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Objectives: How individuals perceive the risk of COVID-19 influences their mental health and protective behaviors. Therefore, the development of an instrument to capture COVID-19-related worries and fears is relevant. This study aims to develop and validate the CoV-WoFe to measure COVID-19-related worries and fears. Methods: An online questionnaire was completed by 593 participants during Christmas 2020 and by 328 participants during Summer 2021, from which 88 participants formed a longitudinal sample. Results: Analyses confirmed a robust adjustment for consistency over time and a gender-invariant bifactorial structure. Factor 1 represented worry about the health consequences of COVID-19 and Factor 2 represented the perceived physiological symptoms associated with fear of COVID-19. Construct validity was evidenced by: the expected relations between the CoV-WoFe and other theoretically related constructs; the serial mediating role of both dimensions in the relationship that security values establish with protective behaviors against COVID-19 and with anxiety; and the expected gender differences in the Cov-WoFe. Conclusion: The CoV-WoFe represents a short, valid, reliable, gender-invariant tool that is easy to apply in both the health professional and research context to assessCOVID-19-related worries and fears, which are variables of relevance for spread of the virus and for mental health.

Organizations have increased their efforts to manage sexual and gender diversity in recent years. However, sexual and gender diversity continues to face situations of discrimination and to feel excluded at work. To address this challenge, this doctoral dissertation aims to understand the dynamics involved - barriers and facilitators - in the inclusion of sexual and gender diversity in organizations. To this end, three studies were conducted. The first study analyzes the existing literature on how heteronormativity is manifested in organizations, understanding heteronormativity as a root of the barriers to the inclusion of this population. The second study examines the cultural factors that play a role in the process of disclosure of lesbian, gay and bisexual (LGB) people at work. The third study explores how trans young adults develop their vocational identities. Together, these three studies contribute to the knowledge base on inclusion in organizations. This contribution draws on information from different levels (cultural, organizational, interpersonal, and individual), from the perspective of different groups (sexual diversity vs. gender diversity), and at different points in their career development. Finally, this dissertation discusses the implications of the results of the studies and suggests best practices for improving organizational structures, policies, and interpersonal dynamics to foster an inclusive environment for sexual and gender diversity.

Changing situations develop work environments where workers must generate strategies to learn and persist from continuous errors and setbacks. Previous research has shown that errors enhance motivation, break the routine, lead to creative solutions, and reduce frustration; however, this positive aspect seems to have a stronger presence if personal factors and contextual background support such a focus. The main aim of this paper was to analyse, with an experimental design, how different frames about errors and negative feedback (error promotion versus error prevention) affected performance and decision-making processes in a complex simulation task, taking into account individual attitude towards errors. The sample included 40 employees of a Spanish transportation company (37.5% were women and 62.5% were men). Firstly, participants answered a questionnaire about their individual Error Orientation. Then, they were randomly assigned to an experimental condition to carry out a complex decision-making task through a multimedia simulator, which aimed to expose the participant to factors that influence the dynamics of innovation and change, elements that are present in all modern organizations. None of the participants had previous experience in the task. Performance was measured through different aspects: (1) final performance values: adopters, points, time to make decisions and time after receiving negative feedback; (2) the decision-making process. Results showed that error orientation is related to final performance, especially error risk taking and error communication. The effect of the experimental condition was higher for the time to make decisions after receiving negative feedback and for the time to complete the simulation program. Those who worked under the error prevention condition took significantly longer to perform the task. Although our results show non-consistent effects, which frame than the other (promotion versus prevention) is better to make decisions

Introduction: Non-profit organizations (NPOs) are a complex working context whose main characteristic resides in the dichotomy between paid staff and volunteers. Despite its benefits for goal achievement, this circumstance can be also a challenge, for both groups' interaction, for their comprehension of their own role and to HR management. The aim of this study was to explore factors that may contribute to promote job satisfaction among NPOs' members. Methods: Combining two different data analyses, serial multiple mediation analyses and cluster analyses, first we analyze whether there are differences between paid staff and volunteers in perceived intrapersonal conflict and performance and its effect on job satisfaction, and second, we analyze whether there is an additional profiles distribution that reflects more adequately the reality of NPOs, despite the formal roles that coexist in these organizations (paid staff and volunteers). Results: Results confirm that paid staff and volunteers differ on their perceived job satisfaction level, with volunteers being more satisfied. This relationship is serially mediated by role conflict, role ambiguity, and performance. Another characteristic of the NPOs is that the dichotomy between paid staff and volunteers does not capture well the reality of the labor relations between members of both groups and the organization. To explore this phenomenon, we perform a cluster analysis based on paid staff and volunteers' perceptions. Cluster analyses demonstrate the existence of three rather homogenous profiles. Discussion: Additionally, practical implications for HR management in NPOs and future research lines to understand this organizational context dynamics are also discussed.

