Work schedule flexibility and teleworking were not good together during COVID-19 when testing their effects on work overload and mental health.

The COVID-19 pandemic has driven organizations to implement various flexible work arrangements. Due to a lack of longitudinal studies, there is currently no consensus in specialized literature regarding the consequences of flexible work arrangements on employee mental health, as well any long term potential impacts. Using the Job Demand-Resource Model, this study documents consequences of the implementation of two types of flexible work arrangement: work schedule flexibility and teleworking on employee mental health over time, and the mediating role played by work overload during the accelerated implementation of flexible work arrangements in the course of the COVID-19 pandemic.

Transcultural Validation of the Nordic Age Discrimination Scale for the Spanish-Speaking Working Populations.

Negative stereotypes about older workers can result in different types of age discrimination. The aim of this study was to run a transcultural adaptation and validation of the Nordic Age Discrimination Scale (NADS) into Spanish. Three independent samples of Chilean (N = 301), Colombian (N = 150), and Spanish (N = 209) workers over the age of 45, from different sectors and professional categories, answered a questionnaire including the NADS scale, measures of perceptions of inequality, workplace harassment and several scales related to outcome variables to test criterion and construct validity.

Age and Perceived Employability as Moderators of Job Insecurity and Job Satisfaction: A Moderated Moderation Model.

Workforce ageing and the need to work longer implies several challenges worldwide. Due to the potential for career prolongation, one such implication is to understand how age and perceived employability buffers relationship effects between job insecurity and job satisfaction. Therefore, this research aims to investigate the moderating roles of perceived employability and age on the relationship between job insecurity and job satisfaction.

Revisiting the difference between instrumental and terminal values to predict (stimulating) prosocial behaviours: The transcendental-change profile.

Past research suggests that the connection between values and people's behaviour may not be as straightforward and robust as has been claimed. We propose that a more holistic and discriminative view that acknowledges the influence of a specific combination of values on specific kinds of behaviour is needed. In the current project, we test two hypotheses regarding the transcendental-change profile (TCP).

[Does the GHQ-12 scoring system affect its factor structure? An exploratory study of Ibero American students].

This study aimed to evaluate whether the scoring system of the General Health Questionnaire (GHQ-12) alters the instrument's factor structure. The method considered 1,972 university students from nine Ibero American countries. Modeling was performed with structural equations for 1, 2, and 3 latent factors.