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Dr. Jose M. Leon-Perez
Department of Social Psychology, Universidad de Sevilla, Calle Camilo José Cela s/n, 41018 Sevilla, Spain

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Research Keywords & Expertise

0 Intervention Effectiveness
0 Psychosocial risks at work
0 Interpersonal conflicts
0 Stressor-strain relationship
0 Health promotion.

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Interpersonal conflicts
Intervention Effectiveness
Psychosocial risks at work

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Journal article
Published: 31 July 2021 in International Journal of Environmental Research and Public Health
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Social dynamics at work are crucial for understanding how internal processes in an organization are related to their performance and productivity. Following the Service-Profit Chain (SPC) theory, this study analyses, at the work-unit level, how interpersonal conflicts are related to service quality in the hospitality and tourism industry through the shared experience of well-being in the work unit. In other words, we examine the mediating role of two main aspects of work-related well-being in the unit (job satisfaction and burnout) on the relationship between interpersonal conflicts in the unit and customers’ perceptions of service quality. To do so, we conducted a cross-sectional survey study that collected data from 398 service employees (91 work units) and 1233 customers from three and four-star hotels with restaurant in Spain. Using path analysis in Structural Equation Models, our results supported a full mediation model at the work-unit level: interpersonal conflicts in the work unit are related to customers’ service quality perceptions through the work-unit’s well-being (job satisfaction and burnout). Therefore, our findings extend the SPC theory by integrating group dynamics and employees’ experiences, which should be enhanced through occupational health-oriented policies and practices to increase service quality. In this sense, this study has implications for the development of intervention programs aiming at improving the occupational well-being and quality of service in hospitality and tourism settings.

ACS Style

Miriam Benitez; Jose Leon-Perez; Alejandro Orgambídez; Francisco Medina. Interpersonal Conflicts in the Unit Impact the Service Quality Rated by Customers: The Mediating Role of Work-Unit Well-Being. International Journal of Environmental Research and Public Health 2021, 18, 8137 .

AMA Style

Miriam Benitez, Jose Leon-Perez, Alejandro Orgambídez, Francisco Medina. Interpersonal Conflicts in the Unit Impact the Service Quality Rated by Customers: The Mediating Role of Work-Unit Well-Being. International Journal of Environmental Research and Public Health. 2021; 18 (15):8137.

Chicago/Turabian Style

Miriam Benitez; Jose Leon-Perez; Alejandro Orgambídez; Francisco Medina. 2021. "Interpersonal Conflicts in the Unit Impact the Service Quality Rated by Customers: The Mediating Role of Work-Unit Well-Being." International Journal of Environmental Research and Public Health 18, no. 15: 8137.

Journal article
Published: 12 July 2021 in International Journal of Environmental Research and Public Health
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The COVID-19 global pandemic still represents a major threat with detrimental health consequences. Analyzing the psychological outcomes, COVID-19 could be interpreted as a collective traumatic event that can generate symptoms related to post-traumatic stress disorder (PTSD). Considering this, the purpose of this paper is twofold: first, to investigate the relationship between intrusive thoughts and fear related to the COVID-19 pandemic and between intrusive thoughts and mental health; second, to test the mediating role of hyperarousal and avoidance in these two relationships. In order to reach these aims, the present study investigated these relationships and tested a mediation model in two cross-sectional studies in Italy. Altogether, 627 individuals and 495 workers completed an online survey for study 1 and study 2, respectively. Mediation analyses were performed via the SPSS macro PROCESS; the significance of total, direct, and indirect effect was tested via bootstrapping. The results showed that within the PTSD framework, hyperarousal compared with avoidance mediated the relationship between intrusion and the analyzed outcomes. In conclusion, the present study provided empirical evidence for the influence of hyperarousal on individual consequences such as fear of COVID-19 and mental health. Research, as well as theoretical and practical implications, are discussed.

ACS Style

Martin Sanchez-Gomez; Gabriele Giorgi; Georgia Finstad; Flavio Urbini; Giulia Foti; Nicola Mucci; Salvatore Zaffina; José León-Perez. COVID-19 Pandemic as a Traumatic Event and Its Associations with Fear and Mental Health: A Cognitive-Activation Approach. International Journal of Environmental Research and Public Health 2021, 18, 7422 .

AMA Style

Martin Sanchez-Gomez, Gabriele Giorgi, Georgia Finstad, Flavio Urbini, Giulia Foti, Nicola Mucci, Salvatore Zaffina, José León-Perez. COVID-19 Pandemic as a Traumatic Event and Its Associations with Fear and Mental Health: A Cognitive-Activation Approach. International Journal of Environmental Research and Public Health. 2021; 18 (14):7422.

