Revistas
Revista:
SUSTAINABILITY
ISSN:
2071-1050
Año:
2023
Vol.:
15
Págs.:
10631 - *
Telework has grown exponentially due to COVID-19, and has revealed itself as a useful work condition with a largely positive impact on employees' well-being. Since many variables are involved in determining the relationships between telework and well-being, this paper clarifies the role of teleworkability, employees' preference for telework, and telework intensity; specifically, how the first two variables impact on well-being through telework intensity. A systematic review was carried out between 2012 and 2022 to analyze how these variables relate. Scarce literature connecting these subjects showed that teleworkability and the preference for telework influence the amount of time employees wish to telework. Teleworkability and preference for telework need to be studied from a multilevel perspective since country-, company-, and individual-level characteristics impact on them. The results also confirmed that telework intensity establishes direct relationships with well-being, and it is essential to predict it. Hybrid work emerged as a new concept which captures the best combination between on-site work and telework. Based on their employees' preferences, companies can introduce hybrid-work flexible programs to maximize its positive effects on well-being as well as being able to re-design their jobs to better fit their employees' levels of telework expectations.
Autores:
Erro-Garcés, A. (Autor de correspondencia); Urien, Begoña; Cyras, G.; et al.
Revista:
SUSTAINABILITY
ISSN:
2071-1050
Año:
2022
Vol.:
14
N°:
10
Págs.:
5778
As a result of the rapid and unplanned adoption of telework by European companies during the pandemic, specific telework characteristics have arisen. Thus, employees' experience of telework requires further analysis. Based on the Living, Working, and COVID-19 results for Baltic countries, this paper studies the effect of telework experience on wellbeing, both directly and mediated by Work-Life balance and job satisfaction, through structural equation modelling. After verifying the significant differences in telework preferences, the model is also tested in high versus low telework preference groups. The main findings corroborate the effect of a positive telework experience on perceived wellbeing, but only indirectly via Work-Life balance. Additionally, data from the group with a high telework preference best fits the proposed model, revealing not only the mentioned indirect effect, but also the direct positive effect of telework experience on wellbeing. Thus, employees with a negative experience of telework during the pandemic will be more reluctant to accept telework over more traditional work arrangements. The implications as well as some limitations to be examined in further studies are also presented.
Revista:
FRONTIERS IN PSYCHOLOGY
ISSN:
1664-1078
Año:
2022
Vol.:
13
Págs.:
856558
The aim of this research was to delimit the predictive and mediational model of resilience between character strengths to predict flourishing, in a sample of undergraduate students. After signing their informed consent, 642 university students completed three validated scales. Using an ex post facto design, regression, structural modeling, and mediation analyses were carried out, in order to construct a multi-causal predictive model. Results indicated a consistent predictive direct effect of character strengths on resilience and flourishing and of resilience on flourishing. As hypothesized, resilience also showed a mediating effect on the relationship between character strengths and flourishing. Additionally, results also revealed that the reactive and proactive factors of resilience were explained by different character strengths, reinforcing the idea that the two directions are complementary and necessary. Finally, several implications were established for the practice of positive psychology.
Revista:
REVISTA DE PSICOLOGIA DEL TRABAJO Y DE LAS ORGANIZACIONES
ISSN:
1576-5962
Año:
2021
Vol.:
37
N°:
3
Págs.:
175 - 186
Because we work in teams more than ever, we should craft them fostering team members' motivation, wellbeing, and performance. To that aim, we propose a multi-level model explaining the emergence of team burnout, articulating the interplay between individual and team level mechanisms around ten empirically testable research propositions. Drawing from the JD-R theory, we formulated an emergence model of team burnout by combining team effectiveness and occupational health literatures. Our model explains how cycles of attention, information integration, and information-affect sharing on burnout cues foster the emergence of team burnout. It also explains how team burnout moderates the relationship between team structural variables and team members' burnout and how team burnout impairs team effectiveness through co-regulatory mechanisms. This model is timely because it addresses the importance of team burnout through a systematic effort connecting individual and team levels in explaining its emergence and the mechanisms through which it impairs team effectiveness.
