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The main objective of this study was to construct and validate a scale of self-efficacy at work that is applicable to transversal work contexts. The sample consisted of 332 Chilean workers randomly divided into two subsamples. The study was conducted in four phases: 1) instrument design, 2) content validation, 3) exploratory factor analysis (subsample A), and 4) confirmatory factor analysis (subsample B). The results for the full scale showed adequate adjustment indicators (CFI = 0.97; TLI = 0.97; RMSEA = 0.05; Cronbach's alpha = 0.948). The scale was conformed into five dimensions: self-management, transfer, metacognition, meta-learning, and self-care. Their respective Cronbach's alphas (0.858; 0.869; 0.808; 0.826 and 0.854) certified adequate internal consistency. In conclusion, the self-efficacy at work scale generated here showed adequate psychometric characteristics for its use, both at the level of the entire scale and at level of each of its dimensions. [ABSTRACT FROM AUTHOR]

The objective of the present study was to adapt and validate the Collective Teacher Efficacy scale to transversal work contexts. The sample was composed of 332 workers from mining, education, health, and other sectors, randomly divided into two subsamples. Two confirmatory factors were analyzed by using the multivariate weighted least squares analysis method. The first analysis revealed adequate adjustment in the CFI (comparative fix index) and TLI (Tucker-Lewis index) parameters, but not for RMSEA (root mean square error of approximation). The second analysis yielded a new measurement model with adequate adjustment for all parameters (CFI, TLI, and RMSEA) and consisted of the following dimensions: positive and negative group competencies and analysis of positive and negative elements influencing tasks. It is concluded that the Collective Teacher Efficacy scale meets the psychometric properties required for its application in the psychology of work and organizations. [ABSTRACT FROM AUTHOR]

The objective of the present study was to adapt and validate the Keyes social well being scale in the work context. This is a quantitative research study with a sample of 332 workers randomly assigned into two subsamples (A and B). An exploratory factorial analysis was performed using generalized least squares (subsample A). A confirmatory factorial analysis was performed with the multivariate weighted least squares estimation method (subsample B). The results showed a social well being scale in the work environment with adequate adjustment indicators: CFI (0.984), TLI (0.98), and RMSEA (0.091). The scale consists of three factors: 1) social belonging, 2) social interaction, and 3) social understanding at work. Their omega values certify internal consistency. It is concluded that the social welfare scale in the work context presents psychometric characteristics suitable for its use, making it a contribution to work and organizational psychology. [ABSTRACT FROM AUTHOR]