- Departament de Psicologia Social i Psicologia Quantitativa
Campus Mundet, Ponent
Passeig de la Vall d'Hebron, 171
08035 Barcelona
Spain - +34933125193
- Associate Professor. Teaching in Organizational Psychology in Bachelor/Undergraduate and Master Erasmus Plus on Work,... moreAssociate Professor. Teaching in Organizational Psychology in Bachelor/Undergraduate and Master Erasmus Plus on Work, Organizational and Personnel Psychology WOPP
Research on leadership, teams, health at work and cross-cultural psychology.
Management/co-ordination of European projectsedit
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Background: COVID-19 accelerated the adoption of remote working in which employers’ obligations for employees’ health and well-being extended into the home. This paper reports on a systematic review of the health impacts of remote working... more
Background: COVID-19 accelerated the adoption of remote working in which employers’ obligations for employees’ health and well-being extended into the home. This paper reports on a systematic review of the health impacts of remote working within the context of COVID-19 and discusses the implications of these impacts for the future role of the occupational health nurse. Method: The review protocol was registered with PROSPERO (CRD42021258517) and followed the PRISMA guidelines. The review covered 2020-2021 to capture empirical studies of remote working during the COVID-19 pandemic, their physical and psychological impacts and mediating factors. Results: Eight hundred and thirty articles were identified. After applying the inclusion criteria, a total of 34 studies were reviewed. Most studies showed low to very low strength of evidence using the GRADE approach. A minority of studies had high strength of evidence. These focused on the reduced risk of infection and negative effects in te...
Research Interests: Nursing, Occupational Health, Occupational Health & Safety, Health Impact Assessment, Work Life Balance, and 7 moreOccupational Safety and Health, Systematic review, Workplace health and safety, Worklife Balance and Job Stress, REMOTE WORK, Occupational health nursing, and Remote Working/Teleworking/Work From Home
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Research Interests: Psychology and Psicologia
Abusive leaders affect employees’ emotions and health and produce counterproductive behaviors that cause economic damage to organizations. The literature has focused predominantly on the antecedents of abusive supervision and its negative... more
Abusive leaders affect employees’ emotions and health and produce counterproductive behaviors that cause economic damage to organizations. The literature has focused predominantly on the antecedents of abusive supervision and its negative impact, providing knowledge on mechanisms that link abusive supervision to consequences for subordinates. There has been limited research on the supervisor perspective, on the group level, and on recovery. This review makes three contributions: first, we examine the theoretical approaches used by previous research studies to understand abusive supervision. Second, we analyze the types of mechanisms that explain how and when an abusive supervision process occurs. Third, we identify and discuss applied methodologies and limitations. Based on the preferred reporting items for systematic reviews and meta-analysis guidelines, and transactional well-being process perspective, we analyzed 171 empirical manuscripts and 239 samples between 2010 and July 202...
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Abusive supervision impacts employees' emotions negatively and creates feelings of shame and fear. But it remains unclear how daily employees' positive and negative emotions are affected and if they can recover. Applying the affective... more
Abusive supervision impacts employees' emotions negatively and creates feelings of shame and fear. But it remains unclear how daily employees' positive and negative emotions are affected and if they can recover. Applying the affective event theory and job demands-resources model we hypothesized that daily abusive supervision influences employees' positive and negative emotions fluctuation over the day, recovery after work, and employee emotions the next morning. Two daily surveys were answered by 52 Mexican employees for ten days providing 347 registers in the morning and 255 in the afternoon. Hierarchical linear modeling shows alteration of positive and negative emotions in the afternoon and next day, and a positive effect over recovery in relaxation, mastery and control restoring positive emotions. However, negative emotions cannot be recovered for the following day. Additionally, we found effects of predictive variables, as the days of the week go by, positive emotions in the afternoon and negative emotions in the morning decrease. Gender shows for men a more negative effect on positive emotions in the afternoon, next morning and on mastery-recovery. Marital status revealed effect over married individuals incrementing the four recovery dimensions, increasing positive emotions, and reducing negative emotions in the afternoon and next morning. Tenure has an effect over abusive supervision, the longer employees in the company, more likely they suffer abusive supervision. We show how employees restore positive emotions after daily recovery and that negative emotions cannot be recovered for the following day; revealing how abusive managers cause emotional damage to employees every day.
