(1) Background: In university contexts, the effectiveness of work teams is vital for institutional success and the personal development of an institution’s members. Objective: Our aim is to understand the relationships between emotional intelligence, team leadership, organizational culture, work climate, and creative synergy with team effectiveness. (2) Methods: We used a cross-sectional predictive design study using structural equation modeling (SEM), in which 512 surveys of employees of a private Peruvian university were analyzed. (3) Results: Leadership and emotional intelligence were found to significantly improve team effectiveness. In addition, organizational culture, work climate, and creative synergy act as mediators in these relationships, enhancing team effectiveness. The adjusted model presented adequate incremental $(x^2=9452.498,\mathrm{g}\mathrm{l}=3391,p<0.001)$ and comparative $(\mathrm{T}\mathrm{L}\mathrm{I}=0.998,\mathrm{C}\mathrm{F}\mathrm{I}=0.998,\mathrm{R}\mathrm{M}\mathrm{S}\mathrm{E}\mathrm{A}=0.017\mathrm{y}\mathrm{S}\mathrm{R}\mathrm{M}\mathrm{R}=0.033)$ goodness-of-fit indices. (4) Conclusions: The results showed that the development of emotional competencies and leadership skills is essential to optimize the effectiveness of work teams in universities. This integrated model not only provides a solid theoretical framework for future research, but also offers practical recommendations for improving the management and performance of work teams.

Background: the crucial role of nurses within the global healthcare system is undeniable, especially considering the high demand and significant stress that characterizes their professional field. From an administrative and human resource management perspective in healthcare, the importance of emotional well-being, along with emotional intelligence and self-efficacy, has emerged as a primary focus of interest in recent research, particularly highlighted in the Peruvian nursing scenario. Objective: this study aimed to understand the relationship between self-efficacy, emotional intelligence, and work engagement among Peruvian nurses, and how these factors might influence the quality of care provided and staff retention in the healthcare sector. Methods: a quantitative analysis was conducted, based on structured surveys that measured levels of self-efficacy, emotional intelligence, and work engagement. The participants were registered nurses in Peru, and the sample was stratified according to different regions and levels of experience. Results: the findings confirmed a positive relationship between self-efficacy and work engagement, corroborating previous research. Furthermore, the positive association between emotional intelligence and work engagement in this professional group was validated. It was evidenced that nurses with higher emotional intelligence and self-efficacy tend to have a greater work engagement, positively affecting the quality of care and their retention in the healthcare sector. Conclusions: emotional intelligence and self-efficacy are fundamental for the work engagement of Peruvian nurses. These factors not only impact the academic realm but also have essential practical significance in the healthcare sector. The promotion and training in these areas could be crucial to ensure quality care and the emotional well-being of nursing staff

Background: Performance evaluation is essential to ensure quality healthcare services, especially in the field of nursing. Objective: The objective of this study was to analyze the factorial structure, reliability, and invariance by sex and age of the work performance scale in Peruvian nurses. Methods: Confirmatory factor analysis (CFA) was conducted to evaluate the internal structure of the scale, and psychometric properties including reliability and convergent validity were determined. Additionally, factorial invariance was evaluated according to participants' sex and age. Results: The CFA supported the structure of three factors (Task Performance, Counterproductive Behaviors, Contextual Performance) and showed adequate and stable psychometric properties for a 12-item version (: χ2 = 231.09, df = 78; CFI = 0.97, TLI = 0.96, RMSEA = 0.06 (90% CI: 0.05-0.06), and SRMR = 0.03). Strict factorial invariance was demonstrated for both sex and age, and adequate internal consistency was found for each dimension, as well as convergent validity. Conclusions: The work performance scale, in its 12-item version (IWPQ-P), is a valid and reliable measure for evaluating work performance in Peruvian nurses. Its factorial invariance by sex and age makes it a useful tool for future research and practical applications in nursing performance evaluation. Antecedentes: La evaluación del desempeño es esencial para asegurar servicios de atención sanitaria de calidad, especialmente en el campo de enfermería. Objetivo: El objetivo de este estudio fue analizar la estructura factorial, la fiabilidad y la invarianza por sexo y edad de la escala de desempeño laboral en enfermeros peruanos. Métodos: Se realizó un análisis factorial confirmatorio (AFC) para evaluar la estructura interna de la escala, y se determinaron propiedades psicométricas incluyendo la fiabilidad y la validez convergente. Adicionalmente, se evaluó la invarianza factorial según el sexo y la edad de los participantes. Resultados: El AFC respaldó la estructura de tres factores (Desempeño de Tareas, Comportamientos Contraproducentes, Desempeño Contextual) y mostró propiedades psicométricas adecuadas y estables para una versión de 12 ítems (χ² = 231.09, df = 78; CFI = 0.97, TLI = 0.96, RMSEA = 0.06 (IC del 90%: 0.05-0.07), y SRMR = 0.03). Se demostró invarianza factorial estricta tanto para el sexo como para la edad, y se encontró una consistencia interna adecuada para cada dimensión, así como validez convergente. Conclusiones: La escala de desempeño laboral, en su versión de 12 ítems (IWPQ-P), es una medida válida y fiable para evaluar el desempeño laboral en enfermeros peruanos. Su invarianza factorial por sexo y edad la convierte en una herramienta útil para futuras investigaciones y aplicaciones prácticas en la evaluación del desempeño de enfermería.

