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While the importance of teacher job satisfaction is well documented, the processes and mechanisms by which educational institutions manage to influence the satisfactions of their members are not. Studies on the organizational elements associated with satisfaction have focused on isolated factors without the common umbrella of a consolidated theoretical model. Based on Kanter's theory of power in organizations, we aimed to analyze the mediator role of psychological empowerment between structural empowerment and job satisfaction in a sample of 267 university teachers in southern Spain. A cross-sectional study was carried out, utilizing questionnaires for data collection and convenience sampling. Percentile confidence intervals, based on 5000 resamples, were calculated to test the mediation model. Results showed that a two-way effect of structural empowerment on job satisfaction: a direct effect based on access to organizational resources of power and an indirect effect through the development of positive cognitions at work. Access to opportunities, resources, information, and support empower university teachers psychologically, fostering their intrinsic motivation and increasing their job satisfaction, key elements for teaching quality in higher education.

A person can experience cyberbullying at work when exposed to repetitive and intrusive negative acts facilitated by new information and communication technologies (ICTs). The incidence of workplace cyberbullying has rapidly increased following the COVID-19 pandemic. This issue does not arise in isolation; leadership plays a critical role. Leaders who fail to set clear rules and provide minimal supervision may exacerbate interpersonal conflicts among subordinates. This study explores the role of laissez-faire leadership and interpersonal conflicts on workplace cyberbullying from a gender perspective. A two-wave panel study was conducted (N = 1995; 53.6% women; M age = 42.02 years old; SD = 9.23; age range: 18–74 years old). Our findings indicate no direct relationship between laissez-faire leadership and workplace cyberbullying; however, there is a significant indirect relationship. Laissez-faire leadership is associated with a higher frequency of interpersonal conflicts, which in turn are related to cyberbullying, making interpersonal conflicts a mediator. Additionally, gender moderates the relationship between interpersonal conflicts and workplace cyberbullying. Our results suggest that interpersonal conflicts may increase exposure to cyberbullying, particularly for men under laissez-faire leadership. These findings have managerial implications for introducing tailored interventions to prevent workplace cyberbullying.

Aim Background and introduction Methods Results Conclusion Implications for nursing and health policy This systematic review and meta‐analysis aimed to analyze studies that examined the relationship between psychological capital and burnout in registered nurses.Registered nurses are subject to high rates of burnout, with negative consequences on health, well‐being, and quality of care. Psychological capital could be an important element in preventing or reducing this condition.This research is based on the Joanna Briggs Institute Guidelines and Preferred Reporting Items for systematic reviews and meta‐analysis. A total of 180 studies on psychological capital and burnout were retrieved from Web of Science, Scopus, PubMed, Medline, and PsycINFO. The articles were written in English, Spanish, French, and Portuguese. Then, 23 studies were included in several meta‐analyses (random‐effects models) performed with the R statistical program.Analysis of the 23 studies revealed that psychological capital and burnout are significantly correlated. The Psychological Capital Questionnaire (PCQ) and the Maslach Burnout Inventory (MBI) were the most used scales to measure psychological capital and burnout, respectively. The meta‐analyses showed an inverse correlation between psychological capital and burnout (r = −0.44, 95% CI [−0.51, −0.36], n = 6092), and emotional exhaustion (r = −0.32, 95% CI [−0.42, −0.21], n = 3349).This review provides evidence of the negative relationship between psychological capital and burnout in registered nurses. Therefore, enhancing psychological capital is an effective strategy to prevent and reduce burnout in nurses.Psychological capital is a personal resource open to development over time and susceptible to interventions aimed at promoting optimism, efficacy, hope, and resilience. In that sense, training aimed at improving psychological capital, as a protective mechanism to prevent and reduce burnout and emotional exhaustion, should be considered together with organizational measures to promote nurses' health and well‐being. [ABSTRACT FROM AUTHOR]