Revista:
CUADERNOS DE TRABAJO SOCIAL
ISSN:
0214-0314
Año:
2019
Vol.:
32
N°:
1
Págs.:
141-152
Social work professionals have to confront an increasingly strenuous job context (e.g., more users into the system, budgetary cuts, increasing bureaucracy, etc.), and these changes added to their interest in social justice turn their job into a very demanding one. Furthermore, over the few last years, organizational justice has produced a great deal of research, although not in this particular discipline. Based on the Job Demands and Resources theory (JD-R), this paper analyses (1) the direct relationships of job demands (Demands) and organizational justice (Resource) on job satisfaction and on counterproductive behaviour, and (2) the buffering effect of organizational justice as a resource, on the relationship between job demands and job satisfaction, and between job demands and counterproductive behaviour. The sample is made up of 213 social work professionals from various Spanish regions (198 female and mean-age 40.56 years old). Hierarchical regression equations showed that more than job demands, it is organizational justice which is the variable that exerts the highest influence on results (satisfaction and counterproductive behaviour). Specifically, organizational justice explains a great deal of the variance on job satisfaction (40%). Justice also impacts on counterproductive behaviour, both directly as well as reducing the negative effect of high demands. These findings are important both from the theoretical and applied perspectives, since these underline the key rol
Revista:
EDUCATION AND INFORMATION TECHNOLOGIES
ISSN:
1360-2357
Año:
2019
Vol.:
24
N°:
4
Págs.:
2585-2602
Although the negative effects of mobile instant messaging have been stressed, its exponential increment justifies studying its application in education. This paper analyses whether college¿ students perception of WhatsApp usefulness influences cognitive processes important for teamwork (i.e., specialization and coordination), specifically for complex decision-making assignments. Additionally, it seeks to clarify to what extent the relationship between perception of WhatsApp usefulness and these cognitive processes could exert some influence on team efficacy, both perceived and objective (grades). For that purpose, a role-play was specifically designed in which WhatsApp played a mayor function as a communication tool. A sample of university students (N¿=¿200) worked in teams to reach decisions. A student in each team was set apart all team members could only communicate through WhatsApp. Findings confirm the relationships between perceived WhatsApp usefulness and specialization and coordination, as well as perceived WhatsApp usefulness and perceived team efficacy. Both the role-play case designed and results obtained are relevant since show that WhatsApp could be applied as a communication tool in team activities, due to the fact that the perception of its usefulness could help to develop positive attitudes towards teamwork (i.e., team perceived efficacy). From an applied perspective WhatsApp could be used for virtual teamwork through, for example, the proposed role-play case.
Revista:
REVISTA LATINOAMERICANA DE PSICOLOGIA
ISSN:
0120-0534
Año:
2017
Vol.:
49
N°:
2
Págs.:
137-145
In line with the Job Demands-Resources (JD-R) theory, this paper studies the relationship
between role ambiguity (Demand) and group cohesion (Resource) to predict job
satisfaction. This study was carried out at the same multinational company in Mexico and Spain
(N = 537), where blue-collar workers are organized in work groups. It is hypothesized that high
levels of role ambiguity are related to low job satisfaction whereas positive high levels of group
cohesion are related to high job satisfaction. In addition, it is posited that group cohesion could
buffer the relationship between role ambiguity and job satisfaction. Results confirm the JD-R
theory with regard to direct effects. Moderating effects have been found in both countries but,
contrary to the hypotheses, since these strengthen the negative effect of role ambiguity on job
satisfaction. These results are relevant since nowadays, organizations need to deal with increasingly
higher levels of ambiguity. The results are also being commented from a cross-cultural
research perspective.
Autores:
Urien, Begoña; Ballestero, Alberto; Idareta, Francisco (Corrector); et al.
Revista:
REVISTA INTERNACIONAL DE LOS ESTUDIOS VASCOS
ISSN:
0212-7016
Año:
2016
Vol.:
61
N°:
1
Págs.:
127-157
Analizamos modelos de toma de decisiones éticas y
variables que podrían considerarse en la toma de
decisiones éticas y en el comportamiento ético. Se
confirma la complejidad de estos procesos. Se
proporciona un modelo explicativo que incluye
variables y relaciones directas e indirectas que
podrían establecerse. Se justifica su idoneidad para la
toma de decisiones éticas en las organizaciones de
intervención social.
Autores:
Rubio, Cándido; Osca, Amparo; Recio, Patricia; et al.
