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Current changes in social structures and political-economic systems directly affect teachers' job performance. Among others, these changes include changes in communication and information technologies, the scientific revolution, changes in the structure of populations, the revolution of social relations, economic and political transformations, and revolutions in labor relations and leisure time. These changes all seem to have promoted educational revolutions, which encourage the development of autonomous individuals who are capable of making critical judgments, ready to dialogue and cooperate in problem solving, and who seek alternatives aimed at building a better society. Thus, teachers suffer daily from the impact of continual changes that affect the way they do their work. According to the job-demands resources model, each job environment has its own characteristics that can be grouped into two dimensions: job demands and job resources. However, the relationship between job demands and resources has serious implications for individuals' lives and psychological well-being. While work provides us with the means to survive, develop social relationships, and experience control over our lives, an excess of demands and a shortage of resources to cope with them would adversely affect personal well-being. Hence, individuals can perform behaviors through job crafting to balance this relationship between demands and resources at work. Job crafting is a proactive behavior of the worker who improves his own working conditions in order to achieve a more meaningful and satisfactory job. This phenomenon allows individuals to play a certain role by "creating" their own job, changing the conditions in which they perform their tasks. In this study, 146 teachers participated to investigate the relationships between both individual and collaborative job crafting behaviors, on the one hand, and job satisfaction, work engagement, and teaching performance, on the other.

The study examines the relationship between job stress and job satisfaction, exploring the mediating role of engagement and multiple group membership in this relationship and if they could considerer them as a preventive variable of the others variables, in a sample of Spanish hospital nurses. A cross-sectional design was used, and a paper-pencil questionnaire survey with different scales to measure all the variables. To test our hypotheses, we conducted multiple linear regression analysis and the PROCESS macro for SPSS with Model 4. The main findings confirm a mediating role of engagement and multiple group membership in the relationship between job stress and job satisfaction. Nurses (N = 180) from a large public hospital in Spain participated in the study. The results extend previous findings with other populations. Multiple group membership is confirmed to increase job satisfaction and to provide personal resources for nurses facing stressful work events., Author(s): Marta Peña [sup.1], María Mercedes Ramos [sup.1], Gabriela Topa [sup.1] Author Affiliations: (1) grid.10702.34, 0000 0001 2308 8920, Department of Social and Organizational Psychology, National Distance Education University (UNED), [...]

Europe is undergoing rapid social change and is distinguished by its cultural superdiversity. Healthcare is facing an increasing need for professionals to adapt to this environment. Thus, the promotion of cultural competence in healthcare has become a priority. However, the training being developed and their suitability for the European context are not well known. The aim of this qualitative study has been to map the scientific literature in order to comprehend the current state of research on this topic. For this purpose, we conducted a systematic scoping review of the empirical publications focused on cultural competence interventions for healthcare professionals in European countries. The search was conducted in eight thematic (PsycINFO, MedLine, and PubPsych) and multidisciplinary databases (Academic Search Ultimate, E-Journals, Scopus, ProQuest, and Web of Science) to identify relevant publications up to 2023. Results were presented qualitatively. Out of the initial 6506 records screened, a total of 63 publications were included. Although the interventions were implemented in 23 different European countries, cultural competence interventions have not been widely adopted in Europe. Significant heterogeneity was observed in the conception and operacionalización of cultural competence models and in the implementation of the interventions. The interventions have mostly aimed at improving healthcare for minority population groups and have focused on the racial and ethnic dimensions of the individual. Future research is needed to contribute to the conceptual development of cultural competence to design programs tailored to European superdiversity. This scoping review has been registered in OSF and is available for consultation. [ABSTRACT FROM AUTHOR]

The present study was conducted to design and test a model of some antecedents of positive organizational behavior. The design of the current study was correlation using structural equation modeling. The participants in the research were employees who were chosen using a stratified random sampling method and answered the questionnaires on a leader-member exchange, organization-oriented self-esteem, positive organizational behavior, perceived organizational support, role ambiguity, and psychological ownership. Evaluation of the proposed model was done through structural equation modeling. The bootstrap method was also used to check the indirect relationships in the proposed model. The results showed that the proposed model has a good fit with the data. The findings also indicated the significance of the direct effect of the variables of psychological ownership, leader-member exchange, and perceived organizational support on positive organizational behavior. Indirect relationships through organizational self-esteem were also confirmed. Based on the findings of the present research, which confirms the fit of the proposed research model with the data, as well as direct and indirect relationships, it is recommended to pay attention to the variables affecting positive organizational behavior. [ABSTRACT FROM AUTHOR]

