Hedy Acosta Antognoni

Referencia: Acosta, H., Torrente, P., Llorens, S., y Salanova, M. (2013). Prácticas organizacionales saludables: Un análisis exploratorio de su impacto relativo sobre el engagement con el trabajo. Revista Peruana de Psicología y Trabajo Social, 2, 107-120. El Modelo HERO (HEalthy & Resilient Organizations Model; Salanova, Llorens, Cifre, y Martínez, 2012) sitúa las prácticas organizacionales saludables como un elemento clave para fomentar el bienestar en el trabajo (i.e., engagement). El objetivo de este estudio es explorar la influencia de las prácticas organizacionales saludables en el engagement con el trabajo. La muestra está compuesta por una organización española perteneciente al sector industrial (N = 218). Los resultados de Modelos de Ecuaciones Estructurales muestran que las prácticas organizacionales saludables se relacionan de manera positiva y significativa con el engagement (β = .40, p < .001). Las prácticas más relacionadas son, por orden de importancia: la salud psicosocial, el desarrollo de habilidades y el desarrollo de carrera. Palabras claves: modelo HERO, prácticas organizacionales saludables, engagement con el trabajo.

The aim of the study is to evaluate the mediating role of psychological well-being between the satisfaction/frustration of Basic Psychological Needs (BPN) and Healthy Organisational Outcomes, with a gender perspective. In a sample of 565 workers (65% women, response rate 72%) from two Colombian food companies, using Multigroup Structural Equation Models to test the invariance among gender, the study hypotheses were partially supported. The results show that: (1) psychological well-being fully mediates the relationship between BPN satisfaction and Healthy Organisational Outcomes; and (2) only work engagement mediates the relationship between BPN frustration and Healthy Organisational Outcomes. Specifically, people (women and men) whose basic needs are satisfied experience greater well-being and better Healthy Organisational Outcomes. In contrast, people whose BPN are frustrated experience lower levels of work engagement, which, in turn, influences their Healthy Organisational Outcomes. However, structural differences were observed among the variables, attending to gender, when invariance model grouping by gender was tested. Furthermore, ANOVA by gender found significant differences in the autonomy dimension of frustration and organisational affective commitment, in favour of men. The present study contributes to the scarce research on the role of BPN levels as a relevant driver in the development of psychological well-being and Healthy Organisational Outcomes. Keywords: Basic Psychological Needs; engagement; happiness; Healthy Organisational Outcomes; gender perspective

La revisión de la literatura muestra un amplio desarrollo teórico acerca de los enfoques de regulación y protección jurídica de los animales no humanos, así como del estatus jurídico que se les atribuye. No obstante, las investigaciones que indagan en las actitudes y percepciones de la comunidad en relación a dicha temática constituyen un área incipiente de exploración. Este estudio tiene por objetivo diseñar y validar una escala de percepciones acerca del estatus jurídico atribuido a los animales no humanos. Para ello, se sigue una metodología cuantitativa, de tipo exploratoria-descriptiva, no experimental y transversal. La muestra estuvo compuesta por 639 sujetos, los que responden un instrumento de 26 ítems distribuidos en tres variables: a) percepciones ético-jurídicas acerca de los animales no humanos en general, b) percepciones acerca de los derechos de los animales no humanos según su destino atribuido, y c) aceptación de la satisfacción de necesidades humanas según destino distribuido a animales no humanos. Los análisis a los datos revelaron fiabilidades de .84, .97 y .90, así como explicaciones de varianza de 54,3%, 83,1% y 56,7% para cada una de las variables de la escala. Se concluye que la escala es original y novedosa, además de válida y fiable para evaluar las percepciones que tiene la comunidad con respecto al estatus jurídico atribuido a los animales no humanos. Se discuten implicancias y prácticas del estudio.