Introduction: This study explores how empowering human resource management (HRM) practices based on structural empowerment (access to opportunities, resources, support, and information) affect both personal initiative and job satisfaction of service employees through individual‐level factors (psychological empowerment). Methods: We conducted a cross‐sectional survey study and collected 439 valid responses from service employees in Spain. The hypotheses were tested using structural equation modeling (SEM) with confidence intervals based on 10,000 resamples (i.e., bootstrapping technique). Results: Our results showed that psychological empowerment partially mediated the relationship between structural empowerment and job satisfaction. It also fully mediated the relationship between structural empowerment and personal initiative at work. Conclusion: These findings emphasize the importance of HRM practices that can empower employees as key determinants of job satisfaction and personal initiative at service companies. Furthermore, a structural empowerment approach is a valid theoretical framework for studying and understanding employees' affective evaluations of work and, more specifically, their personal initiative. [ABSTRACT FROM AUTHOR]

La felicidad subjetiva es uno de los indicadores de la calidad de vida laboral más importantes en Trabajo Social, que depende del desarrollo de la inteligencia emocional. El objetivo de este estudio fue analizar la relación entre inteligencia emocional (atención, claridad y reparación emocional) y felicidad subjetiva en una muestra de 187 estudiantes de Trabajo Social del sur de España (Edad media = 20.38 años, 89.30% mujeres), usando un diseño transversal y mediante el uso de cuestionarios. Mayores niveles de felicidad subjetiva se asociaron positiva y significativamente con mayores puntuaciones en claridad y reparación emocional, pero no con atención. La formación debería otorgar mayor peso a la inteligencia emocional. El desarrollo de la inteligencia emocional por medio de cursos implementados en facultades y en centros de servicios sociales posibilitaría a estudiantes y profesionales de Trabajo Social adquirir mecanismos de afrontamiento más eficaces y, por tanto, aumentar su felicidad y calidad de vida.

Aim: According to the health organization model: 1) social resources in the working group (e.g. social support) and structural resources for the execution of tasks (e.g. autonomy) are correlated with 2) healthy, active professionals experiencing high levels of psychosocial well-being through job satisfaction. This study examines to what extent social resources in the work group (supervisor and peer social support) and employees' perception of global empowerment correlate with job satisfaction. Design: A cross-sectional and exploratory study of a descriptive and correlational nature. Methods: Following a quantitative methodology, a structural equation model was created, processed by Stata software. This study comprised a convenience sample of 370 Portuguese healthcare professionals working in five-star private hospitals, and aimed to examine the relationship between social support, global empowerment, and job satisfaction. Data were gathered from physically administered questionnaires. Results: Job satisfaction was significantly predicted by social support and global empowerment (direct and indirect effects). Conclusion: The results support the health organization model, indicating that positive outcomes, such as job satisfaction, can be predicted by perceptions of social resources (social support) and structural resources (global empowerment), but also that perceptions of global empowerment play a mediating role between perceived social support and job satisfaction.

This study examined the relationship between structural empowerment and affective commitment, mediated by work engagement, in frontline social workers in Spain. Based on two samples (240 participants from public agencies and 226 participants from private agencies) and using linear regression models (bootstrapping method), our results showed two effects in the relationship between structural empowerment and organizational commitment: a direct effect fostering experiences of power and an indirect effect by increasing engagement at work. Empowering human resources management (HRM) practices (access to opportunities, information, resources, and support) is a useful tool for managers and administrators, with strong benefits for both social workers and agencies. [ABSTRACT FROM AUTHOR]