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Abusive leaders affect employees' emotions and health and produce counterproductive behaviors that cause economic damage to organizations. The literature has focused predominantly on the antecedents of abusive supervision and its negative... more
Abusive leaders affect employees' emotions and health and produce counterproductive behaviors that cause economic damage to organizations. The literature has focused predominantly on the antecedents of abusive supervision and its negative impact, providing knowledge on mechanisms that link abusive supervision to consequences for subordinates. There has been limited research on the supervisor perspective, on the group level, and on recovery. This review makes three contributions: first, we examine the theoretical approaches used by previous research studies to understand abusive supervision. Second, we analyze the types of mechanisms that explain how and when an abusive supervision process occurs. Third, we identify and discuss applied methodologies and limitations. Based on the preferred reporting items for systematic reviews and metaanalysis guidelines, and transactional well-being process perspective, we analyzed 171 empirical manuscripts and 239 samples between 2010 and July 2020. We identified a growth in abusive supervision research between 2018 and 2020 and found 101 different theories. Most of these theories view abusive supervision from a social, relational, or affective perspective, but seldom from an emotional perspective. We classified four types of mechanisms: simple relations between abusive supervision and antecedentconsequences (12), moderators (47), mediators (26), and a combination of mediators and moderators (86). We found that research has mostly been performed at the employee level or on dyads; studies that analyze the team level are rarely found. We identified two methodological problems: cross-sectional designs, which do not allow the analysis of its causality, and the increased risk of common method variance that may influence the results obtained via single-source data. In conclusion, the theories used have focused on employee perceptions, which have not enabled the broadening of the abusive supervision concept to include the supervisor's perspective and a recovery-related perspective. Research on how and when abusive supervision occurs analyzed with complex mechanisms using emotional variables and appropriate daily methodologies has been scarce. We propose a theoretical expansion including emotional theories to uncover emotional consequences of abusive supervision and the recovery concept to provide a deeper insight into abusive supervision process. We contend that longitudinal and diary designs that include teams and supervisor levels are necessary.
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Background: COVID-19 accelerated the adoption of remote working in which employers' obligations for employees' health and well-being extended into the home. This paper reports on a systematic review of the health impacts of remote working... more
Background: COVID-19 accelerated the adoption of remote working in which employers' obligations for employees' health and well-being extended into the home. This paper reports on a systematic review of the health impacts of remote working within the context of COVID-19 and discusses the implications of these impacts for the future role of the occupational health nurse. Method: The review protocol was registered with PROSPERO (CRD42021258517) and followed the PRISMA guidelines. The review covered 2020-2021 to capture empirical studies of remote working during the COVID-19 pandemic, their physical and psychological impacts and mediating factors. Results: Eight hundred and thirty articles were identified. After applying the inclusion criteria, a total of 34 studies were reviewed. Most studies showed low to very low strength of evidence using the GRADE approach. A minority of studies had high strength of evidence. These focused on the reduced risk of infection and negative effects in terms of reduced physical activity, increased sedentary activity, and increased screen time. Conclusion/ Application to Practice: The synergy of work and personal well-being with the accelerated expansion of remote working suggests a more active role in the lives of workers within the home setting on the part of occupational health nurses. That role relates to how employees organize their relationship to work and home life, promoting positive lifestyles while mitigating adverse impacts of remote working on personal well-being.
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Digitalization entails positive and negative consequences for employees. In a longitudinal, randomized control group design over 14 days (N = 95 participants), we piloted and expected each of three app-based interventions to positively... more
Digitalization entails positive and negative consequences for employees. In a longitudinal, randomized control group design over 14 days (N = 95 participants), we piloted and expected each of three app-based interventions to positively influence general well-being, well-being related to information and communication technology (ICT) and recovery compared to the control group with no intervention. The meditation intervention significantly increased general well-being (satisfaction) and recovery (detachment) compared to the control group but did not reduce general stress. The cognitive- behavioural intervention significantly increased general well-being (less stress). The informational intervention, however, increased the general stress level. No intervention changed the level of ICTspecific well-being. Thus, classic stress interventions conveyed via ICTs (app-based) may be effective for addressing classic stress symptoms, but not yet for new forms of stress. Future research should investigate structural differences between classic stressors and new kinds of ICT-related stressors to identify starting points for new types of interventions.
