Límites éticos a la promoción de la salud en el lugar de trabajo en el marco del concepto de empresa saludable / Thical limits to the promotion of health in the workplace within the framework of the “healthy organization” concept

En el contexto de cambios generales en la sociedad en relación con la salud, la empresa saludable se proclama y acepta como algo necesario y legítimo. Este fenómeno se expande globalmente sin apenas cuestionamiento, promocionado por organismos internacionales y grandes empresas. Con presencia global y creciente en políticas y prácticas organizacionales y profesionales, parece ganar aún más fuerza tras la pandemia. Frente a la expansión del fenómeno y por incidir directamente sobre la salud de las personas, es ineludible un análisis del mismo más allá de su imagen positiva generalizada. En este artículo se identifican algunos peligros relevantes del fomento de la cultura de salud en el trabajo, desde una perspectiva ética, y entre ellos, no solo el carácter no beneficiente de algunas prácticas no contrastadas científicamente, sino, también, su propia condición maleficiente. En este trabajo se plantean, pues, los límites éticos para este fenómeno expansivo y se defiende que el principio fundamental para operar en este ámbito de relaciones asimétricas entre empleado y empleador es de no maleficencia y no tanto el de autonomía

In the context of general changes in our societies in relation to health, the healthy organization is proclaimed and accepted as something necessary and legitimate. This phenomenon is expanding globally without being really questioned and promoted by international organizations and large companies. With a global and growing presence in organizational and professional policies and practices, it appears to be gaining even more strength in the aftermath of the pandemic. Faced with the expansion of the pheno- menon and because it directly affects people’s health, an analysis of it beyond its general positive image is unavoidable. This article identifies some relevant dangers of promoting a culture of health at work, from an ethical perspective, and among them, not only the non-beneficial nature of some practices not scien-tifically proven, but also their own malignant condition. In this paper, therefore, the ethical limits for this expansive phenomenon are proposed and the fundamental principle to operate in this area of asymmetric relations between mployee and employer is not autonomy but non-maleficence.

Developing the Healthy and Competitive Organization in the Sports Environment: Focused on the Relationships between Organizational Justice, Empowerment and Job Performance.

As improving the job performance of employees is becoming increasingly significant for organizational growth, a major challenge for organizational development managers is to understand and explore the important antecedents of job performance. Therefore, the purpose of this study was to examine the structural relationships between organizational justice, empowerment, and job performance in the South Korean professional sports industry. Recently, many professional sports teams in South Korea have attempted to improve employees' job performance for the future survival of the teams. The research participants were 371 employees affiliated with 40 male professional sports teams. The validity and reliability of the measures involved were investigated by carrying out confirmatory factor, Cronbach's alpha, and correlation analyses. A structural equation-modeling test with a maximum likelihood estimation was performed to evaluate the structural relationships between distributive justice, procedural justice, interactional justice, empowerment and job performance, and the mediating effects of empowerment. The findings revealed the positive impacts of (a) distributive justice on empowerment, (b) procedural justice on empowerment, (c) interactional justice on empowerment, (d) procedural justice on job performance, and (e) interactional justice on job performance. Furthermore, empowerment fully mediated the relationship between interactional justice and job performance. These findings highlight the importance of increasing organizational justice and empowering employees when managing professional sports organizations.

The mental health and depression of rural-to-urban migrant workers compared to non-migrant workers in Shanghai: a cross-sectional study.