A person can experience cyberbullying at work when exposed to repetitive and intrusive negative acts facilitated by new information and communication technologies (ICTs). The incidence of workplace cyberbullying has rapidly increased following the COVID-19 pandemic. This issue does not arise in isolation; leadership plays a critical role. Leaders who fail to set clear rules and provide minimal supervision may exacerbate interpersonal conflicts among subordinates. This study explores the role of laissez-faire leadership and interpersonal conflicts on workplace cyberbullying from a gender perspective. A two-wave panel study was conducted (N = 1995; 53.6% women; M age = 42.02 years old; SD = 9.23; age range: 18–74 years old). Our findings indicate no direct relationship between laissez-faire leadership and workplace cyberbullying; however, there is a significant indirect relationship. Laissez-faire leadership is associated with a higher frequency of interpersonal conflicts, which in turn are related to cyberbullying, making interpersonal conflicts a mediator. Additionally, gender moderates the relationship between interpersonal conflicts and workplace cyberbullying. Our results suggest that interpersonal conflicts may increase exposure to cyberbullying, particularly for men under laissez-faire leadership. These findings have managerial implications for introducing tailored interventions to prevent workplace cyberbullying. [ABSTRACT FROM AUTHOR]

Language anxiety is recognized as one of the affective elements with greater influence on the learning of foreign languages. However, few studies have been conducted on anxiety in the context of Spanish as a Foreign Language (SFL), and there is hardly research with Portuguese learners in higher education. This article explores the role of language anxiety as a predictor of academic performance in Portuguese university students. We conducted a cross-sectional correlational study assessing a final sample of 249 participants. Language anxiety was assessed using the Foreign Language Classroom Anxiety Scale (FLCAS) and academic performance was evaluated using the final grade obtained in the discipline of Spanish as a foreign language. Results showed that higher scores in communication apprehension, anxiety during the evaluation and fear of a negative evaluation were associated with poorer academic performance. Regression model showed that fear of a negative evaluation was the most important predictor of grade. Anxiety-free environments facilitate the acquisition and learning of SFL.

Aim: The aim was to examine to what extent structural empowerment (access to opportunities, support, information, and resources), and global empowerment predict job satisfaction in a sample of nursing staff from the south of Portugal. Design: A cross-sectional correlational study was made. Methods: Of 205 professional nursing surveyed, a final sample of 151 participants was selected from two public hospitals. To measure structural and global empowerment and work satisfaction, Portuguese versions of the Conditions for Work Effectiveness Questionnaire (CWEQ-II) and Job Satisfaction Scale were used. We used STATA software and an alpha level of 0.05 for all statistical levels to analyse the common variance method (CMV), correlations, and hierarchical multiple regressions. Results: All dimensions of structural empowerment (access to opportunities, information, resources, and support) and global empowerment were positively and significantly (level of significance 95%) related to job satisfaction. Regression models showed that job satisfaction was significantly predicted by access to opportunities and global empowerment. Conclusion: Working conditions characterized by empowerment and opportunities for growth and development are important determinants of job satisfaction among nurses. Managers should make an effort to provide opportunities to learn and put into practice new knowledge and skills in the workplace, increasing empowerment levels and job satisfaction in nursing staff. Keywords: global empowerment, nurses, predict, structural empowerment, work satisfaction.

The aim of this study was to examine the impact of role stress (ambiguity and conflict) on job satisfaction through psychological empowerment in the workplace. Data was collected from 314 workers from southern Portugal (M = 35.39, SD =10.66; 69.75% women) age age Results indicated that role conflict had a direct effect on job satisfaction, while the impact of role ambiguity on job satisfaction was totally mediated by meaning and self-determination. Psychosocial interventions in companies should focus on prevention of role stress and pro­ motion of psychological empowerment in the workplace.

This study is based on the technique Interpretive Structural Modelling (ISM), in order to delineate a flowchart that shows the main ten barriers (and their relationships) influencing the development of Portuguese Entrepreneurship Ecosystem. Through a process of modelling it was possible to reach a graphical representation that shows the operating sequence of these barriers in order to understand the logic of their relationship. The results show a model represented by a flowchart consisting of 10 barriers, three of them that are positioned at the base of the model have political-legislative features with high level of range in all the remaining barriers, so a political involvement, carefully measured, could contribute to the improvement of the Portuguese Entrepreneurship Ecosystem. The final model is a useful tool that can be adopted by key decisionmakers and players in the Ecosystem in order to optimize the selection of measures enabling the entrepreneurial activity in Portugal.