Social support at work has demonstrated itself to be an important variable for predicting desirable outcomes and helping to buffer the effects of adverse events. The main objective of this research is to understand the impact of social support on job satisfaction on the one hand and emotional exhaustion on the other. Furthermore, in order to gain a deeper understanding of intricate organizational relationships, the mediating effects of work recovery experiences are taken into consideration. The sample was composed of 496 workers (41.5% men and 58.5% women). The mean age was 42 years (SD = 9.82). A cross-sectional design was used. The results, both direct (r = 0.43; R2 = 0.19; p < 0.001) and indirect (B = 0.04; SE = 0.02; 95% C.I. = 0.01, 0.09), of the model relating social support to job satisfaction were statistically significant. On the other hand, in the model that links social support to emotional exhaustion, we observed statistically significant direct (r = 0.26; R2 = 0.07; p < 0.001) and indirect effects (B = −0.05; SE = 0.02; 95% C.I. = −0.10, −0.01). Only the relaxation factor was a significant mediator of these variables. Implications, limitations, and future research recommendations are discussed. [ABSTRACT FROM AUTHOR]

Although the construct of work engagement has been extensively explored, a systematic meta-analysis based on a consistent categorization of engagement antecedents, outcomes, and well-being correlates is still lacking. The results of prior research reporting 533 correlations from 113 independent samples (k = 94, n = 119,420) were coded using a meta-analytic approach. The effect size for development resources (r =.45) and personal resources (r =.48) was higher than for social resources (r =.36) and for job resources (r =.37). Among the outcomes and well-being correlates explored, the effect size was highest for job satisfaction (r =.60) and commitment (r =.63). Furthermore, moderation analysis showed that (a) concerning the occupational role, work engagement finds a low association with turnover intention among civil servants, volunteer workers, and educators; (b) collectivist cultural environments reported a greater association of feedback with engagement than individualistic environments; (c) the relationship between personal resources and engagement was stronger among workers with university degrees than workers with high school diplomas. Furthermore, the absorption dimension showed a lower effect with all variables under investigation than vigor and dedication. [ABSTRACT FROM AUTHOR]

The combination of work and family obligations can lead to two-way interference, resulting in Family Care Interference with Work (FCIW) and Work Interference with Family Care (WIFC). Both can impact late career motivation and intentions to continue working or retire and reduce their occupational time perspective (OFTP). Through two studies, this paper shows how OFTP mediates the relationship between FCIW/WIFC and mid and late career indicators such as early retirement intentions and motivation to continue working beyond the retirement age. Our findings contribute to increasing knowledge of how increasing family caregiving obligations may impact the career intentions of working carers in their mid and late career stages. [ABSTRACT FROM AUTHOR]

In this study, meta-analytic procedures were used to examine the relationships between retirement planning, retirement decision and their antecedent and consequences. Our review of the literature generated 341 independent samples obtained from 99 primary studies with 188,222 participants. A small effect size (ES) for antecedents of retirement planning (poor health, negative working conditions and positive attitudes toward retirement) was obtained (ranging from r=0.005 to r=0.19), whereas a medium ES was obtained for work involvement and job satisfaction (r=-0.31 and r=-0.34). Regarding retirement decision, lower effect sizes were obtained. Effect sizes for the relationships with consequences were medium for retirement planning and bridge employment (r=0.28), for retirement decision-volunteer work (r=0.26), and for retirement decision-retirement satisfaction (r=0.26). Structural equation analysis using the pooled correlation matrix allowed us to test a more complex model. Potential moderator variables were examined, and it was found that they explained only a small percentage of variability of primary studies. Results are discussed, and theoretical and empirical implications are suggested. (Contains 2 figures and 5 tables.)

Retirement planning is a widely promoted activity to enhance wellbeing for aging populations. However, there is limited follow-up data to understand the antecedents of multi-dimensional retirement planning activities, the resources such activities produce or the explanatory mechanisms. This research draws on recent theorizing, which suggests that retirement planning may play a mediating role in explaining how pre-retirement antecedents are transformed into retirement resources. Antecedents, planning and retirement resources were examined using 3 waves of follow-up data collected in 2006, 2008, and 2014. Four hundred thirty-five people originally employed in 2008 and retired by 2014 participated in the study. Health, income, and a positive retirement attitude (T1) were the strongest predictors of retirement planning (T2), but job satisfaction and occupation also played smaller predictive roles. Financial planning (T2) predicted health, psychosocial, and financial resources in retirement (T3). However, health, lifestyle, and psychosocial planning played a minimal role in explaining retirement resources, and only financial planning demonstrated noteworthy evidence of mediation. Findings can help to inform policy decisions by identifying those at greatest risk of not planning, and to isolate the factors most likely to explain the longer-term effects of planning. Understanding which resources are predicted by different domains of planning will also help inform the targeting of interventions. [ABSTRACT FROM AUTHOR]

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Copyright of Acción Psicológica is the property of Editorial UNED and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)