How physical exercise with others and prioritizing positivity contribute to (work) wellbeing: a cross-sectional and diary multilevel study.

Introduction: This work is a dual study employing a cross-sectional approach and a diary method to investigate how physical exercise can become a habit. Guided by the Upward Spiral Theory of Lifestyle Change, we examined the role of prioritizing positivity and engaging in physical exercise with others as advantageous resources and their impact on the relational loop of physical exercise behavior, emotions, and engagement. Methods: The first study involved a sample of 553 participants, and the second study included 146 participants, all of whom were employed and regularly engaged in physical exercise. We utilized structural equation modeling and multilevel analysis for the respective studies. Results: The results of the first study indicate that individuals exercise more when they experience higher levels of engagement and positive emotions, particularly when exercising with others and prioritizing positivity. The findings of the second study reveal that prioritizing positivity acts as a precursor to positive emotions during physical exercise, which in turn reinforces the relational loop between emotions and exercise behavior. Discussion: Both studies conclude that individuals who prioritize positivity experience better psychological wellbeing and higher engagement in physical exercise.

How study-related positive emotions and academic psychological capital mediate between teacher-student relationship and academic performance: a four-wave study among high school students.

This article presents a theory-driven model in which teacher-student relationships and academic performance are indirectly related through study-related positive emotions and academic psychological capital. A sample of 1,054 Chilean high school students (50.4% females) aged 12-17 (M = 14.46, SD = 1.74) participated in the study. Through structural equation modeling, the direct and indirect effects of the proposed model were calculated. The results show that study-related positive emotions and academic psychological capital mediate between the teacher-student relationship and academic performance. These results have significant implications for improving teaching competencies through positive psychological interventions aimed at developing skills in students and thus improving students' academic performance and general well-being in educational settings.

Corrigendum: Know and use your personal strengths! A Spanish validation of the strengths knowledge and use scales and their relationship with meaningful work and work-related well-being.

[This corrects the article DOI: 10.3389/fpsyg.2023.1086510.].

Connecting the organizational incomes and outcomes: a systematic review of the relationship between talent management, employee engagement, and turnover intention.

Introduction: In a post-pandemic environment, characterized by volatility and uncertainty, organizations need to adapt to it for their survival. Methods: Following a systematic review method, the aim of this study is to assess the relationship between talent management practices, employee engagement, and turnover intention. Carried out using PRISMA guidelines, this systematic review includes 43 studies. Results: Results showed a lack of consensus on the talent management concept, definition, and measurement. Also, talent management practices seem to increase employee engagement and decrease turnover intentions. That is, when organizations provide effective talent management practices to employees, they become more engaged and less likely to abandon the company. It is important to highlight the mediating role of engagement in the relation between talent management and turnover intention. Furthermore, the most studied talent management practices for promoting engagement and reducing turnover intention were identified. Regarding control variables, data highlighted the importance of age and organizational tenure in the aforementioned relationships. Discussion: This review draws attention to the need of designing and implementing talent management practices in an effective way in order to generate a healthy and engaged workforce that is willing to remain in an organization.

Facing Fear and Embracing Safety: Validation of the COVID-19 Psychosocial Scales in Essential Frontline Workers During the Pandemic.

BACKGROUND: The study has two main aims: (1) to analyze and validate the factor structure of the Fear of COVID-19, Workplace health and safety training, and Behavioral Safety Compliance scales (Study 1) in frontline Spanish COVID-19 workers from different sectors (food sector, hospitals, and death care services); and (2) to analyze and validate the factor structure of a reduced version of these scales (Study 2) in Spanish workers in the healthcare sector. METHOD: Analyses carried out using R 1.4.2. allowed us to validate the factor structure of the scales in the two studies. The sample consisted of 361 participants in study 1; and 708 participants in study 2. RESULTS: The results indicate that the instruments offer adequate evidence of reliability and validity. CONCLUSIONS: The questionnaire (especially the short version) can be used by employees who were in frontline of COVID-19 in a reliable and valid way in the post-COVID-19 period, and even to prevent potential similar events that might threaten professionals' physical and mental health in the future.

Psychological Capital, Autonomous Motivation and Innovative Behavior: A Study Aimed at Employees in Social Networks.