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Many current working conditions are characterized by increasing blurred boundaries between work and nonwork with spillover that impact employees’ and recovery processes and wellbeing. Research, although emerging, considers these processes... more
Many current working conditions are characterized by increasing blurred boundaries between work and nonwork with
spillover that impact employees’ and recovery processes and wellbeing. Research, although emerging, considers these
processes in the leadership-wellbeing relationship insufficiently. The main aim of this study, therefore, was to enhance our
understanding of the role of leadership on employee’s work-nonwork interface and wellbeing. To address these processes
adequately, longitudinal research is most appropriate. To our best knowledge, no review exists that could inform longitudinal
studies on the leadership-employee wellbeing relationship with a focus on spillover and recovery processes. Following the
PRISMA Extension for Scoping Reviews, we apply a narrative synthesis of 21 identified studies to organize the research
landscape. We make three main contributions: First, we adopt an integrated resource-demands based process perspective
and expand the leadership-employee wellbeing relationship by including spillover and recovery. Second, we map the used
theoretical approaches and analyzed research gaps. Third, we offer a list of the issues and potential remedies of applied
methodologies to orient further research. Results show, that while work-nonwork research is predominantly approached
from a negative conflict-based view, research focused more on positive than on negative leadership. We identify two broad
categories of investigated mechanisms, namely bolstering/hampering mechanisms, and buffering/strengthening mechanisms.
Findings also highlight the importance of personal energy resources and therefore call for more attention to affect-driven
theories. The identified predominance of the IT and healthcare sectors and of working parents warrants more representative
research. We offer recommendations to advance future research both theoretically and methodologically.
spillover that impact employees’ and recovery processes and wellbeing. Research, although emerging, considers these
processes in the leadership-wellbeing relationship insufficiently. The main aim of this study, therefore, was to enhance our
understanding of the role of leadership on employee’s work-nonwork interface and wellbeing. To address these processes
adequately, longitudinal research is most appropriate. To our best knowledge, no review exists that could inform longitudinal
studies on the leadership-employee wellbeing relationship with a focus on spillover and recovery processes. Following the
PRISMA Extension for Scoping Reviews, we apply a narrative synthesis of 21 identified studies to organize the research
landscape. We make three main contributions: First, we adopt an integrated resource-demands based process perspective
and expand the leadership-employee wellbeing relationship by including spillover and recovery. Second, we map the used
theoretical approaches and analyzed research gaps. Third, we offer a list of the issues and potential remedies of applied
methodologies to orient further research. Results show, that while work-nonwork research is predominantly approached
from a negative conflict-based view, research focused more on positive than on negative leadership. We identify two broad
categories of investigated mechanisms, namely bolstering/hampering mechanisms, and buffering/strengthening mechanisms.
Findings also highlight the importance of personal energy resources and therefore call for more attention to affect-driven
theories. The identified predominance of the IT and healthcare sectors and of working parents warrants more representative
research. We offer recommendations to advance future research both theoretically and methodologically.
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Research Interests: Psychology, Social Psychology, Leadership, Transformational Leadership, Mediation, and 11 moreAutonomy, Medicine, Labor Market, Moderated mediation, Role Ambiguity, Employee Stress and Well Being, Job Autonomy, Mercat de treball, Frontiers in Psychology, Passive-avoidant leadership, and Team climate for learning
Aim(s). This two-wave study examines how transformational and laissez-faire leadership affect role overload and conflict and subsequent outcomes, including anxiety and intention to leave the organization. Background. In today’s healthcare... more
Aim(s). This two-wave study examines how transformational and laissez-faire leadership affect role overload and conflict and subsequent outcomes, including anxiety and intention to leave the organization. Background. In today’s healthcare sector, promoting health among employees is more relevant than ever. Health-promoting leadership styles, such as transformational leadership, can positively affect staff well-being, but research on laissez-faire leadership is particularly sparse, though it is believed to be detrimental. Past research suggests that leadership conditions work experiences and can exacerbate or mitigate role stressors that result in individual outcomes. Method(s). Questionnaires were administered to nurses in the USA (n = 208) and Spain (n = 220), with a five- and eight-week separation, respectively. Results. Transformational leadership has a negative and laissez-faire leadership has a positive relationship with adverse outcomes. Furthermore, role overload and conflict...
