How physical exercise with others and prioritizing positivity contribute to (work) wellbeing: a cross-sectional and diary multilevel study.

Introduction: This work is a dual study employing a cross-sectional approach and a diary method to investigate how physical exercise can become a habit. Guided by the Upward Spiral Theory of Lifestyle Change, we examined the role of prioritizing positivity and engaging in physical exercise with others as advantageous resources and their impact on the relational loop of physical exercise behavior, emotions, and engagement. Methods: The first study involved a sample of 553 participants, and the second study included 146 participants, all of whom were employed and regularly engaged in physical exercise. We utilized structural equation modeling and multilevel analysis for the respective studies. Results: The results of the first study indicate that individuals exercise more when they experience higher levels of engagement and positive emotions, particularly when exercising with others and prioritizing positivity. The findings of the second study reveal that prioritizing positivity acts as a precursor to positive emotions during physical exercise, which in turn reinforces the relational loop between emotions and exercise behavior. Discussion: Both studies conclude that individuals who prioritize positivity experience better psychological wellbeing and higher engagement in physical exercise.

How study-related positive emotions and academic psychological capital mediate between teacher-student relationship and academic performance: a four-wave study among high school students.

This article presents a theory-driven model in which teacher-student relationships and academic performance are indirectly related through study-related positive emotions and academic psychological capital. A sample of 1,054 Chilean high school students (50.4% females) aged 12-17 (M = 14.46, SD = 1.74) participated in the study. Through structural equation modeling, the direct and indirect effects of the proposed model were calculated. The results show that study-related positive emotions and academic psychological capital mediate between the teacher-student relationship and academic performance. These results have significant implications for improving teaching competencies through positive psychological interventions aimed at developing skills in students and thus improving students' academic performance and general well-being in educational settings.

Corrigendum: Know and use your personal strengths! A Spanish validation of the strengths knowledge and use scales and their relationship with meaningful work and work-related well-being.

[This corrects the article DOI: 10.3389/fpsyg.2023.1086510.].

Connecting the organizational incomes and outcomes: a systematic review of the relationship between talent management, employee engagement, and turnover intention.

Introduction: In a post-pandemic environment, characterized by volatility and uncertainty, organizations need to adapt to it for their survival. Methods: Following a systematic review method, the aim of this study is to assess the relationship between talent management practices, employee engagement, and turnover intention. Carried out using PRISMA guidelines, this systematic review includes 43 studies. Results: Results showed a lack of consensus on the talent management concept, definition, and measurement. Also, talent management practices seem to increase employee engagement and decrease turnover intentions. That is, when organizations provide effective talent management practices to employees, they become more engaged and less likely to abandon the company. It is important to highlight the mediating role of engagement in the relation between talent management and turnover intention. Furthermore, the most studied talent management practices for promoting engagement and reducing turnover intention were identified. Regarding control variables, data highlighted the importance of age and organizational tenure in the aforementioned relationships. Discussion: This review draws attention to the need of designing and implementing talent management practices in an effective way in order to generate a healthy and engaged workforce that is willing to remain in an organization.

Facing Fear and Embracing Safety: Validation of the COVID-19 Psychosocial Scales in Essential Frontline Workers During the Pandemic.

BACKGROUND: The study has two main aims: (1) to analyze and validate the factor structure of the Fear of COVID-19, Workplace health and safety training, and Behavioral Safety Compliance scales (Study 1) in frontline Spanish COVID-19 workers from different sectors (food sector, hospitals, and death care services); and (2) to analyze and validate the factor structure of a reduced version of these scales (Study 2) in Spanish workers in the healthcare sector. METHOD: Analyses carried out using R 1.4.2. allowed us to validate the factor structure of the scales in the two studies. The sample consisted of 361 participants in study 1; and 708 participants in study 2. RESULTS: The results indicate that the instruments offer adequate evidence of reliability and validity. CONCLUSIONS: The questionnaire (especially the short version) can be used by employees who were in frontline of COVID-19 in a reliable and valid way in the post-COVID-19 period, and even to prevent potential similar events that might threaten professionals' physical and mental health in the future.

Psychological Capital, Autonomous Motivation and Innovative Behavior: A Study Aimed at Employees in Social Networks.