Aim: To evaluate the effectiveness of a multicomponent, eHealth-based self-efficacy intervention to promote subjective well-being and self-efficacy in patients with cardiovascular disease, exploring sex differences. Design: A pilot study of a two-arm non-randomized controlled trial. Method: Forty-two cardiovascular patients (31% women) participated in the study. The experimental group received a personalized psychoeducational session and a 14-days eHealth intervention. Subjective well-being (positive and negative affect) and self-efficacy (chronic and cardiac) were assessed at baseline, post-psychoeducational session, post-eHealth intervention and at two follow-ups. Results: The levels of the experimental group in positive affect, at post-eHealth and follow-up 1, and self-efficacy, at post-eHealth, and both follow-ups, were statistically significantly higher compared to the control group (all ps < .05). When considering sex, the intervention was effective only for men. The results highlight the potential of eHealth interventions for cardiac patients and underline the importance of considering a gender perspective in their treatment.

In recent years, work-related stress has grown exponentially and the negative impact that this condition has on people’s health is considerable. The effects of work-related stress can be distinguished in those that affect workers (e.g., depression and anxiety) and those that affect the company (e.g., absenteeism and productivity). It is possible to distinguish two types of prevention interventions. Individual interventions aim at promoting coping and individual resilience strategies with the aim of modifying cognitive assessments of the potential stressor, thus reducing its negative impact on health. Mindfulness techniques have been found to be effective stress management tools that are also useful in dealing with stressful events in the workplace. Organizational interventions modify the risk factors connected to the context and content of the work. It was found that a restorative workplace (i.e., with natural elements) reduces stress and fatigue, improving work performance. Furthermore, practicing mindfulness in nature helps to improve the feeling of wellbeing and to relieve stress. In this paper, we review the role of mindfulness-based practices and of contact with nature in coping with stressful situations at work, and we propose a model of coping with work-related stress by using mindfulness in nature-based practices.

The COVID-19 pandemic has forced the confinement of most populations worldwide, through stay-at-home orders. Children have continued their education process at home, supervised by parents, who, in most cases, have adopted the role of prime drivers of their learning processes. In this study, the psychological impact of confinement was explored, as well as the relationship of the forced homeschooling situation with psychological well-being. During their confinement, 400 individuals residing in Spain—165 without children at home (Group 1), 104 parents who dedicated little time to homeschooling (Group 2), and 131 who dedicated more time to homeschooling (Group 3)—responded to an online questionnaire. The results show that confinement threatened the mental health of all the participants but especially Group 3 individuals, who had the highest loneliness, anxiety, and stress levels. Moreover, loneliness, perception of discomfort due to homeschooling, and anxiety exacerbated the stress experienced during confinement. Discomfort due to the homeschooling situation was especially relevant in explaining anxiety and stress for Group 3 individuals. These results suggest that forced homeschooling could be associated with the negative consequences that confinement has on individuals’ mental health. Moreover, the results suggest that parents who dedicate more time to homeschooling feel more unprotected and more stressed due to the homeschooling in comparison to Group 2 individuals. Health professionals must pay special attention to parents who dedicate more time to homeschooling, and governments and schools must emphasize social support provision to families during homeschooling situations.

Related to the research of working conditions, the link between organizational factors and health was traditionally analyzed using linear models. However, the literature analysis suggests inconsistencies in linear models predicting workers’ health levels. To clarify this issue, this exploratory research compares the linear and non-linear relationships between job demands-resources (task complexity, time pressure, contact with users, and job autonomy), and the psychological and physical symptoms of employees working in the main five service subsectors: commerce, horeca (hotels, restaurants, and cafés), public administration, education, and healthcare. With a final sample of 4,047 participants, our study data were extracted from the II Andalusian Working Conditions Survey. Following the theoretical framework of JD-R Model and considering the Vitamin Model theoretical approach for non-linear relationships, our results showed that there were significant differences among the five subsectors analyzed regarding the linear and non-linear relationships between job demands-resources and psychological and physical symptoms of employees. Furthermore, task complexity generated non-linear relationships in higher proportion than time pressure and contact with users. Likewise, non-linear relationships found showed a U-shape. Moreover, the findings of non-linear relationships suggested that medium levels of task complexity should not be exceeded to avoid further negative impact on psychological and physical symptoms for service sector employees, preserving their health. Finally, some general practical implications of work environment interventions are suggested.

The emotional impact that a cardiovascular disease may have on a person’s life can affect the prognosis and comorbidity of the disease. Therefore, emotion regulation is most important for the management of the disease. The aim of this study was to analyze the effectiveness of a brief mHealth psychological intervention in emotion regulation to promote positive subjective well-being in cardiovascular disease patients. The study sample (N = 69, 63.7 ± 11.5 years) was allocated to either the experimental group (n = 34) or control group (n = 35). The intervention consisted of a psychoeducational session in emotion regulation and an mHealth-based intervention for 2 weeks. Positive subjective well-being as a primary outcome and self-efficacy to manage the disease as a secondary outcome were assessed at five time points evaluated over a period of 6 weeks. The experimental group showed higher improvement in positive subjective well-being and self-efficacy for managing the disease compared to the control group over time. The experimental group also improved after the intervention on all outcome measures. Brief mHealth interventions in emotion regulation might be effective for improving positive subjective well-being and self-efficacy to manage the disease in cardiovascular patients.

