Background: Although public bodies need to know drivers’ perception of road safety, in Latin America there are no valid and reliable instruments that propose an integral dimensionality. The objective of this study was to design and validate a Road Safety Perception Questionnaire (RSPQ). Methodology: The design included a review of the available evidence and expert knowledge to select the dimensional items for the instrument. A pilot test was carried out to determine possible corrections and adjustments to the questionnaire, after which a Confirmatory Factor Analysis was performed on a stratified sample of 736 Ecuadorian drivers to determine its reliability and construct validity. Results: The results suggest that the RSPQ has a clear factorial structure with high factorial weight items and good internal consistency. The results of the 41-item model grouped into six dimensions (human, vehicle, road infrastructure, regulatory framework and intervention measures, socioeconomic and driving precautions) obtained the best adjustment indexes at the absolute, incremental and parsimonious levels. Conclusions: The preliminary RSPQ evidence can be considered a valid and reliable instrument to assess drivers’ perception of road safety.

This research aimed to analyze the moderating effect that Protestant work ethics (PWE) have on the relationship between human resources practices (HRP) and (a) work engagement (WE) and (b) organizational citizenship behavior (OCB). The sample consisted of 299 participants. The results revealed that PWE moderates the relationship between HRP and WE and OCB through five dimensions. The dimensions of PWE-leisure and PWE-centrality of work are moderators between the HRP and the WE. The dimensions of PWE-morality–ethics, PWE-wasted time, PWE-delay of gratification, and PWE-leisure moderate the relationship between HRP and OCB. The analysis offers additional evidence to existing literature in understanding how human resources practices facilitate the development of work engagement and citizenship behaviors. The workers’ values play an essential role here to strengthen that relationship and mitigate its harmful effects.

Las organizaciones enfrentan el reto de gestionar una fuerza laboral multigeneracional con características propias que difieren en el valor que le otorgan al trabajo. La incorporación al mercado laboral de las generaciones más jóvenes hace imprescindible el estudio de sus diferentes actitudes hacia el trabajo en comparación con las generaciones antecesoras. El propósito de la investigación fue analizar a través del constructo de la ética protestante las diferencias existentes en las actitudes hacia el trabajo de cuatro generaciones (Baby Boomers, Generación X, Generación Y, y Generación Z). La muestra de 624 participantes ecuatorianos (BB 11.2%; GX 11.2%, GY 58.5% y GZ 19.1%) se agrupó por cohortes. Se aplicó el Cuestionario Multidimensional Ética del Trabajo (MWEP). Los resultados mostraron que los BB y la GX tiene una mayor creencia en la importancia del trabajo y más tolerancia a la utilización improductiva del tiempo de trabajo que las generaciones Y y Z. En el aplazamiento de las recompensas la GZ muestra puntuaciones superiores a las obtenidas por los BB, GX y GY. No se encuentran diferencias significativas en las dimensiones de autoconfianza, ocio y moralidad-ética. Enterprises face the challenge of managing a multigenerational workforce which has its characteristics that differ in the value they grant to work. Incorporation of younger generations into the labour market requires to study all their attitudes towards work, contrasting them with previous generations. The purpose of this research was to analyse, through the Protestant Ethic construct, the differences of four age groups in attitudes towards work (Baby Boomers, Generation X, Generation Y, and Generation Z). Cohorts grouped the sample of 624 Ecuadorians (BB 11.2%; Gen X 11.2%, Gen Y 58.5% and Gen Z 19.1%). The Multidimensional Work Ethic Profile (MWEP) was applied. The results showed that BB and Gen X believe more in the importance of work than generations Y and Z. At the same time, BB and Gen X are more tolerant to the unproductive use of time than generations Y and Z. Gen Z has higher scores than BB, Gen X and Gen Y in the postponement of rewards dimension. Besides, there are no meaningful differences in self-reliance, leisure and morality/ethics dimensions.

A medida que el volumen de comercio aumenta en América del Sur, comprender las diferencias culturales entre países será cada vez más importante para que los gerentes desarrollen buenas prácticas de recursos humanos. Un tema trascendental que ha sido poco estudiado hasta la fecha es la variación en las creencias y los valores de la ética laboral a través de las fronteras. Los objetivos de este estudio fueron: analizar las diferencias en los valores