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Currently, healthcare professionals are particularly vulnerable to the impact of the SARS-CoV-2pandemic since they directly deal with patients suffering from this disease and are in the first line of fire, which increases their risk of contagion. This research examines the prevalence of emotional exhaustion, depersonalization, and possible non-psychotic psychiatric disorders in 48 male and 270 female nursing professionals of Huelva during the COVID-19 pandemic. To this end, we analyzed the relationship between these dependent variables and considered various sociodemographic variables. The nursing staff of public hospitals in Huelva who have had contact with cases of SARS-CoV-2 in their work environment showed a poorer state of mental health than that of others of this same professional category who have not had contact with this type of situation.
Francisco-Javier Gago-Valiente; María-Isabel Mendoza-Sierra; Emilia Moreno-Sánchez; Félix Arbinaga; Adrián Segura-Camacho. Emotional Exhaustion, Depersonalization, and Mental Health in Nurses from Huelva: A Cross-Cutting Study during the SARS-CoV-2 Pandemic. International Journal of Environmental Research and Public Health 2021, 18, 7860 .
AMA StyleFrancisco-Javier Gago-Valiente, María-Isabel Mendoza-Sierra, Emilia Moreno-Sánchez, Félix Arbinaga, Adrián Segura-Camacho. Emotional Exhaustion, Depersonalization, and Mental Health in Nurses from Huelva: A Cross-Cutting Study during the SARS-CoV-2 Pandemic. International Journal of Environmental Research and Public Health. 2021; 18 (15):7860.
Chicago/Turabian StyleFrancisco-Javier Gago-Valiente; María-Isabel Mendoza-Sierra; Emilia Moreno-Sánchez; Félix Arbinaga; Adrián Segura-Camacho. 2021. "Emotional Exhaustion, Depersonalization, and Mental Health in Nurses from Huelva: A Cross-Cutting Study during the SARS-CoV-2 Pandemic." International Journal of Environmental Research and Public Health 18, no. 15: 7860.
Just as we can speak of different personality traits, it is also possible to identify distinct motivational traits, which may be related to a series of organizational consequences. In this sense, understanding how these traits are related to workers performance is fundamental. Specifically, the purpose of this study is to test the mediating role of psychological capital in the relationship between such traits and organizational citizenship behaviors and counterproductive work behaviors, which is expected to be more significant in the first case. The study was carried out using a panel design, with a sample group of Spanish employees aged over 40 (n = 741), in two waves (with a 4-month interval). The results support the hypothesis that psychological capital resources may play a mediating role in some of the relationships explored and that approach orientation traits are mainly related to a better performance, fostering organizational citizenship behaviors and diminishing counterproductive work behavior. The findings show that employees who develop their personal resources may have a positive impact on their organizations. The implications of this study for counseling practices are discussed.
Francisco Rodríguez-Cifuentes; Adrián Segura-Camacho; Cristina García-Ael; Gabriela Topa. The Mediating Role of Psychological Capital between Motivational Orientations and Their Organizational Consequences. International Journal of Environmental Research and Public Health 2020, 17, 4864 .
AMA StyleFrancisco Rodríguez-Cifuentes, Adrián Segura-Camacho, Cristina García-Ael, Gabriela Topa. The Mediating Role of Psychological Capital between Motivational Orientations and Their Organizational Consequences. International Journal of Environmental Research and Public Health. 2020; 17 (13):4864.
Chicago/Turabian StyleFrancisco Rodríguez-Cifuentes; Adrián Segura-Camacho; Cristina García-Ael; Gabriela Topa. 2020. "The Mediating Role of Psychological Capital between Motivational Orientations and Their Organizational Consequences." International Journal of Environmental Research and Public Health 17, no. 13: 4864.
The psychology of sustainability claims for a new kind of organization that promotes employee well-being as well as the search firm’s performance. In sustainable and healthy organizations, tasks are characterized by their significance, variety, autonomy, and feedback from the job. This way of organizing employees’ activities motivates them and can affect their well-being. However, due to a series of age-related physical and cognitive changes, older workers must constantly adapt to task demands to continue working and maintain their productivity. This research explores the moderating role of selection, optimization, and compensation strategies in the relationship between task characteristics (significance, variety, autonomy, and feedback from the job) on the one hand, and job satisfaction and organizational citizenship behaviors on the other. This study was carried out using a lagged design over a three-month interval. Participants were 183 Spanish workers aged between 45–55 years who completed two questionnaires (Time 1 and Time 2). The results support the moderating role of the optimization and compensation in the relationship between task characteristics and employee well-being. Elective selection and loss-based selection strategies do not moderate the relationship. These findings underscore that people who are actively involved in optimization and compensation strategies can age successfully at work. The implications of this study to improve the orientation practices of older workers are discussed.
