At the turn of the century, Arrow, McGrath, and Berdahl portrayed teams as complex adaptive systems (CAS). And yet, despite broad agreement that this approach facilitates a better understanding of teams, it has only now been timidly incorporated into team research. To help fully incorporate the logic of teams as CAS in the science of teams, we review extant research on teams approached from a nonlinear dynamical system theory. Using a systematic review approach, we selected 92 articles published over the last 17 years to integrate what we know about teams as CAS. Our review reveals the evidence supporting teams as CAS, and the set of analytical techniques to analyze team data from this perspective. This review contributes to teams' theory and practice by offering ways to identify both research methods and managing techniques that scholars and practitioners may apply to study and manage teams as CAS.

Job performance is considered the "ultimate dependent variable" in human resource management, turning its assessment into a capital issue. The present study analyzes the functioning of a brief 18-item self-report scale, the Individual Work Performance Questionnaire (IWPQ), which measures the main dimensions of job performance (task performance, contextual performance, and counterproductive behaviors) in a wide variety of jobs. Participants were 368 employees who voluntarily answered a questionnaire including the IWPQ, other performance scales, and the NEO-FFI. Descriptive statistics, exploratory structural equation modeling, and correlations were performed. Results show that the IWPQ has a tridimensional structure with adequate reliability, exhibits significant associations with other measures of performance, and its association with personality traits is similar in terms of direction and strength of the correlations between other job performance measures and personality. We conclude that the IWPQ is an adequate measure of job performance but with emphasis on behaviors aimed toward organizations. Palabras clave: Desempeño laboral Desempeño de tarea Desempeño contextual Conductas contraproductivas en el trabajo Adaptación Escala autoinformada breve Job performance is considered the ultimate criterion in human resource management (Organ & Paine, 1999). Its assessment and analysis is capital for different organizational processes, such as personnel selection, compensation and rewards, or training. Regardless of the purpose of the evaluation, organizations need accurate ratings of performance, and even better if they produce the same results while saving time and effort (DeNisi & Murphy, 2017). This paper is aimed to contribute in this regard, analyzing a brief self-report job performance scale suitable for a broad set of jobs, which includes the three main dimensions of job performance (i.e., task performance, contextual performance, and counterproductive work behavior). Dimensionality of Job Performance Following the review by Campbell and Wiernik (2015), job performance is a construct that comprises behaviors under workers' control that contribute to organizational goals. These authors

The development of new technologies, the expansion of the Internet, and the emergence of dating apps (e.g., Tinder, Grindr) in recent years have changed the way to meet and approach potential romantic and/or sexual partners. The recent phenomenon has led to some gaps in the literature on individual differences (sociodemographic variables and personality traits) between users (previous and current users) and non-users of dating apps. Thus, the aim of this study was to analyze the relationship between using dating apps, sociodemographics (gender, age, sexual orientation, and relationship status), and bright and dark personality traits. Participants were 1705 university students (70% women, 30% men), aged between 18 and 26 (M = 20.60, SD = 2.09), who completed several online questionnaires. Through multinomial logistic regression analyses, it was found that men, older youth, and members of sexual minorities were more likely to be current and previous dating apps users. Being single and higher scores in open-mindedness were associated with higher probability to be current dating apps user. The dark personality showed no predictive ability. The discussion highlights the usefulness of knowing and considering the sociodemographic background and the characteristics of personality patterns in the design and implementation of preventive and promotion programs of healthy romantic and sexual relationships to improve people’s better health and well-being.

Fairness in promotions is a core issue for organizations as it is directly related to some of the most important organizational outcomes. However, the majority of the existing research about this question has been focused on entry‐level selection, and there is a gap in knowledge in the context of promotions. This paper focuses on how workers’ perceptions of promotion systems affect organizational justice and job satisfaction. In the present study, 213 employees and supervisors from 31 different private sector organizations complete a survey regarding procedural justice (PJ), job satisfaction, transparency, promotion systems, and some demographic variables. The results show that participants who perceived organizational promotion methods as transparent reported a high level of perceived PJ, and that the methods they see as fairer are those based on assessment of performance. In addition, transparency is considered as an important antecedent of PJ. Moreover, the interaction between organizational rank and gender moderates the relationship between transparency and promotion systems with PJ. Finally, organizational justice is strongly related with job satisfaction.

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