Conflicts have been thoroughly studied in organizational contexts, due to its importance not only for organizations, in terms of effectiveness and goal achievement, but also for team- and individual performance and wellbeing. Yet, further analyses are still required in organizational contexts with a focus on diversity. Promoting diversity in the workplace is a preliminary step to achieve inclusive organizations. However, this is a complex issue for employees, managers and HR. The aim of this doctoral dissertation is to analyze conflict and conflict management in organizations considering diversity as a broad concept including professionals and special interest groups, particularly volunteers and employees with disabilities, including mental illness. We investigate the relations between diversity, conflict, and inclusion in three empirical studies combining qualitative and quantitative methodologies. In our first study, we explore a Nonprofit Organization (NPO), analyzing existent types of conflicts and differences in conflict perception between groups within the organization (Chapter 2). Study two focuses on conflicts between different roles in the organization, and its effects on performance and job satisfaction. In this study we analyze both the formal roles that coexist between paid staff and different positioned volunteers, the informal relations, and the effects of different profiles over conflict, performance, and job satisfaction (Chapter 3). Study three was conducted in a social enterprise where employees with mental illness and without mental illness work together. We analyzed which factors promote effective inclusion of people with severe mental illness at work, focusing on three organizational factors: relationship between coworkers, including conflicts; role of inclusive leaders; inclusive climate. (Chapter 4). In the concluding chapter, we discuss the main results of our studies, presenting theoretical and practical implications and general conclusions., Conflicten zijn grondig bestudeerd in organisaties vanwege de impact op prestaties van die organisaties, teams, en individuele medewerkers, alsook het welbevinden. De relatie met specifieke vormen van diversiteit verdient zeker nog aandacht, ook al gezien de toenemende diversiteit en het belang van inclusie op de werkplek. Inclusief werken stelt grote uitdagingen aan medewerkers, leiding en HR. Het doel van dit proefschrift is om conflict- en conflictbeheersing te analyseren in organisaties die diversiteit beschouwen als een breder concept; in bijzonder verscheidenheid in typen medewerkers, zoals professionals, vrijwilligers en werknemers met een afstand tot de arbeidsmarkt, bijv vanwege psychische beperkingen. We onderzoeken de relaties tussen diversiteit, conflicten en inclusie, middels drie empirische studies die kwalitatieve en kwantitatieve methoden combineren. In onze eerste studie verkennen we een Non-profit organisatie (NPO), waarbij we ons concentreren op het analyseren van conflicten en het begrijpen van de verschillen in conflictperceptie tussen diverse groepen binnen de organisatie (hoofdstuk 2). Studie twee richt zich op conflicten tussen (betaalde) professionals en verschillende niveaus van vrijwilligers in de organisatie en de relatie met prestaties en job satisfactie. Hierbij wordt in de analyse rekening gehouden met zowel de formele rollen, als informele (machts-)posities van betrokkenen. De derde studie werd uitgevoerd in een sociale onderneming waar werknemers met een psychische beperking samenwerken met werknemers zonder die beperking. We analyseren welke factoren inclusie op het werk van mensen met een ernstige psychische aandoening kunnen bevorderen. Specifiek is de relatie onderzocht van inclusie met interpersoonlijke relaties en conflicten; de rol van inclusieve leiders; en een inclusief organisatieklimaat. (hoofdstuk 4). In het afsluitende hoofdstuk bespreken we de belangrijkste resultaten van onze studies en presenteren we theoretische en p, Los conflictos se han sido ampliamente estudiados en contextos organizacionales, debido a su importancia no solo para las organizaciones, en términos de efectividad y logro de objetivos, sino también para el desempeño y el bienestar del equipo e individual. Sin embargo, aún se requieren más análisis en contextos organizacionales centrados en la diversidad. Promover la diversidad en el lugar de trabajo es un paso preliminar para lograr organizaciones inclusivas. Sin embargo, este es un tema complejo para los empleados, gerentes y RR.HH. El objetivo de esta tesis doctoral es analizar los conflictos y la gestión de conflictos en organizaciones que consideran la diversidad como un concepto amplio que incluye a profesionales y grupos de especial interés, en particular voluntarios y empleados con discapacidad, incluida la enfermedad mental. Investigamos las relaciones entre diversidad, conflicto e inclusión en tres estudios empíricos que combinan metodologías cualitativas y cuantitativas. En nuestro primer estudio, exploramos una organización sin ánimo de lucro (OSAL), analizando los tipos de conflictos existentes y las diferencias en la percepción de conflictos entre grupos dentro de la organización (Capítulo 2). El segundo estudio se centra en los conflictos entre diferentes roles en la organización y sus efectos sobre el desempeño y la satisfacción laboral. En este estudio analizamos tanto los roles formales que coexisten entre el personal remunerado y voluntarios, las relaciones informales y los efectos de los diferentes perfiles sobre el conflicto, el desempeño y la satisfacción laboral (Capítulo 3). El estudio tres se llevó a cabo en una empresa social donde los empleados con enfermedades mentales y sin enfermedades mentales trabajan juntos. Analizamos qué factores promueven la inclusión efectiva de personas con enfermedad mental grave en el trabajo, centrándonos en tres factores organizativos: relación entre compañeros de trabajo, incluidos los conflictos; papel de

