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"referencia" => array:1 [ 0 => array:2 [ "etiqueta" => "<span class="elsevierStyleSup">b</span>" "identificador" => "aff0010" ] ] ] 2 => array:3 [ "nombre" => "Lourdes" "apellidos" => "García-Salmones" "referencia" => array:1 [ 0 => array:2 [ "etiqueta" => "<span class="elsevierStyleSup">c</span>" "identificador" => "aff0015" ] ] ] ] "afiliaciones" => array:3 [ 0 => array:3 [ "entidad" => "Universidad Pública de Navarra, Pamplona, Spain" "etiqueta" => "a" "identificador" => "aff0005" ] 1 => array:3 [ "entidad" => "Universidad Nacional de Educación a Distancia, Spain" "etiqueta" => "b" "identificador" => "aff0010" ] 2 => array:3 [ "entidad" => "Universidad Europea de Madrid (UEM), Madrid, Spain" "etiqueta" => "c" "identificador" => "aff0015" ] ] "correspondencia" => array:1 [ 0 => array:3 [ "identificador" => "cor0005" "etiqueta" => "⁎" "correspondencia" => "Corresponding author." ] ] ] ] "titulosAlternativos" => array:1 [ "es" => array:1 [ "titulo" => "Ambigüedad de rol, cohesión grupal y satisfacción laboral: un estudio con el modelo demandas y recursos laborales (JD-R) en México y España" ] ] "resumenGrafico" => array:2 [ "original" => 0 "multimedia" => array:7 [ "identificador" => "fig0010" "etiqueta" => "Figure 2" "tipo" => "MULTIMEDIAFIGURA" "mostrarFloat" => true "mostrarDisplay" => false "figura" => array:1 [ 0 => array:4 [ "imagen" => "gr2.jpeg" "Alto" => 1397 "Ancho" => 1417 "Tamanyo" => 107314 ] ] "descripcion" => array:1 [ "en" => "<p id="spar0020" class="elsevierStyleSimplePara elsevierViewall">Three-way interaction effect between role ambiguity, social cohesion and task cohesion to predict job satisfaction, Spain.</p>" ] ] ] "textoCompleto" => "<span class="elsevierStyleSections"><p id="par0005" class="elsevierStylePara elsevierViewall">The Demands-Resources, model first, theory now -JD-R- (<a class="elsevierStyleCrossRefs" href="#bib0020">Bakker & Demerouti, 2008, 2013</a>), posits that working in highly demanding contexts where jobs require sustained physical and/or cognitive and emotional effort or skills caused by role ambiguity or time pressure, may produce over consumption of energy. These conditions could undermine employees’ wellbeing, resulting in negative outcomes (e.g., lower levels of performance, job dissatisfaction, etc.). On the other hand, this theory indicates that job resources (physical, psychological, social and organizational facets of the job) may reduce job demands (i.e. buffering effect), can contribute to achieve work aims or can promote personal growth. Supportive peers, job control or group cohesion are examples of job resources.</p><p id="par0010" class="elsevierStylePara elsevierViewall">The generalization of work groups in organizations as a management tool has provided an opportunity to study the JD-R theory since, work groups cannot only increase job’ demands (e.g. task intensification, cognitive and social tasks) (<a class="elsevierStyleCrossRef" href="#bib0105">Parent-Thirion et al., 2012</a>), but also provide individual and group resources (e.g. peers support, more autonomy, task and social cohesion) (<a class="elsevierStyleCrossRef" href="#bib0230">Treville & Antonakis, 2006</a>). Thus, work groups could exert a double effect on workers as JD-R theory points out, depending on the balance between demands (ambiguous roles, etc.) and resources (group cohesion, etc.).</p><p id="par0015" class="elsevierStylePara elsevierViewall">Literature on work groups underlines that role ambiguity (or absence thereof) and group cohesion are among the essential variables that contribute to successfully achieve goals (<a class="elsevierStyleCrossRef" href="#bib0060">Carron, Eys, & Burke, 2007</a>). Role ambiguity is a main demand in organizations subject to change (<a class="elsevierStyleCrossRef" href="#bib0010">Antoniu, Davidson, & Cooper, 2003</a>). Traditionally, blue-collar jobs tend to be simple, well structured, and stable over time; however, work groups seem to have altered this condition – thereby increasing job ambiguity (<a class="elsevierStyleCrossRef" href="#bib0150">Kim, 2000</a>).</p><p id="par0020" class="elsevierStylePara elsevierViewall">In line with JD-R theory, this study seeks to test the effects of role ambiguity (demand) and group cohesion (resource) to explain job satisfaction in a multinational company from Mexico and Spain.</p><p id="par0025" class="elsevierStylePara elsevierViewall">The Fifth European Working Conditions Survey (<a class="elsevierStyleCrossRef" href="#bib0105">Parent-Thirion et al., 2012</a>) reports that 67% of the European employees work in groups and 20% of the initiatives stored in the <a class="elsevierStyleCrossRef" href="#bib0040">Bank of Best Practices of the Secretariat of Work and Social Prevention of Mexico (2013)</a>, are also based on work-groups. Moreover, the aforementioned work conditions survey includes poor social relationships and ambiguous expectations in the psychosocial risks’ category (<a class="elsevierStyleCrossRef" href="#bib0105">Parent-Thirion et al., 2012</a>).</p><p id="par0030" class="elsevierStylePara elsevierViewall">According to <a class="elsevierStyleCrossRef" href="#bib0225">Tims, Bakker, and Derks (2013)</a> when job resources increase, job satisfaction tends to increase too. One important social resource in order to deal with organizational demands is group cohesion. With regard to direct relationships, cohesion is one of the most important determinants of success in groups (<a class="elsevierStyleCrossRefs" href="#bib0110">Evans & Dion, 2012; Rico, Alcover, & Tabernero, 2011; Smith, Arthur, Callow, Hardy, & Williams, 2013</a>). Positive relationships have consistently been found between cohesion and job satisfaction (<a class="elsevierStyleCrossRefs" href="#bib0175">Picazo, Gamero, Zornoza, & Peiró, 2015; Roulin, Mayor, & Banger, 2014</a>) and recent meta-analyses also show the relevance of this construct to explain job results (<a class="elsevierStyleCrossRef" href="#bib0070">Castaño, Watts, & Tekleab, 2013</a>). However, other studies find that not always does cohesion have a positive impact on job outcomes pointing to a more complex relationship between these two constructs (<a class="elsevierStyleCrossRefs" href="#bib0005">Ahronson & Cameron, 2007; Salas, Grossman, Hughes, & Coultas, 2015; Wise, 2014</a>). JD-R theory's indirect effects could contribute to the explanation of these complex relationships, since group cohesion may exert a buffering role between job demands and job satisfaction (<a class="elsevierStyleCrossRef" href="#bib0140">Jimmieson, McKimmie, Hannam, & Gallagher, 2010</a>).</p><p id="par0035" class="elsevierStylePara elsevierViewall">Cross-cultural studies – including data from Mexico and Spain – suggest maintaining the focus of research on the differences amongst countries (<a class="elsevierStyleCrossRef" href="#bib0165">Minkov, Blagoev, & Hofstede, 2013</a>). <a class="elsevierStyleCrossRef" href="#bib0245">Van de Vliert and Janssen (2002)</a> compared forty-two countries and found that motivational methods may not be straightforwardly transferrable among regions and <a class="elsevierStyleCrossRef" href="#bib0170">Ng, Sorensen, and Yim (2009)</a> observe that the relationship between satisfaction and performance is influenced by cultural values. JD-R theory also posits the relevance of analysing this subject, but there are not many studies addressing these differences. On exception is the research paper of <a class="elsevierStyleCrossRef" href="#bib0160">Llorens, Bakker, Schaufeli, and Salanova (2006)</a>, which posits that JD-R theory, could be applied to various national contexts. Even though no specific study comparing Mexico and Spain has been found, according to Hofstede's cultural dimensions (<a class="elsevierStyleCrossRef" href="#bib0130">Hofstede, 1993</a>), Mexico and Spain are closed in relation to uncertainty avoidance whereas when it comes to power distance, Mexico seems to be a more hierarchical society, so that subordinates could expect to be told what to do in their jobs. Similarly, both countries score differently with regard to collectivism, Mexico scoring higher than Spain.</p><p id="par0040" class="elsevierStylePara elsevierViewall">Accordingly, this paper tests the effects of role ambiguity (demand) and group cohesion (resource) to explain job satisfaction in two samples from two countries, Mexico and Spain, working in a group-based multinational organization and also analyze whether between-country differences are salient. Moreover, this paper seeks to shed some light on the effects (direct and indirect) of the two dimensions of group cohesion (social and task) on job satisfaction, as these have not yet been clearly established.