EVAT 30, un análisis de invarianza. Validación en Chile
- Autores:
-
Didier Pino, Nicolás Osvaldo
- Tipo de recurso:
- Article of journal
- Fecha de publicación:
- 2019
- Institución:
- Corporación Universitaria Iberoamericana
- Repositorio:
- Repositorio Ibero
- Idioma:
- spa
- OAI Identifier:
- oai:repositorio.ibero.edu.co:001/3798
- Acceso en línea:
- https://repositorio.ibero.edu.co/handle/001/3798
https://doi.org/10.33881/2027-1786.rip.11208
- Palabra clave:
- Labor values
Factorial invariance
Adjust person-organization
Valores laborales
Invarianza factorial
Ajuste persona-organizacion
Valores trabalhistas
Invariância fatorial
Ajustar pessoa-organização
- Rights
- openAccess
- License
- http://purl.org/coar/access_right/c_abf2
id |
IBERO2_546fe8baf092e9963c67913ef7ca9749 |
---|---|
oai_identifier_str |
oai:repositorio.ibero.edu.co:001/3798 |
network_acronym_str |
IBERO2 |
network_name_str |
Repositorio Ibero |
repository_id_str |
|
dc.title.spa.fl_str_mv |
EVAT 30, un análisis de invarianza. Validación en Chile |
dc.title.translated.eng.fl_str_mv |
EVAT 30, an analysis of invariance. Validation in Chile |
title |
EVAT 30, un análisis de invarianza. Validación en Chile |
spellingShingle |
EVAT 30, un análisis de invarianza. Validación en Chile Labor values Factorial invariance Adjust person-organization Valores laborales Invarianza factorial Ajuste persona-organizacion Valores trabalhistas Invariância fatorial Ajustar pessoa-organização |
title_short |
EVAT 30, un análisis de invarianza. Validación en Chile |
title_full |
EVAT 30, un análisis de invarianza. Validación en Chile |
title_fullStr |
EVAT 30, un análisis de invarianza. Validación en Chile |
title_full_unstemmed |
EVAT 30, un análisis de invarianza. Validación en Chile |
title_sort |
EVAT 30, un análisis de invarianza. Validación en Chile |
dc.creator.fl_str_mv |
Didier Pino, Nicolás Osvaldo |
dc.contributor.author.spa.fl_str_mv |
Didier Pino, Nicolás Osvaldo |
dc.subject.eng.fl_str_mv |
Labor values Factorial invariance Adjust person-organization |
topic |
Labor values Factorial invariance Adjust person-organization Valores laborales Invarianza factorial Ajuste persona-organizacion Valores trabalhistas Invariância fatorial Ajustar pessoa-organização |
dc.subject.spa.fl_str_mv |
Valores laborales Invarianza factorial Ajuste persona-organizacion Valores trabalhistas Invariância fatorial Ajustar pessoa-organização |
publishDate |
2019 |
dc.date.accessioned.none.fl_str_mv |
2018-12-31 00:00:00 2022-06-14T21:01:38Z |
dc.date.available.none.fl_str_mv |
2018-12-31 00:00:00 2022-06-14T21:01:38Z |
dc.date.issued.none.fl_str_mv |
2019-12-31 |
dc.type.spa.fl_str_mv |
Artículo de revista |
dc.type.coar.fl_str_mv |
http://purl.org/coar/resource_type/c_2df8fbb1 |
dc.type.coar.spa.fl_str_mv |
http://purl.org/coar/resource_type/c_6501 http://purl.org/coar/resource_type/c_6501 |
dc.type.coarversion.spa.fl_str_mv |
http://purl.org/coar/version/c_970fb48d4fbd8a85 |
dc.type.content.spa.fl_str_mv |
Text |
dc.type.driver.spa.fl_str_mv |
info:eu-repo/semantics/article |
dc.type.local.spa.fl_str_mv |
Artículo de revista |
dc.type.local.eng.fl_str_mv |
Journal article |
dc.type.redcol.spa.fl_str_mv |
http://purl.org/redcol/resource_type/ARTREF |
dc.type.version.spa.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
format |
http://purl.org/coar/resource_type/c_6501 |
status_str |
publishedVersion |
dc.identifier.doi.none.fl_str_mv |
10.33881/2027-1786.rip.11208 |
dc.identifier.eissn.none.fl_str_mv |
2500-6517 |
dc.identifier.issn.none.fl_str_mv |
2027-1786 |
dc.identifier.uri.none.fl_str_mv |
https://repositorio.ibero.edu.co/handle/001/3798 |
dc.identifier.url.none.fl_str_mv |
https://doi.org/10.33881/2027-1786.rip.11208 |
identifier_str_mv |
10.33881/2027-1786.rip.11208 2500-6517 2027-1786 |
url |
https://repositorio.ibero.edu.co/handle/001/3798 https://doi.org/10.33881/2027-1786.rip.11208 |
dc.language.iso.spa.fl_str_mv |
spa |
language |
spa |
dc.relation.bitstream.none.fl_str_mv |
https://reviberopsicologia.ibero.edu.co/article/download/rip.11208/pdf |
dc.relation.citationedition.spa.fl_str_mv |
Núm. 2 , Año 2018 : Revista Iberoamericana de Psicología |
dc.relation.citationendpage.none.fl_str_mv |
78 |
dc.relation.citationissue.spa.fl_str_mv |
2 |
dc.relation.citationstartpage.none.fl_str_mv |
69 |
dc.relation.citationvolume.spa.fl_str_mv |
11 |
dc.relation.ispartofjournal.spa.fl_str_mv |
Revista Iberoamericana de Psicología |
dc.relation.references.spa.fl_str_mv |
Aguilar, M. C., Calvo, A., & García, M. Á. (2007). Valores laborales y percepción del estilo de liderazgo en personal de enfermería. Salud Pública de México, 49(6), 401-407. Recuperado de http://www.medigraphic.com/pdfs/salpubmex/sal-2007/sal076c.pdf Arciniega, L. M., & González, L. (2000). Desarrollo y validación de la escala de valores hacia el trabajo EVAT 30. Revista de Psicología Social, 15(3), 281- Recuperado de https://www.tandfonline.com/doi/abs/10.1174/021347400760259712 Aguilar, Carmen, G. M., & Calvo, A. (2004). Valores hacia el trabajo del personal de enfermería: Un análisis descriptivo. Index de Enfermería, 13(44-45), 09-13. Recuperado de http://scielo.isciii.es/scielo.php?script=sci_arttext&pid=s1132-12962004000100002 Aguilar Luzón, M. d., García Martínez, M. A., & Calvo Salguero, A. (2004). Valores hacia el trabajo del personal de enfermería: Un análisis descriptivo. Index de Enfermería, 13(44-45), 09-13. Recuperado de http://scielo.isciii.es/scielo.php?script=sci_arttext&pid=s1132-12962004000100002 Arthur, W., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person-organization fit in employment decision making: An assessment of its criterion-related validity. Journal of Applied Psychology, 91(4), 786-801. Recuperado de http://psycnet.apa.org/record/2006-08435-005 Astakhova, M. (2016). Explaining the effects of perceived person-supervisor fit and person-organization fit on organizational commitment in the U.S. and Japan. Journal of Business Research, 69(2), 956-963. Recuperado de https://www.sciencedirect.com/science/article/abs/pii/S0148296315003884 Badillo-Reyes, L., López-Castellanos, L., & Ortiz-Ramírez, M. I. (2012). Valores laborales prioritarios en el personal de enfermería. Rev Enferm Inst Mex Seguro Soc, 20(2), 71-78. Recuperado de http://www.medigraphic.com/cgi- bin/new/resumen.cgi?IDARTICULO=36008 Bardi, A., & Schwartz, S. (1996). Relations among Sociopolitical Values in Eastern Europe : Effects of the Communist Experience ? Political Psychology, 17(3), 525-549. Recuperado de https://www.jstor.org/stable/3791967?seq=1#page_scan_tab_contents Barnea, M., & Schwartz, S. (1998). Values and Voting. Political Psychology, 19(1), 17-40. Recuperado de https://onlinelibrary.wiley.com/doi/abs/10.1111/0162-895X.00090 Bilsky, W., Janik, M., & Schwartz, S. H. (2011). The structural organization of human values-evidence from three rounds of the European Social Survey (ESS). Journal of Cross-Cultural Psychology, 42(5), 759-776. