Security providing leadership and work stress in Spanish Air Force.

Leadership plays a key role in the well-being of military personnel, either contributing to health improvement or, conversely, becoming a source of stress. In the present study we propose that security providing leadership can reduce work stress in the military context. Furthermore, we suggest that security-providing leaders exert their positive influence on work stress by creating a psychological safety climate and preventing organizational dehumanization. A sample of 204 members (72.5% men) of the Spanish Air Force volunteered to participate in this empirical study and completed an online questionnaire and both the direct and indirect structural equation models were analyzed. Results show a negative relationship between security providing leadership and work stress. Additionally, organizational dehumanization and psychological safety climate act as mediators in this relationship. These results support this novel approach to leadership in the military context. They also offer new ways to create better organizational environments. By treating their subordinates in a personalized manner and supporting them, security-providing leaders can improve employees' perceptions of psychological safety climate and combat feelings of organizational dehumanization, which, in turn, can reduce work stress.

Design and validation of a Cannabis Use Intention Questionnaire (CUIQ) for adolescents. / Diseño y validación de una escala de intención de consumo de cannabis (CUIQ) para adolescentes.

In Spain, one in four 14 to 18-year-old adolescents has used cannabis during the last twelve months. Demand for treatment has increased in European countries. These facts have prompted the development of preventive interventions that require screening tools in order to identify the vulnerable population and to properly asses the efficacy of such interventions. The Theory of Planned Behaviour (TPB), widely used to forecast behavioural intention, has also demonstrated a good predictive capacity in addictions. The aim of this study is to design and validate a Cannabis Use Intention Questionnaire (CUIQ) based on TPB. 1,011 teenagers answered a set of tests to assess attitude towards use, subjective norms, self-efficacy towards non-use, and intention to use cannabis. CUIQ had good psychometric properties. Structural Equation Modelling results confirm the predictive model on intention to use cannabis in the Spanish adolescent sample, classified as users and non-users, explaining 40% of variance of intention to consume. CUIQ is aimed at providing a better understanding of the psychological processes that lead to cannabis use and allowing the evaluation of programmes. This can be particularly useful for improving the design and implementation of selective prevention programmes.

En España, uno de cada cuatro jóvenes de 14 a 18 años declara haber consumido cannabis en el último año. La demanda de tratamiento ha aumentado en todos los países europeos. Ello ha motivado el desarrollo de intervenciones preventivas que requieren instrumentos para el cribado de la población en riesgo y la evaluación de la prevención. La Teoría de la Acción Planificada (TAP), ampliamente utilizada para predecir las intenciones conductuales, ha mostrado una buena capacidad predictiva en el campo de las adicciones. El objetivo del presente trabajo es diseñar y validar un Cuestionario de Intención de Consumo de Cannabis (CUIQ, Cannabis Use Intention Questionnaire) basado en la TAP. 1011 adolescentes completaron una batería de cuestionarios que se compone de cuatro subescalas: actitud hacia el consumo, norma subjetiva, autoeficacia hacia la abstinencia e intención de consumo. El Cuestionario CUIQ obtuvo buenas características psicométricas. Las ecuaciones estructurales confirmaron el modelo predictivo sobre la intención de consumo en adolescentes españoles (consumidores y no consumidores), llegando a explicar el 40% de la varianza. El CUIQ tiene como objetivo una mejor comprensión del proceso psicológico que conduce al consumo de cannabis y permitir la evaluación de programas. Esto puede ser especialmente útil para mejorar el diseño e implementación de programas de prevención selectiva.

Stress and nurses' horizontal mobbing: moderating effects of group identity and group support.

Horizontal mobbing is a process of systematic and repeated aggression towards a worker by coworkers. Among others, stress has been pointed out as one of the antecedents that favors the onset of horizontal mobbing, whereas group support to the target could act as a buffer. Moreover, the social identity approach emphasizes that group identity is an antecedent of group support. This study explores the interaction of group support and group identity in the explanation of horizontal mobbing in a sample (N = 388) of registered nurses and licensed practical nurses employed at two large hospitals in Madrid and Navarre (Spain). The results show that stress is positively associated to horizontal mobbing, whereas group support and group identity were negative predictors of horizontal mobbing. Furthermore, the combination of low group identity and low group support precipitated HM among nurses.

Burnout: A Review of Theory and Measurement.

A growing body of empirical evidence shows that occupational health is now more relevant than ever due to the COVID-19 pandemic. This review focuses on burnout, an occupational phenomenon that results from chronic stress in the workplace. After analyzing how burnout occurs and its different dimensions, the following aspects are discussed: (1) Description of the factors that can trigger burnout and the individual factors that have been proposed to modulate it, (2) identification of the effects that burnout generates at both individual and organizational levels, (3) presentation of the main actions that can be used to prevent and/or reduce burnout, and (4) recapitulation of the main tools that have been developed so far to measure burnout, both from a generic perspective or applied to specific occupations. Furthermore, this review summarizes the main contributions of the papers that comprise the Special Issue on "Occupational Stress and Health: Psychological Burden and Burnout", which represent an advance in the theoretical and practical understanding of burnout.