</p><span id="sec0005" class="elsevierStyleSection elsevierViewall"><span class="elsevierStyleSectionTitle" id="sect0025">Direct effects: role ambiguity and group cohesion</span><p id="par0050" class="elsevierStylePara elsevierViewall">Job demands are physical, social or organizational aspects of the job that require sustained physical or mental effort, and are associated with certain physiological and psychological costs (<a class="elsevierStyleCrossRefs" href="#bib0095">Demerouti, Bakker, Nachreiner, & Schaufeli, 2001; Bakker, Demerouti, & Verbeke, 2004; Bakker & Demerouti, 2014</a>). Role ambiguity is referred to as the lack of clarity about duties, objectives and responsibilities needed to fulfill one's role and is often experienced in technology, social and job changes. Blue-collar jobs used to be simple, well structured, and stable over time. However, working in groups objectively increases the number and type of tasks to be performed and these new demands may introduce uncertainty with regard to the expected responsibilities or performance levels. These changes have a negative effect on workers (<a class="elsevierStyleCrossRefs" href="#bib0015">Askenazy, 2001; Bauer, 2004; Brenner, Fairris, & Ruser, 2004</a>) since ambiguity tends to produce negative emotions, attitudes and cognitions such as dissatisfaction, anxiety and exhaustion on workers.<span class="elsevierStyleEnunciation" id="enun0005"><span class="elsevierStyleLabel">Hypothesis 1</span><p id="par0055" class="elsevierStylePara elsevierViewall">Role ambiguity is negatively related to job satisfaction.</p></span></p><p id="par0060" class="elsevierStylePara elsevierViewall">Group cohesion and job satisfaction seem to establish a consistent relationship in various samples: bank employees (<a class="elsevierStyleCrossRef" href="#bib0145">Kaya, Koc, & Topcu, 2010</a>) or hospital nurses (<a class="elsevierStyleCrossRef" href="#bib0190">Roulin et al., 2014</a>). Traditionally, cohesion has been studied as a unitary construct derived from Festinger's definition, but several authors (<a class="elsevierStyleCrossRefs" href="#bib0085">de Jong, Curseu, & Leenders, 2014; Hausknecht, Trevor, & Howard, 2009; Picazo et al., 2015; Rico et al., 2011; Salas et al., 2015</a>) have recently highlighted a two-dimensional approach dividing group cohesion into two categories: task cohesion and social cohesion. Meta-analyses on job performance (<a class="elsevierStyleCrossRefs" href="#bib0070">Castaño et al., 2013; Chiocchio and Essiembre, 2009</a>), focused their attention on these two dimensions as both have an adequate theoretical and empirical support. <a class="elsevierStyleCrossRef" href="#bib0120">Hausknecht et al. (2009)</a> define cohesion as a twofold construct, which includes the shared commitment to the group's task and a shared attraction and mutual liking among group members. <a class="elsevierStyleCrossRef" href="#bib0110">Evans and Dion (2012)</a> meta-analysis also supports the idea that cohesive groups tend to get better results than non-cohesive groups, <a class="elsevierStyleCrossRef" href="#bib0070">Castaño et al. (2013)</a> reported significant relationships between both cohesion dimensions and job results and <a class="elsevierStyleCrossRef" href="#bib0175">Picazo et al. (2015)</a> found relationships between social cohesion and job satisfaction at the end of the group task. However, other studies reported some inconsistencies between group cohesion and job satisfaction in industrial settings (<a class="elsevierStyleCrossRef" href="#bib0220">Steinhardt, Dolbier, Gottlieb, & McCalister, 2003</a>), in military samples (<a class="elsevierStyleCrossRef" href="#bib0005">Ahronson & Cameron, 2007</a>) or in nurses (<a class="elsevierStyleCrossRef" href="#bib0155">Li, Mahrer, Klanstenfeld, & Gold, 2014</a>), pointing to a more complex relationship between these constructs. As most research work reports a positive relationship between these variables, our second hypothesis is formulated in this direction.<span class="elsevierStyleEnunciation" id="enun0010"><span class="elsevierStyleLabel">Hypothesis 2</span><p id="par0065" class="elsevierStylePara elsevierViewall">Task and social cohesion are positively related to job satisfaction.</p></span></p></span><span id="sec0010" class="elsevierStyleSection elsevierViewall"><span class="elsevierStyleSectionTitle" id="sect0030">Buffering effects: group cohesion</span><p id="par0070" class="elsevierStylePara elsevierViewall">JD-R theory also raises a twofold moderating effect as job resources might buffer the negative influence of job demands on job attitudes and/or highly demanding jobs combine with high levels of job resources might result in higher levels of positive job attitudes (<a class="elsevierStyleCrossRef" href="#bib0020">Bakker & Demerouti, 2008</a>). Some support has been found for this effect on psychological attitudes in various jobs (<a class="elsevierStyleCrossRef" href="#bib0090">de Jonge, Le Blanc, Peeters, & Noordam, 2008</a>). Social cohesion may exert a buffering role as this resource provides social support and social identity to group members (<a class="elsevierStyleCrossRef" href="#bib0140">Jimmieson et al., 2010</a>). Some authors confirmed the indirect effect of cohesion on the relationship between input and output variables (<a class="elsevierStyleCrossRefs" href="#bib0100">DeOrtentiis, Summers, Ammeter, Douglas, & Ferris, 2013; Li et al., 2014</a>). Although the latter did not find any strong positive relationships between cohesion and satisfaction, they did regard cohesion as a “protective factor” against the negative effects of job demands on employees’ attitudes (indirect effect).</p><p id="par0075" class="elsevierStylePara elsevierViewall">Following other authors who have tested JD-R theory and three-way buffering effects (<a class="elsevierStyleCrossRefs" href="#bib0140">Jimmieson et al., 2010; Tuckey, Bakker, & Dollard, 2012; Van de Ven, Van den Tooren, & Vlerick, 2013</a>), this paper analyses interactions between role ambiguity and the combination of both cohesion dimensions in order to test whether social and task cohesion interact among themselves and buffers the negative effect of role ambiguity on job satisfaction.</p><p id="par0080" class="elsevierStylePara elsevierViewall">Consequently, role ambiguity is expected to be influenced by the single or combined effect of social cohesion and task cohesion on its relationships with job satisfaction.<span class="elsevierStyleEnunciation" id="enun0015"><span class="elsevierStyleLabel">Hypothesis 3</span><p id="par0085" class="elsevierStylePara elsevierViewall">Task and social cohesion may buffer the effect of role ambiguity on job satisfaction.</p></span></p></span><span id="sec0015" class="elsevierStyleSection elsevierViewall"><span class="elsevierStyleSectionTitle" id="sect0035">Method</span><span id="sec0020" class="elsevierStyleSection elsevierViewall"><span class="elsevierStyleSectionTitle" id="sect0040">Procedure</span><p id="par0090" class="elsevierStylePara elsevierViewall">This study was conducted after the implementation of work groups in two industrial settings located in Mexico and Spain of the same company. Some members from our research team were involved in these processes as external consultants at the design and implementation stages. Data collection was gathered at the end of formal group sessions several months after the new organization system was put in place.</p></span><span id="sec0025" class="elsevierStyleSection elsevierViewall"><span class="elsevierStyleSectionTitle" id="sect0045">Samples</span><span id="sec0045" class="elsevierStyleSection elsevierViewall"><span class="elsevierStyleSectionTitle" id="sect0050">Mexico</span><p id="par0095" class="elsevierStylePara elsevierViewall">It consisted of 407 individuals distributed in groups from three up to 38 people. These groups manufactured and assembled engines or perform maintenance and quality tasks. Workers were all men – the majority were aged 27–36 (61%) – followed by those aged 18–26 (22%). In relation to their level of studies, the largest number (54%) had medium vocational training level, 30% had completed secondary school education and the rest did not report any formal certification.</p></span><span id="sec0050" class="elsevierStyleSection elsevierViewall"><span class="elsevierStyleSectionTitle" id="sect0055">Spain</span><p id="par0100" class="elsevierStylePara elsevierViewall">The sample included 130 people divided in groups ranging from eight up to 25 people and manufactured engine parts. All were men, 55% aged 27–36, 19% were aged 18–26, and 14% were aged 37–46. With regard to the level of studies, the largest level achieved was high vocational training (61%) followed by medium vocational training (16%). 7% did not report any formal education.