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One of the most determining factors of work performance is the degree of engagement of people to their work. That degree of engagement is influenced by both personal and organizational factors. The objective of this research is to analyze the connection between personal characteristics and organizational attributes with the work engagement of workers. The sample consisted of 286 employed workers; 83.5% were Spanish and 16.5% belonged to other Spanishspeaking countries. The mean age was 44.51 years (SD = 8.76) and 55.2% were women. For the prediction of work engagement, a hierarchical linear regression was carried out, first introducing the variables that evaluate personal characteristics (Big Five, entrepreneurial personality, emotional intelligence, and personal happiness) and, later, variables relating to organizational attributes (happiness work and organizational climate). General personality traits (Big Five) explain 22% of work engagement, this percentage rising to 47% when entrepreneurial personality is introduced in the model. Emotional intelligence does not explain additional variance, but personal happiness does. Happiness at work and organizational climate produce a significant increase and the explained variance rises from 55% to 63% when they are included in the model. Both the variables related to the personal characteristics of the employees and variables related to the organizational attributes jointly contribute to the explanation of the degree of work engagement. Workers with high scores on entrepreneurial personality traits achieve higher levels of work engagement, finding a moderating effect of the organizational climate in the relationship between people's autonomy and their work engagement. [ABSTRACT FROM AUTHOR]

Introduction. One of the most determining factors of work performance is the degree of engagement of people to the activities they carry out. The objective of this research is the development and psychometric analysis of a new scale for the evaluation of work engagement. Method. A sample of 599 active workers was used, 51% classified as entrepreneurs. 53% were men and the mean age was 44.41 years (SD = 8.78). Results. The new scale consists of 10 items and shows an essentially one-dimensional structure. Reliability was excellent (a = .92; = .92), and evidence of validity was obtained in relation to Organizational Climate (r = .540), Entrepreneurial Personality (r = .701), Happiness (r = .674), Emotional Repair (r = .470), and Emotional Stability (r = .440). Conclusion. The scale developed for the evaluation of work engagement shows good psychometric properties, constituting a very suitable tool for its use both in research and in applied professional contexts. [ABSTRACT FROM AUTHOR]

Background: Enterprising personality is related to business creation and success. The objective of this study was the development and psychometric analysis of a reduced version of the BEPE Battery for the Evaluation of Enterprising Personality. Method: We used a sample of 1,170 people, 60% women, with a mean age of 42.34 years (SD = 12.96). We carried out psychometric analyses within the frameworks of Classical Test Theory and Item Response Theory models. Results: The short version (BEPE- 16) consists of 16 items, demonstrating an essentially unidimensional structure. The reliability was excellent (a= .94; O= .94) and evidence of validity was found in relation to various variables: Measure Of Entrepreneurial Talents And Abilities (META test) (r=.71), extraversion (r=.57), conscientiousness (r=.50), neuroticism (r=-.54). The correlation between scores from the BEPE-16 and the original version was very high (r=.95). Conclusions: The BEPE-16 reduced version for the evaluation of enterprising personality demonstrated good psychometric properties, both in terms of reliability and validity. As such, it can be used in place of the original when the professional or research circumstances require it. [ABSTRACT FROM AUTHOR]

Personality traits play an important role when it comes to predicting people's entrepreneurial behaviour. The objective of this study was to determine whether the specific traits of enterprising personality predicted entrepreneurial behaviour better than general (Big Five type) traits. The sample comprised 1153 working people (33% entrepreneurs). The mean age of the sample was 41.72 years old (SD = 12.32). The five general personality traits (Big Five) were evaluated using the Overall Personality Assessment Scale and the eight specific traits were measured with the Battery for the Assessment of the Enterprising Personality (BEPE). The differences between entrepreneurs and non-entrepreneurs were greater in the specific personality traits than in the more general traits, with mean effect sizes of 0.54 and 0.21, respectively. The predictive capacity of the specific traits (R 2 = 0.21) was greater than that of the general traits (R 2 = 0.07). The ROC curves for the specific traits gave higher areas under the curve (0.74) than the general traits (0.56). The canonical correlation between the eight specific BEPE dimensions and the Big Five factors was 0.77. The specific personality traits demonstrated better predictive and discriminative capacity for enterprising behaviour than the more general, Big-Five type traits. • Entrepreneurs had higher scores than non-entrepreneurs only in Emotional Stability and Extraversion. • The traits which exhibited more notable differences were Innovativeness, Autonomy, and Risk-taking. • The canonical correlation between the eight specific dimensions and the Big Five factors was 0.77. • The ROC curves for the specific traits gave higher areas under the curve (0.74) than the general traits (0.56). • The predictive capacity of the specific traits was greater than that of the general traits. [ABSTRACT FROM AUTHOR]