Pocas veces en la historia de la humanidad han ocurrido crisis semejantes como la que estamos presenciando con el coronavirus, la cual impacta en múltiples sectores simultáneamente (Sterzer, 2020). La Organización Mundial de la Salud (OMS), ha declarado a la COVID-19 como pandemia por su rapidez de propagación, de tal modo que el sector educativo no escapa a ello. Los colegios, con plataformas digitales, tienen opción de flexibilizar procesos pedagógicos en los estudiantes a partir de la articulación de aplicaciones web con el fin de continuar con el servicio educativo (Sandoval, 2020). A lo largo del presente trabajo, trataremos de conocer en profundidad esta realidad educativa en el panorama social actual bajo la emergencia sanitaria derivada por la COVID – 19. Esta situación invita a detenerse en reflexionar acerca de ese docente que se le impone el uso de tecnologías en el escenario resultante de la pandemia, donde subyace la necesidad de adaptarse a los nuevos procesos de enseñanza, en una sociedad donde no todos se desenvuelven de la misma manera frente al uso de estas nuevas herramientas tecnológicas.

En tres estudios diferentes (estudio 1 con 354 participantes, personal docente y administrativo de la Universidad de Córdoba, estudio 2 con 567 docentes y estudio 3, de carácter longitudinal, con 111 docentes) se analiza el papel que adoptan las variables autorreguladoras en la relación establecida entre la personalidad tipo D (PTD) y el burnout. Los análisis de mediación moderada confirmaron en los tres estudios: (1) el papel mediador de la disonancia emocional en la relación que establece la PTD con el burnout, (2) el papel mediador de la autoeficacia en la asociación PTD-burnout y (3) el papel moderador de la motivación laboral intrínseca en las mediaciones confirmadas. De los resultados se destaca que (1) un nivel elevado de disonancia emocional puede actuar como un factor de riesgo que aumenta con un nivel elevado de PTD y (2) la autoeficacia en el afrontamiento de situaciones de estrés y la motivación intrínseca actúan como factores protectores, destacando el rol protector de la motivación intrínseca, que amortigua los efectos negativos que ejerce el PTD en el burnout de los trabajadores., Three studies (Study 1, with 354 teaching and administrative staff at the University of Cordoba, Study 2 with 567 teachers, Study 3, longitudinal, with 111 teachers) analyzed the role adopted by self-regulatory variables in the relationship between type D personality (TDP) and burnout. Moderated mediation analyses in the three studies confirmed: (1) the mediating role of emotional dissonance in the relationships between TDP and burnout; (2) the mediating role of selfefficacy in the TDP-burnout link; and (3) the moderating role of intrinsic job motivation in confirmed mediations. The results highlighted that (1) high levels of emotional dissonance may act as a risk factor that is increased with high levels of TDP and (2) self-efficacy to cope with stress and intrinsic motivation act as protective factors, highlighting the protective role of intrinsic motivation because it buffers the negative effects of TDP on workers’ burnout.

Objectives: The chronic restrictions to mitigate the new SARS-CoV-2 virus may result in pandemic fatigue. This study set out to develop a short, reliable, valid, and gender-invariant instrument—the Pandemic Fatigue Scale (PFS). Methods: In the first phase, 300 students responded to a pilot questionnaire that allowed the reduction and refinement of the items. In the second phase, the validity, reliability, and invariance of the scale were explored among a sample of 596 participants. Results: Factor exploratory and confirmatory analyses confirmed a robust adjustment for the bifactorial structure that explained 79,36% of the variance. The two factors identified were 1) people’s demotivation in continuing to follow the recommended protective behaviors (neglect) and 2) people’s boredom regarding the pandemic-related information (boredom). The pattern of relations between the Pandemic Fatigue Scale and other variables—find through correlation, mediation, and path analyses—and the gender differences—find in the ANOVA analyses—provided strong evidence of the construct validity. Moreover, the PFS was shown to be invariant regarding gender in a multigroup factor confirmatory analysis. Conclusion: The instrument can be of utility for professionals and researchers to assess pandemic fatigue, a variable that can affect the adoption of protective measure to avoid catching and spreading the virus.