Background Transformational leadership has been identified as an essential component for success and innovation within the public sector, especially in the digital age and in the face of global challenges. This form of leadership, which seeks to change and inspire people, has been shown to be crucial for improving organizational performance and the quality of public services. However, the application of these principles in Peru faces specific challenges, and there is a notable lack of empirical research on this phenomenon in the Peruvian public sector, particularly in the evaluation of the tools used for its measurement. Objective This study aimed to examine the psychometric properties of the Global Transformational Leadership (GTL) scale in a sample of Peruvian public servants. Methods An instrumental research design was adopted, using non-probabilistic sampling. The sample included 290 Peruvian public servants (M = 34.61, SD = 9.2), with an analysis that encompassed confirmatory factor analysis (CFA) and reliability estimates. Results Descriptive analysis results indicated a high tendency to respond positively on the scale. The CFA confirmed the proposed unidimensional structure of the scale, with acceptable fit according to various indices (χ2 = 39.130, CFI = 0.97, TLI = 0.95, RMSEA = 0.08, SRMR = 0.03), and all factor loadings were significant and greater than 0.50, indicating a strong association with the transformational leadership dimension and exceptionally high internal consistency (α = 0.94). Conclusions The study confirmed that the GTL transformational leadership scale is a psychometrically robust tool and applicable to the Peruvian context. The unidimensional structure and high reliability of the scale suggest that it is suitable for measuring transformational leadership among public servants in Peru.

Emotional intelligence (EI) and transformational leadership (TL) have been identified as key factors in team effectiveness (TE); however, the empirical evidence remains fragmented and exhibits substantial conceptual and methodological heterogeneity, particularly in studies that simultaneously integrate these three variables. To address this gap, the present study examined the relationships among TL, EI, and TE by applying the PRISMA 2020 protocol and the PICO-S framework. A total of 728 studies published in Scopus, Web of Science, ScienceDirect, Emerald, ProQuest, and APA PsycNet were identified, of which 22 studies were included in the systematic review and 15 documents in the meta-analysis. The results revealed positive and statistically significant correlations between TL–TE (9 studies, 18 effects, N = 3480; r ≈ 0.45), EI–TE (8 studies, 15 effects, N = 3440; r ≈ 0.41), and EI–TL (4 studies, 6 effects, N = 1955; r ≈ 0.63), with effect sizes and levels of heterogeneity ranging from moderate to high. Additionally, variations in the strength of these relationships were observed according to sample size, year of publication, and methodological quality. In conclusion, EI emerges as a central resource that strengthens TL and, through psychological and relational mechanisms, consistently enhances TE in complex organizational contexts.

En pleno siglo XXI quien no sabe gestionar sus emociones lo pasa muy mal. La inteligencia emocional cumple un rol fundamental al momento de manejar y controlar emociones, actitudes y sentimientos para evitar todo conflicto que altera las relaciones sociales en la actividad laboral de una organización. Bajo esta perspectiva, la presente investigación tiene como objetivo principal determinar el grado de influencia entre la inteligencia emocional y los conflictos laborales-familiares de una empresa de atención y mantenimiento de ductos de gas, siendo Delgado, et al. (2021), Duque, et al. (2017), Ramírez, et al. (2018), Frias (2020) y Rhnima, et al. (2016) los principales referentes teóricos consultados quienes a su vez fundamentan sus estudios en las teorías de Goleman y Greenhaus & Beutell. De diseño no experimental, alcance descriptivo-correlacional y una muestra probabilística de 175 empleados, se usó el cuestionario Survey Work-Home Interaction-Nijmegen (SWING) para medir los conflictos laborales-familiares y el cuestionario de inteligencia emocional. Los resultados mostraron que existe una relación significativa negativa Rho = -,785* que significa, a mayor inteligencia emocional habrá disminución de los conflictos laborales-familiares de los empleados de la empresa. En conclusión, el trabajo evidencia la necesidad de desarrollar habilidades en los trabajadores para controlar sus emociones a fin de mejorar las relaciones interpersonales en el trabajo y la mejora del desempeño laboral.