The present study investigates the relationship between positive psychological capital (PsyCap) and innovative work behavior (IWB), as mediated by autonomous motivation and participative leadership moderation. The study was conducted on a sample of 246 employees from various public and private organizations, recruited through different social networks. The moderated mediation analysis provided evidence about the impact of employees' PsyCap on their innovative behavior at work. This behavior will be higher when individual factors (PsyCap) and social factors (participative leadership) interact with one of the most self-determined forms of motivation. Our findings highlight the importance of the individual's positive psychological capital in activating the resources and motivation, necessary to develop innovative behavior in employees, thus achieving organizational success in today's dynamic and competitive business environment. The results also confirmed the moderating effect of participative leadership on the relationship between autonomous motivation and innovative behavior of employees, supporting that the relationship will be stronger when participative leadership is higher. Theoretical and practical implications are discussed, as well as limitations and suggestions for future studies.

Know and use your personal strengths! A Spanish validation of the strengths knowledge and use scales and their relationship with meaningful work and work-related well-being.

Introduction: Research in the field of work and organizational psychology increasingly highlights the role of meaningful work as a protector of well-being at work. This study tests the role of strengths knowledge and use as new pathways through which meaningful work may have a positive effect on work engagement and mental health. Methods: Study 1 and Study 2 report the validation of the Spanish Strengths Use and Knowledge Scales respectively, with samples of N = 617 (Study 1) and N = 365 (Study 2) employees. Study 3 tests the mediating effects of strengths use and knowledge in a model with different work-related constructs in another sample of N = 798 employees. Results: Findings from Studies 1 and 2 indicate that the instruments offer adequate evidence of reliability and validity. Results from Study 3 revealed that strengths knowledge is a mediator in the relationship between meaningful work and strengths use. Findings also confirmed the mediating roles of strengths use in the relationship between meaningful work and work engagement, and between meaningful work and mental health. Discussion: This study highlights the ability to be aware of and apply signature strengths as effective and novel pathways to foster well-being at work through the cultivation of meaningful work.

The Influence of Psychosocial Factors according to Gender and Age in Hospital Care Workers

Even though psychosocial risks can affect the entire working population regardless of demographic variables, multiple publications claim that women are more exposed to psychosocial risks and that psychosocial risks affect people in a different way, depending on their age. This study aims to investigate demographic differences (i.e., sex and age) in health care workers, with an aim which is twofold: (i) To know if these geographic differences lead to differences in perception of psychosocial risks; and (ii) to identify the job demands and resources with the highest impact on work engagement and performance. A sample of 4,451 people from the sanitary sector, pertaining to 75 Spanish hospitals, was analyzed to test the hypotheses. ANOVA results demonstrated that women show significantly higher impact values in job demands than men, as well as higher values in job resources. Moreover, the group of younger people (< 40 years) showed significantly lower levels in demands, and significantly higher in job resources, wellbeing, and organizational outcomes. Finally, multi-group SEM analyses showed that the impact of job demands and resources on work engagement and performance is significant, regardless of sex and age, although there are changes in the coefficients. The differences in the perception of job demands and resources of the different demographic groups can be used to develop specific psychosocial intervention in health care workers. (AU)

The Influence of Psychosocial Factors according to Gender and Age in Hospital Care Workers.

Even though psychosocial risks can affect the entire working population regardless of demographic variables, multiple publications claim that women are more exposed to psychosocial risks and that psychosocial risks affect people in a different way, depending on their age. This study aims to investigate demographic differences (i.e., sex and age) in health care workers, with an aim which is twofold: (i) To know if these geographic differences lead to differences in perception of psychosocial risks; and (ii) to identify the job demands and resources with the highest impact on work engagement and performance. A sample of 4,451 people from the sanitary sector, pertaining to 75 Spanish hospitals, was analyzed to test the hypotheses. ANOVA results demonstrated that women show significantly higher impact values in job demands than men, as well as higher values in job resources. Moreover, the group of younger people (< 40 years) showed significantly lower levels in demands, and significantly higher in job resources, wellbeing, and organizational outcomes. Finally, multi-group SEM analyses showed that the impact of job demands and resources on work engagement and performance is significant, regardless of sex and age, although there are changes in the coefficients. The differences in the perception of job demands and resources of the different demographic groups can be used to develop specific psychosocial intervention in health care workers.