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The increasing spread of digital technologies and respective consequences for the way we live, work, and communicate can evoke feelings of tension and discomfort. This so-called digitalisation anxiety is related to existing and future... more
The increasing spread of digital technologies and respective consequences for the way we live, work, and communicate can evoke feelings of tension and discomfort. This so-called digitalisation anxiety is related to existing and future technologies, includes the process of digitalisation in everyday life, and refers to multiple levels (the individual, organisations, and society). Existing scales measuring technology-related fears due not adequately reflect these features. Therefore, we developed the German version of the Digitalisation Anxiety Scale (DAS). Having generated items based on a qualitative interview study (Study 1, n = 26), we demonstrated the DAS’s factor structure, internal consistency and construct validity in Study 2a (n = 109) and test-retest reliability in Study 2b (n = 30). In Study 3 (n = 223), the scale’s structure was confirmed and correlates of digitalisation anxiety were examined. The final version of the DAS consists of 35 items with a four-factor structure (...
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Mastering a healthy Work-Life-Flow (WLF) has become an ever-more challenging key competence to maintain an effective and sustainably enduring work performance while increasing social, physical and mental health. We propose in the frame of... more
Mastering a healthy Work-Life-Flow (WLF) has become an ever-more challenging key competence to maintain an effective and sustainably enduring work performance while increasing social, physical and mental health. We propose in the frame of the Strategic Partnership project "Excellence based profiling to identify and apply tools and trainings for a better and sustainable Work-Life-Flow" (Project Number: 2020-1-ES01-KA203-083282 funded by Erasmus+) an innovative and transversal curriculum for higher education institution (HEI) students in Europe focusing on competencies for a healthy WLF. Within the scope of the European Green Deal and the accentuated transition need towards lifelong learning, young people entering the labour market will not only face an increase in complex and dynamic work contexts but also increasingly blurred boundaries between work and nonwork in highly flexible work arrangements, both temporally and spatially. This disruptive work systems change requires a change for personal agency. Specifically, a recent EU-OSHA report shows that the erosion and forced integration of work and nonwork domains results in longer working hours, presenteeism, more ruminative thinking after work hours, higher anxiety levels, more sleeping disorders, and generally higher stress levels. It is crucial to determine which personal competencies are needed to cope with this ongoing transformation and to achieve a healthy WLF. The WLF project embeds its competency-based approach within The European Framework for Personal, Social and Learning to Learn Key Competence and the Sustainable Development Goals, specifically Goals 3, 4 & 8.
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Teamwork is a competence highly demanded among workers and an academic field with an extensive specialized literature. Based on this knowledge that comes from the study of organizational behavior, this communication presents a model to... more
Teamwork is a competence highly demanded among workers and an academic field with an extensive specialized literature. Based on this knowledge that comes from the study of organizational behavior, this communication presents a model to understand teamwork in higher education settings. The theoretical model considers structural components (i.e., task interdependence and task uncertainty), processes (i.e., team development and team climate for learning) and results (i.e., team effectiveness). Moreover, an assessment tool (and attitude questionnaire with 42 items-Likert scale with a range from 1 to 7) is also presented to measure these critical components that can allow us to distinguish between effective and ineffective teams in higher education. First results of the application of these tools to 18 team students show good consistency values of the tools being able to distinguish among teams. Additionally, we propose a procedure to obtain aggregated measures per group from the members...
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Corral, M.J.1 i grup PSINFO a. a Integrants del grup PSINFO (per ordre alfabètic): Adan, A.1, Álvarez, C.2 Amador, J.A.1, Berger, R.1, Calderón, C.1, Celdrán M.1, Codina, N.1, Colell, M.1, Cornet, J.2, Corral, M.J. 1, Cunillera, T.1,... more
Corral, M.J.1 i grup PSINFO a. a Integrants del grup PSINFO (per ordre alfabètic): Adan, A.1, Álvarez, C.2 Amador, J.A.1, Berger, R.1, Calderón, C.1, Celdrán M.1, Codina, N.1, Colell, M.1, Cornet, J.2, Corral, M.J. 1, Cunillera, T.1, Ferrer-Garcia, M.1, Gallardo-Pujol, D.1, Gilboy, E.1, González-Conde, J.1, Guilera, G.1, Jurado, M. A.1, Leiva, D.1, Martínez, M.1, Mataró, M.1, Mayo-Alesón, M.1, Nuño, N.1, Peró, M.1,Pueyo, R.1, Ramon-Casas, M.1, Rivero, M.1, Serrat, R.A.1, Tremosa, J.2, Via, M.1, Vidal, T.1 i Zaborras, R.2.