Adrián Segura-Camacho; Juan-José García-Orozco; Gabriela Topa. Sustainable and Healthy Organizations Promote Employee Well-Being: The Moderating Role of Selection, Optimization, and Compensation Strategies. Sustainability 2018, 10, 3411 .
AMA StyleAdrián Segura-Camacho, Juan-José García-Orozco, Gabriela Topa. Sustainable and Healthy Organizations Promote Employee Well-Being: The Moderating Role of Selection, Optimization, and Compensation Strategies. Sustainability. 2018; 10 (10):3411.
Chicago/Turabian StyleAdrián Segura-Camacho; Juan-José García-Orozco; Gabriela Topa. 2018. "Sustainable and Healthy Organizations Promote Employee Well-Being: The Moderating Role of Selection, Optimization, and Compensation Strategies." Sustainability 10, no. 10: 3411.
Successful Aging at Work: Psychometric Properties of the Spanish Version of Selection, Optimization and Compensation Questionnaire
Adrián Segura-Camacho; Francisco Rodríguez-Cifuentes; Luis C. Sáenz De La Torre; Gabriela Topa. Successful Aging at Work: Psychometric Properties of the Spanish Version of Selection, Optimization and Compensation Questionnaire. Frontiers in Psychology 2018, 9, 410 .
AMA StyleAdrián Segura-Camacho, Francisco Rodríguez-Cifuentes, Luis C. Sáenz De La Torre, Gabriela Topa. Successful Aging at Work: Psychometric Properties of the Spanish Version of Selection, Optimization and Compensation Questionnaire. Frontiers in Psychology. 2018; 9 ():410.
Chicago/Turabian StyleAdrián Segura-Camacho; Francisco Rodríguez-Cifuentes; Luis C. Sáenz De La Torre; Gabriela Topa. 2018. "Successful Aging at Work: Psychometric Properties of the Spanish Version of Selection, Optimization and Compensation Questionnaire." Frontiers in Psychology 9, no. : 410.
Consistent patterns of gender differences in retirement planning behaviours have been shown but little is known about these behaviours among nurses. To analyse the antecedents of the behaviours to prepare for retirement in nurses older than 55 and to identify differences as a function of gender. A two-wave longitudinal study with Spanish nurses (n = 132). Statistically significant gender differences were revealed. Specifically, paths from financial knowledge to public protection and self-insurance as well as paths from goals clarity to public protection all differed by gender. Patterns of retirement planning differentiated by gender apparently continue to emerge. The study adds evidence showing that female nurses continue to rely on public protection as a solid support for their retirement. Despite their greater awareness of the importance of health care and social relations, savings and finance are more neglected by female nurses. Intervention should be aimed at fostering financial literacy of the entire nursing population, but particularly, the access of women to this training. Secondly, given that the differences persist, advance planning of social actions to protect those who will be living alone and economically helpless in old age.
Gabriela Topa; Adrián Segura-Camacho; Sergio Perez. Gender differences in retirement planning: A longitudinal study among Spanish Registered Nurses. Journal of Nursing Management 2018, 26, 587 -596.
AMA StyleGabriela Topa, Adrián Segura-Camacho, Sergio Perez. Gender differences in retirement planning: A longitudinal study among Spanish Registered Nurses. Journal of Nursing Management. 2018; 26 (5):587-596.
Chicago/Turabian StyleGabriela Topa; Adrián Segura-Camacho; Sergio Perez. 2018. "Gender differences in retirement planning: A longitudinal study among Spanish Registered Nurses." Journal of Nursing Management 26, no. 5: 587-596.