BACKGROUND: Migrant workers worldwide commonly are susceptible to mental disorders. Since the 1980s, there has been a large-scale increase in the number of migrant workers in China; this development parallels the acceleration of socio-economic transformation. Studies addressing this population rarely focus on workers' mental health or psychological well-being, yet it is imperative to understand the mental health status of rural-to-urban migrant workers and study the relationship between migration and mental health. METHODS: A cross-sectional survey of 3286 participants (response rate 85.4%) was conducted among different work units in Shanghai. All of the variables of this survey were assessed by a self-administered questionnaire, with depression measured by the Patient Health Questionnaire-9 (PHQ-9) scale and poor mental health (PMH) measured by the World Health Organization 5-Item Well-Being Index (WHO-5) scale. Pearson's χ2 test and logistic regression were used to compare migrants with urbanites, and to identify factors related to mental health outcomes. RESULTS: Migrant workers (15.3%) had a slightly higher prevalence of depression than non-migrant (12.0%) workers, with notable PMH (26.9%) among participants >45 y of age. In the logistic regression models, those who reported low job satisfaction, unhealthy organizations, poor physical health (self-rated) and long working hours were 2.86 (95% CI 2.14 to 3.84), 1.42 (95% CI 1.06 to 1.91), 1.89 (95% CI 1.41 to 2.55) and 1.48 (95% CI 1.08 to 2.03) times more likely to have depression, respectively. Similarly, workers >45 y of age were 2.92 (95% CI 1.65 to 5.16) and 1.80 (95% CI 1.01 to 3.21) times more likely to have PMH for low job satisfaction and unhealthy organizations, respectively. CONCLUSIONS: There are numerous potential causes affecting the mental health of Chinese internal migrant workers. Strengthening the construction of healthy organizations and enhancing workers' job satisfaction may improve the mental health status or psychological well-being of this group.

In an Unpredictable and Changing Environment: Intrapreneurial Self-Capital As a Key Resource for Life Satisfaction and Flourishing.

The twenty-first century is characterized by an unpredictable and challenging work environment, and the Intrapreneurial Self-Capital (ISC) career and life construct can be seen as a core of individual intrapreneurial resources that enables people to cope with ongoing challenges, changes, and transitions founding innovative solutions when confronted with the constraints imposed by such an environment. The ISC is a challenging construct since it can enhance behavior and attitudes through specific training, unlike personality traits, which are considered substantially stable in the literature. Against this background, the present study examined the relationship between ISC and well-being (hedonic well-being and eudaimonic well-being) controlling for the effects of personality traits. The Big Five Questionnaire (BFQ), the Intrapreneurial Self-Capital Scale (ISCS), the Satisfaction With Life Scale (SWLS), and the Flourishing Scale (FS) were administered to 258 Italian workers. Hierarchical regression analyses showed that ISC explained a percentage of incremental variance beyond that explained by personality traits in relation to both life satisfaction and flourishing. These results indicate that ISC is a key resource for hedonic well-being and eudaimonic well-being and that it offers new research and intervention opportunities.

High Entrepreneurship, Leadership, and Professionalism (HELP): Toward an Integrated, Empirically Based Perspective.

This article evaluates the psychometric properties of a new measure for assessing the constructs of entrepreneurship, leadership, and professionalism, from an integrated point of view, the High Entrepreneurship, Leadership and Professionalism Questionnaire (HELP-Q). Exploratory factor analysis indicated a factor structure with three principal dimensions, and confirmatory factor analysis and goodness of fit indices indicated a good fit of the model to the data. All the dimensions showed good values of internal consistency. The results of the study thus indicate that the HELP-Q is a short and easily administered instrument with good psychometric properties that can promote entrepreneurship, leadership, and professionalism in workers as well as in those who are preparing to enter the turbulent 21st century labor market.

Promoting Well-Being: The Contribution of Emotional Intelligence.

Adopting a primary prevention perspective, this study examines competencies with the potential to enhance well-being and performance among future workers. More specifically, the contributions of ability-based and trait models of emotional intelligence (EI), assessed through well-established measures, to indices of hedonic and eudaimonic well-being were examined for a sample of 157 Italian high school students. The Mayer-Salovey-Caruso Emotional Intelligence Test was used to assess ability-based EI, the Bar-On Emotional Intelligence Inventory and the Trait Emotional Intelligence Questionnaire were used to assess trait EI, the Positive and Negative Affect Scale and the Satisfaction With Life Scale were used to assess hedonic well-being, and the Meaningful Life Measure was used to assess eudaimonic well-being. The results highlight the contributions of trait EI in explaining both hedonic and eudaimonic well-being, after controlling for the effects of fluid intelligence and personality traits. Implications for further research and intervention regarding future workers are discussed.