This study examined whether the frequency of interaction with robots while working (FIR) was indirectly related to eudaimonic well-being (personal growth at work) via job autonomy, work engagement, and emotional exhaustion. We also tested whether employees’ attitude toward robots moderated these relationships. The sample was composed of 299 employees from a manufacturing company. Results showed a positive relationship between FIR and job autonomy. Moreover, we found a significant indirect “effect” of FIR on personal growth at work through job autonomy and work engagement. These relationships were moderated by attitude toward robots, which showed an enhancing effect. Our findings contribute to understanding how working with robots are affecting jobs and employees’ work experiences.
The literature has consistently shown that authentic leadership and transformational leadership are associated with positive employee behaviours, although the distinction between the two leadership styles remains a subject of debate. This study examines the relationship between the two leadership styles and employees’ intrapreneurial behaviour, considering the mediating role of optimism, self-efficacy, hope, and affective commitment. Based on a sample of 292 employees in the service sector in Spain, the results show that both leadership styles are negatively associated with intrapreneurial behaviour. However, these relationships are partially explained by the mediating effects of self-efficacy and optimism. The findings suggest a possible overlap between authentic and transformational leadership and highlight the importance of contextual and perceptual factors in understanding how leadership relates to intrapreneurial behaviour at work.
Nowadays, organizations are facing talent shortages with important costs. Talent management plays an important role in reducing turnover intention, and this relationship is often explained by the mediating role of employee engagement. This meta-analysis examines the relationships among these variables following PRISMA guidelines. Based on 29 studies, the results confirm talent management practices are significantly and negatively related to turnover intention, while employee engagement partially mediates this relationship. In addition to it, the study tested several moderators, none of them explaining the variance in effect sizes. This suggests that the observed relationships may be relatively stable across different demographic and contextual contexts, but also proposes some methodological challenges in the assessment of moderators. The findings highlight the importance of employee engagement as a key mechanism through which talent management practices influence turnover intention, and they call for further research into alternative mediators and more nuanced moderator analyses. This is the first meta-analysis to quantitatively synthesize these three variables, offering robust evidence for future theory and practice. En la actualidad, las organizaciones se enfrentan a escasez de talento con importantes costes. La gesti & oacute;n del talento desempe & ntilde;a un papel importante en la reducci & oacute;n de la intenci & oacute;n de abandono y esta relaci & oacute;n se explica frecuentemente por el papel mediador del compromiso de los empleados. Este metan & aacute;lisis examina las relaciones entre estas variables siguiendo las directrices PRISMA. A partir de 29 estudios, los resultados confirman que las pr & aacute;cticas de gesti & oacute;n del talento se relacionan significativa y negativamente con la intenci & oacute;n de abandono, mientras que el compromiso de los empleados media parcialmente esta relaci & oacute;n. Asimismo, se analizaron diversos moderadores, ninguno de los cuales explic & oacute; la varianza en los tama & ntilde;os del efecto, lo que indica que las relaciones observadas pueden ser relativamente estables en distintos contextos demogr & aacute;ficos y contextuales, aunque tambi & eacute;n plantea algunos desaf & iacute;os metodol & oacute;gicos en la evaluaci & oacute;n de los moderadores. Los resultados destacan la importancia del compromiso de los empleados como mecanismo clave a trav & eacute;s del cual las pr & aacute;cticas de gesti & oacute;n del talento influyen en la intenci & oacute;n de abandono y apuntan a la necesidad de investigar mediadores alternativos y an & aacute;lisis de moderadores m & aacute;s precisos. Se trata del primer metan & aacute;lisis que sintetiza cuantitativamente estas tres variables, ofreciendo una prueba robusta para la teor & iacute;a y la pr & aacute;ctica futuras.
