Work schedule flexibility and teleworking were not good together during COVID-19 when testing their effects on work overload and mental health.

The COVID-19 pandemic has driven organizations to implement various flexible work arrangements. Due to a lack of longitudinal studies, there is currently no consensus in specialized literature regarding the consequences of flexible work arrangements on employee mental health, as well any long term potential impacts. Using the Job Demand-Resource Model, this study documents consequences of the implementation of two types of flexible work arrangement: work schedule flexibility and teleworking on employee mental health over time, and the mediating role played by work overload during the accelerated implementation of flexible work arrangements in the course of the COVID-19 pandemic. Using a longitudinal design and probabilistic sampling, 209 workers participated in this study, twice answering a flexible work arrangement and mental health questionnaire during the pandemic. Findings of this moderated-mediation suggest that work schedule flexibility generates positive effects on mental health over time due to decreased work overload, but only for employees not working from home. These results offer theoretical and practical implications applicable to organizations considering implementation of flexible work arrangements, particularly with regard to how these flexible practices could support a balance between demand and resources, their impact on work overload, and employee mental health over time.

Transcultural Validation of the Nordic Age Discrimination Scale for the Spanish-Speaking Working Populations.

Negative stereotypes about older workers can result in different types of age discrimination. The aim of this study was to run a transcultural adaptation and validation of the Nordic Age Discrimination Scale (NADS) into Spanish. Three independent samples of Chilean (N = 301), Colombian (N = 150), and Spanish (N = 209) workers over the age of 45, from different sectors and professional categories, answered a questionnaire including the NADS scale, measures of perceptions of inequality, workplace harassment and several scales related to outcome variables to test criterion and construct validity. The reliability index for the NADS was .85, a similar value for both Cronbach's alpha (α) and McDonald's omega (ω). CFA by country suggest good fit of this single-dimension structure in a final version of 5 items, and it presents scalar invariance; using the modification indices, partial invariance is achieved at the level of the variance of the errors. Both criterion and construct validity were verified, with strong evidence for criterion validity, and moderate results for construct validity. Therefore, the Spanish version of NADS had a single-dimension structure and adequate psychometric properties being a useful tool in measuring perceptions of age discrimination in different countries.

Age and Perceived Employability as Moderators of Job Insecurity and Job Satisfaction: A Moderated Moderation Model.

Workforce ageing and the need to work longer implies several challenges worldwide. Due to the potential for career prolongation, one such implication is to understand how age and perceived employability buffers relationship effects between job insecurity and job satisfaction. Therefore, this research aims to investigate the moderating roles of perceived employability and age on the relationship between job insecurity and job satisfaction. Hypotheses were tested using a three-way interaction model based on a cross-sectional design with a representative sample of 1,116 Chilean workers. Results show that age plays an important role in employees with high perceived employability; however, it has no effect on employees with low perceived employability. Younger workers with high perceived employability suffer less than do older employees with high perceived employability in terms of intrinsic job satisfaction. From a theoretical point of view, perceived employability in older workers does not reduce the unfavorable consequences of job insecurity. Regarding practical implications, organizations should manage and develop older workers by focusing on intrinsic aspects of their careers and on retirement preparation, as this will improve control and other positive resources in this population.

Revisiting the difference between instrumental and terminal values to predict (stimulating) prosocial behaviours: The transcendental-change profile.

Past research suggests that the connection between values and people's behaviour may not be as straightforward and robust as has been claimed. We propose that a more holistic and discriminative view that acknowledges the influence of a specific combination of values on specific kinds of behaviour is needed. In the current project, we test two hypotheses regarding the transcendental-change profile (TCP). First, that TCP is characterized by a combination of the readiness to engage in those challenges (instrumental) that can make the world a better place (terminal). Second, the centrality of the TCP facilitates performance of those prosocial actions that are perceived as stimulating and global. The results of five studies support the reliability and validity of this conceptualization of TCP (Studies 1 and 2), and show that when the prosocial initiative is perceived as either global (Study 3) or stimulating (Studies 4 and 5), the TCP is the strongest predictor of the willingness and commitment to engage in such prosocial action.