Employee silence, the withholding of work-related ideas, questions, or concerns from someone who could effect change, has been proposed to hamper individual and collective learning as well as the detection of errors and unethical behaviors in many areas of the world. To facilitate cross-cultural research, we validated an instrument measuring four employee silence motives (i.e., silence based on fear, resignation, prosocial, and selfish motives) in 21 languages. Across 33 countries (N = 8,222) representing diverse cultural clusters, the instrument shows good psychometric properties (i.e., internal reliabilities, factor structure, and measurement invariance). Results further revealed similarities and differences in the prevalence of silence motives between countries, but did not necessarily support cultural stereotypes. To explore the role of culture for silence, we examined relationships of silence motives with the societal practices cultural dimensions from the GLOBE Program. We found relationships between silence motives and power distance, institutional collectivism, and uncertainty avoidance. Overall, the findings suggest that relationships between silence and cultural dimensions are more complex than commonly assumed. We discuss the explanatory power of nations as (cultural) units of analysis, our social scientific approach, the predictive value of cultural dimensions, and opportunities to extend silence research geographically, methodologically, and conceptually.

Esta guía va dirigida a la comunidad universitaria y personas dedicadas a la gestión de la diversidd en la educación superior pretendiendo servir como recurso de orientación en asuntos de diversidad sexual y de género. Comienza clarificando los conceptos de sexo, género, expresión de género y orientación sexual para dar a conocer al/la lector/a qué son, cómo interactúan entre sí, en qué se diferencian y cuál es su relación con la manera en la que las personas se sienten y en la que se relacionan. En segundo lugar, hace una breve descripción de algunas de las situaciones que puede vivir el alumnado como consecuencia de su identidad de género y/o orientación sexual y las limitaciones con las que se pueden encontrar en la Universidad, así como las preocupaciones y experiencias del PAS y PDI. Esta sección incluye algunas citas para ilustrar la experiencia del alumnado que, aunque no pertenecen a la Universidad de Sevilla, sus experiencias pueden ser parecidas en cualquier ámbito educativo. Después se describen iniciativas que se pueden promover, desde el trato entre personal y alumnado hasta las acciones por parte de la institución para crear un entorno más inclusivo, introduciendo previamente el marco legal de referencia. La guía concluye llamando a la necesidad de promover buenas prácticas capaces de prevenir situaciones negativas y discriminatorias en la Universidad.

Objectives Psychological well-being and sociodemographic factors have been associated with cardiovascular health. Positive psychological well-being research is limited in the literature; as such, this study aimed to investigate how patients with cardiovascular disease could be classified according to their perceived mental and physical health, and to identify positive psychological profiles based on this classification and test their stability over time. Design and setting Longitudinal study with patients from a public hospital located in Córdoba (Spain). Participants This study comprised 379 cardiovascular patients (87.3% men) tested at three measurement points. Outcome measures Participants reported their sociodemographic variables (age, sex, educational level, employment and socioeconomic status) at phase 1, while their perceived health and variables relating to positive psychological well-being were tested at this and two subsequent time points (average interval time: 9 months). Results The two-step cluster analysis classified participants into three groups according to their mental and physical health levels, p<0.001: high (n=76), moderate (n=113) and low (n=189) perceived health clusters. Low perceived health was the largest cluster, comprising almost half of patients. Clusters significantly differed according to sex, p=0.002, and socioeconomic level, p=0.004. The profile analysis indicated that participants in the high perceived health cluster showed high positive affect, positivity, life satisfaction, and self-efficacy in emotion regulation, and less negative affect and use of passive strategies over the three measurement points (95% CI, all ps<0.01). Moreover, psychological profile stability for each cluster was generally found over an 18-month period, all ps<0.05. Conclusion Cardiovascular patients may differ in terms of their perceived health and, accordingly, in terms of other relevant variables. Perceived health clusters generated varying and generally

One of the challenges of aging is the increase of people with chronic diseases, such as cardiovascular disease (CVD). Men and women experience the disease differently. Therefore, it has an impact on how CVD is treated and its outcomes. This research analyzed the relationship between psychosocial variables and health promotion among cardiovascular patients, paying special attention to sex differences. A longitudinal study with cardiovascular patients (747 in phase 1 (122 women) and 586 in phase 2 (83 women)) was carried out. Participants were evaluated based on their sociodemographic characteristics, affective balance, regulatory negative affect self-efficacy, stress and anxiety regulation strategies, and perceived global health. Results showed that men presented significantly higher scores in positive affect, affective balance, and self-efficacy to regulate negative emotions, while women presented significantly higher scores in negative affect and the use of passive strategies to cope with stressful situations. Regression analyses showed that all psychological variables studied in phase 1 were significant predictors of health perception in phase 2. According to the results, it is necessary to include strategies to improve cardiovascular health through education and emotional regulation, with a gender focus.

Today, cardiovascular disease has a great impact on the global population due to its high prevalence. One challenge that cardiovascular patients face to achieve a better prognosis is to follow a healthy diet. This study focused on psychological factors linked to adaptation to a healthy diet in these patients. The main objective was to analyze the interrelationship between motivation to follow a healthy diet and self-efficacy to adhere to the Mediterranean diet with life satisfaction over time. The sample consisted of cardiovascular patients who were assessed at three measurement moments (NT1 = 755; NT2 = 593; NT3 = 323, average interval time: nine months). Correlation analyses showed that self-efficacy, motivation, and life satisfaction followed a pattern of positive relations across the three measurements. A time effect over the study variables was also observed. The results of path analyses showed that self-efficacy positively predicted autonomous motivation, which in turn was associated with patients’ life satisfaction. This interrelation was stable over a period of 18 months. Moreover, life satisfaction predicted self-efficacy nine months later. Psychological interventions might be a positive resource for cardiovascular patients, since psychological variables influence their life satisfaction and their subsequent quality of life in their new health condition.

