Background: The purpose of this study is to analyse the impact that occupational health and safety policies have on employees’ work and organisational commitment and, in turn, on their intention to leave the company. Methods: For this study, we designed a questionnaire with a five-level Likert scale and distributed it among professionals from different companies in the IT consultancy sector in Spain. The data collected from 458 completed questionnaires were analysed using the partial least squares structural equation modelling (PLS-SEM) technique using the SmartPLS software. Results: From the analysis of the data, it was concluded that there is indeed a positive relationship between occupational health and safety policies and employees’ work and organisational commitment, as well as a negative relationship between these policies and the intention to leave the company. Similarly, there is a negative relationship between employees’ work and organisational commitment and their turnover intention. Conclusions: Although, due to the activity of professionals in the sector, occupational health and safety has not been an area of priority, it was concluded from this study that an improvement in these areas would have a beneficial effect on the commitment of workers to the company, thus helping to reduce the high levels of turnover in the sector. Future lines of research, as well as their practical application and the limitations of the study, are indicated at the end of the paper.

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The aim of this paper is to analyze the impact of autonomy at work and organizations’ support for their employees on employee well-being and, ultimately, their commitment to their work, and how employees’ emotional intelligence mediates between these constructs. We distributed a 5-point Likert scale questionnaire among professionals from different companies in the IT consultancy sector in Spain. The data collected were analyzed using the PLS-SEM (partial least squares structural equation modeling) technique in the SmartPLS software. The analysis of the data collected shows that there is indeed a positive relationship between job autonomy and the organizational support received by workers and their well-being, as well as between the well-being of workers and their commitment to work. Likewise, the mediation effect of emotional intelligence between job autonomy and organizational support and the well-being of workers is also evident. We can conclude that improving the autonomy and support given by organizations to their employees would have a beneficial effect on the well-being and work engagement of employees.

The objective of this study is to analyze the current perspective as regards knowledge related to what causes stress or motivates developers, how these two aspects are related to each other, and how this in turn affects their performance in the sphere of Global Software Development and how these can be controlled. This paper presents the results obtained after conducting a systematic mapping study of literature in order to analyze how stress, motivation, and performance affect the project members in Global Software Development teams. We carried out a systematic mapping of published studies dealing with stress, motivation, and performance in global software engineering. A total of 118 papers dealing with this subject were found. The literature analyzed provided a relatively significant quantity of data referring to the impact that the characteristics of distributed software development projects have on the performance and productivity of teams, along with the actions taken to improve that performance. However, when focusing on the analysis of the impact of this type of projects on team members' motivation, and on the actions that can be taken to improve that motivation, we discovered that the number of works decreases considerably and that works referring to the impact of this kind of development on developers' stress were virtually non‐existent, as were those concerning ways in which to improve that stress. We are, therefore, of the opinion that it is necessary to carry out in‐depth research into the aspects of working in distributed teams that may have a negative impact on developers' levels of motivation and stress, along with what could be beneficial in order to improve levels of motivation and decrease levels of stress.