This study tests organizational trust as the psychosocial mechanism that explains how healthy organizational practices and team resources predict multilevel performance in organizations and teams, respectively. In our methodology, we collect data in a sample of 890 employees from 177 teams and their immediate supervisors from 31 Spanish companies. Our results from the multilevel analysis show two independent processes predicting organizational performance (return on assets, ROA) and performance ratings by immediate supervisors, operating at the organizational and team levels, respectively. We have found evidence for a theoretical and functional quasi-isomorphism. First, based on social exchange theory, we found evidence for our prediction that when organizations implement healthy practices and teams provide resources, employees trust their top managers (vertical trust) and coworkers (horizontal trust) and try to reciprocate these benefits by improving their performance. Second, (relationships among) constructs are similar at different levels of analysis, which may inform HRM officers and managers about which type of practices and resources can help to enhance trust and improve performance in organizations. The present study contributes to the scarce research on the role of trust at collective (i.e., organizational and team) levels as a psychological mechanism that explains how organizational practices and team resources are linked to organizational performance.

El presente estudio contribuye a entender el rol mediador de la confianza organizacional y el work engagement entre el liderazgo transformacional y el desempeño laboral, basándose en el modelo de organizaciones saludables y resilien-tes (HERO; Salanova, Llorens, Cifre, & Martínez, 2012). La muestra está compuesta por 201 trabajadores pertene-cientes a la cohorte generacional millennial. De acuerdo con lo esperado, utilizando el programa estadístico AMOS 24.0 (Arbuckle, 2003), los modelos de ecuaciones estructurales revelaron que la confianza organizacional y el work engagement median de forma total la relación entre liderazgo transformacional y desempeño laboral. Finalmente se discuten las implicaciones teóricas y prácticas del estudio. Palabras clave: modelo de organizaciones saludables y resilientes, HERO, liderazgo transformacional, confianza or-ganizacional, work engagement, desempeño laboral. The current study aims to contribute to our understanding the mediating role of organizational trust, and work engagement between transformational leadership and job performance based on the healthy and resilient organizations model (HERO Model; Salanova, Llorens, Cifre, & Martínez, 2012). The sample is composed of 201 workers belonging to the millennial generational cohort. As expected, using the statistical program AMOS 24.0 (Arbuckle, 2003), the structural equations modeling revealed that organizational trust and work engagement have a fully mediating role between transformational leadership and job performance. Finally, the theoretical and practical implications are discussed.

Based on Social Cognitive Theory and Learning Theories, the aim of the study is to analyze the relationship between learning self-regulation and self-efficacy beliefs in the dimensions of the academic goals of university students. The sample is composed of 231 participants belonging to a Chilean Public University, whose careers are associated with the sciences of economics, engineering, health, social sciences and humanities. The participants completed three self-report instruments with an approximate timing of 15 minutes. Three models were tested through linear regression analysis with the statistical package SPSS (v. 22.0). The results show that Model 1 (M1= Self-regulation learning and General self-efficacy to Academic goals) presents the best indicators to explain the academic goals in its sub-dimension learning goals, with an explained variance of 43%. It is concluded that the University must promote actions that support university students for designing their learning goals.

Resumen El presente estudio tiene por objetivo evaluar el rol mediador de la confianza del equipo (i.e., confianza en el supervisor directo y confianza en los compañeros) entre el trabajo en equipo y el work engagement. La muestra está compuesta por 365 trabajadores de tres organizaciones chilenas que completaron un cuestionario basado en la batería de cuestionarios del Modelo de Organizaciones Saludables y Resilientes, HERO (Salanova, Llorens, Cifre, & Martínez, 2012) y, cuyo referente era su equipo de trabajo. A través de ecuaciones estructurales, los hallazgos empíricos evidencian que la confianza del equipo actúa como mediador total entre el tra-bajo en equipo y el corazón del work engagement (i.e., vigor y dedicación). Finalmente, se discuten los resultados desde el Modelo HERO, así como sus aplicaciones teóricas y prácticas. Palabras clave: Confianza del Equipo, Trabajo en Equipo, Engagement en el Trabajo. ¿Trust or not Trust? The mediating role of Trust between Teamwork and Work Engagement Abstract The present study aim to analyze the mediating role of trust on team (i.e., trust in the supervisor and trust in the colleagues) between the relationship of teamwork and work engagement. Sample was composed by 365 employees belong three Chilean organization. They filled out a questionnaire thinking in their teams based on the HERO Model (Salanova, Llorens, Cifre, & Martínez, 2012). Through structural equation model, the results have showed that trust on team fully mediate the relationship between teamwork and the core of work engagement (i.e., vigor and dedication). Based on the HERO Model the results are discussed. Finally, theoretical, and empirical implications are proposed.

