The Role of Personal Demands and Personal Resources in Enhancing Study Engagement and Preventing Study Burnout

Using a 1-year longitudinal design, we examined the role of personal demands and personal resources in long-term health impairment and motivational processes among master students. Based on the job demands-resources theory and transactional model of stress, we hypothesized that students’ personal demands (i.e., irrational performance demands, awfulizing and irrational need for control) predict perceived study demands one year later, and indirectly relate to burnout. Furthermore, we predicted that personal resources indirectly associate with study engagement via students’ perceived study resources one year later. These hypotheses were tested in a sample of Dutch master students (N = 220 at T1 and T2) using structural equation modelling. As hypothesized, personal demands and personal resources at T1 predicted study demands and study resources one year later (T2, β = .25–.42, p <. 05), respectively. Study-home interference [study demand] mediated the association between personal demands and burnout (β = .08, p = .029), whereas opportunities for development [study resource] mediated the association between personal resources and study engagement (β = .08, p = .014). Hence, personal demands and personal resources relate indirectly to students’ burnout and engagement one year later via a heightened level of specific study demands and study resources. Accordingly, the present research expands the propositions of the JD-R Theory by proposing personal demands as a relevant factor for students’ long-term well-being. (AU)

La Teoría de las Demandas y Recursos Laborales: Nuevos Desarrollos en la Última Década / [Job Demands-Resources theory: New developments over the last decade]

Este artículo realiza una descripción general de la teoría de las demandas y recursos laborales (DRL). Se describen los supuestos básicos y se destacan los nuevos hallazgos empíricos e innovaciones teóricas en relación con la teoría. Se analizan cuatro innovaciones principales de la última década, a saber: (a) el enfoque persona × situación de la DRL, (b) la teoría DRL multinivel, (c) nuevos enfoques proactivos en dicha teoría y (d) el modelo de recursos trabajo-hogar. Después de examinar las implicaciones prácticas, se profundiza en las posibles investigaciones futuras que incluyan intervenciones desde la teoría DRL, enfoques de equipo y demandas y recursos de otros ámbitos de la vida.(AU)

This article gives an overview of Job Demands-Resources (JD-R) theory. We outline the basic propositions and highlight new empirical findings and theoretical innovations in relation to the theory. We discuss four major innovations of the past decade, namely (a) the person × situation approach of JD-R, (b) multilevel JD-R theory, (c) new proactive approaches in JD-R theory, and (d) the Work-Home Resources model. After discussing practical implications, we elaborate on opportunities for future research, including JD-R interventions, team-level approaches, and demands and resources from other life domains.(AU)

Analyzing the Correlation Between the Psychological Atmosphere and Sports Employees' Proactive Responsibility in the Sports Industry / Análisis de la correlación entre la atmósfera psicológica y la responsabilidad proactiva de los empleados deportivos en la industria del deporte

With the advent of the new era of employer economy, as the foundation of the enterprise operation, the enterprise staff has become an important resource for the long-term and stable development of the enterprise and the continuous acquisition of their own competitive advantages. How to mobilize the enthusiasm of employees, make employees take the initiative to take responsibility, enhance the sense of belonging to the enterprise, has become an important proposition of the current enterprise organization and management. Based on this background, from the perspective of organizational advantage, this study explores the mechanism of how organizational advantage stimulates employees' responsible behavior by creating a positive psychological atmosphere. At the same time, combined with the questionnaire data of enterprises, this study quantitatively studies the influence of psychological atmosphere on employees' responsibility behavior from the perspective of advantage. Finally, combined with the analysis results, feasible suggestions are put forward for managers to optimize their own enterprise organization and management, create a good psychological atmosphere, and stimulate employees' sense of duty performance and responsibility.(AU)

Team Building and Employee Behaviour: The Role of Employees Sports Involvement, Work Environment, and Participated Leadership / Formación de equipos y comportamiento de los empleados: el papel de los empleados Participación deportiva, entorno laboral y liderazgo participativo

