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Positive occupational health psychology emphasizes the need to analyze variables that promote workers' health. From this perspective, work engagement is a positive emotional-motivational state in employees, and vigor at work is a positive affective response to continuous interactions among different elements of the work environment. Despite the relation of both constructs to health implications, the ways in which they are related to different health categories (psychological health, psychological disorder symptoms, physical health, health-related behavior and overall health) may vary. Given that they are different constructs, they could affect health in different ways. Thus, we undertake a PRISMA-compliance systematic review to analyze the possible differing impact of work engagement and vigor at work on workers' health. The search, drawn from four electronic databases, was refined and 70 papers on work engagement and 9 papers on vigor at work were finally analyzed. The results show that both constructs are relevant in health, implying improvements in all categories, except for the psychological disorder symptom in which no vigor studies were found. However, the influence of both constructs is different. Specifically, vigor at work has greater involvement in physical health, leading to lower high-sensitivity C-reactive protein levels, fibrinogen levels, hyperlipidemia risk, diabetes mortality risk and physical symptoms, as well as health-related behavior, leading to less insomnia, more physical activity and more physical exercise. Work engagement is mostly related to psychological health, leading to improved well-being and life satisfaction as well as a lower risk of suffering from stress, anxiety, depression, fatigue and psychological tension., Author(s): Daniel Cortés-Denia [sup.1] , Esther Lopez-Zafra [sup.1] , Manuel Pulido-Martos [sup.1] Author Affiliations: (1) grid.21507.31, 0000 0001 2096 9837, Department of Psychology, Universidad de Jaén, , Jaén, Spain Introduction [...]

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Introduction: The aim of this study is to analyze the role that Perceived Emotional Intelligence and social competences have on academic performance. Furthermore, we analyze the role of teacher's expectancies on performance in secondary school students. Method: One hundred ninety three students (50.7% male and 49.3 % female) from the first and second cycle of secondary school ("M" = 14.1 years; "DT" = 1.39; range from 11 to 16 years old), completed a self-report evaluating Perceived Emotional Intelligence (TMMS-24), and Social Attitudes (AECS). Academic performance was assessed by individual marks and an ad hoc Likert scale that comprised different behaviour indices assessed teachers' expectancies about performance. Results: Our results show that prosocial attitudes predicted positively and significantly, not only students' academic performance but Perceived Emotional Intelligence (PEI) as well. Teachers' expectancies also play an important role in this prediction. Discussion: Our study reflects that social behavior impacts academic performance. Furthermore, other variables as perceived emotional intelligence and teacher's expectancies have an important role. The implications of these results on education are discussed. (Contains 7 tables and 1 figure.)

Studies on both transformational leadership and emotional intelligence have analyzed the relationship between emotions and leadership. Yet the relationships among these concepts and gender roles have not been documented. In this study, we investigated the relations among transformational leadership, emotional intelligence, and gender stereotypes. Four hundred thirty-one Spanish undergraduates (162 men and 269 women; mean age = 19.56 years) in three different disciplines completed a questionnaire including scales for measuring emotional intelligence, transformational leadership, and gender identity. Results showed important differences across the different disciplines and illustrated that emotional intelligence and gender roles predict transformational leadership. These results are interpreted in line with current research on the topic of leadership and emotional intelligence. (Contains 2 tables and 2 footnotes.)

In an examination of aspirations for leadership in the United States and Spain, male and female students envisioned themselves as a chief executive officer, vice president, or mid-level manager in an industry with a feminine image (clothing manufacturing) or a masculine image (auto manufacturing). Although men and women perceived these roles as equally positive, women perceived them as less possible and less facilitative of close relationships and gender relationships. Other gender effects included more positive perceptions of the roles by women in the feminine industry and by men in the masculine industry. Cross-nationally men perceived the roles as more positive than women did only in Spain, and U.S. students perceived the roles as more possible than Spanish students did.