The aim of this study is to explore the differences between face-to-face and on-line students in a post graduate education program. The variables considered are Post Graduate Student's profile, competences and learning outcomes, academic performance and satisfaction. The sample was composed by 47 students (64% face-to-face). Analysis of variance (ANOVA) and student's t utilizing SPPS Statistics 22.0 were performed. Results showed differences in all variables: (i) Regarding student profile, face-to-face students were younger and from a broader range of nationalities; (ii) Both students' profiles showed positive and significant differences between their pre-post competences, learning outcomes and self-evaluation scores in several of the programs courses. Moreover, there were significant differences when considering specific courses and profiles; (iii) Face-to-face students obtained better grades in 4 out of 7 courses of the post graduate program; (iv) Finally, face-to-face students reported higher satisfaction and a more positive perception of the teaching methodologies utilized than on-line students. Theoretical and practical implications are discussed to improve specific teaching methodologies for on-line students.

Título: El liderazgo transformacional y la confianza como antecedentes del desempeño en equipo en el ámbito sanitario. Resumen: En el presente estudio analizamos el rol mediador de la con-fianza en el equipo de trabajo (i.e., confianza horizontal) entre el liderazgo transformacional, como recurso social, y el desempeño en equipo (i.e., desempeño intra y extra rol), tal como sugiere el Modelo HERO (HEalthy & Resilient Organizations Model; Salanova, Llorens, Cifre, & Martínez, 2012). La muestra corresponde a 388 trabajadores/as agrupados/as en 54 equipos de trabajo pertenecientes a cuatro organizaciones del sector sanitario. La confianza horizontal y el liderazgo transformacional fueron evaluados por los equipos de trabajo y el desempeño fue evaluado por los/as superviso-res/as de esos equipos. Los modelos de Ecuaciones Estructurales revela-ron, tal como se esperaba, que la confianza horizontal, tiene un papel me-diador entre el liderazgo transformacional percibido por el equipo y el desempeño en equipo evaluado por el/la supervisor/a. Palabras clave: Confianza horizontal; liderazgo transformacional; desem-peño en equipo. Abstract: The present study analyzes the mediator role of work-team trust (i.e., horizontal trust) in the relationship between transformational leadership , as a social resource, and team performance (i.e., intra-and extra-role performance), as suggested by the HERO model (HEalthy & Resilient Organizations Model; Salanova, Llorens, Cifre, & Martínez, 2012). The sample corresponds to 388 workers nested in 54 work teams from four organizations in the healthcare sector. Horizontal trust and transformational leadership were assessed by the work teams, and performance was assessed by the supervisors of these teams. Structural Equations models reveal, as expected , that horizontal trust has a fully mediating role between transforma-tional leadership perceived at the team level and team performance assessed by the supervisor.

Background From the social-ecological perspective, exposure to violence at the different developmental levels is fundamental to explain the dynamics of violence and victimization in educational centers. The following study aims at analyzing how these relationships are produced in the Peruvian context, where structural violence situations exist. Methods A multi-mediation structural model with 21,416 Peruvian adolescents (M = 13.69; SD = 0.71) was conducted to determine the influence of violence in the school environment on violence perceived within school and violence exercised by teachers. In addition, it was also intended to determine whether these violent relationships predict depression through loneliness, and bullying through peer victimization. The existence of differences between early and late adolescence was also verified. Results Results confirm that violence in the school setting has high influence on violence exercised by adolescents and teachers within the school. Teacher violence is the most important predictor of depression through loneliness, and encourages peer victimization and the emergence of aggressive behavior. Exposure to violence exercised by support sources—teachers and classmates—explains more than 90% of the total variance explained in bullying behavior. Differences were found between early and late adolescence models. Conclusion The high prevalence of structural violence in school settings facilitates the bullying/victimization dynamics within school. From a social-ecological perspective, this result suggests the importance of network cooperation at a mesosystem level, with teachers from educational centers playing a crucial role in the prevention of bullying/victimization.

