Examinando por Autor "Pulido-Martos, Manuel"

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Authentic leadership and personal and job demands/resources: A person‑centered approach and links with work‑related subjective well‑being
(Springer, 2023) Pulido-Martos, Manuel; Cortés-Denia, Daniel; Luque-Reca, Octavio; Lopez-Zafra, Esther
The job demands-resources theory considers an open group of personal and job demands and resources. Thus, it allows us to include personal resources not yet covered (i.e., vigor at work) or less explored (i.e., emotional abilities), as well as personal demands not yet explored (i.e., overcommitment). Additionally, from this theory, it is proposed that leaders may influence employee wellbeing. Therefore, of particular interest is to analyze positive leadership styles, such as authentic leadership (AL). This study addresses three research objectives: 1) to identify profiles of employees from a person-centered approach, combining personal resources (self-perception of emotional abilities, vigor at work and self-efficacy) and personal demands (overcommitment) with job resources and demands; 2) to analyze the relation of the identified profiles with indicators of work-related subjective well-being; and 3) to acknowledge whether the AL style determines the pertaining to a profile probability. A large heterogeneous sample of Spanish employees (N = 968) responded to a questionnaire. Data were analyzed by adopting a person-centered approach using latent profile analysis. The results revealed five patterns of job and individual characteristics: Profile 5 (very low personal resources, and low job resources and demands); Profile 4 (low resources and high demands); Profile 3 (mid-level personal resources, high job resources and low demands); Profile 2 (high personal resources, mid-level job resources and high demands); and Profile 1 (high resources and low demands). Analyses showed that workers differed significantly in well-being depending on their profile membership, with Profile 1 having the highest well-being. Profiles that yielded the worst outcomes were Profile 4 and Profile 5, especially the latter. Finally, the results indicated that AL increased the probability that a profile would show a high well-being level.
Cultural Adaptation and Psychometric Properties of the Shirom-Melamed Vigor Measure (SMVM) with Workers in Spain
(SAGE Publications, 2019) Pulido-Martos, Manuel; Meléndez-Domínguez, Monserrat; Lopez-Zafra, Esther
Shirom’s (2003) proposal about engagement focuses on vigor. Under this approach, vigor is considered an affect that mediates the relationship between resources, behaviors and attitudes related to psychological functioning and health. It is important for occupational health professionals to have adequate measures of this construct. The Shirom-Melamed Vigor Measure (SMVM) was developed to capture this sense of energy comprising three components (physical strength, emotional energy and cognitive liveliness). In the absence of a Spanish version of the SMVM, our aim is to perform a cultural adaptation and to further analyze its psychometric properties. In Study 1, we culturally adapt the SMVM in Spanish samples. It incorporates a careful development of a three-step procedure according to the International Test Commission (ITC) and qualitative analyses to ensure a consensus version. Twenty-six individuals were involved. In Study 2, the responses of 203 workers from different organizations show the validity and reliability of the instrument. Confirmatory factor analyses (CFA) yield a model with three interrelated dimensions showing good fit indices. Furthermore, concurrent validity is demonstrated. Finally, we discuss the usefulness of the SMVM for occupational health professionals.
Data set of "Erudit AI SaaS: an artificial intelligence tool that uses RoBERTa to classify the level of employee engagement in companies"
(2025-04-07) García-Navarro, Claudia; Reyes-Martínez, Ricardo Michel; Pulido-Martos, Manuel
Does authentic leadership promote higher job satisfaction in public versus private organizations? Exploring the role of vigor and engagement
(Elsevier, 2023-01-10) Cortés-Denia, Daniel; Luque-Reca, Octavio; Lopez-Zafra, Esther; Pulido-Martos, Manuel
Background: Several studies have suggested that leaders showing high levels of authentic leadership increase workers’ overall job satisfaction, which is composed of different aspects with some distinctions among them. Furthermore, the implication of affective and motivational variables, such as vigor and engagement at work, respectively, have not been jointly considered for analysing the differences and similarities between public and private organizations. Thus, this study aims to analyze whether vigor at work and engagement at work play a mediating role between authentic leadership and different aspects of job satisfaction, considering both public and private organizations, to propose a trans-organizational model. Method: In this cross-sectional and cross-sectoral study, 1029 workers in private (n = 619) and public (n = 410) organizations from Spain participated completing a questionnaire. Results: Structural equation modelling was used to perform a multigroup mediation analysis (public versus private organizations) in which the invariance between groups was previously explored. The model showed a good fit to the data in which authentic leadership affected the dimensions of job satisfaction both directly and indirectly (through vigor at work and engagement). However, authentic leadership had a greater positive effect on vigor at work for private organizations; whereas work engagement was not significantly related to the job satisfaction dimension related to legal aspects for public organizations. Conclusion: The vigor at work and work engagement were important variables to explain the authentic leadership-job satisfaction relationship in both private and public organizations. Nevertheless, the relationship between work engagement and the dimensions of job satisfaction was different for both organizations.