Non-profit organizations (NPOs) are quite complex in terms of organizational structure, diversity at the workplace, as well as motivational mechanisms and value rationality. Nevertheless, from the perspective of organizational psychology, the systematic analysis of this context is scarce in the literature, particularly regarding conflicts. This qualitative study analyzes types, prevalence, and consequences of conflicts in a large NPO considering as theoretical framework several consolidated organizational psychology theories: conflict theory, social comparison theory, and equity theory. Conflicts were analyzed taking into account volunteers’ perspective, who have been the consistent protagonist in NPO research, but also considering paid staff’s perspective as one of the main stakeholders in these organizations, whose relative power has increased in the past decade due to the professionalization of the NPO’s sector. Results confirmed the existence of four types of conflicts: task, process, status, and relationship conflicts. Relationship conflict is the least reported type, revealing the protection factor that values and engagement with a social aim have on this organizational context. The most relevant finding is the strong difference between paid staff and volunteers in conflict perceptions, showing paid staff, overall, higher levels of conflicts than volunteers. Findings also show stronger negative consequences for paid staff compared to volunteers. Theoretical and practical implications are discussed.

Despite legislative and social advances for the inclusion of lesbian, gay, bisexual, transgender and intersex (LGBTI) individuals in Ecuadorian society, LGBTI individuals continue to face discrimination in the workplace. Faced with this situation, organizations have a responsibility to implement practices capable of restraining discrimination and violence and of promoting a culture of peace. This study proposes a series of inclusion measures based on information provided by 15 Ecuadorian lesbian, gay and bisexual (LGB) workers. Thus, we propose that by means of recruitment processes that attract diversity, training workshops to reduce prejudices and stereotypes, socialization events for workers, greater participation of LGB individuals and the establishment of anti-discrimination norms, it is possible to conceive a culture of inclusion of diversity in which there is a peaceful coexistence among workers, regardless of their sexual identity., A pesar de los avances legislativos y sociales para la inclusión de las personas lesbianas, gays, bisexuales, transexuales e intersexuales (LGBTI) en la sociedad ecuatoriana, éstas siguen siendo objeto de discriminación en el entorno laboral. Ante esta situación, las organizaciones tienen la responsabilidad de implantar prácticas que sean capaces de frenar la discriminación y la violencia y de promover una cultura de paz. Este estudio propone una serie de medidas de inclusión a partir de la información proporcionada por 15 trabajadores/as lesbianas, gays y bisexuales (LGB) ecuatorianos. Así, planteamos que mediante procesos de reclutamiento que atraigan a la diversidad, talleres de formación para reducir prejuicios y estereotipos, eventos de socialización entre trabajadores, una mayor participación de las personas LGB y el establecimiento de normas antidiscriminación, es posible concebir una cultura de inclusión de la diversidad en la que exista una convivencia pacífica entre trabajadores, con independencia de su identidad sexual.

Cardiovascular disease (CVD) is the world’s most prevalent chronic disease and the leading chronic cause of morbidity. There are several psychosocial factors associated with quality of life during CVD. Our main objectives were to analyze the roles of conscientiousness, subjective wellbeing and self-efficacy beliefs. The sample comprised 514 patients (mean age 63.57 years) who were assessed twice over a nine-month interval. At Time 1, participants answered a questionnaire assessing conscientiousness, perceived subjective wellbeing (positive and negative affect, life satisfaction), cardiac self-efficacy and health-related quality of life (HRQoL). The same variables (except for conscientiousness) were re-assessed at Time 2. Results showed that conscientiousness had a positive relation with subjective wellbeing, cardiac self-efficacy, and HRQoL at Time 1. Moreover, cardiac self-efficacy at Time 1 had a positive longitudinal effect on HRQoL at Time 2, while controlling for autoregressive effects. Mediation analyses indicated that the relationship between conscientiousness and HRQoL was mediated by positive affect and cardiac self-efficacy. These results suggest the usefulness of psychosocial interventions aimed at promoting positive affect and self-efficacy beliefs among CVD patients.

