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Suicide represents a very important issue in public health. For approaching attitudes toward suicide, we have developed an instrument that, following previous recommendations, assesses specific thoughts related to the perception of suicide utility in the press. First of all, we will test the psychometric properties of the scale we created ad hoc for assessing suicide utility perception. After that, we expect to find that the suicide utility perception in the press will have a statistically significant impact on positive attitudes toward terminally ill patients’ suicide (Hypothesis 1). In addition, this relationship will be mediated by suicide legitimation (Hypothesis 2). This mediation will be moderated by depressive symptomatology (Hypothesis 3). The sample was composed of 66 Spanish participants. Suicide legitimation was significantly related to the positive evaluation of terminally ill people’s euthanasia. Finally, when the levels of depression’s psychological concomitants increased, the support for terminally ill people’s euthanasia increased as well. Implications and limitations have been discussed.
Diego Garcia-Fernández; Samuel Fernández-Salinero; Gabriele Giorgi; Gabriela Topa; Ana María Marcos Del Cano. The Impact of Suicide Utility Perception on News over Terminally Ill Patients’ Suicide Attitudes: A Pilot Study. International Journal of Environmental Research and Public Health 2021, 18, 8784 .
AMA StyleDiego Garcia-Fernández, Samuel Fernández-Salinero, Gabriele Giorgi, Gabriela Topa, Ana María Marcos Del Cano. The Impact of Suicide Utility Perception on News over Terminally Ill Patients’ Suicide Attitudes: A Pilot Study. International Journal of Environmental Research and Public Health. 2021; 18 (16):8784.
Chicago/Turabian StyleDiego Garcia-Fernández; Samuel Fernández-Salinero; Gabriele Giorgi; Gabriela Topa; Ana María Marcos Del Cano. 2021. "The Impact of Suicide Utility Perception on News over Terminally Ill Patients’ Suicide Attitudes: A Pilot Study." International Journal of Environmental Research and Public Health 18, no. 16: 8784.
This study offers an exploratory review of the experience of stress and burnout syndrome among Catholic priests. Following Arksey and O’Malley's (Int J Soc Res Methodol 8(1):19–32, 2005, 10.1080/1364557032000119616) protocol, a scoping study was conducted. Given the scarcity of studies found on the subject, a broad selection criterion was used, which included quantitative, qualitative and mixed studies, literature reviews and comparative studies with other professions. The results reveal various risk factors: work overload among younger generations of priests, a sociocultural context that distrusts the clergy, neurotic, introverted, perfectionist and narcissistic personality styles, avoidant and complacent coping styles, living alone, not having sufficient support (especially from the Church authorities), excessive demands and lack of boundaries related to the priestly role and submissive obedience styles, among others. However, the studies reviewed also identified important protection factors: promoting optimism, an approach-based coping style and a collaborative way of resolving conflicts, frequent physical exercise, eating a balanced diet, finding time to rest, strengthening personal identity, social support (from parishioners, collaborators, colleagues, superiors) and leading an active spiritual life. Stress and burnout are associated with certain pathologies linked to smoking, alcoholism, obesity, diabetes, cardiovascular disease, anxiety and depression. Strengthening protective factors and minimizing the impact of risk factors would do much to improve the clergy’s occupational health.
Miguel Ruiz-Prada; Samuel Fernández-Salinero; Cristina García-Ael; Gabriela Topa. Occupational Stress and Catholic Priests: A Scoping Review of the Literature. Journal of Religion and Health 2021, 1 -64.
AMA StyleMiguel Ruiz-Prada, Samuel Fernández-Salinero, Cristina García-Ael, Gabriela Topa. Occupational Stress and Catholic Priests: A Scoping Review of the Literature. Journal of Religion and Health. 2021; ():1-64.
Chicago/Turabian StyleMiguel Ruiz-Prada; Samuel Fernández-Salinero; Cristina García-Ael; Gabriela Topa. 2021. "Occupational Stress and Catholic Priests: A Scoping Review of the Literature." Journal of Religion and Health , no. : 1-64.
Presenteeism is a hazardous behaviour that may have personal and organizational consequences. The main objective of this research was to investigate the relationship between presenteeism and job satisfaction and evaluate the role of overcommitment as a mediator and the role of work-related and personal bullying as moderators in these relationships. Results from 377 subjects showed that presenteeism and overcommitment are positively related to job satisfaction, with overcommitment being a mediator in the relationships. These relationships are moderated by work-related bullying but not by personal bullying. The findings are discussed, and implications, future research pathways, and limitations are noted.
Francisco Rodríguez-Cifuentes; Samuel Fernández-Salinero; Juan Antonio Moriano; Gabriela Topa. Presenteeism, Overcommitment, Workplace Bullying, and Job Satisfaction: A Moderated Mediation Relationship. International Journal of Environmental Research and Public Health 2020, 17, 8616 .
