What makes one feel eustress or distress in quarantine? An analysis from conservation of resources (COR) theory.

OBJECTIVE: Health quarantines produce serious deterioration in psychological health, which becomes more affected the longer the quarantine lasts. According to the Conservation of Resources theory from Hobfoll (1989, American Psychologist, 44, 513), those people who have a good supply of resources will be able to cope better with the adversities and will show less distress. The objective of this research is to identify what are the resources that, in a situation of confinement under the threat of COVID-19, predict eustress or well-being, and the loss or lack of which resources predict distress or discomfort. DESIGN AND METHOD: A total of 839 people complete an online questionnaire during the first week of COVID-19 confinement in Spain. The sample is weighted to obtain a distribution that is similar to the Spanish population. Using multiple linear regression analysis, factors are identified that are associated with eustress and distress based on the Conservation of Resources theory. RESULTS: A model is identified that explains 55% of the variance of eustress consisting mostly of personal resources, with vitality as the recourse having the most weight. The factors that explain distress (18.9% of the variance) are those related to work (employment situation, work satisfaction, and time devoted to work) and conditions in the home (space). CONCLUSIONS: The models that predict eustress and distress are completely different. Based on these results, a series of recommendations are proposed aimed at increasing eustress and reducing distress in a situation of confinement. Additionally, proposals are offered for future research.

Is It Possible to Find Something Positive in Being Confined Due to COVID-19? Implications for Well-Being.

In relation to COVID-19, little research has focused on the study of variables that affect well-being during this pandemic. The purpose of this research is twofold: (1) to find out if people experiencing a quarantine are able to appreciate any positive aspects of it, and to analyze how these responses are categorized and (2) to check if there are differences in levels of well-being according to these categories. There were 243 representative participants of the Spanish population according to sex, age, and educational level. The methodology was mixed, qualitative for the first objective and quantitative for the second. The first used the Thematic Network, while the second used logistic regression. From the qualitative analysis, three major categories were extracted: intrinsic orientation, extrinsic orientation, and empty orientation. The quantitative results showed a clear advantage in well-being for the intrinsically oriented group. The group of intrinsic orientation presented a better coping ability while the group of extrinsic orientation was as little adaptive as the group of empty orientation. Recommendations are extracted from the results.

Affects, resources, culture and perceived health: what is the relationship among them? / Afectos, recursos, cultura y salud percibida: ¿cuál es la relación entre ellos?

The purpose of this research is to understand if the relationship between positive and negative affect (PA/NA) and perceived health is mediated by psychosocial resources, and, whether culture (collectivistic vs. individualistic) has a role in that relationship. Structural Equation Models were applied: The first expressed the direct and indirect relationship PA/NA to health. The second reflected indirect influence of PA/NA on health and, resources mediated between both. Both models were tested in two cultures: one individualistic (Spain) and the other collectivistic (Mexico). The results showed that models work differently in both cultures. In Spain there were no significant differences between the two models. In Mexico, the direct and indirect relationship model functioned better. These results have interesting implications: The influence of PA/NA on health could be different depending on the culture, therefore future research to reconsider the cultural variable, would be interesting. The way PA vs. NA influence perceived health is different; PA can influence both directly and indirectly through psychosocial resources, while NA can only influence directly. It would be fascinating if future research would replicate this, including more countries, and, using biological measurements of health

El propósito de esta investigación es comprender si la relación entre el afecto positivo y negativo (AP/AN) y la salud percibida está mediada por los recursos psicosociales, y, si la cultura (colectivista vs. individualista) tiene un rol en esta relación. Se aplicaron diferentes Modelos de Ecuaciones Estructurales: el primero recoge relaciones directas e indirectas entre AP/AN y salud, y el segundo, refleja la influencia indirecta de AP/AN sobre salud y la mediación de los recursos entre ambos. Los modelos fueron probados en dos culturas: individualista (España) y colectivista (México). Los resultados muestran que España no hay diferencias significativas entre los dos modelos, sin embargo, en México, el modelo con relaciones directas e indirectas ajusta mejor a los datos. Estos resultados tienen interesantes implicaciones: 1) La influencia de AP/AN sobre la salud puede ser diferente dependiendo de la cultura, por tanto, tener en consideración la variable cultura en este tipo de investigaciones podría ser una cuestión relevante. 2) La forma en la que AP y AN influyen sobre la salud percibida es distinta; el AP influye tanto directa como indirectamente a través de los recursos, mientras que AN solo influye directamente. Sería muy interesante que futuras investigaciones replicaran este estudio considerando más países, y, empleando parámetros biológicos de salud

Does Employee Recognition Affect Positive Psychological Functioning and Well-Being?

Employee recognition is one of the typical characteristics of healthy organizations. The majority of research on recognition has studied the consequences of this variable on workers. But few investigations have focused on understanding what mechanisms mediate between recognition and its consequences. This work aims to understand whether the relationship between employee recognition and well-being, psychological resources mediate. To answer this question a sample of 1831 workers was used. The variables measured were: employee recognition, subjective well-being and positive psychological functioning (PPF), which consists of 11 psychological resources. In the analysis of data, structural equation models were applied. The results confirmed our hypothesis and showed that PPF mediate the relationship between recognition and well-being. The effect of recognition over PPF is two times greater (.39) with peer-recognition than with supervisor-recognition (.20), and, the effect of PPF over well-being is .59. This study highlights the importance of promoting employee recognition policies in organizations for the impact it has, not only on well-being, but also on the positive psychological functioning of the workers.