</p></span></span><span id="sec0030" class="elsevierStyleSection elsevierViewall"><span class="elsevierStyleSectionTitle" id="sect0060">Measures</span><p id="par0105" class="elsevierStylePara elsevierViewall">Variables were measured using a Likert's scale-type questionnaire, ranging from 1, <span class="elsevierStyleItalic">lowest level</span> up to 5, <span class="elsevierStyleItalic">highest level</span>.</p><span id="sec0055" class="elsevierStyleSection elsevierViewall"><span class="elsevierStyleSectionTitle" id="sect0065">Role ambiguity</span><p id="par0110" class="elsevierStylePara elsevierViewall">It was measured with <a class="elsevierStyleCrossRef" href="#bib0185">Rizzo, House, and Lirtzman (1970)</a> scale and consists of 7 items related to the extent to which workers are aware of their objectives, responsibilities and the level of uncertainty in their instructions (“I need to skip some rules in order to perform the assigned tasks”) (<span class="elsevierStyleItalic">m</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>2.12; <elsevierMultimedia ident="201705310019015761"></elsevierMultimedia> = 0.52; 〈<span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>0.82/<span class="elsevierStyleItalic">m</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>2.40; <elsevierMultimedia ident="201705310019015762"></elsevierMultimedia> = 0.63; 〈<span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>0.76).</p></span><span id="sec0060" class="elsevierStyleSection elsevierViewall"><span class="elsevierStyleSectionTitle" id="sect0070">Group cohesion</span><p id="par0115" class="elsevierStylePara elsevierViewall">Measured with a scale based on <a class="elsevierStyleCrossRef" href="#bib0135">Hyatt and Ruddy (1997)</a> paper and divided into two subscales:</p><p id="par0120" class="elsevierStylePara elsevierViewall"><span class="elsevierStyleItalic"><span class="elsevierStyleBold">Social cohesion</span></span>. Three items about the strength of interpersonal relationships among group members (“To what extent do you agree with the statement that there is a high level of trust between group members?”) (<span class="elsevierStyleItalic">m</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>3.42; <elsevierMultimedia ident="201705310019015763"></elsevierMultimedia> = 0.66; 〈<span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>0.70/<span class="elsevierStyleItalic">m</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>3.78; <elsevierMultimedia ident="201705310019015764"></elsevierMultimedia> = 0.64; 〈<span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>0.81).</p><p id="par0125" class="elsevierStylePara elsevierViewall"><span class="elsevierStyleItalic"><span class="elsevierStyleBold">Task cohesion</span></span>. Four items about shared perceptions on the tasks, decision making, etc. (“To what extent are your thoughts about your tasks distribution compatible with the thoughts of your group mates”) (<span class="elsevierStyleItalic">m</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>3.19; <elsevierMultimedia ident="201705310019015765"></elsevierMultimedia> = 0.67; 〈<span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>0.70/<span class="elsevierStyleItalic">m</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>3.76; <elsevierMultimedia ident="201705310019015766"></elsevierMultimedia> = 0.56; 〈<span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>0.70).</p><p id="par0130" class="elsevierStylePara elsevierViewall"><span class="elsevierStyleItalic"><span class="elsevierStyleBold">Job satisfaction</span></span>. Eight items of the classic dimensions of job satisfaction asking for the satisfaction level with several facets of the job. (“To what extent are you satisfied with your current job?”) (<span class="elsevierStyleItalic">m</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>3.64; <elsevierMultimedia ident="201705310019015767"></elsevierMultimedia> = 0.51; 〈<span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>0.74/<span class="elsevierStyleItalic">m</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>3.95; <elsevierMultimedia ident="201705310019015768"></elsevierMultimedia> = 0.48; 〈<span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>0.81).</p><p id="par0135" class="elsevierStylePara elsevierViewall"><span class="elsevierStyleItalic"><span class="elsevierStyleBold">Control variable: Groups size</span></span>. Group size could influence job attitudes as well as cohesion (<span class="elsevierStyleItalic">m</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>19.27; <elsevierMultimedia ident="201705310019015769"></elsevierMultimedia> = 10.09/<span class="elsevierStyleItalic">m</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>16.16; <elsevierMultimedia ident="2017053100190157610"></elsevierMultimedia> = 6.67). This variable is one of the most frequently used as control variable and could be used to clarify relationships between criteria and predictive variables (<a class="elsevierStyleCrossRef" href="#bib0210">Schönrok, 2010</a>).</p></span></span></span><span id="sec0035" class="elsevierStyleSection elsevierViewall"><span class="elsevierStyleSectionTitle" id="sect0075">Results</span><p id="par0140" class="elsevierStylePara elsevierViewall">Means, standard deviations, correlations and internal consistencies (Cronbach's alpha) are depicted in <a class="elsevierStyleCrossRefs" href="#tbl0005">Tables 1 and 2</a>.</p><elsevierMultimedia ident="tbl0005"></elsevierMultimedia><elsevierMultimedia ident="tbl0010"></elsevierMultimedia><p id="par0145" class="elsevierStylePara elsevierViewall">In order to verify the hypotheses, several hierarchical regressions were carried out. Variables were introduced into the regression equation in various steps. In Step 1, group size was used as a control variable. In Steps 2 and 3, main effects of role ambiguity and social and task cohesion were entered. At Step 4, the interaction effects were introduced and at Step 5, the three-way interaction was added. Before entering the interaction effects, new variables were created (<a class="elsevierStyleCrossRef" href="#bib0080">Cohen, West, & Aiken, 2003</a>). The change in the amount of the variance explained (Δ<span class="elsevierStyleItalic">R</span><span class="elsevierStyleSup">2</span>) was studied in Steps 4 and 5 so as to assess the interactions.</p><p id="par0150" class="elsevierStylePara elsevierViewall">In the Mexican sample (<a class="elsevierStyleCrossRef" href="#tbl0015">Table 3</a>), all steps are significant increasing the amount of variance explained, with the exception of Step 4. Step 1 accounts for 16% of the variance on job satisfaction (<span class="elsevierStyleItalic">F</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>6.05, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.01). Step 2 explains 39.8% (<span class="elsevierStyleItalic">F</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>125.98, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.001) whereas Step 3 represents 54% (<span class="elsevierStyleItalic">F</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>111.22, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.001) and Step 5 explains 54.7% (<span class="elsevierStyleItalic">F</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>64.85, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.001).</p><elsevierMultimedia ident="tbl0015"></elsevierMultimedia><p id="par0155" class="elsevierStylePara elsevierViewall">In the Spanish sample (<a class="elsevierStyleCrossRef" href="#tbl0020">Table 4</a>), all steps are also significant except for Step 1 and only three of them increase the variance on job satisfaction. Step 2 explains 21% (<span class="elsevierStyleItalic">F</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>16.03, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.001) while Step 3 accounts for 48.7% (<span class="elsevierStyleItalic">F</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>26.33, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.001). Step 5 predicts 52.8% (<span class="elsevierStyleItalic">F</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>17.24, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.001).</p><elsevierMultimedia ident="tbl0020"></elsevierMultimedia><p id="par0160" class="elsevierStylePara elsevierViewall">Hierarchical regression shows a significant direct and negative relationship between job ambiguity and job satisfaction in both samples (<span class="elsevierStyleItalic">β</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>−.62, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.01; <span class="elsevierStyleItalic">β</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>−.35, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.001), thus <a class="elsevierStyleCrossRef" href="#enun0005">Hypothesis 1</a> has been confirmed.