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0022022110362757 Boer, D., & Fischer, R. (2013). How and when do personal values guide our attitudes and sociality? Explaining cross-cultural variability in attitude–value linkages. Psychological Bulletin, 139(5), 1113-1147. Recuperado de http://psycnet.apa.org/record/2013-01384-001 Boon, C., & Biron, M. (2016). Temporal issues in person–organization fit, person–job fit and turnover: The role of leader–member exchange. Human Relations, 69(12), 2177-2200. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0018726716636945 Borg, I., Groenen, P. J., Jehn, K. A., Bilsky, W., & Schwartz, S. H. (2011). Embedding the organizational culture profile into Schwartz’s theory of universals in values. Journal of Personnel Psychology. Recuperado de https://econtent.hogrefe.com/doi/10.1027/1866-5888/a000028 Chajdas, T., Knezevic, M., Korsoi, I., & Pavlova, V. (2014). Generation Wall: Under 25 year olds on freedom after the wall. Index on Censorship, 43(2), 12-23. Recuperado de http://journals.sagepub.com/doi/full/10.1177/0306422014539071 Coates, T. K. (2017). Hearing the voices of Generation Y employees: a hermeneutic phenomenological study. Human Resource Development International, 20(1), 37-67. Recuperado de https://www.tandfonline.com/doi/abs/10.1080/13678868.2016.1222486 Cohen, A. (2009). A value based perspective on commitment in the workplace: An examination of Schwartz's basic human values theory among bank employees in Israel. International Journal of Intercultural Relations, 33(4), 332-345. Recuperado de https://www.sciencedirect.com/science/article/abs/pii/S0147176709000285 Cortés, M. P. (2009). The work values of teacher training students in a Spanish university. Symbiosis between schwartz and meaning of work (MOW) study group. European Journal of Education, 441-453. Recuperado de https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1465-3435.2009.01395.x Daly, T. M., Lee, J. A., Soutar, G. N., & Rasmi, S. (2010). Conflict-handling style measurement: a best-worst scaling application. International Journal of Conflict Management, 21(3), 281-308. Recuperado de https://www.emeraldinsight.com/doi/abs/10.1108/10444061011063180 Didier, N. (2017). Hijos de la Democracia: Rasgos, Valores Personales, Laborales y Sociales. Revista de Psicología, 26(2), 1-16. Recuperado de https://scielo.conicyt.cl/scielo.php?pid=S0719-05812017000200050&script=sci_abstract&tlng=es Didier, N., & Luna, J. F. (2017). ¿Dónde Estamos? La cultura Laboral chilena desde Hofstede. Revista Colombiana de Psicología, 26(2), 295-311. Recuperado de https://revistas.unal.edu.co/index.php/psicologia/article/view/60557 Deniz, N., Noyan, A., & Ertosun, Ö. G. (2015). Linking Person-job Fit to Job Stress: The Mediating Effect of Perceived Person-organization Fit. Procedia - Social and Behavioral Sciences, 217, 369-376. Recuperado de https://www.sciencedirect.com/science/article/pii/S1877042815052404#! Edwards, J. R., & Cable, D. M. (2009). The value of value congruence. Journal of Applied Psychology, 94(3), 654-677. Recuperado de Eversole, B. A., Venneberg, D. L., & Crowder, C. L. (2012). Creating a flexible organizational culture to attract and retain talented workers across generations. Advances in Developing Human Resources, 14(4), 607-625. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/1523422312455612 Fernandez, D., Carlson, D., Stepina, L., & Nicholson, J. (1997). Hofstede`'s Country Classification 25 years later. The Journal of Social Psychology(137), 43-54. Recuperado de https://www.tandfonline.com/doi/abs/10.1080/00224549709595412 Fichtner, J. R., & Strader, T. J. (2014). Non‐work‐related computing and job characteristics: Literature review and future research directions. Journal of Psychological Issues in Organizational Culture, 4(4), 65-79. Recuperado de Flamholtz, E. (2005). Conceptualizing and measuring the economic value of human capital of the third kind: Corporate culture. Journal of Human Resource Costing & Accounting, 9(2), 78-93. Recuperado de https://www.emeraldinsight.com/doi/abs/10.1108/14013380510645360 Flecker, J., & Meil, P. (2010). Organisational restructuring and emerging service value chains: implications for work and employment. Work, Employment and Society, 24(4), 680-698. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0950017010380635 Fischer, R. (2006). Congreunce and Functions of personal and cultural values: do my values reflect my culture's values? Personality and Social Psychology Bulletin, 32, 1419-1431. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0146167206291425 Fischer, R., Vauclair, C. M., Fontaine, J. R., & Schwartz, S. H. (2010). Are individual-level and country-level value structures different? Testing Hofstede’s legacy with the Schwartz Value Survey. Journal of cross-cultural psychology, 41(2), 135-151. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0022022109354377 González, L., & Arciniega, L. (2005). Anclajes de Carrera Profesional y Valores en el trabajo. Psicología de las Organizaciones, del Trabajo y de los Recursos Humanos y de la Salud, 4(1), 69-77. Recuperado de http://daac.itam.mx/sites/default/files/u105/daac__gonzalez_y_arciniega_2005.pdf Gordon, G., Gilley, A., Avery, S., Gilley, J. W., & Barber, A. (2014). Employee perceptions of the manager behaviors that create follower-leader trust. Management and Organizational Studies, 1(2), 44. Recuperado de http://dx.doi.org/10.5430/mos.v1n2p44 Hahn, J. W. & Logvinenko, I. (2008). Generational differences in Russian attitudes towards democracy and the economy. Europe-Asia Studies, 60(8), 1345-1369. Recuperado de https://doi.org/10.1080/09668130802292168 Hawley, J. (2014) HRD Policy. En Neal E. Chalofsky, Tonette S. Rocco, Michael Lane Morris (Eds.) Handbook of Human Resource Development (459-473). New Jersey: John Wiley & Sons, Inc. Recuperado de https://www.wiley.com/en- co/Handbook+of+Human+Resource+Development-p-9781118454022 Hofstede, G. (1980). Culture's Consequences: International Differences in Work- Related Values. Beverly Hills, CA: Sage. Recuperado de https://books.google.es/books?hl=es&lr=&id=Cayp_Um4O9gC&oi=fnd&pg=PA13&dq=Hofstede,+G.+(1980).+Culture%27s+Consequences:+International+Differences+in+Work-Related+Values.+Beverly+Hills,+CA:+Sage&ots=V4EFCySKO2&sig=pqtKPK7SCc9KEpnYDYOo1dJ7xws#v=onepage&q=Hofstede%2C%20G.%20(1980).%20Culture's%20Consequences%3A%20International%20Differences%20in%20Work-Related%20Values.%20Beverly%20Hills%2C%20CA%3A%20Sage&f=false Hofstede, G. (1991). Cultures and organizations: software of the mind. London: McGraw-Hill. Recuperado de https://books.google.com.co/books?id=o4OqTgV3V00C&printsec=frontcover &dq=Hofstede,+G.+(1991).+Cultures+and+organizations:+software+of+the+mind.+London:+McGraw-Hill&hl=es&sa=X&ved=0ahUKEwjr5oms-sDdAhWQylkKHYf8B2cQ6AEIJzAA#v=onepage&q&f=false Hofstede, G. (2001). Culture's Consequences: Comparing Values, Behaviors, Institutions and Organizations Across Nations. New York: Sage Publications. Recuperado de https://books.google.com.co/books?id=w6z18LJ_1VsC&printsec=frontcover&dq=Hofstede,+G.+(2001).+Culture%27s+Consequences:+Comparing+Values,+Behaviors,+Institutions+and+Organizations+Across+Nations.+New+York:+Sage+Publications.&hl=es&sa=X&ved=0ahUKEwjswtD7-sDdAhWit1kKHQLZBkEQ6AEIJzAA#v=onepage&q=Hofstede%2C%20G.%2 .%20Culture's%20Consequences%3A%20Comparing%20Values%2 C%20Behaviors%2C%20Institutions%20and%20Organizations%20Across% Nations.%20New%20York%3A%20Sage%20Publications.&f=false Howe, N., & Strauss, W. (2009). Millennials rising: The next great generation. Vintage. Recuperado de https://books.google.com.co/books?id=To_Eu9HCNqIC&printsec=frontcover&dq=Howe,+N.,+%26+Strauss,+W.+(2009).+Millennials+rising:+The+next+great+generation.+Vintage.&hl=es&sa=X&ved=0ahUKEwi98t3Y-8DdAhXstlkKHSPuA-kQ6AEIKjAA#v=onepage&q=Howe%2C%20N.%2C%20%26%20Strauss%2 C%20W.%20(2009).%20Millennials%20rising%3A%20The%20next%20great %20generation.%20Vintage.&f=false Inglehart, R. (1997). Modernization and postmoderni-zation: Cultural, economic, and political change in 43 societies. Princeton, New Jersey : Princeton University Press. Recuperado de https://books.google.com.co/books?id=uERHzCu6l9EC&pg=PR3&dq=Moder nization+and+postmodernization:+Cultural,+economic,+and+political+change +in+43+societies.+Princeton,+New+Jersey+:+Princeton+University+Press.&hl=es&sa=X&ved=0ahUKEwiOhr_q_MDdAhXpx1kKHc3RBSIQ6AEILTAB#v=onepage&q=Modernization%20and%20postmodernization%3A%20Cultural%2C%20economic%2C%20and%20political%20change%20in%2043%20societies.%20Princeton%2C%20New%20Jersey%20%3A%20Princeton%20Univers ity%20Press.&f=false Kasser, T. (2011). Cultural values and the well-being of future generations: A cross-national study. Journal of Cross-Cultural Psychology, 42(2), 206-215. Recuperado de http://journals.sagepub.com/doi/10.1177/0022022110396865 Keep, E., & Mayhew, K. (2010). Moving beyond skills as a social and economic panacea. Work, employment and society, 24(3), 565-577. Recuperado de http://journals.sagepub.com/doi/10.1177/0950017010371663 Kim, S. (2012). Does person-organization fit matter in the public sector? Testing the mediating effect of person-organization fit in the relationship between public service motivation and work attitudes. Public Administration Review, , 830–840. Recuperado de https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1540-6210.2012.02572.x Kim, S., Mori, I., & Rahim, A. R. (2018). Cultural values matter: Attractiveness of Japanese companies in Malaysia. International Journal of Cross Cultural Management, 1-17. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/1470595818759570 Krishnan, T. N. (2012). Diversity in Career Systems : The Role of Employee Work Values. Indian Journal of Industrial Relations, 47(4), 685-699. Recuperado de https://www.jstor.org/stable/23267370?seq=1#page_scan_tab_contents Kumar, N. (2012). Relationship of Personal and Organizational Values with Organizational Commitment. Indian Journal of Industrial Relations, 48(2), -314. Recuperado de https://www.jstor.org/stable/23509840?seq=1#page_scan_tab_contents Lyons, S. T., Ng, E. S., & Schweitzer, L. (2014). Changing demographics and the shifting nature of careers: Implications for research and human resource development. Human Resource Development Review, 13(2), 181-206. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/1534484314524201 Mannheim, K. (1952). The problem of generations. En Paul Kecskemeti (Ed.) Essays on the sociology of knowledge (pp. 276-322). London: Routledge & Kegan Paul. Recuperado de https://www.abebooks.com/9780710033079/Essays-Sociology-Knowledge- Karl-Mannheim-0710033079/plp Marsollier, R., & Expósito, C. (2017). Los valores y el compromiso laboral en el empleo público. Revista Empresa y Humanismo, 20(2), 29-50. Recuperado de http://hdl.handle.net/10171/43884 Meyer, J. P., Hecht, T. D., Gill, H., & Toplonytsky, L. (2010). Person–organization (culture) fit and employee commitment under conditions of organizational change: A longitudinal study. Journal of Vocational Behavior, 76(3), 458-473. Recuperado de https://www.sciencedirect.com/science/article/abs/pii/S0001879110000023#! Mukherfee, S. (2006). Towards fulfillment in work and life: experience and insights from India. En S. Stashevsky, Work Values and Behavior (págs. 46–53). New York: ISSWOV. Recuperado de https://www.researchgate.net/publication/321481594_Work_values_and_beh avior Mullola, S., Hakulinen, C., Presseau, J., Gimeno, D., De Porras, R., & Jokela, M. (2018). Personality traits and career choices among physicians in Finland: employment sector , clinical patient contact, specialty and change of specialty. BMC Medical Education, 18(52), 1-12. Recuperado de https://bmcmededuc.biomedcentral.com/articles/10.1186/s12909-018-1155-9 Ployhart, R. (2006). Staffing in the 21st century: new challenges and strategic opportunities. Journal of Management, 32(6), 868–97.Rokeach, M. (1973). The nature of human values. New York: Free Press. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0149206306293625 Romo-rojas, L. (2012). Alineación de la cultura organizacional con los valores organizacionales en una empresa grande manufacturera en Aguascalientes, ConConciencia tecnologica, 55(1), 41-49. Recuperado de https://dialnet.unirioja.es/servlet/articulo?codigo=4425550 Ryder, N. B. (1965). The cohort as a concept in the study of social change. American Sociological Review, 30, 843-861. Recuperado de https://link.springer.com/chapter/10.1007/978-1-4613-8536-3_2#citeas Sagiv, L., Schwartz, S.H., Arieli, S. (2011). Personal values, national culture and organizations: Insights applying the Schwartz value framework. En N. N. Ashkanasy, C. Wilderom, & M. F. Peterson (Eds.), The handbook of organizational culture and climate (515-537). Second Edition. Newbury Park, CA: Sage. Recuperado de https://www.amazon.es/Handbook-Organizational- Culture-Climate/dp/1412974828 Sandal, G. M., Van De Vijver, F., Bye, H. H., Sam, D., Amponsah, B., Cakar, N., . . Tien-lun, C. (2014). Intended Self-Presentation Tactics in Job Interviews: A -Country Study. Journal of Cross-Cultural Psychology, 45(6), 939-958. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0022022114532353 Smith, V. (2010). Enhancing employability: Human, cultural, and social capital in an era of turbulent unpredictability. Human Relations, 63(2), 279-300. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0018726709353639 Smith, P. B., Peterson, M. F., & Schwartz, S. H. (2002). Cultural values, sources of guidance, and their relevance to managerial behavior: A 47-nation study. Journal of cross-cultural Psychology, 33(2), 188-208. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0022022102033002005 Schwadel, P., & Stout, M. (2012). Age, period and cohort effects on social capital. Social Forces, 91(1), 233-252. Recuperado de https://academic.oup.com/sf/article-abstract/91/1/233/2235764 Schwartz, S. (1992). Universals in the content and struture of values: theoretical advances and empirical tests in 20 countries. En M. Zanna, Advances in Experimental Social Psychology (págs. 1-65). New York: Academic Press. Recuperado de https://www.sciencedirect.com/science/article/pii/S0065260108602816 Schwartz, S., & Bilsky, W. (1990). Toward a theory of the universal content and structure of values: Extensions and cross-cultural replications. Journal of Personality and Social Psychology, 53(3), 550-562. Recuperado de http://psycnet.apa.org/buy/1990-25308-001 Schwartz, S. (1999). A theory of cultural values and some implications for work. Applied Psychology: An International Review, 48(1), 23-47. Recuperado de Schwartz, S. H., Melech, G., Lehmann, A., Burgess, S., Harris, M., & Owens, V. (2001). Extending the cross-cultural validity of the theory of basic human values with a different method of measurement. Journal of cross-cultural psychology, 32(5), 519-542. Recuperado de http://psycnet.apa.org/buy/1990- -001 Schwartz, S. H. (2006). A theory of cultural value orientations: Explication and applications. Comparative sociology, 5(2), 137-182. Recuperado de Schwartz, S. H. (2011). Values: Cultural and individual. En F. J. R. van de Vijver, A. Chasiotis, y S. M. Breugelmans (Eds.), Fundamental questions in cross- cultural psychology (pp. 463-493). New York, NY, US: Cambridge University Press. Recuperado de https://www.researchgate.net/publication/274139318_Values_Individual_and _cultural Schwartz, S. H., Cieciuch, J., Vecchione, M., Davidov, E., Fischer, R., Beierlein, C., ... & Dirilen-Gumus, O. (2012). Refining the theory of basic individual values. Journal of personality and social psychology, 103(4), 663. Recuperado de https://www.ncbi.nlm.nih.gov/pubmed/22823292 Schwartz, S. H. (2013). Culture matters: National value cultures, sources, and consequences. In C.-Y. Chiu, Y.Y. Hong, S. Shavitt, & R. S. Wyer, Jr. (Eds.), Understanding culture: Theory, research and application (pp. 127-150). New York: Psychology Press. Recuperado de Sparreboom, T., & Tarvid, A. (2016). Imbalanced job polarization and skills mismatch in Europe. Journal for Labour Market Research, 49(1), 15-42. Recuperado de zation_and_Skills_Mismatch_in_Europe Spini, D. (2003). Measurement Equivalence Of 10 Value Types From The Schwartz Value Survey Across 21 Countries. Journal of Cross-Cultural Psychology, 34(1), 3-23. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0022022102239152?journalCod e=jcca Strauss, W., & Howe, N. (1991). Generations: The history of America's future, 1584 to 2069. New York, NY: William Morrow & Company, Inc. Recuperado de https://www.amazon.com/Generations-History-Americas-Future-1584/dp/0688119123 Suh, J. (2018). Human capital inflow in nonprofits: Entry-level employees’ sector shift. Nonprofit Management and Leadership, 1-19. Recuperado de _in_Nonprofits_Entry_Level_Employees'_Sector_Shift Toro, S. (2008). De lo épico a lo cotidiano: jóvenes y generaciones políticas en Chile. Revista Chilena de Ciencia Política, 28(2), 143-160. Recuperado de X2008000200006#nota1 Twenge, J. M. (2010). A review of the empirical evidence on generational differences in work attitudes. Journal of Business and Psychology, 25, 201- Recuperado de https://link.springer.com/article/10.1007/s10869-010- -6 Williamson, I., King, J. L., & Sarna, A. (2010). Firm reputation, recruitment web sites, and attracting applicants. Human Resource Management, 49(4), –687. Recuperado de https://www.researchgate.net/publication/229873995_Firm_reputation_recruit ment_web_sites_and_attracting_applicants Yeager, K. L., & Callahan, J. L. (2016). Learning to lead: Foundations of emerging leader identity development. Advances in Developing Human Resources, 18(3), 286-300. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/1523422316645510 Yeganeh, H. (2011). The “Great Satan” talks with the “Evil”: A cross cultural analysis of the American-Iranian communication/negotiation styles. International Journal of Conflict Management, 22(3), 219-238. Recuperado de Trevor, K., & Cable, D. (2012). Recruitment and competitive advantage: A brand equity perspective. En S. W. Kozlowski, Oxford handbook of industrial–organizational psychology (págs. 197–220). New York: Oxford University Press. Recuperado de http://www.oxfordhandbooks.com/view/10.1093/oxfordhb/9780199928309.00 |
dc.rights.accessrights.spa.fl_str_mv |
info:eu-repo/semantics/openAccess |
dc.rights.coar.spa.fl_str_mv |
http://purl.org/coar/access_right/c_abf2 |
dc.rights.uri.spa.fl_str_mv |
https://creativecommons.org/licenses/by-nc-sa/4.0/ |
eu_rights_str_mv |
openAccess |
rights_invalid_str_mv |
http://purl.org/coar/access_right/c_abf2 https://creativecommons.org/licenses/by-nc-sa/4.0/ |
dc.format.mimetype.spa.fl_str_mv |
application/pdf |
dc.publisher.spa.fl_str_mv |
ĬbērAM |
dc.source.spa.fl_str_mv |
https://reviberopsicologia.ibero.edu.co/article/view/rip.11208 |
institution |
Corporación Universitaria Iberoamericana |
bitstream.url.fl_str_mv |
https://repositorio.ibero.edu.co/bitstreams/ac280c4c-cde2-489e-a6a0-66e3a2e98c96/download |
bitstream.checksum.fl_str_mv |
01714a94b8a76a69ef265b4039eeadcc |
bitstream.checksumAlgorithm.fl_str_mv |
MD5 |
repository.name.fl_str_mv |
Repositorio Institucional - IBERO. |
repository.mail.fl_str_mv |
bdigital@metabiblioteca.com |
_version_ |
1814355757441744896 |
spelling |
Didier Pino, Nicolás Osvaldofc0865133c434281a86b2c5048fbef5b2018-12-31 00:00:002022-06-14T21:01:38Z2018-12-31 00:00:002022-06-14T21:01:38Z2019-12-31application/pdf10.33881/2027-1786.rip.112082500-65172027-1786https://repositorio.ibero.edu.co/handle/001/3798https://doi.org/10.33881/2027-1786.rip.11208spaĬbērAMhttps://reviberopsicologia.ibero.edu.co/article/download/rip.11208/pdfNúm. 2 , Año 2018 : Revista Iberoamericana de Psicología7826911Revista Iberoamericana de PsicologíaAguilar, M. C., Calvo, A., & García, M. Á. (2007). Valores laborales y percepción del estilo de liderazgo en personal de enfermería. Salud Pública de México, 49(6), 401-407. Recuperado de http://www.medigraphic.com/pdfs/salpubmex/sal-2007/sal076c.pdfArciniega, L. M., & González, L. (2000). Desarrollo y validación de la escala de valores hacia el trabajo EVAT 30. Revista de Psicología Social, 15(3), 281-Recuperado de https://www.tandfonline.com/doi/abs/10.1174/021347400760259712Aguilar, Carmen, G. M., & Calvo, A. (2004). Valores hacia el trabajo del personal de enfermería: Un análisis descriptivo. Index de Enfermería, 13(44-45), 09-13. Recuperado de http://scielo.isciii.es/scielo.php?script=sci_arttext&pid=s1132-12962004000100002Aguilar Luzón, M. d., García Martínez, M. A., & Calvo Salguero, A. (2004). Valores hacia el trabajo del personal de enfermería: Un análisis descriptivo. Index de Enfermería, 13(44-45), 09-13. Recuperado de http://scielo.isciii.es/scielo.php?script=sci_arttext&pid=s1132-12962004000100002Arthur, W., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person-organization fit in employment decision making: An assessment of itscriterion-related validity. Journal of Applied Psychology, 91(4), 786-801. Recuperado de http://psycnet.apa.org/record/2006-08435-005Astakhova, M. (2016). Explaining the effects of perceived person-supervisor fit and person-organization fit on organizational commitment in the U.S. and Japan. Journal of Business Research, 69(2), 956-963. Recuperado de https://www.sciencedirect.com/science/article/abs/pii/S0148296315003884Badillo-Reyes, L., López-Castellanos, L., & Ortiz-Ramírez, M. I. (2012). Valores laborales prioritarios en el personal de enfermería. Rev Enferm Inst Mex Seguro Soc, 20(2), 71-78. Recuperado de http://www.medigraphic.com/cgi-bin/new/resumen.cgi?IDARTICULO=36008Bardi, A., & Schwartz, S. (1996). Relations among Sociopolitical Values in Eastern Europe : Effects of the Communist Experience ? Political Psychology, 17(3), 525-549. Recuperado de https://www.jstor.org/stable/3791967?seq=1#page_scan_tab_contentsBarnea, M., & Schwartz, S. (1998). Values and Voting. Political Psychology, 19(1), 17-40. Recuperado de https://onlinelibrary.wiley.com/doi/abs/10.1111/0162-895X.00090Bilsky, W., Janik, M., & Schwartz, S. H. (2011). The structural organization ofhuman values-evidence from three rounds of the European Social Survey(ESS). Journal of Cross-Cultural Psychology, 42(5), 759-776. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0022022110362757Boer, D., & Fischer, R. (2013). How and when do personal values guide ourattitudes and sociality? Explaining cross-cultural variability in attitude–valuelinkages. Psychological Bulletin, 139(5), 1113-1147. Recuperado de http://psycnet.apa.org/record/2013-01384-001Boon, C., & Biron, M. (2016). Temporal issues in person–organization fit,person–job fit and turnover: The role of leader–member exchange. HumanRelations, 69(12), 2177-2200. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0018726716636945Borg, I., Groenen, P. J., Jehn, K. A., Bilsky, W., & Schwartz, S. H. (2011).Embedding the organizational culture profile into Schwartz’s theory of universals in values. Journal of Personnel Psychology. Recuperado de https://econtent.hogrefe.com/doi/10.1027/1866-5888/a000028Chajdas, T., Knezevic, M., Korsoi, I., & Pavlova, V. (2014). Generation Wall: Under 25 year olds on freedom after the wall. Index on Censorship, 43(2), 12-23.Recuperado de http://journals.sagepub.com/doi/full/10.1177/0306422014539071Coates, T. K. (2017). Hearing the voices of Generation Y employees: ahermeneutic phenomenological study. Human Resource Development International, 20(1), 37-67. Recuperado de https://www.tandfonline.com/doi/abs/10.1080/13678868.2016.1222486Cohen, A. (2009). A value based perspective on commitment in the workplace: An examination of Schwartz's basic human values theory among bank employees in Israel. International Journal of Intercultural Relations, 33(4), 332-345. Recuperado de https://www.sciencedirect.com/science/article/abs/pii/S0147176709000285Cortés, M. P. (2009). The work values of teacher training students in a Spanishuniversity. Symbiosis between schwartz and meaning of work (MOW) study group. European Journal of Education, 441-453. Recuperado de https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1465-3435.2009.01395.xDaly, T. M., Lee, J. A., Soutar, G. N., & Rasmi, S. (2010). Conflict-handling style measurement: a best-worst scaling application. International Journal ofConflict Management, 21(3), 281-308. Recuperado de https://www.emeraldinsight.com/doi/abs/10.1108/10444061011063180Didier, N. (2017). Hijos de la Democracia: Rasgos, Valores Personales, Laboralesy Sociales. Revista de Psicología, 26(2), 1-16. Recuperado de https://scielo.conicyt.cl/scielo.php?pid=S0719-05812017000200050&script=sci_abstract&tlng=esDidier, N., & Luna, J. F. (2017). ¿Dónde Estamos? La cultura Laboral chilenadesde Hofstede. Revista Colombiana de Psicología, 26(2), 295-311.Recuperado de https://revistas.unal.edu.co/index.php/psicologia/article/view/60557Deniz, N., Noyan, A., & Ertosun, Ö. G. (2015). Linking Person-job Fit to Job Stress: The Mediating Effect of Perceived Person-organization Fit. Procedia - Social and Behavioral Sciences, 217, 369-376. Recuperado de https://www.sciencedirect.com/science/article/pii/S1877042815052404#!Edwards, J. R., & Cable, D. M. (2009). The value of value congruence. Journal of Applied Psychology, 94(3), 654-677. Recuperado deEversole, B. A., Venneberg, D. L., & Crowder, C. L. (2012). Creating a flexibleorganizational culture to attract and retain talented workers across generations. Advances in Developing Human Resources, 14(4), 607-625.Recuperado de http://journals.sagepub.com/doi/abs/10.1177/1523422312455612Fernandez, D., Carlson, D., Stepina, L., & Nicholson, J. (1997). Hofstede`'s Country Classification 25 years later. The Journal of Social Psychology(137), 43-54. Recuperado de https://www.tandfonline.com/doi/abs/10.1080/00224549709595412Fichtner, J. R., & Strader, T. J. (2014). Non‐work‐related computing and jobcharacteristics: Literature review and future research directions. Journal of Psychological Issues in Organizational Culture, 4(4), 65-79. Recuperado deFlamholtz, E. (2005). Conceptualizing and measuring the economic value ofhuman capital of the third kind: Corporate culture. Journal of Human Resource Costing & Accounting, 9(2), 78-93. Recuperado de https://www.emeraldinsight.com/doi/abs/10.1108/14013380510645360Flecker, J., & Meil, P. (2010). Organisational restructuring and emerging service value chains: implications for work and employment. Work, Employment and Society, 24(4), 680-698. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0950017010380635Fischer, R. (2006). Congreunce and Functions of personal and cultural values: domy values reflect my culture's values? Personality and Social PsychologyBulletin, 32, 1419-1431. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0146167206291425Fischer, R., Vauclair, C. M., Fontaine, J. R., & Schwartz, S. H. (2010). Are individual-level and country-level value structures different? Testing Hofstede’s legacy with the Schwartz Value Survey. Journal of cross-cultural psychology, 41(2), 135-151. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0022022109354377González, L., & Arciniega, L. (2005). Anclajes de Carrera Profesional y Valores en el trabajo. Psicología de las Organizaciones, del Trabajo y de los Recursos Humanos y de la Salud, 4(1), 69-77. Recuperado de http://daac.itam.mx/sites/default/files/u105/daac__gonzalez_y_arciniega_2005.pdfGordon, G., Gilley, A., Avery, S., Gilley, J. W., & Barber, A. (2014). Employeeperceptions of the manager behaviors that create follower-leader trust. Management and Organizational Studies, 1(2), 44. Recuperado de http://dx.doi.org/10.5430/mos.v1n2p44Hahn, J. W. & Logvinenko, I. (2008). Generational differences in Russian attitudes towards democracy and the economy. Europe-Asia Studies, 60(8), 1345-1369. Recuperado de https://doi.org/10.1080/09668130802292168Hawley, J. (2014) HRD Policy. En Neal E. Chalofsky, Tonette S. Rocco, MichaelLane Morris (Eds.) Handbook of Human Resource Development (459-473). New Jersey: John Wiley & Sons, Inc. Recuperado de https://www.wiley.com/en-co/Handbook+of+Human+Resource+Development-p-9781118454022Hofstede, G. (1980). Culture's Consequences: International Differences in Work-Related Values. Beverly Hills, CA: Sage. Recuperado de https://books.google.es/books?hl=es&lr=&id=Cayp_Um4O9gC&oi=fnd&pg=PA13&dq=Hofstede,+G.+(1980).+Culture%27s+Consequences:+International+Differences+in+Work-Related+Values.+Beverly+Hills,+CA:+Sage&ots=V4EFCySKO2&sig=pqtKPK7SCc9KEpnYDYOo1dJ7xws#v=onepage&q=Hofstede%2C%20G.%20(1980).%20Culture's%20Consequences%3A%20International%20Differences%20in%20Work-Related%20Values.%20Beverly%20Hills%2C%20CA%3A%20Sage&f=falseHofstede, G. (1991). Cultures and organizations: software of the mind. London:McGraw-Hill. Recuperado de https://books.google.com.co/books?id=o4OqTgV3V00C&printsec=frontcover &dq=Hofstede,+G.+(1991).+Cultures+and+organizations:+software+of+the+mind.+London:+McGraw-Hill&hl=es&sa=X&ved=0ahUKEwjr5oms-sDdAhWQylkKHYf8B2cQ6AEIJzAA#v=onepage&q&f=falseHofstede, G. (2001). Culture's Consequences: Comparing Values, Behaviors,Institutions and Organizations Across Nations. New York: Sage Publications.Recuperado de https://books.google.com.co/books?id=w6z18LJ_1VsC&printsec=frontcover&dq=Hofstede,+G.+(2001).+Culture%27s+Consequences:+Comparing+Values,+Behaviors,+Institutions+and+Organizations+Across+Nations.+New+York:+Sage+Publications.