The present study investigates the relationship between positive psychological capital (PsyCap) and innovative work behavior (IWB), as mediated by autonomous motivation and participative leadership moderation. The study was conducted on a sample of 246 employees from various public and private organizations, recruited through different social networks. The moderated mediation analysis provided evidence about the impact of employees' PsyCap on their innovative behavior at work. This behavior will be higher when individual factors (PsyCap) and social factors (participative leadership) interact with one of the most self-determined forms of motivation. Our findings highlight the importance of the individual's positive psychological capital in activating the resources and motivation, necessary to develop innovative behavior in employees, thus achieving organizational success in today's dynamic and competitive business environment. The results also confirmed the moderating effect of participative leadership on the relationship between autonomous motivation and innovative behavior of employees, supporting that the relationship will be stronger when participative leadership is higher. Theoretical and practical implications are discussed, as well as limitations and suggestions for future studies.

Know and use your personal strengths! A Spanish validation of the strengths knowledge and use scales and their relationship with meaningful work and work-related well-being.

Introduction: Research in the field of work and organizational psychology increasingly highlights the role of meaningful work as a protector of well-being at work. This study tests the role of strengths knowledge and use as new pathways through which meaningful work may have a positive effect on work engagement and mental health. Methods: Study 1 and Study 2 report the validation of the Spanish Strengths Use and Knowledge Scales respectively, with samples of N = 617 (Study 1) and N = 365 (Study 2) employees. Study 3 tests the mediating effects of strengths use and knowledge in a model with different work-related constructs in another sample of N = 798 employees. Results: Findings from Studies 1 and 2 indicate that the instruments offer adequate evidence of reliability and validity. Results from Study 3 revealed that strengths knowledge is a mediator in the relationship between meaningful work and strengths use. Findings also confirmed the mediating roles of strengths use in the relationship between meaningful work and work engagement, and between meaningful work and mental health. Discussion: This study highlights the ability to be aware of and apply signature strengths as effective and novel pathways to foster well-being at work through the cultivation of meaningful work.

The Influence of Psychosocial Factors according to Gender and Age in Hospital Care Workers

Even though psychosocial risks can affect the entire working population regardless of demographic variables, multiple publications claim that women are more exposed to psychosocial risks and that psychosocial risks affect people in a different way, depending on their age. This study aims to investigate demographic differences (i.e., sex and age) in health care workers, with an aim which is twofold: (i) To know if these geographic differences lead to differences in perception of psychosocial risks; and (ii) to identify the job demands and resources with the highest impact on work engagement and performance. A sample of 4,451 people from the sanitary sector, pertaining to 75 Spanish hospitals, was analyzed to test the hypotheses. ANOVA results demonstrated that women show significantly higher impact values in job demands than men, as well as higher values in job resources. Moreover, the group of younger people (< 40 years) showed significantly lower levels in demands, and significantly higher in job resources, wellbeing, and organizational outcomes. Finally, multi-group SEM analyses showed that the impact of job demands and resources on work engagement and performance is significant, regardless of sex and age, although there are changes in the coefficients. The differences in the perception of job demands and resources of the different demographic groups can be used to develop specific psychosocial intervention in health care workers. (AU)

The Influence of Psychosocial Factors according to Gender and Age in Hospital Care Workers.

Even though psychosocial risks can affect the entire working population regardless of demographic variables, multiple publications claim that women are more exposed to psychosocial risks and that psychosocial risks affect people in a different way, depending on their age. This study aims to investigate demographic differences (i.e., sex and age) in health care workers, with an aim which is twofold: (i) To know if these geographic differences lead to differences in perception of psychosocial risks; and (ii) to identify the job demands and resources with the highest impact on work engagement and performance. A sample of 4,451 people from the sanitary sector, pertaining to 75 Spanish hospitals, was analyzed to test the hypotheses. ANOVA results demonstrated that women show significantly higher impact values in job demands than men, as well as higher values in job resources. Moreover, the group of younger people (< 40 years) showed significantly lower levels in demands, and significantly higher in job resources, wellbeing, and organizational outcomes. Finally, multi-group SEM analyses showed that the impact of job demands and resources on work engagement and performance is significant, regardless of sex and age, although there are changes in the coefficients. The differences in the perception of job demands and resources of the different demographic groups can be used to develop specific psychosocial intervention in health care workers.