Resumen: El interés por el estudio del bienestar psicológico (Ryff, 1989) y su relación con las estrategias de afrontamiento se ha producido también en el ámbito deportivo. En esta investigación, se evalúan la ansiedad competitiva, el bienestar psicológico y las estrategias de afrontamiento utilizadas en la competición por 213 deportistas, de cuatro deportes diferentes. Los resultados permiten predecir, a través de los análisis de regresión, la posibilidad de experimentar ansiedad y bienestar psicológico en el contexto competitivo, regulado por el papel mediador de las estrategias de afrontamiento dirigidas a la tarea. Interest in the study of psychological well-being (Ryff, 1989) and its relationship with coping strategies has also occurred in sports. In this study, competitive anxiety, psychological well-being and coping strategies are assessed in 213 athletes competing in four different sports. The results predict, through regression analysis, the possibility of experiencing anxiety and psychological well-being in the competitive context, regulated by the mediator of task-directed coping strategies.

Aggressive behavior towards football referees is becoming increasingly common, and as a result we are getting used to it and coming to see it as an inevitable and intrinsic element of football matches. Spectators, players and coaches are all prone to take this view. This article studies how the types of aggression shown by these three groups towards the referee are related to one another, and how they are perceived by the referee, in amateur football. For this purpose, the phenomenon was assessed, using an ad-hoc form, both by an expert and by the referee, in 119 regional and youth football matches in the city of Valencia and surrounding municipalities. We analysed the data using a loglinear model, which enabled us to establish that from the referee’s perspective pairs of the above-mentioned groups influenced each other regardless of the attitude of the third group. On the other hand, departing from the traditional idea that aggressive behaviour by one of the groups determines the behaviour of the other two, the analysis of the expert’s opinions on the attitudes of the three groups led us to a model in which their respective actions were independent of one another.

This work aims to clarify the psychosocial variables that lead women to undertake and those that prevent them from doing so. Two studies were conducted using a mixed methodology to compensate for the inherent weaknesses of using each approach. The first study was based on the collection of quantitative data using the GloPEW questionnaire with a sample of 296 people. The second study, of a qualitative nature, was carried out through focus groups with a sample of 26 people. The results show that self-efficacy and emotional intelligence are the main factors to develop to promote entrepreneurship among women. Although the data show statistical strength, it seems necessary to expand the sample and incorporate more profiles of female entrepreneurs, for example, with different levels of training, given the complexity and variety of intervening factors.

Much of the research on the psychological dynamics of performance teams suffers from the following limitations: consideration of only one theoretical framework and analysis of just one perspective (e.g., manager–coach or team member). To address these shortcomings, this study used a Global Cooperation concept that synthesized five psychological frameworks: coordination, cohesion, cooperation, integration, and identification. The objective of this study was to examine the level of congruence–symmetry between the two perspectives and the tendency for managers–coaches and team members to reduce cognitive dissonance in the perception of global cooperation. To this end, 108 managers–coaches and members of performance teams were studied (range: 23−60 years old) using a Cooperative Workteam Questionnaire (CWQ). Results revealed that the greatest amount of asymmetry was observed in Global Cooperation and Emotional Cooperation, while less asymmetry was found in Personal Growth, and good congruence–fit in Conditioned Cooperation. Results are discussed in terms of their theoretical meaning and practical implications for interventions on performance teams.