&hl=es&sa=X&ved=0ahUKEwjswtD7-sDdAhWit1kKHQLZBkEQ6AEIJzAA#v=onepage&q=Hofstede%2C%20G.%2.%20Culture's%20Consequences%3A%20Comparing%20Values%2C%20Behaviors%2C%20Institutions%20and%20Organizations%20Across%Nations.%20New%20York%3A%20Sage%20Publications.&f=falseHowe, N., & Strauss, W. (2009). Millennials rising: The next great generation. Vintage. Recuperado de https://books.google.com.co/books?id=To_Eu9HCNqIC&printsec=frontcover&dq=Howe,+N.,+%26+Strauss,+W.+(2009).+Millennials+rising:+The+next+great+generation.+Vintage.&hl=es&sa=X&ved=0ahUKEwi98t3Y-8DdAhXstlkKHSPuA-kQ6AEIKjAA#v=onepage&q=Howe%2C%20N.%2C%20%26%20Strauss%2C%20W.%20(2009).%20Millennials%20rising%3A%20The%20next%20great%20generation.%20Vintage.&f=falseInglehart, R. (1997). Modernization and postmoderni-zation: Cultural, economic,and political change in 43 societies. Princeton, New Jersey : PrincetonUniversity Press. Recuperado de https://books.google.com.co/books?id=uERHzCu6l9EC&pg=PR3&dq=Modernization+and+postmodernization:+Cultural,+economic,+and+political+change+in+43+societies.+Princeton,+New+Jersey+:+Princeton+University+Press.&hl=es&sa=X&ved=0ahUKEwiOhr_q_MDdAhXpx1kKHc3RBSIQ6AEILTAB#v=onepage&q=Modernization%20and%20postmodernization%3A%20Cultural%2C%20economic%2C%20and%20political%20change%20in%2043%20societies.%20Princeton%2C%20New%20Jersey%20%3A%20Princeton%20University%20Press.&f=falseKasser, T. (2011). Cultural values and the well-being of future generations: Across-national study. Journal of Cross-Cultural Psychology, 42(2), 206-215.Recuperado de http://journals.sagepub.com/doi/10.1177/0022022110396865Keep, E., & Mayhew, K. (2010). Moving beyond skills as a social and economic panacea. Work, employment and society, 24(3), 565-577. Recuperado de http://journals.sagepub.com/doi/10.1177/0950017010371663Kim, S. (2012). Does person-organization fit matter in the public sector? Testingthe mediating effect of person-organization fit in the relationship betweenpublic service motivation and work attitudes. Public Administration Review,, 830–840. Recuperado de https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1540-6210.2012.02572.xKim, S., Mori, I., & Rahim, A. R. (2018). Cultural values matter: Attractiveness of Japanese companies in Malaysia. International Journal of Cross Cultural Management, 1-17. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/1470595818759570Krishnan, T. N. (2012). Diversity in Career Systems : The Role of Employee WorkValues. Indian Journal of Industrial Relations, 47(4), 685-699. Recuperado de https://www.jstor.org/stable/23267370?seq=1#page_scan_tab_contentsKumar, N. (2012). Relationship of Personal and Organizational Values withOrganizational Commitment. Indian Journal of Industrial Relations, 48(2),-314. Recuperado de https://www.jstor.org/stable/23509840?seq=1#page_scan_tab_contentsLyons, S. T., Ng, E. S., & Schweitzer, L. (2014). Changing demographics and the shifting nature of careers: Implications for research and human resourcedevelopment. Human Resource Development Review, 13(2), 181-206. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/1534484314524201Mannheim, K. (1952). The problem of generations. En Paul Kecskemeti (Ed.)Essays on the sociology of knowledge (pp. 276-322). London: Routledge &Kegan Paul. Recuperado de https://www.abebooks.com/9780710033079/Essays-Sociology-Knowledge-Karl-Mannheim-0710033079/plpMarsollier, R., & Expósito, C. (2017). Los valores y el compromiso laboral en el empleo público. Revista Empresa y Humanismo, 20(2), 29-50. Recuperadode http://hdl.handle.net/10171/43884Meyer, J. P., Hecht, T. D., Gill, H., & Toplonytsky, L. (2010). Person–organization (culture) fit and employee commitment under conditions of organizational change: A longitudinal study. Journal of Vocational Behavior, 76(3), 458-473. Recuperado de https://www.sciencedirect.com/science/article/abs/pii/S0001879110000023#!Mukherfee, S. (2006). Towards fulfillment in work and life: experience and insights from India. En S. Stashevsky, Work Values and Behavior (págs. 46–53). New York: ISSWOV. Recuperado de https://www.researchgate.net/publication/321481594_Work_values_and_behaviorMullola, S., Hakulinen, C., Presseau, J., Gimeno, D., De Porras, R., & Jokela, M. (2018). Personality traits and career choices among physicians in Finland:employment sector , clinical patient contact, specialty and change of specialty. BMC Medical Education, 18(52), 1-12. Recuperado de https://bmcmededuc.biomedcentral.com/articles/10.1186/s12909-018-1155-9Ployhart, R. (2006). Staffing in the 21st century: new challenges and strategic opportunities. Journal of Management, 32(6), 868–97.Rokeach, M. (1973). The nature of human values. New York: Free Press. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0149206306293625Romo-rojas, L. (2012). Alineación de la cultura organizacional con los valoresorganizacionales en una empresa grande manufacturera en Aguascalientes, ConConciencia tecnologica, 55(1), 41-49. Recuperado de https://dialnet.unirioja.es/servlet/articulo?codigo=4425550Ryder, N. B. (1965). The cohort as a concept in the study of social change.American Sociological Review, 30, 843-861. Recuperado de https://link.springer.com/chapter/10.1007/978-1-4613-8536-3_2#citeasSagiv, L., Schwartz, S.H., Arieli, S. (2011). Personal values, national culture andorganizations: Insights applying the Schwartz value framework. En N. N.Ashkanasy, C. Wilderom, & M. F. Peterson (Eds.), The handbook of organizational culture and climate (515-537). Second Edition. Newbury Park,CA: Sage. Recuperado de https://www.amazon.es/Handbook-Organizational-Culture-Climate/dp/1412974828Sandal, G. M., Van De Vijver, F., Bye, H. H., Sam, D., Amponsah, B., Cakar, N., . .Tien-lun, C. (2014). Intended Self-Presentation Tactics in Job Interviews: A-Country Study. Journal of Cross-Cultural Psychology, 45(6), 939-958. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0022022114532353Smith, V. (2010). Enhancing employability: Human, cultural, and social capital in an era of turbulent unpredictability. Human Relations, 63(2), 279-300.Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0018726709353639Smith, P. B., Peterson, M. F., & Schwartz, S. H. (2002). Cultural values, sources of guidance, and their relevance to managerial behavior: A 47-nationstudy. Journal of cross-cultural Psychology, 33(2), 188-208. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0022022102033002005Schwadel, P., & Stout, M. (2012). Age, period and cohort effects on socialcapital. Social Forces, 91(1), 233-252. Recuperado de https://academic.oup.com/sf/article-abstract/91/1/233/2235764Schwartz, S. (1992). Universals in the content and struture of values: theoreticaladvances and empirical tests in 20 countries. En M. Zanna, Advances in Experimental Social Psychology (págs. 1-65). New York: Academic Press. Recuperado de https://www.sciencedirect.com/science/article/pii/S0065260108602816Schwartz, S., & Bilsky, W. (1990). Toward a theory of the universal content and structure of values: Extensions and cross-cultural replications. Journal ofPersonality and Social Psychology, 53(3), 550-562. Recuperado de http://psycnet.apa.org/buy/1990-25308-001Schwartz, S. (1999). A theory of cultural values and some implications for work.Applied Psychology: An International Review, 48(1), 23-47. Recuperado deSchwartz, S. H., Melech, G., Lehmann, A., Burgess, S., Harris, M., & Owens, V. (2001). Extending the cross-cultural validity of the theory of basic humanvalues with a different method of measurement. Journal of cross-cultural psychology, 32(5), 519-542. Recuperado de http://psycnet.apa.org/buy/1990--001Schwartz, S. H. (2006). A theory of cultural value orientations: Explication andapplications. Comparative sociology, 5(2), 137-182. Recuperado deSchwartz, S. H. (2011). Values: Cultural and individual. En F. J. R. van de Vijver,A. Chasiotis, y S. M. Breugelmans (Eds.), Fundamental questions in cross-cultural psychology (pp. 463-493). New York, NY, US: Cambridge UniversityPress. Recuperado de https://www.researchgate.net/publication/274139318_Values_Individual_and_culturalSchwartz, S. H., Cieciuch, J., Vecchione, M., Davidov, E., Fischer, R., Beierlein,C., ... & Dirilen-Gumus, O. (2012). Refining the theory of basic individualvalues. Journal of personality and social psychology, 103(4), 663.Recuperado de https://www.ncbi.nlm.nih.gov/pubmed/22823292Schwartz, S. H. (2013). Culture matters: National value cultures, sources, andconsequences. In C.-Y. Chiu, Y.Y. Hong, S. Shavitt, & R. S. Wyer, Jr. (Eds.),Understanding culture: Theory, research and application (pp. 127-150). NewYork: Psychology Press. Recuperado deSparreboom, T., & Tarvid, A. (2016). Imbalanced job polarization and skillsmismatch in Europe. Journal for Labour Market Research, 49(1), 15-42.Recuperado dezation_and_Skills_Mismatch_in_EuropeSpini, D. (2003). Measurement Equivalence Of 10 Value Types From TheSchwartz Value Survey Across 21 Countries. Journal of Cross-CulturalPsychology, 34(1), 3-23. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/0022022102239152?journalCode=jccaStrauss, W., & Howe, N. (1991). Generations: The history of America's future, 1584 to 2069. New York, NY: William Morrow & Company, Inc. Recuperado de https://www.amazon.com/Generations-History-Americas-Future-1584/dp/0688119123Suh, J. (2018). Human capital inflow in nonprofits: Entry-level employees’ sector shift. Nonprofit Management and Leadership, 1-19. Recuperado de_in_Nonprofits_Entry_Level_Employees'_Sector_ShiftToro, S. (2008). De lo épico a lo cotidiano: jóvenes y generaciones políticas enChile. Revista Chilena de Ciencia Política, 28(2), 143-160. Recuperado deX2008000200006#nota1Twenge, J. M. (2010). A review of the empirical evidence on generationaldifferences in work attitudes. Journal of Business and Psychology, 25, 201-Recuperado de https://link.springer.com/article/10.1007/s10869-010--6Williamson, I., King, J. L., & Sarna, A. (2010). Firm reputation, recruitment web sites, and attracting applicants. Human Resource Management, 49(4),–687. Recuperado de https://www.researchgate.net/publication/229873995_Firm_reputation_recruitment_web_sites_and_attracting_applicantsYeager, K. L., & Callahan, J. L. (2016). Learning to lead: Foundations of emerging leader identity development. Advances in Developing HumanResources, 18(3), 286-300. Recuperado de http://journals.sagepub.com/doi/abs/10.1177/1523422316645510Yeganeh, H. (2011). The “Great Satan” talks with the “Evil”: A cross culturalanalysis of the American-Iranian communication/negotiation styles. International Journal of Conflict Management, 22(3), 219-238. Recuperado deTrevor, K., & Cable, D. (2012). Recruitment and competitive advantage: A brand equity perspective. En S. W. Kozlowski, Oxford handbook of industrial–organizational psychology (págs. 197–220). New York: Oxford University Press. Recuperado de http://www.oxfordhandbooks.com/view/10.1093/oxfordhb/9780199928309.00info:eu-repo/semantics/openAccesshttp://purl.org/coar/access_right/c_abf2https://creativecommons.org/licenses/by-nc-sa/4.0/https://reviberopsicologia.ibero.edu.co/article/view/rip.11208Labor valuesFactorial invarianceAdjust person-organizationValores laboralesInvarianza factorialAjuste persona-organizacionValores trabalhistasInvariância fatorialAjustar pessoa-organizaçãoEVAT 30, un análisis de invarianza. Validación en ChileEVAT 30, an analysis of invariance. Validation in ChileArtículo de revistahttp://purl.org/coar/resource_type/c_6501http://purl.org/coar/resource_type/c_6501http://purl.org/coar/resource_type/c_2df8fbb1http://purl.org/coar/version/c_970fb48d4fbd8a85Textinfo:eu-repo/semantics/articleArtículo de revistaJournal articlehttp://purl.org/redcol/resource_type/ARTREFinfo:eu-repo/semantics/publishedVersionPublicationOREORE.xmltext/xml2438https://repositorio.ibero.edu.co/bitstreams/ac280c4c-cde2-489e-a6a0-66e3a2e98c96/download01714a94b8a76a69ef265b4039eeadccMD51001/3798oai:repositorio.ibero.edu.co:001/37982023-04-20 12:07:50.7https://creativecommons.org/licenses/by-nc-sa/4.0/https://repositorio.ibero.edu.coRepositorio Institucional - IBERO.bdigital@metabiblioteca.com |