Miguel Ángel Mañas-Rodríguez

En ausencia de claridad en la definición de sus funciones, los empleados reducen la generación de nuevos recursos estructurales, lo cual, a su vez, se asociará con una disminución de la esperanza de éxito profesional. Las organizaciones deben analizar que los recursos son efectivos para reducir la influencia negativa de esta demanda. Este proyecto propone profundizar en el efecto del clima de apoyo en la reducción de la influencia negativa de la ambigüedad del rol sobre el aumento de los recursos estructurales y la esperanza. La muestra fue de 339 empleados del personal de servicios en una universidad pública. Los resultados encontrados muestran un efecto total de modulación del clima de apoyo que cambia la influencia de la ambigüedad del rol sobre la capacidad de desarrollar nuevos recursos estructurales y su esperanza de ser positivos. Podemos concluir que el desarrollo de políticas de apoyo para los empleados de las administraciones públicas transformará la ambigüedad en la definición de sus funciones en un desafío para ellos.

Objectives: The aim of this study was to psychometrically validate the Spanish version of the Polish SDM-20 questionnaire ( Skala Doświadczania Mobbingu ) as a screening instrument for assessing workplace mobbing in occupational health settings. Material and Methods: A cross-sectional online...

El presente estudio tuvo como objetivo realizar la adaptación cultural y el análisis de la estructura factorial y de la fiabilidad de la versión reducida del test de clima organizacional FOCUS-93 en una muestra de empleados colombianos. La prueba se aplicó a 569 participantes, con una edad promedio de 33.98 años (DE = 11.14, rango: 18-68 años), incluyendo 240 hombres (42.40 %) y 326 mujeres (57.60 %), con tres datos faltantes (0.53 %), y una permanencia media en la empresa reportada de 5.15 años (DE = 6.04). La adaptación cultural se llevó a cabo mediante la evaluación de expertos, y la validación se realizó a través del análisis factorial. Los hallazgos indican que el cuestionario debe expandirse a 14 ítems y respaldan el modelo original compuesto por cuatro dimensiones (apoyo, innovación, orientación y reglas), ya que presentaron los mejores indicadores de ajuste factorial (CFI = 0.99, RMSEA = 0.04) en comparación con otros modelos propuestos. Además, se observaron indicadores adecuados de ajuste estructural (CFI = 0.99, TLI = 0.99, RMSEA = 0.04) tanto en unidimensionalidad y ortogonalidad como en un modelo de segundo orden. La prueba también mostró valores favorables en términos de consistencia interna, lo que respalda su confiabilidad tanto en la evaluación total como en sus subescalas. Finalmente, se analizaron los aspectos teóricos relacionados con la medición del clima organizacional y sus dimensiones con el fin de proporcionar una visión integral de la validez y robustez del instrumento.

Self-efficacy is a personal resource that mediates between antecedent and consequent variables. This study aimed to analyze the influence of a supportive climate on dedication through the mediation of self-efficacy and the moderating role of job tenure among public employees, within the framework of the Job Demands-Resources Theory. The sample consisted of 325 public employees, all belonging to the administrative staff of a Spanish university, who completed a sociodemographic and work-related data sheet, the FOCUS-93 (First Organizational Climate/Culture Unified Search), the PCQ-12 (Psychological Capital Questionnaire), and the UWES-9 (Utrecht Work Engagement Scale). Data were analyzed using descriptive statistics, Pearson's correlation coefficient, and regression analysis with PROCESS. The findings suggest that the influence of a supportive climate on dedication through self-efficacy was positive. Furthermore, higher job tenure moderates the relationship between a supportive climate and self-efficacy. In conclusion, the perception of a supportive climate influences dedication through the mediating of self-efficacy, but this moderates by job tenure. The theoretical and practical implications for public management are discussed. Cultivating resources such as a supportive climate and self-efficacy becomes a healthy organizational practice that improves dedication, especially among employees with longer job tenure.

The Objective Structured Clinical Examination (OSCE) is a widely implemented tool in healthcare education that provides a structured way to assess clinical and theoretical competencies through simulated scenarios. Although its effectiveness in improving performance and confidence is acknowledged, its non-traditional format compared to conventional exams can generate significant anxiety among students due to unfamiliarity and perceived difficulty. Background/Objectives: To evaluate anxiety and acceptance of the OSCE among nursing students. Methods: A descriptive-correlational, cross-sectional study was carried out with undergraduate nursing students (n = 105) from the University of Almería. Data were collected using an online questionnaire including sociodemographic variables, the Three-Factor Anxiety Inventory (TFAI) to measure cognitive, physiological, and regulatory anxiety, and a 14-item scale assessing perceptions and acceptance of the OSCE. Data analysis was conducted using SPSS version 29, with statistical significance established at p < 0.05. The study followed the STROBE guidelines. Results: Female students reported significantly higher levels of cognitive and physiological anxiety, primarily associated with fear of mistakes and failure, compared to male students. Male participants expressed greater confidence in their ability to perform tasks, especially in the regulatory anxiety dimension. Third-year students experienced stronger physical symptoms of anxiety but evaluated the OSCE more positively than fourth-year students, who showed less favorable perceptions. Conclusions: The OSCE is perceived as a valuable and realistic assessment tool in nursing education but is also associated with substantial anxiety. Gender and academic year differences highlight the importance of implementing targeted interventions to reduce anxiety and provide support during OSCE processes.