[Does the GHQ-12 scoring system affect its factor structure? An exploratory study of Ibero American students]. / ¿Afecta la forma de puntuación la estructura factorial del GHQ-12? Estudio exploratorio en estudiantes iberoamericanos.

This study aimed to evaluate whether the scoring system of the General Health Questionnaire (GHQ-12) alters the instrument's factor structure. The method considered 1,972 university students from nine Ibero American countries. Modeling was performed with structural equations for 1, 2, and 3 latent factors. The mechanism for scoring the questions was analyzed within each type of structure. The results indicate that models with 2 and 3 factors show better goodness-of-fit. In relation to scoring mechanisms, procedure 0-1-1-1 for models with 2 and 3 factors showed the best fit. In conclusion, there appears to be a relationship between the response format and the number of factors identified in the instrument's structure. The model with the best fit was 3-factor 0-1-1-1-formatted, but 0-1-2-3 has acceptable and more stable indicators and provides a better format for two- and three-dimensional models.

¿Afecta la forma de puntuación la estructura factorial del GHQ-12? Estudio exploratorio en estudiantes iberoamericanos / Does the GHQ-12 scoring system affect its factor structure? An exploratory study of Ibero American students / A forma de pontuação do GHQ-12 afeta o fator de estrutura do instrumento? Estudo exploratório sobre estudantes ibero-americanos

El objetivo de este estudio fue evaluar si el sistema de puntuación del Cuestionario de Salud General (GHQ-12) puede alterar la estructura factorial del instrumento. El método utilizado consideró a 1.972 estudiantes universitarios, correspondientes a 9 países iberoamericanos. Se realizó un modelamiento con ecuaciones estructurales para 1, 2, y 3 factores latentes. Dentro de cada tipo de estructura se analizó el mecanismo de puntuación de las preguntas. Los resultados indican que los modelos de 2 y 3 factores presentan mejores indicadores de bondad de ajuste. En relación a los mecanismos de puntuación, el procedimiento 0-1-1-1 para los modelos de 2 y 3 factores presenta mejor ajuste. En conclusión, pareciera existir una relación entre el formato de respuesta y el número de factores identificados en la estructura del instrumento. El modelo que muestra mejor ajuste entre todos es el de 3 factores con formato 0-1-1-1, sin embargo, el formato 0-1-2-3 tiene indicadores aceptables y más estables, siendo un mejor formato para modelos bi y tridimensionales.

This study aimed to evaluate whether the scoring system of the General Health Questionnaire (GHQ-12) alters the instrument’s factor structure. The method considered 1,972 university students from nine Ibero American countries. Modeling was performed with structural equations for 1, 2, and 3 latent factors. The mechanism for scoring the questions was analyzed within each type of structure. The results indicate that models with 2 and 3 factors show better goodness-of-fit. In relation to scoring mechanisms, procedure 0-1-1-1 for models with 2 and 3 factors showed the best fit. In conclusion, there appears to be a relationship between the response format and the number of factors identified in the instrument’s structure. The model with the best fit was 3-factor 0-1-1-1-formatted, but 0-1-2-3 has acceptable and more stable indicators and provides a better format for two- and three-dimensional models.

O objetivo deste estudo foi avaliar se a pontuação do Questionário de Saúde Geral (GHQ-12) pode alterar o fator de estrutura do instrumento. O método utilizado considerou 1.972 universitários correspondentes a nove países ibero-americanos. Realizou-se modelagem com equações estruturais para 1, 2 e 3 fatores latentes. O mecanismo de pontuação das perguntas foi analisado dentro de cada tipo de estrutura. Os resultados indicam que os modelos de 2 e 3 fatores apresentam os melhores indicadores de bondade de ajuste. Em relação aos mecanismos de pontuação, o procedimento 0-1-1-1 para os modelos de 2 e 3 fatores apresenta melhor ajuste. Em conclusão, parece que há uma relação entre o formato de resposta e o número de fatores identificados na estrutura do instrumento. O modelo que apresenta melhor ajuste é o de 3 fatores com formato 0-1-1-1, no entanto, o formato 0-1-2-3 tem indicadores aceitáveis e mais estáveis, sendo mais indicado para modelos bi e tridimensionais.