El objetivo de este estudio fue comprobar el papel predictor de la ansiedad idiomática y la motivación integradora sobre el desempeño académico en Español como Lengua Extranjera (ELE) en una muestra de 249 estudiantes universitarios portugueses, utilizando modelos de regresión lineal múltiple y jerárquica. Los resultados mostraron relaciones negativas entre ansiedad y desempeño académico, y positivas entre motivación integradora y desempeño académico, siendo el miedo a una evaluación negativa el predictor más importante de la nota. Actividades que aumentan las actitudes positivas hacia el español y ambientes de clase libres de ansiedad facilitan la adquisición y el aprendizaje de ELE.

Objective. This work sought to assess the predictor role of work engagement and social support from the supervisor and coworkers on affective commitment with the organization in nursing staff from southern Portugal. Methods. A cross-sectional study was conducted with participation from 215 nursing professionals from three public hospitals in southern Portugal. Results. Of the respondents, 77.21% were women. Statistically significant and positive correlations were observed between affective organizational commitment and the three dimensions of engagement: vigor (r=0.48), dedication (r=0.49), and absorption (r=0.48). Likewise, support from the supervisor and support from coworkers were positively related with affective commitment (r=0.45 and r=0.24, p

Diferentes modelos de calidad y gestión incluyen las percepciones de los clientes así como las de los gerentes y empleados de contacto. La calidad del servicio no puede ser entendida sin considerar el papel clave jugado por estos últimos. En este sentido, las compañías deben asegurar la gestión adecuada de sus recursos humanos para garantizar la excelencia del servicio. El modo en que los empleados de contacto reaccionan frente a las prácticas organizacionales (p.ej., empowerment organizacional) y al clima organizacional es importante para el desarrollo y comprensión de la calidad del servicio. El objetivo de este estudio es examinar la relación entre el empowerment organizacional, clima organizacional de calidad y calidad del servicio funcional. Y, el efecto mediador del clima organizacional de calidad en la relación entre el empowerment organizacional y la calidad de servicio. Para probar este modelo se han recogido los datos de 428 empleados de contacto de hoteles de Andalucía. El ajuste del modelo y el test de mediación fue realizado mediante un modelo de ecuaciones estructurales con ayuda del programa STATA. Los resultados mostraron que el empowerment organizacional y el clima de calidad fueron predictores significativos de la calidad de servicio funcional. No obstante, el clima de calidad solo medió la relación entre el control sobre las decisiones y la calidad funcional. Las implicaciones teóricas y prácticas del estudio son discutidas.

With more organizations looking for employees who take initiative and respond creatively to the challenges of the job, engagement and psychological empowerment becomes important at both individual and organizational levels. Engaged employees are generally more satisfied with their work, committed and effective at work. According to the JDR model (Schaufeli and Bakker, 2004), engagement may be produced by two types of working conditions: job demands (i.e., role stress) and job resources (i.e., psychological empowerment; self-efficacy). This study examines the role of psychological empowerment and work engagement as antecedents of job satisfaction. A cross sectional study using online questionnaires was conducted. The sample consisted of 152 Portuguese workers in hotels. Tourism is an important tool for profit and the Portuguese hotels are fundamental for the growth of the country. Employee satisfaction increases employee retention and increases productivity influencing the income / profits for hotels. Hierarchical multiple regressions analyses revealed that job satisfaction was significantly predicted by psychological empowerment and work engagement. Results support JDR model by showing that positive outcomes, such as job satisfaction, may be predicted by motivational process and job demands. On a practical level, JDR model provides a framework for understanding motivating workplaces and engaged and satisfied hotel employees.

