Teaching is one of the professions with the highest levels of stress and disquiet at work, having a negative impact on teachers’ well-being and performance. Thus, well-being is one of the priorities in human resource management (HRM) in schools. In this regard, this paper studies the relationship between HRM, well-being and performance, observing the incidence of leadership and innovation in these relationships. The objective is to measure the extent to which it is necessary to encourage sustainable environments that promote the well-being of teachers and, by extension, students. The study used the methodology of structural equations and a sample of 315 secondary school teachers. The work validates the influence of leadership by example and information management on HRM and performance. In addition, we confirm the significant effect of human resource management on educational performance. The relationship is observed both directly and through the mediating effect on the improvement of well-being. On the other hand, the positive influence of innovation on performance, both in schools and in the classrooms, is reaffirmed. These results suggest the need to zero in on the human resources policies in schools linked to the improvement of teacher well-being and educational performance. They also highlight the role of school and classroom innovation as a key element in maintaining educational quality.

Purpose: This paper analyzes the influence of leadership styles and human resource management (HRM) on teacher well-being and how these contribute to Sustainable Development Goals (SDGs) 3: Good Health and Well-being, 4: Quality Education, and 8: Decent Work and Economic Growth. The analysis assesses the extent to which the well-being of schoolteachers is influenced by the human resource management and leadership style of the school management.Design/methodology/approach: The aim of this study is to determine how leadership by example, high communication leadership, human resource management and gender, influence two dimensions of teacher well-being, namely emotional and physical well-being. Gender was used as a moderating variable. The relationships between these variables are reflected in the hypotheses of this study. Linear regression analysis was used to test these hypotheses. The measurement scales were drawn from the literature. Data were obtained using non-probabilistic convenience sampling of 300 public and subsidized (concertado) high schools. To include large and medium-sized Spanish cities in the study, Madrid, Valencia, Malaga, and Murcia were selected. The final sample consisted of 315 high school teachers from 75 schools.Findings: The results suggest that leadership by example and high communication leadership influence human resource management directly and positively. Human resource management, in turn, influences the physical and psychological well-being of schoolteachers.Originality/value: This paper adds to the literature on leadership styles and human resource management by expanding the knowledge of factors influencing schoolteachers' well-being. To the best of the authors’ knowledge, this is the first article reporting a study on such factors in schools in Spain.

This article is a review of the academic productions about Social Enterprise (SE) through bibliometric indicators, such as most cited articles and authors, number of publications, institutions, countries, and keywords, to shed light on the concept of SE and find new research lines. The 50 most cited articles were structured into 4 categories: I) entrepreneurship, II) innovation, III) organization, and IV) impact measurement. Objective: The bibliometric review aims to clarify the concept of SE in the literature through a variety of definitions, and to find new lines of research on the concept. Methodology: The database of 3,113 publications between 2013-2023 was retrieved from Web of Science (WoS) and analyzed with the software VOSviewer. Results: The analysis identified four research lines of SE, which allow the observation of the multidimensionality of the SE concept and that point to new research lines. Limitations: Given its importance in the scholar world, Web of Science is the main source of information in this paper, besides Google Scholar. Further and in greater depth analysis of the SE concept is required using other databases such as Scopus. The same applies to the results of clustering. Practical implications: The findings can reveal some useful knowledge and skills that universities and business schools, as innovation drivers, should transfer to social entrepreneurs as leaders of an SE. Keywords: conceptualization; bibliometric analysis; social enterprise; citation analysis; content analysis

Aims:The objective of this study is to build a scale of the wellbeing of teachers in education centres. In addition, it examines the incidence of human resources management on educational performance, both directly and through the mediating effect of the wellbeing of teachers in terms of both the psychological and the physical. Methodology: The study uses the methodology of structural equations, and a sample of 315 questionnaires for teachers working in secondary education. Results: This study corroborates the significant effect of human resources management on educational performance. The relationship was observed both directly and through the mediating effect achieved when improving psychological wellbeing. Although human resources management reduces physical wellbeing, we did not observe any direct relationship between this physical wellbeing and a reduction in performance. Limitations: The study is intended as an exploratory analysis of these relationships. Consideration of a larger sample, or its extension to other areas, could further support our results. Practical implications: These results imply the need for improvement in human resources policies in schools, especially positive policies linked to improving the psychological wellbeing of teachers. Thus, better management of human resources produces an improvement in both the wellbeing of teachers (their satisfaction, their happiness and their relationship with students) and also educational performance. Furthermore, this management process has a significant effect on reducing discomfort (negative emotions, emotional symptoms, and negative physical states).

The new challenges in almost all organisations are based on people. It is their competences, knowledge and skills that enable any organisation to grow. Personnel are a resource that must be properly taken care of. Effective talent management is mainly based on planning and building career paths. Talent management is one of the most important business priorities for organisations that care about achieving business goals, knowledge management and managing staff potential. Research shows that entities that identify and manage talent produce 15 per cent higher results for their stakeholders compared to pillars that do not run such programmes.The aim of this article is to present the activities carried out within the framework of TALENT MANAGEMENT ERASMUS+ project nr 2021-2-ES01-KA210-ADU-000048687, which is dedicated to economically active employees over 45 years of age and promotes integration in the labour market.

Objective: This paper evaluates the outcomes of a critical thinking (CT) training programme designed for university students using a blended approach (Abrami et al., 2008). It aimed to develop students’ CT disposition and new media literacy (NML) in a rapidly changing, digitalised organisational context where the internet is the primary source of information. Methodology: The programme´s effectiveness was assessed using two evaluations: one at the start and another at the end of the course. An analysis of variance (ANOVA) was conducted to analyse differences resulting from the intervention. Results: The results indicate a significant improvement in CT disposition after the intervention. However, no increase in NML was observed. Although participants showed a greater tendency toward rational thinking, the anticipated direct relationship between enhanced CT and improved NML was weaker than expected. This suggests that the development of CT alone does not sufficiently boost NML, highlighting the need for targeted training to strengthen this critical skill. Limitations: Key limitations include the absence of a control group and the implementation and testing of this type of programme in organisational contexts. Practical implications: The study confirms the programme’s effectiveness in fostering CT disposition but underscores the necessity of focusing more comprehensively on NML in future training efforts. Enhancing NML is vital for young professionals to engage effectively with digital media in an increasingly technological work and social environment.