Corrigendum: Passionately demanding: work passion's role in the relationship between work demands and affective well-being at work.

[This corrects the article DOI: 10.3389/fpsyg.2023.1053455.].

Edible Seaweeds Extracts: Characterization and Functional Properties for Health Conditions.

Seaweeds are popular foods due to claimed beneficial health effects, but for many there is a lack of scientific evidence. In this study, extracts of the edible seaweeds Aramé, Nori, and Fucus are compared. Our approach intends to clarify similarities and differences in the health properties of these seaweeds, thus contributing to target potential applications for each. Additionally, although Aramé and Fucus seaweeds are highly explored, information on Nori composition and bioactivities is scarce. The aqueous extracts of the seaweeds were obtained by decoction, then fractionated and characterized according to their composition and biological activity. It was recognized that fractioning the extracts led to bioactivity reduction, suggesting a loss of bioactive compounds synergies. The Aramé extract showed the highest antioxidant activity and Nori exhibited the highest potential for acetylcholinesterase inhibition. The identification of the bioactive compounds in the extracts allowed to see that these contained a mixture of phloroglucinol polymers, and it was suggested that Nori's effect on acetylcholinesterase inhibition may be associated with a smaller sized phlorotannins capable of entering the enzyme active site. Overall, these results suggest a promising potential for the use of these seaweed extracts, mainly Aramé and Nori, in health improvement and management of diseases, namely those associated to oxidative stress and neurodegeneration.

Subjective Well-Being in Organizations: Effects of Internal Ethical Context and Ethical Leadership.

The literature rarely addresses the possible effects of organizations' internal ethical context on their employees' subjective well-being, that is, people's evaluation of their lives based on positive and negative emotional experiences and perceived life satisfaction. This study explored how internal ethical context's components-specifically ethics codes, ethics programs' scope and perceived relevance, and perceived corporate social responsibility practices-are related to workers' subjective well-being. Ethical leadership's possible leveraging of ethical context variables' effect on subjective well-being was also examined. The data were collected from 222 employees from various organizations in Portugal using an electronic survey. The results from multiple regression analyses indicate that organizations' internal ethical context positively affects employees' subjective well-being. This impact is mediated by ethical leadership, suggesting that leaders play a crucial role in highlighting and embodying their organization's ethical norms and orientation, thereby directly influencing their staff members' subjective well-being.

Passionately demanding: Work passion's role in the relationship between work demands and affective well-being at work.

In a world marked by exponential change, work demands are intensifying and becoming increasingly prominent in organizations' reality. Work demands are stressors for the employees who must deal with these requests as they bring with them costs. Promoting these workers' well-being at work is important as their level of comfort is closely related to how they will behave in the workplace. In this context, work passion is a fundamental factor in employees' daily motivation to work well. This study tested a new approach to work demands, distinguishing between challenges and obstacles, exploring how they influence affective well-being at work when work passion is part of the equation. Individual workers also participate in how demands are formulated, which affects their level of well-being at the workplace. Data were collected with an online questionnaire administered to a sample of 515 participants who had been working in the same organization for at least 6 months. The results of multiple regression analysis show that the way demands are revealed influences what kind of work passion predominates and thus how much workers' well-being at work is altered. Harmonious passion emerges as a personal resource that has the power to prevent negative affective states related to work from developing, while obsessive passion ends up putting even more demands on employees and having a stronger negative association with their affective well-being in the workplace.

Environmental Corporate Social Responsibility and Workplace Pro-Environmental Behaviors: Person-Organization Fit and Organizational Identification's Sequential Mediation.

Organizations' environmental performance has come increasingly under scrutiny given the need for sustainable, low-carbon economies. Workers' pro-environmental behaviors (PEBs) can contribute to greener operations, but research on workplace PEBs is still an emerging field. This study examined how employees' perceptions of environmental corporate social responsibility (CSR) policies and practices are related to their self-reported voluntary PEBs, including person-organization fit (P-O fit) and organizational identification's role as sequential mediators. Data were gathered from 178 workers from different organizations via an online survey. The results reveal a positive relationship between perceived environmental CSR practices and work PEBs, which are both directly and indirectly connected through P-O fit and organizational identification. Managers can thus use environmental CSR activities to capitalize on employees' P-O fit and organizational identification, thereby fostering work PEBS.