Background From the social-ecological perspective, exposure to violence at the different developmental levels is fundamental to explain the dynamics of violence and victimization in educational centers. The following study aims at analyzing how these relationships are produced in the Peruvian context, where structural violence situations exist. Methods A multi-mediation structural model with 21,416 Peruvian adolescents (M = 13.69; SD = 0.71) was conducted to determine the influence of violence in the school environment on violence perceived within school and violence exercised by teachers. In addition, it was also intended to determine whether these violent relationships predict depression through loneliness, and bullying through peer victimization. The existence of differences between early and late adolescence was also verified. Results Results confirm that violence in the school setting has high influence on violence exercised by adolescents and teachers within the school. Teacher violence is the most important predictor of depression through loneliness, and encourages peer victimization and the emergence of aggressive behavior. Exposure to violence exercised by support sourcesteachers and classmatesexplains more than 90% of the total variance explained in bullying behavior. Differences were found between early and late adolescence models. Conclusion The high prevalence of structural violence in school settings facilitates the bullying/victimization dynamics within school. From a social-ecological perspective, this result suggests the importance of network cooperation at a mesosystem level, with teachers from educational centers playing a crucial role in the prevention of bullying/victimization. © 2017 Tavakolan et al.This is an open access article distributed under the terms of the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.

The aim of this study is to analyse the meaning of healthy organization from an empirical-theoretical perspective based on the HERO Model (HEalthy & Resilient Organizations). Analyses were performed by four independent judges on 14 interviews carried out with 14 CEOs or human resources managers in 14 Spanish organizations using content analysis. Qualitative results show: (1) a partial overlap in the categories proposed by the theoretical model (based on the concordance index, Cohen’s Kappa and ICC); and (2) that the empirical definition mainly focuses on employees’ psychosocial health as a key element of the meaning of healthy organization. Finally, categorical matrixes provide evidence of subcategories emanating from the key elements that comprise a healthy organization. Results as well as theoretical and practical implications are discussed based on the HERO Model.

Resumen El presente estudio contribuye a entender la relación entre empatía, emociones positivas y calidad de servicio en equipos de trabajo basándose en el Modelo de Organizaciones Saludables y Resilientes (Salanova, Llorens, Cifre, y Martínez, 2012) utilizando datos agregados a nivel de equipo y la percepción de los supervisores inmediatos. La muestra está compuesta por 1.431 empleados anidados en 264 equipos pertenecientes a 74 Pequeñas y Medianas Empresas (PyMEs) españolas del sector servicios. Las variables se agregaron a nivel de equipos utilizando el Coeficiente de Correlación Intraclase (CCI). Los Modelos de Ecuaciones Estructurales revelaron que las emociones positivas median de forma parcial la relación entre empatía y calidad del servicio en equipos de trabajo. Se discuten las implicaciones teóricas y prácticas del estudio. Palabras clave: empatía, emociones positivas, calidad de servicio. Summary The present study contributes to understand the

La conciliación entre la vida laboral y la familiar se incluyó en la agenda política a finales de la década de los años noventa del siglo pasado y se ha convertido actualmente en un tema mediático y cotidiano que afecta especialmente las personas con criaturas o mayores dependientes que tienen que compaginar tiempos laborales y tiempos dedicados al cuidado y a las tareas domésticas. La presente publicación contiene los resultados de la ejecución de las Acciones 64 y 65 incluidas en el I Plan de Igualdad de la Universitat Jaume I (2010-2014) relacionadas con la elaboración de una encuesta entre el personal trabajador para conocer las necesidades que tienen sobre la conciliación de la vida laboral y familia