El presente estudio tuvo como objetivo examinar la influencia del tipo de comportamientos del docente sobre la efectividad de una Comunidad Virtual de Aprendizaje CVA) y los factores motivacionales y personales que promueven la participación de los miembros en las VCL. Para hacerlo, analizamos la influencia de los comportamientos de los docentes durante el desarrollo de la LCV. La muestra estuvo compuesta por 149 estudiantes de tres grupos de la asignatura de Psicología del Trabajo y de las Organizaciones (primer curso del Grado en Relaciones Laborales y Recursos Humanos) de la Universidad de Sevilla que se distribuían en 6 comunidades de prácticas (dos comunidades por clase). Nuestros resultados mostraron que el desarrollo de comportamientos activos en la gestión y motivación de los alumnos en la CVA evita que la comunidad se deteriore. Por el contrario, un estilo de dinamización pasivo provoca que los factores motivacionales y personales que fomentan la participación y el intercambio de conocimiento disminuyan y, por tanto, la satisfacción con la comunidad y la eficacia percibida de la misma., The present study aimed to examine the influence of the type of teacher’s behaviors on the effectiveness of a Virtual Community of Learning (VCL) and the motivational and personal factors that promote to members’ participation in VCLs. To do so, we analyzed the influence of teacher’ behaviors during the development of VCL. The sample was composed of 149 students from 3 groups of “Work and Organizational Psychology” (first course of the Degree in Labor Relations and Human Resources, University of Seville) who were distributed in 6 VCLs (two communities per group). Our results showed that the teacher's active behaviors in CVA prevent that communities deteriorate. On the other hand, a style of passive management diminishes the motivational and personal factors encouraging participation and knowledge sharing behavior, and therefore, reduces satisfaction with the community and perceived effectiveness of VCL.

Many studies have focused on the negative effects of discrimination on workers’ well-being. However, discrimination does not affect just victims but also those people who witness discriminatory acts or who perceived they are working in a discriminatory work environment. Although perceiving a discriminatory work environment might be a stressor, the presence of job resources might counteract its negative effects, as suggested by the Job Demand-Resources model. The goal of this study is to test the effect of perceiving a discriminatory work environment on workers’ psychological well-being when job autonomy and co-workers and supervisor support act as mediator and moderators respectively. To test the moderated mediation model data were gathered with a sample of Italian 114 truckers. Results demonstrated that job autonomy partially mediates the relationship between perceiving a discriminatory work environment and workers’ well-being. Main interactional effects have been observed when co-workers support is introduced in the model as moderator, while no main interactional effects exist when supervisor support is introduced. Theoretical and practical implications are discussed.

Discrimination is a complex phenomenon with adverse consequences at personal and organizational levels. Past studies have demonstrated that workers who are victims of discrimination might show less job satisfaction, less organizational commitment and worse levels of health and productivity. Although most research has focused on the effects of discrimination on victims, less is known about the extent to which discrimination produces consequences on workers who perceive the existence of a discriminatory work environment. The goal of this article is to analyze the consequences of the perception of a discriminatory work environment on employees' health. The importance of this relationship is studied taking into account the mediating effect of job satisfaction. In order to reach this goal a cross-sectional study was carried out with a sample of 1633 Italian workers (male = 826, female = 764), employed in private and public sectors, and in different hierarchical positions. Results suggest that the perception of a discriminatory work environment is negatively associated with employees' health. This relationship is partially mediated by job satisfaction (R (2) = 0.17). This study demonstrates that perceiving a discriminatory work environment might have a negative impact on workers' health. A higher level of job satisfaction might buffer this effect. These findings have several practical implications. On the one hand, Human Resource Managers need to intervene in order to recognize and diminish implicit biases, creating a healthy and inclusive environment (e.g., through training, diversity policies, etc.). On the other hand, promoting job satisfaction (e.g., providing mechanisms of voice) might help workers to preserve their well-being, coping with the negative effects of a discriminatory work environment.

The current economic crisis is triggering a new scenario of uncertainty, which is affecting the organizational behavior of individuals and working teams. In contexts of uncertainty, organizational performance suffers a significant decline—workers are faced with the perceived threat of job loss, individuals distrust their organization and perceive that they must compete with their peers. This paper analyzes the effect of uncertainty on both performance and the affective states of workers, as well as the cognitive, affective and personality strategies (goals and error orientation) to cope with uncertainty as either learning opportunities or as situations to be avoided. Moreover, this paper explores gender differences in both coping styles in situations of uncertainty and the results of a training program based on error affect inoculation in which positive emotional responses were emphasized. Finally, we discuss the relevance of generating practices and experiences of team cooperation that build trust and promote collective efficacy in work teams., La crisis económica desencadena un nuevo escenario de incertidumbre que incide sobre el comportamiento organizacional de individuos y equipos de trabajo. El rendimiento organizacional se deteriora en contextos de incertidumbre—ante la amenaza percibida de mantener el trabajo, los individuos muestran desconfianza con la organización y competitividad con sus iguales. El presente artículo analiza el efecto de la incertidumbre sobre el rendimiento y los estados afectivos de los trabajadores, así como las estrategias cognitivas, afectivas y de personalidad (orientación hacia los errores) para afrontar contextos de incertidumbre, bien como oportunidades para aprender o como situaciones a evitar. Igualmente se analizan las diferencias de género en los estilos de afrontamiento y los resultados de un programa de inoculación de afecto hacia los errores en el que se enfatizan las reacciones afectivas positivas. Por último, se discute la importancia de crear experiencias de cooperación en los equipos de trabajo que generen confianza y eficacia colectiva.