Chicago/Turabian Style

Martin Sanchez-Gomez; Gabriele Giorgi; Georgia Finstad; Flavio Urbini; Giulia Foti; Nicola Mucci; Salvatore Zaffina; José León-Perez. 2021. "COVID-19 Pandemic as a Traumatic Event and Its Associations with Fear and Mental Health: A Cognitive-Activation Approach." International Journal of Environmental Research and Public Health 18, no. 14: 7422.

Book chapter
Published: 05 January 2021 in Concepts, Approaches and Methods
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This chapter introduces a multilevel approach as the starting point for investigating workplace bullying and harassment as a multicausal phenomenon in which employees are nested in work groups, which may be further nested in larger groups such as departments, organizations or societies. We provide both (a) insights about theories of group dynamics that can help the reader to understand what has been done, and points for the future to move the field forward, and (b) some basic steps for developing multilevel models anchored in robust theoretical arguments. As we focus on group level processes and factors that shape individuals’ attitudes, behaviours and perceptions of workplace bullying and harassment, this chapter proposes that researchers may use multilevel models to investigate features of teams or groups that they theoretically expect to explain the reports of bullying and harassment at work. Overall, this chapter represents a juncture between theoretical explanations about intergroup or intragroup processes and its methodological tools. We conclude this chapter with some insights about the practical implications of adopting multilevel models in workplace bullying and harassment prevention and intervention.

ACS Style

Jose M. León-Pérez; Paula Ruiz-Zorrilla; Guy Notelaers; Elfi Baillien; Jordi Escartín; Mirko Antino. Workplace Bullying and Harassment as Group Dynamic Processes: A Multilevel Approach. Concepts, Approaches and Methods 2021, 425 -447.

AMA Style

Jose M. León-Pérez, Paula Ruiz-Zorrilla, Guy Notelaers, Elfi Baillien, Jordi Escartín, Mirko Antino. Workplace Bullying and Harassment as Group Dynamic Processes: A Multilevel Approach. Concepts, Approaches and Methods. 2021; ():425-447.

Chicago/Turabian Style

Jose M. León-Pérez; Paula Ruiz-Zorrilla; Guy Notelaers; Elfi Baillien; Jordi Escartín; Mirko Antino. 2021. "Workplace Bullying and Harassment as Group Dynamic Processes: A Multilevel Approach." Concepts, Approaches and Methods , no. : 425-447.

Book chapter
Published: 05 January 2021 in Handbooks of Workplace Bullying, Emotional Abuse and Harassment
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Workplace bullying and harassment has been a growing area of interest worldwide during the last decades. One of the main topics within this area has been establishing the magnitude and incidence of the phenomenon. A wide range of prevalence percentages have been reported in the literature which has opened up a discussion about both the best way to capture and measure these subtle negative acts at work and the factors that may explain the differences in the prevalence rates found in previous studies. Thus, in this chapter, we report the findings from a systematic literature review regarding the prevalence of workplace bullying and harassment across several countries. In doing so, we take into account methodological (i.e. different estimation methods) and contextual issues (i.e. sociocultural factors) that may affect prevalence rates. As was expected, independent of the estimation method used and the country being studied, our results from 97 inquiries, reporting information about 98 samples comprising more than 220,000 workers across the globe, highlight that bullying and harassment at work is a widespread phenomenon that needs attention to develop safer working environments in which work can be performed with dignity. Particularly, our results revealed quite alarming prevalence rates in previously under-represented countries in the literature such as those from South America, Asia–Pacific and Middle Asia regions. Thus, we call for further cross-cultural research to address similarities and differences both in the prevalence rates (i.e. number of workers exposed to bullying and harassment at work) and the nature of the negative acts (i.e. in which form such bullying and harassment behaviours are expressed) in order to find more effective and global solutions.

ACS Style

Jose M. León-Pérez; Jordi Escartín; Gabriele Giorgi. The Presence of Workplace Bullying and Harassment Worldwide. Handbooks of Workplace Bullying, Emotional Abuse and Harassment 2021, 55 -86.

AMA Style

Jose M. León-Pérez, Jordi Escartín, Gabriele Giorgi. The Presence of Workplace Bullying and Harassment Worldwide. Handbooks of Workplace Bullying, Emotional Abuse and Harassment. 2021; ():55-86.

