Spanish Validation of the Technostress Creators Scale.

Background: The COVID-19 pandemic has changed the way organizations operate, forcing many of them to opt for remote-working as an alternative to the face-to-face mode. This global phenomenon has increased the importance of studying the psychosocial risks linked to the use of Information and Communication Technologies (ICTs), such as technostress. This study aims to provide validity evidence for the Technostress Creators Scale in Spain and to test its measurement invariance in terms of gender.

Non-Heteronormative Sexual Orientations at Work: Disclosure Dynamics and the Negotiation of Boundaries Between Lesbian and Gay Employees and Their Co-workers.

This article focuses on the interactional dynamics which take place during disclosure of non-heteronormative sexual orientations at work. Since the disclosure might be considered a process through which lesbian and gay (LG) people share information about their personal life at work, Boundary Theory, which explores how people create boundaries between life domains, allows us to better understand disclosure dynamics. For this purpose, 39 Spanish lesbian and gay employees were interviewed.

Nature and Mindfulness to Cope with Work-Related Stress: A Narrative Review.

In recent years, work-related stress has grown exponentially and the negative impact that this condition has on people's health is considerable. The effects of work-related stress can be distinguished in those that affect workers (e.g.

Measurement Invariance of the Satisfaction with Life Scale by Sexual Orientation.

The Satisfaction with Life Scale (SWLS) has shown strong evidence of reliability, validity, and gender invariance, and there is some evidence of invariance across age, culture, and educational levels. So far, invariance across sexual orientation has not been studied, despite the number of works that relate well-being to sexual orientation. The SWLS should be invariant across sexual orientation to be able to compare group means.

Manifestations and Reinforcement of Heteronormativity in the Workplace: A Systematic Scoping Review.

This scoping review systematizes the evidence available to date on the manifestations of heteronormativity in the workplace. The reviewed literature shows that, at an organizational level, heteronormativity is reproduced in the configuration of space, organizational policies, and the monitoring of their accomplishment by leaders. At an interpersonal level, employees interact with others based on heterosexual presumptions, they reward what is aligned with heteronormativity, and censor what is not.

Discrimination and Exclusion on Grounds of Sexual and Gender Identity: Are LGBT People's Voices Heard at the Workplace?

The review explores key issues associated with discrimination and hostility faced by Lesbian, Gay, Bisexual and Transgender (LGBT) people at work and organizational responses to it. Starting from a description of the main challenges facing LGBT workers' identity management, the review examines manifestations of negative attitudes towards gender and sexual minority groups, highlighting processes of subtle discrimination and exclusion. It presents and critiques dominant organizational responses to LGBT stigmatization, highlighting the need for holistic, intersectional approaches, and pointing out issues requiring further research.

Spanish Validation of the Shorter Version of the Workplace Incivility Scale: An Employment Status Invariant Measure.

Workplace Incivility (WI) occurs worldwide and has negative consequences on individuals and organizations. Valid and comprehensive instruments have been used, specifically in English speaking countries, to measure such adverse process at work, but it is not available a validated instrument for research carried out in Spanish speaking countries. In this study we aim to test the psychometric properties of the Matthews and Ritter's four-item Workplace Incivility Scale (2016) with Spanish workers ( = 407) from different sectors.

Be Friendly, Stay Well: The Effects of Job Resources on Well-Being in a Discriminatory Work Environment.

Many studies have focused on the negative effects of discrimination on workers' well-being. However, discrimination does not affect just victims but also those people who witness discriminatory acts or who perceived they are working in a discriminatory work environment. Although perceiving a discriminatory work environment might be a stressor, the presence of job resources might counteract its negative effects, as suggested by the Job Demand-Resources model.

Approaching the Discriminatory Work Environment as Stressor: The Protective Role of Job Satisfaction on Health.

Discrimination is a complex phenomenon with adverse consequences at personal and organizational levels. Past studies have demonstrated that workers who are victims of discrimination might show less job satisfaction, less organizational commitment and worse levels of health and productivity. Although most research has focused on the effects of discrimination on victims, less is known about the extent to which discrimination produces consequences on workers who perceive the existence of a discriminatory work environment.

Workplace Incivility as Modern Sexual Prejudice.

Although discrimination on grounds of sexual orientation is prohibited by law in many countries, negative prejudices against Lesbian and Gay (LG) people, as a stigmatized minority, might be internalized by co-workers, being a source of a modern and subtle form of discrimination. Results from 39 in-depth semi-structured interviews with LG employees show that they are victims of workplace incivility which is manifested through jokes, use of language, stereotypes, and intrusive behaviors. Such acts are barely recognizable as a form of discrimination, due to the absence of any reference to sexual orientation, and for this reason it is more difficult to act against them at an organizational level.