The aim of this study is twofold: to determine whether (and how) gender stereotypes have changed over time through a comparison of two different sets of data collected in 1993 (N = 1255) and 2001 (N = 1255) from a representative sample of the Spanish population, and to examine the relation between gender traits and roles and its stability over time. In addition, special attention is paid to the psychometric properties of the measures of gender traits and roles used in the study. The content of gender stereotypes was found to remain stable over the target period of time, confirming the classical typology (a higher assignment of expressive-communal traits to women and of instrumental-agentic traits to men). The structure of the gender-role questionnaire allows us to distinguish between family-role and work-role stereotyping. Gender-role stereotyping shows a marked decline between 1993 and 2001, a result that contrasts with the stability of trait-role stereotyping. The fact that a very low correlation is observed at the two time points between these two components of gender stereotyping strongly suggests their independence.

Background: In working women, there are barriers when combining the mother and work role, especially during the breastfeeding period. Recent literature shows that improving organizational support increases trust performance via different domains (i.e., organizational identification) and that improving support for breastfeeding increases lactation rates and duration. Breastfeeding support in the workplace is one component that contributes to a mother’s ability to continue to breastfeed once she has returned to work. This is a Human Resource Management practice that facilitates a work–life balance. Working mothers have, at least, two roles: mother and worker and, when mothers return to work, they have to manage both identities. Is lactation a way to keep both identities connected? Is organizational support of breastfeeding a way to improve organizational identification? The aim of this paper is to analyze a hierarchical model to explain how managers and co-worker support to breastfeeding predict trust and organizational identity in a sample of Spanish working mothers (N = 1,028). Materials and Methods: To analyze the indirect effect, it was tested using a mediation model with PROCESS in two random samples and carried out structural equation modeling to confirm structural relationship in the proposed model. Results: Outcomes reveal effects of managers’ support to lactation and vertical trust in organizational identity but not in co-worker path. Conclusion: The findings suggest the manager’s role in maintaining trust from working women and create and maintenance organizational identification.

Background: The central point of this study is team initiative, and we analyzed how the theoretical model of antecedents and consequents of personal initiative contribute to explaining the relationship between team initiative and its antecedents and consequents. Authentic leadership is proposed as the antecedent, and the consequent leads to two types of outcomes, one of which is related to employee well-being, and the other is related to performance. However, little is known about what occurs in this relationship once the focus shifts to the team level. From a team perspective, with the label team initiative, we propose a collective construct defined similarly to personal initiative. This study shows the relationship between team initiative and its two consequences, team work engagement and performance, which are measured in terms of team productivity by the leader. Methods: Our model was tested in a field study with 344 employees of 79 work teams belonging to 55 organizations. Results: The analysis of the results using SEM and a regression analysis supported our main hypotheses. Conclusions: The finding that initiative is related to performance establishes the importance of initiative at the team level. It also emphasizes its impact on employee well-being through team work engagement and suggests the importance of authentic leadership.

This paper explores the relation between gender stereotyping in traits and roles and sociodemographic variables, as well as the relation between the descriptive and prescriptive characteristics of such traits and roles. In Study 1, a representative national sample of 1255 participants was used. The results showed that trait stereotyping did not vary among participants, whereas role stereotyping did vary as a function of gender (women stereotyped less) age (young people stereotyped less) and educational level (people with a high level stereotyped less). The relation between trait stereotyping (descriptive) and role stereotyping (prescriptive) is very low. Study 2 was carried out to verify mainly the relation between the prescriptive and descriptive aspects of a single component: traits. The participants were 96 professional women. In this study, a weak relation was found between the descriptive and the prescriptive aspects of trait stereotyping, and a strong relation between the prescriptive aspects of traits and roles. These results are coherent with the assumption that the descriptive and prescriptive aspects of gender stereotyping are independent. In both studies, correlations were observed indicating that people who tend to stereotype in instrumental traits also maintain more stereotyped beliefs about the prescriptive trait and role aspects.

En los últimos años las instituciones universitarias, junto al interés tradicional sobre el rendimiento académico, están mostrando atención hacia el bienestar de los estudiantes. El concepto de engagement trata de vincular ambos ámbitos y sugiere que hay mecanismos motivacionales comunes al bienestar y rendimiento. Los adultos universitarios especialmente optan por cursar estudios universitarios por un afán de desarrollo que se traduce en una pasión por aprender. Esta pasión, ha evidenciado efectos tanto positivos como negativos sobre el bienestar. Por otra parte, el perfeccionismo ha mostrado ser un predictor del desempeño académico con resultados ambivalentes en la salud de estudiantes. Por ello, se pretende en el siguiente trabajo analizar la relación del perfeccionamiento sobre el engagement académico y el efecto mediador de la pasión en 545 estudiantes universitarios de educación a distancia a través de un diseño cuasiexperimental. Se realizan análisis de mediación utilizando el método Partial Least Squares (PLS) con el software SmartPLS. Los resultados señalan que las dimensiones de pasión armoniosa y obsesiva, y el perfeccionismo autocentrado y socialmente prescrito difieren en sus puntuaciones en engagement académico. Así, el perfeccionismo autocentrado presenta una relación significativa con el engagement, tanto directamente como a través de la pasión, especialmente la armoniosa. Se observa un efecto diferente con el perfeccionismo socializado. El modelo presenta un adecuado nivel predictivo (Q2= [.435 - .630]). Por tanto, la pasión constituye una variable mediadora entre las creencias perfeccionistas de los estudiantes y el engagement académico en la muestra de estudio (SRMR<.08; R2= 45% p<.005). Las implicaciones teóricas y prácticas son analizadas, como la importancia de implementar estrategias que fomenten en el estudiantado un papel activo, retador y flexible de su aprendizaje.