Objectives: This study aims to conduct a systematic review and quantitative synthesis of burnout among firefighters, a professional group exposed to highly demanding situations. Eligible studies assessed burnout using validated instruments and examined its relationship with at least one additional variable, and were published in English or Spanish. Only studies using the Maslach Burnout Inventory and reporting zero-order associations were included in the quantitative synthesis.Results: Following PRISMA guidelines, 35 studies published between 2006 and 2025 were identified, of which 15 were included in the quantitative synthesis. Study quality was assessed using the Joanna Briggs Institute tool. Burnout was associated with individual, organisational, and contextual factors and, consistent with the Job Demands-Resources model, both job demands and resources showed moderate associations with burnout.Conclusions: Overall methodological quality was high, but findings should be interpreted with caution due to heterogeneity across studies, cross-sectional designs, and potential reporting biases. Objetivos: El objetivo de este estudio es realizar una revisi & oacute;n sistem & aacute;tica y una s & iacute;ntesis cuantitativa del burnout en bomberos, un grupo profesional expuesto a situaciones altamente demandantes. Se han incluido estudios que evaluaban el burnout mediante instrumentos validados y analizaban su relaci & oacute;n con al menos una variable adicional y que hab & iacute;an sido publicados en ingl & eacute;s o espa & ntilde;ol. Para la s & iacute;ntesis cuantitativa & uacute;nicamente se incluyeron los estudios que empleaban el Maslach Burnout Inventory y que reportaban asociaciones de orden cero.Resultados: Siguiendo las directrices de PRISMA, se identificaron 35 estudios publicados entre 2006 y 2025, de los cuales solo 15 se inclu & iacute;an en la s & iacute;ntesis cuantitativa. La calidad metodol & oacute;gica se evalu & oacute; con la herramienta de evaluaci & oacute;n cr & iacute;tica del Joanna Briggs Institute. El burnout se asoci & oacute; con factores individuales, organizacionales y contextuales y, de acuerdo con el modelo de Exigencias y Recursos laborales, tanto unas como otras mostraron asociaciones moderadas con el burnout.Conclusiones: La calidad metodol & oacute;gica en conjunto ha sido grande, aunque los resultados deben interpretarse con cautela por la heterogeneidad de los estudios, el predominio de dise & ntilde;os transversales y los posibles sesgos a la hora de informar.
This study examines whether self-demand, work engagement, and job crafting predict silent emotional exhaustion, conceptualized as concealed emotional fatigue that may remain behaviorally unexpressed. A total of 200 service-sector employees in Spain completed self-report measures, including a brief exploratory index of silent emotional exhaustion adapted to capture concealment. Descriptive statistics, Pearson correlations, and multiple regression analyses were conducted. Self-demand was positively associated with silent emotional exhaustion, whereas work engagement was associated with lower levels of this outcome. Job crafting showed a negative but non-significant relationship. The regression model explained 25.4% of the variance (R 2 = .254; adjusted R 2= .242; cross-validated R 2 = .17; f & sup2; = .34). These findings highlight the relevance of identifying employees who remain outwardly functional while experiencing concealed emotional strain. Implications are discussed for psychosocial prevention and monitoring practices, as well as for future longitudinal research aimed at improving detection and intervention in organizational settings. El estudio analiza si la autoexigencia, el compromiso con el trabajo y el redise & ntilde;o del puesto de trabajo predicen el agotamiento emocional silencioso, entendido como la fatiga emocional oculta que puede permanecer sin traducci & oacute;n comportamental. Una muestra de 200 trabajadores del sector servicios en Espa & ntilde;a cumplimentaron medidas de autoinforme, entre las cuales se incluy & oacute; un breve & iacute;ndice exploratorio de agotamiento emocional silencioso adaptado para poder captar el ocultamiento. Se llevaron a cabo estad & iacute;sticas descriptivas, correlaciones de Pearson y an & aacute;lisis de regresi & oacute;n m & uacute;ltiple. La autoexigencia se asociaba positivamente con el agotamiento emocional silencioso mientras que el compromiso con el trabajo se asociaba con niveles inferiores de este resultado. El redise & ntilde;o del puesto muestra una relaci & oacute;n negativa aunque no significativa. El modelo de regresi & oacute;n explica el 25.4% de la varianza (R 2 = .254; R 2 ajustada = .242; R 2 con validaci & oacute;n cruzada = .17; f & sup2; = .34). Los resultados destacan la importancia de reconocer a los trabajadores que siguen abiertamente operativos a la vez que experimentan una tensi & oacute;n emocional oculta. Se comentan las implicaciones que puede haber para la prevenci & oacute;n y el seguimiento, as & iacute; como para la investigaci & oacute;n futura dirigida a mejorar la detecci & oacute;n e intervenci & oacute;n en entornos organizativos.