Revista:
REVISTA DE PSICOLOGIA DEL TRABAJO Y DE LAS ORGANIZACIONES
ISSN:
1576-5962
Año:
2015
Vol.:
31
N°:
3
Págs.:
147-154
tBased upon the revised Job Demands and Resources Model (2008) we aim first, to test the relationsbetween work-family conflict and emotional exhaustion across time and second, to determine the roleof professional self-efficacy in this relation. A longitudinal study was conducted in two times, with ayear of interval in a Spanish Army sample (n = 242). To test the causal relations between work-familyand emotional exhaustion three models are tested: normal causal, reversed causal, and causal reciprocal.To test the role of professional self-efficacy in the relation between work-family conflict and emotionalexhaustion four alternative models are tested: independence, antecedent, mediation, and independenceplus antecedent models. Structural Equation Modeling results confirm the simultaneous reciprocal effectsmodel as it fits the data better than the normal causal or the reverse causal models. This result suggests aspiral process, where work-family conflict predicts emotional exhaustion and at the same time emotionalexhaustion increases work-family conflict. Likewise, this article contributes to clarifying the role of self-efficacy in the complex relationship between work-family conflict and emotional exhaustion.
Autores:
Osca, Amparo; López-Araujo, Blanca; Bardera, Pilar; et al.
Revista:
PAPELES DEL PSICOLOGO
ISSN:
0214-7823
Año:
2014
Vol.:
35
N°:
2
Págs.:
138-143
Los accidentes de trabajo constituyen un problema importante por sus graves consecuencias. Las cifras sobre los daños personales y
los costes económicos justifican su estudio, sin embargo, diferentes razones (múltiples variables implicadas, mortandad experimental,
dificultad de acceder a datos, etc.) explican que no sea atractivo para los investigadores. Aún así los estudios han aumentado en los
últimos años, tanto en nuestro país como en los de nuestro contexto. La crisis económica ha agravado el problema al aumentar la
precariedad del empleo. Este artículo recoge los principales resultados de dos proyectos de investigación llevados a cabo en el Dpto.
de Psicología Social y de las Organizaciones de la UNED sobre accidentabilidad laboral. El primero con soldados profesionales, y
el segundo en dos sectores de especial peligrosidad, la construcción y la agricultura. Siguiendo clasificaciones previas que distinguen
entre variables personales, del puesto de trabajo y de la organización, se revisan los principales modelos explicativos y los datos
obtenidos. El artículo finaliza con una serie de recomendaciones prácticas para mejorar la investigación y la praxis en la
prevención de accidentes.
Revista:
ANALES DE PSICOLOGIA
ISSN:
0212-9728
Año:
2012
Vol.:
28
N°:
3
Págs.:
915-921
Este trabajo analiza las diferencias en los procesos y resultados
grupales en una empresa multinacional ubicada en España y México. La
muestra está formada por 363 empleados: 121 españoles (que realizan tareas
de fabricación) y 242 mexicanos (121 con tareas similares a las que realizan
en España y 121 con tareas diferentes, prestación de servicios). Como
se esperaba los resultados muestran que los empleados españoles perciben
más positivamente todos los procesos (están más cohesionados y orientados
a la tarea, se comunican mejor y manejan de forma eficaz sus conflictos),
y resultados grupales (están más satisfechos y se consideran más eficaces)
que los mexicanos. También en línea con lo esperado, se observan
diferencias entre las muestras mexicanas a favor de la dedicada a prestar
servicios, con tareas más enriquecidas. Por último, se estudia de forma exploratoria
la influencia de los procesos en los resultados grupales en cada
submuestra. Los resultados indican que la satisfacción se explica en las tres
submuestras por los procesos relacionados con las interacciones sociales
(comunicación y manejo eficaz de los conflictos), mientras que, para explicar
la eficacia hay que atender a las diferencias entre países.
Revista:
REVISTA DE PSICOLOGIA DEL TRABAJO Y DE LAS ORGANIZACIONES
ISSN:
1576-5962
Año:
2012
Vol.:
28
N°:
3
Págs.:
171-181
In line with the Job Demands-Resources Model (JD-R) this study analyzes the role of task-oriented
norm (job resource) and role stressors (job demands) to predict job satisfaction over time. In order
to test this effect, a sample was gathered in a manufacturing setting at two different times. Hierarchical
regression analysis tests the principal and the interaction effects of role stressors (role conflict and role
overload) and task-oriented norm to predict job satisfaction. Results confirm the negative effect of role
conflict at Time 1 on job satisfaction at Time 2 showing the relevance of setting priorities to neutralize the
negative effect of this stressor. Moreover, these results show the interaction between task overload (Time
1) and task-oriented norm (Time 1) on job satisfaction (Time 2) after working together for more than one
year as a permanent group. Discussion is focused on the structural work context and within group implications
of these findings in real working settings.
Autores:
Osca, Amparo; Bardera, Pilar; García-Salmones; et al.
