El propósito de esta investigación fue analizar la efectividad de un programa de intervención, basado en psicología positiva y habilidades sociales, para mejorar la satisfacción vital y la satisfacción laboral de trabajadores pertenecientes a una organización del sector público. Para analizar la efectividad del programa de intervención se utilizó un diseño cuasi-experimental con un grupo control inactivo. La intervención se aplicó en una muestra de supervisores inmediatos de una organización pública del sector salud. Los grupos fueron conformados por la unidad de recursos humanos de la organización, atendiendo a las necesidades de ésta. El grupo experimental estuvo conformado por siete supervisores directos, mientras que el grupo control estuvo conformado por ocho supervisores. La efectividad del programa de intervención se evaluó tanto en los subordinados directos (N=41) de los supervisores que conformaron el grupo experimental, como en los subordinados de los supervisores pertenecientes al grupo control (N=36). El programa duró aproximadamente un mes y tres semanas. El análisis de datos evidenció

Positive leadership is considered a fundamental factor which contributes significantly to the development of healthy organizations. Positive leadership has been address via other leadership models, primarily transformational and authentic leadership, with which some affinities have been established. Although there is a large body of literature on positive leadership, especially related to its practical aspects, the construct is not properly delimited and there are only a few relevant contributions on how to measure it. The purpose of this paper is to conduct a pilot study to examine the psychometric properties of a reduced version of the PLAS (Positive Leadership Assessment Scale). Results from a confirmatory factorial analysis show that a five-correlated factors model achieves a good fit with the empirical data (on a sample of Spanish students). Likewise, this study also offers a range of evidence of validity, showing a relationship with the constructs of both transformational and authentic leadership and engagement.

Purpose The purpose of this paper is to analyze the effectiveness of training, applied to supervisors, to face the effects of resistance to organizational change on work motivation and organizational climate of their direct employees. Design/methodology/approach A quasi-experimental design with a control group was used. The training program was applied in a public organization, which was going through a process of organizational change. The human resources unit formed two groups according to the needs of the organization. A group of seven supervisors received training (experimental group), and another group of eight supervisors received no training (control group). The effectiveness of the training was measured in the subalterns of the supervisors who formed both groups. The training was based on positive psychology and social skills and covered a period of one month and three weeks. The outcomes variables were: work motivation and organizational climate. Findings There was a statistically significant increase, from the pretest to the posttest, in the dependent variables registered in the experimental group, compared to the control group. The size of the change (effect size) was moderate magnitude to high. Originality/value This research shows an effective training system, applied in supervisors, to improve the work motivation and the organizational climate of the subordinates in processes of organizational change that generate resistance to change in them.

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