Creative performance refers to employees' ability to generate and apply novel and useful ideas that contribute to organizational effectiveness. This study analyzes the functioning of three brief self-report creative performance scales for their use in Spanish-speaking work contexts. Four-hundred and five Spanish employees across diverse occupational backgrounds (48.6% women). The analyses supported the undimiensional structure of the scale, its realibility and measurement invariance across gender. Evidence of validity was provided through strong associations with creative self-efficacy (CSE), other job performance dimensions, and Big Five personality traits. Hierarchical regression analyses demonstrated that CSE and the personality traits, i.e., openness, extraversion, and negative emotionality, predicted creative performance. In conclusion, the three scales offer reliable and valid tools for assessing creative performance in Spanish-speaking organizational contexts; however, the scale by Tierney et al. (1999) performs better. The discussion addresses implications for both research and practice, particularly in advancing the study of creative performance. El desempe & ntilde;o creativo se refiere a la capacidad de los empleados para generar y aplicar ideas novedosas y & uacute;tiles que contribuyen a los resultados organizacionales. Este estudio analiza el funcionamiento de tres escalas breves de autoinforme de desempe & ntilde;o creativo para su uso en contextos laborales de habla hispana. Las escalas seleccionadas han demostrado elevada validez y fiabilidad en estudios realizados en otros pa & iacute;ses. Se recogieron datos de 405 empleados espa & ntilde;oles de diversas profesiones (48.6 % mujeres). Los an & aacute;lisis factoriales confirmatorios respaldaron la estructura unidimensional de las escalas, aunque el ajuste del modelo vari & oacute; entre los instrumentos. Los coeficientes de fiabilidad fueron satisfactorios para las tres medidas. Se estableci & oacute; la invarianza de la medici & oacute;n en funci & oacute;n del g & eacute;nero, lo que permite comparaciones v & aacute;lidas respecto a esta variable. Se proporcion & oacute; evidencia de validez mediante fuertes asociaciones con la autoeficacia creativa (AC), otras dimensiones del desempe & ntilde;o laboral y los rasgos de personalidad del Big Five. Los an & aacute;lisis de regresi & oacute;n jer & aacute;rquica demostraron que la AC y los rasgos de personalidad apertura a la experiencia, extraversi & oacute;n y emocionalidad negativa predijeron el desempe & ntilde;o creativo. En conclusi & oacute;n, las tres escalas ofrecen herramientas fiables y v & aacute;lidas para evaluar el desempe & ntilde;o creativo en contextos organizacionales de habla hispana; sin embargo, la escala de Tierney et al. (1999) presenta un mejor funcionamiento. Se comentan las implicaciones tanto para la investigaci & oacute;n como para la pr & aacute;ctica, particularmente en el avance del estudio del desempe & ntilde;o creativo.
Drawing on Affective Events Theory, Event System Theory, and Appraisal Theory, we examine how six discrete emotions arise in daily work. A total of 102 employees provided 1,499 diary entries describing salient events and rating their valence, strength, and emotional impact. Happiness emerged as the most frequent and intense emotion, whereas fear and disgust appeared less often yet could still be powerful. The interaction event valence-event strength predicted every emotion except fear, for which only strength mattered. Gender had minimal effects on intensity but did shape reporting frequency. The analysis also clarifies which event categories typically trigger each emotion-for example, goal attainment for happiness, injustice perceptions for anger, or safety concerns for fear-providing a fine-grained map of affective antecedents. Overall, the findings refine theory by showing that workplace affect extends beyond a simple positive-negative divide. Organizations may shape emotional climates by fostering positive, strong events and mitigating negative, high-impact ones. Bas & aacute;ndonos en la Teor & iacute;a de los Acontecimientos Afectivos, la Teor & iacute;a de los Sistemas de Eventos y la Teor & iacute;a de la Valoraci & oacute;n, examinamos c & oacute;mo surgen seis emociones discretas en el trabajo cotidiano. Para ello, 102 empleados proporcionaron 1,499 registros diarios en los que describ & iacute;an experiencias laborales importantes y evaluaban la valencia, la fuerza y el impacto emocional. La alegr & iacute;a apareci & oacute; como la emoci & oacute;n m & aacute;s frecuente e intensa, mientras que el miedo y el asco surgieron con menor frecuencia, aunque pod & iacute;an ser muy intensos. La interacci & oacute;n entre valencia y fuerza predijo todas las emociones excepto el miedo, para el cual solo la fuerza result & oacute; relevante. El g & eacute;nero apenas influy & oacute; en la intensidad de las emociones, pero s & iacute; en la frecuencia de aparici & oacute;n. El an & aacute;lisis llevado a cabo tambi & eacute;n aclara qu & eacute; categor & iacute;as de eventos desencadenan preferentemente cada emoci & oacute;n-por ejemplo, la consecuci & oacute;n de objetivos para la alegr & iacute;a, percibir injusticia en el enfado o preocuparse por la seguridad en el caso del miedo-ofreciendo un mapa detallado de los antecedentes afectivos. Los resultados mejoran la teor & iacute;a al mostrar que el afecto laboral es m & aacute;s rico que una simple divisi & oacute;n positivo-negativo. Las organizaciones pueden moldear activamente el clima emocional potenciando experiencias positivas y intensas, al tiempo que aten & uacute;an los sucesos negativos con gran repercusi & oacute;n en el d & iacute;a a d & iacute;a.
