Resumen de Índice de conductas laborales contraproducentes: Desarrollo y Validación del índice de Conductas Laborales Contraproducentes (ICLC)

Ernesto Rosario Hernández, Lilian V. Rovira Millán

• español

  El propósito del presente estudio fue desarrollar y validar una escala para medir conductas laborales contraproducentes. La escala desarrollada fue validada con una muestra de 157 empleados puertorriqueños de los cuales un 63.1% (99) eran mujeres, 34.4% (54) hombres y 2.5% (4) no respondi6 a la pregunta de género. Todos los participantes estaban empleados, lo cual era un criterio para su participación. La edad promedio de los participantes fue igual 36.2 años de edad con una desviación estándar igual a 11.3. Los resultados sugieren, a través de la técnica de análisis de factores, que la variabilidad de las puntuaciones se debe a tres factores: uno que mide las conductas laborales contraproducentes de tipo interpersonal, un segundo que mide conductas laborales contraproducentes de tipo organizacional y un tercer factor que mide deseabilidad social. Los coeficientes de confiabilidad de la escala fluctuaron entre .85 y .89.AbstractThe aims of this study were to develop and validate a scale to measure counterproductive work behaviors. The developed scale was validated with a sample of 157 Puerto Rican employees in which 63.1 % (99) were women, 34.4% (54) men, and 2.5% (4) did not respond to the gen-der question. All subjects were employed, which was the criteria for their participation. The average age was 36.16 with a standard deviation of 11.29. The results suggest, through factor analysis technique, that variability of scores was caused by three factors: one of which measures Interpersonal Counterproductive Work Behaviors, a second measuring Organizational Counterproductive Work Behaviors, and a third one measuring Social Desirability. The reliability coefficients ranged from .85 to .89.

• English

  The aims of this study were to develop and validate a scale to measure counterproductive work behaviors. The developed scale was validated with a sample of 157 Puerto Rican employees in which 63.1 % (99) were women, 34.4% (54) men, and 2.5% (4) did not respond to the gen-der question. All subjects were employed, which was the criteria for their participation. The average age was 36.16 with a standard deviation of 11.29. The results suggest, through factor analysis technique, that variability of scores was caused by three factors: one of which measures Interpersonal Counterproductive Work Behaviors, a second measuring Organizational Counterproductive Work Behaviors, and a third one measuring Social Desirability. The reliability coefficients ranged from .85 to .89.