Does transformational leadership predict group emotional intelligence in work settings? / ¿Es el liderazgo transformacional un predictor de la inteligencia emocional grupal en los contextos laborales?
(Taylor & Francis, 2017) López-Zafra, Esther; Pulido-Martos, Manuel; Berrios-Martos, María Pilar; Augusto-Landa, José María
Contagion of emotions is a widely accepted characteristic of transformational leaders. However, the impact they may have on the Emotional Intelligence of their subordinates is an open question. In this paper, we analyse whether Transformational Leadership (LTF) perceptions influence the Emotional Intelligence of their groups (GEI). This is a novel approach within the actual interest on emotional intelligence and its role in group results. The participants were 272 subordinates from 52 groups that belonged to different private and public organizations in Spain. They completed a questionnaire including the variables of interest. Our study helps to clarify the relations between TFL perceptions and GEI, showing that TFL and GEI relate at the group level and that TFL is one of the predictors of the perception of GEI in work settings. Thus, the development of emotionally competent transformational leaders will produce emotionally competent groups that might increase their performance, efficiency and other processes (i.e., engagement).
Effects of vigor at work and weekly physical activity on job stress and mental health
(Nature Research, 2022-09-26) Cortés-Denia, Daniel; Isoard-Gautheur, Sandrine; Lopez-Zafra, Esther; Pulido-Martos, Manuel
This study explores the role of personal resources, specifically vigor at work (a positive affect generated by the ongoing interactions in the workplace) and weekly physical activity (PA), in the stress-mental health relationship, given the positive relationships found between PA and levels of vigor experienced on health. Thus, we hypothesized that vigor at work would mediate the relationship between job stress and workers' mental health, whereas weekly PA would moderate the relationship between stress and vigor at work. Five hundred and twenty-seven workers completed self-report scales for stress, weekly PA, vigor at work, and mental health. The results showed that vigor at work was related to better mental health, whereas stress was related to high psychological problems and low vigor at work. The interaction between stress and weekly PA on vigor was significant, indicating a counterproductive effect of weekly PA. Specifically, the negative relationship between stress and vigor at work was greater when doing weekly PA. In this vein, high levels of weekly PA would not have a favorable impact when workers experience high levels of stress, consuming part of vigor at work and reducing the positive effect of vigor at work on mental health by coping with stress.
Measurement invariance across gender and age in the Connor-Davidson Resilience Scale (CD-RISC) in a Spanish general population
(Springer, 2020) Pulido-Martos, Manuel; Fernández-Sánchez, María Dolores; Lopez-Zafra, Esther
Purpose This study examines the adjustment of different equivalent measurement models for the factorial structures of the Connor–Davidson Resilience Scale (CD-RISC), which have shown a good fit to data from the general population. Furthermore, we examine measurement invariance (MI) based on gender and age. Method A total of 1011 Spanish individuals (52.40% female) completed the CD-RISC. Results The results indicated that the 10-item single-factor model was the only model that fit the data. Significant latent mean differences showed that the levels of resilience among women were significantly lower than those among men. Regarding age, uniform MI was confirmed, showing the homogeneity of the population. Conclusions Our exhaustive review of the extant published studies that address factor analyses and gender and age differences demonstrates that the results vary greatly. Furthermore, our model test comparison finds that the 10-item model is the best in the Spanish population. Moreover, men show higher resilience than women, while age is not a decisive variable, most likely showing that life events are more important than these demographic variables.
