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"resumen" => "<span class="elsevierStyleSectionTitle">Objetivo</span><p id="spar0005" class="elsevierStyleSimplePara elsevierViewall">Describir la distribución de las puntuaciones de los factores de riesgo psicosocial de origen laboral en cuatro empresas según características personales y laborales de los trabajadores.</p> <span class="elsevierStyleSectionTitle">Métodos</span><p id="spar0010" class="elsevierStyleSimplePara elsevierViewall">Estudio transversal con una muestra de 890 trabajadores que participaron voluntariamente en cuatro empresas, con una tasa de respuesta conjunta del 34,5%. Los factores de riesgo psicosocial se midieron mediante un cuestionario autoadministrado que valoró la presencia de demanda, control y apoyo social, según la percepción del trabajador. El análisis estadístico se basó en el cálculo de la mediana y medidas de la dispersión de los factores de riesgo psicosocial para cada una de las empresas por separado, además de la descripción de su distribución según variables personales y laborales.</p> <span class="elsevierStyleSectionTitle">Resultados</span><p id="spar0015" class="elsevierStyleSimplePara elsevierViewall">La puntuación mediana para el apoyo social fue prácticamente igual a 5 en todas las empresas observándose una mayor variabilidad en la demanda psicológica (entre 13 y 16) y en el control (entre 20 y 26). Al comparar respecto a variables sociolaborales, observamos valores similares en el caso del apoyo social, pero no respecto al control y la demanda, que mostraron una mayor variación por sexo (varones), edad (menores de 40 años) y ocupación (administrativos).</p> <span class="elsevierStyleSectionTitle">Conclusión</span><p id="spar0020" class="elsevierStyleSimplePara elsevierViewall">Aunque la baja tasa de respuesta puede limitar la validez de estos resultados, éste es el primer estudio que valora la distribución de las puntuaciones de los factores de riesgo psicosocial en cuatro empresas diferentes en España, evidenciando la variabilidad entre las empresas para diferentes grupos de trabajadores. Este trabajo puede ser útil para realizar futuros estudios que exploren la factibilidad de definir valores de referencia útiles para la acción preventiva.</p>"
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"resumen" => "<span class="elsevierStyleSectionTitle">Objective</span><p id="spar0025" class="elsevierStyleSimplePara elsevierViewall">To describe the distribution of work-related psychosocial risk factor scores in four companies according to the personal and occupational characteristics of the workers.</p> <span class="elsevierStyleSectionTitle">Methods</span><p id="spar0030" class="elsevierStyleSimplePara elsevierViewall">Cross-sectional study of a sample of 890 workers in four companies who participated in this study voluntarily. The overall response rate was 34.5%. A self-administrated questionnaire was used to measure the presence of demand, control and social support according to the workers' perceptions. Statistical analyses were performed using median and dispersion measures of psychosocial risk factors for each company separately, as well as description of their distribution according to personal and occupational variables.</p> <span class="elsevierStyleSectionTitle">Results</span><p id="spar0035" class="elsevierStyleSimplePara elsevierViewall">The median score for social support was almost always equal to 5 for all four companies. However, there was greater variability in psychological demand (between 13 and 16), and for control (between 20 and 26). Comparison of the scores for social and occupational variables revealed similar values for social support but not for control and demand, which showed greater variation according to sex (men), age group (less than 40 years) and occupation (clerks).</p> <span class="elsevierStyleSectionTitle">Conclusions</span><p id="spar0040" class="elsevierStyleSimplePara elsevierViewall">Although the low response rate could limit the validity of our results, this is the first study to value the distribution of work-related psychosocial risk factor scores in four companies in Spain. Variability among companies for different groups of workers was found. This study could be useful for future studies exploring the feasibility of defining reference values for use in preventive measures.</p>"
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