Resumen: La mayoría de los estudios sobre género e Inteligencia Emocional (IE) se han centrado en analizar diferencias en función del sexo y han mostrado resultados contradictorios. Con objeto de formular nuevas propuestas de análisis en este ámbito de estudio, el presente trabajo examina el efecto de la identidad de género sobre la IE en una muestra de 338 trabajadores/as. Para la medida de la IE se utilizaron tanto medidas de auto-percepción (TMMS) como de habilidad (MSCEIT). Los resultados indican que la aceptación de rasgos de expresividad por parte de las mujeres podría explicar sus mayores puntuaciones en IE. Además, los resultados muestran que las personas andróginas, en comparación con las instrumentales y expresivas, presentan niveles superiores de IE. A partir de tales resultados, se pone de manifiesto la necesidad de ir más allá del enfoque de las diferencias sexuales en IE y de promover referentes de identidad de género menos estereotipados. Palabras clave: identidad de género; inteligencia emocional; androginia.Title: Emotional intelligence and gender: beyond sex differences. Abstract: Research on gender and Emotional Intelligence (EI) has analysed individual differences in relation to sex and has yielded contradictory results. With the aim of suggesting new proposals in this field of study, the present work analyses the influence of gender identity on EI in a sample of 338 workers. We combined self-report measures (TMMS) and ability based measures (MSCEIT) of Emotional Intelligence. Results indicate that women´s higher acceptance of expressive traits may help to explain their higher scores on EI. Also, results show that androgynous individuals, compared with instrumental and expressive individuals, present higher levels of EI. Taking into account these results, the need to go beyond the "sex differences" approach when analysing EI and to develop less stereotyped gendered identity references is discussed. Key words: gender identity; emotional intelligence; androgyny. IntroducciónLa Inteligencia Emocional (IE) (Salovey y Mayer, 1990) es un constructo de gran interés en la investigación psicosocial que incluye competencias emocionales relacionadas con la capacidad para atender a los sentimientos y comprenderlos con claridad, así como para regular los estados emocionales negativos y prolongar los positivos (Salguero, Fernández-Berrocal, Ruiz-Aranda y Cabello, 2009). Aunque este tipo de inteligencia incluye en su definición competencias emocionales directamente relacionadas con los roles de género (Sánchez, Fernández-Berrocal, Montañés y Latorre, 2008), no está clara la relación existente entre el género y la IE, siendo necesario profundizar en dicha línea de investigación (Petrides, Furnham, y Martin, 2004;Salovey, 2006).Si bien son muchos los trabajos llevados a cabo con objeto de analizar las diferencias en función del sexo desde el estudio de la IE, los resultados observados han sido contradictorios (Brackett y Salovey, 2006). En términos generales, se ha concluido que las mujeres poseen mayores com...

is a well-established measure of perceived emotional intelligence, an aspect of emotional intelligence that includes people's beliefs and attitudes about their own emotional experience. Although the TMMS has been widely used in adult populations, until now no data have been reported on its validity in the adolescent population. In the present work we analyzed the psychometric properties of the TMMS in a sample of 1,497 adolescents aged 12 to 17. The results of the confirmatory factor analysis corroborated the 3-factor structure of the original scale (attention to feelings, clarity of feelings, and mood repair); moreover, these dimensions showed adequate reliability and correlated among themselves in the expected fashion. We also found evidence of discriminant validity with the Big Five personality factors and analyzed differences in the TMMS dimensions according to participants' age and sex. We discuss both the implications of these results and the utility of this scale in research on the emotional intelligence construct.