Becoming a veterinarian requires ample effort, consequently, quitting prematurely can feel like a personal failure. Three antecedents of quitting—working hours, overload, and burnout—were explored by conducting a moderated mediation analysis. The study included 459 self-employed veterinarians (74.3% women). Nearly fifty percent reported working over 50 hours per week. High levels of overload were observed, while burnout and turnover intention slightly exceeded mean scores. The moderated mediation analysis results indicated that the direct correlation between working hours and propensity to quit was not significant; however, moderated mediation was confirmed, as burnout acted as a mediator and overload as a modulator. Specifically, when the veterinarians worked long hours and experienced high levels of stress due to overload, their burnout scores increased, which in turn heightened their propensity to quit. These findings have practical implications, offering insights that could help reduce quitting rates by improving healthcare support for this group of professionals.
The objective of this study was to examine the incremental validity of measures of Organisational Disenchantment and Enchantment over demographic, personality, burnout and workaholism factors in explaining Counterproductive Work Behaviours (CWB). Four hundred adults participated in an online survey to assess their Big Five personality traits, job burnout, disenchantment, enchantment, workaholism (considering both facet and domain levels), and self-reported CWBs. Our analysis revealed that participant sex, along with the personality traits of Agreeableness and Neuroticism, were significantly associated with job disenchantment and enchantment. Further, a regression analysis with CWB as the criterion variable indicated that sex, age, job disenchantment, and low levels of Conscientiousness accounted for approximately 27 % of the variance in these behaviours. Implications are considered.
This study investigated the impact of emotional salary cues in job advertisements on perceptions of organizational warmth and competence, as well as intentions to respond to the advertisement. Two groups of participants (n =132) were randomly assigned to evaluate either a traditional job advertisement or one with emotional salary components. Participants rated the advertisements on warmth and competence dimensions and indicated their intention to respond. A univariate analysis of variance was conducted to examine the interaction between warmth and competence across conditions. A significant interaction between warmth and competence in influencing the intention to respond to job advertisements was found (F(2, 128) = 10.434, p 0.001, ηp2 = .143). Advertisements featuring emotional salary components were associated with a narrower range of responses between competence and warmth measures. The inclusion of emotional salary elements led to a slight increase in the intention to respond to the advertisement, though the effect was modest. The findings support the applicability of the Stereotype Content Model to organizational contexts in job advertisements. Emotional salary cues may contribute to a more balanced perception of organizations, addressing both warmth and competence dimensions simultaneously. While these cues can positively influence job seekers' perceptions, they may not be sufficient alone to dramatically alter application behaviors. Future research should explore specific emotional salary components and their long-term effects on job satisfaction and retention.
In recent years, significant changes have occurred in the workforce regarding types of employment, and the traditional contract between employees and employers has evolved into various forms, including those of freelancers, whose contractual arrangements differ from those of traditionally employed salaried employees. We conducted a study that examined questions related to managers' perceptions of the freelancer trend and their willingness to recommend freelancers. To this end, we distinguished between various organizational positions. A quantitative study was conducted in which participants completed an online survey we developed. The survey measures the freelancers’ demographic and employability characteristics and their economic added value. The current study included 465 participants who were recruited by the PROLIFIC platform (https://www.prolific.co/), a service offering online recruitment of respondents. Three separate two-way multivariate analysis of covariance (MANCOVA) tests were conducted, each with two dependent variables. The independent variables included attitudes toward the employment of freelancers (more employees than freelancers, equal numbers of employees and freelancers, and more freelancers than employees), as well as economic considerations regarding payments to freelancers (freelancers paid less than employees, paid equally, or paid more). These were categorized by three roles: managerial, core professional, and routine operations, with age serving as a covariate. Summary of the findings indicates that for the three roles examined, a significant main effect was found for the independent variable attitudes for the dependent variable perception of the freelancer trend. However, a significant main effect for the independent variable in attitudes on the dependent variable willingness to recommend freelancers was found only for the core professional and routine operations roles but not for the managerial role. Due to the novelty of this subject, our pioneer research discloses sizeable theoretical and practical implications that advance academic knowledge and significantly benefit organizations.
