A growing body of empirical evidence shows that occupational health is now more relevant than ever due to the COVID-19 pandemic. This review focuses on burnout, an occupational phenomenon that results from chronic stress in the workplace. After analyzing how burnout occurs and its different dimensions, the following aspects are discussed: (1) Description of the factors that can trigger burnout and the individual factors that have been proposed to modulate it, (2) identification of the effects that burnout generates at both individual and organizational levels, (3) presentation of the main actions that can be used to prevent and/or reduce burnout, and (4) recapitulation of the main tools that have been developed so far to measure burnout, both from a generic perspective or applied to specific occupations. Furthermore, this review summarizes the main contributions of the papers that comprise the Special Issue on “Occupational Stress and Health: Psychological Burden and Burnout”, which represent an advance in the theoretical and practical understanding of burnout.

Purpose: Entrepreneurship, which traditionally has been a male occupation, still attracts fewer women than men. Challenging gender stereotypes within entrepreneurship is one avenue to increase women's entrepreneurial intention and promote women entrepreneurship. This study adapts the “think manager – think male” leadership perspective to the entrepreneurship context and explores gender stereotype's implications for both entrepreneurial intention and motivation to become an entrepreneur.Design/methodology/approach: A total of 902 Spanish non-entrepreneurs, both male and female, were randomly asked about the representation of successful entrepreneurs (no-gender-mention), successful men entrepreneurs or successful women entrepreneurs (reduced stereotype threat condition vs no-gender-mention or men entrepreneurs' conditions). Then, female participants' entrepreneurial intention, its antecedents (i.e. attitudes toward entrepreneurship, subjective norms and entrepreneurial self-efficacy) and necessity vs opportunity motivation were measured and compared to their male counterparts' scores in those three conditions.Findings: Female participants reported higher entrepreneurial intention, self-efficacy and opportunity motivation when assigned to the successful women entrepreneurs' condition. Younger participants – compared to older ones – also exhibited higher entrepreneurial intention and opportunity motivation, more positive attitudes toward entrepreneurship and higher scores in subjective norms. Furthermore, findings suggest a woman entrepreneur seems to be less accessible (or more counter-stereotypical) to male participants than to female participants and, thus, the “think entrepreneur – think male” bias is more noticeable in male participants. Therefore, reducing negative stereotype threat for women in entrepreneurship may increase women's entrepreneurial career aspirations. This is of utmost importance to optimize training courses and mentoring programs to strengthen women's self-efficacy in their entrepreneurial skills and capabilities.Originality/value: This study contributes to the literature about gender, entrepreneurial intention and motivation by adapting a leadership paradigm (“think manager – think male”) to entrepreneurship (“think entrepreneur – think male”). These findings shed new light on the antecedents of entrepreneurial intention and motivation and have implications for policy measures. Acknowledging that exposure to successful women entrepreneurs as role models potentially facilitates entrepreneurship among women, governments should provide tailor-made incentives and support for women entrepreneurs in the form of awareness raising, networking and in the mass media.

The assessment of health-related quality of life (HRQoL) in people living with HIV (PLHIV) has become crucial to evidence-based practice. The goals of this study are to analyze the psychometric properties and evidence of the validity of the Spanish version of WHOQOL-HIV-BREF in a sample of PLHIV in Spain and to examine the more impaired HRQoL facets and dimensions and identify the PLHIV who show the most vulnerable profile. A total of 1462 PLHIV participated in an observational cross-sectional ex-post-facto study. Data were collected at 33 Spanish sites through an online survey. In addition to measuring HRQoL, the study used other tools to measure treatment adherence (CEAT-VIH 2.0 version), psychological well-being (GHQ-12) and HIV-related stigma (HSSS). Cronbach’s alpha, first- and second-order confirmatory factor analysis (CFA), the Pearson coefficient and one-way ANOVA were used to evaluate reliability, construct validity and concurrent and known-group validity, respectively. Differences according to the socio-demographic and epidemiological profiles of participants were analyzed. First- and second-order CFAs confirmed a six-domain first-order structure of the Spanish version of WHOQOL-HIV-BREF and one second-order factor related to overall HRQoL with an acceptable fit to the data, although some minor changes would improve it. The six-domain structure showed an acceptable internal consistency (Cronbach’s alpha ranged from .61 to .81). Significant moderate to large correlations between domains and overall HRQoL, adherence, psychological well-being and negative self-image were found. Significant differences were found according to participants’ self-reported CD4+ cell count in several HRQoL facets and domains. Being female, heterosexual, having low socio-economic and educational statuses, having acquired HIV through an unsafe injection and living more years with HIV were related to poorer HRQoL. PLHIV older than 50 presented lower scores in 19 HRQoL facets. This study demonstrates that the Spanish version of the WHOQOL-HIV-BREF is a valid instrument. It also presents the most recent data about HRQoL in PLHIV in Spain with the largest sample to date.

Leadership styles in work contexts play a role in employees’ well-being, contributing to better health or, on the contrary, being a source of stress. In this study we propose that security providing leadership may be considered as a resource to prevent employees’ job burnout. First, we examine the relationship between employees’ perception of their leader’s degree of security in providing leadership and the employees’ degree of job-related burnout. Second, the underlying processes by which leaders as security providers exert their influence on burnout are analyzed with a focus on the mediating role of two variables: an organizational climate oriented to psychological safety and organizational dehumanization. A total of 655 Spanish employees (53.7% women) completed a paper-and-pencil self-report questionnaire. To recruit participants, we employed an exponential non-discriminative snowball sampling. Results, using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test hypotheses, show that security providing leadership was related negatively to burnout. Furthermore, psychological safety climate and organizational dehumanization mediated the relationship between security providing leadership and burnout. These findings support the attachment approach to leadership and open new avenues for creating better organizational environments. Security-providing leaders, by supporting employees and treating them in a personalized way, can enhance the psychological safety climate and prevent organizational dehumanization and consequent job burnout.