</p><p id="par0165" class="elsevierStylePara elsevierViewall">Direct effects of social and task cohesion on job satisfaction are strongly established in Step 3 in both samples (<span class="elsevierStyleItalic">β</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>.21, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.001; <span class="elsevierStyleItalic">β</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>.26, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.001/<span class="elsevierStyleItalic">β</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>.28, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.001; <span class="elsevierStyleItalic">β</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>.20, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.01) thus, <a class="elsevierStyleCrossRef" href="#enun0010">Hypothesis 2</a> could also be corroborated.</p><p id="par0170" class="elsevierStylePara elsevierViewall">The comparison between Steps 2 and 3 in Mexico (<a class="elsevierStyleCrossRef" href="#tbl0015">Table 3</a>) and Spain (<a class="elsevierStyleCrossRef" href="#tbl0020">Table 4</a>) reveals that the amount of variance explained by these two Steps is different: role ambiguity (Step 2) explains 39% of the variance in the Mexican sample whereas it explains 22% in relation to the Spanish one. The increment of the variance explained by Step 3 (cohesion dimensions) is 14% in the Mexican sample whereas it reaches 26% in the Spanish one.</p><p id="par0175" class="elsevierStylePara elsevierViewall">Two-way buffering effects are shown in Step 4 from both samples. However, these steps do not increase the variance explained. Nevertheless, two relations can be reported between role ambiguity and social cohesion (<span class="elsevierStyleItalic">β</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>−.49, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.10) in Mexico and between role ambiguity and task cohesion (<span class="elsevierStyleItalic">β</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>.21, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.05) in Spain.</p><p id="par0180" class="elsevierStylePara elsevierViewall">In both samples the increment of variance explained by this Step 5 is significant (Δ<span class="elsevierStyleItalic">R</span><span class="elsevierStyleSup">2</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>.006, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.05; Δ<span class="elsevierStyleItalic">R</span><span class="elsevierStyleSup">2</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>.025, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.05) and a three-way interaction among role ambiguity, social cohesion and task cohesion to predict job satisfaction can be reported (<span class="elsevierStyleItalic">β</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>.56, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.05; <span class="elsevierStyleItalic">β</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>.63, <span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.05).</p><p id="par0185" class="elsevierStylePara elsevierViewall"><a class="elsevierStyleCrossRefs" href="#fig0005">Figs. 1 and 2</a> show that at low levels of role ambiguity, task cohesion has a strong positive effect on job satisfaction in both samples, whereas at high levels of role ambiguity, employees perceiving higher levels of task cohesion report lower levels of job satisfaction. At low levels of task cohesion, low or high role ambiguity does not exert any clear effect on job satisfaction in both samples. Additionally, in the Mexican sample the level of job satisfaction at high or low levels of social cohesion is higher when role ambiguity is low. In the Spanish sample, the same effect is found, but the negative impact is more clearly observed when social cohesion is high. Results point to a moderating effect among these variables but not in the expected direction and buffering <a class="elsevierStyleCrossRef" href="#enun0015">Hypothesis 3</a> cannot be accepted.</p><elsevierMultimedia ident="fig0005"></elsevierMultimedia><elsevierMultimedia ident="fig0010"></elsevierMultimedia></span><span id="sec0040" class="elsevierStyleSection elsevierViewall"><span class="elsevierStyleSectionTitle" id="sect0080">Discussion</span><p id="par0190" class="elsevierStylePara elsevierViewall">The aim of this article was to test JD-R theory to predict job satisfaction in two samples from two different countries working in the same multinational company organized in groups. The introduction of work groups implied the redesign of jobs so that new and complex tasks were assigned and these new requirements could have incremented role ambiguity. On the other hand, groups developed processes and some estates emerged (i.e. cohesion) and both became resources (<a class="elsevierStyleCrossRef" href="#bib0205">Schaufeli & Bakker, 2004</a>). In our opinion, the main contribution of this paper is to study the effect of group cohesion (i.e. social and task) in more depth analyzing its direct and moderating influence on job satisfaction.</p><p id="par0195" class="elsevierStylePara elsevierViewall">Results corroborated direct relationships as the JD-R theory suggested. Negative effect of role ambiguity was clear (<a class="elsevierStyleCrossRef" href="#enun0005">Hypothesis 1</a>): the more uncertainty there is about the tasks, goals and levels of performance, the less satisfied workers are. On the other hand, both task and social cohesion maintained a strong positive relationship with job satisfaction (<a class="elsevierStyleCrossRef" href="#enun0010">Hypothesis 2</a>).</p><p id="par0200" class="elsevierStylePara elsevierViewall">It is important to underline that the negative effect of job ambiguity was more relevant in the Mexican sample. According to <a class="elsevierStyleCrossRefs" href="#bib0130">Hofstede (1993, 2015)</a>, and although Mexico and Spain obtain similar results with regard to uncertainty, differences in power distance are important. Due to that, Mexican employees might need more direction and clearer instructions from supervisors, whereas Spaniards would be able to assume responsibilities attached to a more decentralized way of working. Apart from this divergent result, results remained similar, thus suggesting the salience role of organizational procedures over cultural differences.</p><p id="par0205" class="elsevierStylePara elsevierViewall">With regard to the buffering effects, results showed that both types of cohesion interact with the effect of role ambiguity on job satisfaction, but these results did not support buffering effects (<a class="elsevierStyleCrossRef" href="#enun0015">Hypothesis 3</a>). Although highly cohesive groups may contribute to organizational objectives, under complex job conditions as highly ambiguous in our case, cohesion could produce the opposite effect increasing job dissatisfaction or other negative work related attitudes as has been found in various studies (<a class="elsevierStyleCrossRefs" href="#bib0005">Ahronson & Cameron, 2007; Steinhardt et al., 2003; Westman, Bakker, Roziner, & Sonnentag, 2011; Wise, 2014</a>).</p><p id="par0210" class="elsevierStylePara elsevierViewall">Another explanation could be grounded on the level of effort put by the members of the group in order to develop social and more particularly task cohesion. Although group members may have developed a set of behaviors focused on the task, the assigned responsibilities may in fact be seen as so ambiguous that these strategies may not help them to fulfill their job demands. This explanation is consistent with the line of research on the role that norms could play when it comes to predict employee’ intentions and behaviors within the organization (<a class="elsevierStyleCrossRefs" href="#bib0260">Ajzen, 1991; Castañeda, 2015</a>). This could happen more clearly in the Mexican sample, since role ambiguity establishes a stronger relationship with job satisfaction.</p><p id="par0215" class="elsevierStylePara elsevierViewall">This finding could also be explained based on the different nature of the two dimensions of cohesion (social and task) combined in this study compare to other studies that combine homogeneous variables either both cognitive or both emotional (<a class="elsevierStyleCrossRefs" href="#bib0235">Tuckey et al., 2012; Van de Ven, van den Tooren, & Vlerick, 2013</a>) and/or also be pointing to more complex relationships between variables (e.g. curvilinear relationships, other modulators, the effect of time), as <a class="elsevierStyleCrossRef" href="#bib0255">Wise (2014)</a> or <a class="elsevierStyleCrossRef" href="#bib0175">Picazo et al. (2015)</a> posit in their recent papers.