Objective and subjective measures of physical functioning in women with fibromyalgia: what type of measure is associated most clearly with subjective well-being?
(Taylor and Francis Group, 2021) Munguía-Izquierdo, Diego; Pulido-Martos, Manuel; Acosta-Manzano, Francisco; Acosta-Manzano, Pedro; Gavilán-Carrera, Blanca; Rodriguez-Ayllon, María; Geenen, Rinie; Delgado-Fernández, Manuel; Álvarez-Gallardo, Inmaculada; Segura-Jiménez, Víctor; Walitt, Brian; Estévez-López, Fernando
Purpose: To find modifiable factors that are related to subjective well-being would be valuable for improving interventions in fibromyalgia. Physical activity, sedentary behaviour, and physical fitness may represent potential areas to optimize treatment regimens. In fibromyalgia, there is a discordance between clinical observations and patient-reported outcomes (objective and subjective assessments). Therefore, the present study aims at analyzing the associations of objective and subjective evaluations of physical activity, sedentary behaviour, and physical fitness with subjective well-being and determine if and how objective and subjective associations differ. Methods: In this population-based cross-sectional study participated 375 women with fibromyalgia from the al- Andalus project (Spain). Physical activity, sedentary behaviour, and physical fitness were objectively (accelerometers and performance testing) and subjectively (questionnaires) measured. Participants selfreported their levels of positive affect, negative affect, and life satisfaction. Results: In the most conservative multivariate analysis, we found independent associations of the objective measures of physical activity with positive affect and life satisfaction and sedentary behaviour with positive affect. No such relationship was seen with subjective measures of the same behaviours. Moreover, we observed that objective and subjective physical fitness evaluations were independent of each other related to subjective well-being. Conclusions: Independent associations of the objectivemeasures (but not the subjective assessments) of physical activity with positive affect and life satisfaction, and of sedentary behaviour with positive affect were observed. However, objective measures and subjective appraisals of physical fitness appear to be independently related to well-being,which should be consideredwhen developing physical exercise interventions for fibromyalgia.
El papel de la inteligencia emocional sobre la calidad de vida en mayores institucionalizados
(Jaén : Universidad de Jaén, 2015) Luque-Reca, Octavio; Pulido-Martos, Manuel; Augusto-Landa, José María; Universidad de Jaén. Departamento de Psicología
[ES] El presente trabajo de tesis doctoral se centra en el estudio de la contribución que la inteligencia emocional (IE) es capaz de realizar a la calidad de vida de las personas mayores institucionalizadas en residencias, colectivo cada vez más representativo en la sociedad y sobre el que no se han realizado estudios en el campo de la IE. Los tres artículos de investigación que forman parte de esta tesis, identifican una serie de variables individuales relacionadas con la habilidad de procesamiento emocional de los mayores con capacidad para incidir positivamente en la vida de éstos, más allá de variables sociodemográficas y de personalidad. Por vez primera, se obtiene evidencia, empleando tanto las extendidas medidas de autoinforme como las más recientes y objetivas medidas de ejecución o habilidad, de la capacidad predictiva que posee la IE sobre diversas variables de salud, bienestar y calidad de vida en mayores institucionalizados.
