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Search Results: 1 - 10 of 4969 matches for " Eva Garrosa "
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Neural Network Analysis of Nonlinear Effects of Hardiness on Burnout in Chinese Nurses  [PDF]
Felix Ladst?tter, Eva Garrosa, Junming Dai
Open Journal of Social Sciences (JSS) , 2014, DOI: 10.4236/jss.2014.25019
Abstract: Substantial research attention is evident in the hardiness and related literature concerning the topic of moderational effects of hardiness on work-related stressors and strains. In this research mostly linear methods have been used to analyze these moderational effects. However, it is not very likely that these effects are purely linear. The present study uses a neural network, a method which can model nonlinear relationships, to analyze the effects of hardiness. A cluster analysis of 268 Chinese nurses based on their self-ratings in the hardiness dimensions of commitment, challenge, and control was performed. Two groups of individuals were identified, consisting of (1) those who scored above average and (2), those who scored below average on all hardiness dimensions. On the basis of these clusters, a multi-layer neural network was used to analyze the data.
Salud laboral y bienestar: Incorporación de modelos positivos a la comprensión y prevención de los riesgos psicosociales del trabajo
Garrosa Hernández,Eva; Carmona Cobo,Isabel;
Medicina y Seguridad del Trabajo , 2011, DOI: 10.4321/S0465-546X2011000500014
Abstract: workers' positive personality variables have a crucial role in the development of personal resources which help workers to provide guidance to health and well-being, and optimum employment development. from this perspective we have exposed some of the most representative theories that try to offer an approximation and explanation of the mechanisms involved. potentially, we aim to explore and offer a general view on how organizational and personal strengths may have a conclusive linkage with productivity, creativity, and quality of work, that is, with the organizational results. from this configuration, we go beyond the classic line of occupational risks prevention trying to understand the organizational, work and personal factors that promote health and well-being in organizations, both for workers and the users of the service provided. as a final point, some examples are discussed which can help in the realization of good labour practices.
Salud laboral y bienestar: Incorporación de modelos positivos a la comprensión y prevención de los riesgos psicosociales del trabajo Occupational health and well-being: incorporation of positive models to the understanding and the prevention of psychosocial risk
Eva Garrosa Hernández,Isabel Carmona Cobo
Medicina y Seguridad del Trabajo , 2011,
Abstract: Las variables de personalidad positiva del trabajador tienen una función decisiva en el desarrollo de los recursos personales que ayudan a los trabajadores a orientarse a la salud y el bienestar, y al óptimo desarrollo laboral. Desde esta perspectiva, se trata de exponer algunas de las teorías más representativas que intentan ofrecer una aproximación y explicación de los mecanismos implicados e intervinientes. Potencialmente, se pretende explorar y ofrecer un recorrido sobre cómo los aspectos positivos organizacionales y personales pueden tener una vinculación concluyente con la productividad, creatividad, y calidad del trabajo realizado, esto es, con los resultados organizacionales. Desde esta configuración, se va más allá de la clásica línea de prevención de los riesgos laborales y se intenta comprender cuáles son los factores organizacionales, laborales y personales que promueven la salud y el bienestar en las organizaciones, tanto para los trabajadores como para los usuarios del servicio prestado. Por último, se muestran algunos ejemplos que desde estas perspectivas pueden contribuir en la realización de buenas prácticas laborales. Workers' positive personality variables have a crucial role in the development of personal resources which help workers to provide guidance to health and well-being, and optimum employment development. From this perspective we have exposed some of the most representative theories that try to offer an approximation and explanation of the mechanisms involved. Potentially, we aim to explore and offer a general view on how organizational and personal strengths may have a conclusive linkage with productivity, creativity, and quality of work, that is, with the organizational results. From this configuration, we go beyond the classic line of occupational risks prevention trying to understand the organizational, work and personal factors that promote health and well-being in organizations, both for workers and the users of the service provided. As a final point, some examples are discussed which can help in the realization of good labour practices.
The Experience of Work Engagement, Hardy Personality, Optimism and Subjective Well-Being among Nurses from China and Spain  [PDF]
Eva Garrosa, Felix Ladst?tter, Bernardo Moreno, Yiqun Gan, Isabel Carmona
Open Journal of Social Sciences (JSS) , 2014, DOI: 10.4236/jss.2014.25021
Abstract: Engaged nurses have a sense of energetic and effective connection with their work activities and they see themselves as fully capable of dealing with the demands of their job. To analyze the experience of work engagement, examining cross-national differences in Hardy Personality (HP), optimism and subjective well-being among nurses from China and Spain. Cross-cultural study with a sample with 154 nurses from Beijing (China) and 164 nurses from Madrid (Spain) who completed the Engagement, HP, Optimism and Subjective Well-Being (SWB) Scales. The data were analyzed using Pearson correlations, Student’s t-tests and hierarchical multiple regression. The personality characteristics in these countries are different, as are the variables that explain engagement. In both samples, the variable most closely associated with engagement is commitment. Optimism was another predictor, but subjective well-being was only a predictor for Spanish nurses. This study is a first approximation to understand the application of HP, optimism and subjective well-being as personal resources that affect the way in which nurses interact with their working environment and to improve engagement. Practical implications are discussed.