</p><p id="par0220" class="elsevierStylePara elsevierViewall">From an applied perspective, as job contexts and tasks requirements currently change more often due to technological and organizational innovation (i.e. role ambiguity might increase), a regular two-way flow of information (e.g. outcomes, behavior, difficulties in tasks’ accomplishment, customers-clients needs) should be systematically carried out by organizations (<a class="elsevierStyleCrossRef" href="#bib0115">Fruhen & Keith, 2014</a>). As direct effects of cohesion on job satisfaction have been established, companies should invest in some group activities (i.e. time to reflect on group tasks) so as to develop positive attitudes. Moreover, cohesion is characterized as an emergent state (<a class="elsevierStyleCrossRef" href="#bib0055">Cannon-Bowers & Bowers, 2011</a>); hence more constant attention (i.e. monitoring) should be applied in order to keep the most adequate level of both cohesion’ dimensions. Monitoring could be even more relevant since the buffering role of cohesion could also depend on job demands. Task and social cohesion seem to be needed in any kind of group, but the levels of both should be adjusted to the tasks and the context as it could exert a negative effect on relevant job attitudes – especially when companies have to overcome uncertain conditions that could affect role demands. These findings should be taken into consideration to customize group training, group norms and other development and management activities in order to link them with the pace of change that companies need to undergo. Managers should not only learn at what levels of task and social cohesion their groups function best but also what types of group resources should not be implemented in order to improve certain job situations (i.e. role ambiguity). Moreover, companies should take into consideration divergences related to cultural differences.</p><p id="par0225" class="elsevierStylePara elsevierViewall">From the cross-cultural perspective, these results are aligned with the studies that report the adequacy of JD-R theory in various countries (<a class="elsevierStyleCrossRef" href="#bib0160">Llorens et al., 2006</a>), although with some differences. However, more research would be needed in order to assess the antecedents of job satisfaction across countries (<a class="elsevierStyleCrossRef" href="#bib0200">Santamaría, de la Mata, Hansen, & Ruiz, 2010</a>). Even though some divergences between Mexico and Spain have been found in line with <a class="elsevierStyleCrossRefs" href="#bib0130">Hofstede's theory (1993; 2015)</a>, similarities are salient as working in the same company prevails over the country of origin. This salience of similarities could be grounded on the mechanisms that multinational companies implement in order to reduce cultural differences.</p><p id="par0230" class="elsevierStylePara elsevierViewall">The nature of this study meant the imposition of some constrains so as to be conducted in real working settings. Firstly, research studies should test these hypotheses at group level in similar samples. <a class="elsevierStyleCrossRef" href="#bib0195">Salas et al. (2015)</a> recommend a multilevel approach as it gives greater analysis flexibility with a longitudinal perspective. As cohesion is an inherently temporal construct, teams’ development phases should be taken into account since the two dimensions of cohesion could be more salient depending on what the stage of the group currently is as <a class="elsevierStyleCrossRef" href="#bib0175">Picazo et al. (2015)</a> have confirmed. Secondly, further clarification on the relationship between role ambiguity, task and social cohesion and job satisfaction would be needed, as according to JD-R theory, our findings are in the unexpected direction (<a class="elsevierStyleCrossRefs" href="#bib0085">de Jong et al., 2014; Wise, 2014</a>).</p><p id="par0235" class="elsevierStylePara elsevierViewall">This paper confirms the relevance that direct effects of role ambiguity (demand) and task and social cohesion (resources) play to explain job satisfaction in two countries and in a based-groups organization. The negative moderating role of task and social cohesion combined has also been established in the relationship between the job demand and job satisfaction. This paper also introduces two innovations: the origin of the samples and the study of the combined effects of job resources of different nature in order to assess their effects on the relationship between demands and work attitudes. These results are relevant since organizations need to deal with increasing levels of ambiguity and complexity due to rapid change and although highly cohesive groups have been positively related to better job results, under certain circumstances these groups could be ineffective.</p></span></span>" "textoCompletoSecciones" => array:1 [ "secciones" => array:10 [ 0 => array:3 [ "identificador" => "xres845189" "titulo" => "Abstract" "secciones" => array:1 [ 0 => array:1 [ "identificador" => "abst0005" ] ] ] 1 => array:2 [ "identificador" => "xpalclavsec840071" "titulo" => "Keywords" ] 2 => array:3 [ "identificador" => "xres845190" "titulo" => "Resumen" "secciones" => array:1 [ 0 => array:1 [ "identificador" => "abst0010" ] ] ] 3 => array:2 [ "identificador" => "xpalclavsec840070" "titulo" => "Palabras clave" ] 4 => array:2 [ "identificador" => "sec0005" "titulo" => "Direct effects: role ambiguity and group cohesion" ] 5 => array:2 [ "identificador" => "sec0010" "titulo" => "Buffering effects: group cohesion" ] 6 => array:3 [ "identificador" => "sec0015" "titulo" => "Method" "secciones" => array:3 [ 0 => array:2 [ "identificador" => "sec0020" "titulo" => "Procedure" ] 1 => array:3 [ "identificador" => "sec0025" "titulo" => "Samples" "secciones" => array:2 [ 0 => array:2 [ "identificador" => "sec0045" "titulo" => "Mexico" ] 1 => array:2 [ "identificador" => "sec0050" "titulo" => "Spain" ] ] ] 2 => array:3 [ "identificador" => "sec0030" "titulo" => "Measures" "secciones" => array:2 [ 0 => array:2 [ "identificador" => "sec0055" "titulo" => "Role ambiguity" ] 1 => array:2 [ "identificador" => "sec0060" "titulo" => "Group cohesion" ] ] ] ] ] 7 => array:2 [ "identificador" => "sec0035" "titulo" => "Results" ] 8 => array:2 [ "identificador" => "sec0040" "titulo" => "Discussion" ] 9 => array:1 [ "titulo" => "References" ] ] ] "pdfFichero" => "main.pdf" "tienePdf" => true "fechaRecibido" => "2014-11-07" "fechaAceptado" => "2015-09-30" "PalabrasClave" => array:2 [ "en" => array:1 [ 0 => array:4 [ "clase" => "keyword" "titulo" => "Keywords" "identificador" => "xpalclavsec840071" "palabras" => array:5 [ 0 => "Role ambiguity" 1 => "Task cohesion" 2 => "Social cohesion" 3 => "Job satisfaction" 4 => "Cross-cultural research" ] ] ] "es" => array:1 [ 0 => array:4 [ "clase" => "keyword" "titulo" => "Palabras clave" "identificador" => "xpalclavsec840070" "palabras" => array:5 [ 0 => "Ambigüedad de rol" 1 => "Cohesión de tarea" 2 => "Cohesión social" 3 => "Satisfacción laboral" 4 => "Investigación transcultural" ] ] ] ] "tieneResumen" => true "resumen" => array:2 [ "en" => array:2 [ "titulo" => "Abstract" "resumen" => "<span id="abst0005" class="elsevierStyleSection elsevierViewall"><p id="spar0005" class="elsevierStyleSimplePara elsevierViewall">In line with the Job Demands-Resources (JD-R) theory, this paper studies the relationship between role ambiguity (Demand) and group cohesion (Resource) to predict job satisfaction. This study was carried out at the same multinational company in Mexico and Spain (<span class="elsevierStyleItalic">N</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>537), where blue-collar workers are organized in work groups. It is hypothesized that high levels of role ambiguity are related to low job satisfaction whereas positive high levels of group cohesion are related to high job satisfaction. In addition, it is posited that group cohesion could buffer the relationship between role ambiguity and job satisfaction. Results confirm the JD-R theory with regard to direct effects. Moderating effects have been found in both countries but, contrary to the hypotheses, since these strengthen the negative effect of role ambiguity on job satisfaction. These results are relevant since nowadays, organizations need to deal with increasingly higher levels of ambiguity. The results are also being commented from a cross-cultural research perspective.</p></span>" ] "es" => array:2 [ "titulo" => "Resumen" "resumen" => "<span id="abst0010" class="elsevierStyleSection elsevierViewall"><p id="spar0010" class="elsevierStyleSimplePara elsevierViewall">Siguiendo la teoría de las demandas-recursos laborales, este trabajo estudia las relaciones entre la ambigüedad de rol (demanda), y la cohesión grupal (recurso) para predecir la satisfacción. El estudio se ha realizado en la misma multinacional en México y en España (<span class="elsevierStyleItalic">N</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>537), donde los operarios trabajan en grupos. Las hipótesis plantean que los altos niveles de ambigüedad de rol se relacionarán con una baja satisfacción laboral, mientras que altos niveles de cohesión grupal estarán relacionados con una elevada satisfacción laboral en ambos países. Además, se plantea que la cohesión grupal amortiguará la relación entre la ambigüedad de rol y la satisfacción. Los resultados confirman la teoría demandas-recursos en relación con los efectos directos. También se han encontrado efectos moduladores en los dos países, aunque en contra de las hipótesis, pues potencian el efecto negativo de la ambigüedad en la satisfacción. Estos resultados pueden ser relevantes para las organizaciones actuales dado el creciente nivel de ambigüedad. Los resultados también se comentan desde la perspectiva de la investigación transcultural.