Physical and psychological health relations to engagement and vigor at work: A prismacompliant systematic review
(Springer, 2023) Cortés-Denia, Daniel; Lopez-Zafra, Esther; Pulido-Martos, Manuel
Positive occupational health psychology emphasizes the need to analyze variables that promote workers’ health. From this perspective, work engagement is a positive emotional-motivational state in employees, and vigor at work is a positive affective response to continuous interactions among different elements of the work environment. Despite the relation of both constructs to health implications, the ways in which they are related to different health categories (psychological health, psychological disorder symptoms, physical health, health-related behavior and overall health) may vary. Given that they are different constructs, they could affect health in different ways. Thus, we undertake a PRISMA-compliance systematic review to analyze the possible differing impact of work engagement and vigor at work on workers’ health. The search, drawn from four electronic databases, was refined and 70 papers on work engagement and 9 papers on vigor at work were finally analyzed. The results show that both constructs are relevant in health, implying improvements in all categories, except for the psychological disorder symptom in which no vigor studies were found. However, the influence of both constructs is different. Specifically, vigor at work has greater involvement in physical health, leading to lower high-sensitivity C-reactive protein levels, fibrinogen levels, hyperlipidemia risk, diabetes mortality risk and physical symptoms, as well as health-related behavior, leading to less insomnia, more physical activity and more physical exercise. Work engagement is mostly related to psychological health, leading to improved well-being and life satisfaction as well as a lower risk of suffering from stress, anxiety, depression, fatigue and psychological tension.
Social support and emotional intelligence as protective resources for well-being in Moroccan adolescents
(Frontiers Media, 2019-07-10) Lopez-Zafra, Esther; Ramos-Álvarez, Manuel Miguel; El Ghoudani, Karima; Luque-Reca, Octavio; Augusto-Landa, José María; Zarhbouch, Benaissa; Alaoui, Smail; Cortés-Denia, Daniel; Pulido-Martos, Manuel
This study aimed to test a structural model to examine the protective role of psychosocial variables, such as social support, emotional intelligence and their interaction, on the cognitive dimension of subjective positive well-being (life satisfaction) and negative well-being (depression) in Moroccan adolescents. The participants consisted of 1277 students (571 men, 694 women and 12 missing values) with a mean age of 16.15 years (SD = 2.22; range = 9 to 23) who attended 26 public schools in different territories of Morocco. These students were in secondary education (n = 893) and high school (n = 378) (6 missing values). The scales for measuring the variables of interest had to be adapted and validated as a previous step for the further proposal of a model of relations. Statistical analyses were conducted using structural equation modeling (SEM) to test the proposed model. The model that optimally adjusted the data confirmed the protective role of social support in the well-being of Moroccan adolescents. Consistent with previous studies, social support was directly related to well-being. However, it also modulated levels of satisfaction with life. Likewise, the inclusion of emotional intelligence as an additional protective factor contributed to the explanation of the well-being mechanisms in adolescents. In addition to direct associations with the levels of social support, satisfaction with life and depression (negative in the latter case), emotional intelligence participated in a complex chain affecting life satisfaction and life satisfaction affecting depression. Moreover, the interaction of emotional intelligence with social support was confirmed to determine levels of life satisfaction in adolescents. Specifically, social support multiplied the effects of the relationship between satisfaction with life and emotional intelligence in cases of moderate and high levels in Moroccan adolescents. This study fills a gap in the literature by adapting and further analyzing several scales with Moroccan samples of adolescents and by proposing and verifying a relational model that can help researchers and teachers to more precisely clarify these relations according to their context. The enhancement of protective factors, such as social support and emotional intelligence, will promote healthy youth development, thus creating healthier societies in the future.