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This study aimed to clarify the validity of the short scale of Transformational Leadership used by the Human System Audit (short HSA-TFL). The need of today’s enterprises for combined assessment of transformational leadership and... more
This study aimed to clarify the validity of the short scale of Transformational Leadership used by the Human System Audit (short HSA-TFL). The need of today’s enterprises for combined assessment of transformational leadership and quality-related performance in wider contexts requires short instruments based on scientific research. Convergent, construct and criterion validity of the short HSA-TFL were analyzed. Comparison of the short HSA-TFL with the Multifactor Leadership Questionnaire (MLQ-5X) showed high convergent validity. Exploratory factor analysis with hospital workers in Spain (N=625) showed the single factor structure of the Spanish version of the HSA-TFL. Confirmatory factor analysis using three further samples of hospital workers (N= 776) from different european countries confirmed a single factor. As regards criterion validity, the results indicated that the short HSA-TFL is positively related in all four countries to subjective performance. In sum, the results provide ...
Research Interests: Psychology, Psychometry, Psychometrics, Leadership, Transformational Leadership, and 10 moreHuman Resources, Confirmatory factor analysis, Construct Validity, Exploratory Factor Analysis, Psicometria, Human Relations, Convergent Validity, Universitas, Discriminant Validity, and Universitas Psychologica
The aims of this research are to analyze the psychometric properties of the Philippine (N = 308) and German (N = 200) version of the Human System Audit transformational leadership short-scale (HSA-TFL short-scale) and to identify whether... more
The aims of this research are to analyze the psychometric properties of the Philippine (N = 308) and German (N = 200) version of the Human System Audit transformational leadership short-scale (HSA-TFL short-scale) and to identify whether transformational profiles are similar or different in both countries. In todays’ globalized environment, the number of multinational organizations increases and trade relations between countries become straighter. This intensifies the companies’ need for short leadership instruments that are scientifically designed, reliable and quick to apply. We analyzed factor structure, convergent and criterion validity, as well as transformational profiles for Germany and the Philippines, both important economies in their regional economic blocks that experienced a considerable growth of their bilateral relations. Results indicate that the HSA-TFL short-scale is a reliable instrument (Philippines: α = .90; Germany: α = .91) with a one-factor structure for the P...
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The purpose of this paper is to clarify how leadership is able to improve team effectiveness, by means of its influence on group processes (i.e., increasing group development) and on the group task (i.e., decreasing task uncertainty).... more
The purpose of this paper is to clarify how leadership is able to improve team effectiveness, by means of its influence on group processes (i.e., increasing group development) and on the group task (i.e., decreasing task uncertainty). Four hundred and eight members of 107 teams in a German research and development (R&D) organization completed a web-based survey; they provided measures of transformational leadership, group development, 2 aspects of task uncertainty, task interdependence, and team effectiveness. In 54 of these teams, the leaders answered a web-based survey on team effectiveness. We tested the model with the data from team members, using structural equations modeling. Group development and a task uncertainty measurement that refers to unstable demands from outside the team partially mediate the effect of transformational leadership on team effectiveness in R&D organizations (p < 0.05). Although transformational leaders reduce unclarity of goals (p < 0.05), this s...
Research Interests: Psychology, Effectiveness, Leadership, Teams, Transformational Leadership, and 12 moreGroup Processes & Intergroup Relations, Medicine, Knowledge Work, Group development, Uncertainty, Group work, Team Effectiveness, Knowledge Workers, Tasks, Frontiers in Psychology, Labor courts, and Task uncertainty
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The current global economic crisis has led us to ask how to generate competitive advantages with an impact on organizational effectiveness without jeopardizing the employees’ quality of life. The importance of the development of health... more
The current global economic crisis has led us to ask how to generate competitive advantages with an impact on organizational effectiveness without jeopardizing the employees’ quality of life. The importance of the development of health and safety policies (Montero, Araque, & Rey, 2009), among them, those relating to family-friendly policies promoting work-life balance (WLB) of employees (Leon & Chinchilla, 2010; Urcelay, 2005) has been pointed out by various authors in our country. This article reviews the main Spanish and Latin American contributions on work-life balance (WLB) published in the last eight years, and presents the research work of ASH-PsicoSAO Group (University of Barcelona) related to this topic. The objective of our work is to contribute to both, the scientific and the occupations fields, with particular attention to the role of supervisor.