</p></span>" ] ] "multimedia" => array:16 [ 0 => array:7 [ "identificador" => "fig0005" "etiqueta" => "Figure 1" "tipo" => "MULTIMEDIAFIGURA" "mostrarFloat" => true "mostrarDisplay" => false "figura" => array:1 [ 0 => array:4 [ "imagen" => "gr1.jpeg" "Alto" => 1229 "Ancho" => 1354 "Tamanyo" => 87763 ] ] "descripcion" => array:1 [ "en" => "<p id="spar0015" class="elsevierStyleSimplePara elsevierViewall">Three-way interaction effect between role ambiguity, social cohesion and task cohesion to predict job satisfaction, Mexico.</p>" ] ] 1 => array:7 [ "identificador" => "fig0010" "etiqueta" => "Figure 2" "tipo" => "MULTIMEDIAFIGURA" "mostrarFloat" => true "mostrarDisplay" => false "figura" => array:1 [ 0 => array:4 [ "imagen" => "gr2.jpeg" "Alto" => 1397 "Ancho" => 1417 "Tamanyo" => 107314 ] ] "descripcion" => array:1 [ "en" => "<p id="spar0020" class="elsevierStyleSimplePara elsevierViewall">Three-way interaction effect between role ambiguity, social cohesion and task cohesion to predict job satisfaction, Spain.</p>" ] ] 2 => array:8 [ "identificador" => "tbl0005" "etiqueta" => "Table 1" "tipo" => "MULTIMEDIATABLA" "mostrarFloat" => true "mostrarDisplay" => false "detalles" => array:1 [ 0 => array:3 [ "identificador" => "at1" "detalle" => "Table " "rol" => "short" ] ] "tabla" => array:3 [ "leyenda" => "<p id="spar0030" class="elsevierStyleSimplePara elsevierViewall"><span class="elsevierStyleItalic">Note</span>. Cronbach's alphas appear along the diagonal in parenthesis. <span class="elsevierStyleItalic">N</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>407.</p>" "tablatextoimagen" => array:1 [ 0 => array:2 [ "tabla" => array:1 [ 0 => """ <table border="0" frame="\n \t\t\t\t\tvoid\n \t\t\t\t" class=""><thead title="thead"><tr title="table-row"><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">Variable \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black"><span class="elsevierStyleItalic">M</span> \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black"><span class="elsevierStyleItalic">SD</span> \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">1 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">2 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">3 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">4 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">5 \t\t\t\t\t\t\n \t\t\t\t</th></tr></thead><tbody title="tbody"><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top">1. Size \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">19.27 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">10.09 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top">2. Role ambiguity \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">2.12 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.52 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.09 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">(.82) \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top">3. Social cohesion \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">3.42 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.66 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.10 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">−.43<a class="elsevierStyleCrossRef" href="#tblfn0050"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">(.70) \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top">4. Task cohesion \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">3.19 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.67 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.06 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">−.46<a class="elsevierStyleCrossRef" href="#tblfn0050"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">.65<a class="elsevierStyleCrossRef" href="#tblfn0050"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">(.70) \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top">5. Job satisfaction \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">3.64 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.51 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.12<a class="elsevierStyleCrossRef" href="#tblfn0045"><span class="elsevierStyleSup">*</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">−.62<a class="elsevierStyleCrossRef" href="#tblfn0050"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">.57<a class="elsevierStyleCrossRef" href="#tblfn0050"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">.59<a class="elsevierStyleCrossRef" href="#tblfn0050"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">(.74) \t\t\t\t\t\t\n \t\t\t\t</td></tr></tbody></table> """ ] "imagenFichero" => array:1 [ 0 => "xTab1427427.png" ] ] ] "notaPie" => array:2 [ 0 => array:3 [ "identificador" => "tblfn0045" "etiqueta" => "*" "nota" => "<p class="elsevierStyleNotepara" id="npar0005"><span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.05.</p>" ] 1 => array:3 [ "identificador" => "tblfn0050" "etiqueta" => "**" "nota" => "<p class="elsevierStyleNotepara" id="npar0010"><span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.001.</p>" ] ] ] "descripcion" => array:1 [ "en" => "<p id="spar0025" class="elsevierStyleSimplePara elsevierViewall">Means, standard deviations, correlations and scale reliabilities (Mexico).</p>" ] ] 3 => array:8 [ "identificador" => "tbl0010" "etiqueta" => "Table 2" "tipo" => "MULTIMEDIATABLA" "mostrarFloat" => true "mostrarDisplay" => false "detalles" => array:1 [ 0 => array:3 [ "identificador" => "at2" "detalle" => "Table " "rol" => "short" ] ] "tabla" => array:3 [ "leyenda" => "<p id="spar0045" class="elsevierStyleSimplePara elsevierViewall"><span class="elsevierStyleItalic">Note</span>. Cronbach's alphas appear along the diagonal in parenthesis. <span class="elsevierStyleItalic">N</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>130.</p>" "tablatextoimagen" => array:1 [ 0 => array:2 [ "tabla" => array:1 [ 0 => """ <table border="0" frame="\n \t\t\t\t\tvoid\n \t\t\t\t" class=""><thead title="thead"><tr title="table-row"><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">Variable \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black"><span class="elsevierStyleItalic">M</span> \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black"><span class="elsevierStyleItalic">SD</span> \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">1 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">2 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">3 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">4 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">5 \t\t\t\t\t\t\n \t\t\t\t</th></tr></thead><tbody title="tbody"><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top">1. Size \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">12.16 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">6.88 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top">2. Role ambiguity \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">2.40 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.63 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.16<a class="elsevierStyleCrossRef" href="#tblfn0055"><span class="elsevierStyleSup">*</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">(.76) \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top">3. Social cohesion \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">3.78 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.64 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.14 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">−.39<a class="elsevierStyleCrossRef" href="#tblfn0060"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">(.81) \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top">4. Task cohesion \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">3.76 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.56 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.09 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">−.37<a class="elsevierStyleCrossRef" href="#tblfn0060"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">.67<a class="elsevierStyleCrossRef" href="#tblfn0060"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">(.70) \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top">5. Job satisfaction \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">3.95 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.48 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.10 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">−.47<a class="elsevierStyleCrossRef" href="#tblfn0060"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">.63<a class="elsevierStyleCrossRef" href="#tblfn0060"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">.58<a class="elsevierStyleCrossRef" href="#tblfn0060"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="left" valign="top">(.81) \t\t\t\t\t\t\n \t\t\t\t</td></tr></tbody></table> """ ] "imagenFichero" => array:1 [ 0 => "xTab1427428.png" ] ] ] "notaPie" => array:2 [ 0 => array:3 [ "identificador" => "tblfn0055" "etiqueta" => "*" "nota" => "<p class="elsevierStyleNotepara" id="npar0015"><span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.05.