625; portugueses, n = 520). Se ha llevado a cabo un análisis factorial confirmatorio con pruebas de invariancia en ambos grupos. Los resultados muestran, al igual que estudios anteriores, que el modelo teórico se ajusta a los datos de la muestra global (χ2 = 2643.12, p = 0.046, RMSEA = 0.028, RMR = 0.041, GFI = 0.983, AGFI = 0.977; CFI = 0.994). Cuando se analizan ambas muestras por separado, la estructura de medición presenta un mejor ajuste en la muestra española que en la muestra portuguesa. Si bien la diferencia en el ajuste no es alta, resulta suficiente para obtener evidencia estadísticamente significativa (χ 2 Tucker-Lewis = 48,23; gl = 1, p <.001). Las diferencias halladas entre los ítems pueden ser explicadas por la influencia del contexto. Este trabajo ofrece herramientas para la administración del HSA-ICI. Para finalizar, se analizan las implicaciones derivadas de los resultados obtenidos en futuras investigaciones.

An integrated model of work motivation was tested in a multicultural sample by analyzing the construct and convergent validity of the measurement tools included in the HSA-Mot model. This model integrates within a relationship network a number of key motivational constructs that operate on different levels: needs, instrumentality, self-efficacy, equity and critical psychological states (knowledge of results, responsibility and meaningfulness). Two cross-sectional studies were conducted. The first concerned four different samples of employees from Chile, Spain, the United Kingdom and Portugal. The construct validity of the measurement tools was studied by means of a CFA. The second study, involving a sample of Mexican workers, analyzed the convergence between the motivational measures proposed by the integrated model and other measures of motivation. The results of both studies were positive and revealed high fit indices between the data and the proposed theoretical model (values above .90 and residuals below .08), as well as high convergence with the other measures used (correlations above .6). The HSA-Mot model shows correct index of validity in its measurement tools and, more importantly, provides key information for tailoring interventions once low levels of motivation have been detected.Resumen. Un modelo integrado de motivación en el trabajo (ASH-Mot) se puso a prueba en una muestra multicultural mediante el análisis de la validez de constructo y convergente. Este modelo integra, dentro de una red de relaciones, varios constructos motivacionales que operan a distintos niveles: necesidades, instrumentalidad, creencias de auto-eficacia, equidad y estados psicológicos críticos (conocimiento de los resultados, responsabilidad y significado). Dos estudios transversales se llevaron a cabo. En el primero participaron cuatro muestras diferentes de Chile, España, Inglaterra y Portugal. La validez de constructo de los instrumentos de medición se estudió por medio del AFC. En el segundo estudio, participó una muestra de México; se analizó la convergencia entre la medida de motivación propuesto por el ASH-Mot y otras medidas de motivación. Los resultados fueron positivos; reveló altos índices de ajuste entre los datos y el modelo teórico (valores superiores a 0,90 y residuos inferiores a 0,08), así como una alta convergencia entre las diferentes medidas de motivación (correlaciones superiores a 0,6). El modelo de ASH-Mot muestra unos valores adecuados de validez de sus herramientas y, más importante, proporciona información clave para la adaptación de las intervenciones una vez que los bajos niveles de motivación han sido detectados. Palabras clave: medición de la motivación laboral, modelo integrado, motivación laboral, validación. Contemporary relevance of work motivationDespite its long history in academic literature, work motivation continues to be a topic of considerable interest in work and organizational psychology. This is evidenced by publications such as the special issue of the