Terminal versus non-terminal care in physician burnout: the role of decision-making processes and attitudes to death
Bernardo Moreno Jiménez,Raquel Rodríguez Carvajal,Eva Garrosa Hernández,Ma. Eugenia Morante Benadero
Salud mental , 2008,
Abstract:
EL PROCESO DE BURNOUT Y EL VIH/SIDA: PRINCIPALES IMPLICACIONES EN LOS TRABAJADORES DE LA SALUD
Bernardo Moreno-Jímenez,Raquel Rodriguez-Carvajal,Lilian Velasco Furlong,Eva Garrosa Hernández
Revista Colombiana de Psicología , 2006,
Abstract: El síndrome de desgaste se ha identificado como un problema significativo en las profesiones asociadas con el cuidado de la salud; en particular, para quienes trabajan en cuidado crónico. El desgaste por el trabajo está conceptualizado como un tipo particular de estrés que ocurre primordiamente en contextos profesionales donde las demandas excesivas de trabajo, en especial las de naturaleza interpersonal, producen cansancio emocional crónico, despersonalización y reducen el sentido de logro personal explicando la mayoría de los problemas físicos y psicológicos en el trabajo. El tema de la quema en el trabajo en el área de las enfermedades asociadas con el SIDA se ha hecho cada vez más importante en la pasada década. Sin embargo, ha habido poca investigación sistemática en este campo. Este artículo es una revisión selecta de la literatura en más de 200 artículos sobre el síndrome en trabajadores de la salud que tratan pacientes con VIH/SIDA y que fueron publicados desde 1988. El propósito principal es proporcionar un marco teórico y un paradigma global del proceso de desgaste. Entre los procesos evaluados están los procesos, estresares, amortiguadores y las consecuencias del desgaste. El análisis muestra la presencia de inconsistencias metodológicas que han dificultado el desarrollo coherente en este campo específico y el establecimiento de programas efectivos de intervención
Evaluación del acoso psicológico en el trabajo: desarrollo y estudio exploratorio de una escala de medida
BERNARDO MORENO-JIMéNEZ,ALFREDO RODRíGUEZ-MU?OZ,MARIA EUGENIA MORANTE,EVA GARROSA
Universitas Psychologica , 2008,
Abstract: The present study shows the development and the factorial validation of the Mobbing at Work Questionnaire (MWQ), analyzing the internal structure of the questionnaire, as well as the internal consistency (Cronbach’s alpha) of its different scales and the structural interdependence between them. The questionnaire was completed by 103 Spanish employees of the Community of Madrid. Both exploratory and confirmatory factor analyses indicated that the three factor model of the MWQ provided a good fit to the data, with two indices (CFI and GFI) near 1,00 and the RMSEA and RMR below 0.05. Cronbach’s alphas were high for the different scales. The relations between them confirm the theoretical structure proposed in the questionnaire. Together, the three dimensions of the questionnaire were able to explain 72.6% of the variance. So far, present study shows that MWQ seems to be a valid and a reliable measure for mobbing.
Incivility and Sexual Harassment at the Workplace: Occupational Health Impact
Liliana Díaz G,Bernardo Moreno J,Eva Garrosa H,Julia Sebastián H
Revista Facultad Nacional de Salud Pública , 2011,
Abstract: In recent years, interest and research on workplace aggression have increased, since it is a serious occupational health problem with negative consequences for both employees and organizations. Objective: to analyze the relationships between different forms of workplace aggression (incivility and sexual harassment), counterproductive work behaviors, and job satisfaction. Methodology: a cross-sectional study, involving 460 employees from the services sector of Madrid, Spain. Self-report questionnaires were used to assess the employees’ potential exposure to workplace aggression, as well as their level of job satisfaction, and the manifestation of negative behaviors towards the organization. Results: a significant negative association was found between the studied forms of workplace aggression and job satisfaction. Likewise, a significant positive association between the forms of workplace aggression and counterproductive work behaviors was also found. Conclusions: workplace aggression may have negative consequences for a company. It can affect employee satisfaction and encourage counterproductive behaviors. Therefore, it is important, within the field of occupational health, to implement programs that prevent workplace aggression as well as clear intervention protocols to address it whenever it occurs.
Individual differences in energy-tension cycle and self-regulation of mood
Garrosa, Eva;Moreno-Jiménez, Bernardo;Benadero, María Eugenia Morante;Rodríguez-Carvajal, Raquel;
Psicologia em Estudo , 2008, DOI: 10.1590/S1413-73722008000100002
Abstract: the theory of mood proposed by thayer is examined in a sample of spanish psychology students (n = 176). results showed the existence of a circadian pattern of energy and tension levels, individual differences, such as gender, circadian type (morningness or eveningness), and some possible cross-cultural differences, though energy levels in american and spanish samples were similar. data also indicated differences in the assessment and interpretation of personal problems in relation to mood: according to energy level and mood, everyday problems and stress situations are interpreted in different ways. finally, the results showed different manners in which people regulate mood. implications for intervention and future research are discussed.
Emociones y salud en el trabajo: análisis del constructo "trabajo emocional" y propuesta de evaluación
Moreno-Jiménez,Bernardo; Gálvez Herrer,Macarena; Rodríguez-Carvajal,Raquel; Garrosa Hernández,Eva;
Revista Latinoamericana de Psicología , 2010,
Abstract: emotional labour (el) is a multidimensional concept, related to display positive and negative emotions, its variety and frequency, emotional requirements of job role, and to control the interaction process. these elements influence worker performance and psychological well-being. the aim of this research was to study and analysis the el construct and it multidimensional nature as well as to develop an instrument to assess not only the classical dimensions of it (i.e. emotional dissonance) but also organizational rules that regulate emotional requirements of job roles. results on spanish cashiers (n=458) shown excellent psychometric data on reliability, construct, and criteria validity. as regards criteria validity, results ratify previous data related to the relation between el and burnout.
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