The main objective is to study the effects of job crafting activities of elder care and nursing home employees on their perceived well-being and quality of care in two European countries, Spain and Sweden. The Job Crafting, the General Health, and the Quality of Care questionnaires were administered to 530 employees. Correlations and hierarchical regression analyses were performed. Results confirm the effects of job crafting on quality of care ( r = .291, p < .01; β = .261, p < .01; Δ R² = .065, p < .01) and employees’ well-being ( r = .201, p < .01; β = .171, p < .01; Δ R² = .028, p < .01). A positive linear relationship was found between job crafting and well-being in Spain and Sweden and with quality of care in Spain. On the contrary, in Sweden, the relationship between job crafting and well-being was not linear. Job crafting contributes significantly to employees’ and residents’ well-being. Management should promote job crafting to co-create meaningful and productive work. Cultural effects are proposed to explain the differences found.

With the goal of contributing to the growth of research on people with disabilities in employment, in particular in relation to their job satisfaction (JS), organizational commitment (OC), and turnover intention (TI), this study explores the effect of JS on TI among employees with disabilities and the moderation effect of OC and its four dimensions on this main relationship. A total of 245 Special Employment Center (SEC) employees in Spain answered a questionnaire. To analyze the results, a descriptive analysis with bivariate correlations across the variables was performed, and the moderation model was tested subsequently using macro PROCESS for SPSS by Hayes. For the significant effects, a pick-a-point approximation was used to interpret the results. The results show that OC and its dimensions have no significant effect on the direct relationship. However, some components of JS, such as the relationship with co-workers and with supervisors, play a significant role in the relationship with TI when moderated by affective and value commitment. Our results show that it is important that human resources departments create conditions favoring a work environment with positive interpersonal relationships between employees and managers in order to minimize TI at SECs.

This research answered the question of which elements, linked to HR management, facilitate the labour inclusion of people with disabilities. We analysed the existence of policies in different organizations, and the interaction between these policies and the adaptation of the human resource management systems in order to archive effective labour inclusion. Spanish Human Resource managers answered a questionnaire theoretically based on the Human System Audit model. Results showed that the existence of a strategic plan for the normalization of disability in the work environment effectively leads to high levels of inclusion. This is especially relevant for those organizations that have not adapted the systems of training, professional development and internal communication to people with disabilities. The added value and newness of this research lies in bringing empirical evidence on the role of a strategic plan to normalize disability in the work environment, a policy with an internal- and external-focus, as a diversity strategy roadmap in the framework of an inclusive culture.

El objetivo de esta investigación es examinar las propiedades psicométricas de la versión española de la escala corta de Liderazgo Transformacional de la Auditoría del Sistema Humano (HSA-TFL-ES). La escala se basa en el concepto de Liderazgo Transformacional desarrollado por Bass en 1985. La HSA-TFL-ES ha sido administrada a un total de 1,718 trabajadores, distribuidos en cinco muestras diferentes correspondientes a distintos sectores empresariales. El análisis factorial exploratorio corroboró la existencia de un solo factor que explica entre 66% y 73% de la varianza. La consistencia interna obtenida ha sido buena (α = .92 - .95). Además, los resultados obtenidos muestran validez convergente entre la escala HSA-TFL-ES y el Cuestionario Multifactorial de Liderazgo (Multifactorial Leadership Questionnaire - MLQ). Los resultados evidencian que la escala corta HSA es una medida psicométricamente adecuada del constructo de Liderazgo Transformacional, por lo que puede ser utilizada para una primera medición global del mismo.

The objective of this research is to design an integrated system of evaluation of the quality of the Massive Open Online Courses (MOOC) taking into account the features of this type of courses. The criteria included in the evaluation of the quality of e-learning training in a broad sense are considered, and specifically those developed for the MOOCs. Using a quantitative, descriptive and sectional design, a team of experts have valued those indicators proposed by the scientific literature. To do this, eight courses, focusing on the field of entrepreneurship and innovation, were selected. Most of the analysed courses meet designated quality criteria by having a clear and organized academic structure. In addition, each course states clearly the timing and hours of dedication by the learner. However, only a few courses do that on the open Internet and on their own academic institutions’ websites. None of the MOOCs establishes the admission requirements. The main contribution of the current research is that it gives MOOC developers some quality indicators, related to course design and platform, to better plan their applied design and implementation, which has a decisive positive impact on the educational quality of such e-learning platforms.

Aim: To examine the association between organizational change, turnover intentions, overcommitment and perceptions of quality of care among nurses and nursing assistants employed in eldercare organizations.Design: A longitudinal survey (baseline, 12‐month follow‐up) was used.Methods: A panel sample of 226 eldercare employees in Spain and Sweden responded to survey questions concerning organizational change, turnover intentions, overcommitment and perceptions of quality of care. The data were analysed using structural equational modelling.Results: We found a statistically significant positive relationship between organizational change, employees’ turnover intention and overcommitment. We also found a statistically significant negative relationship between organizational change and perceived quality of care.