Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well‐being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. According to previous theory, role ambiguity and conflict decrease workers' performance and are positively related to the probability of workers leaving the organization. Job satisfaction refers to a positive evaluation of a job, while organizational commitment refers to an employee's attachment to the organization. The affective dimensions of organizational commitment and job satisfaction are considered to be important predictors of turnover intention, absenteeism, and job performance. In the literature, role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and their commitment towards the organization. The role of job satisfaction and organizational commitment were analysed as variables that should mediate between role ambiguity and conflict and employees' behaviour. The hypotheses were confirmed by means of path analysis carried out with data obtained from a sample of Spanish blue‐collar workers employed by a bus company and a water supply company. Role stressors were negatively related to affective commitment mediated through job satisfaction. Affective commitment to the organization exerted a positive influence on performance and reduces the withdrawal behaviour analysed— intention to leave and absenteeism—although the strongest predictor of intention to leave was, in this study, job satisfaction.

Female victims of abuse, as well as suffering from psychopathological disorders such as depression, can have neuropsychological sequelae affecting memory and attention, with serious consequences, both physical and psychological, in their daily lives. Therefore, the objective of this study is to analyse these sequelae that affect attention and memory, as well as the possible association of these sequelae to depression. A total of 68 women, victims of gender-based violence, between the ages of 15 and 62 participated in this study. The Luria DNA Battery (Neuropsychological Diagnosis of Adults) by Manga and Ramos (2000); and the Beck Depression Inventory (2011) were applied. It is shown that female victims of gender-based violence present poor short-term memory, attentional control, and score low on the Luria-DNA battery. Of these women, 60% suffer from some relevant type of depression. Through HJ-Biplot analysis, a direct relationship was found between memory and attentional control with the total score of the Luria battery. However, an inverse relationship was found between short-term memory and depression. In addition, three well-differentiated clusters of female victims of gender-based violence were identified. It is concluded that a lower rate of depression is observed in female victims of abuse when they have a more intact short-term memory.

In male-dominated work contexts, the challenges faced by women and their impact on wellbeing and work attitudes have been documented, most extensively in other than police organizations. This study was conducted as a cross-sectional quantitative descriptive correlational predictive study to validate a model of relationships among workplace aggression, job satisfaction, and wellbeing at work with a sample of 1,066 female and male officers from the Romanian Border Police. The results obtained in the study showed that no differential gender effects were found, although women reported higher levels of workplace aggression than men (1.61 vs. 1.52;F = 4.20,p = 0.04). Also, workplace aggression significantly and negatively predicted job satisfaction (R² = 0.27) and wellbeing at work (R² = 0.31). In conclusion, although this research is an exploratory approach to the study of workplace aggression in the Romanian police organization, it can generate interventions that would lead to the reduction of undesirable behaviors such as verbal aggression, malicious jokes, discrimination, perception of inequalities, gossip, and defamatory words. In the future lines of research, different sources and conditions of victims and witnesses can be considered the. We also studied the limitations of the study and the future lines of research.

Work helps to satisfy instrumental and transcendental needs. For people affected by armed conflict, work has an additional value because it helps them overcome the social disadvantage they suffer; however, topics such as meaningful work—MW—have been poorly studied in this type of population. Based on the above, we propose to analyze the relationship between meaningful work and satisfaction with life in one of the largest private supported employment programs for people involved in the armed conflict in Colombia. To this end, a nonexperimental, quantitative case study was conducted with 62 employees of that employment program. To collect the data, a survey with two measurement scales was administered: Work as Meaning Inventory and Satisfaction with Life Scale. Sociodemographic variables were also obtained. The results demonstrate that meaningful work has a significant effect on satisfaction with life (R² = 0.28, p < 0.00). We conclude that having meaningful work that provides a sense of belonging, interpersonal connection, and attachment generates greater satisfaction with life in the workers involved in the analyzed program. We also discuss the implications of this research for companies and public policy in Colombia.

The COVID-19 pandemic represents an unprecedented situation, impacting all productive sectors. Human resources departments have been instrumental in migrating from a functional to a strategic perspective, contributing to the strengthening of organisations. This chapter aims to analyse workplace responses to the COVID-19 pandemic and the adoption of human resources practices through a systematic literature review. Findings indicate that the main responses to the pandemic were creating a work team to manage the crisis; virtual work at the individual and group levels; encouraging virtual leadership; psychological, financial, and health support; fostering a work environment favourable to empowerment, shared decision-making, and participation. Other frequently mentioned human resources practices were compensation, flexible working, work design, performance management, remote working, work-family balance, recognition programmes, and training and development practices.

Work plays a significant role in societies; however, currently, work is a particularly difficult area for those in the most vulnerable social categories who have been heavily affected by the COVID-19 pandemic. Because there is scarce research on labor integration of people affected by armed conflicts from work adjustment (WA) perspectives, we have developed research to understand the relationship between people and their work setting in an employment program inspired in supported employment models (SEMs). To achieve this, a nonexperimental mixed-methods research design with a convergent parallel approach and multilevel design was developed. The results show that the work-adjustment approach is a useful framework with which to understand the relationship between the work setting and individuals. The conclusions of the research are as follows: (1) people who have been involved in armed conflicts can develop attitudes and abilities to properly develop their work; (2) the configuration of a labor-inclusion model is related to the results in the medium and long term, both in the program itself and in its participants and society; (3) the SEMs contribute to the effective inclusion of people affected by armed conflicts, which have low skills, scarce social contacts, and low educational levels.