ResumenLa Identificación con los Trabajadores Mayores consiste en la internalización de creencias y actitudes negativas hacia los empleados de edad avanzada por parte de estas mismas personas. Con esta investigación se explora el papel modulador de las estrategias de selección, optimización y compensación en la relación entre la Identificación con los Trabajadores mayores y el absentismo. El estudio se ha llevado a cabo con 166 trabajadores españoles mayores de 55 años que respondieron sendos cuestionarios en Tiempo 1 y seis meses después, en Tiempo 2. Los resultados apoyan el papel modulador de las estrategias de optimización y compensación en la relación entre Identificación con los Trabajadores Mayores y absentismo. Las estrategias de selección electiva y selección por pérdida no moderan la relación. Estos hallazgos subrayan que las personas implicadas activamente en estrategias de optimización y compensación pueden lograr un envejecimiento exitoso en el trabajo. Las implicaciones de este estudio se discuten de cara a mejorar las prácticas de orientación de las personas mayores. AbstractOlder Worker Identity consists in the internalization of negative beliefs and attitudes towards the aged employees by this people. This research aims to explore the moderator role of Selection, Optimization and Compensation strategies in the relationship between Older worker Identity and absenteeism. The study has been conducted with a sample of 166 Spanish workers aged 55 years and over, which answered two questionnaires, both in Time 1 and Time 2, six months later. Findings support the moderator role both of optimization and compensation in the relationship between Older Worker Identity and absenteeism. Selection strategies, both elective and loss-based, do not moderate the relationship. These findings outline that those workers who actively engaged on optimization and compensation strategies could achieve a successful aging at work. The implications of this study are discussed for counseling practices.
Adrián Segura; Gabriela Topa Cantisano. Identificación con los trabajadores mayores y absentismo: moderación de la Selección, Optimización y Compensación. Acción Psicológica 2016, 13, 169 -189.
AMA StyleAdrián Segura, Gabriela Topa Cantisano. Identificación con los trabajadores mayores y absentismo: moderación de la Selección, Optimización y Compensación. Acción Psicológica. 2016; 13 (2):169-189.
Chicago/Turabian StyleAdrián Segura; Gabriela Topa Cantisano. 2016. "Identificación con los trabajadores mayores y absentismo: moderación de la Selección, Optimización y Compensación." Acción Psicológica 13, no. 2: 169-189.
ResumenLa autoeficacia para la jubilación incluye las percepciones de la medida en la cual uno será capaz de enfrentarse con las tareas que implica la nueva situación de retiro. Esta investigación se propone explorar los factores psicosociales que pronostican las intenciones de retiro y la satisfacción con la vida cerca de la jubilación. El estudio se ha llevado a cabo con una muestra de1325 trabajadores españoles de 40 años o más. La autoeficacia para la jubilación pronostica las intenciones de retiro (jubilación parcial y total) y la satisfacción vital cercana a la jubilación, añadiendo poder predictivo a la autoeficacia generalizada. Pese a este hecho, solo dos dimensiones de la autoeficacia para la jubilación explican exitosamente todos los resultados (las finanzas y la salud). Nuestros hallazgos subrayan que la autoeficacia para la jubilación pronostica positivamente las intenciones de jubilación total y la satisfacción con la jubilación de los trabajadores mayores, y negativamente las intenciones de jubilación parcial. Las implicaciones de estos estudios se discuten de cara a entender la planificación de la jubilación y a mejorar las prácticas de orientación a las personas mayores. AbstractRetirement self-efficacy includes perceptions of the extent to which one will be capable of dealing with the tasks involved in the new retiree situation. This research aims to explore the psychosocial factors that predict retirement intentions and satisfaction with life near retirement. The study has been conducted with a sample of 1,325 Spanish workers aged 40 and over. Retirement self-efficacy predicted retirement intentions (part-time retirement, and full retirement) and life satisfaction near retirement, adding predictive power to generalized self efficacy. Despite this fact, only two Retirement self efficacy dimensions successfully explained all the results (finances and health). Our findings highlight that retirement self efficacy positively predict both full retirement and retirement satisfaction of aged workers, and negatively predicted partial retirement intentions. The implications of these studies are discussed for understanding retirement planning and counselling practice.
Encarna Valero Ibáñez; Adrián Segura; Gabriela Topa Cantisano. Autoeficacia específica para la Jubilación, Intenciones de retiro y Satisfacción vital en trabajadores mayores de 40 años. Acción Psicológica 2015, 12, 35 -46.
AMA StyleEncarna Valero Ibáñez, Adrián Segura, Gabriela Topa Cantisano. Autoeficacia específica para la Jubilación, Intenciones de retiro y Satisfacción vital en trabajadores mayores de 40 años. Acción Psicológica. 2015; 12 (1):35-46.
Chicago/Turabian StyleEncarna Valero Ibáñez; Adrián Segura; Gabriela Topa Cantisano. 2015. "Autoeficacia específica para la Jubilación, Intenciones de retiro y Satisfacción vital en trabajadores mayores de 40 años." Acción Psicológica 12, no. 1: 35-46.