</p>" ] 1 => array:3 [ "identificador" => "tblfn0060" "etiqueta" => "**" "nota" => "<p class="elsevierStyleNotepara" id="npar0020"><span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.001.</p>" ] ] ] "descripcion" => array:1 [ "en" => "<p id="spar0040" class="elsevierStyleSimplePara elsevierViewall">Means, standard deviations, correlations and scale reliabilities (Spain).</p>" ] ] 4 => array:8 [ "identificador" => "tbl0015" "etiqueta" => "Table 3" "tipo" => "MULTIMEDIATABLA" "mostrarFloat" => true "mostrarDisplay" => false "detalles" => array:1 [ 0 => array:3 [ "identificador" => "at3" "detalle" => "Table " "rol" => "short" ] ] "tabla" => array:3 [ "leyenda" => "<p id="spar0060" class="elsevierStyleSimplePara elsevierViewall"><span class="elsevierStyleItalic">Note</span>. All entries are standardized regression coefficients. <span class="elsevierStyleItalic">N</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>407.</p>" "tablatextoimagen" => array:1 [ 0 => array:2 [ "tabla" => array:1 [ 0 => """ <table border="0" frame="\n \t\t\t\t\tvoid\n \t\t\t\t" class=""><thead title="thead"><tr title="table-row"><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">Variable \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">Step 1 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">Step 2 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">Step 3 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">Step 4 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">Step 5 \t\t\t\t\t\t\n \t\t\t\t</th></tr></thead><tbody title="tbody"><tr title="table-row"><td class="td" title="table-entry " colspan="6" align="left" valign="top"><span class="elsevierStyleItalic">Control variable</span></td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleHsp" style=""></span>Group Size \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.12<a class="elsevierStyleCrossRef" href="#tblfn0015"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.06 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.04 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.04 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.04 \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td" title="table-entry " colspan="6" align="left" valign="top"><span class="elsevierStyleItalic">Main effects</span></td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleHsp" style=""></span>Role ambiguity \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.62<a class="elsevierStyleCrossRef" href="#tblfn0015"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.41<a class="elsevierStyleCrossRef" href="#tblfn0020"><span class="elsevierStyleSup">***</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.32<a class="elsevierStyleCrossRef" href="#tblfn0005"><span class="elsevierStyleSup">†</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.12 \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleHsp" style=""></span>Social cohesion \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.21<a class="elsevierStyleCrossRef" href="#tblfn0020"><span class="elsevierStyleSup">***</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.39<a class="elsevierStyleCrossRef" href="#tblfn0010"><span class="elsevierStyleSup">*</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.30 \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleHsp" style=""></span>Task cohesion \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.26<a class="elsevierStyleCrossRef" href="#tblfn0020"><span class="elsevierStyleSup">***</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.14 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.09 \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td" title="table-entry " colspan="6" align="left" valign="top"><span class="elsevierStyleItalic">Interaction effect</span></td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleHsp" style=""></span>R. ambiguity<span class="elsevierStyleHsp" style=""></span>×<span class="elsevierStyleHsp" style=""></span>Social cohesion \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.22 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.49<a class="elsevierStyleCrossRef" href="#tblfn0005"><span class="elsevierStyleSup">†</span></a> \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleHsp" style=""></span>R. ambiguity<span class="elsevierStyleHsp" style=""></span>×<span class="elsevierStyleHsp" style=""></span>Task cohesion \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.13 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.22 \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleHsp" style=""></span>R. ambiguity<span class="elsevierStyleHsp" style=""></span>×<span class="elsevierStyleHsp" style=""></span>S. cohesion<span class="elsevierStyleHsp" style=""></span>×<span class="elsevierStyleHsp" style=""></span>T. cohesion \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.56<a class="elsevierStyleCrossRef" href="#tblfn0010"><span class="elsevierStyleSup">*</span></a> \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleItalic">R</span><span class="elsevierStyleSup">2</span> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.016 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.398 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.540 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.541 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.547 \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleItalic">Model F change</span> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">6.05<a class="elsevierStyleCrossRef" href="#tblfn0015"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">125.98<a class="elsevierStyleCrossRef" href="#tblfn0020"><span class="elsevierStyleSup">***</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">111.22<a class="elsevierStyleCrossRef" href="#tblfn0020"><span class="elsevierStyleSup">***</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">74.05<a class="elsevierStyleCrossRef" href="#tblfn0020"><span class="elsevierStyleSup">***</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">64.85<a class="elsevierStyleCrossRef" href="#tblfn0020"><span class="elsevierStyleSup">***</span></a> \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top">Δ<span class="elsevierStyleItalic">R</span><span class="elsevierStyleSup">2</span> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.01<a class="elsevierStyleCrossRef" href="#tblfn0010"><span class="elsevierStyleSup">*</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.38<a class="elsevierStyleCrossRef" href="#tblfn0020"><span class="elsevierStyleSup">***</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.14<a class="elsevierStyleCrossRef" href="#tblfn0020"><span class="elsevierStyleSup">***</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.001 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.006<a class="elsevierStyleCrossRef" href="#tblfn0010"><span class="elsevierStyleSup">*</span></a> \t\t\t\t\t\t\n \t\t\t\t</td></tr></tbody></table> """ ] "imagenFichero" => array:1 [ 0 => "xTab1427429.png" ] ] ] "notaPie" => array:4 [ 0 => array:3 [ "identificador" => "tblfn0005" "etiqueta" => "†" "nota" => "<p class="elsevierStyleNotepara" id="npar0025"><.10.</p>" ] 1 => array:3 [ "identificador" => "tblfn0010" "etiqueta" => "*" "nota" => "<p class="elsevierStyleNotepara" id="npar0030"><span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.05.</p>" ] 2 => array:3 [ "identificador" => "tblfn0015" "etiqueta" => "**" "nota" => "<p class="elsevierStyleNotepara" id="npar0035"><span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.01.</p>" ] 3 => array:3 [ "identificador" => "tblfn0020" "etiqueta" => "***" "nota" => "<p class="elsevierStyleNotepara" id="npar0040"><span class="elsevierStyleItalic">p</span><span class="elsevierStyleHsp" style=""></span><<span class="elsevierStyleHsp" style=""></span>.001.