As flexible work arrangements gain popularity, the effects of working from home (WFH) on employee behavior have become increasingly relevant. This study investigates how Big Five personality traits influence remote work productivity, cyberslacking, and counterproductive work behavior (CWB), compared to office-based work. In an online survey, N = 106 employees reported their personality traits, weekly WFH proportion, and work behaviors. Results showed that conscientiousness and a higher WFH proportion were positively related to productivity. Conscientiousness also negatively correlated with cyberslacking and CWB. No moderating effect of conscientiousness on the WFH–behavior link was found. These findings suggest that personality impacts work behavior, though its role across work settings may be overstated.
Previous literature has highlighted the relevance of subjective well-being (SWB) and academic performance (AP) in predicting job performance. However, less research has been focused on the relationship between SWB and AP. This study examines the relationship of SWB and its components (cognitive and affective) and overall AP, as well as its dimensions (task, contextual, counterproductive, and innovative academic performance). We also examine whether there are sex differences in these variables. The sample consists of 328 university students. The results show that: (1) the cognitive component of SWB (i.e., life satisfaction) correlates with the four dimensions of AP as well as with overall AP; (2) the affective component of SWB correlates with overall AP and with some of its dimensions; (3) significant sex differences were found in the affective component, but not in the cognitive component, of SWB; (4) significant differences between males and females in AP and its dimensions were also found (except in innovative performance); (5) life satisfaction and sex explain up to 20% of the variance in AP and its dimensions. Finally, the theoretical and practical implications of the results are discussed and new avenues for future research are suggested. La literatura previa ha destacado la importancia del bienestar subjetivo (BS) y el desempe & ntilde;o acad & eacute;mico (DA) para predecir el desempe & ntilde;o laboral. Sin embargo, se ha investigado menos la relaci & oacute;n entre el bienestar subjetivo y el desempe & ntilde;o acad & eacute;mico. Este estudio analiza la relaci & oacute;n entre el BS y sus componentes (cognitivo y afectivo) y el DA global, as & iacute; como sus dimensiones (tarea, contextual, contraproductivo e innovador). Tambi & eacute;n se examina si existen diferencias en funci & oacute;n del sexo en estas variables. La muestra est & aacute; formada por 328 estudiantes universitarios. Los resultados muestran que: (1) el componente cognitivo del BS (es decir, satisfacci & oacute;n con la vida) correlaciona con las cuatro dimensiones del DA y con el DA global, (2) el componente afectivo del BS correlaciona con el DA general y con algunas de sus dimensiones, (3) se observaron diferencias significativas en funci & oacute;n del sexo en el componente afectivo del BS pero no en el cognitivo, (4) tambi & eacute;n se observaron diferencias significativas entre hombres y mujeres en el DA y sus dimensiones (excepto en el desempe & ntilde;o innovador) y (5) la satisfacci & oacute;n con la vida y el sexo de la persona explican hasta el 20% de la varianza del DA y sus dimensiones. Por & uacute;ltimo, se abordan las implicaciones te & oacute;ricas y pr & aacute;cticas de los resultados y se sugieren nuevas l & iacute;neas para futuras investigaciones.