Socioemotional resources and mental health in Moroccan adolescents: A person-centered approach
(Frontiers Media, 2022-02-25) Pulido-Martos, Manuel; Cortés-Denia, Daniel; El Ghoudani, Karima; Luque-Reca, Octavio; Lopez-Zafra, Esther
Mixture modeling technics are not the one and only to perform person-centered analyses, but they do offer the possibility of integrating latent profiles into models of some complexity that include antecedents and results. When analyzing the contribution of socioemotional resources to the preservation of mental health, it is the variable-centered approaches that are the most often performed, with few examples using a person-centered approach. Moreover, if the focus is on the Arab adolescent population, to our knowledge, there is an absence of such studies. This study aims to extend the research about socioemotional resources by examining: (1) if distinguishable profiles can be identified based on scores about perceptions of different emotional abilities and levels of social support from different sources (e.g., parents, friends, and teachers/counselors); (2) if the identified profiles relate to mental health indicators, such as depression levels and health-related quality of life (HRQoL); and (3) to acknowledge if sociodemographic variables such as age or gender and positive self-views (self-esteem) ascertain the probability of pertaining to the identified profiles. The study was carried out on a large sample of Moroccan adolescents (N = 970). We adopted a person-centered approach using latent profile analysis (LPA) to establish whether different socioemotional resources profiles (e.g., emotional intelligence and social support) are present in Moroccan adolescents. Furthermore, we investigated the role of sociodemographic variables and self-esteem as antecedents of these profiles and the association of these profiles with mental health (depression and HRQoL). Results from LPA revealed three patterns of socioemotional resources (i.e., latent profiles): (1) “High socioemotional resources” (43.09%); (2) “Moderate socioemotional resources” (42.68%); and (3) “Low socioemotional resources” (14.23%). Analyses showed that Moroccan adolescents differed significantly in depression (cognitive-affective and somatic dimensions) and HRQoL depending on the profile membership. Profiles with higher levels of resources contributed positively to preserving mental health. Finally, the results show that self-esteem boosted the probability of pertaining to the profiles related to better mental health. Thus, this study extends previous research about socioemotional resources, highlighting that researchers and health professionals should consider empirically identified profiles of adolescents when explaining mental health outcomes. Therefore, the psychological intervention should be focused on enhancing the self-esteem of adolescents, to favor a high socioemotional resource profile, which results in better mental health.
Teleworking in times of COVID-19: Effects on the acquisition of personal resources
(Frontiers Media, 2021-06-23) Pulido-Martos, Manuel; Cortés-Denia, Daniel; Lopez-Zafra, Esther
The COVID-19 pandemic has forced many employees to introduce different degrees of teleworking, leading to a transformation of the psychosocial work environment. In this study, we analyzed whether the relationship between a labor resource, social support, and a personal resource, vigor at work, is affected by the work modality (face-to-face, hybrid that includes face-to-face work and telework time, and telework caused by the current pandemic situation). Five hundred and forty-three employees answered an online questionnaire about their perceptions of the levels of social support, vigor experienced in the last month, and work modality. Seniority in the organization and the gender of the employees were controlled for. The model fit was significant [F(7, 535) = 20.816, p < 0.001], accounting for 21% of the variation in vigor (R2 = 0.21). The interaction was also significant [F(2, 535) = 4.13, p < 0.05], with an increase of 1% in the explanation of the variance in vigor at work (ΔR2 = 0.01). Differences were found in the positive relationship between levels of social support and vigor at work, among the face-to-face and telework modalities (hybrid and telework), but not between teleworking modalities. As a result, we posit that the different forms of telework moderate (buffer) the relationship experienced between labor resources (social support) and personal resources (vigor at work). This implies that, for the design of teleworking conditions, it is necessary to provide work resources similar to those in face-to-face settings, such as social support.
The female advantage in team dynamics: The role of genuine emotional displays.
(Elsevier, 2024-12) Gartzia, Leire; Berrios-Martos, María Pilar; Aramburu, Nekane; Pulido-Martos, Manuel
While the “female advantage” is a well-studied phenomenon, its incidence and effects remain a focus of much debate. In particular, with the growing relevance of teamwork and genuine affective exchange processes in team dynamics, a better understanding of multilevel effects of gender in team processes and outcomes is needed. Drawing from research in team configurations and dynamics explaining how inputs (e.g., team composition) can influence team processes (e.g., emotional exchange) that subsequently affect team outcomes (e.g., performance), we examine mediating effects of deep acting as a gendered group emotional mechanism, assuming it is more prevalent in female-dominated teams. 437 employees working in 92 teams responded to measures of emotional labor and performance. Employees were nested in teams, and data were analyzed using multilevel structural equation modelling. Mediation analyses showed that proportions of women are associated with higher team-level deep acting and subsequent team performance. Findings are discussed in terms of how organization theories could be strengthened by making visible gendered dynamics of shared emotional exchange processes and their effects in team performance, liberating genuine emotional responses among all team members.
