Programa del congreso

Purpose: Examine how job demands (workload, weekly hours), job resources (flexibility, supervisor support), and disabilities relate to the work-life balance (WLB) of employees with and without diagnosed mental disorders. It also explores whether disabilities moderate these relationships and how these variables combine to yield high or low WLB.

Theoretical Framework: Drawing on the conservation of resources theory, job demands-resources model, border theory, the cybernetic model of WLB, and the biopsychosocial model of disabilities, we propose that job demands and disabilities function as stressors harming WLB of employees with mental disorders, while job resources enhance it. Beyond individual effects, we posit that these variables jointly shape WLB levels.

Methods: Data were collected via Prolific, yielding 301 employees (150 with diagnosed mental disorders, 151 without). PLS-SEM was used to validate measures and test direct and moderation hypotheses, while fuzzy-set Qualitative Comparative Analysis (fsQCA) identified configurations leading to high and low WLB.

Findings/Implications: Job demands and disabilities negatively relate to WLB, while job resources increase it. No significant moderation by disability levels was found, and having a mental disorder diagnosis did not alter these patterns. Configurational analyses reveal combinations of demands, resources, disabilities, and symptoms leading to high or low WLB.

Objectives: this study analyze how ability-, motivation-, and opportunity-enhancing bundles of High-Performance Work Systems (HPWS) influence employee exhaustion and job satisfaction under varying levels of challenge and hindrance job demands. It addresses the debate on whether HPWS function as job resources that enhance wellbeing or as additional demands compromising it (i.e., mutual gains vs. conflicting outcomes).

Theoretical framework: this manuscript builds on Strategic Human Resources Management (SHRM) literature and Job Demands-Resources (JD-R) theory to test the buffering and boosting propositions of JD-R. It integrates the Ability-Motivation-Opportunity (AMO) framework and the challenge-hindrance demands model.

Method: two studies were conducted with hotel employees, PLS-SEM to test interactions between HPWS bundles and job demands. Study 1 examined general challenge and hindrance demands, while study 2 focused on work overload and role conflict.

Results/Implication: findings provided partial support for buffering effects but showed that HPWS bundles can also amplify exhaustion, reinforcing that they do not always act as resources. These results help reconcile the mutual gains vs. conflicting outcomes perspectives, showing that HPWS effects depend on their alignment with specific job demands. This study advances JD-R theory emphasizing that job resources function as such only when perceived as relevant for specific demands.

La siniestralidad laboral constituye un desafío primordial para los sistemas de producción y la sociedad en la actualidad. Por otra parte, las personas trabajadoras en riesgo de exclusión, que presentan algún tipo de vulnerabilidad, pueden incrementar el riesgo de sufrir un accidente laboral.

El presente estudio se enfoca en analizar las características personales y ocupacionales relacionadas con las personas trabajadoras en riesgo de exclusión o colectivos más vulnerables, así como su relación con la gravedad de los accidentes laborales, adoptando una perspectiva de interseccionalidad.

Para ello, se llevó a cabo una revisión exhaustiva de las variables de vulnerabilidad reconocidas por la literatura especializada y las autoridades internacionales y nacionales en seguridad y salud en el trabajo. Entre ellas, se destacan la edad, la relación contractual, la nacionalidad, y el género.

Los resultados y las principales implicaciones prácticas de esta investigación contribuyen a un conocimiento más profundo de las personas trabajadoras en riesgo de exclusión o colectivos vulnerables. Esta perspectiva puede ser fundamental para reducir los accidentes laborales y aportar elementos valiosos a los nuevos modelos de prevención de riesgos laborales, en línea con las directrices establecidas por las autoridades internacionales y nacionales en seguridad y salud en el trabajo.

The transformation of workplaces is being reflected in the increasing number of health issues affecting organisations. This research seeks to identify those factors linked to the physical and psychological requirements of employment that impact upon the appearance of anxiety, capturing the disparities or divergences between young, middle-aged, and older workers. The study follows the precepts of the Job Demands-Control Model, the Job Characteristics Model, and Sefl-Determination Theory, with a sample of 35,727 observations from the European Working Conditions Survey 2021. A two-step process involving a t-test for independent samples and an ANOVA is used that attributes the appearance of anxiety to certain job profiles, the type of tasks and skills required, levels of autonomy, work-related outcomes, and relationships with others. There are significant differences between the three cohorts of workers, with middle-aged ones being linked to more factors of psychosocial risk. Several practical implications are presented that may help to achieve the Sustainable Development Goals SDG 3 (Well-being) and SDG 8 (Economic growth and decent work), with the consequent impact on the sustainability of employees and organizations.

Objectives: Negative workplace gossip is a common phenomenon in our everyday working life. Despite its prevalence, the interaction between negative workplace gossip and empowerment has received limited attention in the literature, particularly in terms of how to effectively address it. This study investigates the underlying effects of supervisor-rated negative workplace gossip on the relationship between employee-rated empowerment and supervisor-rated performance, mediated by employee-rated job crafting.

Theoretical framework: We drawing on Conservation of Resources theory to adopt a resource perspective and elucidate whether negative workplace gossip harms the empowerment-performance relationship.

Method: The survey method was used through a multiwave time-lagged and multisource design involving 132 matched employee-supervisor dyads.

Results/implications: Our findings reveal that negative workplace gossip negatively interacts with empowerment, resulting in a detrimental impact on individual performance. However, this effect is not enough to hinder job crafting. These results emphasize the critical importance of fostering job crafting, and particularly, crafting structural job resources, as a buffer against the harmful consequences of negative workplace gossip, offering theoretical and practical pathways for organizations.