Chicago/Turabian Style

Jose M. León-Pérez; Jordi Escartín; Gabriele Giorgi. 2021. "The Presence of Workplace Bullying and Harassment Worldwide." Handbooks of Workplace Bullying, Emotional Abuse and Harassment , no. : 55-86.

Editorial
Published: 20 June 2020 in BioMed Research International
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Biomed Research International, section Public Health, decided to transform the Special Issue “Addressing Risks: Mental Health, Work-Related Stress, and Occupational Disease Management to Enhance Well-Being” published in 2018 [1] into a permanent special issue.

ACS Style

Gabriele Giorgi; Jose M. Leon-Perez; Silvia Pignata; Gabriela Topa; Nicola Mucci. Addressing Risks: Mental Health, Work-Related Stress, and Occupational Disease Management to Enhance Well-Being 2019. BioMed Research International 2020, 2020, 1 -4.

AMA Style

Gabriele Giorgi, Jose M. Leon-Perez, Silvia Pignata, Gabriela Topa, Nicola Mucci. Addressing Risks: Mental Health, Work-Related Stress, and Occupational Disease Management to Enhance Well-Being 2019. BioMed Research International. 2020; 2020 ():1-4.

Chicago/Turabian Style

Gabriele Giorgi; Jose M. Leon-Perez; Silvia Pignata; Gabriela Topa; Nicola Mucci. 2020. "Addressing Risks: Mental Health, Work-Related Stress, and Occupational Disease Management to Enhance Well-Being 2019." BioMed Research International 2020, no. : 1-4.

Journal article
Published: 09 May 2020 in Sustainability
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There is a growing body of evidence suggesting that economic crisis is a preeminent stressor (i.e., economic stress) that may worsen working conditions and expose individuals to negative acts at work (i.e., workplace bullying). Following an occupational health perspective that considers contextual factors as risk factors for workplace bullying, this study aims to examine the mediation effects of organizational orientation to employee welfare in the economic stress-workplace bullying relationship. A cross-sectional study with the participation of 1004 Italian workers from several organizations was conducted. Our results indicate that economic stress (composed of two dimensions: fear of the economic crisis and perceived non-employability) is associated with workplace bullying through the total mediation of organizational orientation to employee welfare. These results have relevant implications for psychosocial risk assessment in turbulent times.

ACS Style

Gabriele Giorgi; José M. León-Perez; Francesco Montani; Samuel Fernández-Salinero; Mar Ortiz-Gómez; Antonio Ariza-Montes; Giulio Arcangeli; Nicola Mucci. Fear of Non-Employability and of Economic Crisis Increase Workplace Harassment through Lower Organizational Welfare Orientation. Sustainability 2020, 12, 3876 .

AMA Style

Gabriele Giorgi, José M. León-Perez, Francesco Montani, Samuel Fernández-Salinero, Mar Ortiz-Gómez, Antonio Ariza-Montes, Giulio Arcangeli, Nicola Mucci. Fear of Non-Employability and of Economic Crisis Increase Workplace Harassment through Lower Organizational Welfare Orientation. Sustainability. 2020; 12 (9):3876.

Chicago/Turabian Style

Gabriele Giorgi; José M. León-Perez; Francesco Montani; Samuel Fernández-Salinero; Mar Ortiz-Gómez; Antonio Ariza-Montes; Giulio Arcangeli; Nicola Mucci. 2020. "Fear of Non-Employability and of Economic Crisis Increase Workplace Harassment through Lower Organizational Welfare Orientation." Sustainability 12, no. 9: 3876.

Journal article
Published: 01 November 2019
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ACS Style

Jose Maria Leon-Perez; Iván Sánchez-Iglesias; Alfredo Rodríguez-Muñoz; Guy Notelaers. Cutoff scores for workplace bullying: The Spanish Short-Negative Acts Questionnaire (S-NAQ). 2019, 31, 482 -490.

AMA Style

Jose Maria Leon-Perez, Iván Sánchez-Iglesias, Alfredo Rodríguez-Muñoz, Guy Notelaers. Cutoff scores for workplace bullying: The Spanish Short-Negative Acts Questionnaire (S-NAQ). . 2019; 31 (4):482-490.

Chicago/Turabian Style

Jose Maria Leon-Perez; Iván Sánchez-Iglesias; Alfredo Rodríguez-Muñoz; Guy Notelaers. 2019. "Cutoff scores for workplace bullying: The Spanish Short-Negative Acts Questionnaire (S-NAQ)." 31, no. 4: 482-490.