AMA StyleFrancisco Rodríguez-Cifuentes, Samuel Fernández-Salinero, Juan Antonio Moriano, Gabriela Topa. Presenteeism, Overcommitment, Workplace Bullying, and Job Satisfaction: A Moderated Mediation Relationship. International Journal of Environmental Research and Public Health. 2020; 17 (22):8616.
Chicago/Turabian StyleFrancisco Rodríguez-Cifuentes; Samuel Fernández-Salinero; Juan Antonio Moriano; Gabriela Topa. 2020. "Presenteeism, Overcommitment, Workplace Bullying, and Job Satisfaction: A Moderated Mediation Relationship." International Journal of Environmental Research and Public Health 17, no. 22: 8616.
The main aim of this research project was to determine the relationship that exists between autonomy at work and both burnout and job satisfaction, taking into account the moderating effect of the personality factors extroversion and neuroticism. The study was carried out with 971 volunteers (553 women and 418 men) with a mean age of 37.58 years. The majority had either a university degree (485 participants) or higher education qualifications (Spanish baccalaureate) (202 participants). The following instruments were administered: the Maslach Burnout Inventory (MBI), to measure burnout among participants; the Mini International Personality Item Pool Scale (Mini-IPIP) by Donnellan, Oswald, Baird, and Lucas (2006) to measure the personality factors extroversion and neuroticism; the Brief Index of Affective Job Satisfaction (BIAJS) by Thompson and Phua (2012); and the Job Content Questionnaire (JCQ) by Karasek (1985) to measure autonomy at work. The results obtained indicate that those who enjoy greater autonomy at work have lower levels of emotional exhaustion. The stronger the effect is, the higher the score for extroversion. The personality factors studied were not found to have a direct influence on the criterion variables. However, the interaction effects were significant, except in the case of neuroticism. The results indicate that there are no differences between those who score highly for extroversion and neuroticism and the rest of the population in terms of predicting emotional exhaustion or job satisfaction. The present study aims to serve as a guideline for recruitment specialists, business owners, and job designers, encouraging them to take into account all these variables in order to foster the development of healthy and competitive organizations. Environmental moderators that could interfere with the result have not been introduced in this research. It has focused on the study of the personality factors of the workers, considering that the professional functions performed by the workers were similar.
Jesús Farfán; Marta Peña; Samuel Fernández-Salinero; Gabriela Topa. The Moderating Role of Extroversion and Neuroticism in the Relationship between Autonomy at Work, Burnout, and Job Satisfaction. International Journal of Environmental Research and Public Health 2020, 17, 8166 .
AMA StyleJesús Farfán, Marta Peña, Samuel Fernández-Salinero, Gabriela Topa. The Moderating Role of Extroversion and Neuroticism in the Relationship between Autonomy at Work, Burnout, and Job Satisfaction. International Journal of Environmental Research and Public Health. 2020; 17 (21):8166.
Chicago/Turabian StyleJesús Farfán; Marta Peña; Samuel Fernández-Salinero; Gabriela Topa. 2020. "The Moderating Role of Extroversion and Neuroticism in the Relationship between Autonomy at Work, Burnout, and Job Satisfaction." International Journal of Environmental Research and Public Health 17, no. 21: 8166.
The main objective of this research is to evaluate the influence of job involvement over job satisfaction mediated through the professional skill use and moderated by group identification. The sample of the current research was composed of 420 subjects. The main results showed that job involvement was strongly related to skill use and group identification. Moreover, the interaction of job involvement and group identification is negatively related with skill use. Our results show that there is no statistically significant relationship between job involvement and job satisfaction. Furthermore, the use of skills is strongly related to job satisfaction. Lastly, we found that a strong group identification tends to harm job satisfaction values.
Samuel Fernández-Salinero; Ángel García Collantes; Francisco Rodríguez Cifuentes; Gabriela Topa. Is Job Involvement Enough for Achieving Job Satisfaction? The Role of Skills Use and Group Identification. International Journal of Environmental Research and Public Health 2020, 17, 1 .
AMA StyleSamuel Fernández-Salinero, Ángel García Collantes, Francisco Rodríguez Cifuentes, Gabriela Topa. Is Job Involvement Enough for Achieving Job Satisfaction? The Role of Skills Use and Group Identification. International Journal of Environmental Research and Public Health. 2020; 17 (12):1.
Chicago/Turabian StyleSamuel Fernández-Salinero; Ángel García Collantes; Francisco Rodríguez Cifuentes; Gabriela Topa. 2020. "Is Job Involvement Enough for Achieving Job Satisfaction? The Role of Skills Use and Group Identification." International Journal of Environmental Research and Public Health 17, no. 12: 1.