The cultivation of healthy Work Environments, coupled with the enhancement of Employee Behaviour through effective team building, holds significant importance. There is an increasing scholarly focus on examining the impact of employees' participation in sports on team dynamics and interpersonal relationships within the workplace. The behaviour of employees is significantly impacted by the Work Environment, encompassing both the physical setting and the organisational culture. Furthermore, the implementation of participatory leadership fosters a sense of unity within the team and enhances overall performance through the engagement of team members in the decision-making process. Hence, the objective of this research is to examine the correlation among engagement in sports, the Work Environment, and participative leadership, thereby illustrating their collective impact on team cohesion and Employee Behaviour within contemporary organisational settings. The study was conducted by the researcher using a deductive approach grounded in quantitative research methodology. Research findings indicate a positive correlation between employees' engagement in sports activities, enhanced teamwork, and overall workplace conduct. Moreover, empirical evidence suggests that the presence of a conducive Work Environment, coupled with the implementation of participative leadership practices, significantly contributes to the development of a positive organisational culture and the promotion of desirable employee conduct. Nevertheless, the research has predominantly utilised quantitative data, thereby excluding qualitative perspectives that could provide a more comprehensive understanding of the underlying concepts driving the observed correlations.(AU)

Empowering Employee Engagement: The Efficacy of Sports Activities as Stress Coping Mechanisms / Potenciar el compromiso de los empleados: la eficacia de las actividades deportivas como mecanismos para afrontar el estrés

The significance of staff engagement in organisational performance lies in the enhanced efficiency and job satisfaction experienced by engaged individuals. Sports activities have been acknowledged as effective methods for enhancing employee involvement in the workplace. These endeavours not only enhance athletic motivation but also foster a sense of teamwork, leading to a more cohesive work environment. In addition, these programmes aid in promoting the physical well-being of employees by offering stress management techniques that have the potential to enhance overall health and performance. Hence, the objective of this research is to examine the impact of athletic activities on staff engagement, specifically focusing on sports motivation and engagement, team collaboration, and the physical fitness of employees as mechanisms for managing stress. The data has been gathered from the workforce in Saudi Arabia. The researcher employed an online survey methodology. The findings of the study indicate a significant and positive correlation between sports motivation and increased staff engagement. This correlation is accompanied by notable improvements in athletic motivation and team cooperation, which serve as effective strategies for enhancing job engagement. Nevertheless, the effectiveness of sports activities in promoting employee engagement is contingent upon factors such as the industry, organisational culture, and demographic composition. The limited consideration of contextual aspects in previous research has resulted in a constraint on the generalizability of findings to various organisations.(AU)

Effects of Work-Life Balance, Work Experience, Employees Involvement in Sports, and Employees Attitude towards Sports on Employees Job Performance: Mediating Role of Work Involvement / Efectos del equilibrio entre la vida personal y laboral, la experiencia laboral, la participación de los empleados en los deportes y la actitud de los empleados hacia los deportes en el desempeño laboral de los empleados: papel mediador de la participación laboral

On a global scale, various industries encounter the challenge of providing goods and services of superior quality, thereby requiring a proficient workforce that demonstrates exceptional Job performance. The equilibrium between professional and personal commitments, employment background, and engagement in athletic activities are all significant factors that influence the efficiency of employees. Hence, the objective of this research is to examine the relationship between work-life balance, sports participation, work experience, work engagement, and the Job performance and productivity of employees in Saudi Arabia. In this quantitative study, the researcher employed a non-probability purposive sampling method to select participants. The data was collected through an online platform. Subsequently, the researcher employed the statistical software SPSS to analyse the data gathered from the participants. Research findings indicate that there is a correlation between employees' improved work-life balance, increased work experience, and active participation in sports activities, leading to a positive influence on their work engagement and ultimately enhancing their Job performance. Nevertheless, it is important to consider that participants in the study may have exhibited response biases such as acquiescence bias, which refers to the tendency to agree with statements, and leniency bias, which refers to the inclination to evaluate everything in a positive or negative manner. These biases have the potential to impact the accuracy of the data collected.(AU)

The influence of sports on the psychological state of employees from the perspective of the corporate culture / La influencia del deporte en el estado psicológico de los empleados desde la perspectiva de la cultura corporativa