Original paper
Published: 18 July 2019 in Journal of Business and Psychology
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The recent global economic crisis has generated renewed interest in questions regarding the potential impact of such macro-level events on employee well-being and organizational productivity. Drawing on the stress-retention model of absenteeism, this study tests a cross-level model (1-1-2) in which employees’ negative appraisal of economic crisis is associated to work-unit absenteeism through their level of psychological distress. Data were collected after the 2008 global economic crisis in a large Italian company in the field of home furniture that comprises 1160 employees nested in 49 units (facilities or branches). Results from a Multilevel Structural Equation Modeling (MSEM) support the hypothesized model: psychological distress mediates the relationship between appraisal of economic crisis and work-unit absenteeism rate during the subsequent year. These results have implications for managers and other workers with responsibilities for improving productivity and maintaining employees’ well-being in turbulent times.

ACS Style

Francesco Montani; Jose M. Leon-Perez; Gabriele Giorgi; Mindy K. Shoss. Appraisal of economic crisis, psychological distress, and work-unit absenteeism: a 1-1-2 model. Journal of Business and Psychology 2019, 35, 609 -620.

AMA Style

Francesco Montani, Jose M. Leon-Perez, Gabriele Giorgi, Mindy K. Shoss. Appraisal of economic crisis, psychological distress, and work-unit absenteeism: a 1-1-2 model. Journal of Business and Psychology. 2019; 35 (5):609-620.

Chicago/Turabian Style

Francesco Montani; Jose M. Leon-Perez; Gabriele Giorgi; Mindy K. Shoss. 2019. "Appraisal of economic crisis, psychological distress, and work-unit absenteeism: a 1-1-2 model." Journal of Business and Psychology 35, no. 5: 609-620.

Reference work
Published: 03 June 2019 in Concepts, Approaches and Methods
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This chapter introduces a multilevel approach as the starting point for investigating workplace bullying and harassment as a multicausal phenomenon in which employees are nested in work groups, which may be further nested in larger groups such as departments, organizations or societies. We provide both (a) insights about theories of group dynamics that can help the reader to understand what has been done, and points for the future to move the field forward, and (b) some basic steps for developing multilevel models anchored in robust theoretical arguments. As we focus on group level processes and factors that shape individuals’ attitudes, behaviours and perceptions of workplace bullying and harassment, this chapter proposes that researchers may use multilevel models to investigate features of teams or groups that they theoretically expect to explain the reports of bullying and harassment at work. Overall, this chapter represents a juncture between theoretical explanations about intergroup or intragroup processes and its methodological tools. We conclude this chapter with some insights about the practical implications of adopting multilevel models in workplace bullying and harassment prevention and intervention.

ACS Style

Jose M. León-Pérez; Paula Ruiz-Zorrilla; Guy Notelaers; Elfi Baillien; Jordi Escartín; Mirko Antino. Workplace Bullying and Harassment as Group Dynamic Processes: A Multilevel Approach. Concepts, Approaches and Methods 2019, 1 -23.

AMA Style

Jose M. León-Pérez, Paula Ruiz-Zorrilla, Guy Notelaers, Elfi Baillien, Jordi Escartín, Mirko Antino. Workplace Bullying and Harassment as Group Dynamic Processes: A Multilevel Approach. Concepts, Approaches and Methods. 2019; ():1-23.

Chicago/Turabian Style

Jose M. León-Pérez; Paula Ruiz-Zorrilla; Guy Notelaers; Elfi Baillien; Jordi Escartín; Mirko Antino. 2019. "Workplace Bullying and Harassment as Group Dynamic Processes: A Multilevel Approach." Concepts, Approaches and Methods , no. : 1-23.

Reference work
Published: 13 May 2019 in Concepts, Approaches and Methods
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Workplace bullying and harassment has been a growing area of interest worldwide during the last decades. One of the main topics within this area has been establishing the magnitude and incidence of the phenomenon. A wide range of prevalence percentages have been reported in the literature which has opened up a discussion about both the best way to capture and measure these subtle negative acts at work and the factors that may explain the differences in the prevalence rates found in previous studies. Thus, in this chapter, we report the findings from a systematic literature review regarding the prevalence of workplace bullying and harassment across several countries. In doing so, we take into account methodological (i.e. different estimation methods) and contextual issues (i.e. sociocultural factors) that may affect prevalence rates. As was expected, independent of the estimation method used and the country being studied, our results from 97 inquiries, reporting information about 98 samples comprising more than 220,000 workers across the globe, highlight that bullying and harassment at work is a widespread phenomenon that needs attention to develop safer working environments in which work can be performed with dignity. Particularly, our results revealed quite alarming prevalence rates in previously under-represented countries in the literature such as those from South America, Asia–Pacific and Middle Asia regions. Thus, we call for further cross-cultural research to address similarities and differences both in the prevalence rates (i.e. number of workers exposed to bullying and harassment at work) and the nature of the negative acts (i.e. in which form such bullying and harassment behaviours are expressed) in order to find more effective and global solutions.

