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Este artigo pode ser copiado, distribuído, exibido, transmitido ou adaptado desde que citados, de forma clara e explícita, o nome da revista, a edição, o ano e as páginas nas quais o artigo foi publicado originalmente, mas sem sugerir que a RAM endosse a reutilização do artigo. Esse termo de licenciamento deve ser explicitado para os casos de reutilização ou distribuição para terceiros. Não é permitido o uso para fins comerciais. ALICIA OMARUniversidad Nacional de Rosario (UNR), Rosario -Santa Fe, Argentina. SOLANA SALESSIPontificia Universidad Católica Argentina, Rosario -Santa Fe, Argentina. FLORENCIA URTEAGAUniversidad Autónoma de Entre Ríos (UADER), Paraná -Entre Ríos, Argentina. Originality/value: clarifying the mechanisms through which HRMP influence desirable organizational outcomes, such as job satisfaction. Design/methodology/approach: a quantitative and transversal study, framed within the guidelines of the associative-explanatory strategy, was carried out. A theoretical model was proposed and tested through structural equations, with confirmatory modeling strategy. The empirical verification was performed with a sample of 557 Argentine employees, who completed the scales of HRMP (25 items); Generic Work Satisfaction (7 items), and Organizational Justice (20 items). Findings: the HRMP that generate the greatest satisfaction among workers are those oriented to employees, and to open systems. Perceptions of justice partially mediate the relationships between HRMP and worker satisfaction.. 14, 2017. Acceptance: July 3, 2017. Evaluation system: double blind review. Universidade Presbiteriana Mackenzie (UPM). Silvio Popadiuk (Editor-in-chief), Silvio Popadiuk (Associate Editor), p. 92-115.

ResumenEl objetivo del estudio fue adaptar la Escala de Inteligencia Emocional de Schutte para su empleo con adolescentes y jóvenes. Se efectuó la equivalencia conceptual, semántica y operacional de la versión prototípica del instrumento. La versión definitiva fue administrada a una muestra de 1.890 jóvenes y adolescentes (730 mexicanos, 664 argentinos y 497 brasileros). El análisis de la validez factorial mostró una estructura de dos factores que explicaron el 63.9 % de la varianza total. La validez convergente quedó demostrada a partir del análisis correlacional efectuado. La confiabilidad del instrumento alcanzó niveles satisfactorios. Se efectúan sugerencias para futuras investigaciones.Palabras clave: escala de inteligencia emocional, validación estadística, adolescentes, jóvenes, latinoamericanos.

Resumen: El objetivo del presente estudio fue analizar las propiedades psicométricas de la Escala de Enriquecimiento Trabajo-Familia (EETF) de Carlson, la que ha sido desarrollada para medir la interacción positiva entre ambos dominios vitales (desde el trabajo a la familia y desde la familia al trabajo). Se ejecutó un estudio piloto con 120 trabajadores argentinos para analizar la equivalencia conceptual, semántica y operacional de la escala. Se elaboró un estudio principal a efectos de analizar las propiedades psicométricas de la escala puesta a punto en el estudio piloto; en esta ocasión se trabajó sobre una nueva muestra integrada por 198 trabajadores argentinos, con edades entre 20 y 51 años que tenían, al menos, un hijo o un familiar mayor a su cargo. El análisis factorial exploratorio indicó una estructura bifactorial, la que quedó corroborada a través de análisis factoriales confirmatorios. Los dos factores del constructo mostraron adecuada validez convergente, buenos índices de confiabilidad alfa ordinal e invarianza configural y métrica entre varones y mujeres. A partir de los resultados obtenidos, tanto académicos, científicos organizacionales y gerentes de recursos humanos dispondrán de un instrumento válido y confiable para medir el enriquecimiento trabajo-familia entre los trabajadores argentinos. Abstract:The aim of this study was to analyze the psychometric properties of the Work-Family Enrichment scale by Carlson, which has been developed to measure the positive interaction between these two life domains (from work to family and from family to work). A pilot study with 120 Argentinian workers was performed to analyze the conceptual, semantic and operational equivalence of the scale. A main study was carried out, in order to analyze the psychometric properties of the scale adapted for the pilot study. The sample comprised 198 Argentinian workers, aged from 20 to 51, who had at least one child or an elderly relative under their care. Exploratory factor analysis indicated a bifactorial structure, which was verified by confirmatory factor analyses. Both dimensions of the construct showed adequate convergent validity, high levels of ordinal alpha reliability, and configural and metric invariance between men and women. The results obtained will provide scholars, organizational scientists and human resource managers with a valid and reliable instrument to measure work-family enrichment among Argentinian workers.Palabras clave: enriquecimiento trabajo-familia, escala, propiedades psicométricas, trabajadores adultos.

The aim of this study was twofold: to analyze the possible relationships between employees’ personality (as measured by core self-evaluations or CSE) and their feelings of work-family enrichment (WFE); and to examine whether distributivejustice perceptions act as a mediator in such relationships. A cross-sectional survey was conducted to collect data from 386 employees in public and private organizations located in Argentina. Structural equation modelling wasused to examine two integrative models that combined CSE, distributive justice, and WFE. Results reveal a good fit of the full mediation model (S-Bχ2 = 3.18, GFI= .99, CFI= .99, RMSEA= .03), in which distributive justice perceptions fully mediated the relations between CSE and WFE (γ = .13, IC= [-.03; .27]) and between CSE and FEW (γ = .09, IC= [-.08; .25]). Findings are discussed in the light of its theoretical and practical implications. The study provides valuable information for organizational authorities and HR managers to focus their efforts on both the development of CSE traits and the creation of fair and equitable work environments.

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