Este estudo tem como objetivo apresentar evidências de validação da escala de Orientação para a Dominância Social para a população portuguesa. Participaram 910 pessoas, sendo a maioria do sexo feminino (58,7%), com idades variando de 18 a 81 anos (M=34,09; DP=11,57). Foram realizadas análises de consistência interna, fatorial exploratória (n=455) e fatorial confirmatória (n=455). Os resultados mostram o modelo de dois fatores como mais adequado do que o modelo original e com bom valores de consistência interna. Concluiu-se que esse é um instrumento psicometricamente adequado. Reitera-se a premência de continuar a estudar a da análise da validade de critério em relação ao sexismo ambivalente, neossexismo e personalidade autoritária

Conflict is an inevitable reality both in personal and in organizational life. For being inevitable, the conflict must be managed Defined as a process that occurs when one party feels adversely affected by another (e.g., De Dreu, 1997 the conflict management styles can be analysed as a function of personality variables. In this respect the cultural intelligence, self-monitoring and self-interdependent seem to be relevant variables, since characterised by flexibility and interest in other aspects present in conflict management styles. In this study, we propose that cultural intelligence, associated with the self-interdependent and self-monitoring, can have a positive impact on the choice of most effective interpersonal conflict resolution styles. Being cultural intelligence an attribute of extreme importance, we still sought to determine how the quantity and quality of intercultural contact and self-interdependent present themselves as predictors of it. With a sample of 399 individuals, the proposed model suggests that high levels of cultural intelligence mediated by a high self-monitoring and selfinterdependent positively affect and predict the conflict resolution styles adopted. Given the need to develop abilities aimed at increasing the skills of conflict resolution, this study adds to the existing literature new predictors, contributing to the welfare and performance of human resources, and consequently to success and organizational effectiveness.

El objetivo de este estudio es examinar las relaciones entre estrés de rol, engagement y satisfacción laboral de acuerdo con el modelo demandas-recursos laborales. El modelo propuesto plantea que el engagement media la relación entre ambigüedad, conflicto y sobrecarga de rol, por un lado y satisfacción en el trabajo, por el otro. Para verificar el modelo, se obtuvieron datos de una muestra de 586 trabajadores del sur de Espana ( ˜ Medad = 37.11, 50% mujeres). El ajuste del modelo y de la mediación se realizaron mediante un modelo de ecuaciones estructurales (path analysis). Los resultados mostraron que el conflicto de rol y la ambigüedad de rol junto con el engagement fueron predictores significativos de la satisfacción laboral. No obstante, el engagement no medió la relación entre el estrés de rol y la satisfacción laboral. El estrés de rol como demanda obstaculizadora explicaría el mayor impacto directo sobre la satisfacción que a través del engagement. Se proponen implicaciones prácticas y futuras investigaciones.

O Empowerment Psicológico é um constructo motivacional pela garantia de condições que aumentem a motivação para a realização das tarefas, com um forte sentido de autoeficácia. O presente estudo tem como objetivo analisar a estrutura fatorial da escala de Empowerment Psicológico numa amostra portuguesa de 230 indivíduos, funcionários de universidade pública portuguesa. Os resultados da análise fatorial confirmatória, da escala de 12 itens, mostram uma estrutura de quatro fatores, com elevada consistência interna, o que sugere a sua pertinência para aplicação à população portuguesa. Reitera-se a premência em continuar a estudar esta temática, sobretudo a sua relação com os demais processos organizacionais.

With more organizations looking for employees who take initiative and respond creatively to the challenges of the job, engagement becomes important at both individual and organizational levels. Engaged employees are generally more satisfied with their work, committed and effective at work. According to the JDR model (Schaufeli & Bakker, 2004), engagement may be produced by two types of working conditions: job demands (i.e., role stress) and job resources (i.e., self-efficacy). This study examines the role of role stress (role ambiguity and role conflict) and work engagement as antecedents of job satisfaction. A cross sectional study using online questionnaires was conducted. The sample consisted of 312 Portuguese workers. Hierarchical multiple regressions analyses have revealed that job satisfaction was significantly predicted by role conflict and work engagement. Results support JDR model by showing that positive outcomes, such as job satisfaction, may be predicted by motivational process and job demands. On a practical level, JDR model provides a framework for understanding motivating workplaces and engaged and satisfied employees.