Revista:
PAPELES DEL PSICOLOGO
ISSN:
0214-7823
Año:
2011
Vol.:
32
N°:
1
Págs.:
29-37
en nuestro país, desde la década de los 90, las empresas líderes del sector de la automoción comenzaron a modificar sus estructuras
para hacerlas más competitivas. La introducción de tecnología permitió modificar el contenido de los puestos y trabajar en equipo.
En este contexto, nuestro grupo de investigación inició hace diez años el estudio de las variables implicadas en la eficacia grupal siguiendo
un modelo input-process-output. Este artículo tiene un doble objetivo: presentar algunos de los resultados obtenidos relacionados
con las tareas y los procesos grupales y, avanzar en el estudio incorporando nuevos análisis desde una perspectiva
transcultural. Concretamente se comparan los procesos y resultados grupales en dos filiales de una empresa multinacional ubicada en
México y España. Desde una perspectiva aplicada se formulan algunas propuestas de intervención para mejorar la introducción de
equipos de trabajo en este sector.
Capítulos de libros
Libro:
Hacia la disrupción digital del Trabajo Social
Editorial:
EDITORIAL ARANZADI, S.A.U.
Año:
2021
Págs.:
115 - 130
Libro:
Multidisciplinary approaches to crowdfunding platforms
Lugar de Edición:
Pennsylvania
Editorial:
IGI Global
Año:
2021
Págs.:
109 - 133
This chapter compares two national crowdfunding markets based on their platforms and regulatory legislation on crowdfunding. Spain and France were selected though a cluster analysis since both differ on those characteristics. Mean comparison tests were carried out to estimate differences. Data were based on a survey specifically designed and conductedfor this research. While crowdfunding is an internet-powered activity with global accessibility, national boundaries and geographic proximity play a significant role in shaping the performance of crowdfunding platforms. Regarding practical implications, as each country developed its specific legislation, it is concluded that this legislation may boost or hinder the growth of crowdfunding. On the other hand, the different way platforms managed their business does not affect their outcomes in terms of number of projects and funds raised. As a result, although platforms are indispensable as an intermediate agent between funders and investors, they determine neither the number of projects hosted nor the funds raised.
Libro:
Investigación, práctica y trabajo social
Editorial:
Universidad de La Rioja. Servicio de Publicaciones
Año:
2020
Págs.:
155-167
Libro:
Transcender Bolonia a través de la innovación: más allá de un reto burocrático
Lugar de Edición:
Barcelona
Editorial:
Octaedro
Año:
2016
Págs.:
143-154
Se analiza cómo los sistemas de gestión por competencias que se aplican en las organziaciones de mercado, podrían adaptarse a la universidad.
Libro:
Psicología del Trabajo
Lugar de Edición:
Madrid
Editorial:
UNED
Año:
2012
Págs.:
359-364
Caso para aplicar los contenidos del capítulo sobre Equipos de trabajo.
Libro:
Psicología del Trabajo.
Lugar de Edición:
Madrid
Editorial:
UNED
Año:
2012
Págs.:
137-172
Modelos y variables que influyen en que los equipos sean productivos y sus miembros estén satisfechos y motivados.
Libro:
Gestión estratégica de recursos humanos y políticas de formación
Lugar de Edición:
Madrid
Editorial:
Sanz y Torres
Año:
2010
Págs.:
39 - 75
Importancia de los grupos en las organziaciones actuales.
Nacionales y Regionales
Título:
ESTRES, SALUD MENTAL, BIENESTAR PSICOLÓGICO, TICS EN EVALUACION Y MEJORA, UNIVERSIDAD
Código de expediente:
PDC2022-133145-I00
Investigador principal:
Jesús Enrique de la Fuente Arias
Financiador:
AGENCIA ESTATAL DE INVESTIGACION
Convocatoria:
2022 AEI Proyectos de I+D+i para la realización de pruebas de concepto
Fecha de inicio:
01/12/2022
Fecha fin:
30/11/2024
Importe concedido:
63.250,00€
Otros fondos:
Fondos MRR
Título:
Efecto del Grado de Regulación (Interna y Externa) en la Competencia para el Bienestar Psicológico, la Salud Emocional y el Flourishing en Contextos Educativos y Psicológicos
Código de expediente:
PID2022-136466NB-I00
Investigador principal:
José Manuel Martínez Vicente, Jesús Enrique de la Fuente Arias
Financiador:
AGENCIA ESTATAL DE INVESTIGACION
Convocatoria:
2022 AEI Proyectos de Generación del Conocimiento
Fecha de inicio:
01/09/2023
Fecha fin:
31/08/2026
Importe concedido:
45.250,00€
Otros fondos:
Fondos FEDER