Self-care at Work Matters: How Job and Personal Resources mediate between Self-Care and Psychological Well-being / El autocuidado en el trabajo es importante: como los recursos personales y del puesto median entre el autocuidado y el bienestar psicológico

The aim of this study is to analyze the relationship between self-care activities (mindfulness and physical exercise) and the use of personal and work resources and their relationship with well-being. The sample consisted of 294 workers recruited from 20 organizations from different socioeconomic sectors in Spain. Results showed that mindfulness is positively related to well-being through the mediating role of work resources and personal resources. However, whereas personal resources showed a full mediating role in the hypothesized model, work resources did not show a significant relationship with mindfulness. Finally, results showed positive and significant relationships between the mindfulness x physical exercise interaction and all the dependent variables, and also the interaction between physical exercise and mindfulness had a significant effect on each of these three dependent variables.(AU)

El objetivo de este estudio es analizar la relación entre las actividades de autocuidado (mindfulness y ejercicio físico) y el uso de recursos personales y laborales y su relación con el bienestar. La muestra está formada por 294 trabajadores contratados de 20 organizaciones de diferentes sectores socioeconómicos en España. Los resultados muestran que el mindfulness se relaciona positivamente con el bienestar a través del papel mediador de los recursos laborales y personales. Sin embargo, mientras que los últimos muestran un papel mediador completo en el modelo hipotético, los primeros no muestran una relación significativa con el mindfulness. Finalmente, los resultados presentan una relación positiva y significativa entre la interacción mindfulness-ejercicio físico y todas las variables dependiente; igualmente la interacción entre ejercicio físico y mindfulness tiene un efecto significativo en cada una de estas tres variables dependientes.(AU)

The Mediating Role of Compassion between Social Job Resources, and Healthy Healthcare Professionals: A Cross-Sectional Study with Gender Perspective.

The aim of this study is to examine the role of Compassion towards others as a mediator between Social Job Resources (social support climate, coordination, and positive leadership), Healthy Employees (psychological well-being such as resilience, engagement, and optimism) and Healthy Organisational Outcomes (in-role performance, extra-role performance and commitment) from a gender perspective in healthcare professionals. Through the multiple analyses of variance, structural equation models, and multiple-group analyses in a sample of 1420 healthcare professionals from different public and private hospitals in Spain, this study proved the existence of gender differences, with women perceiving higher levels of Compassion. Moreover, this study shows that Compassion partially mediates the relationship between Social Job Resources and Healthy Employees. In addition, Compassion partially mediates the relationship between Social Job Resources and Healthy Organisational Outcomes. Finally, Healthy Employees mediate the positive relationship between Social Job Resources and Healthy Organisational Outcomes. This is an innovative contribution to the limited research examining Compassion towards others as a personal resource that can have a positive impact in the workplace. The results also propose a way to develop and conduct interventions in order to increase Compassion towards others in the healthcare context.

Organizational Drivers of Burnout and Work Engagement: A Multilevel Study in Portuguese Firefighter Brigades.

In this study, we analyzed how organization-level demands and organizational-level social support relate to the core dimensions of burnout and work engagement, controlling for individual resources (i.e., proactive coping) and demands (i.e., acute demands) using the Job Demands-Resources Theory. In a sample of 1487 Portuguese firefighters nested within 70 fire brigades, hierarchical linear modeling indicated that: (1) proactive coping was related to lower burnout and higher work engagement, whereas acute demands were related to higher burnout and lower work engagement (for vigor only); (2) proactive coping moderated the relationship between acute demands and vigor; and (3) unexpectedly, social support from colleagues was not related to firefighters' well-being, whereas organization-level demands were related to higher burnout and lower work engagement. These results suggest the need to implement practices and policies to guarantee the relevant conditions for improving the well-being of firefighters, to develop coping strategies in a proactive way, and finally, to enhance support from colleagues.

Basic Psychological Needs at Work: Their Relationship with Psychological Well-Being and Healthy Organisational Outcomes with a Gender Perspective.

The aim of the study is to evaluate the mediating role of psychological well-being between the satisfaction/frustration of Basic Psychological Needs (BPN) and Healthy Organisational Outcomes, with a gender perspective. In a sample of 565 workers (65% women, response rate 72%) from two Colombian food companies, using Multigroup Structural Equation Models to test the invariance among gender, the study hypotheses were partially supported. The results show that: (1) psychological well-being fully mediates the relationship between BPN satisfaction and Healthy Organisational Outcomes; and (2) only work engagement mediates the relationship between BPN frustration and Healthy Organisational Outcomes. Specifically, people (women and men) whose basic needs are satisfied experience greater well-being and better Healthy Organisational Outcomes. In contrast, people whose BPN are frustrated experience lower levels of work engagement, which, in turn, influences their Healthy Organisational Outcomes. However, structural differences were observed among the variables, attending to gender, when invariance model grouping by gender was tested. Furthermore, ANOVA by gender found significant differences in the autonomy dimension of frustration and organisational affective commitment, in favour of men. The present study contributes to the scarce research on the role of BPN levels as a relevant driver in the development of psychological well-being and Healthy Organisational Outcomes.