Positive Psychological Functioning. Evidence for a new construct and its measurement / Funcionamiento psicológico positivo. Evidencia para un nuevo constructo y su medición

In 2007, the Institute of Happiness conducted one of the most ambitious studies ever done on this subject in Spain. Many different variables were measured: socio-demographics and psychological, (the latter through new instruments) and all were applied to a representative sample of 3000 participants of the Spanish population. Study 1 of this research used that database. The objective of this Study was to understand how key psychological resources are organized (Autonomy, Resilience, Self-Esteem, Purpose in life, Enjoyment, Optimism, Curiosity, Creativity, Humor, Environmental mastery and Vitality). The purpose of Study 2 was to replicate the results of Study 1 and to test the psychometrical properties of the new scales used in Study 1, but using a sample of 130 college students. This research proves that key psychological resources are interconnected, forming a second order construct we call Positive Psychological Functioning (PPF), and, it develops a new Spanish scale to assess it. This measure is formed with 11 subscales each containing three items. This scale structure allows a general and a specific assessment of PPF and, in consequence, of human psychological well-being

En 2007 el Instituto de la Felicidad realiza uno de los estudios más ambiciosos que se han realizado sobre bienestar en España. Se midieron variables muy diversas: sociodemográficas, hábitos, psicológicas; estas últimas a través de instrumentos nuevos, y se aplicó a una muestra representativa de la población española compuesta por 3.000 participantes. El estudio 1 de esta investigación empleó dicha base de datos, lo que le aporta la fortaleza de la representatividad muestral, y tuvo como objetivo entender cuáles es la estructura que subyace a los recursos psicológicos clave. El estudio 2, se desarrolló con objeto de replicar el estudio 1 y de contrastar las propiedades psicométricas de las medidas novedosas empleadas en el estudio 1, utilizando a tal fin una muestra de 130 universitarios. Esta investigación prueba que los recursos psicológicos clave están interrelacionados entre sí y que se agrupan formando un constructo de segundo orden, al que hemos denominado Funcionamiento Psicológico Positivo (FPP). Además, proporciona una nueva medida, genuinamente española, para medirlo, a través de 11 subescalas de tres ítems cada una. Esta estructura permite tener una visión tanto global (FPP) como muy específica (subescalas) de la salud mental y del bienestar psicológico de la persona

Does employee recognition affect positive psychological functioning and well-being?

Employee recognition is one of the typical characteristics of healthy organizations. The majority of research on recognition has studied the consequences of this variable on workers. But few investigations have focused on understanding what mechanisms mediate between recognition and its consequences. This work aims to understand whether the relationship between employee recognition and well-being, psychological resources mediate. To answer this question a sample of 1831 workers was used. The variables measured were: employee recognition, subjective well-being and positive psychological functioning (PPF), which consists of 11 psychological resources. In the analysis of data, structural equation models were applied. The results confirmed our hypothesis and showed that PPF mediate the relationship between recognition and well-being. The effect of recognition over PPF is two times greater (.39) with peer-recognition than with supervisor-recognition (.20), and, the effect of PPF over well-being is .59. This study highlights the importance of promoting employee recognition policies in organizations for the impact it has, not only on well-being, but also on the ositive psychological functioning of the workers (AU)

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La extracción completa o la conservación máxima en el paciente fisurado adulto: a propósito de un caso / No disponible

La fisura palatina es la malformación craneofacial más común en neonatos, existiendo multitud de protocolos de tratamiento desde el neonato hasta la edad adulta. Cuando a través de la cirugía y de la ortodoncia no se obtiene la satisfacción terapéutica se recomienda la prótesis para conseguir una estabilidad oclusal óptima y una estética adecuada. Se presenta un caso clínico de un paciente adulto con fisura labial y fístula oronasal remanente después de la cirugía. Tras el estudio y tratamiento protésico provisional del defecto y de la arcada dentaria, se realiza una sobredentadura superior con coronas telescópicas galvanizadas y bulbo obturador en resina. Consideramos que el tratamiento protésico provisional del defecto es absolutamente necesario para conseguir la estabilización de los tejidos blandos. Además, para poder alcanzar un resultado satisfactorio del tratamiento e integrar a estos pacientes en la sociedad, se requiere una vigilancia coordinada de los distintos especialistas de la salud (AU)

Cleft lip and palate is one of the commonest congenital abnormality in neonate, it exist many different treatment protocols from birth to adulthood. If surgery or orthodontics cannot obtain a good result, prosthetic treatment can provide stability to the maxillary arch and get better aesthetics. This case report describes the prosthetic management of a patient with cleft lip and palate after surgery. An exhaustive assessment and a provisional dental and obturator prosthesis were made. Finally an overdenture with galvano-crowns and a resin obturator was rnade. The provisional prosthetic treatment of the palate cleft is always essential to get the soft tissues's stability. It is also necessary a multidisciplinary team for the management of these patients to obtain an optimal result (AU)

Neumonía por Corynebacterium striatum en un paciente con sida / Corynebacterium striatum pneumonia in an patient with AIDS

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