</p>" ] ] ] "descripcion" => array:1 [ "en" => "<p id="spar0055" class="elsevierStyleSimplePara elsevierViewall">Moderated regression results of Role ambiguity<span class="elsevierStyleHsp" style=""></span>×<span class="elsevierStyleHsp" style=""></span>Social cohesion<span class="elsevierStyleHsp" style=""></span>×<span class="elsevierStyleHsp" style=""></span>Task cohesion on job satisfaction (Mexico).</p>" ] ] 5 => array:8 [ "identificador" => "tbl0020" "etiqueta" => "Table 4" "tipo" => "MULTIMEDIATABLA" "mostrarFloat" => true "mostrarDisplay" => false "detalles" => array:1 [ 0 => array:3 [ "identificador" => "at4" "detalle" => "Table " "rol" => "short" ] ] "tabla" => array:3 [ "leyenda" => "<p id="spar0070" class="elsevierStyleSimplePara elsevierViewall"><span class="elsevierStyleItalic">Note</span>. All entries are standardized regression coefficients. <span class="elsevierStyleItalic">N</span><span class="elsevierStyleHsp" style=""></span>=<span class="elsevierStyleHsp" style=""></span>130.</p>" "tablatextoimagen" => array:1 [ 0 => array:2 [ "tabla" => array:1 [ 0 => """ <table border="0" frame="\n \t\t\t\t\tvoid\n \t\t\t\t" class=""><thead title="thead"><tr title="table-row"><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">Variable \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">Step 1 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">Step 2 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">Step 3 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">Step 4 \t\t\t\t\t\t\n \t\t\t\t</th><th class="td" title="table-head " align="left" valign="top" scope="col" style="border-bottom: 2px solid black">Step 5 \t\t\t\t\t\t\n \t\t\t\t</th></tr></thead><tbody title="tbody"><tr title="table-row"><td class="td" title="table-entry " colspan="6" align="left" valign="top"><span class="elsevierStyleItalic">Control variable</span></td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleHsp" style=""></span>Group size \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.00 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.00 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.00 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.00 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.00 \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td" title="table-entry " colspan="6" align="left" valign="top"><span class="elsevierStyleItalic">Main effects</span></td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleHsp" style=""></span>Role ambiguity \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.35<a class="elsevierStyleCrossRef" href="#tblfn0040"><span class="elsevierStyleSup">***</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.17<a class="elsevierStyleCrossRef" href="#tblfn0035"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.59<a class="elsevierStyleCrossRef" href="#tblfn0030"><span class="elsevierStyleSup">*</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.17 \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleHsp" style=""></span>Social cohesion \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.28<a class="elsevierStyleCrossRef" href="#tblfn0040"><span class="elsevierStyleSup">***</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.55<a class="elsevierStyleCrossRef" href="#tblfn0030"><span class="elsevierStyleSup">*</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.34<a class="elsevierStyleCrossRef" href="#tblfn0025"><span class="elsevierStyleSup">†</span></a> \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleHsp" style=""></span>Task cohesion \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.20<a class="elsevierStyleCrossRef" href="#tblfn0035"><span class="elsevierStyleSup">**</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.32 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.46<a class="elsevierStyleCrossRef" href="#tblfn0025"><span class="elsevierStyleSup">†</span></a> \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td" title="table-entry " colspan="6" align="left" valign="top"><span class="elsevierStyleItalic">Interaction effect</span></td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleHsp" style=""></span>R. ambiguity<span class="elsevierStyleHsp" style=""></span>×<span class="elsevierStyleHsp" style=""></span>Social cohesion \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.11 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.57<a class="elsevierStyleCrossRef" href="#tblfn0030"><span class="elsevierStyleSup">*</span></a> \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleHsp" style=""></span>R. ambiguity<span class="elsevierStyleHsp" style=""></span>×<span class="elsevierStyleHsp" style=""></span>Task cohesion \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.21<a class="elsevierStyleCrossRef" href="#tblfn0030"><span class="elsevierStyleSup">*</span></a> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">−.00 \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleHsp" style=""></span>R. ambiguity<span class="elsevierStyleHsp" style=""></span>×<span class="elsevierStyleHsp" style=""></span>S. cohesion<span class="elsevierStyleHsp" style=""></span>×<span class="elsevierStyleHsp" style=""></span>T. cohesion \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="" valign="top"> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.63<a class="elsevierStyleCrossRef" href="#tblfn0030"><span class="elsevierStyleSup">*</span></a> \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleItalic">R</span><span class="elsevierStyleSup">2</span> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.011 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.221 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.487 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.503 \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">.528 \t\t\t\t\t\t\n \t\t\t\t</td></tr><tr title="table-row"><td class="td-with-role" title="table-entry ; entry_with_role_rowhead " align="left" valign="top"><span class="elsevierStyleItalic">Model F change</span> \t\t\t\t\t\t\n \t\t\t\t</td><td class="td" title="table-entry " align="char" valign="top">1.265 \t\t\t\t\t\t\n 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Year/Month | Html | Total | |
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2024 October | 41 | 2 | 43 |
2024 September | 99 | 15 | 114 |
2024 August | 79 | 3 | 82 |
2024 July | 80 | 5 | 85 |
2024 June | 74 | 3 | 77 |
2024 May | 75 | 13 | 88 |
2024 April | 94 | 15 | 109 |
2024 March | 111 | 8 | 119 |
2024 February | 79 | 11 | 90 |
2024 January | 86 | 5 | 91 |
2023 December | 58 | 8 | 66 |
2023 November | 49 | 8 | 57 |
2023 October | 72 | 8 | 80 |
2023 September | 50 | 3 | 53 |
2023 August | 53 | 8 | 61 |
2023 July | 50 | 11 | 61 |
2023 June | 51 | 4 | 55 |
2023 May | 104 | 16 | 120 |
2023 April | 78 | 15 | 93 |
2023 March | 100 | 6 | 106 |
2023 February | 72 | 3 | 75 |
2023 January | 57 | 19 | 76 |
2022 December | 58 | 13 | 71 |
2022 November | 40 | 9 | 49 |
2022 October | 25 | 18 | 43 |
2022 September | 43 | 27 | 70 |
2022 August | 35 | 16 | 51 |
2022 July | 32 | 12 | 44 |
2022 June | 20 | 14 | 34 |
2022 May | 21 | 16 | 37 |
2022 April | 27 | 13 | 40 |
2022 March | 46 | 30 | 76 |
2022 February | 54 | 20 | 74 |
2022 January | 51 | 29 | 80 |
2021 December | 55 | 28 | 83 |
2021 November | 41 | 19 | 60 |
2021 October | 47 | 31 | 78 |
2021 September | 46 | 24 | 70 |
2021 August | 40 | 22 | 62 |
2021 July | 28 | 22 | 50 |
2021 June | 30 | 10 | 40 |
2021 May | 51 | 8 | 59 |
2021 April | 137 | 29 | 166 |
2021 March | 74 | 23 | 97 |
2021 February | 50 | 28 | 78 |
2021 January | 36 | 21 | 57 |
2020 December | 34 | 28 | 62 |
2020 November | 42 | 21 | 63 |
2020 October | 22 | 30 | 52 |
2020 September | 47 | 11 | 58 |
2020 August | 29 | 18 | 47 |
2020 July | 17 | 10 | 27 |
2020 June | 24 | 22 | 46 |
2020 May | 22 | 11 | 33 |
2020 April | 18 | 20 | 38 |
2020 March | 36 | 11 | 47 |
2020 February | 27 | 7 | 34 |
2020 January | 28 | 11 | 39 |
2019 December | 12 | 9 | 21 |
2019 November | 23 | 11 | 34 |
2019 October | 28 | 3 | 31 |
2019 September | 31 | 12 | 43 |
2019 August | 16 | 2 | 18 |
2019 July | 50 | 20 | 70 |
2019 June | 85 | 35 | 120 |
2019 May | 164 | 40 | 204 |
2019 April | 86 | 21 | 107 |
2019 March | 29 | 14 | 43 |
2019 February | 18 | 9 | 27 |
2019 January | 11 | 12 | 23 |
2018 December | 7 | 5 | 12 |
2018 November | 15 | 10 | 25 |
2018 October | 21 | 20 | 41 |
2018 September | 22 | 6 | 28 |
2018 August | 16 | 11 | 27 |
2018 July | 28 | 6 | 34 |
2018 June | 22 | 7 | 29 |
2018 May | 42 | 6 | 48 |
2018 April | 29 | 4 | 33 |
2018 March | 20 | 7 | 27 |
2018 February | 15 | 1 | 16 |
2018 January | 20 | 1 | 21 |
2017 December | 18 | 2 | 20 |
2017 November | 57 | 3 | 60 |
2017 October | 66 | 2 | 68 |
2017 September | 62 | 4 | 66 |
2017 August | 54 | 2 | 56 |
2017 July | 60 | 5 | 65 |
2017 June | 70 | 18 | 88 |
2017 May | 22 | 10 | 32 |
2017 April | 6 | 8 | 14 |
2017 March | 14 | 51 | 65 |
2017 February | 6 | 3 | 9 |
2017 January | 7 | 4 | 11 |
2016 December | 13 | 6 | 19 |
2016 November | 13 | 12 | 25 |
2016 October | 6 | 9 | 15 |