Referencia: Salanova, M., Llorens, S., Torrente, P., y Acosta, H. (2013). Intervenciones para positivas para potenciar organizaciones saludables y resilientes. En F. Palací y M. Bernabé (Coords.), Consultoría organizacional (p. 135-166). Madrid: UNED/Sanz y Torres. El desarrollo del concepto de Organización Saludable y Resiliente (en inglés, HEalthy and Resilient Organization; HERO) ha supuesto un avance tanto en términos teóricos como prácticos. Su objetivo es promover la salud de empleados, equipos y organizaciones. Las HEROs son organizaciones que llevan a cabo esfuerzos sistemáticos, planificados y proactivos para mejorar procesos y resultados tanto de los empleados como de la organización como un todo. Estos esfuerzos fomentan recursos y las prácticas organizacionales saludables orientadas a mejorar el ambiente de trabajo a nivel de tarea, interpersonal y organizacional, especialmente en tiempos de cambio y crisis (Salanova, Llorens, Cifre, y Martínez, en prensa). A pesar de su relevancia para las sociedades modernas, la investigación en este campo es escasa, particularmente en cuanto a cómo desarrollar HEROs y a los efectos de las intervenciones basadas en la Psicología Positiva. En consecuencia, el objetivo de este capítulo es presentar una visión general de la efectividad de las intervenciones basadas en la Psicología Positiva. En términos generales, primero, nos focalizamos en el concepto y la medida de las HEROs. En segundo lugar, revisamos la literatura en cuanto a intervenciones para promover HEROs. Finalmente, analizamos las principales intervenciones para promover HEROs así como cuestiones metodológicas referidas a la manera de poner a prueba su efectividad para obtener criterios a partir de los cuales ofrecer recomendaciones y buenas prácticas.

The development of the concept of HEalthy and Resilient Organization (HERO) is a milestone in research and practice aimed at promoting health among employees, teams, and organizations. HERO is thus conceptualized as an organi-zation that makes systematic, planned, and proactive efforts to improve employ-ees’ and organizational processes and outcomes. These efforts involve fostering healthy organizational resources and practices intended to improve the work envi-ronment at the task, interpersonal, and organizational levels, especially during times of change and crisis (Salanova, Llorens, Cifre, & Martínez, in press). Despite its relevance in modern societies, research on the subject is scarce, particularly in terms of the effects of interventions focused on Positive Psychology. Conse-quently, the objective of this chapter is to present an overview of intervention effectiveness based on Positive Psychology. First, we focus on the concept, its re-lationship with salutogenesis, and the measurement of HEROs. Second, we review the literature on interventions to promote HEROs based on Positive Psychology. Third, we analyze methodological questions concerning the way to test the effec-tiveness of interventions in order to obtain criteria with which to develop a set of best practices. Finally, we address future research, professional practice, and teaching/training on positive interventions in organizations.

TO CITE: Acosta, H., Salanova, M., & Llorens, S. (2013). Bulding Organizational Trust: A Study in Small and Medium-Sized Enterprises. In J. Neves y S.P. Gonçalves (Eds.), Occupational Health Psychology: From burnout to well-being. Rosemead, CA: Cientific & Academic Publishing. ABSTRACT: The current study aims to contribute to our understanding of the relationship between healthy organizational practices and organizational trust. It is based on the HEalthy & Resilient Organizations Model (Salanova, Llorens, Cifre, & Martínez, 2012) and examines 726 employees nested within 72 teams from 12 small and medium-sized enterprises using data aggregated at the work-unit level. Linear multiple regression analyses revealed that, as expected, healthy organizational practices explained a significant amount of the variance of organizational trust. Specifically, communication and skills development are positively related to organizational trust (p < .05). Unexpectedly, however, psychosocial health was negatively related to organizational trust (p < .05). Theoretical and practical contributions based on the HEalthy & Resilient Organizations Model are discussed.