Waste separation-Who cares? Organizational climate and supervisor support's role in promoting pro-environmental behaviors in the workplace.

Corporate environmental sustainability is currently a major goal of many businesses. This study's main objectives were to examine the interactive role of green organizational climate and supervisor support in predicting pro-environmental behaviors (PEBs) at work, namely paper and plastic waste separation, and to test the mediating role of individual-level variables of the Theory of Planned Behavior (TPB) in this relationship. The research specifically tested the attitude, subjective norms, and perceived behavioral control's mediation of the relationship between green organizational climate and self-reported waste separation, and whether supervisor support moderates the relationship between green climate and TBP variables. Data for this cross-sectional study were collected with an online survey of 311 workers and multiple regression analyses, with the macro Process, were performed to test the hypotheses. The findings confirm the TPB variables' mediating effect. Perceived green climate is positively related to employees' attitudes, subjective norms, and perceived behavioral control regarding waste separation, which in turn are connected to higher reported levels of paper and plastic separation. The workers' perception of supervisor support moderates the relationship between green climate and subjective norms in favor of paper separation. These findings indicate that green climate is less strongly linked to subjective norms when supervisor support is perceived as stronger than when it is seen as weaker. In conclusion, a green organizational climate plays a determining role in workers' separation of waste at work as it fosters individual motives to perform these behaviors. Moreover, supervisors can provide their workers with social norms and inspire them to support environmental sustainability practices. Thus, as part of an overall transition strategy to achieve sustainability, organizations need to invest in green policies and practices and incentivize supervisors to encourage PEBs and capitalize on their close links to subordinates to foster sustainable norms.

Organisational Climate and Pro-environmental Behaviours at Work: The Mediating Role of Personal Norms.

Organisations are currently strongly encouraged to adopt more responsible production patterns aligned with sustainable development goals (SDGs). Pro-environmental behaviours (PEBs) in the workplace can strengthen the expected positive impacts of organisations' environmental performance and engender more sustainable transitions to low-carbon production. Research on PEBs at work is relatively recent, so this field still lacks studies of the role of organisational policies and practices in workers' adoption of these behaviours and of psychosocial processes that contribute to more sustainable workplaces. The present research examined how perceptions of organisations' environmental policies and practices (i.e., organisational climate or injunctive norms) and of coworkers' PEBs (i.e., descriptive norms) affect employees' self-reported voluntary PEBs. Thogersen's norm taxonomy model was also applied to address the role of personal norms. Self-commitment to sustainable goals at work can play a fundamental role in workers' behavioural choices, so this research further investigated whether personal norms mediate the relationship between perceived pro-environmental organisational climate and reported workplace PEBs. To test the proposed model, data were collected on 210 workers from different business sectors, who completed an online questionnaire. The analyses showed that, after controlling for the effects of tenure, education level, and a management position, a pro-environmental organisational climate predicts stronger personal norms and a greater tendency to adopt PEBs at work (adjusted R squared=0.36), providing evidence of complete mediation. Coworkers' perceived descriptive norms also contribute directly to self-reported PEBs. The discussion of the results focuses on the importance of organisational level initiatives as a way to promote change in individuals' behaviours, which can have positive consequences for workplaces' transition to sustainability.

Authentic Leadership and Improved Individual Performance: Affective Commitment and Individual Creativity's Sequential Mediation.

Authentic leadership has become increasingly important in the literature, attracting the attention of many scholars in the last decade. This study adopted an employee-centered perspective to guide its examination of the relationship between authentic leadership and individual performance and investigation of the sequential mediation of employees' affective commitment and individual creativity. An analysis was conducted of data collected from 214 employees working in different business sectors. The results reveal a statistically significant positive relationship between authentic leadership and employees' workplace performance, which are both directly connected and indirectly linked through the two proposed psychosocial mechanisms. The findings thus indicate that authentic leadership reinforces workers' emotional connection with their organizations, thereby increasing their individual creativity and, subsequently, promoting better on-the-job performance. This study presents new and significant results since, on the one hand, it relied on a sequential mediation analysis of variables and, on the other hand, integrated the four main constructs into a single model. The proposed model displays the chain of effects between authentic leadership, affective commitment, individual creativity, and employee workplace performance. Implications for organizational management are discussed.