ACS Style

Jose M. León-Pérez; Jordi Escartín; Gabriele Giorgi. The Presence of Workplace Bullying and Harassment Worldwide. Concepts, Approaches and Methods 2019, 1 -32.

AMA Style

Jose M. León-Pérez, Jordi Escartín, Gabriele Giorgi. The Presence of Workplace Bullying and Harassment Worldwide. Concepts, Approaches and Methods. 2019; ():1-32.

Chicago/Turabian Style

Jose M. León-Pérez; Jordi Escartín; Gabriele Giorgi. 2019. "The Presence of Workplace Bullying and Harassment Worldwide." Concepts, Approaches and Methods , no. : 1-32.

Journal article
Published: 11 February 2019 in International Journal of Conflict Management
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PurposeThere is increasing evidence about the key role that intragroup conflicts have for teams’ performance and its members’ well-being. However, the existing measures in the Spanish-speaking context to address intragroup conflicts suffer from important theoretical and methodological flaws. In response, this study aims to provide a valid and reliable scale to measure intragroup conflicts in organizational settings: the Intragroup Conflict Scale in its 14-item version (ICS-14: Jehn et al., 2008).Design/methodology/approachIn a cross-sectional survey design, the authors analyze the ICS’s internal consistency and reliability, factor solution and external validity by using a multilevel approach in a sample consisting of 588 workers nested in 55 production teams from a Spanish company.FindingsResults indicated that the ICS-14 exhibited good Cronbach’s alpha (0.62-0.95), omega (0.63-0.95) and multilevel alpha coefficient (0.82-0.98). In addition, in line with the theoretical conception of three types of intragroup conflicts, results from a multilevel confirmatory factor analysis revealed that a three multilevel-factor solution presented the best fit to the data. Finally, multilevel analyses also showed that intragroup conflicts are associated to burnout, engagement at work and perceived team’s quality of service, which provided additional support for using the ICS-14 in the Spanish context.Practical implicationsThis study offers a reliable and valid measurement of intragroup conflict, considering the whole instrument and its different dimensions, which can be used to develop team strategies and evaluate the effect of specific interventions on conflict.Originality/valueThe authors validate the most recent 14-item version of the ICS-14 by applying a multilevel approach to a group-level construct that overcomes previous methodological flaws.

ACS Style

Manuel Nieto-Guerrero; Mirko Antino; Jose M. Leon-Perez. Validation of the Spanish version of the intragroup conflict scale (ICS-14). International Journal of Conflict Management 2019, 30, 24 -44.

AMA Style

Manuel Nieto-Guerrero, Mirko Antino, Jose M. Leon-Perez. Validation of the Spanish version of the intragroup conflict scale (ICS-14). International Journal of Conflict Management. 2019; 30 (1):24-44.

Chicago/Turabian Style

Manuel Nieto-Guerrero; Mirko Antino; Jose M. Leon-Perez. 2019. "Validation of the Spanish version of the intragroup conflict scale (ICS-14)." International Journal of Conflict Management 30, no. 1: 24-44.

Editorial
Published: 15 April 2018 in BioMed Research International
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ACS Style

Gabriele Giorgi; Jose Maria Leon-Perez; Silvia Pignata; Yücel Demiral; Giulio Arcangeli. Addressing Risks: Mental Health, Work-Related Stress, and Occupational Disease Management to Enhance Well-Being. BioMed Research International 2018, 2018, 1 -3.

AMA Style

Gabriele Giorgi, Jose Maria Leon-Perez, Silvia Pignata, Yücel Demiral, Giulio Arcangeli. Addressing Risks: Mental Health, Work-Related Stress, and Occupational Disease Management to Enhance Well-Being. BioMed Research International. 2018; 2018 ():1-3.

Chicago/Turabian Style

Gabriele Giorgi; Jose Maria Leon-Perez; Silvia Pignata; Yücel Demiral; Giulio Arcangeli. 2018. "Addressing Risks: Mental Health, Work-Related Stress, and Occupational Disease Management to Enhance Well-Being." BioMed Research International 2018, no. : 1-3.