Ref.: Salanova, M., Llorens, S., Acosta, H., & Torrente, P. (2013). Positive interventions in positive organizations. Terapia psicológica, 31, 101-113. We describe how (positive) organizations can be enhanced from the framework of Positive Psychology, being healthy from a psychological point of view, as well as resilient in times of crisis and turmoil. Thus, Healthy & Resilient Organizations (HEROs) make systematic, planned, and proactive efforts to improve employees’ and organizational processes and outcomes (Salanova, Llorens, Cifre, & Martínez, 2012). These efforts involve fostering healthy organizational resources and practices aimed at improving the work environment, especially during changing times. Despite its relevance in modern societies, research on how to develop HEROs is scarce. Therefore, in this article first we focus on its concept and the measurement, and then, we review the main research conducted on interventions to promote HEROs based on Positive Psychology from a collective (teams and organizations) and an individual (employee) point of view. Lastly, we develop a set of best practices on positive interventions in the organizational context.

The development of the concept of HEalthy and Resilient Organization (HERO) is a milestone in research and practice aimed at promoting health among employees, teams, and organizations. HERO is thus conceptualized as an organization that makes systematic, planned, and proactive efforts to improve employees’ and organizational processes and outcomes. These efforts involve fostering healthy organizational resources and practices intended to improve the work environment at the task, interpersonal, and organizational levels, especially during times of change and crisis. Despite its relevance in modern societies, research on the subject is scarce, particularly in terms of the effects of interventions focused on Positive Psychology. Consequently, the objective of this chapter is to present an overview of intervention effectiveness based on Positive Psychology. First, we focus on the concept, its relationship with salutogenesis, and the measurement of HEROs. Second, we review the literature on interventions to promote HEROs based on Positive Psychology. Third, we analyze methodological questions concerning the way to test the effectiveness of interventions in order to obtain criteria with which to develop a set of best practices. Finally, we address future research, professional practice, and teaching/training on positive interventions in organizations.

ABSTRACT The current study aims to contribute to our understanding of the relationship between healthy organizational practices, organiza-tional trust and team work engagement. It is based on the Healthy & Resilient Organizations Model (Salanova, Llorens, Cifre, & Martínez, 2012) and examines 518 employees nested in 55 teams from 13 small-and medium-sized enterprises using data aggregated at the work-unit level. Healthy organizational practices, organizational trust and team work engagement were aggregated from team mem-bers' perceptions using the Intraclass Correlation Coefficient (ICC1 and ICC2) taking the group as the referent. Structural Equation Modeling by AMOS revealed that, as expected, organizational trust plays a full mediating role among healthy organizational practices and team work engagement at the team. Theoretical and practical contributions based on the Healthy & Resilient Organizations Model are discussed.

Se exponen los resultados del diseño y validación de la escala de competencia comunicativa y social (ECCSO) en 1673 niños chilenos entre 9 y 15 años de edad (669 de sexo masculino y 1004 de sexo femenino). El alfa de Cronbach del formato para niños, padres y profesores fue de 0.93, 0.95 y 0.97 respectivamente. El análisis factorial exploratorio con el formato para niños arrojó 8 factores que explican el 30.16% de la varianza. La ECCSO logró predecir el 50% de la variabilidad de los puntajes de la Escala de Autoestima de Rosenberg. La validez convergente fue calculada para aquellos niños (n=52) que fueron evaluados simultáneamente por sus padres y profesores; encontrándose moderada convergencia entre niños y padres; divergencia entre niños y profesores; y nula convergencia entre profesores y padres. Para el puntaje total en la ECCSO las niñas obtuvieron mejores puntajes que los niños y no se observaron diferencias por curso y el efecto de interacción entre el sexo y la edad no fue significativo.

This article show results about design and validation of the communicative and social competence scale (ECCSO) in 1673 Chilean children, between 9 and 15 years old (669 male and 1004 female sex). Cronbach's alpha for children, parents and teachers formats were 0.93, 0.95 and 0.97 respectively. Exploratory Factor Analysis (EFA) was made for children's format showing 8 factors to explain 30.16% of variance. The ECCSO could predict 50% of variability in the scores of Rosenberg's Self-Esteem Scale. The convergent validity was calculated for those children (n=52) who were assessed by parents and teachers; finding a moderate convergence between children and parents scores; divergence between children and teachers; and null con- vergence between teachers and parents. Girls showed a total score in ECCSO higher than boys; differences between grade, and interaction effect between age and sex were not significant.