La pasión puede definirse como un fuerte impulso hacia una actividad que las personas gustan y consideran importante y a la que dedican tiempo y energía, como es el trabajo. El objetivo de este estudio es presentar datos de validez de la estructura factorial de la versión española de la Escala de Pasión. Se realizó un análisis factorial exploratorio sobre una muestra de 432 trabajadores españoles. Los resultados confirmaron la estructura bifactorial de la escala de pasión en el trabajo: pasión obsesiva y pasión armoniosa. Se observó una fuerte relación entre pasión armoniosa y satisfacción en el trabajo, lo que puede considerarse un indicador de la naturaleza positiva de la pasión. Futuros estudios deberán investigar con mayor profundidad la validez de criterio con otras variables organizacionales.

Purpose: According to the Job Demands-Resources (JDR) model, engagement and job satisfaction may be produce by two types of working conditions: job demands (i.e. role stress) and job resources (i.e. self-efficacy). This study examines the role of role stress and work engagement as antecedents of job satisfaction in a sample of Spanish workers. Design/methodology/approach: This study comprised a sample of 435 Spanish workers. A cross sectional study was used to examine the relationship between role stress, work engagement and job satisfaction. Data were gathered based on personal administered questionnaires. Findings and Originality/value: Hierarchical multiple regression models have revealed that job satisfaction was significantly predicted by role stress and work engagement. Results support JDR model by showing that positive outcomes, such as job satisfaction can be predicted by motivational process and job demands. Research limitations/implications: The cross-sectional design cannot evidence of causal relationships. This study relies on self-reports, which might increase the risk of common method variance. Practical implications: On a practical level, the JDR model provides a framework for understanding motivating workplaces and engaged and satisfied employees. Originality/value: The JDR model could be useful in designing strategies for which engaged employees may be advantageous to improving the quality of services, while at the same time increasing employees’ job satisfaction and well-being.

O sexismo ambivalente expressa um desejo dos homens de cuidar das mulheres, protegê-las e adorá-las. Essas atitudes corteses e consideradas em relação às mulheres são definidas como o cavalheirismo paternalista. Este estudo pretende apresentar evidências métricas da adaptação à população portuguesa da escala de cavalheirismo paternalista por meio de análises fatoriais confirmatórias e das relações entre cavalheirismo paternalista e sexismo ambivalente. Os resultados confirmaram que o modelo de dois fatores é mais adequado do que o modelo unidimensional da escala original. No tocante à relação entre cavalheirismo paternalista e sexismo ambivalente, os participantes com elevados níveis de cavalheirismo paternalista (comportamentos cavalheirosos, intimidade heterossexual) mostraram elevados níveis de sexismo benevolente: preferem relações nas quais o homem possua o poder.

Since workforces are ageing throughout Europe, interest in the role of age in the workplace is increasing. Older workers with high work centrality are more likely to negotiate a relational contract and express higher levels of job satisfaction than older workers with low work centrality (Armstrong-Stassen and Schlosser, 2008). This study examines the role of work centrality and valued work outcomes as antecedents of job satisfaction. A cross sectional study using questionnaires was conducted. The sample consisted of 203 Spanish employees (M age = 55.78, SD = 3.01). Hierarchical multiple regression analyses have revealed that job satisfaction was significantly predicted by needed income and work centrality. When work is not an important part of older workers’ lives, they will prefer extrinsic outcomes and will not invest in the relationship with their organization (Grant & Wade-Benzoni, 2009). Implications for research and theory are explored in the conclusion.