Association between bodyweight perception, nutritional status, and weight control practices: A cross-sectional analysis from the Chilean Health Survey 2016-2017.

This research aimed (1) to examine the agreement between body mass index (BMI)-based nutritional status and perceived nutritional status overall and by socio-demographic factors and (2) to state the association between the accuracy of weight perception and weight control practices in the Chilean adult population. A population-based cross-sectional study was carried out with 5,192 Chilean adult participants from the Chilean National Health Survey 2016-2017. Agreement between BMI-based weight status and body weight perception for the total sample and across subgroups was determined using the weighted kappa coefficient. The agreement between BMI-based and perceived nutritional status of the total sample was fair (kappa = 0.38). A higher rate of weight perception accuracy was identified in women, younger respondents, and participants with higher education, a higher income, and from urban areas than their counterparts. Respondents with overweight or obesity tended to underestimate their nutritional status. Actions to lose weight were higher in those who had the right perception of their overweight/obesity condition and those who overestimated their body weight, regardless of their nutritional status. In all groups, weight loss behaviors were more related to the perceived than the BMI-based nutritional status. The consequences of accurate perception of the nutritional status are discussed including its effects on body weight and mental health.

Relationships between Individual and Social Resources, Anxiety and Depression in the Early Lockdown Stage by the COVID-19 in Chile.

The coronavirus disease has exposed the population to psychosocial threats that could increase mental health problems. This research analyzed the relationships between emotional states (negative [−EWB] and positive [+EWB] experienced well-being), personal resources (resilient coping [RC]), dispositional resources (control beliefs about stress [BAS]), and social resources (social support [SS]), and anxiety and depressive symptoms in a sample of the Chilean population (n = 592), who answered an online questionnaire. Multiple and moderated multiple regression analyses were carried out. Depressive symptoms showed a positive relationship with −EWB (ß = 0.805; p < 0.001) and negative relationship with +EWB (ß = −0.312; p < 0.001), RC (ß = −0.089; p < 0.01), BAS (ß = −0.183; p < 0.001) and SS (ß = −0.082; p < 0.001). Anxiety symptoms showed a positive relationship with −EWB (ß = 0.568; p < 0.001), and a negative relationship with +EWB (ß = −0.101; p < 0.03) and BAS (ß = −0.092; p < 0.001). BAS moderated the relationship between experienced well-being and depression symptoms, and RC moderated the relationship between experienced well-being with both depression and anxiety symptoms. Findings confirm the buffering effect of personal and dispositional resources when facing a sanitary and social crisis. Moreover, they help to understand the role of internal psychological processes during a crisis and how to cope with life-threatening events.

How Do Teleworkers and Organizations Manage the COVID-19 Crisis in Brazil? The Role of Flexibility I-Deals and Work Recovery in Maintaining Sustainable Well-Being at Work.

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.

¿Ageism en las organizaciones? El papel mediador del apoyo organizacional percibido en las relaciones entre la edad y la ruptura del contrato psicológico / Ageism in organizations? Perceived organizational support as a mediator of the relations between age and psychological contract breach

En los últimos años un gran número de organizaciones se han visto obligadas a aceptar procesos de fusión, redimensionamientos y reducción de plantillas de personal debido a las condiciones económicas y financieras impuestas por los mercados globales. En estos contextos organizacionales, el colectivo de trabajadores de edad o mayores -por encima de los 50 años- es el que más riesgos asume, al convertirse en el blanco prioritario de las políticas de downsizing. El presente estudio tiene como principal objetivo analizar las relaciones entre la edad y la percepción de ruptura del contrato psicológico (CP) en una muestra de 498 empleados del sector bancario. Adicionalmente, se analiza el papel mediador desempeñado por la percepción de apoyo organizacional (PAO) en dicha relación. Los resultados señalan que los empleados de más de 50 años perciben en mayor medida la ruptura del CP que los de edades inferiores, aunque la PAO puede atenuar dicha percepción. Se discuten los resultados obtenidos a la luz del posible ageism, o discriminación laboral por razones de edad, de estas políticas y prácticas organizacionales, así como sus implicaciones prácticas.(AU)

In recent years many organizations have been forced to accept mergers, downsizing, and layoffs due to economic conditions and financial constraints imposed by global markets. In these organizational contexts, the older workforce, over 50 years of age, is the one that runs the highest risk of becoming the main target of downsizing policies. The principal aim of this study is to analyze the relationship between age and the perception of psychological contract (PC) breach in a sample of 498 employees from the banking sector. Additionally, we analyze the mediating role played by perceived organizational support (POS) in this relationship. The results indicate that employees over 50 years of age perceive more PC breach in comparison with younger workers, although POS can mitigate this perception. Results are discussed in light of possible ageism of these organizational policies and practices, as well as their practical implications.(AU)

Ageism en las organizaciones? El papel mediador del apoyo organizacional percibido en las relaciones entre la edad y la ruptura del contrato psicológico / Ageism in organizations? Perceived organizational support as a mediator of the relations between age and psychological contract breach

En los últimos años un gran número de organizaciones se han visto obligadas a aceptar procesos de fusión, redimensionamientos y reducción de plantillas de personal debido a las condiciones económicas y financieras impuestas por los mercados globales. En estos contextos organizacionales, el colectivo de trabajadores de edad o mayores -por encima de los 50 años- es el que más riesgos asume, al convertirse en el blanco prioritario de las políticas de downsizing. El presente estudio tiene como principal objetivo analizar las relaciones entre la edad y la percepción de ruptura del contrato psicológico (CP) en una muestra de 498 empleados del sector bancario. Adicionalmente, se analiza el papel mediador desempeñado por la percepción de apoyo organizacional (PAO) en dicha relación. Los resultados señalan que los empleados de más de 50 años perciben en mayor medida la ruptura del CP que los de edades inferiores, aunque la PAO puede atenuar dicha percepción. Se discuten los resultados obtenidos a la luz del posible ageism, o discriminación laboral por razones de edad, de estas políticas y prácticas organizacionales, así como sus implicaciones prácticas.

In recent years many organizations have been forced to accept mergers, downsizing, and layoffs due to economic conditions and financial constraints imposed by global markets. In these organizational contexts, the older workforce, over 50 years of age, is the one that runs the highest risk of becoming the main target of downsizing policies. The principal aim of this study is to analyze the relationship between age and the perception of psychological contract (PC) breach in a sample of 498 employees from the banking sector. Additionally, we analyze the mediating role played by perceived organizational support (POS) in this relationship. The results indicate that employees over 50 years of age perceive more PC breach in comparison with younger workers, although POS can mitigate this perception. Results are discussed in light of possible ageism of these organizational policies and practices, as well as their practical implications.