This research is conducted to determine, from the perspective of corporate culture, the effect of sports on the psychological state of employees. This study examined the employees of a business unit company, including frontline production personnel, office technicians, and company management personnel, to determine their health status and physical activity participation. The questionnaire was used to capture data for this study, and Smart PLS 3 was used to analyze the results. From the corporate culture perspective, the empirical findings supported sports' influence on employees' psychological state. This study presented novel conclusions regarding the impact of athletics on the psychological health of students. The research has contributed to expanding the corpus of knowledge with significant theoretical implications. The practical implications of this study are beneficial for enhancing the psychological well-being of employees within the corporate culture through athletics. Future studies are required to resolve the limitations of the current investigation.(AU)

Heavy Work Investment, Workaholism, Servant Leadership, and Organizational Outcomes: A Study among Italian Workers / [La inversión en trabajo pesado, la adicción al trabajo, el liderazgo de servicio y los resultados organizativos: un estudio en trabajadores italianos]

Heavy Work Investment (HWI) is a construct that comprises both workaholism and work engagement. We tested a path analysis model on 364 Italian workers, with servant leadership as a predictor of HWI and HWI as a predictor of Organizational Citizenship Behaviors (OCB) and Counterproductive Work Behaviors (CWB). We also performed ANOVAs and MANOVAs. Among the main findings, servant leadership is a positive predictor of both workaholism and work engagement. Work engagement is a positive predictor of OCB and a negative predictor of CWB. Conversely, workaholism, is a positive predictor of CWB, but it does not predict OCB. Hence, we encourage implementing soft-skills interventions aimed at making leaders aware of the different worker types in their organization to develop tailored measures to foster work engagement rather than workaholism. Also, we recommend controlling for work engagement when analyzing workaholism, given the different findings that arose when controlling or not controlling for work engagement.(AU)

La inversión en trabajo pesado (ITP) es un constructo que abarca la adicción al trabajo y la implicación en el mismo. Pusimos a prueba un modelo de análisis de trayectorias con 364 trabajadores italianos utilizando el liderazgo de servicio como predictor de la ITP y esta como predictora a su vez de comportamientos de ciudadanía organizativa (CCO) y de comportamientos contraproductivos en el trabajo (CCT). Llevamos a cabo también ANOVA y MANOVA. Entre los resultados obtenidos está que el liderazgo de servicio predice positivamente el CCO y negativamente la implicación en el trabajo. Por el contrario, la adicción al trabajo predice positivamente el CCT pero no el CCO. De este modo proponemos llevar a cabo intervenciones en destrezas “blandas”, que hagan conscientes a los líderes de los diferentes tipos de trabajadores en su empresa para desarrollar medidas adaptadas, que potencien la implicación en el trabajo antes que la adicción al mismo. También recomendamos que se controle la implicación en el trabajo al estudiar la adicción al mismo, siendo el resultado diferente si ese control se produce o no.(AU)

The Role of Job Crafting and Psychological Capital in the Relationship between Job Autonomy and Work Engagement: A Serial Mediation Model

Work engagement is a scientifically consolidated variable, due to its fundamental role in business practice. To increase work engagement in companies, it is necessary to know which variables are antecedents and how they relate to each other. These variables include job autonomy, job crafting, and psychological capital. This research evaluates the relationships between job autonomy, job crafting, psychological capital, and work engagement. Specifically, based on the job demands and resources model and the conservation of resources theory, the study examines these relationships in a sample of 483 employees, through a serial mediation model. The results show that job crafting, and psychological capital mediates the relationship between job autonomy and work engagement. These results have practical implications for interventions to promote employee work engagement. (AU)

La Influencia de la Autocompasión en el Desempeño Laboral: el rol Mediador de la Mentalidad de Crecimiento / The Influence of Self-Compassion on Job Performance: The Mediating Role of Growth Mindset

