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.

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.].

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.

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

Positive Psychological Coaching is receiving increasing attention within the organizational field because of its potential benefits for employees' development and well-being (Passmore and Oades, 2014). The main aim of this study was to test the impact of a Positive Psychological Micro-Coaching program on non-executive workers' psychological capital, and analyze how goal-related self-efficacy predicts goal attainment during the coaching process. Following a control trial design, 60 non-executive employees (35 in the experimental group and 25 in the waiting-list control group) from an automotive industry company participated in a Positive Psychological Micro-Coaching program over a period of 5 weeks. The intervention was grounded in the strengths-based approach and focused on setting a specific goal for personal and professional growth. The program consisted of a group session, three individual coaching sessions, and individual inter-session monitoring. Pre, post, and 4-month follow up measurements were taken to assess the impact on the study variables. Our results reveal that psychological capital increased significantly at post and follow-up times compared to baseline levels. In addition, results confirmed that goal-related self-efficacy predicted goal attainment during the micro-coaching process. Practical implications suggest that short-term positive psychological coaching is a valuable method for developing personal resources, such as psychological capital and to facilitate the goal achievement in non-executive employees, in order to reach work-related goals.

Group Positive Affect and Beyond: An Integrative Review and Future Research Agenda.

Group positive affect is defined as homogeneous positive affect among group members that emerges when working together. Considering that previous research has shown a significant relationship between group positive affect and a wide variety of group outcomes (e.g., behaviors, wellbeing, and performance), it is crucial to boost our knowledge about this construct in the work context. The main purpose is to review empirical research, to synthesize the findings and to provide research agenda about group positive affect, in order to better understand this construct. Through the PsycNET and Proquest Central databases, an integrative review was conducted to identify articles about group positive affect published between January 1990 and March 2019. A total of 44 articles were included and analyzed. Finding suggests that scholars have been more interested in understanding the outcomes of group positive affect and how to improve the productivity of groups than in knowing what the antecedents are. A summary conclusion is that group positive affect is related to leadership, job demands, job resources, diversity/similarity, group processes, and contextual factors, all of which influence the development of several outcomes and different types of wellbeing at the individual and group levels. However, with specific combinations of other conditions (e.g., group trust, negative affect, and interaction), high levels of group positive affect could cause harmful results. Conclusions shed light on group positive affect research and practice and might help Human Resources professionals to initiate empirically-based strategies related to recruitment, group design and leadership training.

Get Vigorous with Physical Exercise and Improve Your Well-Being at Work!

The aim of this study is to investigate whether people who exercise regularly have higher levels of psychological well-being at work. Doing physical exercise is a habit that not only has consequences for physical and mental health, but it can also have positive consequences for organizations because physical exercise makes it easier for the employee to recover from physical, mental, and emotional effort during the workday, thus showing higher levels of engagement the next day. Through the analysis of structural equation models in a sample of 485 workers from different Spanish and Latin American companies, this study shows that subjects who exercise more have higher levels of vigor in physical exercise, which is positively related to high levels of well-being at work. This means that organizations that promote activities related to physical exercise among their employees are building a process of resource recovery, which, through the vigor of these activities, makes workers feel less stressed and more satisfied, thus experiencing greater well-being at work. Therefore, at a practical level, these results suggest that the practice of physical exercise is a tool for organizations that want to promote their employees' psychological well-being.

Our boss is a good boss!. Cross-level effects of transformational leadership on work engagement in service jobs / ¡Nuestro jefe es un buen jefe!. Los efectos transnivel del liderazgo transformacional sobre el engagement en el trabajo en puesto de servicio

In service work, emotional demands are important due to their effects on social interactions with customers, patients, pupils, etc. The purpose of this study is to examine how emotional demands and leadership are related to engagement of the team members. The sample consists of 1,079 employees nested in 124 work teams from four Spanish public organizations. Multilevel analyses showed: 1) a positive effect of emotional demands on work engagement, 2) a cross-level effect of leadership on work engagement, and 3) a cross-level moderation effect of leadership on the relationship between emotional demands and work engagement. Results suggest that shared perceptions of leadership by teams affect their work engagement levels directly and through an interaction effect on the emotional demands-engagement relationship. When employees feel emotionally overloaded, their leaders can relieve this negative impact on their levels of work engagement. Practical and theoretical implications are presented

En el trabajo de servicio, las demandas emocionales son importantes debido a sus efectos sobre las interacciones sociales con clientes, pacientes, alumnos, etc. El propósito de este estudio es examinar cómo se relacionan las demandas emocionales y el liderazgo con el engagement en el trabajo de los miembros del equipo. La muestra consiste en 1,079 empleados anidados en 124 equipos de trabajo de cuatro organizaciones públicas españolas. Los análisis multinivel mostraron: 1) un efecto positivo de las demandas emocionales sobre el engagement en el trabajo, 2) un efecto, a través de los niveles, del liderazgo sobre el engagement en el trabajo y 3) un efecto de moderación, a través de los niveles, del liderazgo sobre la relación entre las demandas emocionales y el engagement en el trabajo. Los resultados sugieren que las percepciones compartidas sobre el liderazgo que tiene el equipo afectan a sus niveles de engagement en el trabajo directamente y a través de un efecto de interacción sobre la relación demandas emocionales-engagement. Cuando los empleados se sienten emocionalmente sobrecargados, sus líderes pueden aliviar este impacto negativo en sus niveles de engagement en el trabajo. Se presentan implicaciones teóricas y prácticas

Employees' physical exercise, resources, engagement, and performance: a cross-sectional study from HERO model / El ejercicio físico de los trabajadores, recursos, engagement y desempeño: estudio transversal con el modelo HERO

The purpose of this study is to analyze the mediating role of work engagement in the relationship between resources and performance, and the invariance of the HEalthy & Resilient Organizations model (HERO) depending on physical exercise. Moreover, the study examines whether there are differences in the perception of these variables based on workout and gender. The sample consisted of 319 employees (156 sedentary and 163 non-sedentary employees). The results show that engagement mediates between resources and performance in both groups, which demonstrates the invariance of the model. Additionally, the findings revealed that, generally speaking, non-sedentary people are more empathetic and more absorbed in their job tasks and, specifically, that non-sedentary men are more empathetic and more vigorous at work than sedentary men. No differences were found between sedentary and non-sedentary women. Finally, regarding gender differences in variables, women are more empathetic and have better performance than men

El objetivo de este estudio ha sido investigar el papel mediador del engagement en el trabajo en la relación entre los recursos y el desempeño y la invariabilidad del modelo de organizaciones saludables y resilientes en función del ejercicio físico. Además, el estudio examina si hay diferencias en la percepción de estas variables según el ejercicio físico y el género. La muestra está compuesta por 319 empleados (156 sedentarios y 163 no sedentarios). Los resultados muestran que el engagement media entre los recursos y el desempeño en ambos grupos, lo que demuestra la invariancia del modelo. Además, los resultados revelaron que, en general, las personas no sedentarias son más empáticas y están más absortas en sus tareas laborales y, específicamente, que los hombres no sedentarios son más empáticos y más vigorosos en el trabajo que los hombres sedentarios. No se encontraron diferencias entre mujeres sedentarias y no sedentarias. Finalmente, con respecto a las diferencias de género en las variables, las mujeres son más empáticas y tienen un mejor rendimiento que los hombres