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The purpose of this paper is to assess the impact of the interaction effect of work conditions including work overload, emotional demands, social support and self-development opportunities on work engagement within the framework of the job demands-resource model.

A total of 481 registered nurses in Uruguay participated in this study. A series of multiple structural equations modelling analyses were used to examine the interaction hypotheses and their effect on work engagement.

Three out of four two-way interactions presented significant effects, showing that social support mitigated the negative effects that emotional demands and work overload have on work engagement. However, self-development opportunities only moderated the effect of emotional demands on work engagement, but did not relieve the effects of work overload.

The study only considered two demands and two resources to test for interactions. Inclusion of other work characteristics as well as personal resources could provide a better understanding of the relationships within an organisation.

The importance of developing a pool of resources in order to increase nurses’ work engagement and buffer the increasing demands of healthcare professionals is discussed.

The findings provide evidence of the impact of the interaction of job demands and job resources in the development of work engagement in Uruguay. Additionally, the results emphasise the importance of identifying relevant work conditions that contribute to sustaining work engagement in the nursing profession in Latin-American countries.

Este estudio tuvo como objetivo evaluar el impacto del efecto de interacción de condiciones laborales, incluyendo sobrecarga de trabajo, demandas emocionales, soporte social y oportunidades de desarrollo personal sobre el engagement laboral usando el modelo de las demandas y recursos laborales (DLR).

Un total de 481 enfermeras registradas en Uruguay participaron en este estudio. Se utilizaron análisis de modelos de ecuaciones estructurales para examinar las hipótesis de interacción y su efecto sobre el compromiso.

Tres de las cuatro interacciones presentaron efectos significativos, mostrando que el soporte social mitiga el efecto negativo de las demandas emocionales y la sobrecarga laboral sobre el engagement. Sin embargo, oportunidades de desarrollo personal solo moderó el efecto de las demandas emocionales sobre el engagement, pero no disminuyó los efectos de la sobrecarga laboral.

Solo se consideraron dos demandas y dos recursos para evaluar las interacciones. La inclusión de otras características laborales, así como recursos personales, podría proveer una mejor comprensión de las relaciones entre las diferentes variables en una organización.

La importancia de desarrollar un conjunto de recursos para aumentar el compromiso laboral y mitigar el efecto de las demandas laborales en los profesionales de salud es discutida.

Los hallazgos proveen evidencia del impacto de las interacciones de demandas y recursos laborales y el desarrollo de engagement en Uruguay. Adicionalmente, los resultados enfatizan la importancia de identificar condiciones laborales relevantes, que contribuyen al desarrollo y mantenimiento del compromiso en la profesión de enfermería en países latinoamericanos.

This study aims to propose a model to examine the relationship between authentic leadership (AL), civility and burnout among health-care employees. This model proposes that civility mediates the relationship between AL and burnout.

Data were collected from 360 (72% response rate) registered health-care employees working in two large public hospital centers in Lisbon, Portugal. The sample was predominantly female (79.4%). The instruments used to measure the variables were the AL inventory, workplace civility scale and Maslach Burnout Inventory-General Survey. Hayes’ PROCESS macro for mediation analysis in SPSS was used to test the hypothesized model.

The results suggest that AL has a positive direct effect on civility, adding to the negative effect of the aforementioned variables on burnout. Furthermore, civility was found to have a mediating effect on AL and burnout.

This study may be useful for hospital management and the health-care sector as a whole, underlining the importance of AL and civility in preventing detrimental effects of burnout among health-care employees.

Considering that mainstream literature on AL mainly focuses on nurses, there is a scarcity of literature integrating the relationship between AL, civility and burnout among a wide range of occupational groups in the health-care sector. Furthermore, the research model has not been previously introduced when considering the mediating role of civility in the relationship between AL and burnout.

Este estudio propone un modelo para examinar la relación entre el liderazgo auténtico, la civilidad y el burnout entre los trabajadores de la salud. Este modelo plantea que la civilidad media la relación entre el liderazgo auténtico y el burnout.