El aprendizaje de estrategias para favorecer el bienestar ante un contratiempo y, a la vez, mejorar el desempeño, puede ser útil en la vida laboral de las personas. El objetivo del presente estudio fue explorar la relación entre la autocompasión y el desempeño laboral, contemplando la mentalidad de crecimiento como variable mediadora. Participaron 210 trabajadores que respondieron online a las versiones en español de los cuestionarios Implicit Theories of Intelligence Scale, Individual Work Performance Questionnaire y Self-Compassion Scale Short-Form. Se realizaron análisis de correlación mediante SPSS y análisis de mediación con PROCESS. Los resultados indicaron la existencia de relaciones significativas y positivas entre las variables. Además, se encontró un efecto indirecto significativo de la autocompasión sobre el desempeño laboral a través de la mentalidad de crecimiento. Se concluye que la mentalidad de crecimiento puede mediar totalmente el efecto de la autocompasión sobre el desempeño laboral (AU)

Learning strategies to promote well-being in the face of adversity and, at the same time, improve performance, can be useful in people’s working lives. The aim of the present study was to explore the relationship between self-compassion and work performance, considering growth mindset as a mediating variable. A total of 210 workers responded online to the Spanish versions of the Implicit Theories of Intelligence Scale, Individual Work Performance Questionnaire, and Self-Compassion Scale Short-Form. A correlational analysis was performed using SPSS and a mediational analysis with PROCESS. The results indicated the existence of significant and positive relationships between the variables. In addition, a significant indirect effect of self-compassion on job performance through growth mindset was found. It is concluded that growth mindset can fully mediate the effect of self-compassion on job performance (AU)

Understanding the Link among employee well-being, training, HRM practices, and organizational citizenship behavior among employees of Football Sports in Bahrain / Comprender el vínculo entre el bienestar de los empleados, la capacitación, las prácticas de gestión de recursos humanos y el comportamiento cívico organizacional entre los empleados de Football Sports en Bahrein

Sports play a crucial role in enhancing the tourism industry of a country. In this respect, sports-related personnel are indispensable. Determining the impact of HRM, training, and employee well-being on employee engagement and organizational citizenship was the primary objective of this study. This study also evaluated employee commitment's role as a mediator. Data were obtained from Bahraini employees participating in football activities for this purpose. The respondents provided the information by completing questionnaires. The survey was disseminated to Bahraini employees who participated in football athletics. The valid response rate for the investigation was 73.62 percent. The gathered data were analyzed using SEM and the cutting-edge PLS 3.3.9 application. The study's findings indicate that HRM practices, training, and well-being positively affect employee commitment. Additionally, employee commitment positively affects organizational citizenship behavior. However, this research supports the mediating effect of employee dedication. These findings are useful for future academic study and football decision-makers in Bahrain regarding relevant HR policies.(AU)

Career Don’t Stop Believing: Career Empowerment as a Mediator between Hope and Organizational Outcomes / [No dejes de creer en la carrera profesional: empoderamiento de carrera como mediador entre la esperanza y los resultados organizacionales]

The growing trend towards individual career management requires understanding the driving forces of career changes. In the current study we explore how personal resources, namely hope, optimism, self-efficacy, and social support are associated with the motivational construct of career empowerment, which in turn predicts employees’ behavioral (OCB, performance appraisal) and attitudinal (job engagement, life satisfaction) outcomes. We conducted a quantitative study in which 251 full- and part-time employees completed paper-and-pencil surveys measuring internal and external resources, and career empowerment. Our results indicate that the research variables are significantly and positively correlated with one another. Mediation analyses with competing models indicate that career empowerment is a partial mediator between personal resources and various outcomes. Theoretical and practical implications are discussed.(AU)

La creciente tendencia hacia la gestión de la carrera profesional exige entender las fuerzas motrices de los cambios en dicha carrera. El estudio explora de qué modo se asocian los recursos personales, es decir, la esperanza, el optimismo, la autoeficacia y el apoyo social, con el constructo motivacional de empoderamiento de la carrera profesional, que a su vez predice los resultados comportamentales (conducta de ciudadanía ocupacional, valoración del desempeño) y actitudinales (compromiso laboral, satisfacción con la vida) de los empleados. Llevamos a cabo un estudio cuantitativo en el que 251 empleados a tiempo completo cumplimentaron cuestionarios de papel y lápiz que medían los recursos internos y externos, así como el empoderamiento profesional. Los resultados indican que las variables de la investigación correlacionan mutuamente de un modo positivo y significativo. Los análisis de mediación con otros modelos alternativos señalan que el empoderamiento profesional es un mediador parcial entre los recursos personales y diversos resultados. Se comentan las implicaciones teóricas y prácticas.(AU)

