Salud laboral y bienestar: Incorporación de modelos positivos a la comprensión y prevención de los riesgos psicosociales del trabajo

Hernández, Eva Garrosa; Carmona-Cobo, Isabel

doi:10.4321/s0465-546x2011000500014

Cited by 9 publications

(6 citation statements)

References 75 publications

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“…Other studies have demonstrated that psychosocial risk management is an efficient way to increase job satisfaction and to minimize conflict at work (Sureda et al, 2019). Positive personal and organizational aspects (e.g., autonomy, work climate, leadership, social support climate) are also related to productivity, creativity and quality of work performed with healthy organizational results (Garrosa Hernández & Carmona Cobo, 2011).…”

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confidence: 99%

The Influence of Psychosocial Factors according to Gender and Age in Hospital Care Workers

2023

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Even though psychosocial risks can affect the entire working population regardless of demographic variables, multiple publications claim that women are more exposed to psychosocial risks and that psychosocial risks affect people in a different way, depending on their age. This study aims to investigate demographic differences (i.e., sex and age) in health care workers, with an aim which is twofold: (i) To know if these geographic differences lead to differences in perception of psychosocial risks; and (ii) to identify the job demands and resources with the highest impact on work engagement and performance. A sample of 4,451 people from the sanitary sector, pertaining to 75 Spanish hospitals, was analyzed to test the hypotheses. ANOVA results demonstrated that women show significantly higher impact values in job demands than men, as well as higher values in job resources. Moreover, the group of younger people (< 40 years) showed significantly lower levels in demands, and significantly higher in job resources, wellbeing, and organizational outcomes. Finally, multi-group SEM analyses showed that the impact of job demands and resources on work engagement and performance is significant, regardless of sex and age, although there are changes in the coefficients. The differences in the perception of job demands and resources of the different demographic groups can be used to develop specific psychosocial intervention in health care workers.

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confidence: 99%

The Influence of Psychosocial Factors according to Gender and Age in Hospital Care Workers

2023

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“…La escala de Bienestar Social en el Trabajo se revela como un instrumento que permite levantar datos válidos y confiables que orienten procesos de intervención y desarrollo organizacional (Tabla 5). El Bienestar Social en el Trabajo apunta a factores organizacionales, laborales y sociales que generan posibilidades de desarrollo y entornos amigables donde el trabajador puede conciliar en mayor medida su vida (Garrosa y Carmona, 2011). Al igual que lo planteado por Martínez, Ivanovic-Zuvic y Unanue (2013), aquellos sistemas sociales que generan mayor Bienestar Social en el Trabajo promoverán una mayor disposición a la cooperación y resolución colaborativa de conflictos, lo que potencia la confianza de los trabajadores, productividad organizacional y calidad de vida de las personas.…”

Section: Discussionunclassified

“…El Bienestar Social en el trabajo implica una interacción equilibrada entre demandas, entendidas como esfuerzo y costo físico, psicológico, emocional, cognitivo y conductual requerido al trabajador; y recursos como factores del contexto laboral que favorecen el hacer frente a las exigencias, facilitando el desempeño y crecimiento personal, y laboral (Garrosa y Carmona, 2011). Requiere movilizar factores organizacionales y sociales generadores de entornos positivos y potenciadores de desarrollo que permitan conciliar la vida laboral y personal (Garrosa y Carmona, 2011) lo que se constituye en factores protectores de los riesgos psicosociales en contexto laboral (Castro, 2018).…”

Section: Otros Antecedentesunclassified

Adaptación y validación de escalas de medición en el trabajo. Parte 1: bienestar social

2020

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El objetivo de este estudio fue adaptar y validar al contexto laboral la escala de bienestar social de Keyes, para lo cual se ejecutó una investigación cuantitativa con una muestra de 332 trabajadores divididos aleatoriamente en dos submuestras (A y B). Se realizó un análisis factorial exploratorio por medio de mínimos cuadrados generalizados (submuestra A) y un análisis factorial confirmatorio con el método de estimación de mínimos cuadrados ponderados multivariantes (submuestra B). Los resultados muestran una escala de bienestar social en el trabajo con indicadores de ajuste adecuados: CFI = 0.984, TLI = 0.98 y RMSEA = 0.091. La escala está constituida por 3 factores: pertenencia social, interacción social y comprensión social en el trabajo, cuyos respectivos valores de omega certifican consistencia interna. Se concluye que la escala de bienestar social en el trabajo presenta características psicométricas adecuadas para su uso, constituyéndose en un aporte para la psicología del trabajo y las organizaciones.

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“…Data from the 6th Spanish National Working Conditions Survey (2015) [35] showed that 20.5% of working women have stress, whereas 14.3% of working men do. Garrosa and Gálvez [36] showed that the same stressors might affect and be experienced differently by women and by men, whereas Gyllensten and Palmer stated that it is difficult "to draw any firm conclusions regarding the role of gender in the level of workplace stress" ( [37], p. 284).…”

Section: Hotel Industry Stress and Gendermentioning

confidence: 99%

Perceived Factors of Stress and Its Outcomes among Hotel Housekeepers in the Balearic Islands: A Qualitative Approach from a Gender Perspective

Chela-Alvarez

Bulilete

García-Sastre

et al. 2020

IJERPH

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Tourism is the main economic sector in the Balearic Islands (Spain) and hotel housekeepers (HHs) are a large occupational group, in which stress is becoming a major issue. This study aims at exploring in-depth factors perceived as stressors by HHs and key-informants, and their effects on work-life balance (WLB). A qualitative design with phenomenological approach was used, conducting six focus groups with 34 HHs and 10 individual interviews with key-informants. Results were analyzed adopting the job demands-resources model and a gender perspective. High demands, e.g., work overload, time pressure, physical burden…, lack of enough resources and little control, derived from role conflict, unexpected events…, were the most important factors explaining HHs’ stress. Additionally, this imbalance was perceived as leading to health problems, mainly musculoskeletal disorders. Working schedule was mentioned as a facilitator to WLB, whereas an imbalance between job demands and resources led to work-home conflict, preventing them from enjoying leisure time. Multiple roles at work and at home increased their stress. HHs experienced their job as invisible and unrecognised. Regarding practical implications, our recommendations for hotel organization include reducing workload and increasing resources, which would improve the job demands-resource balance, diminish negative mental and physical outcomes and improve WLB.

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Salud laboral y bienestar: Incorporación de modelos positivos a la comprensión y prevención de los riesgos psicosociales del trabajo

Cited by 9 publications

References 75 publications

The Influence of Psychosocial Factors according to Gender and Age in Hospital Care Workers

The Influence of Psychosocial Factors according to Gender and Age in Hospital Care Workers

Adaptación y validación de escalas de medición en el trabajo. Parte 1: bienestar social

Perceived Factors of Stress and Its Outcomes among Hotel Housekeepers in the Balearic Islands: A Qualitative Approach from a Gender Perspective

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