Linear and non-linear relationships between job demands-resources and psychological and physical symptoms of service sector employees. When is the midpoint a good choice?

Related to the research of working conditions, the link between organizational factors and health was traditionally analyzed using linear models. However, the literature analysis suggests inconsistencies in linear models predicting workers' health levels. To clarify this issue, this exploratory research compares the linear and non-linear relationships between job demands-resources (task complexity, time pressure, contact with users, and job autonomy), and the psychological and physical symptoms of employees working in the main five service subsectors: commerce, horeca (hotels, restaurants, and cafés), public administration, education, and healthcare.

Is Team Emotional Composition Essential for Virtual Team Members' Well-Being? The Role of a Team Emotional Management Intervention.

The aim of this study was twofold. First, we examined the relationship between virtual teams' emotional intelligence composition and three indicators of their members' well-being, members' satisfaction with the team, and positive and negative affective states. Second, we analyzed the moderator role of an online team emotional management intervention in the effects of the team emotional intelligence composition.

The Influence of Organizational Factors on Road Transport Safety.

Road transport safety is a major concern across Europe due to the human and socio-economic costs associated with work-related traffic accidents. Traditional approaches have adopted regulatory and technical measures to prevent road accidents leaving aside the organizational factors that might contribute to road transport safety. However, contemporary sociotechnical systems theory acknowledges the need to take into account organizational factors.

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.

Does positive team mood mediate the relationship between team climate and team performance?

We tested whether the relationship between a team climate of support from the organization and team performance is mediated by positive team mood. Recent research has shown that this team climate facet is related to team performance, but we do not have any empirical evidence about the mechanisms involved in this relationship. The study sample was composed of 59 bank branches, and a longitudinal design with three data-collection points was implemented.

Roles of participation and feedback in group potency.

The roles of group participation and group performance feedback were examined as antecedents of group potency, i.e., beliefs shared among a work group's members about the general effectiveness of the work group.