Objectives: To design and build-up an instrument to measure work stress based on the Karasek’s job-demand-control- support (JDCS) as well as to estimate its psychometric properties. Methods: several steps were implemented; a) systematic review of the literature, b) to determine the factorial structure of the scale, c) to apply natural semantic networks to identify the psychological meaning of factors in the scale, d) contrast the literature results with the semantic networks, e) to elaborate a reagent bank, f) to validate the scale with 60 expert judges, g) integration of the scale, h) application of the scale to 619 workers. Results: the scale had adequate validity construct and reliability values (Alpha-Cronbach of 0.711 and 0.890, respectively). Work stress positively correlated with job demand and negatively with job control. A higher work stress index was found among workers who p...

The aim of this study is to determine the validity and reliability of the Organizational Culture Types Scale (ETCO). For this purpose, a quantitative, non-experimental, crosssectional, and instrumental study was conducted. A non-probabilistic selection process was carried out with 418 subjects from both public and private companies in Mexico City. The results indicate that, by eliminating four out of the 92 items from its original version, the ETCO demonstrates adequate exploratory and confirmatory factorial validity, as well as high reliability. Furthermore, a comparative profile of organizational culture types is presented by type and size of companies and job level, which enables the support of organizational change and development strategies.

The aim of this study is to determine the validity and reliability of the Organizational Culture Types Scale (ETCO). For this purpose, a quantitative, non-experimental, crosssectional, and instrumental study was conducted. A non-probabilistic selection process was carried out with 418 subjects from both public and private companies in Mexico City. The results indicate that, by eliminating four out of the 92 items from its original version, the ETCO demonstrates adequate exploratory and confirmatory factorial validity, as well as high reliability. Furthermore, a comparative profile of organizational culture types is presented by type and size of companies and job level, which enables the support of organizational change and development strategies.

The aim of this study is to determine the validity and reliability of the Organizational Culture Types Scale (ETCO). For this purpose, a quantitative, non-experimental, crosssectional, and instrumental study was conducted. A non-probabilistic selection process was carried out with 418 subjects from both public and private companies in Mexico City. The results indicate that, by eliminating four out of the 92 items from its original version, the ETCO demonstrates adequate exploratory and confirmatory factorial validity, as well as high reliability. Furthermore, a comparative profile of organizational culture types is presented by type and size of companies and job level, which enables the support of organizational change and development strategies.