Felisa Latorre

Interventions aimed at reducing stress levels and sick leave have been implemented from different perspectives for workers. The aim of this study is to analyze the effectiveness of two interventions, including Cognitive Behavioral Therapy and strategies and workshops enhancing well-being (Well-being Route), on stress and sick leave levels. A quasi-experimental design was employed, with three conditions (control group, n = 41; Well-being Route group, n = 36; and Well-being Route + Cognitive Behavioral Therapy group, n = 17). A two-way MANCOVA with one within-subjects factor (intervention: 2 levels, pretest (Time 1), posttest (Time 2)), one between-subjects factor (group: 3 levels, CG, WBR, and WBR+CBT), and a covariate (job control) was used for analysis. Baseline differences among groups were found. The interaction between the intervention and the three conditions was statistically significant. The findings suggest that WBR+CBT within organizations can effectively mitigate stress and sick leave among workers, although sick leave was measured with a single item.

Slovenská akadémia vied vykonáva špičkový základný výskum, dlhodobý strategický a aplikovaný výskum a vývoj a poskytuje prístup k vedeckej infraštruktúre.

Climate emergency poses not only environmental and economic challenges but also serious psychological consequences, contributing to growing levels of distress, anxiety, and helplessness. Despite increasing recognition of these effects, there is a lack of validated tools to assess how people cope emotionally and behaviorally with the climate crisis, especially in distinguishing between individual and social strategies. To address this gap, we developed and validated the Climate Emergency Coping Scale (CECS) through four studies conducted with Spanish samples. Study 1 ( n = 520) used qualitative analysis to identify coping strategies from open-ended responses, forming the basis for item generation. Study 2 ( n = 242) piloted the preliminary version to test its factorial structure and refine items. Study 3 ( n = 1,021) explored the factorial structure of the final 12-item scale using exploratory factor analysis, and Study 4 ( n = 1,064) confirmed the three-factor model—functional-individual, functional-social, and dysfunctional coping—while providing evidence of reliability, convergent, discriminant, incremental validity, and measurement invariance across gender, age, and education. The CECS offers a psychometrically robust instrument for assessing how individuals and communities cope with the emotional impact of the climate emergency. This scale provides a valuable framework for future research and intervention aimed at promoting adaptive coping and collective efficacy in the face of global environmental challenges.

Climate change (CC) is one of the most urgent challenges of our time. Research suggests that pro-environmental behaviors (PEB) are essential to address this crisis, encompassing sustainable consumption (e.g., recycling or saving energy) and active participation (e.g., protesting or donating). In this regard, young adults play a significant role as change agents. Considering the previous literature affirming the importance of CC emotions on PEB, this study aims to analyze the mediating role of eco-worry and eco-anxiety in the relationship between two cognitive antecedents (general willingness to behave pro-environmentally and CC agency) and two types of PEB (sustainable consumption and active participation). To do so, we gathered a sample of 308 young adults aged 18 to 30 years. Results show that eco-worry mediates the relationships between both antecedents (willingness and CC agency) with sustainable consumption and active participation. In contrast, eco-anxiety in young adults only mediates the relationship between CC agency and active participation. Our findings suggest that eco-worry plays a crucial role in promoting PEB more broadly, while eco-anxiety appears to be only relevant in influencing active participation. These results contrast with others observed in the adult population, so further studies are needed to confirm these findings.

Climate change (CC) is one of the most urgent challenges of our time. Research suggests that pro-environmental behaviors (PEB) are essential to address this crisis, encompassing sustainable consumption (e.g., recycling or saving energy) and active participation (e.g., protesting or donating). In this regard, young adults play a significant role as change agents. Considering previous literature affirming the importance of CC emotions on PEB, this study aims to analyze the mediating role of eco-worry and eco-anxiety in the relationship between two cognitive antecedents (general willingness to behave pro-environmentally and CC agency) and two types of PEB (sustainable consumption and active participation). To do so, we gathered a sample of 308 young adults aged 18 to 30 years. Results show that eco-worry mediates the relationships between both antecedents (willingness and CC agency) with both sustainable consumption and active participation. In contrast, eco-anxiety in young adults only mediates the relationship between CC agency and active participation. Our findings suggest that eco-worry plays a crucial role in promoting PEB more broadly, while eco-anxiety appears to be only relevant in influencing active participation. These results contrast with others observed in the adult population, so further studies are needed to confirm these findings.

El trabajo es una condición fundamental de la vida humana pero puede resultar disfuncional por acarrear consecuencias indeseadas y nefastas en determinadas situaciones. En este contexto se entiende la recuperación del trabajo (recovery) como contrapunto a los procesos de tensión a los que se ve sometida la persona en su puesto de trabajo. Dentro de las diferentes estrategias que los trabajadores ponen en marcha para recuperarse, resultan de especial relevancia las llevadas a cabo fuera de su horario laboral. El interés científico en esta materia queda patente en la publicación de numerosas revisiones sistemáticas en los últimos años. El objetivo de este estudio es clarificar y aportar evidencia sobre los resultados de las revisiones sistemáticas realizadas hasta la fecha. Así, se realizó una revisión paraguas de revisiones sistemáticas y metaanálisis sobre la recuperación laboral fuera del horario de trabajo. Para ello se llevó a cabo una búsqueda sistemática de documentos potencialmente relevantes en seis bases de datos, tanto temáticas como multidisciplinares. Se recuperaron ocho revisiones sistemáticas y metanálisis que cumplieron los criterios de inclusión establecidos. El análisis de contenido de los trabajos seleccionados permitió identificar diversas perspectivas o encuadres en el estudio de la recuperación laboral externa: (a) el período temporal; (b) las características del trabajo; (c) las experiencias de recuperación; (d) las actividades de recuperación; (e) los procesos que impiden que la recuperación sea efectiva; y (f) las variables cercanas al proceso de recuperación. Asimismo, se sistematizaron las principales variables sustantivas de naturaleza laboral y psicosocial consideradas en los diversos trabajos. Se discute la escasa atención prestada en los estudios revisados a las posibles diferencias culturales que podrían afectar al proceso de recuperación. Además, ninguna investigación hace mención especial a la pandemia por la COVID-19 en la recuperación laboral, ni tampoco a la potencial influencia de las nuevas realidades laborales en auge como el teletrabajo o los espacios virtuales compartidos (co-working).