Se recopilaron datos de 360 trabajadores de salud registrados (tasa de respuesta del 72%) que trabajan en dos grandes centros hospitalarios públicos en Lisboa, Portugal. La muestra fue predominantemente femenina (79,4%). Los instrumentos utilizados para medir las variables fueron el Inventario de Liderazgo Auténtico, la Escala de Civilidad de Trabajo y el Inventario de Burnout de Maslach. Se utilizó el macroproceso de Hayes para el análisis de mediación en SPSS para probar el modelo hipotetizado.

Los resultados sugieren que el liderazgo auténtico tiene un efecto directo positivo en la civilidad, sumándose al efecto negativo de las variables mencionadas anteriormente en el burnout. Además, se encontró que la civilidad tiene un efecto mediador en el liderazgo auténtico y el burnout.

Este estudio puede ser útil para la gestión hospitalaria y el sector de la salud en su conjunto, destacando la importancia del liderazgo auténtico y la civilidad para prevenir los efectos perjudiciales del burnout entre los trabajadores de la salud.

Dado que la literatura predominante sobre el liderazgo auténtico se centra principalmente en las enfermeras, existe una escasez de literatura que integre la relación entre el liderazgo auténtico, civilidad y el burnout en una amplia gama de grupos ocupacionales en el sector de la salud. Además, el modelo de investigación no se ha presentado previamente al considerar el papel mediador de la civilidad en la relación entre el liderazgo auténtico y el burnout.

O presente estudo propõe um modelo para análise da relação entre liderança autêntica, civilidade e burnout entre profissionais de saúde. O modelo propõe civilidade como mediadora na relação entre liderança autêntica e burnout.

Os dados foram recolhidos de 360 (com taxa de resposta de 72%) funcionários registados do sistema de saúde em dois centros hospitalares de Lisboa, Portugal. A amostra foi predominantemente feminina (79,4%). Os instrumentos usados para medir as variáveis foram Authentic Leadership Inventory, Escala de Civilidade no Trabalho e Maslach Burnout Inventory-General Survey. O modelo proposto foi testado fazendo uso da macro Hayes PROCESS para análise de mediação no SPSS.

Os resultados sugerem que a liderança autêntica tem um efeito positivo direto na civilidade, além do efeito negativo no burnout. Adicionalmente, verificou-se um efeito mediador da variável civilidade nas variáveis liderança autêntica e burnout.

Este estudo pode ser útil a administradores hospitalares e gestores no sector da saúde em geral, sublinhando a importância da liderança autêntica e civilidade na prevenção dos efeitos prejudiciais do burnout em profissionais de saúde.

Considerando que a literatura prevalente sobre liderança autêntica foca maioritariamente enfermeiros, existe uma escassez de estudos que integram liderança autêntica, civilidade e burnout num amplo espetro de grupos profissionais no setor da saúde. Adicionalmente, o modelo de investigação considerando o papel mediador da civilidade na relação entre liderança autêntica e burnout não foi introduzido.

The purpose of this study is to examine the effects of colleague and supervisor support on work engagement, examining the mediating role of possibilities for professional development in a healthcare setting.

A cross-sectional survey design was used. A sample of 253 Colombian nurses from a private hospital completed a series of questionnaires.

According to the results, support from both colleagues and supervisors influences the work engagement of healthcare personnel. This research provides evidence about how to encourage work engagement in nursing staff through an adequate environment characterized by support and opportunities for career advancement.

In this study, a cross-sectional design was used; therefore, the generalization is limited, and it is not possible to infer causality.

Providing certain conditions can promote not only work engagement with its desirable effects, but it may also mitigate the burden of a complex environment such as healthcare.

El propósito de este estudio es examinar los efectos del apoyo del colegas y supervisores sobre el compromiso laboral, examinando el rol mediador de las posibilidades de desarrollo profesional en un contexto de salud.

Se utilizó un diseño transversal. Una muestra de 253 enfermeras colombianas de un hospital privado completaron una serie de cuestionarios.

De acuerdo con los resultados, el apoyo tanto de los compañeros como de los supervisores influye en el compromiso laboral del personal de enfermería Esta investigación proporciona evidencia sobre cómo fomentar la participación laboral en el personal de enfermería a través de un entorno adecuado caracterizado por el apoyo y las oportunidades para el desarrollo profesional.

proporcionar ciertas condiciones puede promover no solo el compromiso laboral con sus efectos deseables, sino que también puede mitigar la carga laboral de un entorno complejo como lo es el de atención en salud.