Conceptual analysis article
Published: 07 December 2017 in Frontiers in Psychology
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There is increasing meta-analytic evidence that addresses the positive impact of evidence-based occupational health and safety interventions on employee health and well-being. However, such evidence is less clear when interventions are approached at an organizational level and are aimed at changing organizational policies and processes. Given that occupational health and safety interventions are usually tailored to specific organizational contexts, generalizing and transferring such interventions to other organizations is a complex endeavor. In response, several authors have argued that an evaluation of the implementation process is crucial for assessing the intervention’s effectiveness and for understanding how and why the intervention has been (un)successful. Thus, this paper focuses on the implementation process and attempts to move this field forward by identifying the main factors that contribute toward ensuring a greater success of occupational health and safety interventions conducted at the organizational level. In doing so, we propose some steps that can guide a successful implementation. These implementation steps are illustrated using examples of evidence-based best practices reported in the literature that have described and systematically evaluated the implementation process behind their interventions during the last decade.

ACS Style

Isabel M. Herrera-Sánchez; Jose Maria Leon-Perez; Jose Maria Leon-Rubio. Steps to Ensure a Successful Implementation of Occupational Health and Safety Interventions at an Organizational Level. Frontiers in Psychology 2017, 8, 2135 .

AMA Style

Isabel M. Herrera-Sánchez, Jose Maria Leon-Perez, Jose Maria Leon-Rubio. Steps to Ensure a Successful Implementation of Occupational Health and Safety Interventions at an Organizational Level. Frontiers in Psychology. 2017; 8 ():2135.

Chicago/Turabian Style

Isabel M. Herrera-Sánchez; Jose Maria Leon-Perez; Jose Maria Leon-Rubio. 2017. "Steps to Ensure a Successful Implementation of Occupational Health and Safety Interventions at an Organizational Level." Frontiers in Psychology 8, no. : 2135.

Journal article
Published: 29 November 2016 in International Journal of Social Psychology
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Psychological capital (PsyCap) has been a topic of increasing interest in the last decade. However, there is a lack of validated instruments in Spanish to map PsyCap and its consequences for individuals’ well-being. Consequently, the goal of this study is to adapt the 12-item short version of the Psychological Capital Questionnaire (PCQ-12) to the Spanish context by analysing its internal consistency and reliability, factor solution and external validity. Results indicated that the PCQ-12 exhibited good Cronbach’s alpha (.87) and omega coefficient (.93) values in a sample from a vehicle inspection company (n = 798). As expected, results also revealed that a second-order factor structure provided the best fit. Moreover, PsyCap is associated with increased job engagement (β = .579; R2adjusted = .333), decreased job burnout (β = −.409; R2adjusted = .166), and lower psychological distress (β = −.349; R2adjusted = .121) (all p < .01), which provided additional support for using the PCQ-12 in the Spanish context. Implications for theory and practice are discussed.

ACS Style

José M. León-Pérez; Mirko Antino; Jose Maria Leon-Rubio. Adaptation of the short version of the Psychological Capital Questionnaire (PCQ-12) into Spanish / Adaptación al español de la versión reducida del Cuestionario de Capital Psicológico (PCQ-12). International Journal of Social Psychology 2016, 32, 196 -213.

AMA Style

José M. León-Pérez, Mirko Antino, Jose Maria Leon-Rubio. Adaptation of the short version of the Psychological Capital Questionnaire (PCQ-12) into Spanish / Adaptación al español de la versión reducida del Cuestionario de Capital Psicológico (PCQ-12). International Journal of Social Psychology. 2016; 32 (1):196-213.

Chicago/Turabian Style

José M. León-Pérez; Mirko Antino; Jose Maria Leon-Rubio. 2016. "Adaptation of the short version of the Psychological Capital Questionnaire (PCQ-12) into Spanish / Adaptación al español de la versión reducida del Cuestionario de Capital Psicológico (PCQ-12)." International Journal of Social Psychology 32, no. 1: 196-213.

Original research article
Published: 14 November 2016 in Frontiers in Psychology
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Previous studies have found a negative association between intragroup conflict and both employees’ health and performance, including the quality of service that employees provide. However, some authors have indicated that such negative effects of intragroup conflict depend on how conflict is managed. In addition, at individual level, research is increasingly emphasizing the role of psychological strengths (i.e., psychological capital) as predictors of health and performance. Thus, this research addresses both a main effect at individual level (psychological capital on burnout/quality of service) and a moderated cross-level model (2-2-1: intragroup conflict, conflict management climate and burnout/quality of service) in a cross-sectional survey study (N = 798 workers nested in 55 units/facilities). Results revealed a main effect of psychological capital on both burnout (r = -.50) and quality of service (r = .28). Also, there was an association between intragroup relationship conflict and burnout (r = .33). Finally, there was an interaction effect in which conflict management climate buffers the negative association between intragroup conflict and quality of service. Practical implications of these results for developing positive and healthy organizations that prevent potential psychosocial risks at group level while promote individual strengths are discussed.