La ocupación laboral como factor de protección en el deterioro cognitivo leve / Occupation as a protective factor in mild cognitive impairment

Demencia es un término amplio que comprende una serie de enfermedades, en su mayoría progresivas, que afectan a la memoria, a otras capacidades cognitivas y al comportamiento, y que interfieren notablemente en la capacidad de la persona para llevar a cabo las actividades cotidianas. Si bien la demencia afecta principalmente a los adultos mayores, no forma parte del envejecimiento normal. La forma más común de demencia es la enfermedad de Alzheimer, que puede representar entre un 60% y un 70% de los casos (AU)

Effects of psychological factors on players’ performance with the mediation role of player’s satisfaction / Efectos de los factores psicológicos en el desempeño de los jugadores con el papel de mediación de la satisfacción del jugador

Nowadays, most of the players from Chinaare unable to perform outstandingly because of the effects of psychological factors which limit them and it is very common that these factors even don’t allow the players to perform accordingly. Hence, the primary objective of the current study is to investigate the role of psychological factors which affect a player’s performance particularly with the mediation role of the player’s satisfaction.To obtain the outcomes of the current study, a quantitativeresearch approach was adopted. 760 football playerswho were the respondents of the current study were surveyed for the collection of primary data. Partial Least Square (PLS) was used to evaluate the final outcomes from the primary data.From the outcomes of the current study, it is obvious that a player’spsychological factors such as punctuality, mood, competition, and commitment have a positive effect on the player’s satisfaction and performance.The current study is helpful for the players particularly from Chinato boost their performances and satisfaction level. Moreover, the current study also helps the sports industry of Chinato increase players’ performances.(AU)

Work engagement: organizational attribute or personality trait? / El compromiso laboral: ¿atributo organizacional o rasgo de personalidad?

One of the most determining factors of work performance is the degree of engagement of people to their work. That degree of engagement is influenced by both personal and organizational factors. The objective of this research is to analyze the connection between personal characteristics and organizational attributes with the work engagement of workers. The sample consisted of 286 employed workers; 83.5% were Spanish and 16.5% belonged to other Spanish-speaking countries. The mean age was 44.51 years (SD = 8.76) and 55.2% were women. For the prediction of work engagement, a hierarchical linear regression was carried out, first introducing the variables that evaluate personal characteristics (Big Five, entrepreneurial personality, emotional intelligence, and personal happiness) and, later, variables relating to organizational attributes (happiness work and organizational climate). General personality traits (Big Five) explain 22% of work engagement, this percentage rising to 47% when entrepreneurial personality is introduced in the model. Emotional intelligence does not explain additional variance, but personal happiness does. Happiness at work and organizational climate produce a significant increase and the explained variance rises from 55% to 63% when they are included in the model. Both the variables related to the personal characteristics of the employees and variables related to the organizational attributes jointly contribute to the explanation of the degree of work engagement. Workers with high scores on entrepreneurial personality traits achieve higher levels of work engagement, finding a moderating effect of the organizational climate in the relationship between people's autonomy and their work engagement.(AU)