En este estudio se utilizó un diseño transversal, por lo que la generalización es limitada y no es posible inferir causalidad.

This study examines the cost-effectiveness of reintegrating ex-combatants from armed groups in Colombia. After an ethnographic exploration of the challenges of reintegration that ex-combatants face, I evaluate the cost-effectiveness of the reintegration program operated by the Agency for Reincorporation and Normalization (Agencia para la Reincorporación y la Normalización, ARN), the government agency that handles the reintegration of ex-combatants from all armed groups in Colombia. I analyze the agency's approaches (past, current, and proposed) toward reintegrating ex-combatants from various armed groups, comparing the financial costs against outcomes. The ARN has been successful at achieving two of its primary goals: minimizing recidivism and maximizing employment of ex-combatants. Only 10% of ARN program participants rejoin criminal groups and 93% find employment across both the formal and informal sectors (informal employment is widespread in Colombia and Latin America). The ARN has been unsuccessful at providing adequate security for ex-combatants. Approximately 6% of ex-combatants enrolled in the ARN program have been murdered since 2001: approximately 3,000 program participants have been assassinated. Next, I evaluate the cost-effectiveness of both the ARN's overall program and its outcome across different regions and demographics of the participant population. Finally, I suggest ways that other countries facing the challenge of reintegrating populations of ex-combatants can learn from the Colombian experience, as well as ways that Colombia can improve its own reintegration cost-effectiveness.

Although “satisfaction” is not easy to define, excellence in health care is impossible without professional/patient satisfaction, so this paper aims to report on a pilot study designed in order to evaluate the degree of nursing staff satisfaction with the implementation of measures to improve quality of care.

The project consisted of several phases: writing protocols of care; training of nursing staff in their management; and a cross‐sectional study to evaluate nursing staff satisfaction with them. The design of the survey consisted of a 16‐item Likert scale, which had to be auto filled. A factorial analysis to simplify and validate the tools was used, using statistical analyses with SPSS software 8.0.

The results are applicable to young small oncological units with high degree of variability in patient care. The study showed that nursing staff satisfaction with new improvement measures taken improves safety and finally quality of care.

The study obtained four dimensions (D) explaining 100 percent of variance. Each dimension with several items: D1: “Nursing job quality” explaining 48.4 percent of variance; D2: “Satisfaction with the knowledge”; D3: “Nursing job feelings/perceptions”; D4: “Nursing communication with doctors/patients”. It provided a direct point of view of each nurse, knowledge about problems encountered daily and demonstration of how a simple/convenient method is useful to engage the staff in decision‐making‐process and implementation of new strategies or to promote the integration of basic aspects of health management in daily clinical practice.

This is the first study evaluating nursing staff satisfaction with new improvement measures taken in a small medical unit, aiming at quality of care benefits. Very promising results were obtained although the sample size was small.

This paper aims to study the influence of leisure-time physical activity on depression crises and the difficulty in performing light household tasks.

A population-based cross-sectional study was conducted using data from the 2020 European Health Survey in Spain. A total of 1,076 individuals diagnosed with depression were selected. ANOVA, chi-square, Fisher’s exact test and Mann–Whitney U test were applied, and a simple moderation analysis was conducted using the SPSS PROCESS 4.0 macro.

Women had higher percentages of some or much difficulty in performing domestic activities (p = 0.007). Differences were found between experiencing a crisis in the past 12 months versus not having one (p < 0.001): less physical activity was performed, perceived health was worse and difficulty in performing domestic activities increased. The moderation analysis confirmed the moderating effect of physical activity on the relationship between experiencing a crisis and having difficulty with domestic activities (p = 0.017).

The usual limitation of descriptive cross-sectional studies, which cannot establish causal relationships, must be added to low sample sizes in some categories.

The analysis with gender differentiation, promoting gender-specific adapted practices, considering age and personal circumstances of the patient, appropriate exercise prescription, as well as its evaluation and follow-up, are areas where specialist nurses need to delve deeper to enhance the quality of care.

Leisure-time physical activity moderates the relationship between experiencing a crisis and having difficulty with light household tasks: those who engage in occasional physical activity have less difficulty compared to those who do not engage in it.