Se aborda en el presente trabajo el desarrollo de una agenda de investigación enmarcada por las dificultades del entorno socioeconómico y su incidencia en las políticas de igualdad en el contexto laboral. Se presentan cuatro estudios desarrollados en el marco de la mejora del diálogo social y la promoción de organizaciones inclusivas, resaltando el estado del tema en España y su significado para la práctica profesional. Los estudios se centran en a) la necesidad de capacitar y apoderar a los agentes sociales - especialmente a los representantes de los trabajadores – para liderar la innovación social y la promoción de organizaciones inclusivas, b) las actuaciones ante las manifestaciones actuales de la denominada discriminación moderna en el contexto laboral, c) las barreras para promover la integración laboral de las personas con discapacidad, y d) el apoyo a las políticas de conciliación entre el trabajo y la vida personal., This paper addresses the developing research agenda framed by the difficulties of the socio-economic environment and its impact on equality policies in the employment context. We present four studies developed in the framework of improving the social dialogue and promoting inclusive organizations, highlighting the status of the issue in Spain and its meaning for professional practice. The studies focus on a) the need to train and empower social actors - especially workers’ representatives - to lead social innovation and promote inclusive organizations, b) proceedings for acting against the current manifestations of what is known as “modern discrimination” in the work context, c) labor integration of persons with disabilities, and d) supporting policies to balance work and personal life.

Durante muchos años, las personas lesbianas, gays y bisexuales (LGB) han sido víctimas de un proceso de estigmatización, llevado a cabo por parte de la sociedad en su conjunto, por no alinearse con los modelos afectivos heterosexuales y por salirse de lo que se ha denominado Heteronormatividad (Losert, 2008; Warner, 1991). Este concepto hace referencia a aquel conjunto de normas sociales que establece la heterosexualidad como la norma a seguir. Ser LGB no sólo era perseguido por parte de la sociedad, sino también por parte de la comunidad científica y sólo en 1975 la Asociación Americana de Psicología (APA ¿ American Psychological Association) eliminó la homosexualidad del ¿Manual de Diagnóstico de los trastornos mentales¿ (DSM), mientras que se tendrá que esperar hasta el 1990 para que la Organización Mundial de la Sanidad (OMS) deje de etiquetar las orientaciones sexuales no heterosexuales dentro de las enfermedades psíquicas. Desde entonces han transcurrido casi tres décadas y se han sucedido numerosos cambios a nivel legislativo y social en muchos países occidentales, entre ellos, España. El reconocimiento del matrimonio entre parejas del mismo sexo y la posibilidad de adoptar niños/as (Ley 13/2005), tras numerosos años de lucha de los movimientos LGTB, ha representado una etapa fundamental para el reconocimiento de los derechos de dichos colectivos. Sin embargo, este importante cambio ha encontrado las resistencias provenientes de algunas franjas conservadoras de la sociedad, que tras la aprobación de la Ley 13/2005 presentaron un recurso sobre la constitucionalidad de dicha ley. Después de varios años de incertidumbre en los que vivieron las parejas LGB que habían contraído matrimonio, en 2012 la Asamblea Constituyente se pronunció favorablemente sobre la validez del matrimonio entre las parejas del mismo sexo. Los cambios legislativos, por un lado, son el resultado de una reflexión que se produce a nivel social y, por otro lado, de un diálogo entre las instit

El acoso psicológico en el trabajo es un fenómeno complejo que afecta a un gran número de organizaciones y empleados en nuestro país. Como sabemos, los últimos datos de carácter científico informan de una prevalencia en torno al 4%. Todo ello, unido a las potenciales consecuencias negativas a nivel individual, grupal, organizacional y social del acoso psicológico, justifican la necesidad de llevar a cabo intervenciones eficaces frente a este riesgo psicosocial. Sin embargo, aunque muchos investigadores y profesionales abogan por el uso de la formación y la introducción de políticas anti-acoso como una forma de reducir su incidencia, pocos estudios han examinado la eficacia de estas intervenciones. En este artículo, los autores, por un lado, describen las medidas más extendidas para afrontar el acoso psicológico y, por otro lado, siguiendo una perspectiva del acoso como un conflicto escalado, ofrecen un ejemplo de evaluación de la eficacia de una intervención dirigida a capacitar a los trabajadores para una gestión adecuada de los conflictos en el trabajo., Workplace bullying is a complex phenomenon that affects a large number of organizations and employees in our country. As we know, the latest scientific data reported a prevalence of around 4%. This data, coupled with the potential negative consequences at individual, group, organizational and social levels of workplace bullying, justifies the need for effective interventions against this psychosocial risk. However, although many researchers and practitioners advocate the use of training and the introduction of anti-bullying policies as a way to reduce its incidence, few studies have examined the effectiveness of these interventions. In this article, the authors, on one hand, describe the most widespread measures to deal with bullying and, on the other hand, following an overview of workplace bullying as an escalated conflict, provide an example of evaluating the effectiveness of an intervention designed to train workers for the proper management of conflicts at work.