Development and Validation of the Positive Organizational Culture Scale (POC-S).

Background: The aim of this study is to develop, analyse and validate the factor structure of the Positive Organizational Culture Scale (POC-S) within the industrial sector in a Spanish automotive company.

Method: The scale was developed and validated through exploratory and confirmatory factor analyses, involving blue- and white-collar workers. The POC-S consists of six factors: Open Communication and Support (OC&S), Strategic Knowledge (SK), Trust and Collaboration (T&C), Learning Orientation (LO), Recognition (REC), and Resilience (RES).

A systematic realist synthesis of digital interventions for enhancing mental health at work: contexts, mechanisms, and outcomes.

Background: Digital interventions (DIs) have emerged as promising tools for promoting mental health in the workplace. However, evidence on if, how, and under what circumstances they affect positive outcomes requires elucidation. This systematic realist review aimed to synthesize current knowledge on contexts, mechanisms, and outcomes of workplace DIs to enhance mental health at work.

The main predictors of well-being and productivity from a gender perspective.

Introduction: Gender difference management is one of the most challenging dimensions organizations must cope with to adapt to VUCA (Volatile, Uncertain, Complex and Ambiguous) environments. The aim of this study is to identify the main drivers (i.e.

Psychometric validation of the Spanish version of the life engagement test: Assessing validity and reliability.

The Life Engagement Test (LET) consists of a fast instrument to measure the extent to which individuals identify and participate in valued activities and, therefore, engage in life. It is also a fundamental component of psychological well-being. This study aims to validate the Spanish version of the Life Engagement Test (LET-ES).

Sources of trust in the healthcare context. A multilevel relationship with work engagement and organisational outcomes.

Introduction: The present study analysed the mediating role of interactional justice and horizontal trust between transformational leadership and organisational outcomes (i.e., job performance and service quality) at the work team level and the cross-level relationship of team horizontal trust with job performance at the individual level, controlling for work engagement based on the HERO Model.