This paper aim to analyse the motives behind the commitment of nurses to their profession despite their intense job duties during the COVID-19 pandemic.

The empirical sample comprises of 35 semi-structured interviews with public sector hospital nurses in under-researched contexts of Egypt and Peru.

Three types of motives were found to play a critical role in nurses’ commitment to their profession despite the difficulties associated with extreme work conditions. These factors include cultural (religious values, governmental coercion), contextual (limited education, organisational support) and personal (good nurse identity, submissive nature) dimensions.

This paper is one of the pioneering works to link existing literature streams on career commitment, extreme jobs, extreme context and management under disruptions (particularly COVID-19) by analysing these aspects in the under-researched Peruvian and Egyptian contexts.

Given that the incidence of coronavirus disease 2019 (COVID-19) varies greatly between countries, it becomes relevant to explore self-initiated expatriate (SIE) health workers' perceptions of home vs host country safety during a global pandemic. Thus, the paper aims to study the effects of COVID-19 on the expatriation experience of Spanish SIE nurses in Germany, focussing on perceptions of home and host country safety as push/pull forces on their intentions to repatriate or stay.

Semi-structured interviews (n = 10) were conducted with Spanish SIE nurses in Germany between April/June 2020 followed by instant messaging interactions with the same participants in October/November 2020. Data analysis was assisted by NVivo software.

Overloaded by information from social networks about the impact of COVID-19 in Spain compared with the situation in Germany, Spanish SIE nurses had exacerbated feelings of stress, and some reported having experienced guilt for not being in their home country. Nevertheless, the contrasting impact and management of the crisis and its relative effect on health workers and the larger society in Spain and Germany reinforced the nurses' intention to stay in Germany.

The research offers insights to organisations and public authorities involved with providing support to SIEs during crises, highlighting the implications of SIEs' social networks and dual allegiance to home and host countries during a global health emergency.

The study contributes to the growing literature on SIEs, whilst adding to the research on expatriates' well-being and safety during crises.

Workplace spirituality is presently a prominent research topic and is gaining recognition and importance among industry professionals and academicians. Workplace spirituality is defined as a sense of community, meaningful work and organizational values. The purpose of this research paper is to investigate the relationship between workplace spirituality and mental health, wherein employee engagement is considered as a mediator. Furthermore, this study examines the mediating role of employee engagement in the relationship between organizational justice and mental health.

Data were gathered from 344 information technology professionals working in India. Structural equation modelling was used to evaluate the model fit of workplace spirituality and its relationship to employee engagement, organizational justice and mental health.

The results revealed that workplace spirituality and organizational justice significantly and positively predict employee engagement, which is significantly related to employee mental health. The results also revealed that employee engagement significantly partially mediates the relationship between workplace spirituality and mental health as well as the relationship between organizational justice and mental health.

Results of research guide HR professionals, employee mental health concerns can be addressed by promoting workplace spirituality, improving employee engagement strategies and implementing organizational justice policies that are perceived to be fair. This study makes a significant contribution to the extant literature regarding mental health issues in the IT sector.

Findings of this research contribute to the area of human resource management and employee engagement. The current study fills a gap in the extant literature by investigating employee engagement intervening mechanism between organizational justice, workplace spirituality and mental health.

The purpose of this paper is to analyze the relationship between Latin American migrants and the Spanish healthcare system, from the users’ perspective, in order to examine the socio-cultural determinants for access and attention, as well as the possible difficulties faced when attending institutional facilities.

This work is based on qualitative ethnographic research with the Latin American community established in the region of Castile and León, Spain. Analysis was established through a thematic approach and illustrated with the testimonies of participants involved, to inspect personal meanings and interpretations, as well as specific practices regarding healthcare.

The encounter between foreigners and health services is frequently expressed with negative emotions, such as feelings of fear facing a system that is perceived as designed “for others.” For many Latin American immigrants in Spain, institutional healthcare is not considered their first choice for treating illness. This has been related to economic, bureaucratic, ideological and emotional factors.

Most of the existing literature about immigrant healthcare in Spain has focused on sanitary conditions or patterns of service use from an institutional perspective and a quantitative approach. This paper highlights the perceptions of users to enrich comprehension of the rapport between migrants and medical care.