Security Providing Leadership: A Job Resource to Prevent Employees' Burnout.

Leadership styles in work contexts play a role in employees' well-being, contributing to better health or, on the contrary, being a source of stress. In this study we propose that security providing leadership may be considered as a resource to prevent employees' job burnout. First, we examine the relationship between employees' perception of their leader's degree of security in providing leadership and the employees' degree of job-related burnout. Second, the underlying processes by which leaders as security providers exert their influence on burnout are analyzed with a focus on the mediating role of two variables: an organizational climate oriented to psychological safety and organizational dehumanization. A total of 655 Spanish employees (53.7% women) completed a paper-and-pencil self-report questionnaire. To recruit participants, we employed an exponential non-discriminative snowball sampling. Results, using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test hypotheses, show that security providing leadership was related negatively to burnout. Furthermore, psychological safety climate and organizational dehumanization mediated the relationship between security providing leadership and burnout. These findings support the attachment approach to leadership and open new avenues for creating better organizational environments. Security-providing leaders, by supporting employees and treating them in a personalized way, can enhance the psychological safety climate and prevent organizational dehumanization and consequent job burnout.

Authentic Leadership and Employees' Innovative Behaviour: A Multilevel Investigation in Three Countries.

The innovativeness of individual employees is a vital source of competitive advantage of firms, contributing to societal development. Therefore, the aim of this multilevel study was to examine how entrepreneurial firm owners' authentic leadership relates to their employees' innovative behaviour. Our conceptual model postulates that the relationship between business owners' authentic leadership (as perceived by their employees) and their employees' innovative behaviour is mediated by employees' personal initiative and their work engagement. Hypotheses derived from this model were tested on data collected from 711 employees working in 85 small firms from three European countries: the Netherlands, Poland, and Spain. The results of the multilevel modelling confirmed our model, showing that when business owners are perceived as more authentic leaders, their employees show higher personal initiative and are more engaged at work and, in turn, identify more innovative solutions to be implemented in the organization. A cross-national difference was observed: employees from Spain (in comparison to Dutch and Polish employees) reported engaging less frequently in innovative behaviour. These research findings suggest that the innovative behaviour of employees can be boosted through leadership training, improving the quality of relationships between leaders and subordinates, and strengthening employees' personal initiative and work engagement.

Organizational injustice: third parties' reactions to mistreatment of employee.

BACKGROUND: Research on organizational injustice has mainly focused on the victim's perspective. This study attempts to contribute to our understanding of third parties' perspective by empirically testing a model that describes third party reactions to mistreatment of employees. METHOD: Data were obtained from a sample (N = 334) of Spanish employees from various organizations, nested into 66 work-groups, via a survey regarding their perceptions of organizational mistreatment. Structural equation modeling was used to analyze the data. RESULTS: The proposed model had a limited fit to the data and it was re-specified. Organizational mistreatment, employee performance, and employee organizational commitment explained internal attributions blaming the organization. Moreover, coworkers' organizational identification showed a positive impact on external attributions of responsibility. Lastly, supportive organizational climate and internal attributions accounted for a large percentage of variance in coworkers' perceptions of organizational unfairness. CONCLUSIONS: The final model explains the perceptions of injustice on the basis of internal attributions of responsibility in the face of organizational mistreatment of employees.

The influence of leadership style on subordinates' attachment to the leader.

The aim of this research is to explore the extent to which employees establish attachment bonds with their leaders and the effects these bonds have on organizational outcomes. A sample of 225 participants reported on their supervisor's leadership style (transformational, transactional, or passive-avoidant), their attachment bonds to this supervisor (anxious or avoidant), and four organizational variables (subordinate's satisfaction, identification with the organization, extra effort, and perceived leadership effectiveness). Results, analyzed using a Partial Least Squares (PLS) approach, indicated that (a) transformational leadership was negatively associated with employees' insecure (anxious or avoidant) attachment to their leader; (b) passive/avoidant leadership was positively associated with subordinates' insecure attachment to their leader; (c) transactional leadership was positively associated with employee's anxious attachment but not with their avoidant attachment; (d) avoidant, but not anxious, attachment to the leader was negatively associated with employee satisfaction, perceived leader effectiveness, employee's extra effort, and organizational identification.

[Authentic leadership. Concept and validation of the ALQ in Spain]. / Liderazgo auténtico. Concepto y validación del cuestionario ALQ en España.

This study presents the validation of the Authentic Leadership Questionnaire (ALQ) in a sample of more than 600 Spanish employees. This questionnaire measures four distinct but related substantive components of authentic leadership. These components are: self-awareness, relational transparency, balanced processing, and internalized moral perspective. Structural equation modeling confirmed that the Spanish version of ALQ has high reliability and predictive validity for important leadership outputs such as perceived effectiveness of leadership, followers' extra effort and satisfaction with the leader.