La Farga Yourcoppersolutions is a bicentennial Catalan company that manufactures semi-finished copper products. As copper is a 100% recyclable material, much of the sector’s production comes from secondary copper, scrap, not from mined copper. In the case of La Farga, not only a good part of its output comes from recycled copper, but it is also a world leader in copper-recycling technology. The objective of the paper is to describe La Farga’s business model from the point of view of sustainability and the circular economy. What have been the causes and effects of recycling on the business model? Regarding the methodology, the work follows the research strategy of the case study. Both qualitative and quantitative data were collected from a variety of primary and secondary sources. Economic, social and environmental sustainability of the firm was assessed through financial and non-financial indicators; value-added generation and distribution were calculated from accounting data; and the circular business model was analysed via a thematic analysis: its components, innovation, enablers and barriers. Results show that the presence of barriers forces the implementation of circularity to be gradual and to combine linear and circular models to maintain competitiveness.

The study of the effect of virtual work environments on the emotional health of employees has received considerable attention in recent years. However, there has been insufficient research on how uninterrupted exposure to high job demands can lead to permanent stress, which deteriorates interpersonal relationships, to the point of draining them of affection. The study aims to examine the impact of telework intensity on cynicism (second dimension of burnout or depersonalisation) through two indirect effects: creativity and the number of days teleworked per week. A sample of 448 university-educated employees from the Colombian electricity sector was selected, who completed an online survey. The data were statistically analysed using a simple moderation model. In general, the results show that telework intensity favours employee behavioural adaptation, which buffers potential depersonalisation, through key characteristics such as: perceived social support, participation in decision-making, sense of autonomy, gender equality and reduced work-family conflict. However, when the tasks associated with teleworking require creative solutions continuously, and the employee’s resources are not properly managed, recurrent stress can lead to an emotional fracture that deteriorates the employee’s well-being. In conclusion, the protection of the employee’s emotional health depends on a balanced workplace structure that avoids a constant mismatch between available resources and creative demands.

Ethical management is key to ensuring organizational sustainability, through resources such as autonomy or self-efficacy. However, economic and social uncertainty occasionally leads to adaptive responses that prioritize profit as the primary interest, blurring the integrating role of ethical leadership. There are a number of studies that support this reality in a virtual work environment. This sector-specific and cross-sectional research explores how ethical leadership influences self-efficacy among teleworkers, through active commitment to job autonomy, and how an egoistic climate hinders this influence. The analysis is quantitative and correlational, and the sample includes 448 teleworkers. A model of conditional indirect effects, including both a mediation process and a moderation process, is used. The results support that ethical leadership enhances followers’ self-efficacy through a redistribution of responsibilities, which increases the perception of autonomy. However, when ethical leadership coincides with a climate that has opposing interests, such as an egoistic climate, ethical leadership is unable to counteract it, and its effect on self-efficacy gradually diminishes. The benefits of this management style are widely known, but it is crucial to understand under what circumstances it loses efficacy. This research presents a new theoretical model that contributes to the existing literature on ethical leadership. Lastly, organizations that embrace ethical leadership can avoid the emergence of ethical climates disconnected from collective benefit, such as those characterized by selfishness, which hinder prosocial motivation. In this context, ethical leadership fosters the development of high-quality interpersonal relationships with followers, which are considered essential for creating an environment conducive to group learning. Consequently, change management in organizations necessitates the adoption of an ethical system that enhances self-efficacy through moral principles, rather than relying solely on individualistic aspects.

The role of ethical leadership in virtual settings is not yet clearly defined, but it may be the key to addressing employees’ emotional exhaustion. In addition, to prevent emotional exhaustion, it is important to determine the role of work autonomy and teleworking intensity. The present research examined how and when ethical leadership influences emotional exhaustion through work autonomy and teleworking intensity. Data collected from 448 workers in the Colombian electrical sector were analyzed using a SEM moderated mediation model. The results indicate a positive relationship between ethical leadership and emotional exhaustion mediated by work autonomy. The results also show that teleworking intensity moderates the mediation process. Specifically, the positive impact of ethical leadership on emotional exhaustion stopped when teleworking intensity was high. Likewise, high teleworking intensity intensified the positive relationship between ethical leadership and work autonomy. Finally, high teleworking intensity dampened the positive relationship between work autonomy and emotional exhaustion. In conclusion, working virtually five days a week is a strategy that amplifies the leader-member relationship and becomes an advantage to effectively combat emotional exhaustion. The results obtained in this research are particularly relevant because they show for the first time that ethical leadership can have opposite effects on employees’ emotional exhaustion, both positive and negative, depending on the number of days teleworked, thus contributing to a new understanding of the characteristics of the ethical leader in a virtual environment.

Objective: Ethical climates and their influence on emotional health have been the subject of intense debates. However, Personal Ethics as a potential resource that can mitigate Burnout syndrome has gone unnoticed. Therefore, the main objective of this study is to examine the effect of Personal Ethics on the three dimensions that constitute Burnout, considering the moderating influence of Affective Commitment. Design/methodology: A model consisting of three simple moderations is used to solve this question. The sample includes 448 professionals from the Colombian electricity sector with university-qualified education. Findings: Personal Ethics mitigates Emotional Exhaustion and Depersonalization, but it is not related to Personal Realization. Affective Commitment, unexpectedly, has an inverse moderating effect. In other words, as this type of commitment intensifies, the positive impact of Personal Ethics on Burnout and Depersonalization decreases until it disappears. Furthermore, Affective Commitment does not influence the dynamic between Personal Ethics and self-realization. Research limitations/implications: A longitudinal study would strengthen the causal relationships established in this research. Practical implications: Alignment of values between the individual and the organization is crucial. In fact, integration between the organization and its personnel through organic, open and connected structures increases psychological well-being through values linked to benevolence and understanding. Social implications: Employees’ emotional health is transcendental beyond the organizational level, as it has a significant impact on personal and family interactions beyond the workplace. Originality/value: The potential adverse repercussion of Affective Commitment has been barely examined. Additionally, Personal Ethics, when intensified by high Affective Commitment, can lead to extra-role behaviors that transform what is voluntary into a moral imperative. This situation could generate emotional fractures and a decrease in achievement. This perspective, compared to previous research, introduces an innovative element.

El objetivo es analizar la colaboración científica en el campo del turismo en Cataluña: caracterizar los grupos de investigación; estudiar la colaboración de grupos, instituciones y países; explorar el efecto de la multidisciplinariedad y las revistas; e identificar investigadores clave. Se elaboró un catálogo de grupos, y se analizó la producción entre 2000 y 2010 mediante el cálculo de indicadores bibliométricos y el análisis de redes sociales. Hubo cuatro tipos de grupos, entre los 20 detectados, los cuales colaboraron interna y externamente a partes iguales. La incidencia de la coautoría aumentó durante la década, aunque no la extensión. La colaboración fue mayor en las revistas más prestigiosas, pero no quedó claro que la multidisciplinariedad aumentara la colaboración. La red de coautorías estuvo poco cohesionada: tuvo muchos investigadores aislados y subgrupos desconectados. Y la colaboración nacional y la internacional fueron las que más crecieron, aunque la local fue la más frecuente.