There is a growing body of evidence suggesting that economic crisis is a preeminent stressor (i.e., economic stress) that may worsen working conditions and expose individuals to negative acts at work (i.e., workplace bullying). Following an occupational health perspective that considers contextual factors as risk factors for workplace bullying, this study aims to examine the mediation effects of organizational orientation to employee welfare in the economic stress-workplace bullying relationship. A cross-sectional study with the participation of 1004 Italian workers from several organizations was conducted. Our results indicate that economic stress (composed of two dimensions: fear of the economic crisis and perceived non-employability) is associated with workplace bullying through the total mediation of organizational orientation to employee welfare. These results have relevant implications for psychosocial risk assessment in turbulent times.
Gabriele Giorgi; José M. León-Perez; Francesco Montani; Samuel Fernández-Salinero; Mar Ortiz-Gómez; Antonio Ariza-Montes; Giulio Arcangeli; Nicola Mucci. Fear of Non-Employability and of Economic Crisis Increase Workplace Harassment through Lower Organizational Welfare Orientation. Sustainability 2020, 12, 3876 .
AMA StyleGabriele Giorgi, José M. León-Perez, Francesco Montani, Samuel Fernández-Salinero, Mar Ortiz-Gómez, Antonio Ariza-Montes, Giulio Arcangeli, Nicola Mucci. Fear of Non-Employability and of Economic Crisis Increase Workplace Harassment through Lower Organizational Welfare Orientation. Sustainability. 2020; 12 (9):3876.
Chicago/Turabian StyleGabriele Giorgi; José M. León-Perez; Francesco Montani; Samuel Fernández-Salinero; Mar Ortiz-Gómez; Antonio Ariza-Montes; Giulio Arcangeli; Nicola Mucci. 2020. "Fear of Non-Employability and of Economic Crisis Increase Workplace Harassment through Lower Organizational Welfare Orientation." Sustainability 12, no. 9: 3876.
The main aim of this research is to explore the relationships between perceived conflict and interactional justice. Specifically, we will try to shed light on how this relationship is mediated by a higher group identity and moderated by job satisfaction. The sample includes 308 workers from the teaching and research staff of a Spanish public university. We found that conflict has a significant direct impact on organizational justice. Group identification strongly influences organizational justice. The interaction of perceived conflict and job satisfaction over group identification is statistically significant. We discuss the main conclusions and limitations.
Samuel Fernández-Salinero; Yolanda Navarro Abal; Gabriela Topa. On the Relationship between Perceived Conflict and Interactional Justice Influenced by Job Satisfaction and Group Identity. Sustainability 2019, 11, 7195 .
AMA StyleSamuel Fernández-Salinero, Yolanda Navarro Abal, Gabriela Topa. On the Relationship between Perceived Conflict and Interactional Justice Influenced by Job Satisfaction and Group Identity. Sustainability. 2019; 11 (24):7195.
Chicago/Turabian StyleSamuel Fernández-Salinero; Yolanda Navarro Abal; Gabriela Topa. 2019. "On the Relationship between Perceived Conflict and Interactional Justice Influenced by Job Satisfaction and Group Identity." Sustainability 11, no. 24: 7195.
The main purpose of this research is to shed light upon how perception of intergroup discrimination is related to perception of organizational conflict. This phenomenon is mediated by group identification and moderated by organizational identification. The sample was constituted by 466 employees belonging to the staff of Administration and Service of a Spanish public University. Main research results show that perceived discrimination has a direct effect on organizational conflict through group identification. The relationship between perceived discrimination and group identification is moderated by organizational identification.
Samuel Fernández-Salinero; Gabriela Topa. Intergroup Discrimination as a Predictor of Conflict within the Same Organization. The Role of Organizational Identity. European Journal of Investigation in Health, Psychology and Education 2019, 10, 1 -9.
AMA StyleSamuel Fernández-Salinero, Gabriela Topa. Intergroup Discrimination as a Predictor of Conflict within the Same Organization. The Role of Organizational Identity. European Journal of Investigation in Health, Psychology and Education. 2019; 10 (1):1-9.
Chicago/Turabian StyleSamuel Fernández-Salinero; Gabriela Topa. 2019. "Intergroup Discrimination as a Predictor of Conflict within the Same Organization. The Role of Organizational Identity." European Journal of Investigation in Health, Psychology and Education 10, no. 1: 1-9.