Uno de los factores más determinantes del rendimiento laboral es el grado de compromiso de las personas con su trabajo. Ese grado de compromiso está influenciado tanto por factores personales como organizacionales. El objetivo de la presente investigación es analizar la relación entre las características personales y los atributos organizacionales con el compromiso laboral de los trabajadores. La muestra estuvo formada por 286 trabajadores por cuenta ajena, de los cuales el 83.5% eran españoles y un 16.5% pertenecía a otros países de habla hispana. La media de edad fue de 44.51 años (DT = 8.76) y el 55.2% eran mujeres. Para la predicción del compromiso laboral se llevó a cabo una regresión lineal jerárquica, introduciendo en primer lugar las variables que evalúan las características personales (Big Five, personalidad emprendedora, inteligencia emocional y felicidad personal) y posteriormente las relativas a los atributos organizacionales (felicidad laboral y clima organizacional). Los rasgos generales de personalidad (Big Five) explican el 22% del compromiso laboral, porcentaje que se eleva hasta el 47% cuando se introduce la personalidad emprendedora en el modelo. La inteligencia emocional no explica varianza adicional, pero sí la felicidad personal. La felicidad laboral y el clima organizacional producen un incremento significativo, pasando del 55 al 63% la varianza explicada cuando se incluyen en el modelo. Tanto las variables relacionadas con las características personales de los trabajadores como aquellas relativas a los atributos organizacionales contribuyen conjuntamente a explicar el grado de compromiso laboral. Los trabajadores con puntuaciones elevadas en los rasgos específicos de la personalidad emprendedora alcanzan mayores niveles de compromiso laboral, encontrándose un efecto moderador del clima organizacional en la relación entre la autonomía de las personas y su compromiso laboral.(AU)

Can activity worthwhileness explain OCB-I change? The mediating role of positive emotions / Puede la valía de la actividad explicar el cambio de OCB-I? El papel mediador de las emociones positivas

The competitiveness of today's markets requires employees to do more than is formally expected from them by collaborating with others to benefit the organization (e.g., organizational citizenship behavior focused on individuals, OCB-I). Based on the idea that eudaimonic wellbeing positively influences OCB-I, and considering that positive emotions lead to optimal functioning and important work outcomes, this study analyzes the mediating role of positive emotions in the relationship between activity worthwhileness and OCB-I. Results of hierarchical regressions in a two-wave longitudinal study with a sample of 108 white collar employees show that activity worthwhileness indirectly (but not directly) explains change in OCB-I through positive emotions. Therefore, when it comes to improving performance in the workplace, investment in both hedonic and eudaimonic wellbeing contributes to more effectively benefitting both employees and organizations.(AU)

La competitividad de los mercados actuales requiere que los empleados hagan más de lo que formalmente se espera de ellos colaborando con otros para favorecer a la organización (por ejemplo, comportamiento de ciudadanía organizacional centrado en las personas, OCB-I). Partiendo de la idea de que el bienestar eudaimónico influye positivamente en el OCB-I, y considerando que las emociones positivas conducen a un funcionamiento óptimo y a importantes resultados laborales, el presente estudio analiza el papel mediador de las emociones positivas en la relación entre la valía de la actividad y el OCB-I. Los resultados de regresiones jerárquicas en el presente estudio longitudinal con una muestra de 108 trabajadores administrativos muestran que la valía de la actividad explica indirecta, pero no directamente, el cambio en OCB-I a través de las emociones positivas. Por lo tanto, cuando se trata de mejorar el desempeño en el lugar de trabajo, la inversión en bienestar, tanto hedónico como eudaimónico, contribuye a favorecer tanto a los empleados como a las organizaciones.(AU)

Polychronicity, Time Perspective, and Procrastination Behavior at the Workplace: An Empirical Study

Deben resolverse los deberes diarios, las tareas, las diversas situaciones y las decisiones. Sin embargo, con frecuencia postergamos las actividades críticas para más tarde debido a una sobrecarga de información de diversas fuentes, un número excesivo de tareas, el ritmo de vida rápido, etc. El comportamiento de procrastinación impide el desarrollo de todas las organizaciones. El objetivo principal es identificar las posibles diferencias en la procrastinación y el uso adecuado de la policronicidad en un contexto transcultural. Se consideró una muestra de 281 empleados de industrias manufactureras en Pakistán. Las hipótesis propuestas en este estudio fueron probadas mediante la técnica de Modelado de Ecuaciones Estructurales (SEM). Los hallazgos indicaron que la policronicidad aumentó el comportamiento de procrastinación, el papel de la influencia de la mediación de conflictos. Además, la autonomía laboral actúa como un moderador negativo de la influencia de la policronicidad en el papel de los sucesos de conflicto, debilitando así todo el proceso de mediación entre la policronicidad y la conducta procrastinadora individual. Finalmente, los resultados se utilizan para mostrar las implicaciones teóricas y prácticas del modelo.(AU)