ACS Style

Jose Maria Leon-Perez; Mirko Antino; Jose Maria Leon-Rubio. The Role of Psychological Capital and Intragroup Conflict on Employees' Burnout and Quality of Service: A Multilevel Approach. Frontiers in Psychology 2016, 7, 1 .

AMA Style

Jose Maria Leon-Perez, Mirko Antino, Jose Maria Leon-Rubio. The Role of Psychological Capital and Intragroup Conflict on Employees' Burnout and Quality of Service: A Multilevel Approach. Frontiers in Psychology. 2016; 7 ():1.

Chicago/Turabian Style

Jose Maria Leon-Perez; Mirko Antino; Jose Maria Leon-Rubio. 2016. "The Role of Psychological Capital and Intragroup Conflict on Employees' Burnout and Quality of Service: A Multilevel Approach." Frontiers in Psychology 7, no. : 1.

Journal article
Published: 13 May 2015 in Occupational Medicine
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Background External/intrusive violence at work can result in psychological distress and can be an important risk to employee health and safety. However, the vast majority of workplace violence studies have employed cross-sectional and correlational research, designed to examine immediate reactions after being assaulted at work. Aims To explore whether exposure to robbery as a traumatic event may contribute to the onset of typical symptoms of psychological distress (anxiety depression, dysphoria and loss of confidence) and job dissatisfaction over time. Methods We collected data by using a two-wave panel design, in which employees working the days of bank robberies, in an Italian bank, filled in a questionnaire between 48h and 1 week after the robbery (T1) and 2 months after the robbery (T2). We performed structural equation models to evaluate the fit of different models to our data. Results There were 513 participants at T1 (58% women) and 175 (34%) participants at T2 (62% women). There was a simultaneous association in which psychological distress leads to job dissatisfaction both following robbery and 2 months later. Conclusions Our findings support a synchronous effects model and suggest that interventions after suffering physical assaults, apart from helping employees to recover their health, should consider restoring their trust and confidence in the organization. This study contributes to understanding the dynamic relationships between a robbery at work and its outcomes over time, by addressing several methodological deficiencies in previous longitudinal studies.

ACS Style

G. Giorgi; Jose Maria Leon-Perez; F. Montani; F. Courcy; G. Arcangeli. Distress and job satisfaction after robbery assaults: a longitudinal study. Occupational Medicine 2015, 65, 290 -295.

AMA Style

G. Giorgi, Jose Maria Leon-Perez, F. Montani, F. Courcy, G. Arcangeli. Distress and job satisfaction after robbery assaults: a longitudinal study. Occupational Medicine. 2015; 65 (4):290-295.

Chicago/Turabian Style

G. Giorgi; Jose Maria Leon-Perez; F. Montani; F. Courcy; G. Arcangeli. 2015. "Distress and job satisfaction after robbery assaults: a longitudinal study." Occupational Medicine 65, no. 4: 290-295.

Journal article
Published: 01 May 2015 in International Journal of Stress Management
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ACS Style

Gabriele Giorgi; Mindy K. Shoss; Jose M. Leon-Perez. Going beyond workplace stressors: Economic crisis and perceived employability in relation to psychological distress and job dissatisfaction. International Journal of Stress Management 2015, 22, 137 -158.

AMA Style

Gabriele Giorgi, Mindy K. Shoss, Jose M. Leon-Perez. Going beyond workplace stressors: Economic crisis and perceived employability in relation to psychological distress and job dissatisfaction. International Journal of Stress Management. 2015; 22 (2):137-158.

Chicago/Turabian Style

Gabriele Giorgi; Mindy K. Shoss; Jose M. Leon-Perez. 2015. "Going beyond workplace stressors: Economic crisis and perceived employability in relation to psychological distress and job dissatisfaction." International Journal of Stress Management 22, no. 2: 137-158.

