The aim of this study was to describe the scientific production published on psychosocial risk at work in the ProQuest and PsycArticles databases between 2000 and 2010. Data collection was assisted by a grid with bibliometric indicators in three different categories: bibliometric, methodological, and theoretical features of published articles. We identified and analyzed 133 scientific articles on psychosocial risk at work, with the most productive years being 2000 and 2005, with 20 and 19 articles respectively. 30.8 % of the studies were conducted in the United States, the Journal of Occupational Health Psychology, reported the highest number of articles (18 %), 90.6 % of the authors belong to the category of pedestrians, 91.7 % of the items are of an empirical nature with a transactional design (65,4 %), questionnaires are most commonly used to assess risk (52.6 %), and the theoretical model of demand-control is the most referenced in publications (39.8 %).

Esta investigación hace un análisis bibliométrico de los trabajos de grado sobre liderazgo, entre 2000 y 2011, en las facultades de psicología adscritas a la Asociación Colombiana de Facultades de Psicología (Ascofapsi) en la ciudad de Bogotá. El muestreo usado es intencional o de conveniencia. El estudio es de tipo descriptivo. En él se realizan 1) un análisis desde la estadística descriptiva en el que se encuentra la frecuencia de los datos obtenidos y 2) un análisis lexicométrico de datos textuales que fue llevado a cabo con la ayuda del software SPAD®. 

Esta investigación con un diseño transeccional descriptivo tuvo como objetivo realizar la caracterización de posibles diferencias en determinados factores motivacionales en los empleados de los departamentos administrativo y de producción de una empresa en crisis económica. Se consideró a 132 trabajadores, seleccionados mediante un muestreo no probabilístico intencional. Como instrumento se empleo el Cuestionario de Motivación para el Trabajo (CMT). Los resultados fueron analizados mediante estadísticos descriptivos ( X, Me, DT) e inferenciales (anova de un factor y t de student) para caracterizar las divergencias motivacionales por departamentos, áreas, tipos de contratación y géneros, en cada variable que compone la prueba. Se encontraron diferencias significativas entre afiliación y salario para los departamentos con un α = 0.05.

Objetivo: Brindar una herramienta en el contexto colombiano que permita evaluar el estrés desde una perspectiva de afrontamiento, se busca explorar las características psicométricas del inventario de estrés ocupacional-OSI. Método: El diseño utilizado fue transversal de tipo descriptive-correlacional. Para este fin, respondieron el cuestionario 500 adultos trabajadores (hombres y mujeres) de empresas públicas y privadas de Colombia, con edades entre los 17 y 71 años. Se analizaron las propiedades psicométricas relacionadas con la dificultad y discriminación de los ítems a través de la prueba t, la confiabilidad a través del coeficiente de Cronbach y la validez factorial mediante un análisis de máxima verosimilitud con rotación varimax. Resultados: Indican que el inventario de estrés ocupacional-OSI posee alta confiabilidad (? = 0.88) y homogeneidad parcial en las escalas y subescalas que componen el instrumento, las cuales explican el 43 % de la varianza total en el comportamiento del estrés ocupacional. Conclusión: El inventario de estrés ocupacional-OSI es una herramienta potencialmente útil para evaluar el estrés en población colombiana.

The goal of this research was to identify the relationship between work stress and psychological contract in the process of organizational change in employees of four companies in Bogotá. We used the Colombian adaptation of the questionnaire of occupational roles by García - Neira, Piraquive, Salazar, & García (2012), the inventory of psychological contract, version 2 and the organizational change measure. Then, we performed a correlational cross-sectional analysis corroborated with a simple regression analysis. Organizational change was found to positively correlate with most subvariables of psychological contract, and negatively with stress. Finally, psychological contract seemed to explain organizational change at a higher predictive level than work-related stress. These results are a theoretical and empirical contribution that may be used by organizations to understand how to approach organizational change.

The purpose of this research was to determine the relationship between perceived organizational justice and organizational change in a sample of 80 employees of a company of the defense sector in Bogota, by using a justice (Colquitt, 2001) and an organizational change measure (Grace & Forero 2010). Data analysis was performed using SPSS statistical software. The results indicated significant relationships and associations between organizational change and procedural, informative and interactional justices, but no correlation with distributive justice. The variable projection and development of change showed the highest correlation with the level of total justice in the organization, showing the approach to decision-making and talent management policies that senior management need to implement as a function of the organizational culture that the organization wants to reach.