Daily duties, tasks, various situations, and decisions must be re-solved. However, it is frequently the case that we defer critical activities till later due to an overload of information from many sources, an excessive number of duties, the quick pace of life, and so on. Procrastination behav-ior impedes the development of every organization. The main objective is to identify possible differences in procrastination and the proper use of polychronicity in a cross-cultural context. A sample of 281 employees of manufacturing industries in Pakistan was considered. A study proposed hypotheses were tested through Structural Equation Modeling (SEM) technique. The findings indicated that polychronicity increased procrasti-nating behavior, the role of conflict mediation influence. Furthermore, job autonomy acts as a negative moderator of polychronicity influence on the role of conflict occurrences, therefore weakening the entire mediating pro-cess between polychronicity and individual procrastinating behaviour. Fi-nally, the results are used to show the model's theoretical and practical im-plications.(AU)

An evaluation of South Korean sport psychology consultant effectiveness and its job performance between employees of athlete’s firms / Una evaluación de la eficacia del consultor de psicología deportiva de Corea del Sur y su desempeño laboral entre los empleados de las empresas de atletas

The purpose of this research is to evaluate the South Korean sport psychology consultant and its effect on job performance of all employees related to the athletes’ firms. This research study is based on primary data analysis which measures the sport psychology consultant effect on job performance. To data collection, the study uses specific questions related to sports psychology and job performance of athletes’ firms. For further analysis for the data, the author uses smart PLS software wherein the summary effect among the factors is calculated using regression analysis. Based on extracted correlation coefficients and normalised regression coefficients, the study examines 85 effect sizes in 100 plus samples selected from studies of sports organisation staff and members. Both, South Korean sport psychology and effectiveness are used as independent variables. The job performance of employees of athletes’ firm is the dependent variable of the study. Results found that South Korean sport psychology shows inverse relation between job performances of athletes’ firms. The effectiveness shows a positive effect on the job performance of employees.(AU)

¿Es la ambición una cuestión de género? Antecedentes de los estudiantes vs. empleados de la ambición sobre el liderazgo / Is ambition a gendered issue? Students' vs employees' antecedents of Ambition about Leadership

El presente estudio bibliométrico tuvo como objetivo conocer y analizar la actividad científica disponible sobre percepción y detección de violencia de género (VG) e identificación como víctimas. Se realizó una búsqueda sin límite temporal en la base de datos Scopus hallando 2.152 documentos. Para reducir el ruido documental de la búsqueda, se cribaron los resultados y se analizaron 974 documentos finales procedentes de 465 fuentes documentales, 160 revistas, 2.758 autores/as, 159 instituciones y 79 países. Los resultados muestran un aumento en la producción en los últimos años, destacando la publicación de artículos originales. Asimismo, predomina la autoría única por país, siendo Estados Unidos el país puntero. Entre los objetivos de los documentos más citados se encuentra la detección de VG por el personal sanitario, la valoración del riesgo de reincidencia mediante la percepción de las víctimas, así como el estudio de percepciones y actitudes de diferentes actores hacia la VG

This bibliometric study seeks to know and analyse the available scientific activity on the perception and detection of gender violence as well as in the identification as victims. An unlimited search was conducted in the Scopus database, finding 2,152 documents. Subsequently, the results were screened by reducing the documentary noise. The results were obtained from 1984-2020 and the final 974 documents were analysed from 465 documentary sources, 160 journals, 2,758 authors, 159 institutions, and 79 countries. The results show an increase in production in recent years, highlighting the publication of original articles. Likewise, the single author-ship per country predominates, being the United States the leading country. The main objectives of the most cited documents are detection of gender violence by healthcare personnel, assessment of the risk of recidivism through the perception of the victims, as well as the study of perceptions and attitudes of different actors towards gender-violence