Recent research suggests that employee well-being plays a key mediating role in transmitting the positive effects of telework on productivity. However, there are circumstances in which employee satisfaction with telework is insufficient for employee productivity. To improve our theoretical understanding of the circumstances under which satisfied teleworkers do not necessarily feel productive while teleworking, we drew on the conservation of resources and job demands-control theories. We tested the hypothesis that there is a strong relationship between satisfaction with teleworking and self-perceived productivity when the alternative to telework required depleting many personal resources. Also, we hypothesized that when teleworking conditions make it challenging to meet job demands this relationship was attenuated. To test our hypotheses, we performed moderation analysis using data from 426 employees teleworking from Mexico City. We shed light on the circumstances under which employees see working from home as a win-win arrangement for them and their employers. Investigaciones recientes indican que el bienestar de los empleados desempe & ntilde;a un papel mediador fundamental en la transmisi & oacute;n de los efectos positivos del teletrabajo en la productividad. No obstante, hay circunstancias en las que la satisfacci & oacute;n de los empleados con el teletrabajo no es suficiente para mejorar su productividad. Para ampliar nuestra comprensi & oacute;n te & oacute;rica de las situaciones en las cuales los empleados satisfechos con el teletrabajo no necesariamente se sienten productivos, nos basamos en las teor & iacute;as de conservaci & oacute;n de recursos y control de demandas laborales. Nuestra hip & oacute;tesis plantea la existencia de una relaci & oacute;n fuerte entre la satisfacci & oacute;n con el teletrabajo y la productividad autopercibida cuando la alternativa al teletrabajo implica la utilizaci & oacute;n excesiva de recursos personales. Tambi & eacute;n planteamos la hip & oacute;tesis de que dicha relaci & oacute;n se debilita cuando las condiciones del teletrabajo dificultan la satisfacci & oacute;n de las demandas laborales.Para comprobar nuestras hip & oacute;tesis, realizamos un an & aacute;lisis de moderaci & oacute;n con datos obtenidos de 426 empleados que teletrabajaban desde la Ciudad de M & eacute;xico. El estudio proporciona informaci & oacute;n valiosa sobre las circunstancias en las que los empleados consideran el trabajo desde casa como una opci & oacute;n favorable tanto para ellos como para sus empleadores.
Workplace incivility (WI) constitutes low-intensity deviant behavior in the workplace characterized by an ambiguous intent to harm and violating mutual norms of respect. Whereas outcomes of WI are well-researched, far fewer studies have investigated its antecedents. In a cross-sectional, correlational study with two large samples (N = 467 and N = 483), we examined personality traits, conflict management styles (CMS), and markers of marginalized group status as predictors of WI as well as organizational policies and norms as moderators. Results show that agreeableness, conscientiousness, and neuroticism predicted WI, with the integrating and dominating CMS partially mediating most of these relationships. Additionally, women and individuals with non-normative gender identities reported being targeted more than men. Organizational policies and norms proved to be inconsequential. These findings emphasize the role of both individual behaviors and identity-based targeting in WI. Conflict resolution training and manager awareness may help reduce WI, particularly for vulnerable groups. La descortes & iacute;a en el trabajo es un comportamiento desviado de baja intensidad que se caracteriza por un intento ambiguo de hacer da & ntilde;o y de infringir las normas de respeto mutuo. Los comportamientos descorteses se han estudiado bien, pero los estudios que investigan sus antecedentes escasean. Mediante un estudio transversal correlacional utilizando dos amplias muestras (467 y 483 sujetos) analizamos los rasgos de personalidad, estilos de gesti & oacute;n de conflictos y los marcadores de la condici & oacute;n de grupo marginado como precursores de la descortes & iacute;a, y las pol & iacute;ticas y las normas organizativas como moderadoras. En los resultados se aprecia que la simpat & iacute;a, la diligencia y el neuroticismo predec & iacute;an la descortes & iacute;a y los estilos de gesti & oacute;n de conflictos, integrador y dominante, mediando parcialmente la mayor & iacute;a de las relaciones. Adem & aacute;s, las mujeres y las personas que ten & iacute;an una identidad de g & eacute;nero no normativa manifestaban que eran objeto de intimidaci & oacute;n m & aacute;s que los hombres. Las pol & iacute;ticas y normas de la organizaci & oacute;n resultaron intranscendentes. Los resultados destacan el papel que juegan en la descortes & iacute;a tanto los comportamientos individuales como la intimidaci & oacute;n por motivos de identidad. La formaci & oacute;n en resoluci & oacute;n de conflictos y la toma de conciencia de la direcci & oacute;n pueden contribuir a disminuir la descortes & iacute;a, sobre todo en grupos vulnerables.