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The aim of this research is to examine the psychometric properties of a Spanish version of the Human System Audit transformational leadership short-scale (HSA-TFL-ES). It is based on the concept of Bass developed in 1985. The HSA-TFL is a... more
The aim of this research is to examine the psychometric properties of a Spanish version of the Human System Audit transformational leadership short-scale (HSA-TFL-ES). It is based on the concept of Bass developed in 1985. The HSA-TFL is a part of the wider Human System Audit frame. We analyzed the HSA-TFL-ES in five different samples with a total number of 1,718 workers at five sectors.Exploratory Factor Analysis corroborated a single factor in all samples that accounted for 66% to 73% of variance. The internal consistency in all samples was good (α = .92 - .95). Evidence was found for the convergent validity of the HSA-TFL-ES and the Multifactor Leadership Questionnaire. These results suggested that the HSA-TFL short-scale is a psychometrically sound measure of this construct and can be used for a combined and first overall measurement.
Research Interests: Organizational Behavior, Psychology, Intelligence, Leadership, Medicine, and 15 moreMotivation, Industrial Psychology, Factor analysis, Humans, Personnel Selection, Audit, Female, Male, Exploratory Factor Analysis, Person Organization Fit, Middle Aged, Psychological Tests, Adult, Leader member Exchange, and mass Screening
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Información del artículo Dirección y liderazgo: ¿constructos distintos?
Research Interests: Sociology, Psychology, Organizational Psychology, Statistics, Structural Equation Modeling, and 11 moreOrganizational Commitment, Organizational Citizenship Behavior, Transformational Leadership, Goodness of Fit, Organizational Identification, Confirmatory factor analysis, Construct Validity, Key words, Structural Equation Model, Normal Distribution, and COL
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Research on workplace cyberbullying (WCB) is still scarce and needs verification. This study addressed the indirect influence of positive and negative leadership on WCB via perceived role stressors and negative team climate. The main goal... more
Research on workplace cyberbullying (WCB) is still scarce and needs verification. This study addressed the indirect influence of positive and negative leadership on WCB via perceived role stressors and negative team climate. The main goal is to test the applicability of the work environment hypothesis and job demands–resources model for WCB on a cross-sectional sample of n = 583 workers in Germany (n = 334) and Spain (n = 249). We tested multiple mediation models, and findings revealed that negative (passive-avoidant) leadership increased role and team stressors and thereby WCB exposure, whereas positive (transformational) leadership decreased the same stressors and thereby reduced WCB exposure. No cross-cultural differences were found, indicating portability of the results. This study highlights the explanatory factors for WCB at individual and team level and emphasizes the role of managers as shapers of the work environmental antecedents of WCB in the emergent digitalized working ...
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El presente documento tiene por objeto ser una guía orientadora para los tutores en la fase de investigación. Con tal objeto analizaremos las diferentes fases que configuran el proceso de investigación en el Master Erasmus Mundus WOP-P,... more
El presente documento tiene por objeto ser una guía orientadora para los tutores en la fase de investigación. Con tal objeto analizaremos las diferentes fases que configuran el proceso de investigación en el Master Erasmus Mundus WOP-P, en concreto, se analizaran los outputs esperados (Position Paper, Master Thesis y Final Master Thesis), los roles y responsabilidades clave de los tutores HOME y HOST, la evaluación y el calendario.Comisión Europea. Erasmus Mundu
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Abusive supervision impacts employees’ emotions negatively and creates feelings of shame and fear. But it remains unclear how daily employees’ positive and negative emotions are affected and if they can recover. Applying the affective... more
Abusive supervision impacts employees’ emotions negatively and creates feelings of shame and fear. But it remains unclear how daily employees’ positive and negative emotions are affected and if they can recover. Applying the affective event theory and job demands-resources model we hypothesized that daily abusive supervision influences employees’ positive and negative emotions fluctuation over the day, recovery after work, and employee emotions the next morning. Two daily surveys were answered by 52 Mexican employees for ten days providing 347 registers in the morning and 255 in the afternoon. Hierarchical linear modeling shows alteration of positive and negative emotions in the afternoon and next day, and a positive effect over recovery in relaxation, mastery and control restoring positive emotions. However, negative emotions cannot be recovered for the following day. Additionally, we found effects of predictive variables, as the days of the week go by, positive emotions in the aft...