Inequality between women and men in top management positions is still a current reality where women are underrepresented. Gender discrimination against women in managerial positions violates the Sustainable Development Goal of gender equality. Gender discrimination affects women but also has negative consequences for employee output. Our aim is analyzing how the role of gender moderates the relationship between gender barriers to managerial positions and performance, mediated by organizational justice and commitment, and whether this relationship is stronger in women than in men. This study was carried out with 1278 employees (45.2% women and 54.8% men) of a Spanish financial group consisting of three different organizations. We performed a moderated mediation path analysis with Mplus. Results show that some gender barriers are associated with lower perceptions of organizational justice, which in turn are associated with lower organizational commitment, thus reducing performance. Moreover, this relationship is significant in men and women for work–family balance and barriers to accessing influential networks, but for unfair HR policies and practices, it is only significant in women. Removing gender barriers and unfairness perceptions is the goal that will contribute to organizational sustainability from the gender perspective.

The COVID-19 pandemic has impacted the economic market and labor contexts worldwide. Brazil has suffered one of the worst social and governmental managements of the COVID-19 crisis, forcing workers and organizations to develop coping strategies. This environment can affect both well-being and performance at work. Sustainable well-being at work refers to different patterns of relationships between performance and well-being. It may include eudaimonic (e.g., Meaning of Work—MOW) or hedonic (e.g., emotions) forms of well-being. This study tests the moderating role of recovery from work stress in the relationship between flexibility i-deals and patterns of sustainable well-being at work in Brazilian teleworkers. We relied on two studies to achieve this objective. In Study 1, conducted during the pandemic’s first outbreak in Brazil (N = 386), recovery experiences moderated the relationship between i-deals and clusters formed by performance and MOW (eudaimonic happiness). In Study 2, conducted during the second outbreak (N = 281), we identified relationships between clusters of emotions (hedonic happiness) and MOW (eudaimonic) with performance. The results supported the idea that recovery experiences moderated the relationship between i-deals and patterns of sustainable well-being at work differently. Our findings have implications for Human Resource Management and teleworkers, especially for employee behaviors to deal with stress.

Psychological contract (PC) describes the labor relationships through the different promises made by the employer towards the employees and the promises made by employees to their employer. PC mutuality is defined as the agreement about whether these promises were actually made. Mutuality is a key element in PC theory. The aim of this study is to test a mediation model of relationships between PC mutuality and work related outcomes, through PC fulfillment. We analyze whether PC mutuality regarding promises made by the employer are significantly related to employees’ affective, attitudinal, and behavioral work-related outcomes, and whether fulfillment of PC promises mediates these relationships. The sample was composed of 942 employees and their HR managers from 47 organizations in three sectors (food, education, and sales). Mediation model is tested, using the bootstrapping technique developed by Hayes (2009). The study provides support for the hypothesized mediation model. Results show that PC mutuality predicts work-related outcomes such as job satisfaction, well-being, organizational commitment, intention to quit, in-role perceived performance, and perceptions of PC violation, and that PC fulfillment partially mediates these relationships. These findings provide theoretical insights into PC theory, highlighting the relevance of PC mutuality. They offer practical suggestions for companies about the importance of achieving mutuality in their relationships with employees in order to increase positive work-related outcomes.

In the construction sector, there is a high risk for accidents, injuries, and fatalities, particularly for migrant workers who comprise a large proportion of the workforce. This article presents a systematic literature review of current safety training provision for migrant construction workers. In the interests of rigor, we draw on the learning, training transfer, and training effectiveness literatures, exploring not only the extent to which training brings about the intended outcomes, in terms of enhanced safety behaviors, and reduced accidents and injuries, but also the factors that influence learning and transfer of training back to the working environment. The literature search revealed only 18 peer-reviewed articles have been published since 2000, which is particularly surprising, given the disproportionate accident and fatality rates for migrant workers. Consequently, we propose a research agenda to enhance safety training for low skilled, migrant and native construction workers, drawing on cognitive and social constructivist instructional design models, which view training as a dynamic process involving active participation of trainees. We advocate the importance of attending to the situational context in which workers are embedded, including labor market conditions, social relations, and cultural differences. Finally, we propose the need for further longitudinal, multidimensional research to evaluate the impact of safety training on learning, transfer of training, and individual- and organizational-level outcomes, such as behavior change, and accident and fatality rates. (PsycInfo Database Record (c) 2020 APA, all rights reserved).