Fatigue can lead to negative workplace consequences. Within a job demands-resources framework, this study examines: (a) latent profiles of job demands and job and personal resources, (b) associated fatigue levels, (c) profile stability over time, and (d) how job-crafting and self-undermining influence profile membership and transitions, impacting fatigue. Data was collected from Spanish employees at two time points (T1, n = 749; T2, n = 228) and analyzed using latent profile and latent transition approaches. Results revealed three stable profiles: (1) limited leadership resources and moderate workload, (2) moderate resources and moderate workload, and (3) high resources and moderate-high workload, with the latter showing lowest fatigue levels. Job-crafting predicted both maintenance of favorable profiles and transitions toward high-resource profiles. Self-undermining showed no significant effects. Findings highlight job crafting's importance in maintaining beneficial resource-demand profiles that prevent workplace fatigue, suggesting organizations should promote job-crafting behaviors as effective fatigue management strategies. La fatiga puede acarrear consecuencias negativas en el lugar de trabajo. En el marco te & oacute;rico de las demandas-recursos laborales, este estudio analiza: (a) los perfiles latentes de las demandas laborales y los recursos laborales y personales, (b) el grado de fatiga asociada, (c) la estabilidad de los perfiles a lo largo del tiempo y (d) c & oacute;mo influyen el desarrollo propio de destrezas y el autosocavamiento en la pertenencia a perfiles y en las transiciones y c & oacute;mo afectan a la fatiga. Se recogieron los datos de personas empleadas en Espa & ntilde;a en dos momentos (T1, n = 749; T2, n = 228) y se analizaron utilizando an & aacute;lisis de perfiles y transiciones latentes. Los resultados identificaron tres perfiles estables: (1) recursos limitados de liderazgo y carga de trabajo moderada, (2) recursos moderados y carga de trabajo moderada y (3) recursos elevados y carga de trabajo moderada-alta, siendo estos & uacute;ltimos los que ten & iacute;an un nivel menor de fatiga. El desarrollo propio de destrezas explicaba tanto el mantenimiento de perfiles favorables como las transiciones hacia perfiles de recursos elevados. El autosocavamiento no mostr & oacute; efectos significativos. Los resultados subrayan la importancia del desarrollo propio de destrezas en la pertenencia a perfiles favorables de recursos-demandas que previenen la fatiga laboral, lo que indica que las empresas deber & iacute;an fomentar el desarrollo propio de destrezas como una estrategia eficaz de gesti & oacute;n de la fatiga.
This study investigates the impact of a workplace sleep program on employee well-being using a pre-post intervention design. Conducted at a large public university, the program aimed to address sleep-related issues among early-career researchers. A total of 49 participants took part in a series of psychoeducational sessions that focused on sleep hygiene, relaxation techniques, and the relationship between stress and sleep. Participants wore actigraph devices to objectively measure their sleep patterns both before and after the intervention, with follow-up assessments conducted four months later. The results indicated significant improvements in both objective and self-reported sleep, as well as overall well-being. Additionally, participants reported reduced perception of exposure to workplace bullying behaviors. These findings suggest that implementing structured sleep programs can be an effective strategy for organizations seeking to enhance employee well-being and mitigate the adverse effects of sleep deprivation. Este estudio investiga el efecto de un programa de sue & ntilde;o en el trabajo en el bienestar de los empleados, utilizando un dise & ntilde;o de intervenci & oacute;n pre-post. Realizado en una gran universidad p & uacute;blica, el programa tuvo como objetivo abordar problemas relacionados con el sue & ntilde;o en investigadores en las primeras etapas de su carrera. Un total de 49 participantes asistieron a sesiones psicoeducativas centradas en la higiene del sue & ntilde;o, t & eacute;cnicas de relajaci & oacute;n y la relaci & oacute;n entre el estr & eacute;s y el sue & ntilde;o. Los participantes llevaron act & iacute;grafos para medir objetivamente sus patrones de sue & ntilde;o antes y despu & eacute;s de la intervenci & oacute;n, con una evaluaci & oacute;n del seguimiento realizada cuatro meses despu & eacute;s. Los resultados dieron cuenta de mejoras significativas en el sue & ntilde;o objetivo como en el autoinformado, as & iacute; como en el bienestar general. Adem & aacute;s, los participantes reconocieron una reducci & oacute;n de la percepci & oacute;n de la exposici & oacute;n a comportamientos de acoso psicol & oacute;gico en el trabajo. Los resultados indican que la puesta en marcha de programas de sue & ntilde;o puede ser una estrategia eficaz en las empresas que buscan aumentar el bienestar de sus empleados y mitigar los efectos negativos de la privaci & oacute;n de sue & ntilde;o.