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This chapter presents an innovative solution for a unique pedagogical design to global mobility that provide nearly every student an opportunity to gain international cross-cultural competences. The Virtually Abroad Program (VAP) is an... more
This chapter presents an innovative solution for a unique pedagogical design to global mobility that provide nearly every student an opportunity to gain international cross-cultural competences. The Virtually Abroad Program (VAP) is an experiential activity in which students around the globe work together on projects in cross-cultural virtual teams. It aims to enhance students cultural awareness, sensitivity to and appreciation of cultural differences, and improve effective communication and interaction with culturally diverse people. Through the program, students will be prepared for working in the increasingly geographically dispersed and technologically connected world of business. The present guide includes content and technology resources, and presents evaluative data from an implemented VAP that involved 30 Spanish and US students. Data collected at three time points showed increased global and local identities, openness to cultural diversity, cultural intelligence, and perceived value of the VAP from T1 (start of VAP) to T3 (end of VAP).
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In particularly challenging times of steadily increasing numbers of burnout in European workplaces, we propose in the frame of the IMPRESS project (Project reference: 588315-EPP-1-2017-1-ES-EPPKA2-KA funded by Erasmus Plus) an innovative... more
In particularly challenging times of steadily increasing numbers of burnout in European workplaces, we propose in the frame of the IMPRESS project (Project reference: 588315-EPP-1-2017-1-ES-EPPKA2-KA funded by Erasmus Plus) an innovative curriculum for HEI students in organizational psychology focusing on excellent stress management. Young people entering the labour market have to be prepared to sustain their health in a stressful and economic situation where changing employers and sectors is becoming part of a regular employment history. This is currently even more present in times of the COVID-19 pandemic that changes work requirements including much more remote work. Future Human Resource practitioners need to understand the importance of fostering employee well-being as pillar of organizations&#39; competitive advantage, talent attraction and retention, and employee performance. The proposed curriculum is based on results of an online survey that found similar work-related stress factors in four countries (ES, DE, IR, LV) showing the high need of European companies for Human Resource Management competences related to occupational health, thus arguing for a unified HEI curriculum proposal. Following the scientist-practitioner model, HEIs as well as practitioners of the above-mentioned countries developed a curriculum including assessment and excellence-related competences for stress-management based on online tools. As a first pilot has been carried out with Bachelor students of Organizational Psychology, a fine-tuned theory-seminar package was developed and run in a Bachelor course for psychology students of Organizational Behaviour. The developed learning material covered a) a self-assessment, b) theoretical knowledge about state-of-the-art research on occupational stress management, c) a problem-based role-playing scenario, and d) a real case study for student teams. An evaluation of the competences, the self-assessment, learning material, and case study showed satisfactory results. The IMPRESS project is a prime example of how to integrate innovative applied tools into HEI curricula as both learning medium and future working tool. Moreover, all training materials can be deployed virtually and have interactive components such as knowledge quizzes and group work.
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Insomnia is one of the most frequent symptoms and usually generates significant stress in 60% of patients with advanced cancer. Worries from the patients’ and relatives’ perspective are crucial to improve the patients’ quality of life but... more
Insomnia is one of the most frequent symptoms and usually generates significant stress in 60% of patients with advanced cancer. Worries from the patients’ and relatives’ perspective are crucial to improve the patients’ quality of life but have received limited attention. The aims were to identify the concerns of patients with insomnia in the terminal illness stage in a palliative care unit and the relatives’ perception, and to compare both. Here, 63 patients and 53 relatives answered a questionnaire about worries in the personal, spiritual, family-related and economic area, as well as a quality-of-life uniscale. The results showed that the relatives’ most frequent concern was “Having lived life to the fullest” (100%), and the most intense was “The possible suffering during the process” (9.2/10). The patients’ most expressed concern was: “Having unfinished business” (100%), and the most intense was “Suffering during the process” (9.3/10). Quality of life showed an average value of 6....