Positive effects and validation of a Brief Intervention Program of Attachment-Based Compassion Therapy / Efectos positivos y validación de un programa de intervención breve centrado en la terapia de compasión basada en los estilos de apego

Abstract Objectives: In this study, we analyzed the validation and effects of a brief intervention of Attachment-Based Compassion Therapy (ABCT). Specifically, the aim of this study was to assess the efficacy of this brief protocol in improving compassion and other related variables. Method: The intervention consists of two five-hour sessions, in a controlled trial with one intervention group (ABCT) and one control group. Before and after the intervention, a short questionnaire was administered, focused on compassion and other related variables (i.e. transcendence beliefs, happiness, endo-group solidarity, and global identity). Participants in the experimental group were 17 healthy adults (i.e., students and university teachers) attending a compassion intervention based on ABCT. The control group was composed of 44 participants who did not attend the intervention. Results: Results showed that, compared to the control group, the brief ABCT intervention significantly improved compassion, which was the main aim of the intervention, and further analysis showed that it also significantly increased transcendence beliefs and endo-group solidarity. Moreover, the ABCT intervention were empirically validated. Conclusions: These results confirm and validate the potential of a brief ABCT intervention.

Resumen Objetivos: Este estudio pretende analizar la validación y los efectos de una intervención breve centrada en la Terapia de compasión basada en los estilos de apego (ABCT). Específicamente, se trata de evaluar la eficacia de este breve protocolo para mejorar la compasión y otras variables relacionadas. Método: La intervención consta de dos sesiones de cinco horas, en un ensayo controlado con un grupo de intervención (ABCT) y un grupo control. Antes y después de la intervención, se administró un cuestionario, centrado en la compasión y otras variables relacionadas (creencias de trascendencia, felicidad, solidaridad endogrupal e identidad global). Los participantes en el grupo experimental fueron 17 adultos sanos (estudiantes y profesores universitarios) que asistieron a una intervención de compasión basada en ABCT. El grupo de control estuvo compuesto por 44 participantes que no asistieron a la intervención. Resultados: Los resultados mostraron que en comparación con el grupo control, la intervención breve ABCT mejoró significativamente la compasión, que era el objetivo principal de la intervención, y un análisis posterior mostró que también aumentaron significativamente las creencias de trascendencia y la solidaridad endogrupal. Además, la intervención ABCT fue validada empíricamente. Conclusiones: Estos resultados confirman y validan el potencial de una intervención breve en ABCT.

Differential Effects of Mindfulness-Based Intervention Programs at Work on Psychological Wellbeing and Work Engagement.

Two different mindfulness-based interventions were deployed in a sample of white-collar workers to explore the differential effects on different facets of mindfulness, dimensions of psychological wellbeing, work engagement, performance, and stress of a participant. A total of 28 participants completed one of the different programs, and their results were compared between groups and against 27 participants randomly allocated to a waiting list control group. Results suggest both mindfulness intervention programs were successful at increasing the levels of psychological wellbeing, work engagement, and performance of the participants, as well as decreasing their levels of stress. Significant differences were found between the two programs in all outcome variables. Results suggest that brief and customized mindfulness interventions at work are as successful as lengthier programs.

We Trust You! A Multilevel-Multireferent Model Based on Organizational Trust to Explain Performance.

This study tests organizational trust as the psychosocial mechanism that explains how healthy organizational practices and team resources predict multilevel performance in organizations and teams, respectively. In our methodology, we collect data in a sample of 890 employees from 177 teams and their immediate supervisors from 31 Spanish companies. Our results from the multilevel analysis show two independent processes predicting organizational performance (return on assets, ROA) and performance ratings by immediate supervisors, operating at the organizational and team levels, respectively. We have found evidence for a theoretical and functional quasi-isomorphism. First, based on social exchange theory, we found evidence for our prediction that when organizations implement healthy practices and teams provide resources, employees trust their top managers (vertical trust) and coworkers (horizontal trust) and try to reciprocate these benefits by improving their performance. Second, (relationships among) constructs are similar at different levels of analysis, which may inform HRM officers and managers about which type of practices and resources can help to enhance trust and improve performance in organizations. The present study contributes to the scarce research on the role of trust at collective (i.e., organizational and team) levels as a psychological mechanism that explains how organizational practices and team resources are linked to organizational performance.

Corrigendum: Positive Psychology Micro-Coaching Intervention: Effects on Psychological Capital and Goal-Related Self-Efficacy.

[This corrects the article DOI: 10.3389/fpsyg.2021.566293.].