Journal article
Published: 13 April 2015 in Journal of Managerial Psychology
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Purpose – The purpose of this paper is to examine the role that conflict management styles play in the relationship between interpersonal conflict and workplace bullying. Design/methodology/approach – A survey study was conducted among 761 employees from different organizations in Spain. Findings – Results suggest that an escalation of the conflict process from task related to relationship conflict may explain bullying situations to some extent. Regarding conflict management, attempts to actively manage conflict through problem solving may prevent it escalating to higher emotional levels (relationship conflict) and bullying situations; in contrast, other conflict management strategies seem to foster conflict escalation. Research limitations/implications – The correlational design makes the conclusions on causality questionable, and future research should examine the dynamic conflict process in more detail. On the other hand, to the authors’ knowledge, this is the first study empirically differentiating interpersonal conflict and workplace bullying. Originality/value – This study explores how conflict management can prevent conflict escalating into workplace bullying, which has important implications for occupational health practitioners and managers.

ACS Style

Jose M. Leon-Perez; Francisco J. Medina; Alicia Arenas; Lourdes Munduate. The relationship between interpersonal conflict and workplace bullying. Journal of Managerial Psychology 2015, 30, 250 -263.

AMA Style

Jose M. Leon-Perez, Francisco J. Medina, Alicia Arenas, Lourdes Munduate. The relationship between interpersonal conflict and workplace bullying. Journal of Managerial Psychology. 2015; 30 (3):250-263.

Chicago/Turabian Style

Jose M. Leon-Perez; Francisco J. Medina; Alicia Arenas; Lourdes Munduate. 2015. "The relationship between interpersonal conflict and workplace bullying." Journal of Managerial Psychology 30, no. 3: 250-263.

Journal article
Published: 02 April 2015 in International Journal of Social Psychology
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ACS Style

Alicia Arenas; José-María León-Pérez; Lourdes Munduate; Francisco J. Medina. Workplace bullying and interpersonal conflicts: the moderation effect of supervisor’s power / Acoso laboral y conflictos interpersonales: el papel moderador de las bases de poder del supervisor. International Journal of Social Psychology 2015, 30, 295 -322.

AMA Style

Alicia Arenas, José-María León-Pérez, Lourdes Munduate, Francisco J. Medina. Workplace bullying and interpersonal conflicts: the moderation effect of supervisor’s power / Acoso laboral y conflictos interpersonales: el papel moderador de las bases de poder del supervisor. International Journal of Social Psychology. 2015; 30 (2):295-322.

Chicago/Turabian Style

Alicia Arenas; José-María León-Pérez; Lourdes Munduate; Francisco J. Medina. 2015. "Workplace bullying and interpersonal conflicts: the moderation effect of supervisor’s power / Acoso laboral y conflictos interpersonales: el papel moderador de las bases de poder del supervisor." International Journal of Social Psychology 30, no. 2: 295-322.

Original articles
Published: 13 February 2015 in European Journal of Work and Organizational Psychology
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This study assessed the effectiveness of an intervention for handling interpersonal conflicts at work. In contrast to the mainstream approach in the health care industry, which focuses on developing formal systems of conflict resolution, our intervention consisted of enhancing health care workers’ conflict management skills through training. A pre- and post-test nonequivalent comparison group design was used (intervention group = 258 workers; comparison group = 243 workers). Participants perceived that the training was successful in reducing the number and intensity of conflicts with co-workers, patients, and patients’ relatives. Moreover, organizational indicators calculated on the basis of data obtained from human resources (HR) records show that the intervention was effective, insofar as the number of requests for third-party interventions to mediate conflicts at work, the number of patients’ complaints, and the level of absenteeism all decreased for trained workers, whereas workers from the comparison group exhibited no corresponding changes over time. In the light of these results, this article discusses the design of conflict management measures which could help improve both employees’ well-being and organizational productivity.

ACS Style

Jose Maria Leon-Perez; Guy Notelaers; Jose Maria Leon-Rubio. Assessing the effectiveness of conflict management training in a health sector organization: evidence from subjective and objective indicators. European Journal of Work and Organizational Psychology 2015, 25, 1 -12.

AMA Style

Jose Maria Leon-Perez, Guy Notelaers, Jose Maria Leon-Rubio. Assessing the effectiveness of conflict management training in a health sector organization: evidence from subjective and objective indicators. European Journal of Work and Organizational Psychology. 2015; 25 (1):1-12.

Chicago/Turabian Style

Jose Maria Leon-Perez; Guy Notelaers; Jose Maria Leon-Rubio. 2015. "Assessing the effectiveness of conflict management training in a health sector organization: evidence from subjective and objective indicators." European Journal of Work and Organizational Psychology 25, no. 1: 1-12.