Suddenly, COVID-19 has changed the world and the way people work. Companies had to accelerate something they knew was imminent in the future, but not immediate and extremely humongous. This situation poses a huge challenge for companies to survive and thrive in this complex business environment and for employees, who must adapt to this new way of working. An effective e-leadership, which promotes companies’ adaptability, is needed. This study investigates the existing knowledge on teleworking and e-leadership; and analyzes the supposed challenges. The literature review shows that companies with effective e-leadership can view teleworking as an opportunity. It is advantageous for not only companies’ productivity but also the environment and people who work remotely. However, a traditional or no leadership can result in some risks. Thriving in remote work environments implies that managers must adjust the companies’ structure, making them less hierarchical, and developing new abilities to establish a strong and trustworthy relationship with their employees to maintain their competitiveness, while retaining a genuine concern for their employees’ well-being. Similarly, successful e-leadership must be able to consolidate and lead effective virtual teams to accomplish organizational goals. This study contributes to the literature and leaders during the pandemic.

Palabras clave: autoeficacia, ansiedad y rendimiento académico. AbstractThe purpose of the current study was to determine whether psychological variables such self-efficacy perception and anxiety maintain a relation with academic performance in a group of 120 secondary (high school) students attending a private school in

Thriving at work refers to a psychological experience of learning (cognitive dimension) and vitality (affective dimension) to the workplace. Based on the Social Exchange Theory and the Socially Embedded Model of thriving, the purpose of this research is to observe whether contextual variables such as fairness perception, trust, and managerial coaching are related to affective organizational commitment and to examine if thriving at work plays a mediating role in these proposed relationships. Data was collected in two waves over a one-month time period from 936 employees of diverse public and private sectors. Strong empirical evidence was found for all direct and indirect hypothesized relationships through Smart PLS 3.0 (SmartPLS GmbH, Bönningstedt, Germany, 2015). The implications of the findings are also discussed.

una nueva perspectiva en psicología ResumenLa psicología positiva fue definida por Seligman (1999) como el estudio científico de las experiencias positivas, los rasgos individuales positivos, las instituciones que facilitan su desarrollo y los programas que ayudan a mejorar la calidad de vida de los individuos, mientras previene o reduce la incidencia de la psicopatología. Fue definida también como el estudio científico de las fortalezas y virtudes humanas, las cuales permiten adoptar una perspectiva más abierta respecto al potencial humano, sus motivaciones y capacidades. El propósito de este artículo es presentar una revisión teórica acerca de este movimiento reciente reciente en la psicología desde un enfoque cognitivo comportamental, sus antecedentes, definición, principales presupuestos, campos aplicados en los que ha tenido mayores adelantos y algunas perspectivas de desarrollo. AbstractThe positive psychology was defined by Seligman (1999) as a scientific study of the positives experiences, positives individual's traits, the institutions that facilitate its development and the programs that help to improve the quality of life, whereas prevent or reduce the incidence of psychopathology. Its was describe too, like a scientific study of the human strengths and virtues, that which led them adopt a wide perspective as regard to human potential, his motivations and capacities. The purpose of this paper is to present a theoretical revision concerning the recent movement of the psychology from a cognitive behavioral approach, its antecedents, mains suppositions, applies fields that it was had more advances, and some developmental perspectives.

The aim of this research is twofold. First, to identify the role of personal resources on burnout and work engagement in nursing staff and second to evaluate whether these last two concepts are or not, opposite faces of the same construct. Personal resources are understood as individuals’ aspects that make people more confident to control their environment successfully. This study used a cross-sectional approach with a sample composed of 219 Colombian nursing personnel all of them were women. In line with our predictions, personal resources were positively related to employees’ work engagement ( rxy = .40) and negatively to burnout ( rxy = -.51), as well as engagement and burnout showed to be different constructs that are inversely related ( rxy = -.95). The greater inverse correlation between personal resources and burnout seems to indicate that personal resources could be an important protective factor for nursing staff. Since personal resources can be developed, these findings have important implications for the human resource management in the health care settings. Due to the complexity of health work environment, further research needs to find more evidence to understand the role of personal resources in these environments.