El propósito de la investigación fue determinar la relación entre la calidad de vida laboral y la disposición al cambio organizacional en una muestra de 100 funcionarios de empresas de la ciudad de Bogotá. Se realizó bajo un diseño transversal correlacional, a través de la aplicación de dos instrumentos: el instrumento de medición de cambio organizacional (IMC) (García & Forero, 2010) y el de calidad de vida percibida en organizaciones (Gómez – Rada, 2011). La participación de la población fue voluntaria. El análisis de los datos se realizó por medio del Rho de Spearman. Los resultados obtenidos muestran una correlación significativa al 0.001 con todas las variables de cambio organizacional y de calidad de vida, excepto las de resistencia al cambio. Estos hallazgos sugieren que algunos de los aspectos a resaltar son la importancia de la calidad de vida y el compromiso con las tareas a realizar, ya que estos definen las metas y objetivos planteados por la entidad y enmarcan el trabajo y la productividad de los empleados, al igual que su disposición al cambio.

In this investigation the relation between the factors of psycho-social risk and the resistance to the change in the personnel of security of an organization of the tertiary economic sector of benefit of services was identified. It was made under a corelational cross-sectional design, through the application of the measuring instruments of resistance to the change (IMRC) and measurement of psycho-social risk (IMP). The established phases were: a) compilation of the information, document analysis and elaboration of measuring instrument of the resistance to the change, b) validation of both instruments by judges, c) establishment of contacts and pertinent authorizations to make the application pilot, d) application of both measuring instruments to collect the information necessary to carry out the corelational analysis and e) data analysis and presentation of the results report. The instruments were applied to 199 people who fulfilled the characteristics of the study. The results were analyzed with SPSS-13. It was find a 0.605 corelation with trustworthiness of 84% for change resistances, and 0.79 for psycho-social risk. These indices surpass the minimum of 0.50 established, which indicates a high level of trustworthiness and precision in the measurement of the attribute, this allows to predict a high level of trustworthiness in the evaluation of the variables in other applications. Between the most important implications of the study they are the necessity to extend the investigation to other elements related to the survival and growth of the organizations and confirmation of another battle area for the psychologist. Key words: Pycho-social risk factors, change, resistance to change.

The objective of this research was to find the relationship between organizational change and attitude change among workers in a company in Bogota. It was conducted under a cross-sectional correlational study, by applying the measuring instrument of change (BMI) and the range of attitudes towards change (EAC). To this end, a sample of 50 officers was taken and we applied the two instruments. In the results significant correlations are obtained between the variable of fear of the CAD tool and participation variables (integration) (r =-.375), communication (r =-.518), work (r =-.590), acceptance (r =-.369), knowledge of the organization (r =-.497), culture of change (r =-.429), design and development of change (r = -.650), group level (r = -.579), the instrument IMC. On the other hand, we found a variable relationship between EAc and cynicism of the instrument adaptability variables (r =-.488), participation (inclusion) (r =-.538), communication (r =-.518), work team (r = -.661), acceptance (r = -.546), knowledge of the organization (r = -.645), culture of change (r = -.398), management of change (r = -.481 ), design and development of change (r= -.685), individual level (r = -.390), group level (r = -.667), organizational level (r = -.599) of the IMC. We conclude that employees of the organization, had a favorability and flexible attitude towards change. 

The main goal of the study was to find the relationship between motivation and resistance to change in workers of a public sector company in Bogotá, Colombia. The study made contributions to Industrial/Organizational Psychology with regards to these two variables, specifically Supervision, Participation, Belonging, Communication, Teamwork, Job content, Leadership, Internal motivational conditions, Change culture, Individual and Group level, Authority acceptance, Preferred means, Task dedication, Passive resistance, Expectation, among others. An action field for the Psychologist is confirmed upon finding that controlling work conditions (with regards to motivation and factors that create resistance to change) in order to achieve an optimal performance is vital, and the perspective of Organizational Psychology becomes widened, since the Psychologist is a potential agent of change. 

The objective of this research was to determine the relationship of the communication process in the implementation of organizational change of a company in Bogota. The research was conducted under a cross-sectional and correlational design, through the application of organizational communication measuring instruments (BCC) and the measuring instrument of organizational change (BMI). 50 employees of a company in Bogota were the participants. A significant correlation was revealed between: the variables and sources of empirical knowledge of the organization; timely information and knowledge of the organization; leadership and timely information;ideal communication channels and culture change. This shows there is a relationship between organizational communication and organizational change.Keywords: organizational change, organizational communication, acceptance of change.