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The development of students' socio-affective and social skills is part of the general objectives of national curricula (Eurydice, 2018). These are extremely important aspects in the educational context as they are part of students' overall development (Abrahams et al., 2019). In line with these curricular aims, large-scale evaluation programs have begun to include non-cognitive aspects. For example PISA 2015 included collaborative problem solving (OECD, 2017), and in 2018 it included global competence, conceptualized as the capacity to understand others' perspectives and points of view (OECD, 2018, 2019). Educational evaluations with large samples in Latin America have explored socioeconomic factors associated with performance (Murillo & Hernández-Castilla, 2011). In the United States, The National Assessment of Educational Progress includes an adaptation of the Grit Scale (Duckworth et al., 2007). Grit is one of the noncognitive variables that has appeared most often in the literature over the last ten years. It consists of a positive trait based on an individual's perseverance, combined with the passion for achieving a long-term objective (Duckworth et al., 2007). As Duckworth (2016) put it, being gritty is holding on tightly to a meaningful objective, being gritty is falling seven times but getting up eight. Despite the increase in research into grit in the last ten years, results have not been conclusive. One of the most recent debates about grit is whether it should be considered as a general or specific domain (Cormier et al., 2019). Most studies have focused on grit

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Antecedentes. El clima organizacional (CO) es un constructo fundamental en entornos laborales y organizacionales, ya que permite la exploración de comportamientos individuales y grupales dentro de las organizaciones. El objetivo del presente estudio fue desarrollar una nueva escala llamada Escala de Clima Organizacional del Ambiente Laboral Subjetivo (ECALS) en el contexto chileno. Método. La muestra estuvo formada por 1.442 trabajadores con una media de edad de 30,48 años (DT: 11,13). Un total de 55% fueron trabajadores públicos, un 34,5% fueron trabajadores de organizaciones privadas con fines de lucro y un 10,5% pertenecían a organizaciones privadas sin fines de lucro. Se llevaron a cabo diferentes análisis factoriales exploratorios y el mejor modelo exploratorio se comprobó en un análisis factorial confirmatorio. Además, se analizó si existían diferencias en las dimensiones del ECALS entre los trabajadores pertenecientes a las diferentes organizaciones. Resultados. La escala estuvo formada por 38 ítems con adecuadas propiedades psicométricas y una estructura bifactor, con un factor general (CO) y cinco dimensiones específicas (Confianza organizacional, Tensión laboral, Apoyo social, Retribución, y Satisfacción laboral). Conclusiones. Estos resultados indican que la nueva escala tiene adecuadas propiedades psicométricas, permitiendo evaluar de manera fiable y válida el clima organizacional en el contexto chileno. Background. Organizational climate is a fundamental construct in work and organizational settings, as it provides an appropriate context for studying organizational behavior, allowing the exploration of individual and group behaviors. The aim of this study was to develop a new scale called the Organizational Climate Scale of the Subjective Work Environment (Escala de Clima Organizacional del Ambiente Laboral Subjetivo; ECALS) in a Chilean context. Method. The sample consisted of 1,442 workers with a mean age of 30.48 years old (SD: 11.13). A total of 55% were public employers, 34.5% were employers of for-profit organizations and, 10.5% worked for non-profit organizations. Various exploratory factor analyses were carried out and the best exploratory model was checked in confirmatory factor analysis. In addition, it was analyzed whether there were differences in the dimensions of the ECALS among workers belonging to the different organizations. Results. The scale was made up of 38 items with adequate psychometric properties and a bifactorial structure, with a general factor (organizational climate) and five specific dimensions (Work confidence, Work stress, Social support, Compensation and Job satisfaction). Conclusions. These results indicate that the new scale has adequate psychometric properties, allowing reliable, valid assessment of organizational climates in the Chilean context.

Objective The aim of this study was to develop a measurement instrument for assessing knowledge of breast cancer and perceived risk of developing the disease (MARA). Methods 641 women with a mean age of 36.19 years (SD = 7.49) participated in the study. Data collection took place during 2019 and included sociodemographic data, data on history of cancer and breast cancer, perceived risk, and feelings of concern about developing breast cancer. Internal consistency, test–retest reliability, convergent validity, and structural validity were tested. Results The questionnaire items comprise 4 subscales: risk factors (9 items), signs and symptoms (9 items), perceived risk (6 items), barriers (7 items). A factor analysis revealed that the first two subscales had two dimensions each, whereas the other two subscales had one dimension each. Each subscale was shown to have adequate reliability (α = 0.74–0.92) and temporal stability (r = 0.201–0.906), as well as strong evidence of validity in relation to a questionnaire on breast cancer knowledge (r = 0.131–0.434). In addition, the subscales were shown to have high discriminatory power in terms of the presence or absence of a history of cancer or breast cancer, perceived risk, and feelings of concern. Conclusion The MARA questionnaire represents a valid, reliable tool for assessing Spanish women’s knowledge, risks, perceptions, and barriers regarding breast cancer.

Using social networks (SNs) inappropriately can lead to psychological problems. The objective of this study was to develop a new measuring instrument of problematic use of SNs. The sample comprised 1003 participants over 18 years old (M = 42.33; SD = 14.32). Exploratory factor analysis was performed with a randomly selected 30% of the sample, and confirmatory factor analysis with the remaining 70%. The reliability of the instrument was estimated, and evidence of validity in relation to the variables—anxiety, depression and satisfaction with life—was obtained. The new scale demonstrated a two-dimensional structure (GFI =0.99; RMSEA= 0.06), with one factor of negative social comparison (α = 0.94) and another of addictive consequences (α = 0.91). Clear evidence of validity related to other variables was found. The new scale demonstrated good psychometric properties. The advantage of this questionnaire is that it assesses not only excessive use but also social comparison through SNs.