This study examined the incremental validity of proactive personality for predicting overall job performance over the Big Five in the context of an innovative software engineering job. Proactive personality and the Big Five were measured in a sample of 243 engineers and overall job performance was assessed through supervisor ratings in a sub-sample of 95 of these engineers. Results showed that even though proactive personality represents a valid and important predictor of performance it does not show a relevant increment on the prediction yielded by extraversion, openness, conscientiousness, emotional stability and organizational tenure. Implications for the relevancy and practical value of proactive personality for personnel selection are discussed.

O constructo inteligência emocional tem movido importantes esforços de investigação no domínio da Psicologia das Organizações e do Trabalho nos últimos anos. Diversas abordagens a este constructo têm sido propostas e, em consequência, diversas medidas têm sido desenvolvidas. A Wong and Law Emotional Intelligence Scale (WLEIS) representa um instrumento que tem estado na base de diversos estudos neste domínio, tendo-se revelado uma medida de inteligência emocional com adequadas propriedades psicométricas. Este estudo visou adaptar esta escala para o contexto português e proceder ao estudo da sua estrutura factorial numa amostra de engenheiros informáticos portugueses. Os resultados de da análise factorial confirmatória suportam o ajuste dos dados a uma estrutura tetra-factorial, equivalente à estrutura da escala original e as estimativas de fiabilidade obtidas corroboram a adequação das propriedades psicométricas desta medida.

Innovation has emerged as a key work outcome for modern organizations. The present paper answers recent calls from several researchers for further empirical research on the validity of personality variables for predicting individual innovative performance. More specifically, it is focused on the validity of proactive personality. Using a sample of 170 software engineers and their direct supervisors from a multinational information technology firm, we found that this individual disposition represents a valid and meaningful predictor of individual innovative performance, when assessed through supervisor ratings. Further analyses have also shown that proactive personality remains a significant predictor of this criterion, when the big five factors of personality are taken into account. Theoretical and practical implications of these findings are presented and discussed.

Introduction: The Postoperative Quality Recovery Scale is a brief instrument of six domains designed to assess quality of recovery from early to long term after surgery. This study aims to validate the Portuguese version of the Postoperative Quality Recovery Scale.Material and Methods: In this observational study 101 adult patients undergoing elective surgery completed the Postoperative Quality Recovery Scale at 15 minutes and 40 minutes, one and three days after surgery. Three constructs were assessed for validity: increased recovery over time; effect of gender and recovery association with muscle strength. Reliability, responsiveness, feasibility and acceptability were also assessed.Results: Construct validity was shown by increased recovery over time; worse recovery for female patients in emotive, nociceptive, activities of daily living and overall recovery; improved muscle strength in recovered patients. Internal consistency for activities of daily living was acceptable at all-time points (Cronbach’s α value of 0.772 or higher), indicating scale reliability. The scale was able to detect differences in postoperative quality of recovery between the neuromuscular blockade reversal agents, neostigmine and sugammadex, indicating scale responsiveness. The time to conduct the Portuguese version at baseline was 95 - 581 seconds (median 319 seconds) and it was reduced with subsequent assessments. The proportion of patients completing all scale items was 87%, 75%, 65% and 94% for the four time periods evaluated, indicating scale feasibility and acceptability.Discussion: This study shows that the Portuguese version of the Postoperative Quality Recovery Scale, demonstrates construct validity, reliability, responsiveness, feasibility and acceptability.Conclusions: This study allowed validation of the Portuguese version of the Postoperative Quality Recovery Scale.

Resumen. Este artículo examina la relación entre los tests de muestras de trabajo (TMT) y la experiencia laboral (EL) con el desempeño de tarea y el desempeño contextual. En hipótesis, los TMT y la EL están relacionados con el desempeño de tarea, porque ambas medidas está relacionadas con las tareas y otras elementos técnicos intrínsecos del trabajo. Sin embargo, esperamos una relación no significativa entre el desempeño contextual y los TMT y la EL. Usando una muestra de 60 trabajadores de ensamblaje, los resultados sugieren que las muestras de trabajo son predictores válidos del desempeño de tarea, pero que no predicen el desempeño contextual. Con respecto a la experiencia laboral, los resultados indican una correlación moderada con as dos dimensiones de desempeño. Además, se encontró una correlación elevada entre los dos predictores. Finalmente, se discuten las implicaciones de estos resultados en relación con los dos predictores. Palabras clave: validez predictiva, tests de muestras de trabajo, experiencia laboral, desempeño de tarea, desempeño contextual.Abstract. This article examines the relationship between a work sample test (WST) and a measure of job experience (JE) with task and contextual performance. Hypothetically, WST and JE are related to task performance, because both are connected with working on tasks and other intrinsic technical elements of the job. Nevertheless, a non-significant relationship between contextual performance with WST and JE is to be expected. Using a sample of 60 assembly workers, the results suggest that work samples are indeed valid predictors of task performance but they do not predict contextual performance. With respect to job experience, the results reveal a moderate correlation with both dimensions of performance. Furthermore, a large correlation between both predictors was found. Implications of these results concerning the two predictors under study are discussed.