Universities are higher education institutions where knowledge is discussed and disseminated, serving as a key element in the future of society. However, their employees face high levels of role ambiguity, especially after COVID-19. Studies suggest this ambiguity reduces intellectual engagement, the relationship between these variables may not be linear, but curvilinear. This study examines how perceived role ambiguity affects intellectual engagement among 122 technical employees at a public university. The results confirm the existence of a curvilinear asymmetric U-shaped influence. Higher ambiguity initially reduces intellectual engagement, but becomes a challenge at medium levels, boosting it. These results highlight ambiguity’s dual nature in public administration, showing it can evolve from a negative stressor to a motivational factor driving intellectual engagement.

This study aims to examine the link between leaders’ support and employees’ dedication as a central dimension of engagement. We also test the mediation of a supportive climate in this connection, as well as the moderating role of resilience in the relationship between leaders’ support and the perception of the supportive climate. The study employs a quantitative approach, with data collected from 394 employees across 15 companies within a holding company in Colombia. The results substantiate that resilience plays a crucial role in magnifying the relationship between leaders’ support and employees’ perception of a supportive climate. This heightened perception, in turn, correlates positively with increased dedication at work (B = .024, SE = .107, 95% BC CI from .004 to .045). This research contributes to the existing body of knowledge by unveiling the significance of resilience as a key factor that amplifies the link between leaders’ support and the perception of a supportive climate. While the study provides valuable insights, certain limitations exist. The findings are based on data from a specific sector in Colombia, and generalisability to other contexts may be constrained. Future research could explore diverse industries and geographical regions for a more comprehensive understanding. The findings of this research offer practical insights for organisations and leaders seeking to enhance employee dedication. Understanding the interplay between leaders’ support, supportive climate, and the moderating effect of resilience can inform the development and implementation of effective human resource strategies.

Public employees face a growing array of professional challenges, and psychological capital (PC) has emerged as a valuable resource to address them. Workplace supervised exercise (WSE) programs can improve physical fitness and personal resources, though their adoption in organizations is limited. This study examines the impact of a long-term WSE program on the psychological capital of public administration employees. Fifty-five participants completed PC questionnaires and attended at least 40% of the sessions; 49.1% were women, and 40% were over 50 years old (age range: 24–73 years). A quasi-experimental design without a control group was used with a longitudinal design, and a nine-month WSE program (from October to June) was implemented. The data show gender-specific variations in PC patterns. Among men, incremental increases were observed over the three measurement intervals, with statistical significance achieved only in self-efficacy and hope. Among women, an upward trend was observed between October and February without statistical significance, followed by a slight decline. The results suggest that the WSE program may enhance personal resources, particularly hope and self-efficacy, highlighting the importance of tailoring WSE programs to the specific characteristics of the target group.

Public employees face a growing array of professional challenges, and psychological capital (PC) has emerged as a valuable resource to address them. Workplace Supervised Exercise (WSE) pro-grams can improve physical fitness and personal resources, though their adoption in organiza-tions is limited. This study examines the impact of a long-term WSE program on the psychologi-cal capital of public administration employees. Fifty-five participants completed PC question-naires and attended at least 40% of the sessions; 49.1% were women, and 40% were over 50 years old (age range: 24-73 years). Using a quasi-experimental design without a control group, the nine-month program (October to June) included measurements in October, February, and June. The data show gender-specific variations in PC patterns. Among men, incremental increases were observed over the three measurement intervals, with statistical significance achieved only in self-efficacy and hope. Among women, an upward trend was observed between October and February without statistical significance, followed by a slight decline. The results suggest that the WSE program may enhance personal resources, particularly hope and self-efficacy, highlighting the importance of tailoring WSE programs to the specific characteristics of the target group.

When analyzing occupational safety factors, a human factor is associated with 80–90% of incidents and accidents that occur. Controlling this factor is essential when it comes to creating healthy and safe organizations. Personality traits have shown great relevance when understanding the behavior of safety or self-protection in the workplace, affecting the motivation of subjects and, therefore, their behavior. The objective of this study is to analyze the influence of the extraversion trait on compliance with safety rules and behaviors, while evaluating the mediating effect of motivation for safety in health professionals. The sample is composed of 183 nurses and wardens of a hospital in Spain. The obtained results confirm the hypotheses raised, validating the negative influences of extraversion on motivation for security and compliance with norms, behaviors, and security, while verifying the effect of the total mediation of motivation for security in the influence of extraversion on security compliance. This confirms the effect of this personality trait on employees’ safety behaviors, and the possibility of reducing this influence by controlling personal motivations with interventions from the organization.