Humberto Charles-Leija

Psychological wellbeing is a crucial aspect of human flourishing, yet validated assessment tools are needed across diverse linguistic and cultural contexts. This study aimed to adapt and validate the Healthy Minds Index (HMx) for Spanish-speaking populations (HMx-SV). The HMx-SV assesses four core dimensions of wellbeing: awareness, connection, insight, and purpose. We conducted exploratory and confirmatory factor analyses on data from two independent samples of university students (N = 362 and N = 1,594). The findings confirmed a four-factor structure, with strong internal consistency and convergent validity with established wellbeing measures. The HMx-SV demonstrated robust psychometric properties, making it a reliable and valid tool for assessing wellbeing in Spanish-speaking populations. By expanding access to a culturally adapted instrument, this study contributes to the broader understanding and promotion of psychological wellbeing in diverse communities.

It has been documented that there is a positive relationship between a worker’s subjective well-being and productivity, and individuals who are happy in their work have a better attitude when performing activities: happier employees are more productive. Turnover intention, on the other hand, may arise from various factors rather than merely the need to increase a salary, as the traditional economic theory states. The fact that the work performed does not contribute to the worker’s life purpose, that there might be a bad relationship with colleagues, or else might play a role in the search for a new job. This study aims to show the relevance of meaningful work in happiness at work and turnover intention. Data from 937 professionals, in 2019, in Mexico were analyzed. Regression analyses were used to assess the impact of meaningful work on happiness at work and turnover intention. Results show that meaningful work, feeling appreciated by coworkers, and enjoyment of daily tasks significantly predict happiness at work. A logit model showed that having a job that contributes to people’s life purpose, feeling appreciated, and enjoyment of daily tasks reduces turnover intention. The main contribution of the study is to identify the importance of elements of purpose and meaning in the work context, contributing to economic theory. Limitations include the use of single items from a more extensive survey, which might diminish the validity and reliability of the constructs under scrutiny. Future directions point towards the need for more robust indicators of the variables of interest, but the findings emphasize the importance of research focused on the meaning workers attribute to their own work and the effects this attribution might have on their own wellbeing, organizational results, and productivity, including a return of investment (ROI) indicators.

Well-being research has increased in recent years, making it essential to have validated tools that allow its measurement. The objective of this study was to adapt and validate the PERMA-Profiler in a sample of university students and employees in the Mexican educational context. Through a back-translation, an adaptation of the PERMA-Profiler questionnaire into Spanish was obtained. This version and other well-being measures were administered to a sample of 23,723 students (mean age = 21.50) and further to 2,783 employees (mean age = 36.08). Results showed acceptable reliability and good convergent and discriminant validity between well-being variables. PERMA score was strongly correlated with general well-being, positive affect, and life satisfaction, and slightly correlated with growth mindset and physical well-being. Confirmatory factor analysis using exploratory structural equation modeling revealed a better fit for the original structure of five factors, both in the sample of students and employees. Also, the results provide first indications for measurement invariance for gender and age. Validation of the PERMA-Profiler in the Mexican context showed good psychometric properties. It can be recommended as a valid tool for assessing well-being in the Spanish-speaking population.

This article is a theoretical discussion that seeks to describe the pillars that literature has identified as cornerstones for an organization to be positive meanwhile showing concern for its workers’ well-being. Four elements are proposed in this paper: the implementation of healthy organizational practices to contribute to the well-being (B) of employees; the (E) focus on positive leadership that involves feedback, communication, and goal setting; the presence of positive environments (A) for workers and meaningful work (T). The elements are integrated into the acronym BEAT (in Spanish). The presence of the components associated with a positive organization will generate greater well-being for workers with positive outcomes for organizations. The BEAT model allows the workers of an organization to evaluate their work, the relationship with their colleagues and leader, as well as the organization. Knowing the pillars of worker well-being within the firm will provide companies with the possibility of measuring and improving those pillars to achieve better organizational results. El presente artículo es una discusión teórica que busca describir los pilares que la literatura ha identificado como cruciales para que una organización sea positiva y demuestre preocupación por el bienestar de sus trabajadores. En el estudio se proponen cuatro elementos. Los aspectos planteados son la implementación de prácticas organizacionales saludables para contribuir al bienestar (B) de los colaboradores; el enfoque (E) en el liderazgo positivo que involucre retroalimentación, comunicación y planteamiento de metas; la presencia de ambientes (A) positivos para los trabajadores y el trabajo significativo (T). Los elementos se integran en el acrónimo BEAT. La presencia de los componentes asociados a una organización positiva generará en los trabajadores mayor bienestar y resultados organizacionales favorables para la empresa. El modelo BEAT permite que los trabajadores de una organización evalúen su trabajo, la relación con sus compañeros y líder, así como a la organización. Conocer los pilares del bienestar del trabajador dentro de la organización brindará a las empresas la posibilidad de medirlos y mejorarlos para lograr mejores resultados organizacionales.

