Browsing by Author "Raineri, Andres"

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    Cultural differences in intertemporal decision making: A comparison between Chile and China
    (2024) Raineri, Andres; Kausel, Edgar; Jin, Zhang; Chamorro, Natalia
    A cross-cultural comparison is made of delay discounting in samples of participants from Chile and China. Comparisons are made based on previous literature that suggests that individuals from an Asian culture should be willing to postpone delayed rewards more than are individuals from a Latin American culture. To test the cross-cultural validity of a hyperbolic discounting model, the model was fitted to both data sets. Additionally, a self-enhancement measure was evaluated as a potential mediator between culture of origin and delay discounting. Seventy-eight college students from China and 120 college students from Chile, with similar demographic backgrounds, discounted hypothetical monetary outcomes using an adjusting-amount titration procedure. Additionally, participants completed a self-enhancement measure. Age, academic major, gender, and grade point average were controlled. Chilean participants discounted much more steeply than Chinese nationals did. No support was obtained for the mediation of self-enhancement between culture of origin and degree of delay discounting. In both samples, delay discounting was better described by a hyperboloid than an exponential function, the only exception being the $10,000 condition in which the medians for Chilean participants' present subjective value were equally well explained by a hyperboloid and an exponential function.
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    Cultural Dimensions in Colombia and Chile According to the Spanish Version of the Dorfman and Howell Questionnaire
    (2022) Castaneda, Delio I.; Raineri, Andres; Ramirez, Camilo A.
    Culture influences the way people can be managed successfully according to the organizational objectives including sustainability. Hofstede ' s cultural dimensions have been widely studied in different contexts. Dorfman and Howell designed an instrument in English to measure those dimensions. However, there is no validated Spanish version for this instrument. The objective of this article is to provide to the Ibero-American community a Spanish version of the Dorfman and Howell instrument. The questionnaire was translated into Spanish and adapted to the Chilean and Colombian populations. The study included 1136 participants, 500 from Chile and 636 from Colombia. Exploratory and confirmatory factor analysis were supported by the KMO and the Bartlett tests. Results indicate a better fit of a five-factor model, in similarity with the English language original instrument, as follows: masculinity-femininity, paternalism, power distance, uncertainty avoidance, and individualism-collectivism. Construct validity of the scales was confirmed in the Chilean sample, showing results consistent with previous meta-analytical research. The Dorfman and Howell instrument is a valid questionnaire for the evaluation of cultural dimensions in Spanish-speaking populations. The measurement of culture is a tool that leaders have available to facilitate the understanding and management of people. Organizations with operations in different countries or with intercultural context may use the results of this instrument to tune up their interventions.
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    Fraud in the health systems of Chile: a detection model
    (PAN AMER HEALTH ORGANIZATION, 2009) Mesa, Francisco R.; Raineri, Andres; Maturana, Sergio; Maria Kaempffer, Ana
    Objectives. To develop a model for detecting cases of organized fraud in Chile based on data from the legal forms for medically authorized leave (formulario legal de licencia medica curativa-MAL) and to establish the relevance of this data to fraud detection.
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    Leaders' induced justice perceptions as mediator of the relation between participative leadership behaviors and team learning
    (2023) Raineri, Andres
    IntroductionIn today's complex and changing business environment organizations need to learn and adapt to emerging circumstances. Teams can be a preferred vehicle to facilitate solving challenges that require diverse perspectives and expertise, collaboration, and knowledge sharing among members. To support team learning, organizations need to understand and promote an appropriate environment that facilitates learning within teams. By drawing on Fairness Theory and Social Exchange Theory, this study explores the role of leader-induced justice perceptions as a mediator in the relationship of participative leadership and team learning.MethodsUsing a split-half team survey methodology with a sample of 211 teams, the study analyzes the role of team justice climate as a mediation mechanism in the relationship between participative leadership behaviors and team learning.ResultsResults from structural equation modeling analyses suggest that, at a team level, participative leadership behaviors have both a direct association with team learning and are partially mediated by the team's justice climate.DiscussionThis study contributes to existing literature by offering evidence that the perceptions of justice instilled by leaders play a role mediating participatory leadership and team learning. Moreover, the study supports the idea that leader induced justice perceptions can be considered as an aggregated construct at the team level. From a practical standpoint, the findings imply that team leaders can contribute to create an environment conducive to team learning by treating team members with fairness.
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    Psychological Safety and Work Design as Mediators of Supervisors' Dark Triad Traits Impact on Nurses' Task Performance
    (2024) Raineri, Andres; Cartes, Macarena
    Objectives This study investigates how nurse supervisors' Dark Triad personality traits (Machiavellianism, narcissism, psychopathy) influence nurses' task performance, mediated by perceptions of enriched work design (autonomy, task variety, social support, safe work conditions, feedback quality) and psychological safety.Methods A multisource approach was used to collect data from 256 manager-nurse dyads across various healthcare settings. Nurses completed surveys assessing their work design and psychological safety. Managers completed a self-assessment of Dark Triad traits and rated their nurse subordinates' task performance. Confirmatory factor analysis and structural equation modeling (SEM) were used for analysis.Results Supervisors' Dark Triad traits core component impacted nurses' task performance indirectly, mediated by psychological safety and nurses' perceptions of their enriched work design. Psychopathic traits revealed a significant direct negative effect on nurses' performance, while other Dark Triad traits did not show direct effects.Conclusion This study sheds light on key factors influencing nurses' performance, offering insights for healthcare organizations aiming to optimize work environments and improve team effectiveness.
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    Self-Improving Motivations and Collectivism The Case of Chileans
    (SAGE PUBLICATIONS INC, 2009) Heine, Steven J.; Raineri, Andres
    Much research reveals pronounced self-improving motivations among East Asians. A question remains whether similar patterns would emerge in non-Asian collectivist cultures. Research that has used self-report measures reveals mixed evidence regarding collectivist self-improvement. The present study assesses self-improving motivations among Chileans using a behavioral measure in a replication of an earlier experiment with Americans and Japanese by Heine and colleagues (2001). The results revealed that Chileans, like Japanese and unlike Americans, were more likely to switch tasks following success feedback than following failure feedback.
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    The role of inter-team relational coordination in the high-performance work systems-team performance linkage
    (2022) Raineri, Andres; Valenzuela-Ibarra, Sergio
    Building mainly upon the resource-based theory, social exchange theory, and relational theory, this paper integrates three research streams that propose how human capital, affective commitment, and inter-team relational coordination relate to each other in the mediation between high-performance work systems (HPWSs) and team performance. Questionnaires were distributed to employees and supervisors in 189 teams from different companies in Chile to test a sequential mediation model of the HPWS-team performance relationship, using the mediation paths of human capital and affective commitment as antecedents of inter-team relational coordination. Structural Equation Modeling is used to assess whether data support the hypothesized pathways. Results support a mediated sequential path in which HPWSs influence human capital and affective commitment, which in turn affect inter-team relational coordination, while the three mediators influence team performance. Furthermore, post-hoc analyses suggest that the Opportunities component of the Ability-Motivation-Opportunity (AMO) model of human resource practices has a stronger and direct impact on the inter-team relational coordination mediation path than the abilities and motivation components of the AMO model. This study contributes to the understanding of how human capital, affective commitment and inter-team relational coordination relate to each other within the mediation of HPWSs-team performance relationship.