This paper brings together research into and using the team role model developed by Belbin (1981, 1993a) in an attempt to provide an exhaustive assessment of construct validity in light of the conflicting evidence so far produced. Role theory is used to contextualize the origins of the model. The psychometric properties of the Team Role Self-Perception Inventory used to assess a person's likely behaviour in a team are examined along with 43 empirical studies that have tested theoretical associations between team roles and other cognitive or behavioural traits. While the evidence is mixed, we conclude that, on balance, the model and its accompanying Inventory have adequate convergent validity. However, strong associations between some team roles are observed, indicating weak discriminant validity among some scales in the Inventory. Through its coverage of important areas of teamworking, the paper contributes to the practitioner and research communities by providing fresh insights into aspects of teamworking and by suggesting new research agendas. Copyright Blackwell Publishing Ltd 2007.

Several studies in strategic human resource management have described a relationship between people-management practices and organizational performance. However, the mediating processes that explain such a relationship remain unexplored. This study examines how both the actual people-management system (assessed by managers) and the perceived system (assessed by employees) influence employees' commitment, and how this in turn contributes to employee and organizational outcomes. Multilevel analyses of a sample of 732 employees from 26 Spanish small and medium-sized enterprises (SMEs) supported a model in which employees' commitment mediates between the actual system and unit-level absenteeism, which in turn has an effect on productivity. Results also showed the importance of the perceived system in attempting to understand the true effect of the actual system on employees' commitment to the organization.

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The aim of this study was to analyze the influence of a biofeedback relaxation training program on anxiety and academic performance. The program consisted of five biofeedback sessions coupled with three training activities focused on deep breathing, guided imagery, and muscle relaxation. The participants were second-year psychology undergraduates from the University of the Basque Country (UPV/EHU, northern Spain). The experimental group comprised 152 students (M = 19.6, SD = 0.74; 74% women) and the control group 81 students (M = 19.4, SD = 0.92; 71% women). Results showed that after participating in the program, students in the experimental group had lower levels of anxiety and increased academic performance. Furthermore, they scored lower on anxiety and higher on academic performance in comparison with the control subjects. This suggests that the inclusion of biofeedback training programs in educational contexts could be a way of reducing anxiety and improving academic performance. It may also deepen our understanding of the dynamic interplay between psychophysiological, cognitive, and emotional processes.

The aim of the study was to analyze whether gender, age, peer attachment, and class‐level emotional intelligence could predict adolescents' psychological well‐being by applying a multilevel approach. The sample comprised 2182 secondary school students from the Basque Country (northern Spain) (from 118 classrooms, 51.6% girls), aged between 12 and 18 years. A two‐level model (with students nested into classes) was used to analyze the influence of three level‐one covariates (gender, age, and peer attachment) and one level‐two covariate (class‐level emotional intelligence) on the positive affect component of psychological well‐being. The results showed an overall decrease in well‐being as adolescents grow older, and an increase linked to a higher peer attachment. Furthermore, class‐level emotional intelligence showed a positive relationship with students' well‐being. This group‐level covariate also strengthened the effect of peer attachment on the well‐being. The advantages of using a multilevel approach for predicting mental health and psychological adjustment are discussed.

Purpose – The purpose of this paper is to understand how management and employee perspectives of high-performance work systems (HPWS) relate to employee discretionary behaviour. In addition, the paper examines to what extent the relationship between employees’ perception of the HPWS and discretionary behaviour varies among different organizations/groups. Design/methodology/approach – Two samples were used in the study. The first sample included data from 51 managers and 1,023 employees from 26 manufacturing companies. The second sample included 52 managers and 6,382 employees from 42 manufacturing companies. Findings – The study shows that employee rated HPWS mediates the relationship between management rated HPWS and individual-level discretionary behaviour. Moreover, results showed that the effect of employee rated HPWS on discretionary behaviour varies among different organizations/groups. Practical implications – Results show that employee perceptions of the HPWS more strongly predict employees’ discretionary behaviour than management rated HPWS. Moreover, it shows that employees’ perceptions of the same HPWS, but operating in different organizational contexts exhibit different levels of discretionary behaviour. Originality/value – The study differentiates between management and employee perspectives of the HPWS. It also examines the variability of the relationship between HPWS and discretionary behaviour. Multilevel structural equation modelling is used to test the hypotheses.