The aim of this study is to examine the association between organisation's affective commitment and employees' organisational citizenship behaviour. Considering that this association could be indirect, we propose the AMO [abilities, motivation, and opportunities] model and perceived organisational support as mediator variables. Using a sample of 102 HR managers and 306 trade union representatives of Spanish hotels, we found no direct but indirect association, with two sequential mediation effects: (1) the AMO model mediates between the organisation's affective commitment and perceived organisational support; and (2) the perceived organisational support mediates between the AMO model and organisational citizenship behaviour. In short, organisation's affective commitment is not sufficient alone to drive employee organisational citizenship behaviour. Organisations must translate their affective commitment into positive actions (via the AMO model) and these actions must be actually perceived by employees. El objetivo de este estudio consiste en analizar la asociaci & oacute;n entre el compromiso afectivo de la organizaci & oacute;n y el comportamiento ciudadano organizativo. Considerando que esta asociaci & oacute;n pudiera ser indirecta, proponemos el modelo HMO [habilidades, motivaci & oacute;n y oportunidades] y la percepci & oacute;n de apoyo de la empresa como variables mediadoras. Utilizando una muestra de 102 directores de RRHH y 306 representantes sindicales de hoteles espa & ntilde;oles, observamos que esta asociaci & oacute;n no es directa sino indirecta y se produce a trav & eacute;s de dos efectos de mediaci & oacute;n secuenciales: (1) el modelo HMO media entre el compromiso afectivo de la organizaci & oacute;n y la percepci & oacute;n de apoyo organizativo y (2) la percepci & oacute;n de apoyo de la organizaci & oacute;n media entre el modelo HMO y el comportamiento ciudadano organizativo. En resumen, el compromiso afectivo de la organizaci & oacute;n por s & iacute; solo no es suficiente para impulsar el comportamiento ciudadano organizativo. Las empresas deben traducir su compromiso afectivo en acciones positivas (a trav & eacute;s del modelo HMO), que sean realmente percibidas por los empleados.
This study investigates how strength-based leadership functions within the Spanish Armed Forces. Strength-based leadership is a model that emphasizes leveraging personal strengths to enhance leadership capabilities and organizational performance. The research aims to explore the influence of strength-based leadership in relation to branch, rank, and gender among Commissioned Officers in the Spanish Armed Forces. The study was conducted using a sample of Commissioned Officers from the Army, Navy, Air and Space Force, and Joint Corps, differentiated by rank and gender. The Strengths Leadership Questionnaire was used to measure the following dimensions: Implementer, Innovator, Motivator, Analytical, and Mediator. The main conclusions of this research indicate that there is a greater, though not statistically significant, application of strength-based leadership among members of the Army. No appreciable differences were observed regarding rank or gender among military leaders. The results highlight the importance of developing a leadership model that considers individual strengths, with potential for extending its application to other Spanish military units. Este estudio examina el liderazgo basado en fortalezas dentro de las Fuerzas Armadas espa & ntilde;olas, centr & aacute;ndose en su influencia seg & uacute;n el cuerpo, empleo y g & eacute;nero de los oficiales. El liderazgo basado en fortalezas aprovecha las capacidades personales para mejorar el liderazgo y el rendimiento organizacional. La investigaci & oacute;n tom & oacute; una muestra de oficiales del Ej & eacute;rcito de Tierra, la Armada, el Ej & eacute;rcito del Aire y del Espacio y los Cuerpos Comunes, utilizando el Cuestionario de Liderazgo en Fortalezas para evaluar cinco dimensiones: Implementador, Innovador, Motivador, Anal & iacute;tico y Mediador. Los resultados muestran un uso ligeramente mayor, aunque no estad & iacute;sticamente significativo, del liderazgo basado en fortalezas en el Ej & eacute;rcito de Tierra, sin diferencias notables en cuanto a rango o g & eacute;nero. El estudio destaca la importancia de un modelo de liderazgo que incorpore las fortalezas individuales y apunta a la posibilidad de ampliar su aplicaci & oacute;n a otras unidades militares espa & ntilde;olas.
Counterproductive work behaviors (CWB) threaten the well-being of organizations and their members and harm the achievement of organizational results. Thus, the objective of this study was to investigate the moderating role of ethical climate in the relationship between task conflict and CWB. A sample of 268 Brazilian workers responded to the scales of task conflict, ethical climate (benevolent, principles and rules, and independence and instrumentalism) and CWB (abuse, sabotage and production deviance, withdrawal, and theft). Hierarchical multiple regression showed that task conflict had a moderate positive correlation. Moderation was significant only to the climate of independence and instrumentalism, which became the relationship between task conflict and CWB of abuse stronger; and for the climate of principles and rules, which has become the relationship between task conflict and CWB of sabotage and deviation of production weaker. The results suggest that in a context of task conflict, climate management assumes greater relevance.