The study of engagement at work from the artificial intelligence perspective: A systematic review
(Wiley, 2024) García-Navarro, Claudia; Pulido-Martos, Manuel; Pérez-Lozano, Cristina
Engagement has been defined as an attitude toward work, as a positive, satisfying, work-related state of mind characterized by high levels of vigour, dedication, and absorption. Both its definition and its assessment have been controversial; however, new methods for its assessment, including artificial intelligence (AI), have been introduced in recent years. Therefore, this research aims to determine the state of the art of AI in the study of engagement. To this end, we conducted a systematic review in accordance with PRISMA to analyse the publications to date on the use of AI for the analysis of engagement. The search, carried out in six databases, was filtered, and 15 papers were finally analysed. The results show that AI has been used mainly to assess and predict engagement levels, as well as to understand the relationships between engagement and other variables. The most commonly used AI techniques are machine learning (ML) and natural language processing (NLP), and all publications use structured and unstructured data, mainly from self-report instruments, social networks, and datasets. The accuracy of the models varies from 22% to 87%, and its main benefit has been to help both managers and HR staff understand employee engagement, although it has also contributed to research. Most of the articles have been published since 2015, and the geography has been global, with publications predominantly in India and the US. In conclusion, this study highlights the state of the art in AI for the study of engagement and concludes that the number of publications is increasing, indicating that this is possibly a new field or area of research in which important advances can be made in the study of engagement through new and novel techniques.
Transformational leadership and emotional intelligence: allies in the development of organizational affective commitment from a multilevel perspective and time-lagged data
(Springer, 2024) Pulido-Martos, Manuel; Gartzia, Leire; Augusto-Landa, José María; Lopez-Zafra, Esther
In the business context, models are needed to facilitate our understanding on the emergence of processes that transcend the individual level. In the case of affective organizational commitment, such models are even more necessary, due to the benefits associated with affective organizational commitment at the organizational level. From a time-lagged multilevel perspective, a model to explain the emergence of affective organizational commitment was tested by integrating the contribution of group processes. In this study, at two time points, 63 work teams from different organizations and sectors in Spain (n = 233 employees) were evaluated for transformational leadership, workgroup emotional intelligence and affective organizational commitment. The data were analyzed by a multilevel structural equation modelling (MSEM). The results showed that supervisors’ transformational leadership style to both directly and indirectly (through workgroup emotional intelligence levels) mediates the development of affective organizational commitment at the individual level. The results are replicated at the team level but a direct relationship between transformational leadership and affective organizational commitment was not found. In conclusion, the results of this multilevel analysis of the relationships between transformational leadership, workgroup emotional intelligence, and affective organizational commitment contribute to the development of so-called “hybrid theories of homology” in the search for the generalization of relationships between variables across levels.
Vigor at work mediates the effect of transformational and authentic leadership on engagement
(Nature, 2022-10-12) Lopez-Zafra, Esther; Pulido-Martos, Manuel; Cortés-Denia, Daniel
Several studies have posited that authentic leadership (AL) and transformational leadership (TFL) imply ethical behaviour that can mitigate tendencies towards low engagement at work. However, there is a lack of studies analysing, for the same sample, the effect of both styles as a job resource and their effects on employees’ engagement as a means of facilitating their work goals and reducing their job demands. This study addresses this shortcoming by analysing the relations of both leadership styles to vigor, an affective construct, and engagement at work, a motivational outcome. Moreover, the possible mediation effect of vigor at work on the relationship between both leadership styles and engagement is considered. Finally, we explore the differential contributions of both styles to employees’ resources. A sample of Spanish employees (N = 215; 48.8% female) under the supervision of a direct leader responded concerning the TFL and AL of their closest supervisor and their own vigor at work and engagement. Our results show that vigor increases the effect of both leadership styles on engagement. Moreover, TFL, to a greater extent than AL, relates to higher engagement. Thus, vigor as an affective dimension mediates the effect of positive leadership on engagement. This study considers, for the same sample, the effects of two related, albeit different, leadership styles. The results indicate that AL and TFL are positively perceived by employees as creating a climate of energy that acts as a resource (both organizational and personal). Practitioners could enhance employees’ vigor at work and engagement by promoting these two leadership styles.

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Examinando por Autor "Pulido-Martos, Manuel"