Current changes in social structures and political-economic systems directly affect teachers’ job performance. Among others, these changes include changes in communication and information technologies, the scientific revolution, changes in the structure of populations, the revolution of social relations, economic and political transformations, and revolutions in labor relations and leisure time. These changes all seem to have promoted educational revolutions, which encourage the development of autonomous individuals who are capable of making critical judgments, ready to dialogue and cooperate in problem solving, and who seek alternatives aimed at building a better society. Thus, teachers suffer daily from the impact of continual changes that affect the way they do their work. According to the job-demands resources model, each job environment has its own characteristics that can be grouped into two dimensions: job demands and job resources. However, the relationship between job demands and resources has serious implications for individuals’ lives and psychological well-being. While work provides us with the means to survive, develop social relationships, and experience control over our lives, an excess of demands and a shortage of resources to cope with them would adversely affect personal well-being. Hence, individuals can perform behaviors through job crafting to balance this relationship between demands and resources at work. Job crafting is a proactive behavior of the worker who improves his own working conditions in order to achieve a more meaningful and satisfactory job. This phenomenon allows individuals to play a certain role by “creating” their own job, changing the conditions in which they perform their tasks. In this study, 146 teachers participated to investigate the relationships between both individual and collaborative job crafting behaviors, on the one hand, and job satisfaction, work engagement, and teaching performance, on the other.
Consuelo Alonso; Samuel Fernández-Salinero; Gabriela Topa. The Impact of Both Individual and Collaborative Job Crafting on Spanish Teachers’ Well-Being. Education Sciences 2019, 9, 74 .
AMA StyleConsuelo Alonso, Samuel Fernández-Salinero, Gabriela Topa. The Impact of Both Individual and Collaborative Job Crafting on Spanish Teachers’ Well-Being. Education Sciences. 2019; 9 (2):74.
Chicago/Turabian StyleConsuelo Alonso; Samuel Fernández-Salinero; Gabriela Topa. 2019. "The Impact of Both Individual and Collaborative Job Crafting on Spanish Teachers’ Well-Being." Education Sciences 9, no. 2: 74.
The current study aims to explain how motivational orientations influence organizational citizenship behavior (OCB) through organizational identification considering the moderator effect of perceived discrimination. A sample of 286 Spanish immigrants in the United Kingdom was included. Main conclusions support that learning orientation shows a significant direct relation with OCB. Both performance and performance-avoid goal orientation have a statistically significant impact on OCB, and this impact is mediated by organizational identification and moderated by perceived discrimination. The practical implications of the study and its possible limitations are discussed.
Samuel Fernández-Salinero San Martín; Gabriela Topa Cantisano; Gabriela Topa. Motivational Orientations and Organizational Citizenship Behaviors: The Moderator Role of Perceived Discrimination in the Brexit Context. Behavioral Sciences 2019, 9, 31 .
AMA StyleSamuel Fernández-Salinero San Martín, Gabriela Topa Cantisano, Gabriela Topa. Motivational Orientations and Organizational Citizenship Behaviors: The Moderator Role of Perceived Discrimination in the Brexit Context. Behavioral Sciences. 2019; 9 (3):31.
Chicago/Turabian StyleSamuel Fernández-Salinero San Martín; Gabriela Topa Cantisano; Gabriela Topa. 2019. "Motivational Orientations and Organizational Citizenship Behaviors: The Moderator Role of Perceived Discrimination in the Brexit Context." Behavioral Sciences 9, no. 3: 31.
The fields of psychology of sustainability and sustainable development have been recently highlighted by their contributions to employee’s wellbeing in organizations. The present study is aimed to empirically explore the relationship between perceptions of Corporate Social Responsibility of IBEX 35 (Spanish Exchange Index) companies’ employees, and their attitudes and behaviors. The relationship between the employees’ perception of Corporate Social Responsibility of the IBEX 35 companies with their job satisfaction and Organizational citizenships behaviors is empirically analyzed. The sample includes 600 employees of the IBEX 35 companies. The results supported that the three dimensions of Corporate Social Responsibility (CSR) perceived by the workers are different from each other, and that they are related positively, and significantly, with their job satisfaction, the Organizational Citizenships Behaviors oriented to the company and to other co-workers. We found that two dimensions of perceived CSR—sustainable economic development, and environmental protection—have a greater impact, whereas the CSR of social equity has an almost null explanatory power, compared to the other two dimensions. The study contributions will link the Firms’ CSR activities with the degree of wellbeing of employees: Relationships that become essential when designing companies’ products and/or services.
Sergio Pérez; Samuel Fernández-Salinero; Gabriela Topa. Sustainability in Organizations: Perceptions of Corporate Social Responsibility and Spanish Employees’ Attitudes and Behaviors. Sustainability 2018, 10, 3423 .
AMA StyleSergio Pérez, Samuel Fernández-Salinero, Gabriela Topa. Sustainability in Organizations: Perceptions of Corporate Social Responsibility and Spanish Employees’ Attitudes and Behaviors. Sustainability. 2018; 10 (10):3423.
Chicago/Turabian StyleSergio Pérez; Samuel Fernández-Salinero; Gabriela Topa. 2018. "Sustainability in Organizations: Perceptions of Corporate Social Responsibility and Spanish Employees’ Attitudes and Behaviors." Sustainability 10, no. 10: 3423.