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Objective: The objective of this study is to evaluate the impact of psychosocial risks based on the demographic variables of sex, age, and seniority, on the perception of workplace violence in a group of workers from Spanish companies. Methods: a total of 22 Spanish companies were analysed between 2016 and 2018 with a total sample of 26741 people using the FPSICO 3.1 psychosocial assessment method and divided into demographic groups of sex, age, and seniority for subsequent comparison of means and regression analysis. Results: The results confirm the relationship between psychosocial risks and the perception of workplace violence. The analyses by demographic variables position the group of men as the group with the highest perception of workplace violence, except for discrimination, where it was higher in the group of women. The results confirm that the perception of workplace violence increases significantly with age and seniority in the company. Conclusions: workplace violence is one of the most worrying risk factors today and it is necessary to better understand what risk factors can favour its appearance or its differentiated behaviour according to sex, age, or seniority. This can allow us to develop planned strategies to control this risk and focus on specific demographic groups.

Objetivo: el objetivo del presente estudio es evaluar el impacto que tienen los riesgos psicosociales y algunas variables demográficas como son el sexo, la edad y la antigüedad sobre la percepción de violencia laboral, en el personal de varias empresas españolas. Métodos: se analizó un total de 22 empresas españolas entre los años 2016 y 2018 con una muestra total de 26741 personas mediante el método de evaluación psicosocial FPSICO 3.1 y se dividió en grupos demográficos de sexo, edad y antigüedad para realizar posteriormente comparación de medias y análisis de regresión. Resultados: Los resultados confirman la relación causal que hay entre los riesgos psicosociales y la percepción de violencia laboral. Los análisis por variables demográficas posicionan al grupo de hombres como el grupo con mayor percepción de violencia laboral, excepto para discriminación donde salió superior en el grupo de mujeres. Los resultados confirman que la percepción de la violencia laboral se incrementa significativamente con la edad y la antigüedad en la empresa. Conclusiones: la violencia laboral es uno de los factores de riesgos más preocupantes de la actualidad y se hace necesario comprender mejor qué factores de riesgo pueden favorecer su aparición o su comportamiento diferenciado según el sexo, la edad o la antigüedad. Esto nos puede permitir elaborar estrategias planificadas de control de este riesgo y poner el foco en grupos demográficos concretos.

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The present study investigates the relationship between positive psychological capital (PsyCap) and innovative work behavior (IWB), as mediated by autonomous motivation and participative leadership moderation. The study was conducted on a sample of 246 employees from various public and private organizations, recruited through different social networks. The moderated mediation analysis provided evidence about the impact of employees' PsyCap on their innovative behavior at work. This behavior will be higher when individual factors (PsyCap) and social factors (participative leadership) interact with one of the most self-determined forms of motivation. Our findings highlight the importance of the individual's positive psychological capital in activating the resources and motivation, necessary to develop innovative behavior in employees, thus achieving organizational success in today's dynamic and competitive business environment. The results also confirmed the moderating effect of participative leadership on the relationship between autonomous motivation and innovative behavior of employees, supporting that the relationship will be stronger when participative leadership is higher. Theoretical and practical implications are discussed, as well as limitations and suggestions for future studies.

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Even though psychosocial risks can affect the entire working population regardless of demographic variables, multiple publications claim that women are more exposed to psychosocial risks and that psychosocial risks affect people in a different way, depending on their age. This study aims to investigate demographic differences (i.e., sex and age) in health care workers, with an aim which is twofold: (i) To know if these geographic differences lead to differences in perception of psychosocial risks; and (ii) to identify the job demands and resources with the highest impact on work engagement and performance. A sample of 4,451 people from the sanitary sector, pertaining to 75 Spanish hospitals, was analyzed to test the hypotheses. ANOVA results demonstrated that women show significantly higher impact values in job demands than men, as well as higher values in job resources. Moreover, the group of younger people (< 40 years) showed significantly lower levels in demands, and significantly higher in job resources, wellbeing, and organizational outcomes. Finally, multi-group SEM analyses showed that the impact of job demands and resources on work engagement and performance is significant, regardless of sex and age, although there are changes in the coefficients. The differences in the perception of job demands and resources of the different demographic groups can be used to develop specific psychosocial intervention in health care workers. (AU)

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Even though psychosocial risks can affect the entire working population regardless of demographic variables, multiple publications claim that women are more exposed to psychosocial risks and that psychosocial risks affect people in a different way, depending on their age. This study aims to investigate demographic differences (i.e., sex and age) in health care workers, with an aim which is twofold: (i) To know if these geographic differences lead to differences in perception of psychosocial risks; and (ii) to identify the job demands and resources with the highest impact on work engagement and performance. A sample of 4,451 people from the sanitary sector, pertaining to 75 Spanish hospitals, was analyzed to test the hypotheses. ANOVA results demonstrated that women show significantly higher impact values in job demands than men, as well as higher values in job resources. Moreover, the group of younger people (< 40 years) showed significantly lower levels in demands, and significantly higher in job resources, wellbeing, and organizational outcomes. Finally, multi-group SEM analyses showed that the impact of job demands and resources on work engagement and performance is significant, regardless of sex and age, although there are changes in the coefficients. The differences in the perception of job demands and resources of the different demographic groups can be used to develop specific psychosocial intervention in health care workers.

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The aim of this study is to investigate whether people who exercise regularly have higher levels of psychological well-being at work. Doing physical exercise is a habit that not only has consequences for physical and mental health, but it can also have positive consequences for organizations because physical exercise makes it easier for the employee to recover from physical, mental, and emotional effort during the workday, thus showing higher levels of engagement the next day. Through the analysis of structural equation models in a sample of 485 workers from different Spanish and Latin American companies, this study shows that subjects who exercise more have higher levels of vigor in physical exercise, which is positively related to high levels of well-being at work. This means that organizations that promote activities related to physical exercise among their employees are building a process of resource recovery, which, through the vigor of these activities, makes workers feel less stressed and more satisfied, thus experiencing greater well-being at work. Therefore, at a practical level, these results suggest that the practice of physical exercise is a tool for organizations that want to promote their employees' psychological well-being.

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