Aim: The present study investigated the adverse effects of daily experienced incivility and the positive role of daily social support during the workday in predicting daily emotional exhaustion after work and vitality and positive affect at bedtime. Background: Despite the broad knowledge of the impact of experienced incivility in different occupations, little is known about day‐to‐day nurse incivility, much less in the hospital context. Method: After completing a general questionnaire, hospital nurses (n = 96) completed a diary questionnaire twice a day for five consecutive workdays (n = 480 diary observations). The diary design had two levels: 5‐day repeated measures (Level 1, day level) nested in persons (Level 2, person level) using an experience‐sampling methodology. Results: Multilevel hierarchical analyses showed that incivility during the workday increased emotional exhaustion after work (t = 3.00, p = <0.05) and reduced vitality (t = −2.48, p = 0.05) and positive affect (t = −2.23, p = 0.05) at bedtime. However, daily social support during the workday was a crucial job resource that directly benefited hospital nurses' daily wellbeing (t = 5.19, p = 0.01 vitality; t = 4.89, p = 0.01 positive affect) and buffered the adverse effects of daily workplace incivility (t = −2.33, p = 0.05). Conclusion: The within‐person approach of our findings suggests that supportive practices can reduce day‐to‐day incivility spirals. Implications for Nursing Management: Nurse managers can promote a civility culture within their units using in service training programmes at work. [ABSTRACT FROM AUTHOR]

In a cross-cultural study, the authors tested whether the leadership role is more congruent with the masculine than the feminine gender role. Participants in Germany and Spain evaluated a male or a female candidate for a leadership position in an industry congruent or incongruent with the candidate's gender role, or in an unspecified industry. In line with the authors' hypotheses, the female candidate was perceived as less qualified for the position, especially when she worked in the incongruent industry. Spanish participants showed more prejudice against the female candidate than did German participants. Furthermore, when German participants predicted that the female candidate would succeed in obtaining the promotion, they made an internal causal attribution to explain this success. Spanish participants, however, sometimes made an external causal attribution. These results are consistent with the role congruity theory. Keywords: causal attributions; gender; gender stereotypes; leadership; prejudice; role congruity

Psychological Capital has been proposed as one of the main bases of the current competitive advantage of any organization; therefore, many studies have assessed the effects of this variable on different work environments. However, to date, no study has addressed systematically the existing research on PsyCap as a mediating and moderating variable in the workplace. The aim of this paper is to respond to the need for reconstruction and reinforcement of the theory surrounding PsyCap and to shed light on the factors that seem to influence the PsyCap levels. Studies included in the Web of Science (WOS) and PsycINFO databases from 2004 to 2020 are reviewed. The results show the importance of PsyCap within the fields of creativity, psychological health, performance, job satisfaction, organizational climate, leadership and other emerging issues. Furthermore, we propose a new classification to integrate all these antecedents of PsyCap, which has important theoretical and practical implications. [ABSTRACT FROM AUTHOR]

To purchase or authenticate to the full-text of this article, please visit this link: http://dx.doi.org/10.1111/j.1471-6402.2006.00299.x Byline: Lauren A. Killeen (1), Esther Lopez-Zafra (2), Alice H. Eagly (3) Abstract: In an examination of aspirations for leadership in the United States and Spain, male and female students envisioned themselves as a chief executive officer, vice president, or mid-level manager in an industry with a feminine image (clothing manufacturing) or a masculine image (auto manufacturing). Although men and women perceived these roles as equally positive, women perceived them as less possible and less facilitative of close relationships and gender relationships. Other gender effects included more positive perceptions of the roles by women in the feminine industry and by men in the masculine industry. Cross-nationally men perceived the roles as more positive than women did only in Spain, and U.S. students perceived the roles as more possible than Spanish students did. Author Affiliation: (1)Northwestern University (2)University of Jaen (3)Northwestern University Article History: Initial submission: September 15, 2004 Initial acceptance: October 5, 2005 Final acceptance: January 6, 2006 Article note: Address correspondence and reprint requests to: Lauren A. Killeen, The Pennsylvania State University, Child Study Center, University Support Building I, University Park, PA 16802-1003. E-mail: lkilleen@psu.edu

Some authors assert that there is a feminine advantage in leadership, even though female leaders are often targets of prejudice. Our experiment tested how people's expectations affect this prejudice in different work environments. Participants evaluated a male or a female candidate for a leadership position in an industry that was congruent or incongruent with the candidate's gender role. Participants showed prejudice against the female candidate, especially when she worked in an industry incongruent with her gender role. Female and older participants showed more prejudice against the female leader than did male and younger participants. These results invoke role congruity theory (Eagly & Karau, Role congruity theory of prejudice toward female leaders. Psychological Review, 109, 573-598, 2002). Keywords Causal attributions * Gender * Gender identity * Leadership * Prejudice * Role congruity * Sex * Transformational leadership * Women