Positive Psychology has been devoted to enhancing well-being within organizations during the first two decades of the current millennium. Unfortunately, little data is available on current assessment related to positive psychology practices in the workplace. Therefore, to assess organizational well-being in a valid and reliable way, a new scale has been created and validated by the Institute for Wellbeing and Happiness at Tecmilenio University in Mexico: the BEAT Questionnaire whose main contribution to previous models is the element of meaningful work. EFA and CFA were carried out to determine and confirm the scale’s structure; internal consistency tests were performed too; additionally, convergence with measures of engagement, labor resources, and worker relations were also confirmed, and discriminant validity was tested by comparing associations with job search intentions and negative relationships in the workplace, yielding an instrument with four clearly defined latent dimensions, composed by 24 highly consistent items, convergent with three other valid and reliable scales. All procedures complied with statistical requirements, delivering a valid and reliable instrument for measuring well-being in the workplace.

El presente estudio se enfoca en analizar los datos de encuestas de bienestar aplicadas en 2019 y 2020 a los alumnos de las preparatorias de Universidad Tecmilenio. Se utiliza un instrumento desarrollado en la Universidad de Pensilvania y validado en inglés y español para valorar el bienestar de los estudiantes. El instrumento mide los cinco pilares del bienestar propuestos por el modelo PERMA. El estudio identifica las diferencias en términos de bienestar reportado por los estudiantes. Se compara información del año previo a la pandemia e información levantada durante la contingencia sanitaria provocada por el Covid-19.

Chile ha vivido un milagro económico en las décadas recientes. Se redujo la desigualdad de ingreso, creció el ingreso per cápita y disminuyó sustancialmente la pobreza. En el año 2019 se evidenció un malestar de importantes segmentos de la población que el gobierno, los organismos internacionales y los expertos no anticiparon y no lograron explicar con base en sus modelos de progreso social. Esta investigación argumenta que los indicadores de desarrollo económico de uso frecuente son insuficientes para captar la situación de bienestar en la población y para apreciar el progreso de las sociedades. Se utilizan datos de bienestar subjetivo para mostrar que Chile es un caso de crecimiento económico sin mejora de bienestar.

El objetivo de la investigación es contrastar los niveles de satisfacción laboral entre emprendedores y empleados. Para el estudio se usan datos de la Encuesta de Bienestar Autorreportado (Biare) del 2014. Se estima un modelo logit ordenado utilizando como variable dependiente el nivel de satisfacción laboral. El estudio identificó que aquellas personas que emprenden tienen 4.07% más probabilidades de declararse muy satisfecho con su situación laboral. La originalidad del trabajo radica en ser pionero en el estudio de los emprendedores en referencia a su bienestar subjetivo en México.

El objetivo del presente estudio es formalizar de manera breve los elementos clave en la formulación y evaluación de proyectos. Se resaltan los componentes que involucran los pasos principales para desarrollar el plan de manera exitosa. La investigación es de corte documental y se abordan algunos ejemplos de agro emprendedores que realizaron estudios para los aspectos de mercado, técnicos o económicos. Con base en ello se destaca la importancia de considerar la mayoría de los factores presentes para lograr llevar a buen puerto los proyectos.