ITAM School of Business
Main Specialties: Other
Additional Specialties: Work values; Organizational Commitment; Job Attitudes
Dr. Luis M. Arciniega is professor of Organizational Behavior & Human Resource Management at ITAM School of Business in Mexico City. He received his PhD. in Organizational Psychology from the University of Salamanca in Spain. His research focuses on the influence of personal and work values on job attitudes and team processes. He is coauthor of the Work Values Scale (EVAT). Dr. Arciniega has been visiting researcher at the University of Western Ontario and visiting professor at the University of Salamanca. Currently he is on a sabbatical leave at the Department of Management at the University of North Carolina, Charlotte.
His scientific production has been published in leading academic journals such as Personality and Individual Differences, Journal of Business and Psychology, and the Journal of Applied Psychology, and presented in several international conferences. He worked as a practitioner in HRM for more than ten years at Televisa Group, one of the largest media corporations in the world, and as a consultant to some multi-national organizations. Dr. Arciniega is member of the Executive Committee of the International Society for the Study of Work and Organizational Values (ISSWOV), and member of SIOP. He currently serves on the editorial boards of the academic journals: Human Performance and Decision
Primary Affiliation: ITAM School of Business
3PubMed Central Citations
Int J Psychol 2019 Aug 19;54(4):431-438. Epub 2018 Feb 19.
School of Business, ITAM, Mexico City, Mexico.
Despite the acceptance of work ethic as an important individual difference, little research has examined the extent to which work ethic may reflect shared environmental or socio-economic factors. This research addresses this concern by examining the influence of geographic proximity on the work ethic experienced by 254 employees from Mexico, working in 11 different cities in the Northern, Central and Southern regions of the country. Using a sequence of complementary analyses to assess the main source of variance on seven dimensions of work ethic, our results indicate that work ethic is most appropriately considered at the individual level.
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Arciniega, L.M. & Menon, S.T. (2013). The Power of Goal Internalization: Studying Psychological Empo
International Journal of Human Resource Management
This study, based in a manufacturing plant in Venezuela, examines the relationship between perceived task characteristics, psychological empowerment and commitment, using a questionnaire survey of 313 employees. The objective of the study was to assess the effects of an organizational intervention at the plant aimed at increasing productivity by providing performance feedback on key aspects of its daily operations. It was hypothesized that perceived characteristics of the task environment, such as task meaningfulness and task feedback, will enhance psychological empowerment, which in turn will have a positive impact on employee commitment. Test of a structural model revealed that the relationship of task meaningfulness and task feedback with affective commitment was partially mediated by the empowerment dimensions of perceived control and goal internalization. The results highlight the role of goal internalization as a key mediating mechanism between job characteristics and affective commitment. The study also validates a Spanish-language version of the psychological empowerment scale by Menon (2001).
Woehr, D.J., Arciniega, L.M., & Poling, T.L. (2013). Exploring the Effects of Value Diversity on Tea
Journal of Business and Psychology
Purpose The goal of the present study was to explore the potential impact of within-team value diversity with respect to both team processes and task performance. Design/Methodology/Approach We explored value diversity within a comprehensive framework such that all components of basic human values were examined. A sample of 306 participants randomly assigned to 60 teams, performed a complex hands-on task, demanding high interdependence among team members, and completed different measures of values and team processes. Findings Results indicated that value diversity among team members had no significant impact on task performance. However, diversity with respect to several value dimensions had a significant unique effect on team process criteria. Results were consistent with respect to the nature of the impact of value diversity on team process outcomes. Specifically, the impact of team value diversity was such that less diversity was positively related to process outcomes (i.e., more similarity resulted in more team cohesion and efficacy and less conflict). Implications The results indicated that disparity among teammates in many of these values may have important implications on subsequent team-level phenomena. We suggest team leaders and facilitators of teambuilding efforts could consider adding to their agendas a session with team members to analyze and discuss the combined value profiles of their team. Originality/Value This is the first study to highlight the unique impact of many unexamined, specific components of team diversity with respect to values on team effectiveness criteria.
Arciniega, L.M. y González, L. (2012). Explorando los flancos de la lealtad: Análisis de la estructu
Revista de Psicología Social
Although there has been extensive cross-cultural validation of Meyer and Allen's (1991) model of organizational commitment, some doubts have emerged concerning both the independence of the affective and normative components, and the uni-dimensionality of the former. This study focuses on analyzing the stability of the model's structure, and on examining the behaviour of the normative scale. For this purpose, we employed 100 samples of 250 subjects each, extracted randomly from a database of 4,689 employees. The results show certain stability of the model, and partially support research work suggesting the unfolding of the normative component into two subdimensions: one related to a moral duty, and the other to a sense of indebtedness
Arciniega, L.M. & González, L. (2009). Validation of the Spanish-Language Version of the Resistance
Personality and Individual Differences
The authors examined the validity of the Spanish-language version of the dispositional resistance to change (RTC) scale. First, the structural validity of the new questionnaire was evaluated using a nested sequence of confirmatory factor analyses. Second, the external validity of the questionnaire was assessed, using the four higher-order values of the Schwartz’s theory and the four dimensions of the RTC scale: routine seeking, emotional reaction, short-term focus and cognitive rigidity. A sample of 553 undergraduate students from Mexico and Spain was used in the analyses. The results confirmed both the construct structure and the external validity of the questionnaire
Oreg, S., Bayazit, M., Vakola, M., Arciniega, L., Armenakis, A., Barkauskiene, R., et al. (2008). Di
Journal of Applied Psychology
The concept of dispositional resistance to change has been introduced in a series of exploratory and confirmatory analyses through which the validity of the Resistance to Change (RTC) Scale has been established (S. Oreg, 2003). However, the vast majority of participants with whom the scale was validated were from the United States. The purpose of the present work was to examine the meaningfulness of the construct and the validity of the scale across nations. Measurement equivalence analyses of data from 17 countries, representing 13 languages and 4 continents, confirmed the cross-national validity of the scale. Equivalent patterns of relationships between personal values and RTC across samples extend the nomological net of the construct and provide further evidence that dispositional resistance to change holds equivalent meanings across nations.